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After reviewing the case study, I'll choose the Behavioural philosophy as the primary approach, and the organizational structure will mainly be organic. QUESTION 1 – BEHAVIOURAL MANAGEMENT  Human relations - the Hawthrone effect: From the case study, Reef Kitchens has three modular kitchens, and their "kitchen vessels" are mobile pods around the size of shipping containers. Joey Restaurants also use stationary food trucks to provide delivery-only services. Therefore, we can assume that ghost kitchens are small in size. With a small team, we need to pay special attention to employees and remember that each individual is different. We can encourage workers to make inputs in decision- making, observe them occasionally rather than 24/7 monitoring, or listen to their concerns (Saha, 2018). By feeling that they are heard and valued, workers will feel motivated, productivity can increase, and internal conflicts can be avoided.  Mary Parker Follett/ Chester Barnard - Self-management & Collaboration (shared decision-making & effective communication): As previously mentioned, management can occasionally observes employees' tasks so they can have autonomy over their work. Allowing employees to make decisions about the company's operations can make them feel treasured. Both are necessary since ghost kitchens handle dishes from "several restaurants, whether the food is Indian, Mexican, Italian or burgers" and owners don't have as much knowledge or skills as the specialized cooks.

Allowing autonomy and having cooks input their specialized knowledge in making decisions will improve service quality. Effective communication is critical since our business depends on food delivery apps. Therefore, we need to coordinate well with app providers and restaurants. All team members must communicate well to ensure orders are done correctly and in the shortest possible time.  Modern Behavioural and motivation-based perspectives: If employees know that their business is going well and they will have more long-term employment, they will be willing to work harder (like Reef Kitchens will open nearly 300 new locations across the U.S.). Also, Joey Restaurants provides jobs to previously laid-off servers so they will feel more motivated to work better to retain their new positions. Motivating potential partnered restaurants is also crucial. We can let them know the benefits of working with us, like they can reduce rent and employee costs or "expand the restaurant's footprint & brand recognition beyond the immediate neighborhood." Thus, more restaurants would want to cooperate, leading to further expansion and higher revenue. Although the Behavioural approach is primary, I'll utilize certain aspects of the Classical approach as well:  Scientific Management - Standardization: Time-and-Motion study will be applied to discover the best work method to follow. I'll know how long most orders take to be completed and can form a complete

procedural chain. Each employee's tasks will be simplified, so they can focus only on their work (specializing) to maintain quality and reduce mistakes. It'll also reduce the return time for orders as delivery services try to minimize food delivery times.  Administrative Management: - Division of Work: Each cook can handle one cuisine or take orders from only one to two restaurants. Thus, high quality can be maintained while reducing confusion about personal tasks, ensuring adherence to health guidelines, and avoiding workplace accidents and order inaccuracies. - Unity of Command: Since ghost kitchens are typically small, only one person should be a general manager and the single command source for all workers. It'll avoid confusion and potential internal conflicts regarding whose command workers should follow and whom they should report to.  Bureaucratic model: - Rules & procedures : We'll still need to follow required government policies to avoid kitchen accidents like cuts or falls (The BC Articulation Committee, n.d.) and ensure food and kitchen hygiene to prevent food-borne illnesses or cross-contamination (CCOHS, 2017). Reef Kitchens' way of receiving online orders through their clients' websites or delivery apps without dealing with customers directly is an excellent procedure. Orders can be received in a much shorter time and improve efficiency. - Impersonality, selection & promotion: These are crucial to dependable performance since we'll only employ people with experience and

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skills so that no internal conflict would arise due to favoritism. Hiring previously laid-off servers like Joey Restaurants is also good as they already know what to do, how to do it, and are aware of the standard rules & procedures. QUESTION 2 – ORGANIC STRUCTURE  Strategy –Mechanistic: Ghost kitchens are only restaurants' "off-site meal- preparation facilities," so our main task is to prepare the partners' dishes, not create new dishes. Furthermore, we'll only focus on efficiency and reducing preparation time. However, innovation is still necessary as the food-delivery trend is still rising, and more competitors will appear. New food-delivery apps might also appear, so we’ll need to form new partnerships or interact more directly with customers, like some locations of Reef Kitchens are adding pickup services.  Size –Organic: As ghost kitchens are small, we can be more informal as fewer rules and regulations are required, and we want employees to be more motivated by allowing them to make decisions and voice their opinions.  Technology –Organic: Since we are preparing delivery orders for multiple restaurants with various cuisines, non-routine technologies will allow room for changes in case of unpredicted orders (ex: orders with specific diet/allergy requirements or seasonal items). However, we still need to follow certain routines adhering to all government's food & workplace safety rules.  Environment –Organic: It'll be more dynamic since this business model is relatively new and has only boomed since COVID-19. There're many uncertainties as we rely heavily on orders from apps and partners' websites

rather than dealing with customers directly. Hence, we'll need to reconsider our strategy and undergo many changes when the environment changes. In conclusion, Behavioural Management and Organic structure will be our primary approaches. However, we'll still use certain aspects of the Classical theory and Mechanistic structure.

References BC Articulation Committee. (n.d.). 11 Workplace Safety Procedures . https://opentextbc.ca/workplacesafety/chapter/workplace-safety-procedures/ Canadian Centre for Occupational Health and Safety. (Feb 15, 2017). OHS Answers Fact Sheets – Food and Kitchen Hygiene . https://www.ccohs.ca/oshanswers/prevention/kitchen_hygiene.html Saha, P. (Jan 09, 2018). The 'Hawthorne Effect' in the modern workplace . HRKatha. https://www.hrkatha.com/features/the-hawthorne-effect-in-the-modern- workplace/

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