Individual ReportF84T34 Managing People and OrganisationsOutcome 2NAME:SCN:CLASS:ContentsIntroduction (3)Section1: Content and Process Theory within Application (3)Section 2: Methods improving job performance (4)Section 3a: Importance of Teamwork (5)Section 3b: Three factors affecting team cohesiveness and performance..5Conclusion (6)Reference (6)2IntroductionThree points in this report. Using the Maslow ’ s theory analysis-la hoteltheShangriinthe case. The benefits of expectancy theory. Combining with case write five ways toimprove performance. The content of the final includes Belbin-team roles andcontribution and three factors influencing of team cohesion. The following is themain content of the paper.Section1: Content and Process Theory within ApplicationMaslow’ stheory: Maslow’stheory is put forward by Maslow in the mid -1950s.Maslowdescribes the human needs into the same pyramid from low to high level be divided intofive kinds. The Shangri- La Hotel ’ s kitchen staff are analyzes and baseson an analysis of Maslow ’ s theory.Basic and physiologicalneeds:The kitchen staff have physiological needs. So theShangri-La Hotel mast offers kitchen staff food and shelter. The Shangri-La Hotelpromises kitchen staff the satisfaction of physiological needs. Kitchen staff willdefinitely work hard.Safety and security needs: The kitchen staff have safety and security needs. TheShangri-La Hotel must provide insurance for kitchen staff personal safety. Shangri-La links with insurance companies and insurance companies provide kitchen staffinsurance.Social needs: Kitchen staff maintains kitchen’regulars operation. Kitchen staffare important part in kitchen. Kitchen staff hard work in the kitchen, has is ableto realize self-value.Ego needs:Craig is a sous chef but he does not respect the views of his employees.Craig is not to given the ego of kitchen staff. Kitchen staff want respect, so Craigmast given ego of kitchen staff and kitchen staff mast self-respect.Self-fulfilment needs: Kitchen staff has their purpose and intents. Kitchen staff realizes their value in the work and make their progress in the work. Kitchen staff works hard and become a chef.ConclusionMaslow’ s hierarchy has diversification. People at different times have different needs.Maslow proposed that all humans seek to fulfill a hierarchy of needs. His hierarchy berepresented with a pyramid by him. The potential has kitchen staff ’ s need and peo have potential demand. Maslow’ shierarchy has variability. People have differentdemand in different environments.Expectancy theoryExpectancy theory is put forward by Vroom. Expectancy theory that motivation isheightened when behaviors are highly instrumental in achieving desires outcomes.Instrumentality includes the Shangri-La hotel Managers wants have reward system andrewards can include a promotion and a rise. The reward system mast befit theemployees ’ expectations. Manager ’ s valences for rewards weather or not employees beattracted by reward and reward positive or negative impact on employee.ConclusionThe discretion of the expected value is embodied by selfinterest-. Manager ’ s RewardsSystem attracts employs but rewards system depends on human’ ssubjectivity andexperience.Section 2: Methods improving job performanceThere are so many ways to improve job performance such as job design, quality ofworking life, the nature of supervision, use of technology, the meaningfulness ofwork, job rotation and improving job performance of team members, autonomy and reward.Select five points combines with casesJob design: Chef’s personal methods influence hotel management.Craigpreventswaiting staff deal with the problem that affect efficiency. Redistributionof power from Craig ’s power to managers. So Shangri-LaHotel improves theprocessing efficiency that conducive hotel developmentReward: Shangri-La Hotel sets up a bonus system. Rewards can improve staffmotivation. Alisa rewards hotel staff who studies in local collage. Hotel staffstudies in collage can improve their service quality that for the hotel development.Alisa can finding the most successful people and promoting them out and take thembecome manages.Job rotation:Shangri-La hotel need training programs, such as rotations. Alisa canget managers working on every area of the site in hotel, so they know differentworking environment and they have a variety of work experience. Job rotation canhelp managers eliminates the monotony of work.Use of technology:Use of technology in the Shangri-La hotel’s kitchen. Upgrade theproduction line and reduced operating costs. Use of technology in the kitchen canimproves the production efficiency.Autonomy: Sous chef has a new menu but Craig do not agree to use the new menu to cook.Sous chef has his power so sous can talk about the benefits of the new menuwith Craig and introduces a new menu in order to better meet customer ’ s demands.Section 3a: Importance of TeamworkA team must have a common purpose or goal. The team cooperation can increase batterto satisfying objectives. Team increase enterprise competitiveness. The teamcooperation van improving productivity and enhances service quality and innovative.The team cooperation can increases motivation and commitment.Belbin-team roles and contribution：Belbin thinks not prefer individual, only hasthe perfect team. Belbin- team’s content includes Monitor Evaluator, Team worker,Completer Finisher, Specialist, Implementer, Co-ordinator, Shaper, Plant, ResourceInvestigator.Tuckman-stage of team: Tuckman put the team growth into four stage. Four stageincludes forming, storming, norming, performing and performing stages.Section 3b: Three factors affecting team cohesivenessand performanceTeam cohesivenessis very important to a team. Team cohesivenessis essential canplays an important role in digging out its potential and keeping the team exist. Acohesive team is an eligible team.Three factors, which effect the team cohesion and performance in the kitchen of hotelcase.Size of team:Case of no team in the kitchen.Craig is in the kitchen range to set up asmall team. Small team effort would be a much more efficient approach. The Craig ’ s team include the delegates of work in the kitchen. Craig ’ s team discuss the problem5about kitchen related that can make up for many of the problems before, such as lackof consultation, poor communication and lack of participation.Lack ofcommunication: Craig is a personal totalitarian people due to he is lack ofcommunication with his staff in the kitchen. Leading to the lack of cohesive force inthe kitchen. Strengthen the communication between managers and employees that canimprove team cohesion.Team members are positive and motivated: In the kitchen, the manager mast has theintense affinity and builds a consummation system. Managers build a good atmosphere,encourages various staffs positively upward. Positive the kitchen staff, unity andstability that conducive to team development.ConclusionTeam cohesion not only can increase the efficiency but also can enhance friendshipamong colleagues. Managers uses Maslow’ stheory and Expectancy theory to managing employees. Team cohesion makes group with high cohesiveness,closelycondensed group numbers, strive for group ’ s goal together. The last hope hotel has along development.ReferenceLaurie J. Mullins, Management and Organisational Behavior, Seventh Edition,Financial Times Prentice Hall (2005)Steven L. McShane, Mary Ann Von Glinow, Organizational Behavior, Fourth Edition,McGraw-Hill lrwin。