Working with a large group of people is difficult, especially if the group has been neglected and overlooked. However, a healthy working environment is essential for the high productivity and success of the business; therefore, it is extremely important to improve the situation in the workplace. In order to do that, the managers need to gain credibility among the workers, proving that the employees’ input is important and valued, and develop a new working system, which is described in the paper.
Primarily, it is essential to gain credibility within the team, and it can be done through certain steps. First, the workers need to feel that changes take place, and the new managers will have a different work approach than their predecessors. The employees have already had a bad experience with the managers, so they may be doubtful or skeptical about the new ones; therefore, it is essential to show that the new methods and new goals will be different. In order to do that, the manager needs to organize a meeting with the staff and discuss the new roles and needs at the workplace. Communication needs to be arranged in groups so that the managers meet with all personnel and then with the workers of specific areas, such as waiters. They need to discuss their job expectations and the current issues in order to understand the problems of the workplace and find solutions to them. In the beginning, this task may be difficult, and the workers may even resist such an initiative. Nevertheless, it is essential to build a new culture of communication through organizing meetings with the employees. The workers can be motivated with actual actions; therefore, the managers can solve some problems that exist in the workplace in order to show that the ideas of the employees are taken into consideration. For example, if the employees work too much and feel overworked and overlooked, the managers can employ part-time workers or trainees, who could work for free as a part of an internship. In such a way, trainees would be able to learn from professionals while shortening the hours of the regular employees’ work. Besides, the workers would feel the authority as they would be able to share their knowledge and see that the managers care for their professionalism and work satisfaction. Salary increase does not seem a good idea to motivate the workers since they are decently paid. Therefore, the managers can focus on other ways to motivate the workers instead, such as giving them extra attention and recognizing their achievements.
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The motivation method is closely linked to the democratic leadership style, which appears the most effective in the described situation. The workers have suffered from autocratic leadership; they were commanded and never listened to (Bhatti, Maitlo, Shaikh, Hashmi, & Shaikh, 2012). After such a work treatment, people need a change, and a democratic leader is the one who can bring it to work. People need to see a leader who is willing to adapt and pays attention to the needs, thoughts and feelings of the employees. The leader should also motivate the workers to change the working conditions themselves, introduce innovations they need and seek, and feel more powerful in their position. Thus, it could be done only through the democratic style of leadership, which allows a leader to be caring for the workers while remaining a professional. Management should be flexible and people-oriented in order to assure the workers in their importance; and when the workers feel valued, it would be possible to improve their approach to work as well as increase professionalism.
It is important to use different tactics to different groups of workers. It may be wise to use empowerment, especially when talking about employees who deal with lots of unexpected situations. Although they are trained on how to act in specific cases and occurrences, they should also have a clear strategy and vision on how to act based on the professional principles and goals. Thus, rather than training the workers to do as they are told, it is important to provide them with some examples of solving difficult situations while giving them freedom to develop an alternative solution in similar situations. It will enable the workers to think independently whenever they deal with a difficult customer or a new requirement and not feel pressure or fear from of a manager. Responsibilities will be delegated to the workers less likely to encounter novices and difficulties, such as waiters or cooks. However, they will be delegated responsibilities in accord with the democratic leadership style since the workers need to have a say in the process. The employees will be trained to satisfy customers, and they will be taught that with such set of actions, they will be satisfied in the end, too. For instance, if the workers seek a particular change, they can show a greater performance and thus decrease the amount of working hours for the same salary.
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When building a team, however, it is important to pay attention to a few more factors. Firstly, the managers need to analyze the power dynamics in order to see how the staff works together. In case there are any personal or professional issues among the employees, they need to be handled; otherwise, it will be difficult to succeed in the business. Besides, the managers need to analyze the factors motivating the staff to work along with the reasons for low productivity. Staff dissatisfaction may be one of the reasons for reduced productivity. In addition, there may be challenging and tiresome tasks, which are unnecessary and can be replaced. The managers also need to consider the qualifications of the workers and calculate the number of workers and visitors, and compare it – if possible – with the data of their competitors. This way, it will be possible to know whether the staff needs to be increased. The look into people’s qualifications, background, and current preferences may also provide the managers a chance to put the people in the positions which best suit them. For instance, there may be an issue of misplacing some workers or overlooking their initial qualifications and abilities.
The plan which is to be introduced relies on communication, which needs to be established between the employees, and introduction of innovations into the workplace. The changes which are to be made will be presented to the workers, and they will get a chance to express their ideas as well as offer possible suggestions. As it was mentioned, the doubts and initial distrust of the employees may create barriers to the introduction of the plan. They can be overcome with timely and effective approach to different individuals. The managers need to speak to groups of people as well as learn as much as possible about different employees in order to be able to establish the most effective ways of communicating change to them. The plan will be articulated both in theory and practice. It will be introduced during the staff meetings and carried out immediately, starting with small changes and possibilities to improve the work situation. The employees will be given a chance to express their opinions and feelings, offer their suggestions, determine the urgency of each and develop ways to make them come true. The second part of the plan articulation will also include the necessary training for the staff in order to improve the professional situation. After communicating and analyzing the performance of the employees, some workers will be assigned trainings in different areas.
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The best and the most effective technique to support problem-solving and decision-making in this case would be inclusion. Thus, the workers will be included in the process of decision-making; as it was mentioned before, they will be given some directions and guidelines on how to act and behave professionally, but they will still have the freedom to make some important decisions on their own. Since it is impossible to predict every situation, the management needs workers who can think critically and independently make decisions while pursuing the goals and the vision of the entire organization.
This may also encourage the best practices among the workers and other stakeholders because they will feel that their input is meaningful and see their real influence on the business. More importantly, they will feel a part of the team, where their opinion is needed and appreciated, and that will change the attitude of the staff. It does not mean allocating fewer tasks to employees so they feel more freedom, but rather giving them an opportunity to utilize their talents for the benefit of the business as a whole.