...DECISION MAKING Prepared for Regina Patton General Manager Great Escape Restaurant 811 Hurst Street Carthage, Texas 75633 Prepared by Jamorian Harrison August 15, 2012 Letter of Authorization May 30, 2012 Mr. Jamorian Harrison Assistant Manager Maroney’s Restaurant 811 Hurst St. Carthage, Texas 75633 Dear Mr. Harrison As stated a few months before, we as an organization need a formal report to address some of our issues and ways to solve them. We need our employees to understand the benefits of great communication, high morale, and we would also like for the employees to give feedback of their own. Search for articles that give great examples of these topics. Also conduct a few face-to-face interviews. This report is needed by the end of October. Be sure to notify me upon any questions or concerns. Sincerely, Regina Patton General Manager Letter of Transmittal GREAT ESCAPE RESTAURANT 811 Hurst St. Carthage, TX 75633 August 15, 2012 Regina Patton General Manager Great Escape Restaurant 811 Hurst St. Carthage, TX 75633 Dear Ms. Patton I have prepared the formal report that listed some of the problems we are facing as a company along with ways to fix these errors. The report gives the benefits of great communication, the negative aspects of miscommunication, and other areas of our company that needed attention. Sincerely, Jamorian Harrison, Assistant Manager TABLE OF CONTENTS Letter of Authorization ………………………………...
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...1. My preferred leadership style was resolution. 2. Let's take a look at the six components of team dynamics. We'll also look at how they affect team performance and implications for managers. Objectives to be effective teams must agree on clear objectives and be committed to achieving them. Implications for the manager is getting the group to set specific objectives with a target date.Group size is next. If a group is too small or too large it may have a negative effect on the team.Implications for managers they usually have no say so in the size of their groups. Team norms are the group's shared expectations of it's members' behavior. Implications for managers is that the team norms can be positive or negative. Group cohesiveness is the attractiveness and closeness group members have for one another and the group . Implications for managers strive to develop cohesive groups that accept positive norms. Status within the team is the perceived ranking of one member relative to other members of the group. Implications for the manager they need to have high status. Group roles are shared expectations of how group members week fulfill the requirements of their position. Implications for the manager to be effective a team must have members who play task roles and maintenance roles, while maintaining self-interest. 3. Let's discuss the five stages of team development. Stage one is orientation it's characterized by low development level, high commitment, and low competence...
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...you look at it the world and the workplace is a diverse place. The world has always been however it is relatively new that they start integrating races, religion, and other diversities into the workplace. Most can be considered diverse so many people should be able to relate to this. The world has come to realize that bigotry has no place in the workplace and that they have to be more diverse. Diversity is a very sensitive topic as it affects everyone differently dependent upon what race or creed you’re. As a manager they’re many moral and ethical dilemmas involved with diversity in itself. The first is dependent upon what you’re, if you fall into what may be considered a minority or woman. Let’s use a female manager of a retail store for example. Over the years the job market has been very unfair to women all together. Just over the last 20 years or so have women been accepted into higher ranking roles in business. So they’re many ethical challenges that they face as they progress. Good ethics indicates that a manager should be fair and just with its hiring system along with its promotion system. Whoever has the best resume coupled with job experience should get the job that they applied for. This is wen good ethics falls into place, if it’s a man and a woman going for the same position the female may swing towards the female applicant just for the fact she wants to get more women working in the workplace. This is not ethical and if someone were to understand what...
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...assignments are summarized on the assignment check sheet, and they are summarized on the grading information sheet. So, you have three different places you can reference when you are determining the requirements for each week. If you do have any questions, please be sure you e-mail or phone me as early as possible so that you can be successful in this course. Slide 2 What is Organizational Behavior? Well, it’s easy to say that it is the way an organization behaves. What does that really mean? Let’s look at how organizations behave. Are they ethical? Do they value people? Those are two key characteristics. What about communications (both internal and external)? When you are looking for a position, what type of company do you want to work for? So you only look at the salary? Or do you examine the organization by talking to other people in the organization? Organizational behavior is that composite of people within the organization that share common values and beliefs. Let’s take that a bit further and look at what we call organizational culture. Slide 3 I like to think of organizational culture as a person’s personality. So if you were asking “What is the culture of an organization?” Think about...
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...resources. In daily study, work and life always embodies the wisdom of management, but also reflects the reality of a person to control the level and ability. Of course, everyone wants to be successful. Besides, we have in mind some own goals and decide plan the ways that we carrying out so as achieve our goals. First of all, we obtain to know how to plan to achieve our goals, that is consist four key areas of management such as: planning, organizing, leading and controlling. The first element of managing is planning. Planning is the function of management that deciding the needs of the organization in the future. Basically, we need to know the path of business, goals, missions and budgeting. Then, identify and selecting appropriate goals, plan to deciding which goals to pursue and deciding what course of action to adopt to obtain those goals. (Mason Carpenter, 2013) For example, let’s say during to do group assignment, we need all working to a theme, set a specific task or had an idea. The second element of managing that is organizing. Organizing is the most importance to us because of teamwork. The element of organizing means structuring working relationships in a way that allows organizational members to work together to achieve organizational goals. In this point, we need convert all idea from our group and make decision during group assignment. (Mason Carpenter, 2013)...
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...providing an array of monetary incentives for extra effort. But the truth is, we all know people who pour themselves into work that they don’t have to do. And we’re all familiar with the volunteer who works harder than the paid staff, or the “dollar-a-year” executive who seldom goes home to sleep. For most of us, even a modest amount of self-examination will reveal that “because we have to” or “for the money” are, at best, only partial answers to the very complex question of why we work. Gaining a better understanding of what motivates people will make you a better manager. It will help you get the most out of those who work for you. The classic text on this subject is “The Human Side of Enterprise,” published in 1960 by Douglas McGregor, a founding faculty member of MIT’s Sloan School of Management. Mr. McGregor’s book argued that behind the decisions and actions of every manager are a series of assumptions about human behavior. Most managers of the time seemed to subscribe to Theory X, whose assumptions include: – The average human being has an inherent dislike of work and will avoid it if he can. – Because people dislike work, most people must be coerced, controlled, directed and threatened with punishment to get them to put forth adequate effort toward the achievement of organizational objectives. – The average human being...
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...Intercultural Business Training at Farnham Castle in Surrey including intensive language ... Page 1 of 3 Crossing Cultural Barriers Developing the International Manager Working Effectively with International Colleagues Going to Live and Work Abroad Intensive Language Tuition Global HR Support Programmes How culturally aware are you? Back to categories Back to articles One of our leading intercultural trainers, Philippe Nitzer, has devised this short quiz for you to test your knowledge... 1 In Spain, the main purpose of a business meeting would usually be to: a) make decisions by discussing in length the pro's and con's of an option b) reach agreements by consensus between everyone concerned c) brief their team about something already decided by specific decision makers 2 You are asking a question of your junior Japanese colleague and he/she looks down and answers you after a few seconds. You think the chances are that he/she: a) has something to hide and is looking for an answer that would boost him/her in your eyes b) is paying respect to your position and your question c) hasn't got a clue what the answer is and feels ashamed Click here to watch sample workshop videos. 3 In Italy, the majority of people think that a good manager should: a) have at hand precise answers to most questions his/her subordinates may raise about their work b)be able to direct his/her subordinates to those who may have the right answers to most of the questions they may raise c)...
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...The path to college may not be for everybody. Everyone has their own career that really want to pursue. However, college is not the road for every career. Some careers require experience and or a vocational technical high school diploma where others do require University. Students should learn what they want to do with their lives before falling into the trap of going to college even though they might not need a degree. This is because of career requirements, the type of work they’ll be doing, and the financial stress that could come from college. If your career doesn’t need a college degree and you know thats your passion, dive right into the career. If you compare the requirements of a technical trade compared to an engineer, the engineer requires a B.A. in Engineering. On the other hand, the technical trade, let’s say Electrical,...
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...Now let’s talk about ability. Employees need to have certain abilities that will make them a valuable addition to an organization. But when talking about ability, we know that we weren’t all created equal in our abilities. No matter how talented you are, it’s unlikely for you to act as well as Scarlett Johansson (the black widow in the Avengers), play basketball as well as LeBron James (the famous NBA basketball player), or write as well as the author of Harry Potter, J.K. Rowling, etc. Hence, from management’s standpoint, it’s very important to use the knowledge that people differ to increase the likelihood an employee can or will perform his or her job well. Organizations need to identify key abilities of employees that will lead to success, and managers need to understand what abilities will lead to a good job fit with certain employees. So, what does Ability mean? Ability is an individual's capacity to master numerous tasks in a job. Intellectual and physical abilities are two key types of traits that organizations look for employees to have depending on the job requirements. (p5) First of all, let’s talk about Intellectual Ability. Companies view intellectual ability as one of the most valuable attributes in employees. This ability deals with mental capabilities such as thinking, reasoning, problem solving, etc. which are all important elements of worker skill in companies. Certain jobs require more intellectual ability than other types of jobs. For example, a factory...
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...there to reach a common goal. We are supposed to be a team at my job, but our team was a little dysfunctional. Not being able to work together without one person always wanting to look like the champ. My manager often says our department is a team, but how can you feel like you are part of a team when you have one particular member who’s seems to be working to reach their own goals instead of what’s good for the team and organization. A team is supposed to work together to reach goals not put its members down. We have a team member whose goal it is to make sure they are always looking good, even at the expense of a fellow team member. It’s nothing wrong with looking good, but as a member of a team you should be working to make sure the team’s goal is met and you can look good along with everyone else. What good is it for one team member to look good but the team fails? Of course everyone else knew what the team member was doing, but the manager could not see it because in his eyes her job was always done. The bad part about the whole thing is team suffered, but the organization paid the ultimate consequence. We were fined something that team member was doing something wrong and it ended up costing the organization a major amount of money. Let’s just say that team member is no longer a part of part of thee organization. In the end one team...
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...increased worker satisfaction by that managers need to realize they are the leaders of the organization. The Hawthorne study, conducted by Elton Hall, was originally intended to understand why losses in productivity occurred. What they discovered was employees were more productive if they believed they were receiving additional attention from the managers. Based on this study and further research, the theory developed that employees would achieve greater satisfaction and productivity if managers focused on their employees through two way communications, trust and respect and a “reward system” which encompassed training or enrichment, job advancement, involvement in the company culture and improving the working environment. The Empowerment Theory of Management Seen as an evolution of the Behavioral Management Theory, the Empowerment Theory of Management also centers around the employee and their contribution to the company. As defined in the online Business Dictionary, the Empowerment Theory is “A management practice of sharing information, rewards, and power with employees so that they can take initiative and make decisions to solve problems and improve service and performance. Empowerment is based on the idea that giving employees skills, resources, authority, opportunity, motivation, as well holding them responsible and accountable for outcomes of their actions, will contribute to their competence and satisfaction.” The managers must be servant leader to the employees...
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...running a successful business is to have someone that will organize things and keep the department running smoothly are those persons who are identified as managers, and are highly essential to any company and department. Being a good manager always starts with having a plan…which keeps disaster from happening. A company cannot succeed without one. That is when the need of a manager comes in. They’re the ones normally that come in with the why’s and how’s of how they would like the department to be run, and the things that would help the department succeed. They’re the ones that help control labor costs, to assess talent needs and make informed business decisions such as where to open new facilities. Once the vision is set, managers have to be on board to get the organization where it needs to be, and to constantly reinforce that culture and vision throughout the organization. Why Managers Are Important Manager’s jobs are crucial to a department. They keep things running smoothly. They have the responsibility of knowing what their objective is for the future of the company and department. After that, they have to have some idea on how that objective can be achieved. No matter how good a manager you are, everything doesn’t go perfect all the time. Especially, if you’re managing a large company, or group. So managers have to foretell what problems might arise, and how they’re going to deal with them. For instance, if it’s a matter of money that’s the problem, they have to...
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...Conflict is unavoidable in today’s work environment. In order to resolve conflict we must first define what conflict is. According to Hellriegel, Slocum and Woodman conflict is the process in which one party perceives that its interests are being opposed or negatively affected by another party (p. 362). Workplace managers must be sensitive to the consequences of conflict. These consequences range from negative outcomes (such as loss of skilled employees, sabotage, low quality of work, stress and even violence) to positive outcomes (such as creative alternatives, increased motivation and commitment, high quality of work, and personal satisfaction) (Hellriegel, Slocum and Woodman, p. 365). Conflicts (whether they are negative or positive) will arise in organizations whenever interests collide -- and when these differences affect the relationship between interdependent people, they must be constructively managed (Hellriegel, Slocum and Woodman, p. 365). According to Hellriegel, Slocum and Woodman, conflict includes meanings, judgments, and values that crowd our minds move us to conflict. Feelings are an important dimension of conflict. For example, anger, hostility, fear, jealousy, insecurity, pain or sadness, inadequacy, are some of the feelings underneath conflicts. Although most conflicts involve disagreements of some kind, some of them can be more about feelings than thoughts. Many societies, including our own, express opposing views of conflict-sometimes it is bad, sometimes...
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...To say that American Corporate CEO’s are very wealthy is an understatement. These people are tremendously overpaid, and make up only 1% of the U.S population. Let’s first take a look at the definition of a “CEO”. In every definition that I’ve come across, the word “manager” is apparent. In essence, a CEO is merely a high-ranking manager in most cases. There are exceptions where the CEO is the entrepreneur himself for example Ralph Lauren who employs over 24,000 people and earned his salary. Other than those few, CEO’s get paid massive amounts of money, but when asked why they deserve so much, there isn’t a clear answer. When Americans learn that CEOs are compensated in the tens of millions of dollars, one can only wonder how much our local teachers or firemen make and what are the executives doing to earn such large salaries. What’s even harder to understand is these CEOs make so much more money than the men and women serving our and risking their lives. The annual uproar about CEO pay wouldn’t be as troubling if the salary gap between them and the rest of the nation wasn’t so outrageous. Why should the same people responsible for trillions of dollars in economic losses be awarded $18 million in bonuses? The amount of money made on Wall Street, doesn’t compute to the Americans on Main Street. In an attempt to understand why CEOs are compensated so highly, we might want to take a look at what exactly is required of them. Everything within the company falls on the shoulders...
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...Value Statement for Let’s Score It (LSI) Let’s Score It Inc. strives to become the premier company providing sporting goods, sports apparel and equipment worldwide. We will provide World class service to our customers by using high quality goods and unique delivery standards. We will use innovative resources to streamline products to enhance our athletes performance. We will use creative resources to provide unique designs and logos for our apparel. We will remain competitive in the industry to provide returns to our shareholders. We will respect our multinational partners by acting socially responsible and environmentally responsible to employees, stakeholders, and shareholders. We will expand our organization globally to become a leading ambassador in the athletic industry. With the implementation of these values, we will achieve success and achieve our goal to reward our shareholders. LSI is committed to accept and implement social responsibility to our stakeholders. We will dutifully research our suppliers and venders to make sure they observe and implement high humanitarian standards. Child labors laws will be closely monitored. LSI will provide assistance to under developed countries to improve their living conditions. The assistance will help develop individual citizens and its government. Examples of assistance include but are not limited to educational assistance, nutrition programs, developing quality housing, and medical products. Reference About.com...
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