WORKING WITH

LEADING PEOPLE
Recruiting a new team

Submitted to: Asad Haye

Submitted by: Muhammad Ali Sial

Dated: 05-12-2015
 Working with Leading People

Contents
Task-1 ................................................................................................................................................... 3
Prepare documentation to select and recruit a new member of staff with take part in the selection
process................................................................................................................................................... 3
Job description ...................................................................................................................................... 3
Person specifications ............................................................................................................................. 3
Job advert .............................................................................................................................................. 3
Interview pack ....................................................................................................................................... 3
Motivation ........................................................................................................................................... 10
Task-2 ................................................................................................................................................. 17
Impact of legal, regulatory and ethical consideration to the recruitment and selection process with
own contribution to the selection process ........................................................................................... 17
Task-3 ................................................................................................................................................. 24
Skills & Attributes needed for leadership, .......................................................................................... 24
Difference between leadership & management, ................................................................................. 24
Leadership styles for different situation,............................................................................................. 24
Ways to motivate staff to achieve objectives ...................................................................................... 24
Leadership Styles ................................................................................................................................ 26
Autocratic (Authoritarian)................................................................................................................... 26
Participative (democratic)................................................................................................................... 26
Laissez fair (delegated/free-rein) ........................................................................................................ 26
Delegation ........................................................................................................................................... 27
Herzberg’s Motivation ........................................................................................................................ 30
Source of Power (FRENCH & RAVEN) ............................................................................................ 32
Legitimate Power ................................................................................................................................ 32
Reward Power ..................................................................................................................................... 32
Coercive Power ................................................................................................................................... 33
Referent Power.................................................................................................................................... 33
Expert Power....................................................................................................................................... 33

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Maslow’s Hierarchy of Needs............................................................................................................. 33

McGregor’s X Theory and Y Theory ................................................................................................. 34

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Task-1
Prepare documentation to select and recruit a new member of staff with take part in the
selection process

Job description

Person specifications

Job advert

Interview pack

APPLICATION FOR EMPLOYMENT (2015)

An Equal Opportunity Employer We do not discriminate on the basis of race, color, religion,
national origin, sex, age, disability, or any other status protected by law or regulation. It is our
intention that all qualified applicants are given equal opportunity and that selection decisions be
based on job-related factors.

Answer each question fully and accurately. No action can be taken on this application until you
have answered all questions. Use blank paper if you do not have enough room on this
application. PLEASE PRINT, except for signature on back of application. In reading and
answering the following questions, be aware that none of the questions are intended to imply
illegal preferences or discrimination based upon non-job-related information.

Job applied for_____________________________________________________________

today’s Date _________________________

Are you seeking: Full-time Part-time Temporary employment?

When could you start work? ______________

_________________ _________________ __________________ ____________________

Last Name First Name Middle Name Telephone Number

____________________________ __________________ _________________ ____________

Present Street Address City State Zip Code

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Are you 18 years of age or older? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Yes _________ No ________

(If you are hired, you may be required to submit proof of age.)

Social Security # __________________ if hired, can you furnish proof you are eligible to work
in the U.S.? Yes _______ No _______

Have you ever applied here before? Yes _______ No _______

If yes, when? __________________________________________

Were you ever employed here? Yes _______ No _______

If yes, when? __________________________________________

Have you ever been convicted of any law violation? Include any plea of “guilty” or “no contest.”
Exclude minor traffic violations.) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Yes_____ No _____

If yes, give details

______________________________________________________________________________
(A conviction will not necessarily disqualify an applicant for employment.)

If employed, do you expect to be engaged in any additional business or employment outside of

our job? Yes_______ No_______

If yes, give details

______________________________________________________________________________
_____________

For Driving Jobs Only: Do you have a valid driver’s license? Yes_____ No_____

Driver’s License Number _______________________________ Class of License_______ State

Licensed In ___________

Have you had your driver’s license suspended or revoked in the last 3 years?

Yes _______ No_______

If yes, give details:

______________________________________________________________________________
List professional, trade, business or civic activities and offices held. (Exclude labor organizations

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and memberships which reveal race, color, religion, national origin, sex, age, disability or other
protected status.) ____________________________________
______________________________________________________________________________
_______________________

LIST NAME AND ADDRESS OF SCHOOLS

Number of Years Completed Diploma/

Degree/

Certificate Subjects

Studied

High School or GED:

_________________________________________________________________________
College or University: ___________________________________________________________

Vocational or Technical:
__________________________________________________________

What skills or additional training do you have that relate to the job for which you are applying?
______________________________________________________________________________

What machines or equipment can you operate those relate to the job for which you are applying?
_____________________________________________________________________________

List names of employers in consecutive order with present or last employer listed first. Account
for all periods of time including military service and any periods of unemployment. If self-
employed, give firm name and supply business references. Note: A job offer may be contingent
upon acceptable references from current and former employers.

NAME OF EMPLOYER JOB TITLE AND DUTIES _____

ADDRESS DATES OF EMPLOYMENT (MO/YR): FROM TO

CITY, STATE, ZIP CODE PAY: START $ FINAL $
SUPERVISOR(S) TELEPHONE _____ Reason For Leaving______

NAME OF EMPLOYER JOB TITLE AND DUTIES __________

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ADDRESS DATES OF EMPLOYMENT (MO/YR): FROM TO

CITY, STATE, ZIP CODE PAY: START $ FINAL $
SUPERVISOR(S) TELEPHONE _____ REASON FOR LEAVING ________

NAME OF EMPLOYER JOB TITLE AND DUTIES_____

ADDRESS DATES OF EMPLOYMENT (MO/YR): FROM TO
CITY, STATE, ZIP CODE PAY: START $ FINAL $
SUPERVISOR(S) TELEPHONE_____ REASON FOR LEAVING ___

NAME OF EMPLOYER JOB TITLE AND DUTIES _________

ADDRESS DATES OF EMPLOYMENT (MO/YR): FROM TO

CITY, STATE, ZIP CODE PAY: START $ FINAL $
SUPERVISOR(S) TELEPHONE REASON FOR LEAVING______

Have you worked or attended school under any other names? . . . . . . . . . . Yes___ No___

If yes, gives names:

______________________________________________________________________________
Are you presently employed? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Yes___ No___

If yes, whom do you suggest we contact?

____________________________________________________________________

Have you ever been fired from a job or asked to resign? Yes___ No___

If yes, please explain:

______________________________________________________________________________
Give three references, not relatives or former employers. Name Address Phone
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

PLEASE READ EACH STATEMENT CAREFULLY BEFORE SIGNING

I certify that all information provided in this employment application is true and complete. I
understand that any false information or omission may disqualify me from further consideration
for employment and may result in my dismissal if discovered at a later date.

I authorize the investigation of any or all statements contained in this application. I also
authorize, whether listed or not, any person, school, current employer, past employers and
organizations to provide relevant information and opinions that may be useful in making a hiring

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decision. I release such persons and organizations from any legal liability in making such
statements.

I understand I may be required to successfully pass a drug screening examination. I hereby

consent to a pre- and/or post-employment drug screen as a condition of employment, if required.

I understand that if I am extended an offer of employment it may be conditioned upon my

successfully passing a complete pre-employment physical examination. I consent to the release
of any or all medical information as may be deemed necessary to judge my capability to do the
work for which I am applying.

I UNDERSTAND THAT THIS APPLICATION, VERBAL STATEMENTS BY

MANAGEMENT, OR SUBSEQUENT EMPLOYMENT DOES NOT CREATE AN
EXPRESS OR IMPLIED CONTRACT OF EMPLOYMENT NOR GUARANTEE
EMPLOYMENT FOR ANY DEFINITE PERIOD OF TIME. ONLY THE PRESIDENT
OF THE ORGANIZATION HAS THE AUTHORITY TO ENTER INTO AN
AGREEMENT OF EMPLOYMENT FOR ANY SPECIFIED PERIOD AND SUCH
AGREEMENT MUST BE IN WRITING, SIGNED BY THE PRESIDENT AND THE
EMPLOYEE. IF EMPLOYED, I UNDERSTAND THAT I HAVE BEEN HIRED AT THE
WILL OF THE EMPLOYER AND MY EMPLOYMENT MAY BE TERMINATED AT
ANY TIME, WITH OR WITHOUT REASON AND WITH OR WITHOUT NOTICE.

I have read, understand, and by my signature consent to these statements.

Signature:
______________________________________________________________________________
Date: _________________________________

This application for employment will remain active for a limited time. Ask the organization’s
representative for details.

Job Description is derived from Job Analysis, in the same way; Job Specification is the output of
Job Description. Job Description is a statement which explains the essential needs of a job. On
the other hand, Job Specification is a statement which states the least qualifications, required in
the job holder for the performance of a particular job.

Job Description/ Person Specification - Shift Manager

JOB TITLE:

Shift Manager…………………………………………………

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DEPARTMENT:

Restaurant HR EXECUTIVE

JOB SCOPE:

A Shift Leader is self-sufficient while running a shift, takes ownership and

responsibility to solve problems, seeks help from others when appropriate and is
willing to provide help and guidance to others.

POSITIONS SUPERVISED:

________________________________________________________________________
_______________________________________

JOB QUALIFICATIONS:

 High School Degree or GED preferred

 (1 to 2) years of Management experience within the Food Service/Till
Operator/Customer Service Representative
 Ability to calculate/analyze data
 Strong customer service skills required
 Basic business math, Management & accounting skills
 Personal Computer operations preferred

CORE RESPONSIBILITIES:

A- Serving the Guest

 Maintains Speed of Service (SOS) goals.

 Resolves guest complaints quickly, while maintaining positive guest relations.
 Ensures that employees are clean and neat in appearance.
 Ensures that quality products are delivered to guests.

B- Managing the Business

 Ensures products are prepared correctly and according to standards.

 Manages labor, by shift, within acceptable variances and according to labor
laws.

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 Control food costs within acceptable variances.

 Coordinates opening and closing activities in a timely and safe manner.
 Oversees proper product preparation, rotation, portioning, cooking and
holding times.
 Maintains restaurant hygiene and sanitation standards and is certified in the
food safety program.
 Maintains cohesive team productivity by proper deployment throughout the
shift.
 Understands that cohesive team members are properly trained.
 Sees that equipment is clean and working correctly, and responds quickly and
properly when equipment is in need of repair.

C- Leading People

 Acts as a role model by following appearance and procedural standards at all

times.
 Participates in restaurant goal setting and is committed to achieving team
goals.
 Motivates other team members to maintain performance standards.
 Provides valuable feedback to the restaurant team.
 Collaborates with team members to solve problems and make decisions.
 Resolves conflicts and improves team member performance issues in a
constructive manner and according to policies.
 Communicate must be effectively in terms of both written and orally with
restaurant team.

In our Fast Food business a shift MANAGER must be participative he should give guidelines to
subordinates like delivery boy ‘do this way’ not that fast way. When you go for delivery at home
then you must know about proper address and keep change with yours. And till operator when
you open the till machine must be close it properly and lock it and also put big amount like big
notes as Rs: 1000, Rs: 5000 under the draw which is also made under the till machine on the
behalf of the safety. And for customer service representative that you must be serve as customer
is the part of us and pass smile to attractive importance for his feedback and if till operator is
absent then take control of the till machine with proper cash.

Shift Manager

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 Managed inventory for all shifts and ordered supplies.

 He trained new employees on proper food handling and safety procedures.

 Maintained total restaurant cleanliness for every shift and ensured following shift would
have a clean facility for transition.

 Reinforced employee accomplishments and made Employee of the Month

recommendations to management.

Customer focus

 Candidate must be friendly, smiley, sociable and welcoming to our customers, to create a
great atmosphere
 Be helpful and go out of your way to help our customers

Motivation
 Be confident and self-motivated
 Demonstrate a passionate commitment to the business
 Welcome with a positive attitude
Personal integrity
 Be honest and reliable
 Be trustworthy, responsible and respectful
 Be neatly dressed
Team Work
 Always be a good team player
 Build and maintain good relationships with all team members
 Be able to communicate well with people of different cultures
Developing Self
 Be motivated to learn and develop self
 Seek feedback and invest time in personal development
 Supervise, train and develop others
Managing Change
 Welcoming with a positive attitude
 Understand the need for change in food chain
 Look for opportunity to improve business
Gaining Commitment

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 Communicate clearly to colleagues and customers

 Gain commitment of others by using own knowledge
 Act as a role model
Rational Decision Making and Analyze
 Understand information quickly and accurately
 Resolve problems using rational decision
 Be able to work independently and know about how to resolve the issues
Managing Performance
 Manage both good and poor performance
 Be effective in planning own time
 Make work fun

THE INTERVIEW AS A SAMPLE (2015)

A Shift manager need to ensure your interview process is not intentionally or unintentionally
asking questions on prohibited grounds Discrimination in employment provisions. For
example, if a position requires regular overtime and has an irregular schedule, do not ask
 Do you have children? As you would be assuming a person with children could not work
longer hours.
 To ensure the candidate can work the schedule you need, manager should ask
 This job requires regular overtime and has an irregular schedule, can you meet this
requirement?
 If a job requires heavy lifting, do not ask
 Do you have a bad back or any medical issues? As you might be discriminating against a
candidate with a disability.

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 To ensure the candidate can meet the physical requirements for the role, manager should
ask
 This job requires periods of heavy lifting for most of the day. Are you able to do this?

Interview Pack (2015)

 What type of people do you like to work with?

 What would you like to be doing five years from now?
 Why did you choose our fast food company?
 What experience do you have in this fast food field?

 What is your approach to handling conflict? Solving problems?

 What things do you find difficult to do?
 What role do you take in a group situation?
 What is the hardest job you have ever performed?
 What would your ideal career position be in fast food?

 What makes you interested in this position (shift manager)?

 What are your strengths as a Shift manager?
 Talk about your related job experience.
 Tell me how you managed a work-related problem that you created?
 What motivates you?

 What is the purpose of this job? Is it necessary?

 Did the salary we offer attract you to this fast food chain shift manager job?
 What new skills have you learned in the past year?
 What skills have been most useful in your professional life?
 How would you describe a great work environment?
 Why should we hire you as Shift manager?

INTERVIEW EVALUATION FORM

Applicant Name: ______________________ Position: _______________________

Personality, Manner, Attitude, and Impression _______ x 3 = _______

Does the applicant make a good impression?

1 POOR: Does not project a good attitude nor make a good impression.

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2 ACCEPTABLE: Projects a good attitude and impression.

3 VERY GOOD: Projects a warm, open, and accepting attitude and makes a very
good impression.

4 OUTSTANDING: Has charisma, seems to attract others.

Human Relations _______ x 4 =_______

How effective will the applicant be in working with others?

1 POOR: Seems unable to relate to others.

2 ACCEPTABLE: Indicates some ability to work with others.

3 VERY GOOD: indicates significant ability to understand others with different

viewpoints.

4 OUTSTANDING: Indicates outstanding interpersonal relationship ability and

perception.

Decision-making Skills and Judgment _______x 6 =_______

How effective will the applicant be in working with others?

1 POOR: Gives slow hesitant responses, gives unorganized, unacceptable

responses.

2 ACCEPTABLE: Responses are somewhat organized and acceptable, but indicates a

lack of maturity and good judgment.

3 VERY GOOD: Gives well organized thoughts which lead from judgment and
common sense.

4 OUTSTANDING: Exceptional ability to organize thoughts and make decisions,

which show evidence of sound judgment and common sense.

Motivation _______x 5 =_______

Is the applicant a self-starter?

1 POOR: Not a self-starter. Not able to motivate others.

2 ACCEPTABLE: Some ability to work without supervision and motivate

others.

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3 VERY GOOD: Significant ability to work without supervision and

motivate others.

4 OUTSTANDING: Superior ability to work without supervision and motivate

others.

Experience _______ x 2 =_______

1 POOR: Limited work, volunteer, or organization experience.

2 ACCEPTABLE: Has demonstrated some work, volunteer, or organization

experience.

3 VERY GOOD: Has significant work, volunteer, or organization

experience.

4 OUTSTANDING: Has superior, work, volunteer, or organization experience.

Overall Impression _______x 5 =_______

1 POOR: Unimpressive.

2 ACCEPTABLE: Acceptable Presentation, articulate.

3 VERY GOOD: Very good presentation, articulate.

4 OUTSTANDING: Exceptionally clear and impressive.

Total Score_______

NOTES:

DETERMINATION SCALE:

5 4 3 2 1

Definitely Hire hires Maybe Probably Not Definitely Not

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Interviewer Signature: _____________________________________

Date: ___________________

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JANG NEWSPAPER
JOB ADVERTISEMENT
Restaurant Manager
Fast Food Chain organisation

Location: Lahore, Punjab, Pakistan

Description:

In In this advertisement, we are requiring staff for SHIFT MANAGER

E Experience: Required min. 1-3 year & Max. 3-6 Year

S Salary Range: Rs 35,000 - Rs 45,000 & with different field

Field Type: Restaurant manager

Chef of fast food
Well know about Operations
Fast food control
Quality Control Authority Act

We need an intellectual personality manager who can implement his ideas positively
Details
Job Type: Morning / Evening Shift
Contract Type: Permanent
Published: dd/mm/y

Toll Free #: 0333-Fast-Foo

Walk in interviews between 11am to 5pm all working days.

Reference: www.ffclahor.com

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Task-2

Impact of legal, regulatory and ethical consideration to the recruitment and

selection process with own contribution to the selection process (LYNCH)
When starting the recruiting process, it is important to be aware of certain legal issues in order to
minimize risk. Job postings, interview questions, checking references and making job offers all
need to be done in a way that meets legal requirements.

As a HR Executive with a multinational Fast Food Chain operating in Lahore, for hire the shift
manager I did contribute to make a job description in which explain the essential needs of a job
mention as a (job qualification, core responsibilities of the shift manager, and also with the
person specification in which information mention for the shift manager that he must be
confident and self-motivates, team work, self-developing and be effective in planning.

And also I make the job advertisement in which mention that all requirements like as location of
fast food, salary package, and job type and interview timing.

And also I take help from the NATIONAL PRESS because it is more suitable in case of
recruitment for managerial, professional and senior technical staff. More popular daily
newspapers like Jang, Express, and Dawn newspapers are used where large numbers of skilled or
semi-skilled workers are required, and incentives are offered for moving area.

Advantages for National Press

 Space is available for organisation

 Layout is usually attractive
 Wide circulation and readership
 Status of paper enhance company’s reputation
 Detailed information and job opportunities

And all regarding this in pre-recruitment I use a range of methods and techniques to access that
legal act and ethical behavior for the recruitment.

Core Job Characteristics

For recruiting, job characteristics model are necessary.

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core job psychological outcomes

charactristics states

• skill variety • meaningfulne • motivation

• task identity ss • performance
• task • responsibilitie • satisfaction
significance s • absenteeism
• autonomy • knowledge of • turnover
• feedback results

Skill variety

In which the job requires a person to utilize multiple task high-level skill. A shift manager must
have the skill variety. For instance if a shift manager is in the office and there is no one in the
ordering department than he should be there for getting the orders and also the manage the stock
and also he will work as a spokesperson it means he will defend discuss all the information
regarding to the CEO of the fast food chain organisation. And if there is no cashier then he
should be takes place of cashier.

Task Identity

It means a person can do the work from start till end of the work. A shift manager must be like
that. It’s not fair that he will do start work from half and do not look up another half one. If he is
keeping his eye on sales department, stock, account office, kitchen department and also he
should be give suggestions and opinions for department members.

Task significance

A shift manager must be known about the importance of own job that he will getting touch with
the employees. And employees easily make environment in the organisation with the shift
manager.

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Autonomy

A person has the freedom to decide how to perform his or her task. A shift manager must be
independent in the autonomy. For the development of fast food he should be has the autonomy
for apply the new strategies. He should change the fixture and furniture.

Feedback

In which people learn how effective they are being at work. He must be given the feedback of
their employees. Receive the feedback from customers and supervisors. As a jobholder he will
receive the feedback from the sales, if the sales are high it means feedback is positive and
making the high achievements in the food chain.

Ethnicity or national origin discrimination

National origin discrimination is a type of discrimination that includes discrimination because a
person comes from a particular country or former country, for example, Albania. Sometimes
ethnic discrimination includes a group of people with common language, culture and with similar
social characteristics. For example Ethnic discrimination can take place when a person from
Corfu applies for a job in Crete and managers during the recruitment process preferred the
person from Crete even he/she is a lowered skill person. For example race discrimination occurs
when a person was not hired for a front office position in a Greek hotel based on her Albanian
nationality.
Sex or gender discrimination
It is unlawful to discriminate against workers because of their gender. Sexual discrimination can
arise during the recruitment process when for example an employer did not hire somebody
instead somebody else based on his or her gender. Moreover the amount of money offered from
the employer also based on the gender. For example sex discrimination will occur when during
the recruitment process the employers select a man with lower skills instead a woman with
higher skills.
Pregnancy discrimination
It is unlawful to discriminate against pregnant women. An employer cannot refuse to hire a
pregnant woman because of her pregnancy. An employer cannot refuse to hire someone because
she is pregnant or has a pregnancy-related condition. For example if an employer of a hotel has
to choose an unskilled woman instead a pregnant woman with skills because of her pregnancy.
Religion or creed discrimination
Creed or religion refers to a shared belief system or faith. If a person during the interview
discusses his or her religion with the employer may be a victim of religion discrimination. If for
example a person wears turban or a necklace with a cross because of the religion may be a victim
of discrimination. If a Muslim person has an interview in a Greek hotel, the employer may
doesn’t hire this person because of the turban.

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Political affiliation discrimination

Another kind of discrimination during the recruitment process is the political affiliation
discrimination. During the interview the employer may say something expecting response
finding out the political affiliation of the interviewer that will be out of job in case of political
differences. The Employment Rights Act 1996 and the Employment Act 2002 include legislation
that protects employees for political, racial, age etc. discriminations.
Disability or medical condition discrimination
Disability discrimination occurs when an employer treats a qualified individual with a disability
who is an applicant unfavorably because she has a disability. The law requires that the employers
must provide reasonable accommodation to a job applicant with a disability. Moreover, this kind
of disability occurs when the employee treats an applicant because man and women have a
history of a disability. The people with disabilities are protected by the Disability Discrimination
Act 1995. This Act has been extended and includes the Disability Discrimination Act 2005.
Age discrimination refers to the age discrimination
The age discrimination is usually against the youth and against those that are above 40 years old
and older. There are a lot of companies that refuse to hire people above a certain age. But all
aspects of employment are protected from age discrimination including the recruitment process.
The Age Discrimination in Employment Act of 1967 protects all the employees beyond 40 years
old.
Types of Discrimination

Direct Discrimination

This means treating people with a protected characteristic less favorably than you treat people
who do not have that protected characteristic in similar circumstances.

 An employer refusing to appoint a woman to a managerial post because they think that
she will probably not have the same leadership ability as a man.
 Setting a level of English that is more than required for the safe and effective
performance of the job

Indirect Discrimination

It consist in applying a term and condition applicable to both sexes but which one sex has
considerably smaller ability to comply with it than the other for instance that applicants for the
post should be six feet tall.

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Victimisation

Discrimination against a person who has brought proceedings given evidence or alleged a
contravention under either the equal pay or sex discrimination Acts. Such a person must not be
treated less favorably than another person in these circumstances is or would be treated.

Recruitment of staff and health questions Section 60 of the Equality Act 2010 prohibits
asking about the health of an applicant before an offer of employment is made, except in certain
specific circumstances. These were considered to be potentially discriminatory against disabled
people.

 Removed the sickness absence question from e-recruitment

 Removed the sickness attendance reason from the reasons for rejection
 Revised reference request forms as part of the routine recruitment process.
 To establish whether the candidate can comply with an assessment or other test as part of
the selection process with some kind of adjustment
 There are routine questions in the invitation for interview assessment asking if reasonable
adjustments are needed
 To establish whether the candidate can carry out a function that is an intrinsic part of the
job For instance, working at heights, handling food, driving vehicles, working with
radiation, working with animals
 To monitor the diversity of applicant a question about disability is on a separate part of
the application system
 To ensure that a guaranteed interview can be offered to a disabled candidate if that is the
practice.

Permitted arrangements Occupational Requirement

 This is the recruitment and selection on grounds of a protected characteristic in certain

jobs because being a member of that group is necessary for the job.
 You could recruit a member of a religious group as school chaplain but not insist on this
for the school caretaker.
 You could employ a female personal care assistant for an elderly woman in her own
home
 Changing practice that is discriminatory by reviewing policies and procedures

Legislation relevant to Recruitment and Selection of Staff Rehabilitation of Offenders Act

1974 the rehabilitation of offenders act states that an individual who has been convicted of an
offence may be rehabilitated after a given period of time. In order for the individual to be
rehabilitated, the conviction has to become spent.

The Equality Act 2010 which makes it unlawful to treat people unfairly because of a protected
characteristic of race (racial group, color, and nationality, ethnic or national origin), sex,

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transgender, disability, sexual orientation, religion or belief, age, pregnancy and maternity,
marriage and civil partnership. The Equality Act 2010 replaces all previous equality legislation.
There is also legislation to protect people related to rehabilitated offenders and trade union or
non-union membership. The aim is that no job applicant or employee should receive less
favorable treatment on any grounds which are not relevant to good employment practice. This
law is helpful by legislation.

Race refers to a group of people defined by their color, nationality including citizenship, ethnic
of national origins or a combination of these.

The equal Pay Act 1970

This UK Act means that where a woman is entitled to equal pay with men and vice versa in
respect of life work, work rated as equivalent and work of equal value to that of man in the same
employment. The Act makes it clear that the provision apply equally to men and women for
example a man can also claim if he has a less favorable term that a women.

To allow employers time to gradually eliminate sex differentials relating to pay. This Act did not
become fully operational until 1975. It has since been amended by the equal pay (amendment)
Regulation 1983 to bring UK law into line with its treaty of Rome obligation.

The 1970 Act as amendment aims to secure equality of treatment between men and women not
only in respect of pay but also with regard to other terms and condition including sick pay and
fringe benefits but not pension and treatment.

Impact of race relation act 1976

Discrimination in the UK Race relation Act 1976 is expressed in terms of racial ground and
racial groups. These expressions are defined in section 3 of the Act as relating to colour, race,
nationality or other ethnic or national origins. Term ethnic has been held to be much wider than
race.

The race relation Act uses broadly similar approach to that of the Sex Discrimination Act and
uses the same categorizations of direct and indirect discrimination and victimization.

Complains by individual are dealt by industrial tribunal if they relate to employment.

The Employment Act 2002

The Act provide subject to regulations, for the provision of paid and in paid leave for working
mothers, adoptive parents and working fathers. The Act is also concerned with flexible working
arrangements and new rules for fixed time workers.

The Act provides for a new recruitment that all employers regardless of size must operate
minimum standard compulsory disciplinary and grievance procedures.

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Data Protection Act 1998 employment Practices Data Protection Code 2002 The Act places
responsibility on any organisation to process the personal data that it holds in a fair and proper
way.

Trade Union and Labour Relations (consolidation) Act 1992 This Act protects Trade Union
members and Non-union employees from refusal of employment on these grounds.

And finally the statutory basis for equal opportunities established that it is unlawful to
discriminate against a person or persons either directly or indirectly in the field of employment
on specific grounds race, sex. The relevant Act does not accept an employer’s claim not to have
intended to discriminate.

 Inspire a wide range of candidates

 Ensure our processes and practices are fair, thorough and free from unlawful
discrimination

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Task-3

Skills & Attributes needed for leadership, Difference between leadership &
management, Leadership styles for different situation, Ways to motivate staff
to achieve objectives (LYNCH, managing people)
The skill of a leader

An effective leader will need to inspire confidence and trust so that there is Maximum
Corporation from the group.

An understanding of precise requirements needed from the group.

The ability to make decisions, sometimes under pressure

Confidence both in the group and themselves

The ability is to create a sense of direction. Leader should have a clear idea of what they are
trying to achieve with their group, department business unit or organization. This need to be a
vision which is appealing to the staff and well communicated to them, allowing staff who do not
share the vision to leave the unit over time and bound together those that remains around a
common purpose.

 The ability to think strategically

 Innovation and take a long while to see through from inception through to fruition or
failure. The leader must be interested in the long term view of the group.

Entrepreneurial abilities

Leader should be able to identify opportunity and win the resources necessary to exploit them.

Load from the front

Leader must be able to inspire and motivate to translate the vision into achievement.

Communication skills

A manager must possess the communication skills. Leader must use these skills to satisfy the
Adair’s principle

Task need

Leader must acknowledge about the purpose of his job and for accomplish the task either it is
finished or not

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Group needs

Leader must maintain the team spirit and build morale

Individual needs

A good leader must be judge the individual’s need

Leader is who a person in charge of a group

Manager is who having an assigned position within the formal and carryout specific function
duties and responsibilities

Difference between Management and Leadership

Management Leadership

Good shift manager Doing Things right Good Leader Doing the right thing

Shift manager focus on system and structure leader focus on people

Shift manager acts as boss leader acts as coach, facilitator and servant

Shift manager relies on control the leadership inspires trust

The shift manager creates plans and budgets leader creates vision and strategy

Shift manager creates boundaries the leader reduces them

Manager exhibits and focuses emotional distance, expert mind, talking and insight into
organisation

Leader must be emotional connectedness, open mind, listening, and insight into self

Management requires specifics Leadership requires imagination

Management requires ability to interpret Leadership requires ability to articulate

Management requires an aptitude to teach Leadership requires an aptitude to sell

Management requires self-discipline Leadership requires risk-taking

Management requires concrete data Leadership requires abstract thinking

Management requires understanding Leadership requires understanding

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Of the external environment

Leadership Styles

Leaders are born not made

Autocratic (Authoritarian)

Participative (democratic)

Laissez fair (delegated/free-rein)

Autocratic

 Strict and close control over followers

 Gives orders which must be followed by the subordinates

Participative

 Shares ideas with subordinates

 Motivates
 Guides and control
 One of the most effective leadership style

Laissez fair

 Leaves the group to fend for itself

 Subordinates decide policies and method on their own
 Beneficial if the subordinates are skilled

A shift manager has the participative management style. It is encouraging staffs to delegate other
group members to get things done. A democratic management style is responsible and it is more
effective when authority to perform the task is granted at the same time. Our Fast Food Chain is
giving importance to the employee’s safety very strictly. These are the leadership styles a
manager mostly use in his field.

All management responsibilities in which mostly and typically are delegated to others ideally
aiding motivation and people development.

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Ways for shit manager to motivate his team to achieve the team objectives in the best possible
ways …

As a HR Executive I am informing to the Shift manager to train the employees (Delivery boys,
Till Operator and customer service representation) for manage the task in the fast food chain.

Delegation
It is for wright task to the wright people. It is one of the most important management skills.
These logical techniques and rules will help shift manager to delegate well. Good delegation
develops in shift manager, it will save shifts manager’s time, a successor and motivates. If a shift
manager wants to get delegation right with different level of delegation freedom that he can
offer.

A shift manager must be creative in choosing levels of delegation responsibility, and always
check with the other person that they are comfortable with their choosing level. Many managers
and employees are generally capable of doing more than another imagine. A manager takes time
to discuss and adapt the agreements and contracts that he make with employees regarding
delegated task responsibilities and freedom according to the task.

The style of language of a shift manager must be better and respectable for the employees like as
assertive like high self-esteem. It is the healthiest and most effective style of communication.
This style teaches us “Don’t heart other human being”.

When a manger take this style in his behavior then he will be a socially and emotionally
expressive and he will make his own choices for accomplish the goals with the responsibilities.

For instance, manager says to till operator that would you like to use this machine be carefully
instead that hey operator what are you doing with this machine, have you no sense how to use it?

From this harmfully language style it will cause of barriers between them.

This delegation skill is for team. Effective delegation is crucial for management and leadership
succession. Shift manager can use delegation authority as to motivate employees. From the

Delegation, a shift manager ca easily judge own responsibilities in front of the employees.

Delegation and SMART or SMARTER

Delegation task must be

 Specific
 Measurable
 Accuracy

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 Realistic
 Time bound
 Ethical
 Recorder

These gives also high level of motivation.

Define the task

A shift manager must be acknowledging that the task is suitable to be delegated. Task will be
increasing sales for fast food chain.

Choose the team

Now he will delegate the task to the team members (Delivery boy, Till Operator, and customer
service representative) not only member and then they will have ready to do it.

Assess the hallmarks and training needs

Are the team members able to do this task? If they are understand what needs to be done. If not,
he can’t delegate.

Explain the reasons

As a shift manager, he must be explaining why the responsibilities are being delegated. The task
given by the shift manager is relevance and important.

Require results

As a shift manager, he must be tell to the employees that in one month how many sales would be
increase for per day like as Rs: 3000, 7000 or 10,000.

Resources required

He will discuss with the employees that what are the resources has to requiring in this task like as
utensils, burner, and ABCO fitting furniture for kitchen, money, equipment.

Agree deadline

When the job must finish, at this point he may need to confirm understanding with the other
person of the previous point getting ideas and interpretation. Checking and controlling must be
agreed with the other person. Failing to be agreed will cause this monitoring to seem like
interference or lack of trust.

Support and Communicate

Support and communicate must be effective tool between the manager and the employees.

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Warn the person about any awkward matter of politics or protocol. Employees must be inform
their own boss if the task is important and of sufficient profile.

Job Design as a non-financial motivator

Most important motivator at work is just not a pay. Major influence over worker motivation is
job design. It is the major impact on employee motivation job specialization, commitment to an
organisation, absenteeism and turnover.

Rotation, Job Enlargement, and Enrichment as a Motivational tools

Job rotation it is an effective way for employees to acquire new skills and in turn for
organizations to increase the overall skill level of their employees. When workers move to
different positions, they are cross-trained to perform different tasks, thereby increasing the
flexibility of managers to assign employees to different parts of the organization when needed.
Job rotation is a way to transfer knowledge between departments. Rotation may also have the
benefit of reducing employee boredom, depending on the nature of the jobs the employee is
performing at a given time. Rotation is a benefit, because they acquire new skills that keep them
marketable in the long run.
A shift manager will successfully rotate high-level employees to increase sales of the fast food.
Maybe shift manager will assign the work of till operator to delivery boy. It will be difficult but
using the till machine is not a rocket science.

Job enlargement refers to expanding the tasks performed by employees to add more variety. By
giving employees several different tasks to be performed, as opposed to limiting their activities
to a small number of tasks, organizations hope to reduce boredom and monotony as well as
utilize human resources more effectively. Job enlargement may have similar benefits to job
rotation, because it may also involve teaching employees multiple tasks. Research indicates that
when jobs are enlarged, employees view themselves as being capable of performing a broader set
of tasks. There is some evidence that job enlargement is beneficial, because it is positively
related to employee satisfaction and higher quality customer services, and it increases the
chances of catching mistakes.
Benefits of job enlargement
Increased Work Flexibility
No Skills Training Required

Job enrichment is a vertical expansion of the job. The workers are given jobs, which require
higher-level knowledge, skills and responsibilities. Job enrichment improves the quality of the
job.

Employees to take on more responsibility

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Shift manager will use job enrichment with employees (till operator, delivery boy, customer
service representative) for increasing productivity and reduced absences.
Job enrichment makes the job more meaningful, enjoyable and satisfying. It gives the workers
more autonomy for planning and controlling the job. It also gives the workers more
responsibility. Job enrichment gives the workers opportunities for achievement, recognition,
advancement and growth. So, the workers are motivated to work harder.
Therefore, Job enrichment makes the job a source of motivation

Herzberg’s Motivation
Hygiene theory

These are factors whose absence motivates, but whose presence has no perceived effect. A very
good example is heroin to a heroin addict. Long term addicts do not shoot up to get high; they
shoot up to stop being sick to get normal.

Herzberg’s theory discussed that job is required for intrinsic motivation. Some people take credit
for satisfaction and blame on dissatisfaction. Job is not necessary for the either satisfaction or
dissatisfaction.

This theory simply means that the true motivation comes through from within a person and not
for job. It is also on hygiene factors.

 Sports/ social facilities

 Working condition
 Pension pay

Emotional Intelligence from the perspective of a shift manager

Self-awareness

The ability to recognize an emotion as it happens is the key to your EQ. Developing self-
awareness requires tuning in to your true feelings.

 Emotional awareness. Your ability to recognize your own emotions and their effects.
 Self-confidence. Sureness about your self-worth and capabilities

Self-regulation

You often have little control over when you experience emotions. How long an emotion will last
by using a number of techniques to alleviate negative emotions such as
anger, anxiety or depression???

 Self-control. Managing disruptive impulses

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 Trustworthiness. Maintaining standards of honesty and integrity

 Conscientiousness. Taking responsibility for your own performance
 Adaptability. Handling change with flexibility
 Innovation. Being open to new ideas

Motivation Emotional intelligence

To motivate you for any achievement requires clear goals and a positive attitude. Shift manager
can think positively through the EQ.

Perceiving Emotions
The first step in understanding emotions is too accurately with the help of body language and
facial expressions.

Reasoning with Emotions

The next step involves using emotions to promote thinking and cognitive activity. Emotions help
prioritize what we pay attention and react to; we respond emotionally to our attention.

Understanding Emotions
The emotions that we perceive can carry a wide variety of meanings. If someone is expressing
angry emotions, For example, if your boss is acting angry, it might mean that he is dissatisfied
with your work; or it could be because he got a speeding ticket on his way to work that morning
or that he's been fighting with his wife.

Managing Emotions
The ability to manage emotions effectively is a key part of emotional intelligence. Regulating
emotions, responding appropriately and responding to the emotions of others are all important
aspect of emotional management.
Service orientation
Anticipating, recognizing and meeting clients’ needs.
Developing others
Sensing what others need to progress and bolstering their abilities.
Leveraging diversity
Cultivating opportunities through diverse people
Political awareness
Reading a group’s emotional currents and power relationships
Understanding others
Discerning the feelings behind the needs and wants of others

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Source of Power (FRENCH & RAVEN)

As a HR Executive I am telling to Shift manager to motivate their employees to give a sources of
power like as

 Legitimate Power
 Reward Power
 Coercive Power
 Referent Power
 Expert Power

Legitimate Power
A shift manager has the right to tell others what to do those employees (till operator, delivery
member and customer service representative) are obligated to comply with legitimate orders.

Reward Power
To create a well-rounded rewards program, it is best to reward employees based on the
achievement. For instance, a line cook, server, till operator, customer service representative and
delivery boy who came in to pick up a last-minute shift due to another employee’s absence might
deserve a gift card or movie passes. A cook who shows dedication and commitment may enjoy
praise and training directly from the chef

 Give praise publicly, such as Great job today or Well done on that order
 Write out the recognition with a personal note to thank the employee.
 Make the owner or other managers aware of an employee’s contributions.
 Reward employees with cash or gift cards.
 Provide lunch or take a worker out for a special meal.
 Schedule special opportunities, like events or company trips.
 Create a rewarding environment with special events, potlucks or outings for the whole
team.
 Shift manager should give pay and reward like as

Base Pay

Base pay is the fixed amount of cash compensation you receive for your work at Fast Food
Chain. It is determined by looking at our employees (till operator, delivery boy and customer
service representative) with skills, experience and contributions, and performance over time.

Short-Term Incentives
Unlike base pay, which is the fixed amount of pay for the job manager do, short-term incentives
are the variable, at-risk portion of cash compensation you may earn each year. Rewards are
based on annual performance both business and individual with measures tied directly to the Fast
Food business strategy.

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Long-Term Incentives
Our Fast Food Chain grants Long Term Incentive (LTI) stock awards to eligible employees to
create a link between the future performance of our Fast Food Chain business and the rewards
for individuals.
Company Car Program
Our Fast Food Chain business car program provides eligible employees with a company car for
both business and personal use. If qualified, employees (delivery boy, till operator and customer
service representative) can choose from a variety of vehicles, depending on their level within the
business. The program covers the cost of insurance, maintenance and repair.

Coercive Power
A shift manager has the power of hiring and firing someone for instance if a manager
implements an absenteeism policy that administers disciplinary actions to offending employees.

Referent Power
Basically it depends on the role model in the business. For example, young and ambitious
manager emulate the work habits and personal style of successful and charismatic executive.

Employee will also motivate from their role model manager.

Expert Power
It requires skills and knowledge. In fast food chain, every employees either till operator,
customer service representative and delivery boy and even that manager should share their skills
and knowledge and techniques of own fields to each other’s.

Maslow’s Hierarchy of Needs

Maslow's hierarchy of need categories is

Self – actualization, (it depends on the self-matters like education, religion, hobbies and
personal growth and also include with the training, creativity)

Esteem, (it shows family, friends and community included with the knowing, high
status about family and friends and also responsibilities of everything)

Belongingness, (it is also with family and friends. It depends on teams, clients, supervisors
and subordinates)

Safety, (it is for everything which can happen in whole practical life that is job
security, work safety and health insurance)

Physiological (without natural things humans are nothing. Food and water is necessary.
Air and heat and also the salary is important for human being)

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McGregor’s X Theory and Y Theory

McGregor proposed an authoritarian (democratic) approach to management style. His theory X
(authoritarian) manager is tough and supports tight controls with punishment or reward system.
The contrasting style is that of the theory Y manager the democrat who is benevolent
participative and a believer of controls.

Theory X

Hard Approach
Hard approach means that tight controls, threats with employee and close supervision. Hard
approach give low out-put, and hard line union demand.

Soft Approach
Soft approach means that seek harmony with the hope that in employee will corporate when ask
to do so. Soft approach shows that increase in reliability and increasing request for more reward.

With soft approach a shift manager can easily assign a task for accomplish from employees
whatever delivery boy, till operator and customer service representative. And employee will
definitely motivate from rewards. Manager will easily accomplish his task for that newly open
college and will increase sales.

Suppose that people dislike work and responsibility. Therefore they must be coerced or
manipulated with supervisor likely to be task driven and manager having a high score on the
concern for production.

Theory Y

Assumes that people value work due to individual are motivated by seeking self-achievement,
supervision is more likely to be concerned with the individual and thus managers will have a
high score on the concern for people.

If a shift manager adopt the hard approach then it will be difficult to take the work from
employees like till operator, delivery boy and customer service representative.

In this theory people are lazy, have no tension, and do not like to work under the any pressure.
Employees have not spirit and also want no responsibility. They are not interested in
organization’s goal. They did not struggle.

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Money as a Motivator
Money is the form of pay is powerful motivator.

Maslow

Pay is unique in that it can satisfy all types of needs. For instance the prestige of being on a high
salary level can be source of ego fulfilment.

Herzberg

Pay is look like a hygiene factor but it is the motivator tool for employees when they are occurs
according to the successive approach.

Equity theory

Pay is a major reason for felt inequity and an object of social comparison.

Expectancy theory

Pay is only one of many work rewards that maybe valued by individuals at work. When
expectancy will be high pay can be the bridge of the motivation for employees

Feedback as a motivation

Herzberg said ‘a manager cannot motivate staff in a vacuum’. Feedback is essential if motivation
is to grow. The feedback either it’s from customers or shift manager must be cleat and powerful.
Intrinsic feedback is inadequate in learning job skills and the shift manager has to provide the
relevant extrinsic feedback. Concurrent feedback is better than delayed feedback when
developing job knowledge skills and performance.

Acknowledgement, praise and encouragement create feelings of confidence, aptitude,

development and progress that enhance the motivation to learn.

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Bibliography
(2015). Retrieved from http://sample-interview-
questions.com/Shift+Manager+Fast+Food+Restaurant/interview+questions

(2015). Retrieved from http://http-

download.intuit.com/http.intuit/CMO/payroll/assets/SampleJobApplicationForm.doc

(2015). Retrieved from https://www.go2hr.ca/articles/legal-issues-you-need-consider-your-recruiting-

process

(n.d.). In F. F. LYNCH, equal opportunity and the management of diversity.

(n.d.). In F. F. LYNCH, managing people.

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