According to Griffin and Moorhead (2009), a business owner must establish a robust human resource management strategy. Besides, it is essential for the owner to create an ideal environment for the customer-employee relationship (Griffin and Moorhead, 263). With reference to the Hun Chinese Restaurant, the management team will consist of the operations director, marketing director, and supply chain director. All the directors will be owners of the business. Under the directors, there will be supervisors, the chefs, and the waiters who serve the customers. In addition, the company proposes to have a standby marketing team consisting of two employees. Basically, the business will adopt the inverted triangle management model whereby the employees will have to take most of the responsibilities with the directors limited to leadership and goal setting.
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In the case of the Hun Chinese Restaurant to be a success, I propose the following organizational chart recommended by Griffin and Moorhead in the chapter, “Using teams in the organization.”
Hun Chinese Restaurant’s organization charts
As opined by Griffin and Moorhead (2009), selection processes are not only reliable but also valid devices for hiring the right employees in an organization. In order to successfully create an organizational behavior modification plan for the Hun Chinese Restaurant, it is imperative to review the excellent reputation, concentrate on the ‘right stuff’ and define the ‘stuff.’ Under defining ‘stuff’ module, it is essential to balance the performance of the employees with the effort they place in the technical elements of sales activities. When properly implemented, the feedback will substantially improve staff productivity, decrease grievances, increase retention, and standardize performance measurement and evaluation (Griffin and Moorhead, 269).
Through focus performance management, the Hun Chinese Restaurant business owner will be in a position to create clear goals on performance appraisal, manage a positive feedback channel, and offer continuous and systematic coaching to ensure that employees perform at optimal productivity level. Thus, the best way to motivate the employees is by giving them responsibilities for achieving set milestones in service the customers. Leadership qualities evoke a modification of behavior in other people. It produces a positive reinforcement to people’s ideas and performance. It occurs due to the positive effects of leadership. It provides a suitable stimulus to evoke the best versions of people. With reference to the Hun Chinese Restaurant, positive reinforcement may be adopted to motivate the employees to double up as the business’ brand agents outside their formal roles.
Generally, the elements of absenteeism, low morale, low quality work, over-dependence on employees’ assistance program, and low turnover are associated with poor motivational strategies, which results in improper handing work culture and disrespectfulness to the need of the customer. The Hun Chinese Restaurant will apply these principles in formulating, launching, and running its activities.
Griffin, Ricky, and Moorhead Gregory. Organizational behavior: Managing people and organizations. New York: Cengage Learning, 2009. Print.