- Take a Bite of the Apple
- 50 Effective Teamwork Quotes To Spur Unity & Collaboration
- Five Star Teamwork E-Book
- We need teamwork at work
- 6 Different Team Effectiveness Models to Understand Your Team Better
Take a Bite of the Apple
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50 Effective Teamwork Quotes To Spur Unity & Collaboration
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Five Star Teamwork E-Book
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Allow this favorite library to be seen by others Keep this favorite library private. Find a copy in the library Finding libraries that hold this item Reviews User-contributed reviews Add a review and share your thoughts with other readers. Be the first. Add a review and share your thoughts with other readers. This does not mean that the leader is not concerned about the welfare of the staff. This type of leader may be a caring individual, but may feel that he or she is in the best position to judge what is best for the staff being supervised.
He or she may be like the wise and caring father in a traditional family. Passive leaders do not want to face conflict. They avoid situations where decisions have to be made or they have to interact with others. They have little concern for either people or production. This style of leadership is seldom appropriate in the type of situations encountered in the food service industry.
He or she expects everyone to play by the rules.
We need teamwork at work
The results may be predictable, but this type of leadership does not foster creativity or initiative. However, this does not mean it is appropriate in all situations. For example, an authoritarian style will likely be most effective in an emergency. If there is a fire in the restaurant and the customers and guests must be evacuated, someone needs to take charge quickly.
There is no time to consult with staff and arrive at a consensus about what approach should be taken. The style you choose should reflect the needs of a situation, taking into consideration your personality and the needs of your employees.
6 Different Team Effectiveness Models to Understand Your Team Better
When you have chosen a style or one is imposed from above , do not attempt to disguise it. For example, authoritarian leaders sometimes wish to appear more participative. They make a pretense of consulting with others, when in fact a decision has already been made. This only angers and confuses their subordinates. Some supervisors believe that if you want a job done, do it yourself.
These individuals often work themselves so hard that they burn out.
They may work long, hard hours and be admired by others, but inevitably something slips. Perhaps the supervisor becomes ill due to overwork. Because the junior staff have never been given the opportunity to learn the work performed by that individual, the performance of the whole team suffers. Junior staff may feel unappreciated and unchallenged because they have not been given the opportunity to learn new skills. Delegation of tasks provides you with time to meet your responsibilities.
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It recognizes the abilities of others and provides them with opportunities to develop their skills and talents. It divides the work to be done among the team members, increasing effectiveness and efficiency Figure When you delegate a task to a junior staff member, it is not enough to simply ask the person to do the job. You must ensure that you:. For example, you are planning changes to the menu. You need to test and cost the recipes for the new items. You decide that one of the apprentices you supervise could handle some of the breakfast items you are considering adding to the menu.
You might proceed as follows:. You will prepare four portions that we will serve to some of the dining room staff to get their reactions. I want you to listen to their comments carefully and make notes regarding the flavour, presentation, and cost. I would also appreciate your suggestions on dealing with these comments what, performance standards. I will arrange the schedule with the restaurant manager.
All the necessary supplies are available. The dining room staff knows that they will be working with you, but you will have to explain exactly what information you need necessary resources, authority and responsibility. This process was covered in your third-year apprentice technical training class. If you have any problems, review this material handing apprentice an appropriate reading or come to see me for help provide training and offer support. On the following day, you would go over the report and provide feedback to Kuldip on what she did well and what she could improve.
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