Case 2: Uris Hall Dormitory Kitchen The early days of Uris Hall’s dormitory kitchen were characterized by excellent food and a content, tight-knit staff. The employees’ feelings of satisfaction and utmost commitment to their jobs are best explained using Herzberg’s Motivator-Hygiene Model. This motivation theory relies on the assumption that satisfaction and dissatisfaction in the workplace are independent of each other, and a different set of factors is responsible for causing each emotion. One motivating factor is the employees’ sense of achievement in their work. The case stresses that the eleven women who worked in the kitchen felt a consistent sense of pride in their labor; they went to great lengths to ensure superior quality …show more content…
Loud.” The staff was not comfortable with her habit of singing at the top of her lungs, bossing other, more experienced women around, and extolling to the crew how great her abilities were in the kitchen. The old crew clearly had certain norms that each member followed, and disruptive behavior was not one of them. In short, these factors adversely affected kitchen staff morale and performance. The staff harbored great resentments toward the management, fellow personnel, and the new allocation of tasks. The kitchen employees obviously were struggling to cope with the new kitchen. We will be analyzing their team behaviors and outputs with six criteria: cohesiveness, goals, norms, external environment, member composition/roles, and leadership. There are two sides to every coin, the factors could enhance team outputs if used right, they could also hurt the team when ignored. Cohesiveness was the factor that helped them the most. The 11 old employees were kept as the morning shift instead of two shifts, this allowed them to face the new environment and harder task together with cohesiveness they built in last 16 …show more content…
Loud to the morning crew poses a second problem. Her poor influence on the staff has led to two workers threatening to quit. Considering the successful years of experience this group of women has achieved working in the dormitory, the Mrs. Loud situation must be addressed immediately. She should be removed from the morning crew, and either moved to the evening crew or fired altogether. Since she has little experience working in large kitchens and is likely to annoy the evening crew, it would probably be a better decision to fire her, and replace her with a new, more composed worker with greater
In the conflict presented in New Graduate Nurse Orientation, we see that there is a new hire to the floor. Recently graduating from nursing school Helen really wants to fit in with the fellow nurses on the unit. Helen wants to belong to the unit as a whole and is looking to her preceptor Ashley as they one to help facilitate not only her transition from nursing school to the unit, also the transition to being a part of the unit through the camaraderie of the fellow nurses on the unit. What Helen begins to learn is that there is a hierarchy on the unit, which Ashley is in the so called “in crowd”. Throughout Helen’s orientation, Ashley is constantly on her cell phone dealing with personal issues, or a way from Helen when she is need of guidance with alarms and equipment that she is unfamiliar with. Helen being new did not know what she needed or did not need in orientation. When approached by a more seasoned nurse that is not in the “in crowd” as to
Although most employees were not happy about Lawrence 's changes, many employees probably welcomed the change. It should never be looked at as wrong to expect employees to earn their paychecks and treat a job like a job. While change is hard to adapt to, people always do. Lawrence could have slowly changed things to allow for employees to adjust to those changes. You can raise morale by letting the employees know that they are just as important to you as you are to them. Lawrence doesn 't need to be as close with employees as Carpenter was, but he can restore morale by letting them know that they are important to him. Turnover rates would also change If employees felt these changes. Employees of any company want to feel like they are a part of the company and that the company needs them there. When you have happy employees. Productivity and attitutes stay in the positive. Happy employees make for high morale and lower turnover
Although the kitchen needs codes of conduct and a clear chain of command, it is also important to make sure to not allow the stresses of the kitchen impact your life dramatically. Redzepi had an epiphany when his sous chef mentioned that yelling at staff and kicking them out of the kitchen was too out of line. From there, Redzepi managed to improve both his life and the morale of his kitchen. Providing staff with a comfortable environment is necessary because it will boost their morale and lead to a less stressful workplace. More importantly, such changes in the kitchen can also improve the guest’s satisfaction and the quality of dishes and other various creations.
When the merger between Al-tech Manufacturing and Border Manufacturing took place, the layoffs caused the employees to react in a way that could possibly cause the company harm. There was a drastic drop in morale and production. The employees showed signs of stress and were feeling unappreciated. Jill’s production slowed because she was uncertain of what changes were going to coming and wanted certainty about exactly what her job was going to be. Jill needed to feel like she was an asset to the team and needed to be given clear direction on where her job was headed. It is important to show your employees that they have an important place in the company and that they can have a clear vision of where the company is headed. Anne was an energetic
The king of Chef Auguste Escoffier carried a structure to the kitchen, with different self-determining roles and responsibilities for line cooks. Keep work clean as you go and every post has division and clear focus job. Many of these roles have been combined or even removed over time. This rearrangement was the primary change among the classical kitchen Hierarchy and the kitchen Hierarchy of today. Helps to know the knowledge, shows the positioning of staff, keeps distance between the position and is developed for the smooth operation in past and is also functioning same even
Waitresses hurry between tables and the cooks’ aisle carrying armfuls of hot plates of chocolate chip pancakes. Bussers bring heavy tubs full of dirty plates, silverware, and glasses to be cleaned in the back. The dishwashers struggle to wash and return the dishes that rapidly pile up near the noisy dishwashing machine. The cooks sweat in their hot aisle as they try to keep up with all the food orders coming from the servers. Meanwhile, the noisy line of customers grows, stretching outside the building. By the end of the day all of the employees are exhausted and want to go home. I consider keeping my job at the Original Pancake House for 9 months an accomplishment, especially considering how quickly new employees quit or are let go.
systems, Foodbuy newly implemented system did not include goal setting and team building. Also, the effectiveness and ineffectiveness of the sy...
In this paper, I will write my answers to questions pertaining to Case 7, Mary Corey and Case 16, Kathy’s temper. These found in the textbook The Management Training Tool Kit.
As with any theory, the motivator-hygiene theory has its share of criticisms. Among them is the lack of consideration for individual differences. Herzberg’s theory only takes into account internal organizational factors and does not consider personal attitudes and beliefs of one’s work. Moreover, the two-factor theory assumes that high job satisfaction equates to performance at work. This, however, does not hold true in many situations.(insert example) A highly satisfied, content, and happy worker is not necessarily the hardest worker in an organization.
Of the numerous speculations of work motivation, Herzberg's (1998) motivator hygiene theory has been a standout amongst the most persuasive in late decades. Essentially, the hypothesis isolates propelling variables into two classifications: Motivator factors, which have a remark with the work itself, and Hygiene factors, which have a remark with the encompassing
Kovach KA (1987). What motivates employees? Workers and supervisors give different answers. Business Horizons, 30. 58-65. Print. 8 Feb. 2014.
Staff developing is vital for restaurants to run smoothly. A restaurant is composed of two sectors; a Front of House (FOH) and theirs a Back of House (BOH). The front of the house is what is visible to the customers? eye. Customers can not see the back of the house. Back of the house is where cooks prepare the food and where the dishwasher is located. Manager Brian Aycock explained that if a manager develops his staff, it makes the restaurant run smooth. The store will profit, the employees and the guest will be satisfied (Aycock). If the staff is not getting along, a lot of tension will grow inside the restaurant and co-workers will not work with one another as a team. In return the customers will not be happy and the profit will not be as desirable. When customers are not happy with the visit they had at the restaurant, they will then spread the word to all their friends.
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.
They are organization, focus, and collaboration. Since there are more than one chefs in the kitchen, we would not be able to use one person to answer the questions mentioned in the first paragraph. However, everyone in the kitchen have these three characteristics which are the requirements I find out as a qualified chef. In this essay, I will prove these three truths as being a chef by describing the layout and analyzing the characteristics of the kitchen from the space. The description will consist details such as lighting of the kitchen, functions of objects inside, and even things that are not in the
This theory postulated satisfaction and dissatisfaction of employees. It divides the motivational factors into two categories, which are motivator and hygiene. Motivators which are intrinsic to the people, such as work itself, recognition, achievement, etc, is normally creating satisfaction and motivation to the actor if they are met. On the other hand, hygiene factors which are characterized as extrinsic components, such compensation, company policies, and relationship with superiors and peers, working condition, etc, will not create satisfaction and motivation to the actor if the factors are met. Its purpose is to keep the actor away from