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Human Resource Management Case Study
Question one
Positive impact- it legally covers your back. An employee is responsible for certain actions that are described under their role
Helps the management identify any problems that may occur in any business setting since failure to accomplish a certain task can be easily traced
Negatives – are easily amenable to include other roles
Question 2
Mathew, the manager responded in a right way. The role of the barback and the bartender are completely different and as a result, the barback may not fit in the new job descriptions due to lack of certification of holding some products and lack of educational qualifications. However, a temporary job involved assisting the bartender whenever a break was needed. It was not something .permanent that would affect the barbacks job
Certain factors such as the academic qualifications will be looked at. Mathew wants the Barback to assist the bartender in some of the function at the bar. Most of the activities require professional qualifications that are not required in the barback previous role. The second important aspect that Mathew may have to deal with is licenses and certification that go hand in hand with the bartenders job especially the Alcohol awareness certification.
Additionally, the manager may be forced to look at the job functions since the bartenders role requires more attention especially since it involves mixing of alcoholic drinks, an aspect that is clearly not defined in his job. Lastly, the manager will have to look at the salary. An increase in roles results in an increase in pay of the services offered.
Human Resource Management Case Study
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Case 14.
Question 1
Those who hold the greatest power bring about incivility. Dan being the leader asks for more time to do a presentation something that was completely not planned for in the agenda of the meeting. Because of the position, he holds he manages to get away with. Dan asks Judith to speak up during the meeting well knowing that Judith is normally shy when in front of people.
Additionally Dan rules out the ideas proposed by another member as being brainless. This shows high levels of indecency when answering a suggestion by some members of the group. Lastly, Carlos and Lori bring their personal issues involving their conflict at the work place.
Question 2.a
Several issues are identified in the meeting. They include a lack of rapport between members, influence by certain members of the group for their voices to be had, poor planning or organizational structure, poor feedback method, lack of authority and assertiveness.
Question 2b
Dan should ensure all members stick to the required time. Additionally he should not allow personal issue on the floor of the agenda. Lastly, Dan should set aside time for questions and new ideas.
Question 3.
Various ways can be used to interject a person who is too talkative. First, the chairperson of the meeting can directly interject her by telling her that her time is out. Additionally, you can choose to utilize nonverbal cues that tell her that time is not in her side. Lastly, you can choose to give each member a given amount of time so that they know that they are under a time limit.
Human Resource Management Case Study
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Question 4
To avoid incivility in meeting, the person heading the meeting should be authoritative and assertive. In addition, the person should ensure that no instances of personal conflict are noted in the meeting.
Case 19
Question one
I would approach the employees with an open mind and assist them in understanding the various types of leadership styles that are used in different scenarios. Co-ercive leadership would involve a question like or phrase that sounds like “ Do what I tell” while authoritative leadership will involve a commanding tone such as “ come with me”.
Affiliative leadership will involve a phrase that welcomes people such as “ you can enter the room first” while democratic leadership may involve a phrase such as “ what do you think” while pace setting leadership will involve a phrase such as “ do as I do now’ lastly the coaching style would involve phrases such as “ try this”
Question two
Coercive leadership style will work best where there are many problems associated with the employees or where there is need to turn certain problems around. Authoritative leadership is used where direction is required or where things are not running according to expectations. Affiliative leadership involves creating a harmonious environment while democratic leadership creates a participative climate. Lastly , coaching provides a learning environment.
Human Resource Management Case Study
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Question three
Coercive , authoritative, and coaching role will make the employees perceive her as a harsh leader while the remaining leadership styles portray a picture of a friendly and socially interactive leader.
Case 27
Question one
Lack of motivation and rewards for the employees
Question two
Motivating staff always comes in form of monetary or monetary form. However most employee prefer monetary forms that are not readily accessible for those in leadership positions
Question three
Shakia should identify a reward and motivation scheme for the employees of the company.
Question four
Intrinsic forms of rewards may come in form of tips from the customers while extrinsic rewards may come in form of increased pay from the management.
Human Resource Management Case Study
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Case 28
Question one
The roles become repetitive and therefore boring
Question two
Staying at the same position for many years provide enough experience in one section and would be easily eligible for any other role
Question three
People loose interests in their jobs due to repetition of the same task over and again. Additionally people there are less opportunities for career development
Question four
It results in low input in job places since the employees at a given section are too tire of the repetitive nature of their job.
Questions five
Asking them to undertake professional academic short courses
Human Resource Management Case Study
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Case 30.
Question one
Mr Kunz is making a mistake by praising every member of staff even in issues that do not relate to the company.
b) Employees feel more pleased as one of the managers has finally seen the important role they play in the company. They feel valued
c) To minimize praising each individual at every place he visited.
Question two.
Employees need to be praised if they have achieved something outstanding they do need to be praised for small tasks
Question three
Some employee do not like praises since they believe it their role to fulfill their responsibility to the company and therefore praises do not affect them in anywhere , they prefer a system that is tangible like rewards
Question four
“Well done for ………………………………………………………………………………………”
Reference
Szende, P. ( 2010) . Case Scenarios In Hospitality Supervision (Hospitality Management) 1st Edition
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