PowerPoint Presentation

[Audio] GOLDEN APPLE RESTAURANT.

STUDENT NAME AND ID. Kent Alain Suba – 301328300 Eromitse Isaiah Brai – 301295483 Ashish Manali Shinebal - 301328856.

[Audio] 1. Reasons behind challenges at the Golden Apple Restaurant Employee Engagement Was Inadequate: The management team and staff, especially the district manager, failed to create personal ties with employees, resulting in a disconnect and a fall in employee morale. Deficient Employee Records: The lack of adequate employee paperwork, as demonstrated by Chen's missing job application, resulted in a lack of understanding of the workforce and its requirements. Compensation Disparity: Chen and other part-time employees were paid the minimum wage, which may have contributed to employee unhappiness and a high turnover rate. Part-Time Employees had No Employment Perks: Part-time employees had no employment perks, potentially resulting in lower motivation and loyalty among the workforce..

[Audio] Management Inconsistency: The frequent turnover of general managers (four changes in the last year) suggested instability and inadequate leadership. Employee Mistrust and Pilferage: The large pilferage problem revealed a lack of trust between employees and management, resulting in conflicts and dissatisfaction among both staff and consumers. Ineffective disagreement Resolution: The disagreement that arose as a result of the district manager accusing Chen of stealing exposed difficulties in dealing with conflicts professionally and efficiently. Employee Appreciation: The district manager's unwillingness to acknowledge the general manager's acknowledgment of Chen's hard work displayed a lack of appreciation for hardworking staff, which harmed morale. Communication breakdown: There appeared to be a lack of clear communication on the food reward between the district manager and the general manager, resulting to uncertainty and frustration..

[Audio] 3. What specific steps could have been taken to avoid the current situation occurring in the Golden Apple Restaurant by the current general manager, district manager, and previous Jasmine of the Alberton Cafeteria? The Current General Manager, District Manager, and previous owners Robert and Jasmine Raveendran of the Alberton Cafeteria should have investigated the incident and identified if Chen was really involved in the theft of the piece. Establishing clear rules and processes related to employee rewards, motivation, and discipline is important. Require employees to follow the rules and make sure there are no misunderstandings. It is important to provide employees with frequent training and professional development opportunities. Training for employees is only beneficial because it can increase the company's service quality, reduce customer dissatisfaction, unify employee service standards, and make management easier. Also, it can further explore the talents of the company..

[Audio] Managers should foster a positive work environment by promoting teamwork and collaboration. And can handle conflicts fairly and equitably. A good working environment can make employees happy. Managers and head chefs should give praise and encouragement to employees who perform well. Sometimes it does not necessarily require physical rewards. It can be mental, such as a simple sentence you did an excellent job, keep going or just a smile and a thumbs up. It is useful to regularly review and assess employee performance and their satisfaction with their jobs to ensure they feel valued and remain motivated at work. If the company and manager can acknowledge and appreciate the contribution each employee makes, they can enhance employee sense of belonging and loyalty to the company and reduce staff turnover..

[Audio] 4. What precisely can be done to overcome the challenges and generate an action plan with steps to create a better working environment for staff and management at the Golden Apple Restaurant? Creating a better working environment is an ongoing process that requires commitment from both management and staff. Here are the 5 valid points to overcome these challenges and achieve this goal. Open Communication Channels: Establish regular channels for feedback and communication. This could include weekly team meetings, suggestion boxes, or anonymous surveys. Actively listen to staff concerns, suggestions, and feedback without judgment or retaliation. Training and Skill Development: Invest in ongoing training and development programs for both staff and management. Identify areas where additional skills are needed, such as conflict resolution, customer service, or leadership, and provide training accordingly..

[Audio] Work-Life Balance: Promote a healthy work-life balance by ensuring reasonable working hours and breaks. Consider flexible scheduling options to accommodate personal needs when possible. Encourage employees to use their vacation days and time-off benefits to recharge. Recognition and Reward Systems: Implement a fair and transparent recognition and reward system. Acknowledge and appreciate staff achievements, whether big or small. Recognize and celebrate milestones such as work anniversaries or exceptional performance. Conflict Resolution and Employee Support: Develop clear conflict resolution procedures and ensure that employees are aware of them. Encourage a culture of mutual respect and empathy among team members..

[Audio] THANK YOU. THANK YOU.