Beef and Lamb Case Study: Leadership and Training Analysis

This case study examines a scenario at the Beef and Lamb restaurant, focusing on the experiences of Barbara Hopper, a newly hired assistant manager. The analysis addresses the challenges Barbara faced due to a lack of proper training and mentorship from her manager, Smith Hamilton. The case study explores the impact of inadequate training programs and the importance of effective leadership in integrating new employees. It considers the responsibilities of both the individual and the organization in fostering a supportive learning environment. The solution emphasizes the need for structured training, guidance, and the value of experience-based learning. The case study highlights the importance of mentorship and how Barbara could have navigated the situation to gain valuable experience and knowledge from Smith Hamilton, despite initial challenges. This case study is a valuable resource for understanding leadership, training, and employee development within the hospitality industry.

Running head: BEEF AND LAMB CASE STUDY
Beef and Lamb Case Study
Name of the Student
Name of the University
Author’s Note:

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BEEF AND LAMB CASE STUDY
Table of Contents
Question 1..................................................................................................................................2
Question 2..................................................................................................................................3
Question 3..................................................................................................................................4
References..................................................................................................................................5

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Question 1
Barbara Hopper interviewed with numerous hospitality organizations before
completing graduation with a hospitality management degree. After interviewing, she was
extremely impressed with a popular midsized chain of restaurant, called Beef and Lamb.
During the 2nd day of the series of interviews, Barbara was offered a choice of few assistant
management positions within various cities. She selected the location of Flint Hill as she had
her relatives within North Carolina. Smith Hamilton was the current manager of this Flint
Hill Beef and Lamb.
After joining the organization, she noticed that Smith did not gave her time for the
entire week and she had to observe and learn new aspects on her own. She met people and
took notes after discussing with the guests and employees (Larsen, 2017). She gathered
valuable information about the organization and during the presentation in her third day, she
was discouraged by Smith Hamilton that she did not have proper knowledge and is dependent
on bookish knowledge. He even suggested her to join another restaurant business called Beef
and Reef or learn from him. The entire process had gone wrong, since she was unable to gain
faith and trust of Smith for making their work. The main reason for such issue was that
Barbara was not trained.

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Question 2
Barbara does not bear any part of the blame in this particular case study. She is a fresh
graduate from college and does not have any type of training in hospitality industry. As a
result, she is unable to provide adequate results as per the expectations of Smith Hamilton. A
training program would eventually allow them in strengthening different skills, which every
employee requires to improve (Noe & Kodwani, 2018). A development program would bring
out the skills and techniques of Barbara Hopper and she would be performing well and Smith
Hamilton would have been happier. This training program would also increase the chance for
better results and Barbara would be decreasing the chance for her failure.
The institution, from which Barbara has passed out should have arranged for a similar
training program in hospitality (Bell et al., 2017). They did not provide the scope to their
employees and as a result, they can be blamed for such situation. Moreover, they would be
able to provide a proper chance to the students and with such distinct experiences, the
students would be performing well in their workplace.

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BEEF AND LAMB CASE STUDY
Question 3
If I would have been Barbara, I would have stuck with Smith Hamilton and learnt new
knowledge and experiences from him. Since, he have been into the business for 18 years and
it would be extremely beneficial for me to remain connected with Hamilton. I would be
gaining new experience and apply them in my professional career (Adekiya & Ibrahim,
2016). Moreover, I would be able to find out my weaknesses and ensure that my strengths are
much effective for the work to be executed. I would mention it to Hamilton that since I am a
fresh graduate from college, I would need his guidance in the work.

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BEEF AND LAMB CASE STUDY
References
Adekiya, A. A., & Ibrahim, F. (2016). Entrepreneurship intention among students. The
antecedent role of culture and entrepreneurship training and development. The
International Journal of Management Education, 14(2), 116-132.
Bell, B. S., Tannenbaum, S. I., Ford, J. K., Noe, R. A., & Kraiger, K. (2017). 100 years of
training and development research: What we know and where we should go. Journal
of Applied Psychology, 102(3), 305.
Larsen, H. H. (2017). Key issues in training and development. In Policy and practice in
European human resource management (pp. 107-121). Routledge.
Noe, R. A., & Kodwani, A. D. (2018). Employee Training and Development, 7e. McGraw-
Hill Education.