Comfort Restaurant case study

There are also other suggestions concerning implementation tactics, milestones, and resources required to make the change effective. However, these proposals are subject to amendment based on comments that will be made by the board. Please feel free to contact me whenever you have any comments or queries regarding the report, Yours sincerely, {Student Name} (Chief consultant, Elite Consulting firm) Adding Value via change: A case study of Comfort Restaurant Problem Addressed The most important resources in any business organization are employees because they positively contribute towards the achievement of its long-term objectives. Research by Amstrong argues that retaining such employees contributes positively to developing a strong competitive advantage over other businesses especially in this era of increased globalization. The resignation of employees from an organization is as a result of multiple events such as poor management, reduced job satisfaction, poor working environment or even advanced opportunities in other businesses.

The restaurant has lost over 30 percent of its employees and most of them complained about poor management, dictatorship and harassment by the new manager. As a result of this loss, the business has also suffered continuous financial losses trying to recruit and train new workers who normally take a lot of time to familiarize with the systems. In addition, Comfort restaurant has lost most of its regular customers something that has led to reduced daily sales. This formal report proposes a change initiative and most appropriate tactics that can be adopted by Comfort Restaurant to bring positive change to its present condition. It states the milestones and resources required to bring a change. Therefore, Comfort’s manager must accept to change from his traditional mode of supervising employees and embrace empowering and enabling role in the business (Goffee and Scase, 1992).

Devolving authority and weakening hierarchy enable managers to overcome obstacles in a business such as the problem of employee retention experienced in Comfort Restaurant by bringing workers together as a way of managing change. Appropriate methods and tactics for change Communication Communication serves as the basic pillar for organizational change. It is the responsibility of the management to communicate to employees because they will always crave information to know what is going on and necessary measures put in place, making communication a proper mechanism for change. Most of the employees in Comfort Restaurant confessed that the owner was already aware of the manager’s incompetence based on the complaints launched by the customers and workers. It is a common tactic that has been adopted in different cases as indicated by Kotter and Cohen in “Creative ways to empower action to change the organization: cases in point” (Kotter and Kohen, 2002).

Milestones and resource requirements for change The process of empowering and enabling employees by the managers calls for the development of interpersonal skills such as negotiation, listening, conflict resolution, communication, and team building. The Comfort restaurant manager should change from the traditional way of controlling and commanding employees and empower his employees as well as encourage them to become receptive to change. It is only through this way that he will have devolved roles of management to his juniors, making it an intrinsic requirement for everyone in the restaurant (Caldwell, 2003). Also, the manager will be required to display exemplary “change orientation” by being flexible and exercising a lot of competence while dealing with ambiguity or uncertainty issues. and Cohen, D. Creative ways to empower action to change the organization: Cases in point.