Executive Summary

As a Hospitality Industry Consultant, I have been selected to solve Café Hip’s problems. In this report, I address the problems at Café Hip, power issues between the executive chef Ritchie Gravy and the food and beverage (F & B) manager Michelle Cook and how might playing with the power structures affect Café Hip. Analyzing the information provided by Café Hip, there is a way out suggestion given for neutralize Ritchie’s power without effecting performance, using teamwork, teambuilding, mentoring and coaching solve the continuation of toxic emotions in Café Hip.

Introduction

This report is about the problems in Café Hip, power issues between the two key persons of the business, neutralization of extensive power
As Ritchie Gravy and his A-team understand the value of them in the organization, they technically are abusing the floor staffs in different way, being aggressive for their honest mistake, racist and sexist comments, and plain vulgar language. These types of behavior surely decrease the competency of the floor staffs which results affect on business.

Managing Director Harry Soliman can play as a neutralizer in this situation. The role he played in general management staff meeting is surely not a characteristic of a leader while a leader should connect to his team and his team members. The general management staff meeting could be more like this, describing the importance of team work where each team member carries a responsibility to finish a task, giving a real view of the situation what happening in the workplace and how it is affecting personal and business, rights of worker in workplace and any violation of these rights may result in official warning and termination of individual as management always surveillance each and every team members. Now if he stepped in a way like this then surely the empowerment of Ritchie Gravy will neutralize without effecting performance.

What toxic emotions are evident in this case?

In “Toxic Emotions at Work and What to Do About Them”, Peter J. Frost argues that the way an organization responds to pain determines whether it remains toxic or becomes generative, whether it endures