Reconstructing The Human Factor Through Lean Business Principles

A Proposal

By

Kenneth F. Fernandez

12/09/2005

Table of Contents

1)Roots of Problems within the Organization 2)Problems/Demotivation 3)Two-Phase Initiative for Motivational/Organizational Reconstruction 4)Supporting Literature/Case Studies

Section 1: Roots of the Problem

1)Bourgeoisie/Proletariat Mentality with a Machiavellian basis due to lack of understanding between management and associates. 2)Inability of organization management at all levels to enact proper disciplinary action due to union rules often supporting demotivated individuals taking advantage of the system. 3)Lack of communication and understanding between departments. 4)Resentment because of inability to act that effects both sides of the organization. 5)Lack of initiative/Direction on all parts to combat the problem head-on for long term-results and productivity.

6)Lack of understanding mobility means being prepared for openings, and professionalization of the Low-wage workforce helps the entire organization and inspires competency.

Section 2 : Problems/Demotivation 1)Promotions of individuals with less time put in, and experience without explanation. Also, or for the employee to be encouraged to find out why they did not advance over another. 2)Lack of really understanding how to extrapolate a skill set. 3)Raises not given to long-term people and new hires being paid a higher wage. 4)”Eight dollars a week and what does the union do for me?” 5)Employee lack of ownership and accountability, because they really do not understand management's point of view. 6)No in-depth explanation of training procedures, and not realizing some have potential, but just need a little slower explanation. 7)Lack of etiquette (Le Meridian signs/Emails to other departments).

8)Obvious lack of appreciation for employee meals by associate staff and lack of care for their own personal hotel space. 9)Frustration management has with babysitting employees. Loss of money and accidents. 10)Employees acting like their job is an imposition. 11)Five managers telling one-employee how to do the same thing. 12)All of the above

Section 3: Two-Phase Initiative for Motivational/Organizational

Reconstruction 1)Phase One: So the company can help associates have a clear explanation of how to keep composure, and solve a problem while under pressure we initiate a new mnemonic philosophy: Whenever an issue a Westin Associate C.A.R.E.S:

Creates a pathway to a solution by

Attention to all details

Respecting all opinions, and

Exercising proper protocols to:

Solve the problem.

This philosophy, of course, backed by the notion that “Solutions are Our Business… Satisfaction Is our Answer.”

2)Phase Two: An new training initiative for all managers and associates in the form of R.E.S.P.E.C.T days:

Research

Each departments

Standards of practice and

Professional

Environment to

Create a unified

Team Ideas for Managers:

Exchange departments for a shift once per quarter Help them understand the best managers lead by example and can work in

any position. Have a forum on strengths and weaknesses with their employees and a

mediator. Ideas for Associates:

“King for a day.” Two times a month through a raffle one employee has to work with the manager as a manger to gain an understanding of their job and operations.

Same system of inter-departmental transfers More encouragement for housekeepers, housemen, servers, doorman, etc. for

transition and

professional development. Once a month workshops on professional development topics, home finances,

and educational planning.

Classes on English related to the hospitality industry and communication between departments.

This Achieves:

Preventing stagnation. Professional development opportunities. Rejuvenating departments. Creating a unified organization. Better teamwork and coordination. Erases unhealthy competition. Motivation and leads to the forwarding of organizational goals. Containing long-term costs. Providing greater degrees of ownership and accountability for employees. Higher GSI Scores, because employees “want to” as opposed to “have to.”

Points to obtain Union Support:

Overall benefits to employees and their career prospects. (All the above). The ability to further integrate ideas and build a stronger bond. The ability to gain future security and business success. Highly visible way for them to show they are “Helping build lives

and not just getting a dollar an hour more!” Implementation

Detailed planning Manager and Associate meetings to discuss the idea and gain support.

*Not to be taken lightly *Convince all of benefits *“Show of willingness to engage in logically."

Adequate, effective, and respectful marketing materials. Discuss expenses/investment

Section 4: Supporting Literature/Case Studies

*The following pages include my cover letter (pre-hire) and resume, so you can understand my qualifications and justification for writing this proposal. Also, included you will find four articles with case studies and supporting materials for this proposal. Thank you for your time and attention, Kenneth F. Fernandez Westin Security Officer Copley Place Boston, Ma. 02116 Work: (617)351-7300 Cell: (617)416-2409 Keneth.Fernandez@Westin.com Aizen77@aol.com