As a multi culture city London is very popular with many international cuisines. In the same time London city is centred for many attraction. So UK national and tourist play vital role for this restaurant industry. Smith's Restaurant is situated in central London covered by many tourist places. Day by day the number of customer is increasing because of it's European and international cuisines. To cope with this growing business company should maintain an organisational structure, the approach towards the employees must be positive and motivated. Everyone should have a clear idea about the leadership style of the company. although you are highly experienced in this types of business, but the situation just after this recession is much different from other time for expanding the business. There is a economic and proved business paln needed to make the chain of restaurant. In my report I m going to discuss these things and try to find out the best possible way which is suitable for current economic situation.
Almost all of the restaurant in UK are flat structure accept some big chain restaurant. In contrast to a tall structure organisation, only one layer of management in flat structure organisation. Chaine of command in this types of organisation is short. On the other hand controlling power is wide.
Advantages of flat Organisations
Disadvantages of flat Organisations
* Good communication between top management and worker.
* Staff may have more than one manager/boss.
* Better working sprit.
* hinder for the growth of the organisation.
* Less bureaucracy and easier decision making.
* Structure limited to small organisations such as partnerships, co-operatives and some private limited companies.
* Fewer levels of management which includes benefits such as lower costs as managers are generally paid more than worker.
* Function of each department/person could be blurred and merge into the job roles of others.
As it is a family owned business, here you have direct controlling power as a managing Director.Smith's Restaurant is tall structure organisation using typical hierarchicy. Though three supervisor are reporting to managing director through two assistant manager, but oyu performmany os their job in your own power.
In this typrs of hierarchical structure clearly defines each employee's role in the organisation. As well as it defines the relationship among the employees. Here the most important decisions are taken by the senior management. The affects of this kind of structure are given below:
- clearly define each person's authorities and reponsibilities.
- Lower management cost
- Decisions can take quickly
- Unexperience staff can learn quickly by getting direct seniors directions.
- Defines promotional path clearly
- Employees very loyal to their department. [P2]
Different Motivation Style
According to Dr. Abraham Maslow, ”there are general types of needs( physiological, survival, safety, love and esteem) that must be satisfied before a person can act unselfishly”. If we observe Maslow's need pyramid, after a need satisfied it stoops acting as a motivator and the next need starts motivating.
Source: Maslow's hierarchy of needs
Frederick Herzberg believed that all factors fell into one of these categories and therefore had separate consequences. His research concluded that some factors fell into both categories although they held a stronger position in one of them. See the diagram below for examples of the factors that he determined for each category.
Source: Motivational Theory: Herzberg's Two Factor Theory
By looking at the diagram, it shows that a sense for achievement, recognition of their effort, the nature of the work itself, and the desire for responsibility are all strong factors for motivation. At the bottom of the diagram, the way the business is run, how they are supervised, the work conditions and their pay, are all factors that can lead to job dissatisfaction if not met to the standards of the employee
Motivating factor influence individual behaviour in smith's restaurant which will also impact on opening new business:
Wages is the direct method of motivation. A good figure of salary inspires an employee to work attentively. If the wages is not worth for the job certainly an aemployee will look another suitable job.
It is a good idea to share the graduity with the working staff. Gratuity add a extra money on the top of the wages. It will make staff happy for their job.
Sometimes in few occasion such as Christmas times when the work pressure is higher then normal time may announce a spiceal bonus for the employees. It will express that company is very cordial to their staff.
As the status the people working here are almost categories it is a good idea to arrenge a cheap accommodation for them.
¨Flexible working hour
Among the fifty employees most of them are students, students have strict restriction for working more then 20 hours in their study period. A flexible rota will help to make the working speed smooth.
¨Arranging staff meeting in a month
In order to keep employees happy it is very necessary to have a good relation between the top management and the staff. By arranging a staff meeting monthly top management will have a clear idea about the staff requirements. Moreover so many information will come out about customer's demand, which is important to run the business.
All the theories of motivation perform a vital role in the management of a company. If the management is not good enough business will lose its zest. Motivating the employees highly will inspire them to work attentively, which will keep management active to run the business. In this restaurant motivation is very necessary. Because if staffs are not happy customer will not serve perfectly. In this profession it is very important to keep the worker cheerful. Another very important things is, if the motivation program continue in this company the worker will not leave the company for any cheap reason. If an employee works a long time company will definitely benefited.
Those who want to improve the value of a company need to know how to organize to achieve organizational goals; those who want to monitor and control performance will need to understand how to achieve results by structuring activities and designing organizational processes.
Marketers know that to create a successful corporate brand they need to get the organization behind the delivery of its promise; a thorough understanding of what an organization is and how it operates will make their endeavors to align the organization and its brand strategy more feasible and productive.
The way information flows through the organization affects work processes and outcomes, so knowing organization theory can help IT specialists identify, understand and serve the organization's informational needs as they design and promote the use of their information systems.
Value chain management has created a need for operations managers to interconnect their organizing processes with those of suppliers, distributors and customers; organization theory not only supports the technical aspects of operations and systems integration, but explains their socio-cultural aspects as well.
Nearly everything HR specialists do from recruiting to compensation has organizational ramifications and hence benefits from knowledge provided by organization theory; organizational development and change are particularly important elements of HR that demand deep knowledge of organizations and organizing, and organization theory can provide content for executive training programs.
Corporate communication specialists must understand the interpretive processes of organizational stakeholders and need to address the many ways in which different parts of the organization interact with each other and the environment, in order to design communication systems that are effective or to diagnose ways existing systems are misaligned with the organization's needs.
Different approaches to management:
By decentralling the power and authority work speed eill grow up.
Providing a good leadership company will make a good chain of command, which staff must obey.
¨Power and Athurity-
The responsible man will have the athurity to give command suitable for job.
To make an employee more productive he should given job in his specialised sector.
Employees will work better if company assured his job security and career progress.
Different tyopes of leadership:
– Leader makes decisions without reference to anyone else
– High degree of dependency on the leader
– Can create de-motivation and alienation of staff
– May be valuable in some types of business where decisions need to be made quickly and decisively
– May help motivation and involvement
– Workers feel ownership of the firm and its ideas
– Improves the sharing of ideas and experiences within the business
– Can delay decision making
– ‘Let it be' – the leadership responsibilities are shared by all
– Can be very useful in businesses where creative ideas are important
– Can be highly motivational, as people have control over their workinglife
– Can make coordination and decision making time-consuming and nlacking in overall direction
– Relies on good team work
– Relies on good interpersonal relations
- Leader acts as a ‘father figure'
- Paternalistic leader makes decision but may consult
- Believes in the need to support staff
Group is when few employee working independently for a common task and interact between themselves to promote it's accomplishment.
¨ Dynamics group formation
Theory of propinquity- people who are similar attitudes toward certain object and goals tend to form a group.
- The record-cost outcomes of interactions serve as the bais for group formation.
¨ Formal group
These groups are formed to carry out specific task. It includes:
- represented in the organisation chart
- permanent in nature
- members report to common supervisor
- function reporting relationship exists.
- formed to carry out specific task
- temporary in nature
¨ Informal group
This types of groups are formed by employees themselves. Hence they are not formally structured. They are two types
- Friendship group
- Interest group
There are six critical success factors that must be in place before any group begins to function as a leadership team.
1. Supportive Sponsor
Leadership teams are usually formed by a sponsor who recognizes that reaching an organizational goal will require a group of individuals working together to provide the leadership necessary to move a company, division or unit towards the organization's goals. It is the sponsor's responsibility to create a ‘charter' that establishes the leadership team and it's primary focus. In addition, the sponsor establishes specific goals the leadership team is to accomplish. In order to open the chain of smith's restaurant you must clear all aspect from your sponsor.
2. Focus on Stakeholder Outcomes
A shared understanding of the leadership team's stakeholders, their expectations of the team, and the values the team embraces is essential to create the focus needed as the leadership team members plan and execute the actions necessary to achieve the team's goals.
3. Smart Goals
Specific, measurable, achievable, realistic and time-bound goals should be established by the team's sponsor and then broken into sub-goals by the leadership team. Without SMART goals, the team will lack the milestones necessary to drive action.
Every leadership team needs a leader who focuses the members of the team on the mission, purpose, and goals of the team. This individual must be committed to the team's results and must be willing to be held accountable by the team's sponsor and other stakeholders, for leading the team through processes that insure the team's goals are reached. The team leader must engage each team member in the processes of the team and build a platform of mutual trust that leads to open debate, collaboration, individual commitment, and personal accountability.
The most important element of successful team work is the establishment of a platform of mutual trust that enables the leadership team to engage in open debate and decision making that leads to commitments to action by individual members of the team. Building this trust requires an openness that allows team members to know and understand the beliefs andbehaviours of all members of the team so that team actions can be
6.Engaged Leadership Team Members
An effective leadership team will have team members who are actively engaged in the work and focus of the team. This will require that each team member emotionally commits to actively and openly participate in the team's processes in the pursuit of the team's goals. The team member must willingly commit to carry out action plans to complete individual actions necessary for the team to reach their team goals. The team member must be dependable and carry the full weight of personal responsibility to complete their individual commitments by the date committed to.
Technology on Team functioning
In this present world no business can run without adopting technology. When technology mixed with proper management the organisation will successful. Using latest technology certainly improve the working speed on the team. In new business of chain restaurant there are so many technology can be use. Such as:
Customer can enquire about restaurant through e-mail. Now a days many people prefer to book table by sending a mail.
If WI-FI facilities is available inside the restaurant customer will interested to come with their laptop. As well as staff can use their PDA for taking order.
As a chain restaurant it is very important to keep a continous communication among the branches. If all the restaurant have computerand connected in company's own network any important document can be transfer in a short time.
PDA is very important for service staffs. It will increase the working speed by taking order quickly.
·Bellott, F. K., & Tutor, F. D. (1990). "A Challenge to the Conventional Wisdom of Herzberg and ·Maslow Theories." Paper presented at the Nineteenth Annual Meeting of the Mid-South Educational Research Association. New Orleans, LA.
·Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The Motivation to Work (2nd ed.). New York: John Wiley & Sons.
·Maslow, A. H. (1970). Motivation and Personality (2nd ed.). New York: Harper and Row.
·Newstrom, John W. & Davis, Keith (1993). Organizational Behavior - Human Behavior at Work. New York: McGraw-Hill
M M Arafat Rahman