Overview of Topic
The topic of discussion is about the laziness in the workplace and the spread of its negative impacts on Chinese cuisines and restaurant business across the world. Management of human capital, how restaurants and hotel business is handled in the Chinese way and the city that should be dwelt upon is that of Ontario in Canada is also discussed. Laziness is an intolerable demise and it has never been recognised and accepted anywhere on the universe.
Most specifically, managers are known to be very harsh and strict on lazy characters in case they are identified. This is because laziness and productivity are a complete contrast of the other. One does not expect to realise growth in production where employees do not perform their roles within the required timeframe.
One contributor to laziness derived from attitude in Chinese business is the fact that Cuisines of the Chinese are based on the Chinese culture and they are majorly based in the major Chinese cities of Lu, Zhe, and Guangzhou among many others.
Moreover, Chinese Hotel business spreads across the world like bushfire due to its uniqueness and its strong cultural base. What we ought to do is seeing on ways to solve this problem and hence support business growth. This is again supported by the fact that people are very open and willing to accept the Chinese culture hence big client and customer base which is the major prerequisite of business advancement.
The spread of Chinese ventures is not biased because that china is not a capitalist state and has belief bent on the welfare considerations of the people. Another reason is that of recent China has opened up itself to the rest of the world as opposed to previously when it believed in itself and her alone (Cho, 2010). This explains why even the labour industry and laws of Canada have accepted their operations in their land. In Ontario, Canada alone there are over 500 Chinese restaurants and the prospect of growth are highly expected at slightly over 50% p.a with the major obstacles being laziness at the work place and employee handling.
Punishing employees who do not conform to the policy and standards of many businesses in Canada has been a very great challenge due to the strong human right organisations and employee associations. Despite their members being on the wrong at times they always employ a great deal of resources to defend them to the last drop of blood (Ludmer, 2001). Our case in study is the Shanloon Chinese Cuisine House. Employers are also left in a dilemma at times when the government and the civil society engage in strife over their employees. This restaurant is located in a highly accessible street 41 Raglan St S Renfrew, ON K7V 1P8, Canada. The environment is serene, highly accessible to many and by extent have space for future growth (Mosher, 1998).
The research is geared towards the study about the basics of the foundation of the restaurant, the management of the restaurant including about how management and the employees relate, employee handling and the most important of this is how employee behavior such as laziness influences the operations of the restaurant. Another area of interest in our study is whether the operations of the hotel are in line with the Labor Relations Act of Canada. Labor laws in Canada are very strict and in so much favor of the laborers and therefore restaurant operators ought to be cautious, enough to handle their employees well (Taxel, 2009).
Research methods and techniques employed include both primary and secondary methods. To retrieve first hand information about laziness of employees and the restaurant, a one on one investigation is instigated on all the stakeholders of the restaurant. To reinforce the facts from the ground secondary findings are also sourced from books and journals with detailed coverage on laziness and its impacts as well as how it can be eradicated or managed so as to realize productivity out of it.
Overview of Concerns
From our primary research finding it’s evident that Chinese Restaurant business is highly booming in Europe given the recent advancement of the Chinese in Europe with the major limiting factor to growth being employee behaviour, specifically, laziness at the work place. The idea of Chinese in Europe is still very sceptical since they have been secluded from the rest of the world for so long; other reports have also shown that their way of life is not easy to fit given their highly deviating culture from the rest of the world. Their foods are equally unique (Campbell, 2009). Management challenges have also been experienced for a while on occasions.
Relationship between demand and supply have not been that much but though at time the fluctuations of foreign exchange and the relevant risks at times affect the supplies which are majorly imported from China (Newman, 2004). Importation is the basis since the originality of the foods relies on the motherland that is China. The major management challenge that is experienced by operators in the industry according to the findings is that of the employees. Specifically, it has been observed that their laziness has been on the rise (Levine, 2002). The legal concerns as have been mentioned previously are in the favour of the employees.
This is in line with the countries policy to attract Foreign investments in the country through lenient rules and laws to alien investors. The reference to this is also The Ontario Employment Act (Mosher, 1998). It is in contradiction with the company policies of high productivity from its employees. They also demand that their employees adhere to its rule and terms of engagement to the letter. The future challenges that are unveiled include those such as undercapitalization which to and extent lead to the threat of collapse if liquidation is insufficient (Mosher, 1998).
The industry is also in the verge of rapid expansion and therefore firms in the industry may also find it difficult to grow due to the stiff competition and stiffened demand as well. This is despite the fact that the location of Shanloon Chinese Culture House is accessible and ample surrounding that highly favours hotel business (Taxel, 2009).Primary and Secondary Research Findings:
Source (Primary)
Our interviewee in shanloon Chinese Cuisine House Chinese Restaurant is Sun Kung; Sun Kung is an entrepreneur cum proprietor in Ontario State of Canada. We want to interview him on general employee laziness and how this has impacted on the operations of the restaurant. Sun, in the management of Shanloon hold a position of the overall management as the general manager of the restaurant (Newman, 2004).
He holds two bachelors degrees one in Business communication and the other in Hospitality Management. These Degrees are awarded to his from the Shandong University, majoring in Business and a Minor in Hospitality. He also has a diploma in Organizational Theory and management from Dips College in Toronto (Mosher, 1998). He lives in the neighbourhood of Renfrew ON Canada. This is a location just around the vicinity of the Restaurant. This he attributed to assist him reach his job in time, earlier than even their employees. The restaurant has high optimism of future growth. This is indicated by the level of management offered under Sun Kung.
Questions to ask
- When and why Shanloon Chinese Cuisine House established and what were why was it formed in the first place? Why was it established in Ontario in Canada? What are the Visions, Missions and Objectives of Shanloon Chinese Cuisine House Restaurant?
- For how long has the business been in existence?
- How many employees does your business have?
- What terms of engagement do you offer your employees? That is salary scale and working conditions.
- What led to the laziness of employees in the restaurant business if they have given an effort to this?
- What efforts has the management made to take care of the laziness problem?
- What are the impacts of laziness to the organization? How does it impact on the goals and objectives?
- What is the strategic plan as developed by the management of the company?
- What is that swot of the business and its competitive advantages and disadvantages if any?
- Into what proportions does the restaurant intend to integrate both the factors in its micro and macro environments to ensure the survival of the business?
The primary research methods adopted in terms of the questions developed above would be conducted in terms of an interview; both oral and written in a questionnaire. For consistency, anonymous telephone interviews would be conducted at times within the research duration.
Secondary, research methods to a large extent will also be extensively exploited. Here, information will be looked for from books, journals and even magazines that relate to the hotel industry. Information found from such sources will be coded and analyzed and then interpreted. Journals from the ministry of labor and those fro the civil society will also be scrutinized and relevant information analyzed.
Source (Secondary)
Secondary research information sort gave us detailed information about what laziness is and its various definitions. Causes are also highlighted and their detrimental impacts to businesses. Laziness apart from just being a vice at the work place since it cuts on productivity it is also a sin to be lazy. Other unacceptable acts at the work place include: lack of enthusiasm. Nay saying, gossiping, the know it all attitude, complaining and the worst is irresponsibility which is categorized with laziness as the worst acts that one should ever do at the workplace.
Ontario labour laws are so much in contention with the theoretical information sought from secondary sources. Managers are to hire and fire employees they consider to be of benefit to the business and those they have proof that do not yield much, that is the unproductive lot. While laziness on one hand would lead to weaker brains due to weak thinking, work only leads to creativity and innovation. It is through thinkers that greater innovations came by.
The ever increasing rates of crime have largely been attributed to excessively lazy minds. Criminals are a disgrace to its nation and gives a very bad image to the to a nation (Johnson, 2009). That’s why the laws and regulations of Canada is so cruel with the lazy youth. Through the labour ministry, the government of Canada has created several programmes for the youth just to ensure that its youth with vast energy are engaged in building the nation as well as themselves.
Source (Secondary)
The second batch of our findings was on the causes or factors that are likely to lead to laziness in an organization. The first and most significant came to be the in built characteristics of and individual. If born lazy or if one develops laziness from child hood, this becomes part of them and therefore very hard to do away with. In such a case, it becomes upon the company to decide how resourceful the individual is to the business (Johnson, 2009).
Alongside this, the company policy should also be looked at. Other causes of laziness were got to be, poor relations in an organization. This was realised to emanate from poor leadership. Shanloon restaurant emerged best due to its exemplary leadership as demonstrated by Sun Kush. He employs the right leadership style where appropriate. Motivations and forms adopted of motivation may at times influence employees positively or negatively. Positive rewards like salary increaments and promotions when deserved are acts that will always make an employee be willing to work without supervision (Johnson, 2009).
Work place ethics as a policy strongly oppose laziness. This opposition is not for any other reason but for the good and success of the organization. To ensure that an organization is never derailed off its objectives. Laziness also leads to reduces output in terms of productivity (Johnson, 2009). This is against the major reason of firm establishments. Acts of laziness according to company policies are normally strictly and harshly dealt with most so if it is realised that it is likely to reduce productivity of an organization. Shanloon punishes its employees when it realises that their acts are likely reduce their employees.
Source (Secondary)
The other secondary sources exploited explained the several ways through which laziness at the workplace can be eradicated. Eradication of laziness may be procedural in that laziness may be accepted and changed or it can be punished once and for all. Laziness at work steels both the time of employer and the employee in equal measure and therefore needs to be done away with almost immediately they are detected. There are ways that have successfully been deemed fit to solve laziness related challenges (Johnson, 2009).
First, problems at the workplace should never be taken out of the office, the worst an employee can do is to extend workplace challenges at home. Family environment can easily help one out of whatever made them feel like being lazy and solve the problem once and for all. Laziness at the workplace can as well be managed by making more friends at and out of ones workplace. This is basically done by assisting others when in problems and seeking fro assistance when in the same situations. This is also a suitable cure of laziness. The management can also plan for programs that are geared towards bringing employees together always like games, workshops and trainings where employees get to update themselves with the current market trends (Mosher, 1998).
To avoid stress and a lot of confusion that may come in the process of one’s duties and since this may at times be a source of laziness. One needs to always document each and every activity conducted. This will ensure that each employee’s piece of work is ever in order. Therefore chances of error and confusion are limited and quality time therefore geared towards productive work.
Source Canadian Company
International Development Research Centre (IDRC) is an international company that is based in Canada with branches spread all over the world. It has demonstrated the highest level of operational efficiency from within itself in Canada and also in all its branches worldwide. This, it has managed to undertake by first of all being in the position of attracting a pool of managers from all over hence strong and efficient leadership (Johnson, 2009).
IDRC has taken gender mainstreaming as its main tool to eradicate laziness at work. Affirmative action is taken to ensure that whenever there is a shortfall in gender in any sector, the shortfall is reinforced. This has stirred competition among employees for tasks within the organisation leaving no room for any lazy click.
Recommended methods of managing scenario
The best way to do away with laziness at the workplace and its detrimental effects is to give advice whenever a sign of their occurrence is detected in any department. Where this is not applicable, then this steps can be taken to do away with the problem:-
- Identification of the problem which in our case is evident; laziness at the workplace.
- Identify several ways of handling the problem.
- Identify alternative courses that can be taken in case the ways above are not appropriate as well as their impact.
- Make a decision on the best approach to use among the alternatives gathered.
- Implement the problem solving technique adopted.
- Perform a review and evaluate.
Other ways of solving the problem should involve conducting motivational talk once at a time within the organization. Trainings on employee handling at the workplace is also critical at such moments, this is to aid the employees in understanding their rights and duties when at work.
Reference List
Campbell, J. G. (2009). A Double-Edged Life: A Memoir of a Young Woman’s Journey with Bipolar. Bloomington, Indiana: Author House.
Cho, L. (2010). Eating Chinese: Culture on the Menu in small Town Canada. Toronto: University of Toronto Press.
Johnson, J. A. (2009). Health organizations: Theory, Behaviour, and Development. Mississauga, Ontario: Jones & Bartlett Learning.
Levine, M. D. (2002). The myth of laziness. New York: Simon and Schuster.
Ludmer, L. (2001). Cruising Alaska: A Traveler’s Guide to Cruising Alaskan Waters & Discovering the Interior. Oxford: Hunter Publishing, Inc.
Mosher, C. J. (1998). Discrimination and Denial: Systemic racism in Ontario’s Legal and Criminal Justice systems, 1892-1961. Toronto: University of Toronto Press.
Newman, J. M. (2004). Food culture in China. Westport: Greenwood Publishing Group.
Taxel, L. (2009). Cleveland Ethnic Eats: The Guide to Authentic Ethnic Restaurants and Markets in Greater Cleveland. United States of America: Gray & Company.