Part A: Theory review and application
Q1 a) Its essential to consult managers and supervisors when work is to be allocated as they are the members of the organization who are aware of what work needs to be accomplished in order to reach organizational goals as well as understanding which work is most critical and needed to be completed first. Furthermore, managers and supervisors are generally the members who set goals and targets to be reached within a specific timeframe, thus, it’s imperative that they are consulted on a regular and continual basis in respect to work allocation. For instance, if a booking for 50 people were expected to arrive on a Friday night at the OVH. I or Graeme (or both) will be in charge of ensuring customers satisfied throughout the event. Our subordinates will look to us for direction and guidance as to how the kitchen and dining room will run, the level of customer service desired, and as to which members will be working at what station. Also, we will be consulted as to when food is to be prepared and delivered to the function, how much we wish to profit from the function and as to what standard the food shall be presented. Q1 b) Staff will need to be consulted on a continual and regular basis as throughout the employment relationship circumstances for both the employee and employer are subject to change which can affect capabilities, skills and work tasks. It’s important that the right person for the right job at the right time is working the position in order to achieve the upmost efficiency and productivity. Therefore, it’s critical that staff is aware of what is expected of them, i.e. the level of performance, what tasks they are to carry out each shift, the time frame of the task and organizational goals. Both the employee and employer must agree on these issues to ensure work allocation is fair to both parties and to make certain that work is carried out appropriately. For example, when staff members at the OVH turn up for work they are debriefed on what station they are working at, what jobs are to be carried out and what is expected of them during service. Throughout the shift this can change depending on how busy or slow the shift is, however, work is allocated fairly and to the individual’s skills set to ensure upmost efficiency. Q1 c) Sometimes it is necessary to discuss work allocation and human resource issues with external consultants such as HR Experts or Union Representatives. Unfortunately more often than not, this is due to workplace disputes or some kind of incident in the workplace however this is not the only time when external resources can be sought. It’s usually quite beneficial to seek advice from these consultants in respect to working conditions, legal requirements and obligations, safety as well as work allocation, training and so forth. These parties, especially HR Experts are a fruitful source of advice in respect to how to set work tasks effectively, efficient delegation of tasks, job roles, how to set organizational goals and how to build a productive organizational culture in the business. For instance, a staff member at the OVH may feel they are being overworked and underpaid. This member can contact a union representative or HR expert and find out what is expected from them in the employment relationship and whether their work allocation is fair. Q1 d) the same issues discussed in the previous question apply also for internal stakeholders. Q2. Before undertaking any work plan it’s imperative and beneficial to discuss with management and any other upper levels of the business, the organizational and business goals the company wishes to achieve. This provides the lower levels of management a clear vision as to what they need to perform, what is expected of them as well as providing a foundation as to what tasks are required to achieve organizational goals. Once understanding the goals, ways in which to achieve them can be implemented and carried out in...
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