SUPPLEMENTAL MATERIAL CHAPTER 8 (Continued) QUESTION
10. What are five practices to implement at the workplace to move employees up Maslow’s hierarchy?
ANSWER
a) The physiological needs in this hierarchy refer to the most basic human needs. Employees need access to vital services such as access to a restroom, a place to get drinking water, breaks to eat meals and snacks, and a comfortable working environment.
b) An aspect of safety in the workplace pertains to feeling emotionally safe and supported. If staff are about losing employment due to layoffs or budget cuts, it is more challenging to achieve motivation to move to the next level in the hierarchy and perform at the highest level. Unsteady futures also lead to decreased morale in the workplace.
c) The belonging level of Maslow’s hierarchy is slightly different in the workplace than it is in other areas of life. Companies that host social activities and offer more opportunities for relationship-building outside the office tend to have higher rates of employee engagement than organizations that don’t focus on these aspects of a work-life balance.
d) An employee’s esteem ultimately impacts their overall engagement as well. Offering regular recognition and appreciation for the tasks employees are doing can positively impact esteem, even when an employee is struggling. If feedback only comes in the form of an annual review, employee esteem may suffer.
e) The final level on Maslow’s Hierarchy of Needs is self-actualization, which translates to maximizing an individual’s potential at work. A person ultimately wants to feel they are doing the best they can in their position, which helps them feel motivated to continue on their career path and succeed. A self- actualized employee feels empowered and trusted, which encourages growth and engagement. One of the keys to making sure this need is met is giving employees opportunities that allow them to succeed. Supervisors should focus on their employees’ skills and abilities, helping them look for ways to advance their careers without pushing them into roles that will not be good fits. To feel self-actualized, an employee should feel challenged at work but not overwhelmed or overloaded.
11. Write out an example where the employee is empowered at work to make decisions.
The Joint Commission Audit is coming up and the department is preparing a checklist for the audit in various areas related to the Food Service Department and Nutrition Services. The manager has communicated the needs of the audit and given every employee the ability to construct their own self audit tool. Each employee will work within their team to decide how their area will prep for the audit.
12. A goal of the department is to increase cafeteria sales. How should this goal be written as a S.M.A.R.T. goal? List three objectives to achieve this goal.
SMART GOAL: To increase cafeteria sales for the food service department by increasing daily customers by 10% and increasing the check average per customer by 4% by the end of Fiscal Year 2021.
Objectives:
1) Set up an interactive app for that allows customers to get café points and are able to see specials on the menu (person responsible: Tech Support for the department Date of completion: January 2021)
2) Develop a new menu selection for the beverage line and for impulse buys to increase the check average (person responsible: Food Service Director Date of completion: January 2021)
3) Combine items on the menu to create Prix fixe meals so customers can buy an entire meal rather than select from A La Carte items (person responsible: Food Service Director Date of Completion: March 2021)
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Foodservice Management—By Design
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