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106 Cards in this Set
- Front
- Back
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Management
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Taking responsibility over a group of people and make decisions and overseeing and measures peope efficiency and effectiveness
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Important components of manager process
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Authority
Responsibility Accountability |
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Authority
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right to direct others
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Responsibility
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obligation.duty to preform
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Accountability
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state of being responsible
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Efficiency
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doing thing right
ie quickly to keep things going |
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Effectiveness
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Doing the right thing-not fast, but righ
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Quality is
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a moving target
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Types of Management
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Levels
Responsibilites Roles |
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Level of management
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First line
Middle Top |
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First line of mangement
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Right above employees
Usually have worked their way up rankings may or may not have management training Usually techincal.vocational schools |
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Middle level of management
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Line of communication between the two
Can be many layers college degree |
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Top level of management
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controls the organization
vision for the organizations future policy making level college degree |
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General management
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responsible for all subunits
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Functional mangers
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only control 1 specific unit
takes care of day to day activity |
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Three categories of 10 roles of manager
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Interpersonal roles
Informational roles decisional roles |
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Interpersonal roles
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figurehead
leader liason |
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Information roles
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monitor
disseminator spokesperson |
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decisonal roles
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entrepeneur
disturbance handler resource allocator negotiator |
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figurehead
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represents responsibility
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leader
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supervise and coordinate
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monitor
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seraches and gathers information
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disseminator
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spreads information to help them becomeinformedand more effective
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spokesperson
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distribute informationto people inside and outside the buisness
similar to figurehead |
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entrepreneur
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voluntary initiator of change
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disturbance handler
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responds to crises and resolves conflict
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resource allocator
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decides how and to whom organizational resources will be distriubtes
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negotiator
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requires compromise
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Interpersonal roles description
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develop relationship is the goal
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informational roles
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gives and recieves information
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decision rols
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enables organization to course of actions
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Manger levels and skill
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Techincal and Human
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skill
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ability that can be developed and that is manifested in preformance
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Techincal level and skill
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first line
use of tools lower level of mangement |
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Human level and skill
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interpersonal skill
effectivecommunication middle management |
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Conceptual mangement level and skill
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can view the organization as a whole
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5 management functions
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Establish the foodservice objective
Plan to achieve it Organize the plan Staff the organization Direct the staff Control the results |
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Planning
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determining in advance what should happen to accomplish goals and objectives
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Mission statement
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goals and objectives
simple so ppl can remeber it |
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4 diminsions of planning
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1. stragic planing-ie time span
2. repetitiveness 3. level of mangement 4. flexability |
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Situational analysis
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Part of Strategic planning
1. strengths-internal 2. weaknesses-internal 3. opportunities-external 4. threats-external |
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strategic planning
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time span
for every 3-15 years long range and short range |
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long range planning
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3-5 years
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short term planning
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operational planning
less than a year to get to long range plan |
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Repetitivesness
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Single use plans
standing plans |
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Single use plans
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attain specific objective for that accounting period
like a special holiday |
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standing plans
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repeated
Standard Operating Procedure |
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policy
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broad
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procedure
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cronological sequence of activities to carry out a policy
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method
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more detailed activity relating to one step of a procedure
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Rule
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what must or must not be done
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characteristics of policies
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guide decision making through the organization
delimit and area that a decison can be made activate goals and objectives give directions |
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characteristics of procedures
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specifically guides to an action
delineat steps in descending order for task completion order swquential actions |
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movements of organization
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goals
objectives policies procedures methods rules |
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Organizing
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after developing objectives and plans to achieve them
making order out of chaos |
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First step of organizing
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analyzing what needs to be done
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Departmentalizing
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there are no arbitrary rules for grouping
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How are departments organized
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function, product, geography,customers, process, equiment or time
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Span of mangement
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span of control
number of people any one person can supervise EFFECTIVELY |
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Factors in determining the proper span of management
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Organizational policies
availabilty of staff experts competence of staff objective standards nature of the work distribution of work force |
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Only factors of span of management that shortens is..
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greater dispersionof workers-shorter span
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what is the most frequently used method for departmentalization
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division of labor
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Division of labor
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staff=horizional
line=vertical division |
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Job analysis
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breaking donw components that need to be done
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Job design
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strucutre jobs to improve organzation efficiency and employee satisfaction
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Parts of quality of worklife in job design
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Job enlargement
job enrichment job rotation job simplification |
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job enlargement
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adding more tasks
horizontal restructuring cross training |
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job enrichment
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increasing level of responsibility
vertical restructuring adding more depth to your job go to seminars to share wtih everyone else |
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Job rotation
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switching seasonally
switching during shift assembly line |
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job simplification
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more basic so anyone can do it for easy rotation
making process more simple use both hands remove stress |
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apects of job description
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job title
job identification job duties |
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job title
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code and title
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job identification
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department location, summary, supervisior, relation to other jobs-qualifications
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job duties
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order of importance
preformacne requirments, knoledge, skill |
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job spec
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concise and short
no detailed info |
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perfromance standards
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for individuals
whats expected |
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Forms of Authority
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Formal
Acceptance |
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Formal authority
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legit power
recognized in the position |
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Acceptance authority
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not formallyr ecognized but others few them as a leader and knolwedgable
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Delegation
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process of assigning jobs
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Staffing
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supply the right people to the right position at the right time
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Steps in staffing
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1.oganziting objectives and policies
2. human resource planning 3. recruitment and selction 4. orientation, training, and development 5. perfromacne appraisal 6. compensation |
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organazing objectives
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job description
spec work schedules |
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human resources
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cforecasting staffing needs
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recruiting and selection
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getting pool of applicatnts, evaluating and chosing them
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what is staffing
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amount of people you need to make an operation work
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What is scheduling
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amount of people in a day that you need to cover the positions
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Temporary employees
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foodservice pays an hourly fee to temp agency
Helps solve staffing dilemmas |
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Leasing employees
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FS screens and hires employees and leases them back for a monthly fee
lowers FS cost |
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master scheduling
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day on and off duty-overall plan for employee scheduling
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Shit schedules
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position and hours worked
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Production schedules
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contains food items to be prepared and whos preparing them
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Sexual harassment
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Requires submission to sex act as condition of employment
causes interruption with performance creates an offesive working environment |
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Immigration Reform and Control Act
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cant hire a person without the I-9 form that shows they are a US citizen
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Inside the organization recruitment and selection
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limted bc of inbreeding of ideas
benefit-positive employee moral |
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Outside hte organization recruiting
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help wanted adds and word of mouth
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What does selection committees need
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job description
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Most important steps in selection process
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Gain info
GIve info Make a friend |
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Interview process
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Pre interview
Open interview Questioning closing the interview Post interview |
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preformance appraisals
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comparison of an individuals performance with job description
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Methods of performance appraisals
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check list
rating scale payment voucer |
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check list for improving work performance
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What is the problem in term of behaviors
is the problem serious enough to spend time on what reason is there for the problem what actions must be taken to iprove |
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Personnel Actions
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promotion
demotion transfer seperation |
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Disciplinary procedures
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unrecorded oral warning
oral warning with right up written reprimand suspension discharge |
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Key element in discipline
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consistency
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focus feedback on
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Behavior rather than pesron
observations rather than inferences alernatives not answers |
