Human Relations in Business: Maja Barnes’ Case Study
Len effectively calmed her down by offering the restaurant to pay for her dry cleaning. He demonstrated effective leadership skills and confidence, by facing an angry customer and preventing get the restaurant Into a lawsuit. In the above situation, Len was an effective leader, but other two circumstances clearly need some development. Gus, the salad chef showed up to work drunk. Olsen told him that it was against company rules and got him a taxi home at company expense. It was a violation of company policy and in case Gus drove to work, the law.
There are a lot of things that may be going on around Gus, like the negative changes in Gus’ life that cause him to show up to work drunk. Len solved a problem temporary by sending salad chef home, but he definitely should approach him next time when he is sober at work. Olsen should ask him questions what made him to show up to work drunk. He should explain to Gus that such behavior Is not tolerated, and next time If he will come to work In the drunken state he will be fired. Additionally, if he sees that he drove to work drunk, he
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Another situation with Annie, a server who called off because of her sick dog, showed his poor leadership skills that need to Improve. Furthermore, Annie was also clear that for her dog was much more important than her job. I think that there are a few solutions that Len could put into action. Len should let her know that next time if she has plans to call off, she should first try to find somebody to cover her shift, or call her friend or family member to help her out with her dog.
The missed shift could also be deducted from Nannies vacation days, or she could make up a missed day at work for another day. Olsen should tell her that her actions let him and other stuff members down, and they need her experience, this would make her feel self-worth. He also should ask her what he could do to make her Job more valuable to her. Len should let her know that they do enjoy her working In the restaurant, but they don’t want her to do these things again. Len should be strict about the rules, and make sure that people take his words seriously. . What else can the restaurant chain do to help Olsen and others in the leadership As it was mentioned in the text, all candidates before becoming leaders were required to work as a bartender or server for at least a year. The purpose of this requirement was to give a candidate for a management position a direct experience in dealing with different kinds of customers. It also made the candidates feel and see what is it like to “walk in server or bartender’s shoes”, and what do they have to go through on daily basis.
Instead of making a candidate right away an assistant anger after a year mark, the cooperate should provide the candidates at least two training sessions before and after this one year period mark, so it could build up the candidate’s confidence and skills. The restaurant chain should create some kind of workshops and seminars for new manager personal. They could exchange their experiences and learn from more knowledgeable leaders that have been in the field for years. The company could also create some kind of blob/formal channel where leaders could communicate.
The good idea would be also “leadership development orgasm” that require people to go outdoors; the purpose of these is help to build teamwork and build self-confidence. During training, a “shadowing period” is a great help for future leaders to improve the skills and gain experience from managers who worked in the business for a while. The candidates “shadow’ the leader and get the knowledge on how the restaurant runs on daily basis, it also a good opportunity to ask questions. Len has a lot to learn, and I believe that with encouragement, after some period of time and taking examples from “veterans” he will become a very effective leader.