Managerial Styles of G. Ramsay and J. Oliver - Essay Example

? Management Introduction Management entails the art and science of planning, organizing controlling, leading, staffing and coordinating organisation resources into a particular direction in order to achieve specific organization objectives. In addition, management involves manipulation of human resources to achieve the desired targets. Managers utilize various techniques to effectively manipulate human resources. For example, they establish proper communication system to ensure employees are communicated on what they are anticipated to execute. In addition, managers may utilize various motivation techniques to ensure that employees’ efforts are directed towards achieving the set targets. Among the techniques employed include: compensations packages, salary increments, job promotion to mention just but a few. However, it is important to note that some employees may not be motivated using money but rather by how managers speaks and encourages them to continue performing exceptionally. In order to do these Managers should also have some special. Those skills include but not limited to; technical skills, communication, problems solving skills just to mention but a few (Adizes, 2004). In addition, managers have a role to play when executing managerial decision. Among the roles played by managers are; decisional role, information and interpersonal role. Decision role entails the responsibility of initiating and implementing change. On the other hand, decision role entails determining what actions are to be undertaken to solve organisation problems. Information role entails providing seeking information and providing employees and all stake holders with necessary information to ensure that there is a seamless operation within an organisation. Finally, interpersonal role involves linking organisation with the outside world whereby, manager plays the role of representing the organisation outside. This means that he act as a figurehead of the entire organisation. However, the performance and execution of the above roles depend substantially on the styles of management employed. There are two common management styles that are used to manage organisation are further broken down into other smaller styles. The two styles include; autocratic and pessimistic management styles. Autocratic management style is a managerial style where all decisions are made by a single managers and no other party is allowed to participate in the decision making process. On the contrary, Pessimistic style involves a management style where lower levels employees are given an opportunity by the managers to participate in the decision making process .This style involves a participatory style of leadership (Adizes, 2004).. Therefore, this study aims to compare managerial style employed by Gordon Ramsay and Jamie Oliver COMPARE THE MANAGEMENT STYLE OF GORDON RAMSAY AND JAMIE OLIVER Gordon Ramsay management style Gordon Ramsey has been reported to be one of the most successful managers in the hotel management industry due to his unique capabilities and tough approaches in dealing with employees. He was born on November 1966 in Scotland as a second born in a family of four children’s. He was educated at North Oxfordshire Technical College where he took a career in Hotel management. However, prior joining culinary art, Gordon Ramsey used to be a footballer though his life in football was quite difficult due to numerous injuries he succumbed in. Despite numerous challenges as a footballer and as professional Chef, Gordon Ramsay completed his education successfully and was offered a job at Wroxton House Hotel where he worked as a chef before returning back to London. In the year 1993 he got a job in London as a head Chef at La Tante Claire, he continued to perform exceptionally in this restaurant and managed to win numerous awards. Thereafter, he developed difference with the restaurant owner and moved out to open his first restaurant named after him. In 1998 his first was named as the best restaurant in the United Kingdom and it was given an award. The awards and exceptional performance that he managed to obtain were attributed to his effective and efficient participatory style of management. Due to his effective management of his restaurants, he was being invited to host numerous TV shows in order to explain to the public how they can manage their business efficiently and effectively (Winterman, 2005). However, it is important to note that participatory management style that was utilized by Gordon Ramsay may not be effective in some situation. For example, it may not yield higher returns in an organisation where there is no time for conducting regular meetings. In addition, participatory management style may not be effective if managers are not in a position to carry out close supervision of their employees so that they can ensure employees’ efforts are directed towards achieving organisation goals. On the contrary, participatory management style that Gordon Ramsay utilizes may be effective when employees are working together in a steady working environment (Cardinal, 2013). Apart from participatory/pass missive management styles, Gordon Ramsay valued working as a team. He asserted that making employees to work as team can be one of the most successful style of management. This is because it gives employees an opportunity to combine different skills and talents to execute a common goal. Gordon Ramsay was able to ensure that there was proper coordination between waiters and cook as well as kitchen and restaurant. This is because failure to coordinate either of the two pairs accordingly may leads to business failure. Ramsay participatory managerial style proved to be effective because it was able to turn around some falling restaurants (Winterman, 2005). In addition, to participative management Style Gordon Ramsey utilized directive management style. Gordon used to make employees understand who the boss is. Ramsay used to apply this style by directing employees on what to do, closely monitoring of their task, motivating them as well as disciplining them. However, this style may not be effective in all the situations but rather it should be applied during crisis. In addition, this style may not effective if employees are highly trained. Gordon Ramsay further utilized Authoritative/autocratic style of leadership. It has been reported that that Ramsey achieved his level of success because he dint worry what employees could say or talk about him or whether they liked or they dint like him what was important to him was the end results. This means that Ramsay used to maintain a distance between him and his employees. Authoritative management style may be effective when employees believe their leader is qualified and credible. In addition, authoritative style of management may be effective if employees are not fully conversant with the entire work process. On the contrary, authoritative m management style should not be applied if the manager does not have the necessary competencies to execute the intended task because employees may not comply (Winterman, 2005). Gordon Ramsay further employed the affiliative style of management style to plan, direct, organize and coordinate employees in his restaurants to move towards the same direction of achieving the goals of his restaurant. In affiliative management style, the manager create some time to create a bond with his employees whereby, they sit down together and share some stories as they take a cup of tea. This style can be observed in Gordon Ramsay management. It was been reported that Ramsay used to tell stories to his staff members whereby, the members took part. This style was effective because it motivate employees to work hard and prevent conflicts that may arise. Additionally, it establishes social rapport among the members of the team. This means that Affiliative management style may be suitable during conflict management as well as during employees counselling. This style may further be used with other styles of management. However, affiliative management may not be effective if an organisation is having serious crises that need to be address because it may require manager to issue commands and directions on what should be done for the organisation to run smoothly. In addition, this style may not be effective if manager want to emphasize on employees performance (Cardinal, 2013). Ramsay further used to employ Coaching style of management to lead, coordinate, and organize and to motivate his employees in the restaurant. It has been reported that he used to coach employees on how they should handle duties inside the kitchen environment as well as in the restaurant. For example he designed recipe for various French, English and American cuisines and coached employees on how to go about preparing the meal. In addition, he indicated various ingredients that his kitchen workers included in the meal to make a delicious meal. This indicates that despite being a Chief Executive Officer of his numerous restaurants he was concerned with what was happening on the ground. This formed the basis of his success. He further encouraged employees to be industrious and give the best out of themselves. A research finding indicates that coaching style tends to have long-term goals of developing the employees. In addition, this style helps to motivate employees because it provides them with an opportunity for personal growth and development. Therefore, this style may be effective in an organisation where effective in an organization where their skills development is required by employees so that they can improve their efficiency on the job and further increase productivity. However coaching style of management may not be effective in an organisation where the manager lacks necessary expertise to carry out the task. This means that if manager does not have the expertise he/she cannot be able to coach employees on what to do. In addition, coaching style may not be effective in an organisation where there is great difference in terms of employee performance because conflict may arise (Cardinal, 2013). Ramsay Gordon further utilized Pace Setting management style. In this style, the manager performs numerous tasks personally and anticipates the workers to follow his examples. This style can be observed in the manner in which Gordon Ramsay managed his restaurant. He used to set a good example to his employees in his restaurant by working and directing his workers on how they should execute their task. Pace setting management style may be effective when employees are highly competent and conversant with their duties. In addition, this style tends to be effective when people supervised who do not a lot of direction because this style assumes those being supervised are highly competent with the tasks. On the contrary, pace setting style may not be effective other styles of management such as Coaching are required. In addition, Pace Setting may not be effective if the nature of work being executed requires some personal assistance from other people (Cardinal, 2013). Jamie Oliver Styles of Management The above discussed were the management styles that were being utilized by Gordon Ramsay in managing numerous restaurants. The effective application of those styles resulted to great success of Ramsay business. He was given numerous awards as a result of achievement running restaurants. The above styles may be compared with those employed by Jamie Oliver. It has been reported that Jamie Oliver used to host kitchen Show prior on BBC before he left to Channel 4 series. His move to Channel 4 series was taken as a career suicide because he had already started emerging up as a celebratory in Culinary Art. Despite the negative public view on the as well as other challenges, he dint give up in demon starting his effectiveness and efficiency of his styles of management. Oliver came observed the poor eating habits and the manner in which food were prepared in Britain and came up with a management designer that could help to bring change in United kingdom and the U.S. He design and published numerous books and articles to educate the members of the public on how they can prepare and eat healthy. Further to this he presented numerous television shows to educate the people of Britain on proper eating and food preparation (Thompson and Martin, 2005). In addition, he managed to convince the ministry of education in Britain to fund his school canteen project with 600million pounds that could help to ensure that students eat better and healthier. However, he was faced with challenges of implementing his change program because some of the stakeholders were unwilling to corporate while other developed resistance to change. However, his effective styles of management helped him to overcome those challenges. This is because as a chef he managed to convince hundreds of ladies, companies, schools, children to change their menu and styles of cooking and adopt his style. Further to this he was able to influence the government to change the budget for school dinners in order to adopt his program of proper of cooking and healthy eating. Just like Gordon Ramsay, Jamie Oliver used some management styles such as Coaching, directing, participative styles of management. For example Jamie Oliver used Coaching style of management by selecting fifteen unskilled and unemployed youths and trained them on how to cook healthy food. He put the fifteen youths into a three months training program on catering and made them to emerge as the most competent Chefs. Additionally, he utilized persuasive management style. For instance, he was able to convince not only one hundred dinner women to adopt his cocking style but also parents, companies and more importantly numerous governments (James,2010). In order to reinforce his persuasive/convincing style of management, Jamie Oliver employed three major techniques namely: project piloting, engaging major program critics and finally having a strong unshakable and infectious believe on what he was carrying out. Project piloting technique entails pretesting management style prior implementation to determine whether it will be effective as well as areas that can be improved to make it effective. For example, Oliver conducted a pilot testing of his new menu for healthy eating in school to see whether it could work prior actual program execution. Secondly, he engaged and converted his critics to be part of his program. For example, there was one women in a school he was piloting who disapproved his idea but instead of ignoring her Chef Oliver listened to her keenly and went further to involve her in his program planning and development. Thirdly, Jamie Oliver used to have a strong and unshakable believe on what he was doing. This technique can be scrutinized in various situations. For example, he did not only carry out numerous T.V show for the sake of doing it but rather for the sake of bringing the manner in which children were being fed in Britain. Despite facing resistance, he didn’t give up, he strong believes in bringing change. Further to this he was so infectious of his ideas to others. This means that he was able to influence others to like his ideas and hence emerged as one of the most successful Chef Celebrity as well as a manager. He further utilized Paternalistic/autocratic management style just like Gordon Ramsay. This is style of management can be observed in the manner in which he used to issue commands to his team and expected them to obey without questioning (James,2010). Conclusion Management entails the art and science of planning, organizing controlling, and leading, staffing and coordinating organisation resources into a specific direction in order to achieve organization objectives. The various management styles employed by Gordon Ramsay to manage his restaurants have been discussed. Among those styles discussed include; participatory, directing, authoritative, affiliative, Coaching and pace setting styles of management. On the other hand, James Olivier employed convincing/influencing style of management. In addition to this style, Oliver employed other management styles just like Gordon Ramsay. Among the styles employed include: Coaching the 15 youths on catering, directing and participatory styles of management. Further to this Oliver utilized three major techniques to reinforce his influencing style of management. The three techniques include; project piloting, engaging major program critics as well as having a strong unshakable and infectious believe on what his healthy food program. Reference List Adizes, I. K. (2004). Management/Mismanagement Styles: How to identify a style and what to do about it. Santa Barbara, Calif: Adizes Institute. Cardinal. R. (2013).Six Management Styles and when best to Use them: The Leaders Tool Kit. Retrieved on 2nd December 2013. James. (2010). The James Oliver Approach to Change Management and how you can use it as a Consultant. Consultive Magazine: The Inside Guide to Consulting. Retrieved< http://www.consultivemagazine.com/2010/09/10/the-jamie-oliver-approach-to-change-management-and-how-you-can-use-it-as-a-consultant/> on 2nd December 2013. Thompson, J. L., and Martin, F. (2005). Strategic management: Awareness and change. London [u.a.: Thomson learning. Winterman.D.(2005).Compliment to the Chef.BBC News Magazine. Retrieved< http://news.bbc.co.uk/2/hi/uk_news/magazine/4114484.stm> on 1st December 2013. Read More