Performance-Based Human Resources Management - Assignment Example

Task 1 Green Pizza Restaurant which is in the hospitality business satisfies hunger by offering pizzas which are healthy and fit for people who are concerned about obesity. To ensure effective operations in UK Green Pizza Restaurant needs to define the organizational structure they will follow and determine the efficiency which will be achieved through it. Organisational structure forms a vital part for any organisation. Organisational structure is “how the team members and individual work” (Organisational Structure, 2010) and having a structure results in a coordinated efforts as it defines “the relationship of reporting, shows the communication channel and identifies how people are linked”. (Organisational Structure, 2010) Green Pizza Restaurant should look towards a decentralized form of organizational structure as the benefits it will provide to the restaurant will be immense. UK as a company prefers having a decentralization structure. Green Pizza Restaurant should identify whether it will benefit the restaurant by adopting this structure. Creating an artificial environment as the one which is present and looking at other alternatives will help to come with a good one. Green Pizza Restaurant by doing so will be able to find the advantage they get from using it. This might encourage them to use it and checking it in different conditions will help to check how effective this might be. Green Pizza Restaurant should accompany the structure which brings standardisation. Green Pizza Restaurant should ensure that “work and skills are standardised as per the structure so that the quality improves and service is better”. (Bernie, 2010) Green Pizza Restaurant while deciding their structure should ensure that the way in which the work is to be carried out is properly defined and standardised. Standardisation should also be looked from “the side of output and results”. (Bernie, 2010) Green Pizza Restaurant should see that results match the industry standards as transformation is done with the motive to be the best and ensure that work is carried out better and effectively. Green Pizza Restaurant needs to ensure that leadership also transform. A study also supports this and states that organisation transforming their structure brings about “a change in leadership as the hierarchy and lateral and upward communication brings a transformational change in leadership”. (Wright & Pandey, 2010) This transformation is more in case of public companies as the bureaucracy is less. Green Pizza Restaurant needs to watch that that when the structure changes it is also accounted for. This will help the restaurant ensure that efficiency is achieved through the process of decentralization. Green Pizza Restaurant should bring a change in the structure to ensure that executives are hired as per the business condition. It is important that Green Pizza Restaurant realize the importance of this. Organisations changing their structure need to be on “a hiring spree as the generic leadership qualities” (Van, 1992) are insufficient when a major change takes place. Here a change in structure results in a change in strategy making people to follow towards those strategies. Green Pizza Restaurant should also look forward that the organizational structure matches the culture. If a structure is chosen which doesn’t matches the culture than it will back fire. For example, there are countries where decentralization is considered wise. People prefer those. Business units in those countries should ensure those as it will go with the culture. This will help them to get loyal customers and workers. It will make people feel a part of the business unit. This brings forth the fact that Green Pizza Restaurant should look towards a decentralized form of structure so that they are able to use organizational structure to their fullest extent. This will garner maximum benefit for the restaurant and will help them to ensure efficient working conditions. References Bernie, J. Organisational Analysis & Culture. 2010. Retrieved on April 17, 2011 from Read More