Assignment task: I need some help responding to this argument
"Provided the chef de cuisine would follow the scientific management style (or Chef Auguste Escoffier's kitchen brigade style) I would have to adapt when approaching his team. This of course would only be in a way of respecting the hierarchy while allowing communication from the kitchen staff where needed. Though, the scientific style of management has surpassed the classical style which views an organization as a machine; the kitchen needs such a view (Eisenberg, Tretheway, LeGreco, Goodall Jr, 2017, pg.67). Providing more needed structure, the scientific view follows the production system, dividing the labor and developing a chain of command. This approaches productivity as a science (Eisenberg, Tretheway, LeGreco, Goodall Jr, 2017, pg.73). When the restaurants' primary goal is to feed people to earn money, there is a dance with time that the kitchen must adapt to. When it comes to resistance to domination, there is little time to consider the unfolding treatment in the kitchen. If the environment starts to accumulate hidden transcripts and out right abuse, that is when the hotel management style of human relations can hopefully help (Eisenberg, Tretheway, LeGreco, Goodall Jr, 2017, pg.70-71).
As the hotel manager who follows the human resources approach, I am trying to empower my staff to speak up and allow their voice to be heard (Eisenberg, Tretheway, LeGreco, Goodall Jr, 2017, pg.80). Giving that the chef would need space to manage his team on a day-to-day bases, I would allow the kitchen workers a comfortable first impression of me. I would also ask the chef to allow a follow-up of how the job is going every 6 months. This way I can gain awareness of any issues in the kitchen or further interest in the company (hotel or kitchen) that the chef might not have time to hear. If the chef is not already including any Theory Y approaches to his management style, I would strongly suggest he does. This would provide a less tense yet fully committed environment of workers who are more respectful, pro-active, and enjoy working (Eisenberg, Tretheway, LeGreco, Goodall Jr, 2017, pg.86). Provided that I am also managing the chef, I would unfortunately have to let him go if several issues start to surface as primarily his contribution to the toxic environment. If people are severely unhappy, that is only the start of further issues".
References:
Eisenberg, E.M., Tretheway, A., LeGreco, M., & Goodall Jr., H.L. (2017). Organizational communication: Balancing creativity and constraint (8th ed.). Bedford/St. Martin's. Boston, MA.