Jean Merisier Jr
I work at a waterfront restaurant that has an awesome atmosphere. The observable aspects of organizational communication, diversity, appearance and dress. Organizational culture can be defined as the system of shared actions, values, and beliefs that develops within an organization and guides the behavior of its members (Schermerhorn, Hunt, & Osborn, 2003). My present association utilizes models, tenets, and arrangements to guarantee that it accomplishes the authoritative culture it needs.
The organization for which I work has a variety of people. The ages are between 16 to 60 with around 35 employees. The sexes are middle down with men and women. The levels of education range from business degrees, psychology, English literature, political science, graphic art, teaching, and philosophy. I never worked at a restaurant before. I believe that the flow of communication in a restaurant is different from the flow of communication in a meeting of the board. There is so much rushing everywhere that there must be a standard for the transmission of messages. Each move starts with a two – minute gathering to talk about new things, things we are out of, new objectives, rivalries, And all-important data. We check for neatness at our place, which can also be portrayed as our workforce, and we begin our work. The term of the move is normally performed with every individual addressing himself about the numerous errands to be performed. In the event that anyone on the staff has an inquiry, you begin with the expression ” Please Order” sit tight for an answer and present your announcement. This standard is for everybody including Management staffs. My organization’s dress and appearance have no gray areas. Everybody has to wear a uniform. When working with the public, the appearance of staff is very important. We must look nice, clean, clean and well- groomed. My organization has no tolerance for not wearing the right uniform. If the uniform is incorrect, you’re sent home. The scope of my organization’s conflicts ranges from customer complaints to employee relations.
Any conflicts relating to work must be brought to the management team ‘s attention. In order to ensure immediate feedback, management has developed a problem-solving procedure. The first step is to talk to the immediate supervisor honestly and openly about the problem. On the off chance that the issue can’t be tackled at this level, consideration ought to be relinquished of the activity’s supervisor. On the off chance that the issue at this level can’t be fathomed, the CEO urges us to keep in touch with him and orchestrate a gathering. I trust that a great many people will feel good with this critical thinking strategy realizing that administration is there to manage any contention or conflict. In order to ensure a safe and healthy working environment, my organization implements many policies and procedures. Accident prevention and reporting, neatness, tip announcing, constrained territories, stopping, wellbeing cards, and licenses are the most widely recognized strategies and techniques. A standout amongst the most essential approaches is over-utilization aversion of liquor. To serve even alcohol, servers and barkeepers attend a class to obtain a license for alcohol.
You learn state alcohol laws in this class. It is imperative to recognize and deal with problems of consumption. The restaurant has a policy that we have to deal tactfully and knowingly with guests approaching or at dangerous levels of consumption. We will do everything we can to avoid driving someone intoxicated. The restaurant offers even a cab. Serving alcohol is a dangerous field; your job is always online when you serve a drink. The success of the restaurant is based on rules and standards. Everything that the employees eat, drink and park are monitored. These rules and standards are in place to ensure a smooth organization and a healthy culture of the organization.