Professional Documents
Culture Documents
Table of Contents
Introduction..........................................................................................................................3
Background & History.....................................................................................................................3
Goals, Missions, and Objectives of Chiloso....................................................................................3
Organizational Structure of Chiloso Mexican Bistro...........................................................5
Stress/Stressors of Chiloso...............................................................................................6
Training Issues of Chiloso...................................................................................................7
Job Satisfaction & Chiloso...................................................................................................8
Chilosos
Motivation............................................................................................................9
Recommendations for Improvement..............................................................................................10
Conclusion.........................................................................................................................13
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problem solving and team spirit, which will build employee dedication and promote incentives
for hard work. Showing the appreciation of employees that have problem solving skills will
provide an opportunity for promotion. Recognizing an employee's efforts leads to exceptional
work performance and general happiness at work.
Another strategic implication we recommend to motivate teamwork and collaboration is a
quarterly reward to the staff. The employees will be rewarded for team effectiveness, meeting
store sales goals, and the quality of the service provided by the management. The managers
typically work 55+ hours, this can be overwhelming at times, so rewarding them can be
beneficial to keep the restaurant running smoothly. Providing a team based incentive will
encourage management and staff to work more closely toward the organizational goal as a team.
Even if Chiloso starts employees at a lower wage, having quarterly raises or rewards can help
keep employees motivated to work hard and achieve goals. Setting specific and difficult goals
can lead to employees striving to achieve success as well as recognition from management shows
positive reinforcement. The rewards may be verbal praise, and/or public announcements for a
job well done. These recognitions could occur at the end of a working day, weekly recognition
or at the conclusion of the month. This will also create a healthy competition between
individuals or teams of employees within the organization. Having these different incentives
will also increase the chances of retaining the employees to stay at your company when rewards
can lead to a future higher salary and the opportunity to be promoted are open for hard working
and loyal employees.
The third recommendation would be to have area of improvement of creating a strong
employee-training program. There is strong evidence for the many benefits of a culture around
well-trained employees. Treating and training employees right is the hallmark of organizations
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managers strive to achieve more and are driven to be promoted. Chiloso doesnt have a standard
structure on how to train and develop their newly hired employees into their high paced working
environment. We suggest that new hired employees have at least a GED or are currently
pursuing a diploma or degree. As well, new employees should work in all departments of the
restaurant to have an understanding of every position so they can be versatile in assistance during
rush hours or can easily replace call out employees to continue to operate efficiently. Having the
right training program implemented will help increase innovation in strategies and will lead to an
increase in the capacity of the organization can hold while reducing employee turnover. Having
a training program will help the employees be capable to adapt to the tough demands.
Employees understanding their job better can help decrease the stress and in turn lead to increase
of motivation and employee retention.
Chiloso has been doing a lot of things right; this is evident in their expansion and stability
as an organization. Upon further analysis we did highlight certain areas that could be improved
upon to create an even better experience for customers. There were five main managerial issues
that were focused on. Motivation of employees, job satisfaction, training, stress, and the
organizational structure were all aspects a more exhaustive analysis was completed on. If
Chiloso further develops their strengths, cuts out their weakness, and builds on the successful