Contingency management is the most common of all management concepts for the easy reason that it provides the necessary versatility to develop strategies which pertain to each individual organisation. Implementing a flexible management style allows an organisation to become more adjustable to changes in both the micro (inside) and macro (external) surroundings.
Leicester Marriott has implemented a form of contingency management which revolves around the individuals relations strategy, whereby previous studies have shown that certain factors are instrumental to worker satisfaction. Marriott provides tremendous importance to its affiliates, as they finally are the reason the brand has prevailed for so many years. Associate opinions are highly respected by participants of management, so they are often required to show up at brainstorming trainings where key issues are discussed. Such engagement should make method for improved output and efficiency, as having an insight in the decisions taken in ones office is important to happiness at work, which may likewise have a positive effect on other aspects of associate life. Associates of management know that to increase success, employees must be awarded an even of responsibility within the organisation, and most significantly, be respected and cared for as integral customers of the company.
The five-star Grand Hotel Excelsior (GHE) in Malta is not owned or operated or run by any hotel chain, but is privately owned by a British family. It started operations around four years ago, and has since risen to become one of the better hotels on the island, troubling the likes of Hilton, Westin and Le Meridien which dominate the luxury accommodation Market in Malta. The Excelsior is associated with the Iprefer group, that provides subscribed participants numerous benefits such as discount rates and offers for Iprefer hotels throughout the world.
At the Excelsior, divisions between top management and their subordinates are usually noticeable, a characteristic which is similar to bureaucratic management. However, extreme respect and appreciation is proven to employees when duties are completed successfully, and the overall manager often strains the actual fact that the hotel's success is owed to its employees.
Unlike Marriott's proven approach to management, the Excelsior's directors and professionals needed to devise a management style which fit the organisation's requirements. In doing so, training has been given priority and is completed by in-house specialists, as well as by some of Malta's leading assessment companies. Through personal experience, delicate management is very much present within the rooms division as managers are aware that adopting hard management will never be beneficial. The employment of hard management could make employees fear their superiors, to the scope that absenteeism may increase, and employees may seek job opportunities anywhere else. However, this will not mean that professionals should not, when necessary, show authority.
Task 2 - Using an company where you have worked evaluate the role and function of at least one manager. Compare the leadership style of your chosen organisation with one of the leaders in the case study.
At the Grand Hotel Excelsior, Forward office employees are the first to interact with guests, and must therefore project the hotel's image of luxury and professionalism and reliability by being well groomed, well mannered, professional, and hospitable. The lobby's traditional decor and warm light ensure that guests feel pleasant and relaxed, particularly after hours of travel. Upon appearance, friends are greeted and helped by the porter, and are then aimed towards leading office where they can be found a complimentary welcome drink, and the check-in process begins.
The prominent office manager handles all entrance of house businesses to ensure that friends are offered an 'Iprefer experience'. The tasks and functions regarding this position are vast and essential to the establishment's success. The principal role of the front office supervisor is to develop and hold on to professional romantic relationships with friends and non-guests, with the aim of having them returning time and time again. However, he's aware that the only path to give a seamless guest experience is to ensure that his team is, above all, treated respectfully.
Front of house functions pertaining to leading office supervisor include but are not limited to; reviewing the hotel's room availableness status and special guest requests, resolving guest complaints, critiquing comment cards, participating in the daily brain of office (HOD) meetings, supporting his team members at the front end office when it gets occupied, and when necessary, greet VIP guests and ensure that their check-ins go as smoothly as it can be. He highly prices his team's source and often sets up informal meetings to discuss any issues which they have encountered or are facing, and asks for recommendations to mitigate such issues to ensure that leading office operates as efficiently and effectively as possible.
Performance management and staff motivation are directly linked to management. Leading office supervisor adapts positive leadership to his management style, which is vital to ensure that employees adopt a positive attitude towards work and aren't passive towards their obligations. Performance management and desire also ensure that income forecasts are reached, services are regular, and the entire environment is positive. Eventually, guests expect value for money, and must therefore be offered an event which meets, or even more appropriately, exceeds their anticipations.
Performance management at Leicester Marriott
Associate performance is important to any organisation's success. Potential affiliates at Leicester Marriott must undergo a three day induction before commencing work, to discuss key areas which range from an explanation of the company's organigram to disability discrimination understanding. The techniques adopted range between lectures to audio-visual presentations by means of corporate motion pictures.
Once management is content with their performance, they may be cross trained by their department managers. The case study strains that the speed of development within the business is exclusively up to the average person, so they need to learn how to manage themselves appropriately. This happens to be a key feature of the individuals relations approach. Monthly a meeting is established between affiliates and their managers to go over and deal with any issues before they lead to any declines in customer satisfaction and other inconsistencies.
By reducing staff turnover, the grade of the services rendered, the profitability obtained, and the ability of staff to progress within the company to raised positions will be far more likely. In-house as well as online programs are offered to employees who wish to enhance their skills and performance, whilst professionals are trained at other Marriott organizations. This might allow managers to observe how different organizations go through their daily business, and how although each Marriott hotel aims to provide a quality experience, each establishment has unique features which make them attractive, such as unique decor, unique entertainment, or unique associates of staff, for illustration.
Performance management at the Grand Hotel Excelsior
Online and treatment based courses can be found free of charge to customers of staff on a monthly basis, whereby skills such as social appreciation and understanding, and numerous others can be enhanced. Training is constantly offered to customers of staff in-house, by hotel employees as well as professional discussion companies. Management feels that it's important for employees to receive the best training possible to be able to be able to provide a seamless experience to friends and non-guests.
Induction training is normally one day miss those opting to work at front office, which occurs in a gathering room on the premises. Being such a fast paced industry, most training occurs face to face. Through the first couple of weeks of work, employees at forward office must log down their improvement in a improvement record, and take any necessary records. Any issues which are encountered should be dealt with immediately to avoid unnecessary errors in the foreseeable future. After the fundamental factors of cross training have been covered, employees must undertake a test whereby the skills obtained are evaluated.
Motivation at Leicester Marriott
Marriott believes that we now have other method of motivation for personnel other than getting a salary by the end of the month. Employees should feel as if they are respected for their efforts to the organisation's success. Staff is incentivised through numerous techniques such as special discounts and exclusive offers when staying at Marriott properties. They may alternatively choose to acquire vouchers for top quality shops rather than using Marriott stay. Although other motivators often overshadow working conditions, conditions at work may indeed lead to de-motivation. In order to avoid this, management provides quality canteen services, easy access to uniform, intensive taxi benefits, as well as other basic factors.
Other motivators come in the form of team development exercises, where employees can become familiar with one another better and develop better professional human relationships, as well as departmental outings, barbeques, dress gatherings, Oscar parties, employee of the month and special person awards ceremonies, as well as gratitude week.
Motivation at the Grand Hotel Excelsior
Motivation is a simple part of leadership, as all those who form part of a team must be rewarded for some reason or another because of their attempts. Maslow's hierarchy of needs performs an intrinsic part in one's performance at work. It suggests that for a person to reside a fulfilling life there should be the required foundations set up. The satisfaction of the essential physiological requirements such as food and shelter must have the ability to work our way towards 'self-fulfillment'.
It is understandable that organisations are unable to appeal to all the factors posted in Maslow's hierarchy because of financial and/or other limitations. On the Grand Hotel excelsior, employees are offered good quality canteen facilities for breakfast time, lunchtime, tea time and dinner. The hotel also provides free accommodation for international students working at the hotel as well as for employees who work night and day to prepare for large occurrences. That is done to avoid employees having any pointless road damages whilst driving home from work. A feeling of protection is provided by regular 24 hour CCTV surveillance, as well as security officers, whilst a sense of owed is obvious in the group work that's needed is to successfully package with day-to-day situations.
Management at the Excelsior rewards personnel for their contributions to the success of the organisation mainly through special rates for themselves and close friends and family, a free of charge weekend break by the end of each calendar year for each employee and a partner, a good bottle of foreign wine beverages for the employee with the highest up selling score, bonuses for each up sell which takes place, such us upgrading guests to a Sea View or Sea Living room from an inland view room, as well as certificates that are given to the best undertaking members of personnel during the IXL (I Excel) Awards ceremony. Besides these, there are numerous other departmental activities and occasions that are organised throughout the year. Employees may also reap the benefits of easy uniform access from 6 am till 6:30pm, taxi cab special discounts, and other basic factors which personnel have to be happy in their work place.
Task 3 - Evaluate the leadership skills necessary to ensure effective management of the personnel of the two organisations.
The main aim of a administrator is to maximise the output of any organisation and simultaneously maximise profitability. To do so however, it is more often than not required to have positive authority skills when working in the services industry. Employees often seek the guidance or assistance of these superiors, and their capacity to perform well may be hindered by the inability of these superiors to lead by establishing the right example. Effective command is therefore fundamental for the management of the staff of the two organisations.
Performance management
For both organisations to stay competitive and successful, they need to ensure that employees are given the best possible training. Though it is difficult to provide perfect services in an industry filled with variables, excellence must be targeted for nonetheless. A measure of performance must be founded to be able to analyse areas which were increased as well as those that await improvement.
To be able to improve performance;
Current performance must be analysed and in comparison to a set concentrate on.
Plans must be devised to be able to improve current performance and bring it consistent with targets.
The devised plan must be implemented,
The applied plan must be evaluated, and
The methods of way of measuring must be re-assessed and re-formulated if it's required to do it.
Motivation
Maslow's hierarchy of needs happens to be one of the most straightforward ideas in mental health and motivational studies, which suggests that every man has the basic requirements of food, drink and shelter, and it is merely when they are satisfied that people have the ability to work at 'self-fulfillment'. Employees are encouraged through the provision of certain elements out of this hierarchy.
Employees should be incentivised to look at a more good attitude towards their responsibilities, as well concerning improve their performance. They have to know they are of value to the organisation, as working in the hospitality industry requires a lot of time, energy and patience. It also is actually one of the lowest paying industries, the input that is required for operations to perform smoothly is remarkable. Employees would expect to be encouraged in other ways apart from just receiving a salary by the end of the month, as this is an extremely short-lived motivator. They have to feel respected and well known by their superiors and by others, something that the new front office director at the Grand Hotel Excelsior is highly with the capacity of. He offers that reassurance that he's there for everyone, and this everyone should plan him when they may have any difficulties. Most importantly, he knows that to build up as a team and get over obstacles, he has to create a strong, reliable and dependable team.
Ethical leadership
Ethics is a branch of mindset which allows us to distinguish between, and understand the principles of right and wrong. Leading by preparing the right example is crucial for employees to feel secure at work. Unethical authority can harm employees over a psychological level, and this may multiply to other areas of their lives. Ethics is a sophisticated subject matter and employees regrettably face numerous difficult situations at the task place, where they may disagree with the activities of the superiors, but are often fearful to confront them because it may eventually cost them their job.
Action-centred leadership
Taking immediate action on issues which must be resolved is important to ensure that professional associations with employees are strengthened and not lost. Managing others takes a lot of perseverance and experience, and it is through positive command that a lot of it is possible.
John Adair's action-centred command model handles three crucial responsibilities that managers should possess. Depending on the difficulty of the task, the manager's suggestions may not be needed until following the task is completed. On the other hand, the manager may need to take care of a team, group, or individuals if the task accessible requires precise planning and foresight. Below are the three techniques of John's Adair's idea:
achieving the task
managing the team or group
managing individuals
Successful leadership also relies on effective communication, counselling, stress management and unwritten internal contracts.
Communication and counselling
Communication is important for the smooth operating of any organisation. It allows for the clarification of messages along as well as across an organigram. Communication may take practically any form, ranging from verbal to digital discussions. Upgraded communication permits fewer hiccups in the services being rendered, and therefore guests will undoubtedly have a better experience.
Managers frequently have to counsel associates with issues or problems that they are facing. These may range between discussing past performance to speaking about difficulties they are having with regards to their work or personal lives.
Stress management
Stress is very often work related, which may bring about relationship problems at home and at the job, as well as health problems, if it's not correctly administrated. The consequences of stress differ from individual to individual, and some people may become more capable of interacting with demanding situations than others. High stress may enjoy havoc over a team, and may limit its potential to perform consistent with targets. This is the reason why motivating employees is crucial to ensure that they develop a positive outlook on their duties at the job, which would significantly decrease the conception that work and stress are correlated.
Psychological contract
The psychological contract can be an unwritten contract this is the basis of a specialist relationship that is available between employees and their employers. An employer would expect to be well known by his team, and an employee may in turn expect good working conditions and value from the company. Even though the psychological deal is unwritten, it is the least that is expected by employees and employers at the job, and this forms the foundation after which professional romantic relationships are built and strengthened.
Task 4 - Examine a team where you been employed by and write an account of the type and behaviour of the group
A team is an organization of men and women that works jointly to reach the target or objective. This objective can only just be achieved with the combined efforts of each team member as the people insight required is often too much for just one person to take care of, particularly when deadlines are participating.
Working at the front desk requires constant team work. The potency of a team will depend on how well each team member knows their roles, and exactly how well they know each other's characters and working methods. It is a fact that no-one works in the exact same way as most of us have different personalities; pondering patterns and ways of reaching the same aims, and it is through such differences that we have the ability to provide a relaxing experience, the one that is unique and special, yet professional.
Although the team work required at prominent office is often not for specific jobs, such as coming up with a new up-selling strategy, we unconsciously consider every change to be always a project. The team's common objective is to ensure that all guests are content with what they have purchased and that that which we are providing them with meets, or exceeds their anticipations.
The people I work with at the front desk are definitely important to me, and just how I work. They certainly relieve the stress of needing to deal with every guest on your own, but moreover, you know that there is someone who is in the same position as you are, coping with similar problems and issues. When I see that my colleagues are having difficulty dealing with a specific issue, I really do not hesitate to aid them, and vice versa. The normal shift is eight time long, so it is in everyone's best interests to access know the other person well by interacting openly and posting ideas and thoughts, with the aim of developing trustworthy and positive professional associations.
Bruce Tuckman (1965) developed four critical stages for team development. These periods describe how groups are developed, and how issues are handled to reach the goal. The first stage is 'building', which handles the real getting mutually of group people. Once my skills developed through training at the Grand Hotel Excelsior, the duties given to me increased, and I was therefore more capable of working within a team. The next level is 'storming', whereby the team analyses its targets, and clearly defines the responsibilities of every team member. When problems occur at the job, we discuss all the possible ways that we can solve them. We then select the most effective and efficient solutions which are in line with hotel policy. The third stage is 'norming', whereby associates work conjunctively to attain their goals, mainly through the creation of recommendations and rules. As associates work together, they'll develop stronger connections and will therefore develop trust.
Through work I was not only able to develop professional interactions with my fellow workers, but I used to be also in a position to develop strong friendships. It is through such friendships that we have the ability to work effectively with one another. The ultimate step is 'executing', whereby associates understand each other and their work, and their utmost concern is getting the job done. Working in a hotel is hugely fast-paced and there is little time to be wasted. The main objective of a leading of house agent is finally to get the job done efficiently and properly, in order to aid our next guests.
Task 5 - Discuss the way the traits and characteristics of the individuals through this team influence their behaviour at work
Individuals who form part of the forward office team have cheerful personalities, and their cheerfulness is obvious in the way they work to ensure that friends are greeted and treated welcomingly. Guests enjoy meeting participants of personnel who are approachable, and they often drop by the front workplace for an instant talk. As a team, we know each other's basic qualities and characteristics well. The real personalities of team members break free during period of time time, or after work, as employed in a five star hotel requires one to react in a certain manner.
As a team, we realize each other's basic attributes and characteristics well. The real personalities of associates liberate during rest time, or after work, as employed in a five star hotel requires one to react in a certain manner. Personal characteristics typically include visible aspects such as gender, competition and age, communal and cultural characteristics such as religious beliefs and sexual orientation, and mental health characteristics such as drive and attitudes. It is through such personal characteristics that we develop particular beliefs or personal preferences, such as religious or political preferences, for illustration. Delicate content may be openly discussed between associates as a result of friendships that contain develop over time. However, such delicate subjects should never be discussed with friends as they could project a poor image of the average person, as well as the organisation.
The most dominant traits of people are said to be the 'big five' personality attributes, which include conscientiousness, agreeableness, neuroticism, openness and extroversion. My team mates undoubtedly possess a mixture of these five traits, and numerous others. It really is impossible for people to have the exact same persona as others, as one's figure is ultimately a product with their life activities.
Perception is an important subject when interacting with features and characteristics. Individuals may make certain traits apparent, such as agreeableness and conscientiousness, but have the ability to hide other traits that they feel shouldn't be noticeable, such as neuroticism. It is normal to feel stressed when demanding situations come up, and the level of anxiety which is experienced by a person depends on what their threshold for stress and anxiety tolerance is. In such a case, a visitor may perceive the employee to be peaceful and made up, when he/she is actually feeling restless.
Task 6 - Compare the composition of Leicester Marriott with an organisation where you have worked/have researched.
To be able to deal with all the processes required to operate a hospitality establishment such as a sizable capacity hotel, company directors and professionals must use specialised teams to ensure that work is performed effectively and effectively, with the best accuracy, and where possible, the cheapest cost. As the Leicester Marriott Hotel and the Grand Hotel Excelsior are both relatively large institutions they might need formal structures with specific assignments and duties. Every administrator is responsible for a particular team and team. This in theory should allow for increased efficiency as the task is divided between those who find themselves most experienced in their respected fields.
The Grand Hotel Excelsior's functional structure is similar to that of Marriott, as they both have an over-all Manager, department managers, supervisors, and Employees. As the Grand Hotel Excelsior has 427 rooms, and the Leicester Marriott has about 50 % as many, the GHE should in theory have more positions and therefore more employees. The period of control that all manager possesses ranges depending on department. For instance, leading office director at the GHE is in charge of leading office team as well as the housekeeping team, which happen to be the greatest departments within the hotel. Alternatively, the accounts office is one of the smallest, employing a few specialised individuals. The organigram below gives a detailed breakdown of the different roles at the Grand Hotel Excelsior.
An recognized Marriott PDF file bought at www. docstoc. com says that the company believes firmly in the benefits associated with departmentalisation and unity of control, whereby only 1 person reports to 1 manager. In cases like this it should be the supervisors who are accountable to their department professionals. Below is an example of what the Marriott organigram may appear to be in its simplest form. As is clearly evident, the primary set ups of both organisations are reasonably similar. One of the major dissimilarities however is usually that the Excelsior has many more facilities and amenities than the Marriott hotel, and would require greater departments to ensure that all operations run efficiently, specifically during peak season.
General Manager
Department Manager
Department Manager
Department Manager
Associates
Associates
Associates
Supervisor
Supervisor
Supervisor
Microsoft Phrase (2003)
Task 7 - Explain the culture of the company at the Leicester Marriott Hotel and describe how it effects on the success of the business
The Leicester Marriott encourages a strong brand identity, one which guests have grown to love and trust. A loyal visitor would expect the amount of service at the Marriott Marquis in Times Square to be of as high a standard as the Leicester Marriott hotel as both establishments have the same high prospects from their staff, and both hotels promote the same main values and aims.
Members of personnel at Leicester Marriott are all considered to be 'associates', a term that your organisation believes gives further purpose with their roles. Marriot presently places 82nd on CNN's top 100 set of best companies to work at for the entire year 2010, a promise which has continued to be true for quite some time. However, the recruitment process does not seem to be simple. Only those people who fit the organisation's frame of mind are eligible to join as management feels that it is not easy to instruct people how to develop the right attitude which is required to progress within the organisation. This is apparently a characteristic of a relatively closed organisation, and could therefore give it a more esteemed image in the work markets.
The organisation's culture is prosperous because it allows associates to develop trust, collaborate, and be creative. The culture is strengthened through numerous activities such as Personnel barbeques, office outings, get-togethers and alternative activities which allow them to access know each other better, develop relationships, and eventually, provide better quality services to guests. Also, they are given the possibility to share ideas during the weekly departmental conversations, where the week's most challenging occasions are discussed, and reviews is exchanged.
The organisation's key values are the main driving causes behind its culture, as explained in the corporate information portion of the Marriott website. Its culture influences just how it treats affiliates, faithful clients, and the city, which it firmly supports. Motivation is certainly a major area of the hotel's culture as management knows that the only way to make guests happy is to ensure that affiliates are evenly happy.
Task 8 - Discuss the communication channels of the organization in the case study and describe the importance of effective communications within organisations.
Communication skills are necessary within any organisation. The shortcoming to converse effectively will bring about a negative visitor experience and will eventually lead to some form of negative promotion. The organisation's team building exercises may make way for improved communication between users of personnel as well as departments. Guests tend to vent their anger on websites such as Trip Consultant when their vacations or business excursions do not go as designed as a result of inefficient communication. The deliverance of any product, whether it be a good or something, requires proper communication skills, particularly if the organisations involved wish to maintain customers.
Leicester Marriott knows that communication is crucial, and it therefore offers extreme importance to all or any communication programs. Verbal communication is the primary source of communication during departmental meetings which are presented once a month, whilst once 25 % users from all departments are collected to go over hotel performance and receive company updates and acknowledgement awards. Daily transfer meetings are also organised amongst HODs to go over important occasions, and interdepartmental meetings are held weekly to discuss the week's difficulties. Such communication allows employees to effectively deal with internal issues and, when possible, conjure up immediate solutions.
One of the primary corridors in the back of the hotel is strictly dedicated to communication between associates, where one can find personnel notice boards comprising written information about internal and external job vacancies, public activities, special hotel offers, health insurance and safety procedures, staff of the month information, and numerous others. Such information must be visible and easy to get at to all associates, as well as regularly kept up to date to keep carefully the interest alive. Associate notifications are published and distributed to all or any staff on the every week basis to ensure that they are up to date with the latest hotel issues. During break time, incidents and other activities, associates are absolve to chat and catch through to work and non-work related gossip, which is important to one's delight.
Hospitality organisations utilize almost every communication route. Written methods of communication might take the proper execution of reports which can be written up by management for hotel directors, words which are delivered by workers from the accounting section to banks, e-mails which are directed by employees at the reservations office to potential guests, and notices which are placed through to the staff notice table in the key personnel corridor. Spoken methods such as face to face encounters are constantly experienced by entry of house personnel when speaking to guests, formal meetings are carried out between users of management and shareholders, casual conferences may be completed between department people and their superiors, and mobile phone conversations may be needed when sorting out payment issues with previous guests.
Body language is another critical approach to communication, which could deliver announcements which oppose one's words, so it is important for folks who work in the hospitality industry to develop a body language which projects self-assurance and professionalism. As is obviously visible, it is through effective and efficient communication that any company is able to attract new clients and develop, retain and reinforce professional relationships
Task 9 - Describe contexts that can result in a change - many changes happen in the travel industry due the type of the industry including mergers and restructuring to react to changes in demand
Change in the travel industry is unavoidable, and such change is as a result of factors which, like the industry itself, are dynamic in nature. The PESTLE and SWOT frameworks are ideal examples of this. PESTLE stands for the political, economic, social, technical, legal and eco-environmental factors which influence organisations from all areas. The SWOT analysis deals with talents and weaknesses, which are actually internal attributes, as well as opportunities and risks, which are manufactured by players within the exterior environment.
Each PESTLE heading is immensely useful to identify possible factors which might lead to change within an company;
Political
Security concerns may create anxiety in airports scheduled to increased screening process processes, as happens to be the case in america for instance. This might make people choose an alternative destination to visit as the thought of spending excessive time in screening may be an annoyance and eventually, a deterrent.
Economic
Economic downturn may bring about the work of cost-cutting procedures, whereby employees may lose their jobs if little else can be carried out to lessen other costs. Unemployment rates will therefore rise, triggering extra financial tension on government expenses by means of paid benefits. The vibrant aspect of the travel and tourism industry coupled with a negative financial environment may have catastrophic results, and organisations attempt to conquer this by restructuring and re-evaluating market demand, as well as through mergers and acquisitions. Mergers and acquisitions enable a rise in market show by combining two or more loyal customer bases. As a matter of known fact, mergers and acquisitions in america for the year 2010 increased by 300%, and are expected to increase further this season.
Social
A boom in the ageing population may lead to greater financial stress for government authorities in terms of social benefits; however, this might also give companies the chance to tap new markets. Tour operators should broaden their product basic by adding more elderly-oriented package vacations, where everything is pre-paid, and everything factors are looked after by the organisation to ensure that clients have nothing to worry about. However, a decrease in labor and birth rates will be damaging to society and may have negative effects on the jobs market.
Technological
Technology is constantly bettering, so change is unavoidable in this admiration. New technology will allow businesses to become more efficient and could help to cut down on permanent costs. Therefore, companies which depend on technology to become more efficient are constantly considering change.
Legal
New transportation regulations may impose boundaries to the services offered by certain airlines, for illustration.
Eco-environmental
If olive oil prices continue to rise, and oil reserves continue to diminish, new forms of energy must be developed to preserve the daily requirements of the world. The Crowne Plaza hotel in Copenhagen uses its eco-credentials within its successful marketing campaign.
The SWOT analysis also allows managers and their clubs to analyse their market position with the purpose of successfully coping with external and interior changes. Strengths must be used to the organisation's edge and must be strengthened further through regular analysis of the competition, market situations, trends, and product lifecycles. Weaknesses must be analysed and converted into talents through proper planning and decision making. New opportunities may be the result of changes in the factors within the PESTLE framework, or changes in consumer tastes. Threats brought about by new competition may harm existing firms if indeed they have a much better and more appealing product offering more benefits. If for instance the travel market is experiencing a big change in consumer choices, this can be considered a hazard to those organisations which are unable to appeal to such changes.
Task 10 - Analyse the look and decision making functions that may be involved in handling change
The decision making functions required to deal with change ultimately be based upon how drastic the change is. Nominal change may necessitate minimal planning and decision making, whilst major change would require in-depth planning and demanding decision making strategies. The main types of change that can be experienced by an company are reactive and designed change, as well as tactical drift. Reactive change is normally forced upon an company by uncontrollable exterior forces within PESTLE framework. On the other hand, planned change is set upon by members of management and directors as they believe it would gain the organisation, whilst tactical drift is change that occurs subtly and is also not discovered until it is too later. In such a case, the organisation's culture is normally at fault, as tactical change is damaging to an organisation's well-being when there is not an accompanying social change.
Lewin (1951) devised the 'unfreeze-change-refreeze' model for change management, which is carefully from the force field research. The first level is called 'unfreeze', whereby people must change their current views and consider other possible situations which are consistent with future targets. Second step is named 'change', whereby the actual change process commences, and third step is the 'refreeze' level, whereby people get accustomed to the new situation which has been used. This principle forms the basis of change management and has been revised and adapted to numerous different situations.
When the makes traveling the change are discovered, managers must plan and decide how the organisation will adapt to changes enforced by both internal and external surroundings. Change is a sophisticated and cyclical process, very much like the planning process which is also cyclical in characteristics. By enough time the new goal is achieved, more advanced goals type in the organisation's pipeline, which is specially true to organisations which function in ever changing environments such as the hospitality industry. Here are five critical steps which are required for strategic planning to occur in preparation of times of change:
The first step of the look process is ideal for the organisation's new goals to be driven together with the several methods for reaching these goals. Professionals must forecast where they need the company to maintain the coming five years, what issues the industry may face and how such difficulties may effect the company, as well as to what magnitude such change may impact the organisation's client base, for instance.
Once all of the above are motivated and verified, the plan must then be carried out.
The distinctions between earlier and present performance should be measured and analysed to see whether the new plan is offering the required results.
Where necessary, the strategies should be fine-tuned before goals are satisfactorily come to.
New goals are establish because of this of change, and the process restarts.
The decision making process required to deal with change is also complex. Lewin (1947) developed the 'Power Field Research', an instrument which helps in the management of change in the organisation by depicting all the causes which work both for and resistant to the change. The below steps are essentially predicated on Lewin's analysis consequently forces must be looked at before making any decision. The depth of every step is determined by the level to which change is happening:
It is primarily required to gather all necessary data and information to have the ability to recognise the life of issues, and assess their urgency. Goals for change must be driven to be able to adapt to the near future situation, which is through both primary and secondary research a baseline for even more development can be created.
The facts must be analysed and the available choices to cope with the change must be diagnosed. The benefits regarding each option must be weighed against their costs in order to be able to determine which the most feasible options are. The huge benefits and costs of change are two makes which respond for and contrary to the change, which might be regarded as two forces associated with force field research.
The decision must be made after the option options are likened and the best option option is chosen.
The plan must be integrated after it is finalised, and the details should be communicated to all or any people who'll be influenced.
Future activities must be supervised and handled to ensure that the new situation is operating successfully.
In-depth strategic planning and decision making techniques are fundamental for change that occurs successfully. Before the plans are integrated, all people who may be damaged by such change should be effectively informed, whether it is the community, employees, devoted customers, or everyone, as this may help create or preserve an organisation's image of devotion towards its customers and other stakeholders. However, it eventually depends on the manager and his/her way. Some professionals may simply decide and tell people about any of it afterwards and persuade them to accept it, whilst others may for illustration ask people because of their opinions following a decision is manufactured, however, not take such thoughts into consideration. In other words, consultation of the kind is inadequate as the decisions could have already been made.
Task 11- As a manager what exactly are the implications of management in times of change? What exactly are the factors involved and what strategies is it possible to put into location to address these?
In times of change, a manager must be able to guide a team of associates towards a fresh common goal, a goal which caters for changes in the internal and external surroundings, and builds after prior shortcomings. Such change is often intricate and may be perceived as positive or negative with respect to the scope to which others may be damaged.
Insufficient training in areas such as job and change management and control can have a poor effect on any change initiative. Appropriate and recurrent training are key for an up-to-date knowledge of the required management methods regarding different types of change. Instances may include project management training to ensure that change is integrated in time and on budget, change management skills such as communication and consultation, as well as control skills.
Conflict handling skills are also important for many who are leading a team through change. Issue is commonly unavoidable in such situations and can result in stress, nonetheless it is often through such turmoil that among the better ideas are produced. Professionals leading an organisational change will most certainly face limitations or resistance to improve from individuals and groups within the company. However, the presence of resistance does not imply that the change is negative. On the other hand, it may be that employees simply fear breaking away from the norm and getting rid of the security associated using their current situation.
Leadership is fundamental to the provision of eye-sight and rationale for change, and having less it is known as to be an inhibitor. Inducing change without connecting with those who will be influenced is also an inhibitor to the effectiveness of change, and this will in the end lead to higher employee level of resistance and possible performance issues. The shortcoming or the reluctance of professionals to converse effectively with those who are to be influenced may be harmful to the organisation and may task a poor image.
Employing the four command routines, mainly performance management, inspiration, action-centred management and ethical authority may diminish some of this amount of resistance, and would therefore make the change a lot better. Leadership is finally about providing proper direction, communicating, and having the ability to understand the concerns of others, whilst providing the required reassurance to deal with the changeover.
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