ORGANISATIONAL BEHAVIOUR

The Restaurant : Case Study

Group 1 (Roll No 301 - 318)
 Ongoing worker woes
Friction between old & new employees, shift of old employees
from undivided labour to more formal format

Onboarding reliable supervisors

Difficult to hire supervisors and evaluate them based on their
culture, difficult to judge their reliability

What is the problem being

faced/likely to be faced by Meeting diverse training needs
Diverse set of workers & hierarchies require training to know more
Mr. Jones’s Restaurant about work culture & learn coordination between roles

with its current structure?

Ineffective management
Now management depends more on supervisor, coordination issues
between employees from different departments

Lack of personal touch

Mr. Jones is no longer able to keep up such close relations with his
customers
 Proposed Structure
HR Management
• Aware and train old employees
for new formal standardized
format
• Lay down key skills for hiring
competent, reliable and
culturally fit supervisors
• Address friction among
employees & work to promote
healthy relations by friendly
activities & interactions
General Management Finance Management
• Streamline & coordinate Maintenance of standard records
workflow of departments of all funds and transactions
• Clearly define job roles & Daily check of balances, dues
duties; convey to HR Dept. and transactions by accountant
for ensuring smooth
functioning Identify potential investments
for the organization and
• Divide – kitchen, pantry, formulate a financial plan as
customer service, cleaning well to develop further
departments

3 Presentation title 20XX

 Organizational Framework
Owner

Human
General Manager Finance Marketing
Resources

Overall service Operations Kitchen Cleaning

Pantry Supervisor
supervisor Supervisor Supervisor Supervisor

Raw Material
Stock Dishwashers,
sourcing, infra Chefs
maintenance Janitors etc.
maintenance

4 Presentation title 20XX

 Problem Solved Training of workforce, knowhow of delegated job roles, reduction in
friction between employees.
by new structure
HR Department to lay down clear policies for hiring & working
to onboard supervisors and personnel in accordance to company
requirement and culture

Operational structure will bring process coordination, efficiency

increase and smooth job transitioning of roles.

New Problems that may arise Finance department will take care of financial record maintenance,
transparency and fair balance management for Mr. Jones to keep a
• Old employees may be wary better check.
of the new structure

• Initial financial costs may Marketing Department to bring out new ways of customer
increase for hiring new engagement & promotion
employees