Case study First assessment after joining to owner part 1
Assessment report of commercial outlets situation and priorities planning
Note: As Food and Beverages director when you got a new assignment first thing you must do beside orientation and end over operations is immediately starting observation and prepare a proposal for improvement within the 2 first weeks. So your employer can measure your level of expertise and dedication.case study proposal.
This assignment was made for a remote location and I was in charge of 3 F&B outlets.After 3 weeks my first report went as follow:
First I would like to thanks your management for the opportunity given to me and the warm welcome I received as the newest member of the team.
The following analyses of commercial outlets may contain some errors and would surely need further survey with time. However during the last 3 weeks I had a good look of operations and the following are my observations and action plan.
The Club House
Before all , by everyone’s appreciation the Club House is a very successful operation and the following observations only means to improve further that success story, and not in any way diminish the good job that have been done there so far by my predecessors.
I can sense a bit of pride within the members of the team, to be one of the crew seems to be a privilege. Therefore it is quite of a positive impression emerging, they are reasonably dedicated to the well being of our patrons, and customers are also generally appreciative as I personally heard lots of compliments about food quality and service.
The relatively negative note I would add is that productivity and motivation are not always at optimum level, especially respect and dedication feelings for our own company. Sense of belonging for company properties and procedures are also telling me that stronger company philosophy socialization of clear goals and objectives is crucially necessary. They seem to have lost the sight of the mission and vision. Employees are also obviously not trained on regular bases.
Employees have also no ideas of financial situation as no sales reports are provided neither any revenue or cost goals to be achieved for them.
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The service team, mostly appreciated from our guest is showing a real teamwork organization, highly flexible and showing a good level of efficiency, guest contact and up selling skills. Few small remarks however concerning the grooming, task anticipation and aftermath clean up.
Again, many good comments from customers concerning the quality of the food, however I noticed a slightly lower motivation in the kitchen, apparently due to some of the team member’s questionable influence.
The very basic organization of the kitchen had over time played against it primary purpose.Indeed the section system works in bigger operation, but in a small structure such as the Club it is my opinion that the flow must be revised or upgraded. I also believe that due to our very reduced team, every member should be able to handle a minimum of every section. We stand very far from that configuration right now and it seems that each member stick strictly to its own area of work which I find surprising knowing the place have been operated for 10 years. After such a long time one would expect more flexibility, discipline and teamwork. It is so because of a lack of leadership.
case study assessment
The lack of leadership from a head chef and second chef is due to lack of confidence due to lack of competencies. Basic skills such as storage procedure, organization and synchronization of workflow , equipment handling, hygiene and sanitation knowledge are cruelly missing and training is urgently needed.
case study assessment.