Meaningful Work/HR Philosophy

-Chalofsky defines meaningful work as “that which gives essence to what we do and brings a
sense of fulfillment to our lives”

-Staff is the basis of the organization and, therefore, “a happy staff makes a happy guest”

-“if you don’t have dishwashers, you don’t have clean dishes to serve. If you don’t have a
manager, you don’t have a schedule to follow. Everybody is as important in a different way.”

Working Conditions/The Sense of Self (Slide 2)

-Chalofsky mentions the importance of the job and workplace characteristics and how these
are more important than pay and benefits. In this case, a friendly work environment is the
focus.

-Of the organization, he states that their purpose is “not only to serve coffee and food but to
create an experience for the guest.” In order to achieve this, according to his work philosophy,
the staff need to be content with their job. Mr. Conijn stated that he likes to create a fun and
cozy work environment, focusing on team work.

-“The Sense of Self”, which involves bringing one’s whole self (mind, body, emotion and
spirit) to work. Also aligning with this, Mr. Conijn explained that his relationship with
employees involves him always being himself (being approachable and open to everybody)
and letting them be themselves as well which makes it easier to bring their whole selves to
work.

-the staff and management also spend time together outside of work, which helps strengthen
their work relationship. Mr. Conijn also believes there should never be fear between staff and
management as this would make for an uncomfortable work environment and could
potentially affect the loyalty and integrity of the organization.

Slide 3
-Regarding this line of work, he says “it is very challenging work and if you don’t love it, you
won’t make it” (2018).

-Chalofsky mentions that “… the end goal of money or status is not what was of importance;
it is the ability to have an impact on the organization’s effectiveness through the work, and
the self-directed space to be continuously challenged, creative, and learning.”

Slide 4
-Mr. Conijn’s approach to conflict between employees is to let them resolve the issue among
themselves and, if the issue were to escalate, he would serve as mediator. He firmly believes
his employees are capable of resolving issues before they reach him and that this is evidence
of a self-managing team, which is only possible if they work together.

-He states “that is why it’s important for people to feel comfortable, loved and in a safe
environment.”

- “empowerment is the ability to exercise personal discretion or choice and transform choices
into desired actions and outcomes that can have an impact on the organization or system.” I
this case it would be an employee’s decision to solve the issue with his/her colleague.
-Autonomy, according to Chalofsky, is “the freedom to exercise personal choice.” This would
be Mr. Conijn’s choice to let his staff resolve issues among themselves.

Last Slide
-Mr Conijn seems to rely on the organization’s culture of creating and maintaining a
friendly work environment and caring about and empowering the staff to motivate them.