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Amalfi Restaurant: Leadership Strategies

Paper Type: Free Essay Subject: Business
Wordcount: 5423 words Published: 13th Sep 2017

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Provide leadership for a team in an organisation

Unit 8493

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About the company

The Amalfi restaurant is a very famous in all over the New Zealand .it is 6 years old like there are many branch this restaurant all over New Zealand. This is branch is in Auckland there are total 15staff are working Iam the duty manager of over here.my work is to allocate duties to the staff member Iam very old employee here .we hire 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 duties to the people according to the roasters. Now it’s time that we need to open another shop in Hamilton because our business is now taking a good step. The Amalfi restaurant is very famous in their best quality food and its affordable prices.

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My role at the above company is iam the manager of the above restaurant .i has been working as a manager and team leader for the past six years. I took Ove the past manager of the company few years ago. Now iam planning to build a new restaurant in Hamilton. We as the strive company in Auckland providing the best service by satisfy good customer services.

The ultimate vision of my team Offer distinct, crave able fare prepared with premium quality ingredients that meet our exacting standards. Our attention to operational excellence, guest service, and product innovation keep our guests coming back for more.

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

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

Moreover as the manager of the above company I use democratic leadership style Democratic leadership, also known as participative leadership, is a type of leadershipstyle in which members of the group take a more participative role in the decision-making process.

Everyone is given the opportunity to participate, ideas are exchanged freely, and discussion is encouraged. While the democratic process tends to focus on group equality and the free flow of ideas, the lead of the group is still there to offer guidance and control.The democratic leader is charged with deciding who is in the group and who gets to contribute to the decisions that are made.

Researchers have found that the democratic leadership style is one of the most effective and leads to higher productivity, better contributions from group members, and increased group morale.

Characteristics of Democratic Leadership Some of the primary characteristics of democratic leadership include: Group members are encouraged to share ideas and opinions, even though the leader retains the final say over decisions. Members of the group feel more engaged in the process. Creativity is encouraged and rewarded. Example of this kind of a situation where I would others staff having to make decision on my own without other staff having to contribute .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 in place at the tiny crawlers day-care centre. This is not so bad of a l1eadership style as the team would always adhere to whatever has been in placed because they feel that their voice are always heard whenever they bring up an idea or solution and so doing vice-versa when I as the leader make decisions.

Democratic leadership style In democratic style involves a team guided by a leader where all individuals are involved in the decision-making process to determine what needs to be done and how it should be done. The group’s leader has the authority to make the final decision of the group.

Focus the discussionIn this style my job is balance being open to ideas and keeping everything on-topic. If the conversation begins to stray, remind everyone of the goal on hand and then steer it back. Make sure to take note of off-topic comments and try to return to them when they are pertinent.

Be ready to commit In the democratic leadership style, we get presented with so many possibilities and suggestions that it can be overwhelming and difficult to commit. But as the leader, when the time comes, I have to choose and do so with conviction. The team depends on the clear and unambiguous mandates to be committed.

Respect the ideasI and my team might not agree with every idea, and that’s ok. It is important, however, that you create a healthy environment where those ideas are entertained and considered –not maligned– or the flow of ideas will slow to a trickle.

Laissez-faire leader styleLaissez-faire empowering patterns of leadership behaviour. Group members under laissez-faire leadership reported more isolation from the leader and less empowerment in decision making than did those under directive leadership. The results suggested that laissez-faire leadership contributed to low cohesiveness of the group. As pager compared laissez-faire and empowering patterns of leadership and showed that laissez-faire leadership was associated with lower task motivation and lower satisfaction with superior’s laissez-faire leadership was associated with the highest rates of truancy and delinquency and with the slowest modifications in performance. It is individual risk-taking behavior in group settings and the shift in risk-taking behavior when the responsibility for making decisions moved from the individuals to groups. They found that the shift in such behavior was more likely to occur in laissez-faire-led groups than in groups led by a democratic or autocratic leader. The consensus seems to state a disassociation of laissez-faire leadership with leadership in general since it enhances unproductive attitudes and disempowerment of subordinates

The way our staff handle customers along every step of their dining experience has an impact on whether you’ll retain that customer. If they weren’t greeted when they walked in and when they left, they might mention it in an online review. As the digital arena continues to grow, online reviews are consistently important to your success.

Our restaurant follows different personal and working styles and knows the importance of hiring and training the right employees. Our restaurant recently hired one employee named Neelam and as per recruitment our company and its old staff is providing Neelam with necessary training. Our company offers great emphasis on our staff, it reduce costs over time and enhance our diners’ customer service experience. We pay extra attention when hiring new staffs once hired, we train our staff and offer training manuals, checklists, goals and incentives. Inspire your staff as well as your management team. Train them to address any situation, good or bad, that arises. Make sure they are enthusiastic and motivated to pursue your goals and adhere to your restaurant’s unique concept. Establish and maintain a solid management structure so everyone knows and understands their own, as well as their team member’s responsibilities. Your management team should be exemplary, committed, motivational and adept at running the restaurant in your absence. Another working style our company follows is that to involve everyone in the task as it is a restaurant business the workplace needs to be filled with different personalities can be great for a workplace because it allows there to be many different opinions and ideas. It is the duty of the team leader or the manager to see that everyone is in this together, it’s just important to remember that everyone is working towards the same thing the success of the company. Our restaurant appreciate employees who are passionate and have opinions about work, it means they care.

Inconsistent styles that were present in our company was common when the team leader use to give directions or come up with new ideas the team members use to nod their head, but don’t agree. Those employees gifted at empathy and afraid of conflict will never tell you to your face that they don’t understand your direction or why you’re acting out of character today. Instead, they’ll simply nod and smile and you’ll think that means yes, they understand, and will take action, when they’re really simply trying to keep you from acting scary. Our team leader discovered this when actually those tasks were assigned to the team members and they were unable to complete the task.

Section 2

Section 2: Team member issues

How do you establish behavioural expectations and standards with your team?

In the workplace I ensure that team member issues are recognised and addressed by acknowledging the issue, discussing the impact, agreeing to a cooperative process, communication and lastly resolving the issue between team members.

For example: Mary and Lucy started an argument at the workplace. Mary comes to me to complain about the issue, saying that Lucy has a laid back attitude towards her responsibilities at the workplace. I then separately call Lucy into my office and discuss on the matter and the impact of her attitude towards her team member and the workplace as a whole. Having said this I then asked if she could be more cooperative at work and help her to work as a team with her team members. Lucy knew she was not contributing to the team so she decided that she’ll be more cooperative and perform her duties well to the best of her abilities. Therefor as the leader of my team I need to be able to recognised issues and help resolve it in every way possible.

2) How do you ensure that agree behavioral and standards are clear and concise?

They should be reviewed if the employee’s job description is updated. The discussion of standards should include the criteria for achieving satisfactory performance and the proof of performance (methods you will use to gather information about work performance)

Manner of Performance:

Describes conditions in which an individual’s personal behavior has an effect on performance, e.g., assists other employees in the work unit in accomplishing assignments

Prioritize Your Work
Good work plan or action plan is one that details what needs to be done, when and by whom. Even if the project leader does not have one for the project, you should personally have one for all the projects you are involved. Assuming you are involved in more than one project, you need to prioritize your work.Know what needs to be completed by its deadline. Your work affects those who are on the team. One of the much good behaviour is to make sure the important work is completed on time so that the rest can carry out their duty smoothly and successfully. That contributes to the team’s success and people will know you have work behavior that is reliable. They will begin to like you.

  1. Do More than Talk
    The problem with a lot of executives is that they talk more than do. These people tend to confuse busyness with achievement. They feel the more they talk the more they have done. When in fact all it has accomplished is a waste of time.

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

I have seen many executives that have a long to do list that never seems completed by the end of the day. Needless to say, these people have behaviors that are talk more than do. If you want your colleagues to start liking you, then start doing more and talk less.

Keep Others InformedOne of the many working behaviors that will impress your colleagues is the ability to keep those who are involved in the project at the appropriate time. It is safe to assume that we all work in collaboration with others in order to complete a particular job. Keeping others informed is part of good work behaviours that others appreciate. It allows them to pace their work and know what to expect. They know if your part of the work will be delivered earlier, later or delayed. By keeping others informed you are also managing their expectations. Managing your colleagues’ expectations is also key work behaviour. Part of keeping others informed is also to follow up on 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 meeting earlier?

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

Performance improvement

As the team leader I need to continue to motivate my team members to help them improve their own performance and this carried out by distributing evaluation forms to all members at the end of every probationary period. It is helpful to ask the team members to complete this form, so that I can be allowed to rate, showing areas of agreement or discrepancy.

Monitor, but don’t micromanage. Avoid close supervision; do not over boss; do not dictate. Help keep the team focused and on track. Communicate team status, task accomplishment, and direction. Intervene when necessary to aid the group in resolving issues. (centred)

Decision Making

Being the team leader I need to make sure that all team members take an active part in decision making and that no one is left out or feels diminished.

Each team member thinks about the problem individually and, one at a time, introduces new ideas to the group leader – without knowing what ideas have already been discussed. After the first two people present their ideas, they discuss them together. Then the leader adds a third person, who presents his or her ideas before hearing the previous input. This cycle of presentation and discussion continues until the whole team has a chance to add their opinions.

The benefit of this process is that everyone feels heard and acknowledged. Once all of the ideas have been presented, the team can look at ways to narrow the options down, and make a decision.

Enhance and support

In the beginning of every year I will have to provide an action list to all the team members. This Action list is a list of tasks that they’ll need to complete a simple task or objective. And as the team leader ill make sure that each member achieves the activities that they’ve set by establishing team meetings and having them to share how far they’ve achieved certain activities and also discussing on certain issues or difficulties they face at work and how we can resolve it.

I could also enhance 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 a note of anything that they can do better when working on it.

Mutual trust

  • Lead by Example

If you want to build trust within your team, then lead by example, and show your people that you trust others. This means trusting your team, your colleagues, and your boss. Never forget that your team members are always watching and taking cues from you – take the opportunity to show them what trust in others really looks like.( Pat Mayfield, 2007)

  • Communicate Openly

Open communication is essential for building trust. You need to get everyone on your team talking to one another in an honest, meaningful way, and you can use several strategies to accomplish this.

  • Know Each Other Personally

One way to build trust is to encourage your team members to see their colleagues as people. Think about creating situations that help them share personal stories, and bond.

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

Discuss Trust Issues

If you manage an established team that has trust issues, it’s essential to find out how these problems originate, so that you can come up with a strategy for overcoming them.

Consider giving team members a questionnaire to fill out anonymously. Ask them about the level of trust within the group, as well as why they think there’s a lack of trust. Once you’ve read the results, get everyone together to talk about these issues (but make sure that you respect the anonymity of the survey!)

Effective team work

  • Consider each employee’s ideas as valuable. Remember that there is no such thing as a stupid idea.
  • Encourage trust and cooperation among employees on your team. Remember that the relationships team members establish among themselves are every bit as important as those you establish with them. As the team begins to take shape, pay close attention to the ways in which team members work together and take steps to improve communication, cooperation, trust, and respect in those relationships. (David S. Finch, 2007)
  • Set ground rules for the team. These are the norms that you and the team establish to ensure efficiency and success. They can be simple directives (Team members are to be punctual for meetings) or general guidelines (Every team member has the right to offer ideas and suggestions), but you should make sure that the team creates these ground rules by consensus and commits to them, both as a group and as individuals.
  • Encourage listening and brainstorming. As supervisor, your first priority in creating consensus is to stimulate debate. Remember that employees are often afraid to disagree with one another and that this fear can lead your team to make mediocre decisions. When you encourage debate you inspire creativity and that’s how you’ll spur your team on to better results. (M Leonard, 2014)

Section Three: Enhancing working relationships

Open communication with individuals outside of my team

As the head teacher of the tiny crawlers day-care I need to keep an Open Communication with my work associates. This is established with all day communication, whether we’re sending emails and IMs, or meeting face-to-face. The better and more effectively I communicate with those around me, the richer my relationships will be. A ll good relationships depend on open, honest communication.

Communication with your team from outside information

After gathering information from the work association I then host for a staff meeting at my workplace to discuss to them information that have been gathered from the association and that needs to be addressed to the staffs.

Managing unresolved issues raised by team members by taking corrective actions.

Dealing with ethical issue between two team members.

Example: a European member discriminates about the customs and rituals of a Maori member. As the leader I will personally call the two individually and hear their side of their story. After having to listen to their share of story I will counsel both of them and to ensure that I keep an open communication with the management I will have to report the matter to them, so that they can be aware of all that is happening at the day-care.

Team members not following organisation procedures.

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

Managing unresolved issues raised by people outside the team by taking corrective actions.

Parental issue

Example: a parent comes to complain that every time she comes to pick her child up from the centre she notices that her child is never kept clean, like her nose is never kept cleaned and dirty diaper remains unchanged. After receiving this complain from the parent I then decided to have a talk with the carer in charge of looking after the child, and discuss to her the issue being brought up by this parent. I will then tell her that she needs to be more responsible with her duties by making sure that she checks diapers every half an hour and change dirty diapers ASAP. As well as keeping them clean before their pick-up time so that parents are satisfied with the service. Such issues are discussed during the management meeting so that the management can also discuss on matters where they think the team must improve on.

Child accident in the centre

Example: a child injures himself while trying to slide from a 3 meter slide. I will call the carer in charge and tell her to be more vigilant with the whereabouts of the children. I will then take this matter up to the management to which they have decided that special precautions are to be taken when kids are outside especially if its places where it involves climbing. At least a carer must be outside to look after the kids to avoid such accidents from happening. Therefor whatever is being discussed by the management must be taken down to the team and discussed clearly so that everyone understands and will try to avoid accidents from arising.


Our company The Amalfi Restaurant has a good reputation of selling different kinds of cuisine. Our restaurant offers authentic dishes to its customers and has a variety of range when it comes to dining out with family. Our restaurant has to offer for every ethnic group and offers a multicultural and friendly environment. Our restaurant has a good relationship with its suppliers and relies on them for good quality products.







Notice of Meeting

for the Staff and Board Members of

The Amalfi Restaurant Manuka

19thFebruary 2017

Notice is hereby given that a Board meeting will be held for all the Staff, Board Members of The Amalfi Restaurant Manukau will be held at 11:00am on the 19thof February, 2017. The meeting will be held at Manukau Institute of Technology. Staff and Board Members are required to sign the book at the reception before entering the conference room. The meeting is regarding our new branch setup in Botany Junction.

Date of Notice: 13th February 2017



Kailash Raju


Formal Meeting

Notice of Meeting

The agreement letter between Amalfi and apex building

Apex building company


Amalfi Restaurant


The construction of a 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 AGREEMENT MADE THE 16th day of April 2017.


Amalfi restaurant and apex building company

of (or whose office is situated at) (hereinafter called “The Builder”) of the other part.

whereas the Owner is desirous of having a restaurant and its supporting infrastructure (hereinafter called the Works) constructed in accordance with the drawings and specifications approved by the Board and in accordance with the General Information at and the General Conditions of Contract

And whereas the Builder has submitted his offer dated 16th December 2017

Offering to complete and construction work the Works upon the said conditions and in accordance with the Drawings and Specifications.

And whereas the Owner has accepted the Builder’s offer conveyed in the said tender.

Now it is hereby agreement as follows:


For the consideration hereinafter mentioned, the Builder shall complete and maintain the Works subjected to the said Conditions of Contract and in accordance with the Drawings and Specifications.

The Owner will pay the Builder the sum of ($ EC) 200,000

other sum as shall become payable in accordance with the said Conditions of Contract for the construction, completion, and maintenance of the Works.

In witness hereof the parties have signed in the presence of the subscribing witness,

Signed for and on behalf of the Owner by:

Riteish Kumar

Signature owner

Kailash Raju

In the presence 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 Street, Te Aro, Wellington, 1041 New Zealand. The seller owns and conducts a business of selling/renting properties, under the business of Barfoot and Thomson, 1/10 Whitmore Road, Wellington, 1041 New Zealand.

For valuable consideration, the Seller agrees to sell and the Buyer agrees to buy business for the following price and on the following terms:
1. The Seller will sell to the Buyer, free from all liabilities, claims, and indebtedness, the Seller’s business, including the premises located at 192 Cuba Street, Te Aro, Wellington, 1041 New Zealand.

The Buyer agrees to pay the Seller the sum of $1.2 Million which the Seller agrees to accept as full payment. The purchase price will be allocated to the assets of the business.

The $1.2 Million Promissory Note will bear interest at 12 percent (%)
per year, payable monthly for years at 12 per month with he first payment due one (1) month after the date of closing. The Promissory Note will be pre-pay able without limitation or penalty.

The Seller acknowledges receiving the Earnest money deposit of $80,000 from the Buyer. If this sale is not completed for any valid reason, this money will be returned to the Buyer without penalty or interest.

This agreement will close on 16th /12/2017

This Agreement is governed by the laws of the State of New Zealand

Dated: _01/03/2017

____________ (Signature of seller) ______________ (Name of seller)

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

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

___________ Signature of Justice of Peace) _____________ (Name of Justice peace)

Date: __________


Meeting Agenda


Date: 19th February 2016 Location: Manukau Institute Technology

Time: 11:00am Meeting 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 staff and training

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