Chapter 5
Discussion and conclusion
This chapter will conclude this research and make recommendations for the organization, the future and for future study in this area, alongside the conclusions of the methods used. This final chapter of the dissertation will discuss the key findings generated from the results in previous chapter as well as the information gathered within the literature review in chapter 2. This chapter will look back at the aim and objectives to ensure that the research has achieved this. To obtain an overview of the analysis will be provided; the recommendations and implication for the hotel industry will then follow this.
From the results obtained from the survey and subsequent semi-structured interviews, the need for control appear to be the main drive behind the organizational structures of the four-star plus hotels in the UK. The managements of most of these hotels appear to be in a dilemma between the need for stringent internal controls to safeguard the assets of the hotels and to ensure the hotel staff are all acting in the best interest of the hotel and need for reasonable empowerment of the staff to ensure timely making and execution of decisions. However, there appears to be a general shift in approach regarding attainment of organizational controls from the traditional controls bases on organizational structures, to control driven by positive behaviour of the employees and management. The aim is to ensure the employees and management both share the mission and objectives of the hotel, with all striving to attain such mission and objectives.
The Hilton hotel chain has purposefully embarked on training and development programs aimed at attaining this ideal state. The organizational structures in t...
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...rtain which of the two variables exert more influence on the other and the extent to which the management of an organization may use its structures to influence the management style adopted by its managers. Also important would be the behaviour or response of managers and employees alike, when faced with a sudden change in organizational structures. Their adaptability to new dispensation would be assessed based on their involvement in the design of the new structures and the extent to which the new structures affect their work. All organizations have established ways of doing things, which constitute their culture and any changes to this established order may have different consequences for the organization, it may important to isolate and study the impact of changes in organizational structure to employee motivation under certain predetermined circumstances.
My paper analyzes the IS/IT (Information Systems based on Information Technologies) of hotel units integrated in a group, using a literature and a case study which examines how the information technology of the ERP type are applied in the hotel units along with its limitations and its advantages.
Sophisticated gadgets, high standard of living and advanced technology are highly demanded in this modern and developing world. In the recent years, companies have fasten the pace within the industries by looking at constant improvements and entering ‘gaps’ in the market to attract consumers. Nowadays, not merely companies rack one’s brains to attract consumers, by hook or by crook, nations throughout the world are also trying to inform consumers that ‘Our nation is the best, please buy and wide-spread use our products or services’. These circumstance have led to consumers’ expectations and tastes increasingly homogenized, thus, the concept of globalization of nowadays economy is introduced. “Globalization is the free movement of goods, people and capital; of the three, it's the money that's had the most significant effect on our lives recently, for both good and ill.”(Schuman, 2013) In such a unpredictable economic climate, huge amount of small and medium- sized enterprises are enhancing its management model as well as its operations strategy to increase its revenues and the ability of survive. Junction Hotel is no exception. With many appearance of international hotels and related industries, junction Hotel is confronting with serious challenges. To break through barrier and obtain business success, excellent management and strategic are needed. However, present-day’s junction hotel hardly deserve to be called “success”.in spite of Junction Hotel once highly consider as a successful luxury hotel with a strong business background ,now has been under- performing for years duo to several factors such as piecemeal investments, irregular system and lack of clear objectives. To enhance efficiency and performant of Jun...
Upon installation as the manager and due to his experience in the hotel industry Becker applied the same strategies that had made him successful in his previous management roles. The strategies included: empowerment of the employees; reduction of rules that led to bureaucratic behaviors; enhancing innovativeness of the employees and increased interaction between the management and the employees. All these were new strategies that had never been used before at the hotel hence employees needed time ...
The sample represents all U.S. regions and several different hotel location types, including city (47.7%), suburb (15.2%), airport (15.2%), and resort (21.9%). The total data presented here are from hotel managers (N = 98) and hourly employees (N=66) who completed a baseline survey followed by daily diary telephone interviews for eight consecutive days.
b) Managers – that they have very little to no control over their property or employees. It seems like many important decisions have been taken away from managers, and they can not react in the best interest for the hotel chain because what’s in the customer’s best interest is usually not the same as the company’s best interest.
(2014) is “the way in which leaders interact, make decisions, and influence others in the organization” (p 237). The culture needs to foster cooperation from all areas of an organization, while providing the ability for adaptation and growth. Not all organizations culture will be the same, there is not a correct one that can blanket all organizations to cozy success. (3) Talent Systems. Human capital drives all organizations, the right people need to be in the right jobs with the correct opportunities for growth and advancement. There must be a constant search for strategic thinkers and leaders able to step up with called upon. The authors mention “Talent Sustainability” (p. 248), there must be enough qualified employees ready to move up so the organization will not stall while searching for others to replace others due to attrition, or other opportunists. (4) Organizational Design, must take a number of variables into account while providing structure to an organization. Hughes et al. (2014) state “the design of the organization is a trade-off between options, each with advantages and disadvantages” (p 253). The correct design can help clear the hierarchy of an organization and the proper channels for
Brunt Hotels Group as a giant Entrepreneur recognizes an opportunity in France and decided to take the bull by the horn – acquire a small hotel chain. This investment added to the 60 hotels owned in the United Kingdom. Their decision after the acquisition of the hotel chain in France was to use half of the revenue to retain and rebrand the Brunt Hotels Group and the other half would be sold to maintain and support the strategic objectives of growth. The small hotel chain has lots of facilities to attract customers; they are clean and at competitive price. They are also situated at Downtown where easy access to mass transit bus is available. Brunt Hotels Group has a five-year plan which is to own 150 hotels and a 10-year plan; to own 300 hotels. To this, they decided to recruit home country managers to oversee the business activities of the small hotel chain just acquired in France. However, the Hotel...
By ensuring that the initial as well as subsequent contact with the employee aligns to the mission and vision statement of the Ritz, it becomes possible to train and guide the employee to take up the culture expected of the firm’s employees (Connie 1995). Leading by example is a phenomenon that further helps the Ritz live up to its expectations in terms of service delivery and customer satisfaction. This is simply because the Ritz presents a workplace where learning is a continuous process. The fact that the chief executive can take his time to induct employees and even show them “how it is done” is the best system to use when creating the value of leadership in employees. The system at the Ritz seeks to create some form of autonomy in terms of decision making by the employees through provision of leeway allowing employees to make some decisions in a bid to satisfy the unique needs of the guests. The motto, “ladies and gentlemen serving ladies and gentlemen” presents a mantra that has the effect of appreciating the employees as much as the most valuable guests (Joseph 2008). This mantra underpins the performance associated with each employee and the eventual culmination in the importance of the employee population to the realization of success as well as the satisfaction of the guests of the
The hotel industry performs within a saturated market, driven by customer loyalty and competitive pricing to stand-out. This competitive nature makes it extremely important to capitalise on strengths while improving on
Organizational structure can be defined as the “formal arrangement of jobs within an organization” (Robbins & Coulter, 2009, p. 185). Having a defined and unified structure helps employees work more efficiently. Jacques Kemp, former CEO of ING Insurance Asia/Pacific, realized this need early on in his role. The company had been performing well and recently acquired another insurance company to become “one of the largest life insurance companies in Asia-Pacific” (Schotter, 2006, p. 4). However, Kemp’s proactive personality led him to seek out ways to achieve more efficient coordination between the regional office and business units (Robbins & Coulter, 2009). Kemp noticed that “most business unit managers did not even know the current corporate standards” and he began searching for a way to manage the managers (Schotter, 2006, p. 5). ING Insurance Asia/Pacific’s organizational structure was mechanistic and fairly well structured, but for a company that had recently been involved in a major acquisition and was divided across 12 geographically dispersed markets there was a great need to tweak this structure to unify the company (Schotter, 2006). If I had been in Kemp’s position as CEO, I would have made modifications to the organizational chain of command, formalized business processes, and used technology to stimulate collaboration amongst the region to help this company overcome organizational design challenges.
"Any hotel is only as good as its personnel." This statement made by Gordon McGregor, the hotel manager, clearly portrays Corporate Strategy influencing HR policies and procedures. When Natalie Sharp the Director of Personnel, Gordon and the Supervisory Staff adjourned their meeting on contemplating how they might develop a good HR strategy to attract good work candidates, and fill the remaining available positions at the hotel. Another way corporate strategy influences HR strategy is through Distinctive Competence. Gordon has 15 years experience with this chain and for the last two years he has been highly involved in the planning of Tall Pines Center. Natalie has worked with 2 other hotel chains and helped open a new 100-room motel in the southwest recently. Their experience combined wi...
There should be cleared.environment to servive in this competitive era.they has to evaluate new strategy for targeting their goals and tactics.inventory control ,service for special customers and all other activitives which takes part in each day within the hospitality or tourism operation.in hotel industry there should be something new on each day as compare to others which help to cater
InterContinental Hotels Group (IHG) is the largest hotels group company worldwide and one of the leading company in the hospitality industry. This assignment will analyse IHG in twelve contexts: how it started as a brewery and moved to hotels and the hospitality industry, the number of branches they have and where they are situated, how the company helps the environment as well as how they embrace new technology and develop the industry, the rules or code of conduct that all employees should learn, what the group does to help and improve the local community and people, as well as some of the bad news that could damage this company, the main offices that control the branches and hotels, and finally, the final report from last year, 2015.
History of Hilton hotel has been very interesting as it started as Mobley Hotel in year 1919 a small building. Because, when the company started it had no plans or ideas of expanding, the sole purpose was to serve as a place for the travelers to stay where they can comfortably enjoy a night or few and carry on towards their journey. After twenty-seven years of business and hard work, this small hotel went nationally in eleven states within United States, known as Hilton. Currently they have four thousand worldwide properties, either directly owned or franchised (including third party), in seventy-eight countries. Hilton even though allows franchises but there policies remain the same and direct Hilton officials do all the upper level management. The company name Hilton understands for Hosp...
After reading The Goal, I would like to apply these concepts to the hospitality industry, Hotel. I got a chance to have an interview with a former room attendant in Howard Hotels, a five-star hotel in Taiwan. Although the room attendant’s duty is quite simple, I find the way to apply the ideas from the book to their work.