Lifecare is an organization which is dedicated to service the older people. They continuously look for creative and new ways to make life easier of older people. They look for ways to improve the quality of life of the elderly people. They have their homes so depending on the criticality of the situation the patient can be moved to their homes. On the other end, they also provide in-house services to patients. They ensure that a good environment is provided to the patient so that the quality of the life can be improved. If someone needs the support of professionals to take care of the elderly people in the house for few hours then that support is also provided by Lifecare Centre.
The type of communication adopted by each employee in the organization is dependent on whom they are interacting with. If an individual in the organization is interaction with his team members then he would prefer to opt for informal communication. In informal communication, information and opinion flows from one person to another. This kind of communication is possible only when both the people interaction are at the same hierarchy. If a person is interacting with his immediate manager then he would opt for a mix of formal as well as informal communication. In this kind of communication, the reporter will not be explicitly able to communicate all the information. On the other end, they don’t need to maintain a very formal communication style. If an employee at a junior level is interacting with manager’s manager then he will have to ensure a perfect formal style of communication is adopted. The employee needs to be very careful with the words that he chooses. Most of the times, this kind of communication would take place over email or call, and not face-to-face. Grapevine is also one of the common forms of communication in the workplace. One of the employees in the organization may get to know that the organization is planning to downsize the manpower. He may communicate this to another employee and this information will be passed on. This kind of grapevine communication creates restlessness in the environment and hence, the management continuously strives for ways to reduce grapevine communication (Nelson 2015).
Time management strategies are very important in the workplace. This will help the employees to concentrate on tasks that are of utmost importance. A weekly review with the manager is one of the time management strategies that are adopted by managers to ensure that their team is productive. In this meeting, the manager will give an overview to the team member on what was expected from him and what he has achieved. This will help the employee to catch up on things that he has missed out. Blocking calendars is another effective way to manage time. Each person should block his calendar against the activity that they are planning to do. This will help the employee to stick to the task assigned. Similarly, other colleagues can also be aware of other’s availability and this can be helpful in planning meetings. Work allocation to others is also one of the important strategies that can be implemented for time management. If an employee thinks that he will be able to complete all the tasks assigned to him then he is wrong and this can ultimately reduce his productivity, as backlog of work will increase continuously (Lai 2013).
In our team, we had different team roles and hence, our work was good. We had resource investigator, shaper, implementer and specialist. The resource investigator use to do extensive research on the best possible strategies. This helped the team to achieve the goals easily. Shaper ensured that different activities are assigned to the right set of people so that the best possible results can be yielded (Hong 2013). This person was capable enough to identify the potential of each of the employees. Implementer was aware of the things that he would require for effective implementation. He was well aware of the pros and cons of implementation of certain strategies. Lastly, the specialist use to review before delivery. This helped the team to be error-free. All the team members should work for one end-result otherwise achieving the expected end result would be a difficult task. Before the team starts to work together, they should define their goals appropriately. This will help the team to understand where they started, where they need to move and also how far is their destiny (Heger 2015).
Team dynamics cannot be avoided in an organization. Different people come from different background and each one holds a different experience and all the different type of people should work together so that a goal of benefitting the organization can be achieved. Before starting with the task, each of the team members should be informed about the team goal. This can act as a directive to the team throughout (Halevy 2015). Each team member in the team should talk and listen. The leader in the organization will have to ensure that all the team members are given equal opportunity to improve their contribution to the ultimate goal. Taking into consideration all the different ideas will motivate the team members to contribute more to the ultimate goal of winning. Each of the team members should always remember that they will win only when the team wins. This will motivate them to contribute more, rather than just being silent implementer. Communication is the key to success and hence, the team should meet up at least once in two days so that they can share their inputs and also their way forward (Greer 2013).
One person in the team should be held responsible for evaluation of team goals. This person can be a manager or a superior. This evaluation will help the team members to understand that the goals that have been set, the things that they have achieved and also the way forward. Along with the evaluation, the evaluator and the team member should discuss about the barriers that they are facing while achieving the goal (Gasper 2013). The superior and team member should work together to look for ways by which they can overcome the barrier. If the barrier cannot be overcome then this should be communicated to the management. Interacting with the team with the help of visual aid is one of the best ways by which the communication can be passed on effectively to the other team members. Each of the team members should be motivated to come up with their visual aid to ensure that the message is passed on to others effectively. The manager should set short term and long term goals so that the goal achievement can be measured on periodical basis. This may be time consuming but it is worth as appropriate rectifications can be done at the right time (Gangopadhyaya 2013).
It is the responsibility of every restaurant to ensure that they provide safe and hygienic food to their customers. Nurses and students from the nearby colleges have developed this trust on the restaurant but there are things which are happening in the kitchen department (Fells 2015). This has come to the notice of the Food standard agency and hence, they have demanded the restaurant to close down. There are few other restaurants which were shut down in the past due to health issues but they bounced by way of gaining back customer’s trust and also the trust of Food standard agency (Fells 2013).
After discussion with food standard agency and analyzing it with the help of internal team members, two major problems have been identified in the restaurant. If the restaurant is not able to address these issues then they will never be able to surface again in the market. Two major issues that have been noticed in the restaurant are as follows: –
The committee members opted for two problem solving techniques so that they can implement the best possible solution. Brainstorming was one of the techniques that were used. All the committee members just discussed on the various best possible solutions that can be implemented to overcome the above mentioned problems (Chambers, J, 2014). Different members had different opinion with regards to the problem and all the pointers and suggestions were taken into consideration. Fishbone diagram was also used so that the best possible solution can be identified. With the help of that diagram, each possible solution was diagnosed so that the management can be aware of the investment that they will have to make, to ensure that the restaurant gains back its reputation (Brand, A, 2014).
With the help of various problem solving techniques and tools, the committee members have arrived at few possible solutions that can help the restaurant to gain back their lost reputation. With regards to pests and insects in the kitchen area, few of the solutions that have been developed are as follows: –
With regards to the usage of expired products in the kitchen, few of the possible solutions are as follows: –
Conclusion
Considering all the possible solutions, the management has decided to undertake few suggestions into consideration so that restaurant can win back the trust of the customers. To ensure that the kitchen is pest and insect free, the management will dump all the existing products in the kitchen. This will ensure that all the infected products are dumped. On the other end, the management will hire an agency for pest control and cleaning. The completed will undergo pest control and cleaning to start with. Once that is done, the management will ensure that the pest control happens once in every month and the cleaning activity would take place on daily basis. Apart from the regular cleaning, deep cleaning would take place once in a week. To ensure that all the products haven’t crossed the mentioned date, a quality team would be hired. Everything that leaves from the store room to kitchen would be audited and used. This will ensure that expired products aren’t used in the kitchen (Bear 2015).
References
Bear, J, 2015, Effects of attachment anxiety and avoidance on negotiation propensity and performance, negotiation and conflict management research, vol. 8, no. 3, pp. 153-173
Brand, A, 2014, Review: Sidewalks: Conflict and negotiation over public space, Journal of Planning education and research, vol. 34, no. 1, pp. 102-103
Chambers, J, 2014, Egocentrism drives misunderstanding in conflict and negotiation, Journal of experimental social psychology, vol. 51, no. 15-26
Fells, R, 2013, Negotiation Success – An application of the Halpert et al. Path model, Negotiation and conflict management research, vol. 6, no. 2, pp. 133-150
Fells, R, 2015, Unraveling business negotiations using practitioner data, Negotiation and conflict management research, vol. 8, no. 2, pp. 119-136
Gangopadhyaya, A, 2013, Assessing residents’ interprofessional conflict negotiation skills, Medical Education, vol. 47, no. 11, pp. 1139-1140
Gasper, J, 2013, The emotion deception model: A review of deception in negotiation and the role of emotion in deception, negotiation and conflict management process, vol. 6, no. 3, pp. 160-179
Greer, L, 2013, Power and status in conflict and negotiation research: introduction to the special issue, Negotiation and conflict management research, vol. 6, no. 4, pp. 239-252
Halevy, N, 2015, Conflict templates in negotiations, disputes, joint decisions, and tournaments, Social psychological and personality science, vol. 6, no. 1, pp. 13-22
Heger, L, 2015, Negotiation with rebels: The effect of Rebel service provision on conflict negotiations, ISSN – 0022-0027
Hong, A, 2013, Women in negotiation: effects of gender and power on negotiation behaviour, Negotiation and Conflict management research, vol. 6, no. 4, pp. 273-284
Lai, L, 2013, Social costs of setting high aspirations in competitive negotiation, Negotiation and conflict management review, vol. 6, no. 1, pp. 1-12
Nelson, N, 2015, The power to oblige: Power, Gender, Negotiation Behaviours, and their consequences, Negotiation and conflict management research, vol. 18, no. 1, pp. 1-24
Schneider, A, 2013, Negotiation barometry: A dynamic measure of conflict management style, Ohio State journal on dispute resolution, vol. 28, no. 3, pp. 557-567
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