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Restaurant Pro leadership

The Hotel Industry is among the most volatile industries that call for high leadership skills and precision. Hotel managers should maintain good customer relations while concentrating on maximum profits. Therefore, good customer relations are mandatory to enhance repetitive purchases, and this is relative to hiring qualified personnel and continuously motivating them to maintain this consistency.

A managerial influence that entails ethical leadership, abusive supervision, and managerial insights is not the only way to effective leadership (Detert et al., 2007). I would be wrong to negate that these three influences are a perfect solution to counter-productivity and to halt food theft. However, a  Restaurant that has stayed in the market for ten years warrants a lot of hard work from the stakeholders in this fraction. Perishability, which is a significant setback in the costing and financial management, requires your restaurant to go the extra mile even to think about changing the layout of the restaurant and focus on more advertising to maintain good profits at peak and off-peak seasons. In the customer hierarchy of consistency, partners(customers)  play a vital role during the off-peak seasons as they are down to purchase or utilize the facility, whatever the case. Good leadership styles are the recipe for success.

Transactional Leadership

This form of leadership focuses on establishing a clear chain of command, group organization, and optimum worker motivation. Employees become disengaged because of monotony and lack of appreciation, affecting their overall performance. So, as the CEO of the restaurant, you should be up to speed with the restaurant’s operations. Change working stations put employees in empowerment groups, and you will bear fruits. The existence of a clear chain of command enhances faster decision-making. Employees, customers, and visitors find it easy to run their daily duties when they have an essential figure to ask a question in case of setbacks. The pinnacle of the restaurant can’t act as a mentor to junior employees, hence steering them to hard work, which invites more customers to the premises. Research has it that companies that have embraced transactional leadership tend to engage in corporate social responsibility (CSR). A good public image is necessary for a sinking firm, and ‘your’ restaurant should put more emphasis on this strategy to climb up the ladder(Du, Swaen, Lindgreen, & Sen, 2013)

Transformational Leadership

This leadership approach aims to initiate change in organizations by steering employees to their optimum performance levels. As the CEO  of the restaurant, you can achieve this by setting challenging expectations, giving commissions, or giving targets that do not cause breaking points. This kind of leadership aims to empower employees; with time, they become more committed and satisfied with the course. Trust in employees is hard to find generally with the increase in food theft in restaurants (Braun et al., 2013). If you deploy this kind of leadership as a CEO, satisfaction brings trust in the staff, who are encouraged to become team players; hence, the hotel will concentrate on more pressing development issues such as re-innovation and advertising. Good cooperation among chefs is the manuscript for this kind of leadership and leads to quality food because all the stations that prepare food have a smooth flow of operations. Customers are usually intrigued by happy staff that continues spreading love with good customer relations. It is even easy for a customer to give positive feedback when the team is willing to listen.

Passive Leadership

This is an approach of administration where implementation of action is on hold until the mistakes and problems escalate and cannot be ignored anymore. I don’t recommend using this kind of leadership in a restaurant setting, as the commodities in this industry are perishable. Dealing with customers is also volatile as some customers cannot persevere poor service or Condon nuisance. Prompt decision-making and problem-solving are the ingredients for success and customer satisfaction in a restaurant.

References

Braun, S., Peus, C., Weisweiler, S., & Frey, D. (2013). Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust. Leadership Quarterly. https://doi.org/10.1016/j.leaqua.2012.11.006

Detert, J. R., Treviño, L. K., Burris, E. R., & Andiappan, M. (2007). Managerial Modes of Influence and Counterproductivity in Organizations: A Longitudinal Business-Unit-Level Investigation. Journal of Applied Psychology. https://doi.org/10.1037/0021-9010.92.4.993

Du, S., Swaen, V., Lindgreen, A., & Sen, S. (2013). The Roles of Leadership Styles in Corporate Social Responsibility. Journal of Business Ethics. https://doi.org/10.1007/s10551-012-1333-3

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To: Organizational Behavior Expert
From: CEO
Re: Case Analysis

I am consulting you on this situation, individually, for your expert advice. We have been approached by a large restaurant franchise that is having trouble staying competitive in the casual dining market. This client’s performance had been slipping, employees are becoming disengaged. As part of their strategy to stay competitive, the company has strategically decided to add a line of upscale food and alcoholic beverages to their menu. The CEO of this company has asked for our consultation services. She knows that to make the new strategy work she will need the full support of the employees from the servers up through the ranks to the managers and supervisors.

The employees range in age from 18 to 46. The experience levels of the employees range from newly hired to six years at this particular restaurant. Each employee has their food handling permit but none have a bartender’s license. There are three (3) shifts from the clean-up crews that start after the restaurant closes in the evening, the food preparers that start in the early morning hours, and over-lapping shifts of servers, hostesses, and bussers that work the hours that the restaurant is open to the public. All employees were trained in promoting customer relations, as well as their particular job function, when they first started with the company, without additional training thereafter. Some of the employees are looking elsewhere for positions that offer career advancement and motivation. The building is in the older part of the city but is maintained well. There is ample parking space and lighting available. The restaurant atmosphere has not been updated since the restaurant opened 10 years ago and the menu has remained the same. There have been a few price increases to offset the increase in operating costs of food, utilities, and rent.

Pro Leadership

Directions:

On your own, (not with your team) please advise the CEO as to how she should lead the company to successfully implement the new strategy. Using the material from the course, I would like you to:

1. Explain to her why there is more than one way to be an effective leader; and
2. Provide her with 2 different leadership styles (See below – choose 2 styles which are discussed in your text) you suggest she could use. Be sure to use headings in your paper and explain why you chose these leadership styles; and
3. Identify one leadership style (from the list below) that would be the least effective and Be sure to use headings in your paper and explain why you chose this leadership style.

Transactional Leadership
Empowering Leadership
Servant Leadership
Ethical Leadership
Passive Leadership
Transformational Leadership

Provide a title page with your name and date.
Content should include 600 words, and use a double-spaced Times New Roman font.
You should include headings, topic sentences, and the inclusion of the weekly learning.
Citations and references should be APA compliant.