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Amalfi Restaurant: Command Strategies

Provide leadership for a team in an organisation

Unit 8493

About the business

The Amalfi restaurant is an extremely famous in all over the New Zealand. it is 6 years old like there are numerous branch this restaurant all over New Zealand. This is branch is Auckland there are total 15staff will work Iam the duty supervisor of over here. might work is to allocate obligations to the employee Iam very old staff here. we work with the employee after taking the interview and also giving the paid training of 2 weeks. we also help the people in their future time like in getting work permit and thing. We allocate the responsibilities to the people according to the roasters. Now it's time that people need to open another shop in Hamilton because our business is currently taking a good step. The Amalfi restaurant is very famous in their best quality food and its affordable prices.

My role at the aforementioned company is iam the administrator of these restaurant. i has been working as a manager and team head for the past six years. I had taken Ove days gone by manager of the business few years ago. Now iam likely to build a new restaurant in Hamilton. We as the strive company in Auckland providing the best service by gratify good customer services.

The ultimate eye-sight of my team Offer distinct, crave able fare well prepared with superior quality things that meet our exacting standards. Our focus on operational excellence, visitor service, and product invention keep our guests coming back for much more.

Amalfi values of Amalfi restaurant is to be the world's best quality service restaurant. best value means that providing fantastic quality, good customer support, cleaning so that we make every customer happy

We give everyone a fair go and tell it is sensible ethics is good business. At Amalfi restaurant we hold ourselves and conduct our business to the highest possible criteria of fairness, honesty, and integrity.

Moreover as the administrator of the above company I use democratic command style Democratic control, also known as participative command, is a kind of leadershipstyle in which members of the group have a more participative role in the decision-making process.

Everyone is given the opportunity to get involved, ideas are exchanged widely, and dialogue is encouraged. As the democratic process will concentrate on group equality and the free circulation of ideas, the business lead of the group is still there to offer guidance and control. The democratic leader is recharged with deciding who's in the group and who gets to contribute to the decisions that are created.

Researchers have found that the democratic command style is one of the very most effective and causes higher output, better efforts from group members, and increased group morale.

Characteristics of Democratic Leadership Some of the major characteristics of democratic control include: Group people are encouraged to show ideas and opinions, even although leader retains the ultimate say over decisions. People of the group feel more employed along the way. Creativity is encouraged and rewarded. Example of this type of a situation where I'd others staff needing to make decision on my own without other personnel having to add. Example of this kind of situation is when I as the head teacher would have to hold a meeting and talk about some working strategies that I would like to have set up at the tiny crawlers day-care centre. This isn't so bad of the l1eadership style as the team would always stick to whatever has been in positioned because they feel that their voice are always been told whenever they raise up a concept or solution therefore doing vice-versa once i as the leader make decisions.

Democratic management style In democratic style will involve a team led by a head where all folks are involved in the decision-making process to determine what needs to be achieved and how it ought to be done. The group's innovator has the power to help make the final decision of the group.

Focus the discussionIn this style my job is balance being available to ideas and keeping everything on-topic. In the event the conversation begins to stray, remind everyone of the goal readily available and then steer it back. Make sure to observe off-topic comments and make an effort to return to them when they are relevant.

Be prepared to commit Within the democratic control style, we get offered so many choices and ideas that it could be overwhelming and difficult to commit. But as the leader, when enough time comes, I must choose and do so with conviction. The team is determined by the clear and unambiguous mandates to be committed.

Respect the ideasI and my team might not trust every idea, and that is ok. It's important, however, that you create a wholesome environment where those ideas are entertained and considered --not maligned-- or the circulation of ideas will slow to a trickle.

Laissez-faire leader styleLaissez-faire empowering habits of leadership behaviour. Group participants under laissez-faire leadership reported more isolation from the first choice and less empowerment in decision making than have those under directive authority. The results recommended that laissez-faire control added to low cohesiveness of the group. As pager likened laissez-faire and empowering patterns of leadership and exhibited that laissez-faire authority was associated with lower activity inspiration and lower satisfaction with superior's laissez-faire command was from the highest rates of truancy and delinquency and with the slowest adjustments in performance. It is individual risk-taking habit in group settings and the move in risk-taking habit when the responsibility to make decisions migrated from the individuals to groups. They discovered that the change in such patterns was more likely to occur in laissez-faire-led communities than in organizations led by the democratic or autocratic innovator. The consensus appears to condition a disassociation of laissez-faire management with leadership generally speaking since it boosts unproductive behaviour and disempowerment of subordinates

The way our staff handle customers along every step of their dining experience comes with an impact on whether you'll preserve that customer. If they weren't greeted when they walked in so when they left, they could mention it within an online review. As the digital market is growing, online reviews are consistently important to your success.

Our restaurant uses different personal and working styles and is aware the importance of selecting and training the right employees. Our restaurant lately hired one worker known as Neelam and as per recruitment our company and its own old staff offers Neelam with necessary training. Our company offers great focus on our staff, it keep your charges down as time passes and enhance our diners' customer service experience. We pay extra attention when hiring new staffs once employed, we train our staff and offer training guides, checklists, goals and incentives. Inspire your staff plus your management team. Coach them to address any situation, good or bad, that arises. Get them to enthusiastic and stimulated to pursue your goals and abide by your restaurant's unique strategy. Establish and maintain a solid management structure so everyone understands and comprehends their own, as well as their team member's duties. Your management team should be exemplary, dedicated, motivational and adept at running the restaurant in your lack. Another working style our company comes after is that to require everyone in the duty as it is a restaurant business the work place must be filled with different personalities can be ideal for a workplace because it allows there to be a number of views and ideas. It's the responsibility of the team head or the director to observe that everyone is in this jointly, it's just important to keep in mind that many people are working towards the same thing the success of the company. Our restaurant appreciate employees who are keen and have views about work, it means they care and attention.

Inconsistent styles that were within our company was common when the team head use to provide directions or produce new ideas the team members use to nod their mind, but don't agree. Those employees gifted at empathy and reluctant of conflict won't tell you to that person that they don't really understand your course or why you're acting out of identity today. Instead, they'll simply nod and smile and you'll think that means yes, they understand, and can take action, when they're really simply endeavoring to keep you from behaving scary. We leader discovered this when actually those duties were designated to the team members and they were not able to complete the task.

Section 2

Section 2: Team member issues

How does one establish behavioural targets and requirements with your team?

In the work area I ensure that team member issues are recognized and tackled by acknowledging the problem, discussing the impact, agreeing to a cooperative process, communication and last but not least resolving the issue between team members.

For example: Mary and Lucy started an argument at the work place. Mary involves me to complain about the issue, expressing that Lucy has a relaxed frame of mind towards her obligations at the work environment. I then individually call Lucy into my office and discuss on the problem and the impact of her frame of mind towards her team member and the work place as a whole. Having said this Then i asked if she could become more cooperative at work and help her to are a team with her associates. Lucy realized she had not been contributing to the team so she made a decision that she'll become more cooperative and perform her responsibilities well to the best of her expertise. Therefor as the first choice of my team I need to be able to recognized issues and help handle it in every way possible.

2) How do you ensure that agree behavioral and benchmarks are obvious and concise?

They should be reviewed if the employee's job explanation is modified. The discourse of standards should include the requirements for achieving reasonable performance and the proof of performance (methods you use to gather information about work performance)

Manner of Performance:

Describes conditions where an individual's personal behavior impacts performance, e. g. , aids other employees in the work unit in accomplishing assignments

Prioritize Your Work

Good work plan or action plan is the one that details what must be achieved, when and by whom. Even if the task leader doesn't have one for the task, you should in my opinion have one for all the projects you are involved. Assuming you get excited about several project, you will need to prioritize your projects. Know what needs to be completed by its deadline. Your work affects those who find themselves on the team. One of the much good behaviour is to be sure the important work is completed on time so the rest can carry out their duty smoothly and efficiently. That plays a part in the team's success and people will know you have work tendencies that is reliable. They will begin to truly like you.

  1. Do More than Talk

    The problem with a lot of professionals is that they talk more than do. These folks tend to confuse busyness with success. They have the more they talk a lot more they did. When in simple fact all it offers accomplished is a waste products of their time.

Stand about the pantry chatting away when that point can be put to better use? Have you tackled your to do list?

I have observed many executives that contain a long to do list that never seems completed by the end of the day. Obviously, these people have habits that are have a discussion more than do. If you'd like your colleagues to start preference you, then start doing more and discuss less.

Keep Others InformedOne of the numerous working actions that will make an impression your fellow workers is the ability to keep those who are involved in the project at the appropriate time. It really is safe to expect that we all work in cooperation with others to be able to complete a specific job. Keeping others informed is part of good work behaviours that others appreciate. It allows these to stride their work and know very well what to anticipate. They know if your area of the work will be sent previously, later or postponed. By keeping others enlightened you are also managing their expectations. Managing your fellow workers' objectives is also key work behavior. Part of keeping others informed is also to follow through to next steps.

Do you need certain information from others? Do others need certain data from you in order to deliver their part? Was this agreed in the getting together with earlier?

Then follow-up with what is necessary. There is no need to wait for others to ask before you follow-up. Particularly when it was already agreed.

Performance improvement

As the team head I have to continue to stimulate my associates to help them improve their own performance and this completed by distributing evaluation forms to all or any members by the end of each probationary period. It really is beneficial to ask the team members to complete this form, so that I can be permitted to rate, showing regions of arrangement or discrepancy.

Monitor, but don't micromanage. Avoid close supervision; do not over supervisor; do not determine. Help to keep the team centered and on the right track. Communicate team status, task accomplishment, and way. Intervene when essential to aid the group in resolving issues. (centred)

Decision Making

Being the team head I need to make sure that all team members take a dynamic part in decision making and this no person is left out or feels diminished.

Each team member considers the problem singularly and, one at a time, introduces new ideas to the group head - without knowing what ideas have been completely discussed. Following the first two different people present their ideas, they discuss them along. Then the head adds another person, who reveals his / her ideas before experiencing the previous insight. This pattern of demonstration and discussion continues until the entire team has an opportunity to add their ideas.

The advantage of this process is the fact everyone feels observed and recognized. Once all of the ideas have been provided, the team can look at ways to narrow your options down, and decide.

Enhance and support

In the beginning of every year I am going to have to provide an action list to all the associates. This Action list is a set of tasks that they'll need to complete an easy task or objective. And as the team head ill ensure that each member achieves the actions that they've establish by establishing team meetings and having them to share what lengths they've achieved certain activities and also discussing on certain issues or problems they face at the job and how we can deal with it.

I could also improve and support my team's performance if team members decides trying to achieve a similar goal again, I can tell them to revise their plan after the work is complete, and making an email of anything that they can do better when working on it.

Mutual trust

  • Lead by Example

If you want to develop trust inside your team, then lead by example, and show your individuals who you trust others. This implies trusting your team, your co-workers, and your boss. Remember that your associates are always watching and taking cues from you - take the possibility to show them what rely upon others really looks like. ( Pat Mayfield, 2007)

  • Communicate Openly

Open communication is vital for building trust. You will need to get everyone on your team speaking with one another in an honest, significant way, and you may use several strategies to accomplish this.

  • Know Each Other Personally

One way to construct trust is to encourage your associates to see their acquaintances as people. Think about creating situations that help them talk about personal tales, and connection.

Do this by requesting sensitively about their family, or around their hobbies. Start by sharing some personal information about yourself, and then ask someone else in regards to a hobby, or a musical interest.

Discuss Trust Issues

If you take care of a recognised team that has trust issues, it's essential to discover how these problems originate, to enable you to come up with a strategy for conquering them.

Consider giving team members a questionnaire to complete anonymously. Inquire further about the amount of trust within the group, as well as why they think there's a lack of trust. Once you've browse the results, get everyone along to discuss these issues (but make sure that you respect the anonymity of the review!)

Effective team work

  • Consider each employee's ideas as valuable. Understand that there is no such thing as a ridiculous idea.
  • Encourage trust and cooperation among employees on your team. Remember that the relationships team members establish among themselves are just as important as those you establish with them. As the team starts to take form, pay close attention to the ways that team members work together and take steps to improve communication, cooperation, trust, and value in those interactions. (David S. Finch, 2007)
  • Set ground rules for the team. They are the norms that you and the team set up to ensure efficiency and success. They can be simple directives (Team members should be punctual for conferences) or standard recommendations (Every team member has the right to offer ideas and recommendations), nevertheless, you should ensure that the team creates these ground guidelines by consensus and commits to them, both as an organization so when individuals.
  • Encourage tuning in and brainstorming. As supervisor, your first priority in creating consensus is to induce debate. Understand that employees are often fearful to disagree with each other and that fear may lead your team to make mediocre decisions. Once you encourage question you inspire creativeness and that's how you'll spur your team on to better results. (M Leonard, 2014)

Section Three: Boosting working relationships

Open communication with individuals beyond my team

As the top professor of the tiny crawlers day-care I have to keep an Open Communication with my work associates. That is established with all day long communication, whether we're sending e-mails and IMs, or appointment face-to-face. The better and better I talk to those around me, the richer my connections will be. A ll good relationships depend on wide open, genuine communication.

Communication with your team from outdoors information

After gathering information from the task association Then i host for a staff meeting at my workplace to discuss to them information which have been gathered from the association and that needs to be attended to to the staffs.

Managing unresolved issues lifted by associates by taking corrective activities.

Dealing with moral issue between two associates.

Example: a European member discriminates about the customs and rituals of any Maori member. As the leader I will privately call the two individually and listen to their side with their story. After having to listen to their talk about of story I will counsel both of these and also to ensure which i keep an wide open communication with the management I'll have to report the matter to them, so that they can be aware of all that is going on at the day-care.

Team customers not following organisation procedures.

Example: a team member hardly listens to instructions and prefers to do things her own way. I'd call this member into my office and discuss about the problems and try to encourage and help her be on the right track so that the team goal is achieved and less problems can occur within the team members. Therefor during the management meeting I'll have to discuss all matters and issues at the day-care so the management will get to know the kind of common problems or issues faced by the team and also come up with ground rules to solve such problems and issues.

Managing unresolved issues elevated by people outside the team by firmly taking corrective activities.

Parental issue

Example: a parent involves complain that whenever she comes to choose her child up from the centre she notices that her child is never stored clean, like her nose area is never stored cleaned and filthy diaper remains unchanged. After acquiring this complain from the father or mother I then decided to have a talk with the carer responsible for looking after the child, and discuss to her the problem being raised by this parent. I will then tell her that she must be more dependable with her responsibilities by ensuring she checks diapers every half an hour and change dirty diapers ASAP. Aswell as keeping them clean before their pick-up time so that parents are content with the service. Such issues are mentioned through the management meeting so the management can also discuss on concerns where they think the team must improve on.

Child car accident in the centre

Example: a kid injures himself while wanting to glide from a 3 meter glide. I will call the carer in charge and notify her to be more vigilant with the whereabouts of the kids. I'll then take this matter up to the management to that they are determined that special safeguards are to be considered when kids are outdoor especially if its places where it requires climbing. At least a carer must be outdoor to provide for the youngsters to avoid such incidents from occurring. Therefor whatever has been reviewed by the management must be studied right down to the team and mentioned evidently so that everyone understands and will stay away from damages from arising.


Our company The Amalfi Restaurant has a good trustworthiness of selling different sorts of food. Our restaurant offers traditional meals to its customers and has a variety of range as it pertains to dining out with family. Our restaurant has to offer for every cultural group and will be offering a multicultural and friendly environment. Our restaurant has a good marriage with its suppliers and depends on them for good quality products.


http://dx. doi. org/10. 1136/qshc. 2004. 010033

http://www. davidsfinch. com/2007/08/8-basic-strategies-for-effective-team-building. html

https://www. monster. com/career-advice/article/6-steps-to-building-trust-in-the-workplace

http://www. centerod. com/2012/02/leading-teams-today/


Notice of Meeting

for the Personnel and Board Associates of

The Amalfi Restaurant Manuka

19thFebruary 2017

Notice is hereby considering that a Board getting together with will be presented for all the Staff, Board People of this Amalfi Restaurant Manukau will be presented at 11:00am on the 19thof Feb, 2017. The getting together with will be presented at Manukau Institute of Technology. Staff and Board Members must sign the booklet at the reception before stepping into the discussion room. The conference is regarding our new branch setup in Botany Junction.

Date of Notice: 13th Feb 2017


Kailash Raju


Formal Meeting

Notice of Achieving

The arrangement letter between Amalfi and apex building

Apex building company


Amalfi Restaurant


The construction of your restaurant

Prepared by


For the

Meetings with builders and restaurant owners

Held in south hall Papatoetoe, Manukau

Contract agreement between the Owner and the builder



Construction OF Arrangement MADE THE 16th day of April 2017.


Amalfi restaurant and apex building company

of (or whose office can be found at) (hereinafter called "The Builder") of the other part.

whereas the dog owner is desirous of having a restaurant and its supporting infrastructure (hereinafter called the Works) produced in accordance with the drawings and specs approved by the Mother board and relative to the overall Information at and the General Conditions of Contract

And whereas the Contractor has submitted his offer dated 16th Dec 2017

Offering to complete and development work the Works upon the said conditions and relative to the Drawings and Specs.

And whereas the dog owner has accepted the Builder's offer conveyed in the said sensitive.

Now it is hereby contract as follows:

For the consideration hereinafter pointed out, the Constructor shall complete and maintain the Works subjected to the said Conditions of Deal and in accordance with the Drawings and Features.

The Owner can pay the Constructor the sum of ($ EC) 200, 000

other amount as shall become payable in accordance with the said Conditions of Deal for the structure, completion, and maintenance of the Works.

In see hereof the functions have authorized in the existence of the subscribing see,

Signed for and on behalf of the dog owner by:

Riteish Kumar

Signature owner

Kailash Raju

In the existence of:


Krishna raj


Agreement between owner and barefoot and Thompson

This Agreement is made on 14TH February 2017 between

Name: Kim Samson

Address: 1/10 Whitmore Road, Wellington, 1041 New Zealand and

Name: Stella Valentine

Address: 192 Cuba Avenue, Te Aro, Wellington, 1041 New Zealand. Owner is the owner of and conducts a business of providing/renting properties, under the business enterprise of Barfoot and Thomson, 1/10 Whitmore Road, Wellington, 1041 New Zealand.

For valuable concern, the Seller agrees to sell and the customer agrees to buy business for the next price and on the following terms:

1. The Seller will sell to the customer, free from all liabilities, claims, and indebtedness, the Seller's business, like the premises located at 192 Cuba Block, Te Aro, Wellington, 1041 New Zealand.

The Buyer agrees to pay the Seller the sum of $1. 2 Mil which the Vendor agrees to simply accept as full payment. The price will be assigned to the resources of the business.

The $1. 2 Million Promissory Be aware will carry interest at 12 percent (%)

per year, payable monthly for years at 12 monthly with he first payment due one (1) month after the date of closing. The Promissory Take note of will be pre-pay able without restriction or charges.

The Vendor acknowledges obtaining the Earnest money deposit of $80, 000 from the customer. If this deal is not completed for just about any justification, this money will be went back to the Buyer without penalty or interest.

This agreement will close on 16th /12/2017

This Arrangement is governed by the regulations of the State of New Zealand

Dated: _01/03/2017

____________ (Personal of owner) ______________ (Name of owner)

____________ (Signature of Buyer) ______________ (Name of Buyer)

Justice of Peace: he/she is the person described in these document and this he/she signed the above mentioned document in my presence.

___________ Signature of Justice of Serenity) _____________ (Name of Justice calmness)

Date: __________


Meeting Agenda


Date: 19th Feb 2016 Location: Manukau Institute Technology

Time: 11:00am Achieving Type: Formal Meeting

Secretary: kailashCalled by: kailash

Time keeper: kaialsh

Attendees: Shifa, Shina, , Shiwani, Baldev, Gurjinder, Preet, Antarpreet, Amanpreet, Sheroll, Jotishma, Kailash, Ritesh, Kishan, Pardeep, Jaskamal, Rishav

Agenda Items.

  • Apologies- Harveer
  • Matters arising for discussion

Setting up a new branch

Location- Botany Junction

Staff needed- Old Staff

Assistant Manager

Assistant cook

2 waiters

  • Checkout operator

New Staff

2 Chefs

1 waiter

1 Checkouts Operator

  • Behaviour expectation from personnel and training
  • Need acceptance from the management
  • Voting to be done

Interacting with Minutes

The Amalfi Restaurant

Call to order

A meeting with the Amalfi Restaurant performed at the Manukau Institute of Technology on the 19February, 2017.

Attendees Included

Members not in attendance included

Approval of Minutes

The meeting minutes were agreed upon and sighted by each member.


Behaviour expectation from personnel member

Training to get to new staffs

Setting up new business


Announcement of staff training


Meeting was finished at 12. 30pm

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