Out of all the skills and knowledge I have acquired from my work experiences, business and management is one I have least. These skills are most important skill needed for my future career goals. I have acquired business and management knowledge from my education in the University of Nebraska Lincoln. To this point I have not been able to apply this knowledge in a work environment. I plan to job shadow my current manager to pick up some skills related to business and management. I have also requested to the owner for manager trainee position. With no wage increase for the position just experience related to business in management. In the summer when I have more time I plan to find an entry level management job.
My first experience being …show more content…
Where I mostly utilized a democratic leadership style with my fellow employees. Positions similar to assembly line lead have limited leadership style available because you do not hold the same amount of power or respect as that of a manager. You cannot use autocratic or bureaucratic styles because no really authority is giving to you, you have to refer to the manager if any problems are encountered. Do to the lack of management at the facility I was seen as more of an informal manager. Where problems with production, food or question were first taken to be before referring to the manager. If I could not solve the problem it was taking to the manager, who had a primarily bureaucratic style of leadership who would always refer to policies or protocols to solve problems. If no policies or protocols were able to solve the problem the final person in the chain of command was the dining administrator. He was the most laissez-fair employer I had ever worked with. Going to him to a problem was the same as asking yourself how to fix them problem. This was one reason why this facility struggle so much changing their service from assembly serve to decentralized commissary. Through this experience I learn that no single leadership/management style that is superior to the others. It is all dependent on the situation and variables that effect …show more content…
At the same time you can have one in which you feel most comfortable using somewhat as a default that can address most problems. For me this style would be democratic because the major decision is left up to me but opinions from employee is given which is also very important. Even though participative and consensus leadership is similar to democratic these two leadership style are less practical in a food-service operation. The reason is that these leadership style take to longer for a decision to be made, where everyone opinions are heard as in participative or where everyone has to be in agreement as in consensus. These leadership style would slow down the operation making it less effective and efficient. On the other hand these two leadership/management style have their place and can be included in some food-service situation. For example when purchasing a new piece of equipment for the kitchen that all the cooks will be using. It would be useful to use a participative style approach when deciding the specifications for the new piece of equipment. This way the most cost effective equipment that the employee approved and best fit for the operation can be
My first experience being …show more content…
Where I mostly utilized a democratic leadership style with my fellow employees. Positions similar to assembly line lead have limited leadership style available because you do not hold the same amount of power or respect as that of a manager. You cannot use autocratic or bureaucratic styles because no really authority is giving to you, you have to refer to the manager if any problems are encountered. Do to the lack of management at the facility I was seen as more of an informal manager. Where problems with production, food or question were first taken to be before referring to the manager. If I could not solve the problem it was taking to the manager, who had a primarily bureaucratic style of leadership who would always refer to policies or protocols to solve problems. If no policies or protocols were able to solve the problem the final person in the chain of command was the dining administrator. He was the most laissez-fair employer I had ever worked with. Going to him to a problem was the same as asking yourself how to fix them problem. This was one reason why this facility struggle so much changing their service from assembly serve to decentralized commissary. Through this experience I learn that no single leadership/management style that is superior to the others. It is all dependent on the situation and variables that effect …show more content…
At the same time you can have one in which you feel most comfortable using somewhat as a default that can address most problems. For me this style would be democratic because the major decision is left up to me but opinions from employee is given which is also very important. Even though participative and consensus leadership is similar to democratic these two leadership style are less practical in a food-service operation. The reason is that these leadership style take to longer for a decision to be made, where everyone opinions are heard as in participative or where everyone has to be in agreement as in consensus. These leadership style would slow down the operation making it less effective and efficient. On the other hand these two leadership/management style have their place and can be included in some food-service situation. For example when purchasing a new piece of equipment for the kitchen that all the cooks will be using. It would be useful to use a participative style approach when deciding the specifications for the new piece of equipment. This way the most cost effective equipment that the employee approved and best fit for the operation can be