Hospitality Management Itau Bank

Question: Prepare a report for Itau Bank at post graduate level? Answer: Introduction Being a manager at job is entrusted with significant level of roles and responsibilities that need to be carried out. The role of managers in any organisation is mainly to perform the management of organisational tasks in a manner that ensures the attainment of desired goals and objectives. Managers is known for managing organisations operations, and in performing such management, he/she is required to apply the most appropriate management style so that better overall management can be achieved. The manager has the ability to perform efficient communication with the subordinates so as to manage them in achieving organisational tasks and goals. The manager is also responsible for maintaining a smooth organisational culture that supports the entire working conditions. The role of managers in respect to a restaurant business is significantly higher because it is the managers ability that determines the performance of front level staff of the organisation, and ultimately results into the satisfaction of final consumers. There are various important abilities and skills that must be possessed by a restaurant manager in performing the management of the entire business in an efficient manner (Analoui and Karami, 2003). This report is aimed at profiling my situation when I would become the restaurant manager. The report highlights about the reason for which I am the best person fitted for the job of Restaurant Manager. In order to explain why I would be the best person for the job of Restaurant manager, this report details about the management styles that I would apply after becoming a restaurant manager, the communication process and also performs a SWOT analysis of my development as manager. Finally, the motivational techniques that I will apply will also be assessed in particular. Part A: Investigating Principles and Practices of Management Behaviour 1: Managerial Styles Type and Their Application under Different Circumstances: There are different types of managerial styles available that could be applied in performing the management of a restaurant. The most important types of managerial styles are categorised as autocratic, paternalistic, democratic and laissez faire leadership style. An analysis indicates that autocratic managerial styles involves the decision making process being performed by the managers without involving others, whereas paternalistic style managers also takes control with them but they have a favourable attitude towards their employees. The democratic style encourages participation by employees and encourages the employees to participate in the decision making process whereas laissez faire style allows complete decision making authority to employees. I would like to apply democratic management style which allows my staff members to contribute positively in the decision making process, but the final decision will be taken by me. This will allow me complete control of my role in the organisation (Cole, 2003). 2: Characteristics that Makes a Good Leader: A leader posses significant characteristics that makes him/her different from others. An analysis indicates that the best possible leadership characteristics include honesty, ability to lead from the front and guide or direct subordinates in performing in an efficient manner, ability to delegate, good communication skills and abilities, good sense of humour, decision making abilities, confidence, commitment, creativity, positive attitude, ability to inspire etc. These characteristics make a good leader, and I also posses many of these characteristics which makes me a good candidate for this restaurant manager profile (Top 10 Qualities That Make A Great Leader, 2012). 3: Communication Process: It is highly essential that the communication process should be highly efficient in performing the management of a restaurant. This is mainly because any kinds of mismatch among different restaurant staff would result into customer dissatisfaction. The communication process can be carried out in two ways such as formal and informal communication. I would rather encourage formal communication within the staff members when they are serving the final consumers. However, the communication within staffs, and with the kitchen personnel would be encouraged in informal way so that an appropriate coordination between staffs themselves could be accomplished and ultimately, improved delivery of services to customers (Nielsen, 2008). 4: Organisational Culture and its Impact: The culture of an organisation basically indicates about the overall working environment that is prevalent within it. The culture of an organisation is an important determining factor with respect to the performance of organisational activities and process. A culture can be supportive to employees or it can be restrictive to them depending on the organisational policies and procedures. The role of culture is significantly important in respect to the restaurant business because a positive culture of sharing and better coordination across members is essential. A restaurant business is highly efficient from the efficiency of service personnel and it is therefore essential that a culture promoting efficiency within restaurant business should be achieved. A culture of higher coordination is essential because the final consumers can be provided with good quality food and services from having a direct level of coordination across members. Thus, the front line staff and the back end staff should establish better coordination, and the culture of the organisation should permit them in establishing it. The positive impact of culture is that it will result into efficient performance of organisational processes and ultimately, timely delivery of quality services to final consumers. However, its negative impact is that it will result into lack of efficient relations between employees, and ultimately ends up with consumer dissatisfaction (Hooper, Kaplan and Boone, 2010). Part B: Analyse Own Potential as a Manager 1: Skills needed as a Restaurant Manager: As a restaurant manager, there are various major types of skills and abilities that are needed to me. As for instance, the most significant is the communication skill because I need to interact with the staffs on regular basis in enhancing the overall service levels to final consumers. I would also need to interact with prospective customers in order to satisfy them, and this requires good communication skills. Conflict management skill is also essential because there are higher chances that conflicts would emerge in the process. As a result, it is essential that conflict management abilities should be possessed by me so that I could better manager such situations. I also require good relationship building abilities because there are various customers with whom I need to maintain positive level of relations in order to achieve repeat customers to the business (Guzzo and Salas, 1995). Thus, the relationship building ability is quite essential to me in achieving improved level of growth and success of the restaurant. Employee management is also crucial to me because I need to perform the management of 15 staffs in the restaurant and good level of employee management ability would allow me in managing them appropriately in achieving my goals and responsibilities. I would also need better time management ability because in the service business, it is essential that timely performance of activities should be ensured. By timely delivering quality foods to the customers, they could be made satisfied with its services. These are some of the basic skills and abilities that are needed in efficiently performing the management of the restaurant business (Runde and Flanagan, 2008). Thus, in relation to the skills as identified, I would also require certain skills to further develop in me because there are certain skills that are already possessed by me, but certain other require further level of improvements. 2: SWOT Analysis: This section analyses my skills and abilities in particular through the application of SWOT analytical tool. As a manager, my strength is my stronger ability to manage people in particular and I have good knowledge of the ways in which restaurant business operates. This particular factor would also likely to contribute in a positive way towards performing the management of the restaurant business in a positive way. However, with respect to the weaknesses are concerned, the major weakness is mainly the lower level of ability in handling conflicting situations. I also lack adequate level of experience as a manager which would affect by ability in efficiently carrying over the current managerial profile at the restaurant. Apart from these strengths and weaknesses, there are certain major opportunities and threats that are also likely to be faced by me. As for instance, the main opportunity to me is mainly the chances of achieving higher growth levels and I could become the senior level manager by performing well in the restaurant. However, the threats are mainly in the form of competition whereby others are desperately seeking for the senior level management position across the restaurant (Cole, 2003). Thus, the SWOT analysis above indicates my development over the next 5 years as good, as there would be good opportunities available to me to climb up the ladder to a senior most position in the restaurant. However, I would like to learn new skills and abilities so that I can be a positive contributor to the overall growth and development of the restaurant business in particular. 3: Prioritisation of Work and Objectives: It is highly essential that I need to prioritise certain major areas that could allow me in achieving higher growth and success levels. As for instance, it is essential that important activities need to be ranked at top most priority and I would go for prioritising my goals by way of analysing the areas that are mostly important to me, and essential to performing my role as a manager. This would help in achieving incremental development with respect to my skills and abilities. As a result of this, I would be able to perform my roles and responsibilities in a better way. I would also interact with the supervisor on a regular basis, as this would allow me in remaining updated with respect to the areas that require higher level of attention on my part. The objectives would be set by interacting with the supervisor and these objectives would be in relation to enhancing my overall effectiveness in performing my role as manager across restaurant (M ital, 2007). Part C: Roles and Responsibilities of Manager in the Context of Service Industry 1: Motivational Techniques: Employee motivation is highly essential in order to perform their efficient management in achieving organisational goals. It is essential that employees should be provided with additional incentives and support so that maximum overall efforts from them could be accomplished. In this relation, there are various important motivational techniques and strategies that could be applied in handling employees in a positive manner. Some of the important motivational techniques that could be applied are job design, rewards to employees, employee participation etc. These motivational techniques could be applied for the purpose of satisfying employees and thereby in achieving higher level of commitment from them in accomplishing organisational goals. I would also make use of these motivational techniques and strategies in order to enhance the performance levels of my employees (Kotler, 2009). As for instance, the motivational technique of job redesign will be applied in the form of job rotation whereby the front line staff would be changed on periodic basis in order to make them understand the importance of different roles across the organisation. This would result into better performance of their own roles across different important areas. In addition to this, the motivational technique of rewards management would also be applied by way of rewarding the best performer. The reward strategy would include both the financial and non-financial rewards aimed at achieving higher success levels. As a result, there would be the consideration of both the financial rewards as well as non financial rewards in achieving positive level of motivation within employees to contribute their maximum efforts in achieving organisational goals. Employee participation is also an important way in which employees could be motivated, and this particular strategy will also be applied. As identified above, there is collaborative effort needed from all the employees of the organisation in performing the management of restaurants. This could be positively accomplished by way of encouraging employee participation within the employees working across the restaurant. They would be provided with a platform whereby they could work together and interact with each other in order to accomplish the organisational goals in a positive way (Kim, 2002). In these ways, different motivational techniques would be considered in performing the motivation of employees in the given restaurant chain. 2: Product/Service Knowledge: In performing the management of restaurant business, knowledge concerning the product/service is essential. The restaurant business would comprise of products and services and it essential that being a product manager, focus should be towards enhancing the overall customer service by properly arranging the service delivery process to customers. With respect to product varieties, the role of manager is crucial, as he/she needs to design the various categories of products and services that would be included within the product category of the business. Thus, I need to have sufficient knowledge of the menu that can be run over my restaurant. This will enable me in efficiently managing the needs and requirements of my customers. Apart from the knowledge about product, the knowledge about services is also essential. In respect to service business, the role of front line personnel is significantly higher, as they interact with the customers and meet out their r equirements positively. Thus, I would need to keep a track with the ways in which services are being delivered to the final consumers (Lussier and Achua, 2009). As a manager, I would be needed to rationalise the decisions and this would be accomplished by me by way of focusing more towards the adapting a participatory approach in particular. I would rather focus on including the employees so that a participatory approach would allow me in taking efficient and rational decisions in particular. In these ways, I would aimed at performing my role in an efficient manner and disburse all my responsibilities as being a corporate manager. Conclusion In this report, a critical assessment has been carried out in respect to my role manager in the restaurant, and as a part of analysis, there are different important areas of analysis that have been carried out. The analysis has indicated about different managerial styles that could be applied by me in performing the management of employees across the restaurant. The characteristics of good leader are applied and my role in performing the communication is also assessed. It has been analysed that the role of organisational culture is important in creating a positive environment across the restaurant and this could be positively applied in achieving higher level of efficiency in my performance. The analysis has indicated that there are various important skills that are needed in order to ensure that I could perform the efficient management of my role as a restaurant manager. The SWOT analysis has carried out which indicated the ways in which I could leverage the opportunities available to me in the next five years. In order to perform the management of the organisation, I need to have good knowledge about the products and services as offered by the restaurant. The application of appropriate motivational strategies is also essential in performing the efficient management of employees across the organisation.