Questions on working with an leading people


Putting the right person in the place in the right time is the Human Resource Development Department's job. So, a good recruitment, selection and retention program plays an important role in an organisation. Hungry Pete's must have a good structure in order to help in the recruitment, selection and retention program. The structure of the new concept store can be found below:

After designing the new concept stores' structure. We now move to the recruitment process. As Hungry Pete's is starting a new type of business, the management will have to decide whether to move resources from his restaurant or recruit all new staffs. In this case, as the business type is different, we may choose fresh employee. The following steps will have to be taken for selection process:

Advertise for the prospects either on newspapers, internet or other source of communication.

Short listing of the best candidates.

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Call them for an interview.

Suitable tests (character tests, aptitude tests, leadership tests where applicable).

Choosing the best candidates for the different jobs (Putting the right person in the right place).

Announcing the decisions of the Human resource department to the best profiles.


Retention of qualify or 'good' staffs is something very crucial for an organisation. These kinds of people who know their work very well and are jack of all trades must be retained. This goes in the benefits of the organisation. For example, at the management level, fringe benefits, like company car or car allowance should be given. Concerning both the management level and the lower level, there must be a good wage incentive scheme, along with time-off, better and flexible working hours, insurance cover, performance appraisal bonus and presence bonus would motivate a staff to work harder for his benefit as well as the organisation. After working hours or non-working days, outings can be arranged so as to better create team spirit with the workers. Training of staffs should be included as it is a long run investment for the organisation. Nowadays, a person is considered as an asset. These types of concern for the employees will surely retain them from leaving the organisation. These are good incentive measures.

As far as succession planning is concerned, it enables the organisation to recognise talents of the employees to provide them with trainings for future responsibilities. This may improve the workers capabilities and therefore retention as well. The concept of succession planning may apply in hungry Pete's in case of a the chief waiter resigns and a simple waiter may take his place or in the case as the administrative manager resigns and a clerk may take his place and responsibility as well. The workers will feel his importance and contribution in the organisation, hence, a psychological factor where an internal happiness, confidence and productivity which leads to efficiency at work. Better distinctive team spirit and motivation will surely prevail.


Ethics refer to the environment we working in and ethics goes side by side with legal matters. Ethics applies to the individual and the organisation as well. Core values of the organisation are defined by the business ethical considerations. As applied in the case of Hungry Pete's, the workers must be aware of the discipline and legal implications like health and safety, hygiene, the local Food act, compliance with food regulatory and the organisations must be aware of the company laws, labour laws, local laws concerning business, the government taxation system etc... for example, the cook must be aware of the local food act and food act, so as to produce the goods according to the laws prevailing in the place while the administrative manager must be aware of the government taxation system, the company laws and the labour laws. Compliance with ethical and legal implications may attract competitive candidates applying for the job in the organisation as well as customers.

Task 2


The group culture is the team's way of working together. This develops mutual respect, share of ideas, group cooperation, creativity, effectiveness and group satisfaction. Team work refers the effort, communication, mutual support, coordination of the workers. If these two factors is merged together, this would definitely result in the prosperity of Hungry Pete's. This would create motivation along with share of skills and knowledge with good communication and hence overcoming any problems. This would also create mutual understanding where a sense of belonging would be shared within the organisation. this would motivate the workers to work hard or even for longer hours without complaining. That creates the working atmosphere and this plays a psychological approach to the workers. This enhances productivity and effectiveness.

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But if there is any conflict between the team members, there would be de-motivation at work. Effectiveness and productivity will definitely fall. And it would have a drastic effect on the organisation as the workers will not give their best at work. This may create tension with other workers as well. The idea of team spirit is broken and selfishness will prevails. And this may lead to the fall of the organisation.


A team charter is a written document by the workers of an organisation to define the team's mission and objectives. A team charter can be created by the management level or by the team itself. The team needs to know what the management expect of them and vice versa. The team charter includes:

The purpose of the team:

The purpose statement specifies the creation of the team.

Resource limitations:

Resource negotiations and allocations between the two parties. Ex, cannot hire more people in the organisation.

Success measurement:

The team's success will be determined by final report to the management

Team composition and characteristics:

Willingness to work with everyone, acquiring knowledge, to work as a member of the team

Mission statement

The aim of the organisation in the view of the team: to achieve a high level of excellence and perfection in our products with continuous improvement and innovation while attaining an international standard of consumer satisfaction.


Applying Belbin's team roles concept in Hungry Pete's case have a positive effect on the organisation as starting with:


This means that the implementer makes all the decision and ideas of the team into accomplished, feasible and effective in real circumstances


The shaper is such an individual that can handle pressure work and has the bravery, fortitude and intrepidity to overcome obstacle and is goal directed.

Completer or Finisher

That individual is very attentive to small details and is able to meet all the deadlines.


His job is to facilitate interconnectivity and decision making

Team Worker

Those kinds of individuals are good listeners, friendly type, groupware, thoughtful and respectful towards others.

Resource investigator

That individual is an extrovert one, can communicate very well, can make contacts and bring intense interest to the team.


The planter acts as a thinker to the organisation and is problem-oriented so as to develop effective response strategies.

Monitor or Evaluator

The individual who has a good thinking ability with a good judgement


Focussed, curious and dedicated individuals who like to learn and make contribution of his knowledge to the organisation.

These team roles are very important as their contributions to the organisation will be very helpful. Everyone has a different talent and angle of viewing problems and solutions and when combined together, concludes in a good team work and good team spirit in the case of Hungry Pete's.

Task 3


A manager's job is to do what is provided or required for the organisation. He manages day to day activities, thus creating the environment. A manager has subordinates to help them or even work for them. He is paid to get things done within tight constraints of time and even resources like money or labour. A manager normally enjoys a position of authority and are relatively risk-averse, avoiding any type of conflicts. It's the manager who ensures that the vision of the leader is carried out and his job consists of delivering output. He controls the whole operation and ensures organisational stability. He has transactional skills of management. He makes sure that the objectives of the company are being carried out. He minimizes risk, has short term objectives, wants results, makes rules and takes all the credit.

A leader is that person who sets the goal for the company. A leader has a vision and is a facilitator or provider of resources to the manager and organisation. A leader leads the people by setting a direction for the organisation. a leader has a personal charisma, shapes culture, wants achievement, uses conflicts, takes risks, gives credit, take blame and has long term objectives. He normally has a transformational style and is good in communicating, convincing, motivating, persuading and inspiring people. He is a visionary and work for excitement or personal interest or satisfaction. He is the backbone of the organisation.

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As in the case of Hungry Pete's, both a manager and a leader would be needed so as to set the goal of the organisation and a manager to manage the day to day activities. A leader can also be a manager as well.


Both the autocratic style of management and democratic style of management may apply in the case of hungry Pete's.

The autocratic style of management may apply in the case of new or untrained employees who do know which tasks to perform or which procedures to follow. Effective supervision can be provided only in case of well detailed instructions. Decisions are taken in a limited time. This style can be applied in the case of Hungry Pete's as it is a new set up organisation and as it is a new concept store, there are likely to have a high volume of production needs on a daily basis. This style may be used only if the organisation is short in time and have motivated staffs.

The democratic leadership style also called the participative style encourages the employees to be part of the organisation as their opinions are heard out. The manager keeps the employees informed on nearly everything which motivates them to work harder. This allows employees to set up their goals and encourages them to grow in the job and scope for promotion.

Both of the style of management has different advantages and disadvantages as well. What Hungry Pete's must do, is to make a combination of both the style of management to have better management on the organisation as well as the employees.


Improving the morale and empowering the staffs may prove very beneficial to Hungry Pete's. This would definitely bring efficiency and effectiveness at work. Several ways may be used to improve morale of staffs like the adoption of a flex time schedule so as to alleviate stress. Incentives like paid time off, gift vouchers to restaurants or hotels, or even awards to the best employees so as to booster their morals during work time. Scope for promotion or internal growth must be given so as to encourage them to work harder to achieve higher grades.

Empowerment of staff is most likely to be the best idea for motivating employees. More tasks and responsibilities should be assigned and delegated to them. The reason for the task being given to them should be known to them. The task should be overviewed to the employees before giving them the details. The employees must be assured that they are being totally trusted in the works assigned.

Suggestions must be taken from employees so that they may feel important in the organisation. Delegation of responsibilities may a great role as well. These factors which may be seem as small things is more or less a good motivation for the employees. Motivated employees are equal to high efficiency of the work.

Task 4


Learning styles contribute largely in the blossoming of an individual. There exists several types of learning styles namely, sensory, intuitive, visual, verbal, active, reflective, global and sequential styles.

The sensory type learns by procedural, practical or concrete information. These persons would rather look for factual information.

The intuitive type would learn by innovations or theoretical information. They look for meaning.

The visual type would rather learn by information displayed on graphs, pictures or diagrams. They look for visual representation of data.

The verbal type prefers to read or hear information. They would look for explanations in the words.

Reflective type prefers to think of possible problems and solution and make an assessment on the situation and have the enthusiasm of solving the problems on their own.

Sequential type likes to have the data in an orderly way and hence joining the pieces of the puzzle to figure out the solution.

Global type prefers systematic approach. They like to see to problem in a whole way, then figures out the details.

Understanding these different approaches, we would best fit the right person in the right place at Hungry Pete's. Then, we can make the weakness of an individual becomes his strength by giving the different sorts of training required for each and every individual, and to help the manager to better understand his staffs so as to promote team spirit and motivation.


Hungry Pete's Coffee House:










As shown in the diagram below, in the shop, work is allocated by the Shop manager to the Chief waiter, Cleaner and the chief cook. The chief waiter then allocates work to the waiter, the cashier and the chief cook allocates work to the assistant cook. But somehow, there is a connection between the chief waiter, the cleaner and the chief cook. The chief waiter will respond as per consumer demand, if there are orders.

Hungry Pete's fast food restaurants:













The restaurant work allocation is a bit more complex as it operates on higher level. The chief waiter plays a key role in this concept. He allocates work to the waiters, cleaner and the chief cook who then allocates to the assistant cook. The information clerk reports to the shop manager while giving information to the chief waiter as well. The chief cashier reports to the shop manager while the cashier reports to the chief cashier. That is why a team work is important in an organisation.


Performance appraisal is the best way to monitor and assess a staff. The appraisal is usually carried out by the manager or supervisor who best knows the employee. This adds benefit in the way that the employees may believe that the management is taking an interest in them. The management can make sure that the works are being done properly and can keep track of good employees. The appraisal can be rewarded in incentives or disincentives by the management.

Customer feedback can be taken into consideration by putting suggestion boxes as well. Punctuality, rate of absenteeism, communication or presentation can be taken into consideration. Surveys may be conducted as well. Woking hours of the employees count in the monitoring of staffs. As far as Hungry Pete's is concerned, the appraisal will benefit a lot for the company for retention of suitable employees. The organisation may very well offer remunerations and rewards for the most appraised candidates so that they may be more motivated to work in favour of the organisation. This will encourage them to work more efficiently. An efficient work force means a happy customer and a happy customer is what makes a business.