Executive summary

The main purpose of this report is to find the best way to manage the café hip better. The report discusses what is the problem of the café hip and analysis those problems from the management perspective and It provides suggestions to solve problems.

 

Due to some reality reasons such as the shortage of the executive chefs in Australia, there are several main problems in the management of the café hip. Teamwork construction is also a problem. The report will analysis and solve these problems from management perspectives which include some fundamental organizational behavior, know about how to use the power, ideas and opinions about teamwork, and the practice of the leadership.
 

Introduction

Café hip is a very popular restaurant in Sydney. The restaurant could earn over $1.5 million dollars each year. The most of kitchen staff is made up of qualified chefs, but university students are the main members of floor staffs. At that restaurant, a point-of-sale Information Management System was introduced. In that system, orders could be noticed to the kitchen more quickly than ever before. As a result of the shortage of the executive chefs in Australia, so they usually can make a lot of money. At the same time, their temper goes bad and their attitudes to others are also proud and prejudice. Against this the floor staffs can earn a little money to keep their family. And the work is so busy that they often have to bear too much pressure and become stressed day after day. So conflicts often emerge between the executives chefs and the floor staffs.
 

Discussion and analysis

The problems at café hip

Personal negative emotions: obviously, the executive chefs are too proud to respect the other staffs. The chef Ritchie in the case often rudely treat other staffs and his arrogant emotions hurt other staffs. From one of the management theories, Organizational Behavior shows that human emotions are strong feelings directed at someone or something. Sometimes a specific event can lead to those emotions of appearance. And some of emotions are short in duration, but the majority of emotion is usually accompanied by a facial expression. Moods, on the other hand, are feelings that are not very strong; they often last much longer than emotions, Generally speaking, moods are consisted by two opposite parts, the positive moods and negative moods, and generally they are not recognized easily because they do not include the distinct expressions. In this case, Ritchie has a visible problem with bad temper and proud emotions. These negative emotions are accumulated day after day as a result of some reality factors. As we all known, the executive chefs were lack in Australia, the kitchen team was very well paid. and the kitchen staff knew this and so considered themselves as the most important part of the restaurant, as one chef has claimed, you can find many waiters and it just cost your few dollars. This situation makes the chefs get the habit of blaming others easily and casually. And their behaviors like this make other staffs angry. These personal negative emotions of members within café hip restrict further development of it.#p#分頁標題#e#

 

Power issues: In the case, the executive chef Ritchie holds more real power than Michelle even though he is above him in formal authority. This factor cause the manager Michelle could not control Ritchie, there will be led discrepancy between them. At last, It gives bad influence to further development of café hip. From one of the management theories, the power and influence holds that the managers should exercise their power correctly and cautiously. And how they can develop enough resources of power and influence to accomplish goals, solve conflicts, foster creative teamwork , and strengthen the cooperation. People could not get things done simply like in the past. For instance, someone gives an order and someone else follows it.

 

Case analysis for power issues and performance analysis

Power issues in this case are the power of Michelle is above Ritchie in formal authority, but he holds less power than Ritchie in reality. From the case, Ritchie roar to the staff kylie, the reason is that kylie has made a mistake, and Ritchie could not bear it, At last, kylie become angry with the attitude of Ritchie, and she talked back. When manager Michelle want to address this problem, he found that he holds less power than him, because café hip could not be continually managed without the executive chefs. Contradictions within members lead bad influence to the development of café hip.

 

To neutralize the power of Ritchie without effecting performance, we can use the concept of teamwork to persuade him. From the case, Ritchie is so proud and arbitrary, because the restaurant depends on him deeply. From one of the management theories,  this situation often lead to a power gap because the managers or companies excessively depend on somebody and there will be lack of little or no explicit control (Jeffrey, 1994). At this time, the managers can promote the concept of teamwork to encourage staffs (BH Raven, 1970). Because people in modern world generally live and work in socially complicated organizations where people need the help from others. They need not only that of subordinates but also that of colleagues, superiors, relatives and outsiders to achieve their goals. So the managers must let Ritchie realize that although he is very important to the restaurant, if there are not works of other staffs, the café hip still face difficulty. So he should pay much more attention about his impolite language and change his bad temper. The managers can also help him learn to get along well with other staffs. Good work environment must contribute to the management of café hip (Kotter, 2008).
 

The toxic emotions in this case

Arrogance, angry, disgust and sadness are toxic emotions that are evident in this case. From the case, the executive chefs are very arrogant and often treat the floor staffs rudely. At the same time, the floor staffs try their best to keep pace with the stead flow of customers who are asking for drinks and water. They are so busy that sometimes they make a mistake, and the chef could not bear this ,and snap them, the floor staffs feel angry and sadness. The case shows that Michelle is an outstanding manager, And she makes the top staffs still work very well even though in the peak weekend hours and she is very competent in training staffs. However, she finds that she have to console disgust and upset staffs, because some of them are blamed by the kitchen team or are mocked by the executive chefs (Clore, 2000). And when she wants to solve this problem, she find she have no way, because the restaurant depend on the executive chefs, so she feel so infuriated. To solve these problems, the managers can strengthen communications among staffs, let them realize that they are all working towards a common goal. They should learn to work together equally for succeed (Judge & Robbins, 2007).#p#分頁標題#e#
 

The solutions for Café Hip’s problems

From one of the management theories, the teamwork business case study shows that the team concept has been researched for years. The concept of teams in business has been proved to provide huge power to personal members over the past years. Many companies have been realized that teamwork in the workplace is the best way to get things done. Teamwork can also enhance the ability of staffs and broaden their vision (Lazarus & Averill, 1972). Teamwork may excite the interest of staffs and increase their personal satisfaction. Teams generally have more advantages than individuals, so they can also attempt to achieve the higher level goals than any one person. From the above, the managers know that they can encourage staffs to cooperate with each other to make café hip run smoothly.

 

From one of the management theories, the mentoring and coaching courses shows that mentoring and coaching is very useful to the managers or for overall staff, And in modern society mentoring and coaching are increasingly being regarded as important part of training programs for the development of the business (Hiu, 2002). So some senior managers in many organizations also have to acknowledge that their companies will be more thrived if they have offered more courses of coaching and mentoring to their staff. So the managers of café hip can open mentoring and coaching courses for staffs, in order to improve businesses (Stephen, 1986).

Conclusion

In conclusion, café hip still faces some problems such as personal toxic emotions and power issues restrict the further development of the restaurant. And the managers can try to solve those problems from the management perspective. The managers can use the specific management theories which include the basic organizational behavior, judgment about how to use power, ideas and opinions about teamwork and mentoring and coaching courses. Through the analysis and evaluation for the management in the café hip, it is necessary to improve the staffs in teamwork and service quality.