Sir Charles Willpower Hospital’s cafeteria

Recommendations Unmotivated staff 7. Implementations 8.

Reference list The case study below takes place at the Sir Charles Willpower Hospital’s cafeteria, which is experiencing problems with the change management. Due to the new management undertaken by Keith Davis, there was a major issue of inadequate communication channels, as Keith told his employees what to do rather than consult them, especially with the decision-making.

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The best alternative to rectify this problem is for Keith to adapt to a consultative management style, in order for employees to take ownership in their workplace through expressing their opinions ND feel more valued, however still allowing Keith to still make the final decision. Another major issue addressed in the Cafeteria was the amount of unmotivated staff. As employees feel unsatisfied with their work, the best solution to this issue is Goal Setting.

Through employees setting strategic goals they will increase their motivation through achievement of these goals which will lead them to set more challenging ones.

Lastly, the third major issue recognized was Kith’s poor leadership skills which made it difficult for employees to fulfill expectations and find enjoyment in the workplace. The best alternative solution for this problem is to retrain Kith’s leadership abilities so he is able to adopt all the qualities needed to become a better leader in his managing role. Although this may be an expensive method, the new leadership qualities Keith will learn will make a happier work environment for his employees Ana Dull a netter employer/employee relations. Identification Poor communication channels 3.

Problem Keith focuses on top down communication channels, providing a one way communication which is from him to his employees, rather than two-way which provides his employees to communicate ideas with him. This negatively impacts the hospital as the Keith is unable to discuss problems or ask questions amongst employees to see if there are any problems going on amongst the workers and therefore leading to Job dissatisfaction employees.

Although Keith tried to soothe Julia when the issue between her and Madison was brought to his attention, he did not follow it up or treat it as an importance. Lack of staff motivation Prior to Kith’s managing, Ann.’s original foundations of self-satisfaction and close family ties seemed to motivate the employees at Sir Charles Willpower hospital.

Kith’s changes were made to become more efficient, employees were left struggling to gain satisfaction and motivation in order for themselves to achieve their hierarchy of needs (Moscow, 1954).

In this hierarchy of needs Moscow developed, employees have five needs, physiological, safety, social, esteem, and self-actualization, once they fulfill one of their needs they can graduate to the next one to fulfill it and so on. Without fulfilling the social needs of forming social ties or self-actualization of gaining enough experience within the kitchen to become a supervisor, it became known to the employees of what they are capable of and decreased their enticements to complete tasks and feel satisfied.

Keith lacks major leadership qualities, as the organizational layout he uses is to tell employees what to do, depriving them of guidance and support. The Hershey Situations leadership model suggests that leadership focuses on follower’s readiness (Hershey, Blanchard ; Johnson, 2001).

This theory suggests that at Sir Charles Willpower, if the employees feel they are unable to complete a task Keith should give those clear and specific instructions. If they are willing and confident Keith needs to provide them display high task orientation, and if employees feel able but are unwilling Keith would need to use a supportive approach.

The teamwork environment of delegating tasks amongst of employees was not addressed by Keith. He believed that employees needed to finish work on time, plan menus monthly and take on cleaning responsibilities, whereas, the use of team work would have provided a better suited time managed system. Through having each employee assist with cleaning duties, planning menus, helping out another if time as short as well as assisting each other to get all food out and made the kitchen would be less chaotic.

This would have assisted with issues if someone was ill, allowing more than one person to prepare greater portions of meals. . Statement AT Major Problems The three major problems that are brought to the attention at Sir Charles Willpower Hospital are: Inadequate communication channels The poor communication channel Keith utilizes is top-down communication from Keith to his employees. As this is a workplace that depends on seeking ideas from others and support from each other, two way communications between Keith and his employees is necessary. This will allow employees to feel part of the decision making and feel they can share their ideas to improve the workplace.

Following this Keith must then improve his leadership skills, putting his employees first and assisting them with any help and support they need in order to achieve a positive workplace. This may involve Keith revising the organization’s culture, or distinguishing the strength and weakness of each employee so he knows how to assist each of them. Once Kith’s leadership abilities are improved, staff motivation must be identified ND given, in order for employees to become productive within the kitchen and gain job satisfaction, increasing their abilities and allowing them to feel the want to work. . Generation and Evaluation of Alternative Solutions Set regular meetings within the kitchen, in order to concerns amongst employees to be discussed as we as evaluation on how the business is going and openly discuss ways to improve or maintain it.

Advantages Allows for feedback Employees can listen to each person’s idea and encourages discussion openly Evaluate the earnings to the previous week and that time the previous year, allowing ACH person to suggest ways to improve or maintain their profit margins.

Disadvantages Some employees may not attend May be time consuming to discuss all ideas Implement a Consultative management style in order to increase two-way and open communication between Keith and the employees. Advantages Allows employees to feel ownership in decision making Allows employees to share their ideas and opinions Gives confidence to employees Employees may feel held back to express their opinions because they do not feel comfortable Employees may feel offended if their ideas are not taken into consideration Time consuming

Implement setting goals, which involve employees setting goals that motivate them to improve their capabilities. Advantages Gives self-satisfaction Increases productivity and performance levels Time consuming to distinguish appropriate and achievable goals Goals ay appear as unattainable and lead to employees to give up Job design Mr. Dive can alter the Job design to assist in identifying and correcting any deficiencies that affect performance and motivation.

Advantages Job enlargement, can be used to increase motivation by giving employee’s more and varied tasks so the employee is motivation to try new tasks Job rotation allows an employee to work in different departments or Jobs in an organization to gain better insight into operations motivating the employee to increase his/her skills and knowledge about other Jobs.

Disadvantages Job enrichment may lead the employee transferred too much responsibility in the kitchen and independence in the planning and control aspects of the Job which may suppress motivation levels Reward and Recognition Evaluating each employee to identify which people are performing to their maximum, and rewarding them financially or non-financially for their hard work, therefore titivating other employees to improve their work standards.

Advantages Employees will increase performance to obtain more rewards Will produce higher standards amongst the employees Self- enrichment Expensive to keep purchasing rewards and reassess each employee to recognize After a while employees may feel that rewards may not motivate them anymore Keith may not want to undertake the idea of rewarding and recognizing employees Retraining programs for Keith within the company or externally will allow Keith to develop better leadership qualities and create a happier workplace. Advantages

Positively effects employees to feel trust and support from Keith Keith can evaluate themselves as to what skills are expected to lead the employees Disadvantages May take a while for Keith to learn and adapt to these skills May be expensive Dismissing Keith will demolish the issue of poor leadership abilities and will allow the business to replace him with a more experienced manager. Advantages Re-appoint a new manager who possess all correct leadership skills Employees are in a happier environment where they can get the support they need More time appropriate and efficient than retraining

May be hard to find a replacement Employees may Tina It Nora to adapt to a new manager Ana may De resistant to glee them a chance due to their bad experience with Keith 6.

Recommendation A Consultative management style is the recommended alternative for Keith to address to his employees. The type of management style used by Keith at this point is autocratic, which involves him making decisions for the hospital kitchen unilaterally. Although regular meetings are a good alternative by providing mediation and assistant towards employees, the consultative management style involves a permanent change to the organization.

The consultative style would involve Keith discussing ideas of possible changes to be made within the kitchen, as well as employees being able to give their opinions and ideas. By implementing a consultative management style, employees at the cafeteria will be able to perform to their optimum level, concentrating on increasing common sense approach for Keith to meet the needs and wants of the employees, as well as making employees realism their own abilities and capabilities in performing tasks, (McClellan, 1987).

Similarly to regular meetings, the consultative approach gives open communication, however unlike meetings the consultative approach is more permanent in the workplace and is used daily, for example in decision making, gaining assistance with a task or getting support with a concern. This will benefit the kitchen, as the employees will respond more positively to any changes to feel more a part of the workplace and a sense of belonging. Keith will benefit from this style, as he will be given a broader range of ideas as well as maintain his authority to make the final decision.

Goal Setting Setting goals is the preferred alternative for Keith to use within the kitchen. Despite the fact being rewarded motivates someone to maintain if not improve performance to be rewarded again, goal setting gives motivation.

Goal setting enables employees to measure their processes and work performance. This enables employees to gain feedback on their results, unlike rewards and recognition which Just motivates employees to try harder to gain another reward rather than possessing the want to gain the self-satisfaction that they have improved.

Edward Locker’s theory of goal setting outlines that in setting specific and challenging goals it enables process and outcome improvement (Locke & Lethal, 1990). Similarly, Job design suggests a different form of motivating to increase their skills of different tasks, however it also does hold the ability to measure the improvement that setting goals do. If goal setting is adapted by Keith, his employees would be able to achieve towards a higher performance, as well as motivating them to set higher goals with increasingly difficult tasks, once teeny nave Eden canceled.

I Norton Mascots annularly AT needs, tens can assist in setting goals with Locke and Lathe’s theory. Moscow theory suggests that although no need is every fully satisfied, a substantially satisfied need no longer motivates an individual to satisfy that need’ (Robbins, Bergmann, Stag and Coulter, 2012, IPPP). This suggests that in identifying each need, physiological safety social esteem and self-actualization, employees at sir Charles Willpower can pinpoint what tasks they need to complete in order to graduate to the next level.

For example one of the employees may find that they feel they don’t belong, in order to achieve this level they can set a goal to form relations with other employees on a professional Asia. Once this goal is achieved they can move on to develop their esteem needs.

Retraining Keith Although, retraining Keith may be considered a time consuming process, compared to the alternative of dismissing Keith, it appears to be a more logical approach.

Through retraining, Keith is able to gain leadership skills that he may not be aware are essential skills he needs in order to be a manager. This will transform him from telling his employees what to do, to instead assisting and guiding them through changes. Despite the expenses of this method, it may also be difficult for Keith to operate as well as understand the concept of these skills however unlike dismissing, he will be able to improve and allow for a happier work.