HND人力资源管理outcome2

Individual Report
F84T 34 Managing People and Organisations
Outcome 2
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Contents
Introduction (3)
Section1: Content and Process Theory within Application (3)
Section 2: Methods improving job performance (4)
Section 3a: Importance of Teamwork (4)
Section 3b: Three factors affecting team cohesiveness and performance (5)
Conclusion (5)
Reference (6)
Introduction
Three points in this report. Using the Maslow’s theory analysis the Shangri-la hotel in the case. The benefits of expectancy theory. Combining with case write five ways to improve performance. The content of the final includes Belbin-team roles and contribution and three factors influencing of team cohesion. The following is the main content of the paper.
Section1: Content and Process Theory within Application
Mas low’s theory:Maslow’s theory is put forward by Maslow in the mid-1950s. Maslow describes the human needs into the same pyramid from low to high level be divided into five kinds. The Shangri-La Hotel’s kitchen staff are analyzes and bases on an analysis of Maslow’s theory.
Basic and physiological needs: The kitchen staff have physiological needs. So the Shangri-La Hotel mast offers kitchen staff food and shelter. The Shangri-La Hotel promises kitchen staff the satisfaction of physiological needs. Kitchen staff will definitely work hard.
Safety and security needs: The kitchen staff have safety and security needs. The Shangri-La Hotel must provide insurance for kitchen staff personal safety. Shangri-La links with insurance companies and insurance companies provide kitchen staff insurance.
Social needs:Kitchen staff maintains kitchen’s regular operation. Kitchen staff are important part in kitchen. Kitchen staff hard work in the kitchen, has is able to realize self-value.
Ego needs: Craig is a sous chef but he does not respect the views of his employees. Craig is not to given the ego of kitchen staff. Kitchen staff want respect, so Craig mast given ego of kitchen staff and kitchen staff mast self-respect.
Self-fulfilment needs: Kitchen staff has their purpose and intents. Kitchen staff realizes their value in the work and make their progress in the work. Kitchen staff works hard and become a chef.
Conclusion
Maslow’s hierarchy has diversification. People at different times have different needs. Maslow proposed that all humans seek to fulfill a hierarchy of needs. His hierarchy be represented with a pyramid by him. The potential has kitchen staff’s need and people have potential demand. Maslow’s hierarchy has variability. People have different demand in different environments.
Expectancy theory
Expectancy theory is put forward by Vroom. Expectancy theory that motivation is heightened when behaviors are highly instrumental in achieving desires outcomes.
Instrumentality includes the Shangri-La hotel Managers wants have reward system and rewards can include a promotion and a rise. The reward system mast befit the employees’ expectations. Manager’s valences for rewards weather or not employees be attracted by reward and reward positive or negative impact on employee.
Conclusion
The discretion of the expected value is embodied by self-interest. Manager’s Rewards System attracts employs but rewards system depends on human’s subjectivity and experience.
Section 2: Methods improving job performance
There are so many ways to improve job performance such as job design, quality of working life, the nature of supervision, use of technology, the meaningfulness of work, job rotation and improving job performance of team members, autonomy and reward.
Select five points combines with cases
Job design: Chef’s personal methods influence hotel management.Craig prevents waiting staff deal with the problem that affect efficiency. Redistribution of power from Craig’s power to managers. So Shangri-La Hotel improves the processing efficiency that conducive hotel development Reward:Shangri-La Hotel sets up a bonus system. Rewards can improve staff motivation. Alisa rewards hotel staff who studies in local collage. Hotel staff studies in collage can improve their service quality that for the hotel development. Alisa can finding the most successful people and promoting them out and take them become manages.
Job rotation: Shangri-La hotel need training programs, such as rotations. Alisa can get managers working on every area of the site in hotel, so they know different working environment and they have a variety of work experience. Job rotation can help managers eliminates the monotony of work.
Use of technology: Use of technology in the Shangri-La hotel’s kitchen. Upgrade the production lin e and reduced operating costs. Use of technology in the kitchen can improves the production efficiency.
Autonomy: Sous chef has a new menu but Craig do not agree to use the new menu to cook. Sous chef has his power so sous can talk about the benefits of the new menu with Craig and introduces a new menu in order to better meet customer’s demands.
Section 3a: Importance of Teamwork
A team must have a common purpose or goal. The team cooperation can increase batter to satisfying objectives. Team increase enterprise competitiveness. The team cooperation van improving productivity and enhances service quality and innovative. The team cooperation can increases
motivation and commitment.
Belbin-team roles and contribution：Belbin thinks not prefer individual, only has the perfect team. Belbin-team’s content includes Monitor Evaluator, Team worker, Completer Finisher, Specialist, Implementer, Co-ordinator, Shaper, Plant, Resource Investigator.
Tuckman-stage of team: Tuckman put the team growth into four stage. Four stage includes forming, storming, norming, performing and performing stages.
Section 3b: Three factors affecting team cohesiveness and performance
Team cohesiveness is very important to a team. Team cohesiveness is essential can plays an important role in digging out its potential and keeping the team exist. A cohesive team is an eligible team.
Three factors, which effect the team cohesion and performance in the kitchen of hotel case.
Size of team:Case of no team in the kitchen.Craig is in the kitchen range to set up a small team. Small team effort would be a much more efficient approach. The Craig’s team include the delegates of work in the kitchen. Craig’s team discuss the problems about kitchen related that can make up for many of the problems before, such as lack of consultation, poor communication and lack of participation.
Lack of communication: Craig is a personal totalitarian people due to he is lack of communication with his staff in the kitchen. Leading to the lack of cohesive force in the kitchen. Strengthen the communication between managers and employees that can improve team cohesion.
Team members are positive and motivated:In the kitchen, the manager mast has the intense affinity and builds a consummation system. Managers build a good atmosphere, encourages various staffs positively upward. Positive the kitchen staff, unity and stability that conducive to team development.
Conclusion
Team cohesion not only can increase the efficiency but also can enhance friendship among colleagues. Managers uses Maslow’s theory and Expectancy theory to managing employees. Team cohesion makes group with high cohesiveness, closely condensed group numbers, strive for group’s goal together. The last hope hotel has a long development.
Reference
Laurie J. Mullins, Management and Organisational Behavior, Seventh Edition, Financial Times Prentice Hall (2005)
Steven L. McShane, Mary Ann Von Glinow, Organizational Behavior, Fourth Edition, McGraw-Hill lrwin
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