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Essay on hotel operation management
Essay on hotel operation management
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The Four Points Internship Experience: three months after
Operational and Management Activities
Halfway through the internship, I have rotated to all the entry-level position in the housekeeping department. If the initial months were all about induction, immersion and adjustment into the new hotel and department the two months after that I am able to confidently rotate to any non-managerial position in the department. There is more focus on mastery of skills and establishment of connections between roles in the operating core. Like in the first journal, the Mintzberg Framework (refer to Figure 4) shall be applied to highlight the different activities that transpired three months after commencement of the internship. A better understanding of the parts of the organization and their connections was established at this point of the internship due to constant immersion into different roles.
Aside from the regular morning and weekday shifts I was rostered into afternoon and weekend shifts for this time period. Weekend and afternoon shifts are quite hectic for different reasons. Weekend shifts are hectic due to the number of departures and arrivals while afternoon shifts are due to the limited staff available for the shift. The activities at this time were quite similar to the weeks before but due to constant immersion into the roles a better different level of understanding of the activities was obtained.
The afternoon public areas role is a bit different from the other roles due to the fact that aside from attending to the public areas of the hotel when needed I am tasked to be a runner, room attendant and sometimes house person for the evening. Multi-tasking and prioritization skills are important for this role. Status checks ...
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...Organizational communication and conflict management', Management - Journal of Contemporary Management Issues, Management - Journal of Contemporary Management Issues, 2013, Issue 1 (18).
Tonidandel, S, Braddy, PW & Fleenor, JW 2012, Relative importance of managerial skills for predicting effectiveness, Journal of Managerial Psychology, 2012, Vol.27(6), p.636-655.
Uran, M 2010 'The organisational gap model for hotel management', Managing global transitions: international research journal, vol. 8, no. 4, pp. 405-422.
Zheng, W, Yang, B & Mclean, GN 2010 'Linking organizational culture, structure, strategy, and organizational effectiveness: Mediating role of knowledge management', Journal of Business Research, vol. 63, no. 7, pp. 763-771
Competing Values Skills assessment http://www.wiley.com/college/quinn/047136178X/survey/skl_asmt.html, viewed February 20,2014
My group previously visited the Sheraton Hotel for our first interview with the front desk manager and it went very well. We decided to keep with the same hotel for our next interview, but due to a last-minute cancellation from the housekeeping manager we were not able to complete the interview. Due to this situation, I will be talking about a whole different hotel - G6 Hospitality. The name G6 Hospitality refers to the hotel brands – Motel 6 and Studio 6. I chose to G6 Hospitality because it is a well-known company that I wanted to know about more in-depth. From all my research, I have gained a lot of insight on what G6 Hospitality is all about.
Rastogi, R., & Dave, V. (2004). Managerial effectiveness: A function of personality type and organisational components. Singapore Management Review, 26(2), 79-87. Retrieved from EBSCOhost.
In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and compromising style. Workplace conflict comes in two different kinds: task involving conflict, which focuses on the approaches used in resolving the problem and blaming conflict that has the aspects of blame and never brings element of resolving problems between the conflicting parties. In the perception of several individuals, relationship conflict is negative.
Among these issues includes glucose tolerance alterations, problems with cortisol concentrations, obesity, diabetes, mood disorders, and unusual pregnancy outcomes including an increased risk for preterm birth in female shift workers (Tewari et al. 14). It is unfortunate that those who are characterized as morning people typically have a harder time adjusting to the overnight shift (Natvik et al. 720). Similarly, those who consider themselves night owls have a harder time waking up early to report to work. Scheduling employees based upon how their body functions would benefit the facility and allow for a more productive
Abigail, R. A., & Cahn, D. D. (2011). Managing conflict through communication. 4th Ed. Boston: Allyn and Bacon.
Organizational culture is the system of shared beliefs and values that develops within an organization and guides the behavior of its members, while organizational structure is an expression of social and economic principles of hierarchy and specialization (Kinicki, 2015). Both the culture and the structure of an organization are important things for management to understand in order to successfully set and achieve an organization’s goals. Companies who excel in highly competitive fields can attribute their successful economic performance to a cohesive corporate culture that increases competitiveness and profitability. This culture is best utilized in an organization that has the necessary structure to allow its employees to coordinate their actions to achieve its goals.
In the past two decades, a lot of changes have been characterised in the healthcare working systems. One of these changes has been the assimilation of shift work systems and the flexibility in work schedules. The need for 24 hour care makes the healthcare professions to work with different shift systems such as 12 h, 8 h, 9 h or 10 hour shifts. However, the common shift work systems divide a 24-h day in two (12-h) or three (8-h) shifts. Nonetheless, this requires the staff to be adapted with the various forms of shift work schedules.
workplace include greater total resources, greater knowledge band and a greater source of ideas. However, these advantages can also bring on conflict within teams and the entire workplace. Varney (1989) reported that conflict remained the number one problem within a large company. This was after several attempts were made to train management in conflict resolutions and procedures. However, the conflict remained. The conflict possibly remains because the managers and leaders did not pay attention to the seriousness of the issue. In order to maintain an effective team, leaders and team members must know and be proactive in the conflict resolution techniques and procedures.
For this assignment I have carried out a job study for the Hotel Management industry.
According to Williams, 2014, “when companies look for employees who would be good managers, they look for individuals who have technical skills, human skills, conceptual skills and the motivation to manage,” (Williams, p. 14).
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
"There seems to be overall agreement that effective managers must be effective in conceptual, interpersonal, technical, and political skills."(Robbins&Decenzo, 2003).
Ngirwa, C. C., Euwema, M., Babyegeya, E., & Stouten, J. (2013). Leaders styles of managing
(Asawo, 2011). Conflict can occur in any setting and as leaders in organizations guide and
Conflict exists in every organization as a result of incompatible needs, goals, and objectives of two people while aligning to the overall business requirements. Though disagreement is linked with negative impact, the approach has healthy considerations (Leung, 2008). For instance, some conflicts create an avenue for the exchange of ideas and creativity to meet the set organizational purposes. However, damaging disagreement in organizations results in employee dissatisfaction, turnover, and poor services and reduced productivity. The paper establishes different types of interpersonal conflict and key resolution strategies used to address the problem. Human resource managers need to have the capacity to identify different levels of conflicts and the best methods to negate them.