Recommendations for Success
It is the primary goal of our leadership to see that the merger between Marriott International and Starwood Hotels & Resorts is a great success. As with any merger, especially when bringing two giant hotel chains together, it is expected that there will be challenges as we move forward, but at the same time, we understand and know it to be true that we have the greatest talent between both sets of staff available in bringing these two entities together, and that our challenges are certainly issues that can be overcome as we work through the adjustments.
We have been excited to see that many of our departments have had great success in building self-directed, high-performing teams! Again, this speaks to the amazing
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The end goal is to have work teams that are self-directed and high-performing. Self-directed work teams are a compilation of employees from various departments, or as in our case, different companies, who come together to make a specific project or department work successfully (Adams McIntosh, 2016). They work together by bringing their knowledge and expertise to the team, and they respect each other’s experience and knowledge of their field. They meet regularly and learn best practices from each other (Adams McIntosh, 2016). Self-directed work teams utilize their skills and talents to work without the traditional supervision and management oversight that other teams may require (Rouse, n.d.). They are usually most successful in small groups of about five to nine members (Rouse, n.d.). Some of the most successful self-directed work teams share several common characteristics. These include joint responsibility, interdependence, empowerment, and sharing common goals (Adams McIntosh, …show more content…
The members of the team need to, and do, feel empowered to make decisions and keep their department moving forward. It is vital that the teams feel that they have the authority to make those decisions without having to stop and check with management on every single step of the way. The team should feel that they are trusted by their management to make choices that will enhance the work of the department as a whole (Adams McIntosh, 2016). Lastly, one of the most important factors or characteristics in successful self-directed teams is that they are all working toward a common goal. There is not the element of competition, where one individual is working on something completely different than another and trying to ‘out-do’ him or her, but they are all working toward the same effort. Each member works to make progress toward their common destination, and that is what makes this effort work so well (Adams McIntosh,
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.
There are four most common forms of teams you are likely to find in an organization. The first type of team is the problem solving teams, this team will meet each other every week to discuss on how they will improve work process and their methodology. They will create a very innovative solution but they will still keep looking for a problem to go with it. The second type of teams is the self-managed teams, composed of 10-15 employees who perform highly related on interdependent jobs and take on many responsibilities of their former supervisors. This team leads to a system where there is a mutual responsibility among the members. Self-managed teams’ responsibilities include collective control over the pace of work, determination of work assignments, Organization of breaks and collective choice of inspection procedures used. Self-managed teams select their own members, and the members evaluate each other’s performance.
Teams have become integral parts and driving forces of success in organizations. A key common attribute among highly
Teams are groups of people who work together to achieve a common goal (Learning Team Handbook, p 310). Workplace teams are increasing as businesses find the yield of team productivity and creativity exceeds individual productivity/creativity. To promulgate productive teams, businesses have had to identify common threads for successful teams. Businesses have identified the dynamics and needs of successful teams.
When composing a team, your ideal team will consist of individuals who have the skills and experience to accomplish the task, as well as, the motivation needed to be successful. (Dyer, 37) Team composition is the configuration of a team, normally based on attributes of the team and the task given. The team leader’s job is to identify those individuals who will benefit the team in completing the task. Effective team leaders set the clear vision of the team’s goal, establish a clear direction towards achieving the goal, motivate team members, include the ideas and opinions of team members in decision making, and coaching those who struggle through to success. Successful teams should include members that have strong technical skills, knowledge
Self-managed teams grew into popularity during the 1960s. One may prefer self-managed teams over the average team with managers because of its cost efficiency and increased productivity, (if steps are implemented effectively). Though many may see self-managed teams as thebetter choice, they are certainly not right for every company. To performing to its best ability self-managed team must be ran in the correct manner, following aspects such as the 5 stages of development, norms and cohesiveness, task maintenance needs, team building, communication network, and all together while avoiding group think.
As a professional in Corporate America, working as part of a team, or leading a team is inevitable. Many great accomplishments come from teams. Establishing a team and understanding the stages of their development is necessary for a leader. The stages of team development are forming, storming, norming, performing, and adjourning (Gibson, Ivancevich, Donnelly, & Konopeske, 2009). This paper explores these five development stages to the experience of the team effort assigned to resolve the printing problem at Children’s Hospital Colorado.
Larson, C. and LaFasto, F. (1989), Teamwork: What Must Go Right/What Can Go Wrong. Newberry Park, CA: Sage Publications, Inc.
The importance of teams is becoming more and more apparent in today's dynamic business world. Increasingly managers are searching for a means to improve production and keep their organization competitive in the global market. A lot of these managers have turned to the team as a means for achieving this improvement. Quality circles were originally looked at to fulfill this role, however they are being phased out in favor of self-managed work teams. These teams are increasingly being used to solve many of today's organizations production problems and inefficiencies, and in the process are both badly failing and greatly succeeding. So the discussion of teams is a very important one to address. Managers should be aware of the concept of teams and learn about as a means to further their organization and for when the time comes to implement a team they are prepared with the knowledge needed to build and use a team properly.
"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...
Review of the questions in self-assessment 10.1 helped determine that this team was successful in more ways than one. Team members were able to voluntarily join the team and once the projects were completed they could stay with it or move on and someone else could join to assist with the next project. Team members were often asked by the managers to volunteer and this was considered a privilege as it meant your voice mattered. The team members worked well together, meetings were well planned with agendas, proper follow up and input from everyone involved. Goals and objectives were clearly defined in the charter and code of conduct. There was a considerable amount of trust involved as the management often enacted the recommended changes from the CQI teams as a result of the proven track records and complete data and research. Each team member was self-aware and recognized the uniqueness and diversity of the
To start off on the right path, the team must understand what they are working towards. They must be committed to work hard in order to accomplish their goals. Each member should have expectations from everyone and themselves as part of the team.
1. The philosophy behind the 100% Satisfaction Guarantee is to have the guests act as quality-assurance inspectors by identifying quality deficiencies and reporting them to hotel employees. I do think that this is a good way to improve service quality; however, I am not sure that it is the best way. While it may seem to consumers that employees will try harder to satisfy them, if employees are empowered to refund a customer’s money, they do not have to answer to management, they can just do it.
A work team will be defined for the purposes of this paper by a definition borrowed from Bateman and Snell (2004). A team is formed of people (usually a small number) with complementary skills who trust one another and are committed to a common purpose, common performance goals, and a common approach for which they hold themselves mutually accountable. Teams generally see themselves and are seen by others as a social entity, which is interdependent because of the tasks performed as members of a group.
Many businesses place an emphasis on the importance of teamwork. A good team consists of people with different skills, abilities and characters. A successful team is able to blend these differences together to enable the organisation to achieve its desired objectives.