Blue print Essay Example | Topics and Well Written Essays - 750 words

Blue print - Essay Example The service blueprint to be used in this department needs to incorporate other relevant departments of the hotel so that provision of services is of high quality promoting customer loyalty. In addition, service blueprints can be used in the promotion ventures of the Chairman and Yip restaurant. The purpose of a promotion is to create awareness of the available services to potential customers. Therefore, a blueprint can ensure that the promotional activity is successful. Moreover, promotions usually target to register a higher percentage of sales (Kalakota & Robinson 2004, p. 116). These activities can be incorporated into the blueprint ensuring a more effective promotion strategy. In addition, service blueprints can be used in the human resource management department. The principle purpose of using service blueprints in this department is to empower the staffs of the of the Chairman and Yip restaurant. A blueprint indicating job descriptions for each position in the restaurant can be designed. This helps to ensure that each individual working in this restaurant understands their responsibilities and roles clearly. In addition, a service blueprint can be used in the development of the selection criteria. The restaurant can design a flow chart that highlights the available vacancies, the qualifications of the required candidates and uses it to assess the potential candidates for the positions (Kalakota & Robinson 2004, p. 117). Using a service blueprint makes the selection criteria clear for those assigned to this responsibility. Moreover, service blueprints can be used in the appraisal systems of the Chairman and Yip restaurant. Notably, it is important for th e restaurant to appraise the performance of all the employees over a certain period. Appraisal of performance helps to determine whether employees perform their roles to the required standards, and whether they have gained new skills on the job. A blueprint can be used in determining the

Organizational Change Annotated Bibliography Example | Topics and Well Written Essays - 750 words

Organizational Change - Annotated Bibliography Example Organizations are difficult to change because they are complex systems that are made-up of many different actors. If the organization is going to change from one based on individual effort to one that operates on principles of teamwork and cooperation, some very basic assumptions on the part of each actor must change. Individual team members must stay focused on the goal the entire team is trying to achieve, not just their role in accomplishing the goal. Teams also need to have new types of leadership that is capable of communicating and reiterating the team goals to individuals and the team as a whole. Finally, all the members of a team need to recognize that staying in the same routines and same modes of work makes employees very comfortable, but also results in the same unsatisfactory results. Change is not something to fear, even though it may be uncomfortable for a while. Working as a team is not something that can be treated as a fad or as an objective of senior management that isn’t really workable. Complex work requires the teaming of disparate employees in collaborative and cooperative roles in order to achieve a high degree of success. This change from individual effort to team effort is one of the greatest challenges facing organizations today. Establishing malleable and dynamic teams is only possible is sound principles of organizational change are implemented. The authors of this article are Amy Thurlow PhD and Jean Helms Mills PhD. In this article they argue that controlling organizational language during a period of change is a key tactic used by leadership to bring about desired results. The problem with this control is that it may inhibit the sensemaking ability of those most affected by the change. The focus of this article is actually on professionals that come in from the outside to help organizations change. This is a decidedly different approach from implementing change in-house because much