The Impact of Integration on Project Delivery Team Effectiveness
Added on 2019-12-04
12 Pages4768 Words446 Views
Leadership ManagementProfessional Development
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Working with and leading people1
Table of ContentsINTRODUCTION ...............................................................................................................................3TASK 1.................................................................................................................................................3P1.1 Recruitment, Selection (R&S) and Retention procedures of Jamie Oliver with comment.....3P1.2 Compatibility of R&S theories with R&S and retention procedure of restaurant...................4P1.3 Impact of legal and regulatory in Jamie Oliverr’s R&S process ............................................4P1.4 My contribution in the R&S process of restaurant as Restaurant Manager............................5TASK 2 ................................................................................................................................................5P2.1 Skills and attributes needed as the Restaurant Manager to be an effective leader in organisation......................................................................................................................................5P2.2 Key features of Jamie Oliver’s leadership and managerial skills............................................6P2.3 Jamie Oliver is a leader and comparison of leadership styles for different situations............6P2.4 Situational leadership theory and different situations where Jamie Oliver uses different leadership style. ..............................................................................................................................7TASK 3 ................................................................................................................................................7P3.1 Benefits of team working and its effectiveness for achieving goals of restaurant..................7P3.2 Difficulties in team work and solutions to resolve them. .......................................................8P3.3 Importance of cooperation and teamwork in commercial kitchen with strategy to improve team effectiveness............................................................................................................................8TASK 4.................................................................................................................................................9P4.1 Performance key indicators and models for assessing the work performance of the employees .......................................................................................................................................9P4.2 Plan for assessment of the development needs of employees.................................................9P4.3 Success of the assessment process used at Jamie Oliver’s organisation ................................9CONCLUSION..................................................................................................................................10References...........................................................................................................................................112
INTRODUCTION Managing and leading people are one of the essential tasks of organisation which helps inachieving their defined objectives effectively and efficiently. It depends upon the skills, abilities andknowledge of the leader and manager to lead and manage their employees for better performance.Training plays important role in directing employees as per the goals of the firm (Townley, 2014).For the present study, given case scenario is taken into consideration. It includesrecruitment, selection and retention procedures, leadership styles and their impact on theperformance of the trainees. Along with this, report consists of effectiveness of team work anddevelopment needs of the workers. In the end, conclusion is explained with the key findings andmeaningful measures. TASK 1P1.1 Recruitment, Selection (R&S) and Retention procedures of Jamie Oliver with commentRecruitment and selection procedure Identification of workforce need: As per the case, Jamie Oliver opens a new restaurant‘Fifteen’ and for this, there is requirement of new candidates for the post of chef. Review the position: In this, Jamie Oliver properly analyse the post, takes decision to hireunqualified and unskilled young people and train them as per the requirement of the job(Bush and Middlewood, 2013). Seek approval to appoint: In this step, Jamie selects panel for hiring young candidates.Along with this, he took guidance from managers of top restaurants for selection processand forms appropriate selection methodology. Advertising: In this process, Jamie advertised vacant posts by the help of various meanssuch as websites, job portals, newspapers journals, word of mouth and many more forinforming young candidates about the post of Chef in his restaurant (Recruitment andSelection procedure,2016)Short listing: In this process, 60 candidates were shortlisted by the restaurant from theobtained applications. Interview: In this, 60 selected candidates were examined under the taste test. After this,selected 30 candidates were tested for understanding their reaction and controlling skills.Selection: In this process, 15 young individuals are selected by Jamie Oliver for thetraining process. Retention procedure:According to the case study, retention procedure followed by Jamie Oliver is very creativeand strategic. He trains candidates by providing them proper training, paying travel expenses forthe college, giving them individual attention not only at restaurant but also at home and by sharing3
night shifts in a bakery. All this shows that Jamie Oliver is using appropriate ways for trainingcandidates properly so that they become a good chef. Techniques used by him are appropriatewhich shows that he is a good leader who always keeps himself ready for guiding his trainees(Ollila and Elmquist, 2011). P1.2 Compatibility of R&S theories with R&S and retention procedure of restaurantTheories of recruitment and selection are as follows:Subjective Theory: According to this theory, recruiter assumes that candidates areirrational but they have social and psychological needs. For this, company highlights jobsecurity, opportunities for promotion, career development, etc. As per this theory, JamieOliver’s recruitment and selection procedure is appropriate as he is hiring unskilled andunqualified applicants for post of Chef (Kramer, 2007). Along with this, for retention, thereis full emphasis on the growth opportunities of the adults and restaurant is providing variousbenefits such as travel expenses, real time training, night shifts, etc to them (Bertoli,Moraga and Ortega, 2013). Critical Contact Theory: This theory assumes that quality of recruiter i.e. warmness,interaction skills, sincerity, follow-up calls, etc plays more important role in hiring acandidate. It considers that experienced and skilled recruiter is more successful thaninexperienced recruiter. According to this, Jamie Oliver is skilled and knowledgeablerecruiter who possesses quality skills and information in the field of cooking and leadershipmanagement. With the help of his sincere behaviour, patience, proper monitoring andguiding skills, communication skills, etc, he is able to hold trainees (Kim and Brymer, 2011).P1.3 Impact of legal and regulatory in Jamie Oliverr’s R&S process There are some laws and regulations formed by the UK government which are important tofollow in the organization. These laws and regulations are as follows: Employment Protection Act 1978: This act is regarding the contract of employmentwhich is inclusive of name of parties, title of job, holidays, working hours, etc. It is essentialfor the ‘Fifteen’ restaurant to follow this act while selecting young candidates for the post ofChef. Sex Discrimination Act 1975: As per this act, ‘Fifteen’ restaurant is not allowed todifferentiate between the men and women. They should have equal rights, equal terms andconditions in selection procedure, training and various employment benefits (Baiden andPrice, 2011).Disability Discrimination Act 1995: According to this act, disabled person should not bediscriminated while applying for a job and giving an interview by the restaurant. It will alsohelp in making good image of Fifteen and Jamie Oliver among the candidates and otherpeople (Galegher, Kraut and Egido, 2014).4
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