case study rock hill restaurant kunal

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School

Centennial College *

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Course

HOSP302

Subject

Management

Date

Apr 3, 2024

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docx

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Uploaded by KidFalconMaster770

TERM ASSIGNMENT ONE CASE STUDY ROCK HILL RESTAURANT KITCHEN MANAGEMENT TWO Name: KUNAL STUDENT ID: 301308448 SECTION NUMBER: 001 1 Question: What is the overall reason for the challenges occurring at the Rock Hill Restaurant that has caused Kim to feel the way she does? Please provide three valid points with examples from the case study. One point is awarded for each correct point with an example. Answer: Causes Of Challenges at Rock Hill Restaurant:  Absence of a Well-Defined Training Framework: The Rock Hill Restaurant grapples with the absence of a structured training program. Kim, upon receiving an incomplete training manual and lacking clear instructions for the training notebook, faces challenges in seamlessly transitioning into her role.  Inconsistencies in Communication: Communication discrepancies further contribute to the challenges, particularly regarding the duration of Kim's assignment in the banquet kitchen. While Chef Lang initially suggested a timeframe of 4 to 8 weeks, the accounts from long-term employees, Jim and Gale, reveal irregularities in following the manual's training schedule. Such inconsistencies foster confusion and uncertainty among new hires.  Limited Oversight and Evaluation: The case highlights a notable lack of supervision and evaluation in the orientation process. Although Chef Lang acknowledges the weekly review of new employees' journals, insights from Jim and Gale unveil a different reality, with journals seldom being checked. Additionally, the absence of Monday meetings, designed for assessing orientation progress, for three months signifies a dearth of effective monitoring. This lack of oversight may contribute to an unstable and less productive work environment. 2 Question: What didn’t the foodservice manager Chef Lang of the Rock Hill Restaurant do as a leader for his team? What could Chef Lang do to assist the Banquet Manager Sooyoung and the other employees in supporting employee orientation and first-day experience? Please provide three valid points that address the question with examples. Each point is worth the done mark. Answer: Leadership Deficiencies of Chef Lang:  Inadequate Guidance or Direction: Chef Lang failed to offer clear instructions or support, especially regarding the completion of the training journal. This lack of clarity created difficulties for Kim in accurately documenting her training progress

and contributed to the overall uncertainty experienced by staff members such as Jim and Gale.  Failure to Regularly Evaluate Progress: Jim and Gale pointed out Chef Lang's irregular reviews of new hires' training records. Consistent assessments are crucial for identifying challenges, providing constructive feedback, and ensuring that employees are progressing according to the planned orientation process.  Inability to Establish Effective Communication Channels: Chef Lang neglected the importance of conducting weekly Monday meetings to discuss the status of orientation training and address concerns. Establishing efficient communication channels is essential for cultivating a positive work environment and promptly resolving issues. 3 Question: What specific steps could have been taken to avoid the current situation in the orientation process by Chef Lang, banquet manager Sooyoung, and the human resource manager? Please provide three steps Chef Lang could take to improve the work environment. Each point is worth one mark. Answer: Steps to Enhance the Orientation Process:  Comprehensive Training Resources: Collaboratively, Chef lang and the HR manager should develop comprehensive training manuals tailored to each department. These materials should offer detailed, step-by-step instructions, outline job responsibilities, and set clear expectations, ensuring transparency for new hires.  Regular Assessment and Feedback Sessions: Chef Lang needs to establish a system for regularly reviewing the training records of new hires. Conducting check-ins on a weekly or bi-weekly basis would provide opportunities to address concerns, provide constructive feedback, and ensure that employees are progressing effectively in their respective roles.  Reinstate Consistent Monday Meetings: The management team, along with Chef Lang, should reinstate regular Monday meetings for new hires. These sessions should serve as a platform to discuss the orientation process, address any issues, and foster a sense of belonging among new staff members. Clear communication within the workplace is vital, and these meetings can contribute to creating such an environment. By putting these measures into action, Chef Lang and the management team can improve the orientation process at Rock Hill Restaurant, creating a more organized and supportive environment for new hires.

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