Typical neighborhood bars would employ functional organization structure where each portion is categorized as per its purpose (Gidron, p.28-31), for example, cleaning department, serving department, finance department and so on. This arrangement works very well for small organizations such as neighborhood bars.
Restaurant bars would assume divisional organizational structure where there are several divisions within the organization (Gidron, p.28-31), all working under the umbrella of the restaurant. These units work together in satisfying the needs of the clients.
Hotel bars would also employ the divisional organization style similar to the one implemented by restaurant bars. These organizations have a more or less basic set-up thus; one structure can be borrowed from each other.
Showrooms and Nightclubs
Showrooms and nightclubs would employ the hybrid organizational structure, often referred to as the matrix structure (Gidron, p.28-31). It borrows from both the functional and the divisional structure as it entails several activities within the same organization, such as movie shows, music concerts and so on. Such activities involve several concerns and actions requiring expertise from the appropriate personnel.
Some of the tasks of a bartender would include money collection on served drinks, verification of the age of customers to ensure they meet the threshold requirements for alcohol and related substances purchases. They also balance cash books and receipts, stocking the bar with liquor, wine, beer and related accessory supplies. Again they take part in serving, making orders, maintaining cleanliness of the premise, planning menus of the bar, and supervision of other bar staff.
The bar back ensures that enough reserve liquor is always available. Takes part in the running of the prime’s storage area and standing in for the absent staff. They also re-stocking and mix drinks, oversee the overall premise cleanliness. In summary terms, the role of a bar backer is to facilitate bartenders.
The beverage manager is tasked with daily operations, food, and beverage budgets while also maintaining set high standards. They provide smart external and internal customer service, awesome design menus, and make necessary adjustments and their purchases. They also carry out identification of customer needs with a proactive response to these concerns. They lead Food and Beverage section or department by recruiting, attracting, appraising and training capable personnel. Furthermore, they establish policies, procedures and meet scheduled targets. They also ensure compliance with all the set standards for health and safety. More so, they are tasked with providing sales productivity reports to the management.
The owner recruits top-level staff, trains them and offer motivation to them over and over again. It is also their role to ensure licensing legislations are always up to date while bearing the enterprises’ legal productivity. He or she should ensure that food stuff is kept in safe conditions in upholding health and safety regulations and standards. The owner may be given the task of managing and coordinating kitchen personnel and handling demanding clients.
The cocktail server is entrusted with the preparation and serving or availing ordered drinks, preparing stations, serving food and beverages, responding to customer inquiries regarding menu choices. They also confirm clients to foster satisfaction, observe and monitor dining experiences of customers, thanking and inviting customers for their visits, accept and deliver payments to the cashier, and giving change back to the clients
The application process for the above-listed positions would take more or less similar process. Of course the first step would be the availability of the post (vacancy), advertisement of the existing vacancy, resume forwarding by the applicants, shortlisting exercise, interviewing process (which may even involve practical assessment, especially in key positions such as beverage manager). Finally, competent candidates are picked.
Nothing ever existed as “single bars”. In fact, it was just an old term. Overpopulation of bars either on weekdays or weekends by single people generates the simplified phrase, “single bars”. Such bars happen to host meetups, cruises, and dancers but do not mean it is a “single bar.” (boards.askmen.com)
The four leadership styles include; democratic, autocratic, laissez-faire and paternalistic style (Ferris, p.69-75). Autocratic leadership style focuses power concentration and decision-making on one’s self-perhaps the owner of the premise. It is a negative leadership style based on punishments and scary threats (Ferris, p.69-75). Employees, therefore, work as hard as they can to escape punishment. On the other hand, democratic leadership style decentralizes power. It is based on consultations with junior staff in formulating policies and plans. It fosters enthusiasm in employees thus giving them the opportunity to forward their suggestions for improvement (Ferris, p.69-75). The laissez-faire leadership style escapes responsibility and authority. It transfers decision-making roles to juniors and pick up the little regulatory initiative. No directions are given to the group allowing them to establish their goals and solving their problems (Ferris, p.69-75). Finally, paternalistic style of leadership operates in the manner that the leader assumes fatherly or protective functions (Ferris, p.69-75). The existing relationship between the group and the leader is like that of family members and the head of the household. The leader offers protection and guidance to his staff members as if they were members of his or her family.
Organizational factors that affect leadership style to be adopted include; employee commitment in discharging their duties within the organization. Also the nature of the business and typical operating hours. Again the type and behavior of the organization’s head or owner. Experience that the owner or manager has had with some employees and employees’ level of loyalty to the business.
Leadership may be defined as a system that commands followers, or it may be defined as the capacity to transform visions and missions into realities, and therefore, leaders can then be defined as people who empower others. The similarities of these definitions are evident in the outcome. The difference is seen in the system used or structure employed in realizing those outcomes.
It does not matter how leadership may be defined. What matters is what does not translate into leadership. Seniority in the position held by someone has nothing to do with leadership. Again it has nothing to do with titles, personal attributes or management.
Gidron, Benjamin.. "The Phenomenon of Social Businesses." Organization Structure in Social Enterprises (2014): 28-59. Web.
Ferris, Gerald. "Leardership, Job Perceptions, and Influence: A Conceptual Integration." Human Relations 34.12 (2011): 69-97. Web.
"Announcement." Do Singles Bars Exist? Web. 31 Jan. 2016. http://boards.askmen.com/forum/topics/love-relationships/1673007-do-singles-bars-exist