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HOSPITALITY MANAGEMENT

05 / 03 / 2018 Assignment

This paper circulates around the core theme of HOSPITALITY MANAGEMENT together with its essential aspects. It has been reviewed and purchased by the majority of students thus, this paper is rated 4.8 out of 5 points by the students. In addition to this, the price of this paper commences from £ 79. To get this paper written from the scratch, order this assignment now. 100% confidential, 100% plagiarism-free.

 HOSPITALITY MANAGEMENT

 

                        COURSE

 

styles

Manager can be define as a leader in any organisation who is responsible for planning, organising, controlling the affair of the organisation for the development of the organisation.  Manager also supervises the overall performance of employee in their department and also control and organise the organisation resources and expenditures.
For example, all organisations require a leader such as manager to direct the affair of the company, e.g. fair foundation resort centre, a 56 resorts room in the heart of Ikogosi in Ekiti state of Nigeria, has a lead manager in all its departmental sectors like fair foundation resort manager, field manager, restaurant manager etc.

Management styles are styles use to help the organisation function well and help in creating the best culture and good policy the organisation. Let us look at management background, in order to differentiate with our modern management styles,
In the  beginning there are two styles of management styles, the Ancient management, which focus on the Egypt and China management styles. The Egypt is the Pyramids kind of management that is the head on the tip of the pyramids. While China is like that of a Great Wall which signify big wall between the leader and their subordinates.

The Adam smith of management styles make it compulsory that in order to function very well, you will need to employ the act of division of labour such as job specification, job description which it was believe it help the management to increase the worker productivity.

 Division of labour is the process where individual are allocated a specific job in order to complete a task or producing a product. For example, an organisation whose task is to assemble a car with the components delivered.

 This organisation need to adhere to the management styles of using division of labour where all the assembling department manager will employed staff with different skills and specialised on each part of the car; that is one staff on each section of the car and each sector passes it to other sector for complete their part of the job thereby making the job efficient and done satisfactory.  

While the industrial revolution is the revolution where human labour has been exchange for machine power, which creates needs for management. In this, most of the car assembling plant is not manually done but by machine power which is more efficient than human division of labour.

Let us look into different types of management styles, there are six types of management styles e.g. scientific management, general administrative theory, quantitative management, organisational behaviour and systems approach
Scientific management;

This management styles was the hand work of Frederick Winslow Taylor who believes that the best way to get a job done is one best way. In his analysis, it made us believe that using the scientific method to management in organisation will improve the organisation productivity by the way tasks were performed and simplified. It advocates that by simplifying the job then workers needs to be trained in their specialised field. 
It further argues that before the scientific management, organisation works are done by skilled craftsmanship and perform their job by their own discretion. But believing that the scientific management will take away the autonomy that was in system before the scientific management application where the skilled craftsman job can be converted into many simplified jobs for the unskilled worker who will only needs to be trained to perform the job specification.

Frederick Taylor further states; that by providing economic incentives to the worker will increase the productivity and efficiency.  It uses the pig iron example to justify his believes that if incentives were given to workers who is moving 12.5tons of pig iron per day, he will move 47.5tons per day.

While Frank and Gilbreth’s look deep on increasing workers’ productivity through the reduction of wasted motion, where he develop micro chronometer to time worker motion and optimise performance. He uses the Bricklaying experiment to determine the dramatic decrease in the number of motions required to lay bricks.

In our today management styles, it was confirmed by United States congress investigation when the use of stopwatches was protested by factories worker. After the investigation it was rule by the congress that scientific management should be continue to be used in all organisation. The today manager use of time and motion studies to increase productivity and also they make sure that best qualify staff are employed to performed a specific job. In today manager gives all kinds of incentive to their employees based on the output or target given and met.

System Approach

This is the kind of approach in an organisation that work with a number of parts and function interdependently to produce a purpose result or target. It looks as a whole or part of a larger environment in which this part will definitely affect all other parts of the organisation. There are two types of system approach; open close system and closed system.

Open system

This is a system that interacts with it environment, for example an organisation that will only function with it environment such as customers, suppliers, competitors, and government. That is a manufacturing organisation that produce chocolate will need it environment to supply the raw materials, customer to buy it products etc.

 In open system, interact with other system are more flexible, and as an entity that takes inputs from the environment, transform and releases them as outputs which becomes part and parcel of the environment in which it operates.

Closed system

This is the system that does not or having little interaction with it environment, this system only operates within itself that is it input and output is internal. This is conceives of the organisation as s system of management, technology, personnel, equipment and materials but tends to exclude competitors, suppliers, distributors, and governmental regulators. Furthermore, in contrast to closed-systems, the open-system perspective does not assume that the environment is static. Instead, change is the rule rather than the exception.

This system encourages managers to focus on better communication and cooperation within the organisation and it help to view their organisation as part of a whole. It makes managers aware good internal management of the organisation may not be enough to ensure stability and how it affects specific parts of the organisation.

Contingency Approach

This is a backup plan and is usually called situation approach which means there is no one approaches to manage an organisation. It made known that organisation situations are different and require different ways of managing it.

In the historical perception, it was emphasis by Fayol and Taylor their management principles can only make companies more successful but in 1950s and 60s the thinkers believe their approach does not consider environment contingencies but later the Fayol and Taylor recognise that situation factors were relevant and called it contingency school of management.

The organisational size is one of the variable that impact the effectiveness of other different organisation, this is smaller organisation behave informally while larger organisation become more formalised. In that the small organisation owner can have a direct control of most things in the organisation but larger organisation will require a complex and indirect control which will involve specialised staff, units and jobs.


looking at all this types of  system, we will know that they tend to change due to; learning organisation, that is organisation has develop a continuous learning to improve their product and service and the ability to adapt and change  situation and environment such as political, economic .

Globalisation has put more management in international organisation where the global market is determined by the political and cultural challenges. The workforce has increase in heterogeneity where there are more gender, ethnic, minority and other diversity in employees. It make older people to stay in employment  over their retirement period and their cost of public and private for older workers has increased and there are more demand for older people product and services.

1.2 DISCUS LEADERSHIP CHARACTERISTIC

A leader can be define as someone who is been followed by a numbers of people or an act of leading and directing the affairs of it team or an organisation to fulfilled their vision. There different types of leadership, it could be a religion leader, political leader, company leader, community leader,. An example of company leader is called the Chief Executive Officer (CEO). To be a leader you must a person of vision, because it is the vision that drives a leader. Also a leader must have the ability to influence people to follow him in his pursue for excellence in the organisation.

There are deferent types of leadership and in the early of 1930s a psychologist called “Kurt Lewin” in his research of leadership styles, he prove that there are three types of leadership sties, that is the Autocratic, Democratic and Laissez-faire but will add another leadership styles called Paternalistic. Let us look into this leadership styles one by one;

 AUTOCRATIC

This style of leadership makes their decision on their own without asking or taken other people opinion. They take total control of every decision in their organisation and what they say is the final. For example, colonel Gadhafi, Hussein and some other African leaders uses this style of leadership. In that, he control and makes decision without his minsters and his decision is the final in any issue that need a decision. His followers have no reason to challenge his authority. In an organisation this style of leaders will make their decision in a short time that is quick to make decision as they don’t accommodate other opinion in their decision making. Also there is no need to have a team effort for their organisation success or failure.

 In this kind of style, decision is fast comparing to democratic and it will only focus on it direction to meet it objectives which employees will need to depend on their leader for everything and might make employees neglected in the affair of the organisation

 

PATTERNALISTIC

This is the kind of leader run by the head that is more relative to a father and son, where the father knows it all and the son believe his father judgement. This style is mostly use in a one man or family business where the head of the family make decision on the interest of the family. This styles is common in with Chinese tradition and Confucianism which was incorporated into three elements that is Autocratic where leaders act without consulting his people and Benevolent, where leader has the right to lead his people with respect such as to create love between them. Then the Moral leadership is where it act as a role model to his follower. In this type of leadership, the followers believe their leaders know best and his Judgement will be fair to them or the subordinates.

This style makes the people or employees feel important which they believe that their leader’s decision is for their interest. But there is no room for the people or employees to make decision on any matter

DEMOCRATIC

This style is where the people or employee has the right in decision making through voting, suggestion box and the workers directors. That is they share information among their team freely and discuss issues openly. This style encourage his people or their employee to share their ideas so that the leader can make a good and possible decision and which it will make know his decision to his board before it is finally become official. For example, an organisation such fair foundation ltd has a board of directors who meet with the chief executive officer to deliberate on the issue arising with suggestion from the employees of the foundation/

In this style, if there is any change, it obvious that their followers or employees will support their leader and people are more motivated because their people or employees are involved in decision making which can make slow down decision unlike autocratic where decision is fast and prompt.

LAISSEZ-FAIRE

This style of leadership delegate to his employees a project or task to accomplish such example is a research institute, etc. employees are allow to do their things, where a guideline to perform their duty or project. In this kind of leadership, their subordinate is free to make decision because little direction is given which can consume time. This also can motivate employees as they are in control of the project knowing there will be no interruption from the environment.

 Also their leaders always provide the necessary tools for their project but it slow sown productivity. It can be more effective when members are highly skilled, motivated to work on their own but could be disastrous when members do not have enough knowledge or experience to complete and make decision on the projects given.

 

1.3 Evaluate Communication Process in Selected Business.
Communication

This is the process of passing information from one person or organisation to another through a certain medium. That is an organisation or person sends information out and other organisation or person received the information on the other end. We can say for example, a letter is written and send by one organisation or friend to another friend or organisation who received the letter sent by his friend or organisation.

 

Also communication can be demonstrated through mean of telephone, a call is made by one person and another person received the call on the other end then information is initiated. It could be by message that is verbal and nonverbal. In all a sender send and a receiver received a message of information through the channel of medium in the context which the communication take place.


In most case a feedback could be received from the receiver, which makes the communication more effective as the receiver has a full understanding of the message received. Bear in mind communication is not only between two people or organisation but it could involve more people of organisation. There are different medium of communicating such as Verbal, Written and Visual. Let us look at this medium one by one;
WRITTEN
This is one of the means of communication which could be informed of letters and email. It could be kept in a safe file so as to be referred to if the context of the letter needs a further action.
VERBAL
This is a means of communicating verbally to someone face –to-face and it could be through telephone conversation. In this kind of communication, the expression of can be acknowledge through body language. For example, a board meeting, interviews etc.
VISUAL
This come as a signs and posters which is used communicate to multiple of people. For example a bill board, is use and place in a strategies place where people can see what an organisation is trying to communicate. Also communication could be done internally that is organisation could communicate within them such as the HR sending internal Job vacancy to all the employees if they are interested in the vacancy position in the organisation.

 

 While communication can be done both internal and external that is communicating to another organisation outside the business such as contractor in the maintenance department or customers who have an outstanding debt on his account and a supplier who need to supply our raw material.


This medium can also be formal and informal. That is the formal is the official means of communication such as letters, report and monthly or weekly newsletter  while the informal are just a chat which is not recognise officially. In a business environment  there are four types of communication, that is the Downward ,Upward, Sideways and multi-channel which discernible the flow of communication within an organisation. 

 

Downward, show how communication flows from higher level such as the CEO to his directors or managers, employees etc. While upward show communication from the lower level to the higher level in the organisation such as from employees at the bottom level of the organisation which allow the manager receive a feedback from job specification.
The sideways show how information are communicated between the same level of employees in an organisation such employee in a finance department can communicate through emails to exchange information. The last one is the Multi-channel which allows all types of flow of information through technology where information is passing through networking system.
I am going to choose a cooperate organisation called BT SPORTS and will show how they communicate  with their customers and employee, in addition with what types of medium of communication they are using in their organisation.  BT SPORTS is a UK company, a subsidiary to British Telecommunication. It is a sport channel like SKY, Virgins etc., they deal with hosting a sport competition in UK and internationally. They are in the business of internet, telephone, TV.
Let us look at the medium of communication within the BT SPORTS and to their customers.
BT SPORTS communicate to their customers through different medium to their customers through the following; 
Written;

They send letters and news letters to their customers notify them about subscription, Bills, new products coming to BT sports. Most of the communication through this medium could be one way communication as customers may and may not responds to the written letters or newsletter. Also e-mail is another communication means that BT Sport uses to reach their customer electronically which is faster and effective than actual letter sent.
While they communicate with their employees through letter, e-mail and employees’ new letter which are been send internally. Memo is sent to departments in the organisation about Team meeting, board meeting, and conferences. 
Visual;

They use signs and posters such as Bill boards, at a strategy place to advertise their products to the customers and potential customers. Also TV channels where an advert is shown at the intervals of a programs. Also their employees use videoing to communicate with other offices during their annual conference or meeting if one of the directors is not present physically. 
Verbal;

 They use this medium such as face to face communication when conversing to new customer through their sales representative. In this medium, a telephone communication is use sometime when there is need to speak to customers about their accounts or if customer has problem with their view card or telephone. Employees use face to face communicating in their team meeting and within them when information needs to be share verbally. BT sports uses the multi-channel means of communication to reach their customer and their employees such as their offices in another country or in another county.in 

1.4 What is Organisational culture and change in selected business?
This is the styles of organisation, that is the way organisation or company behave, within it business, customers and to the people. We have formal organisational culture which is common in UK and informal organisational culture which is common in USA. For example, the Army is known for their discipline culture.
Culture can be divided into two categories that are visible and invisible.  The visible culture mean culture that can easily be seen from outside by customer and the employee, it follows the way of artefacts. While the invisible culture means culture that cannot be seen from outside unless you are part of the organisation and they follow a share value. 
There are different types of organisational cultures such as following;
INNOVATION
This is one of the organisational culture and it is the act of creating new things into the market. Many organisations are known for their innovation such Apple, car manufacturer such as Mercedes, Bentley, and jaguar etc. Apple specialised in producing new model of apples every six months and known for been best in mobile phone and computer technology. 
STABILITY
This is the culture when an organisation or business do these things by the rules. That is they operate by rules and cannot be change easily unless a resolution is reach by the central department. Such example of this organisation is government establishment. It made them remain in business for a long period of years.
RESPECT FOR PEOPLE.
This is organisational culture that respects people which portrays a good image for the organisation. Mostly all organisations use this culture to attract more customers to their company which help the organisation product to sell in the market.
This is more important by respecting people help your business to grow.
OUTCOME ORIENTATION,
This culture is act of achieving good result in what services they provide to the customers and their employees are trained to focus in meeting their target. In term of customer excellence become their standard.
MONEY OUTCOME.
This organisation is only interested in money but take their work less serious. Such example of this type of organisation is petty trader, one man business, local shops etc.
ATTENTION TO DETAIL.
This types of organisation are concern more on details rather than just do business such as Banks, Hospital establishments etc.
TEAM ORIENTATION 
This culture are people oriented where people working together to achieve one purpose, for example a car manufacturer have a common purpose in assembling plant to produce a car ready to be driven.  
AGGRESSIVENESS 
This culture is more Competitive in their dealing such as Betting shop, sales services which are more aggressive in selling their products to their customers.
I would like to analyse the organisational culture of APPLE COMPUTER, INC.
This is an American multinational corporation that design and sell consumer electronics, computer software and personal computers.

IMPLEMENTATION; Apple culture is centre in self-motivated individual, where all employees work and get things done without any manager pressed on their action. That is placing decision on their employees.

BENCHMARKING; In Apple standard is their benchmark, producing the best to their customers. It was said apple is just like a tech version of heaven factory, confusing but delightful that produce the best items.

ACCOUNTABILITY; Apple enforced and swift decision. it is where responsibility is clearly define right from the top. All employees is directly responsible for their action.

TRANSFER OF KNOWLEDGE; Apple teach it employees through a weekly meeting to deliberate and learn the right on a project.

SUSTAINBILITY; Apple remain and survive in the field of personal computer, electronic since it was established in April 1 1976
INNOVATION; Apple remain one of the innovative organisation, where creative ideas is their culture. Design is everything to Apple, where every small team design their product.

Apple is passionate about what they do and excellence in their day to day projects. They believe if a product is not perfect it must not get to their customers.

2.1 MANAGEMENT SKILL SELF ASSESSMENT

 

Name; EMMANUEL SAKA FANIMOH

 

ID 5319

 

 I am a good communicator and a listener which help me to understand people ideas and aspiration. With the skill I have in coaching, am able to ask question that tailor to find a solution to problems. I am able to plan and priories my work which help me to organise and manage my time in a given project or assignment.

I have the ability to lead and motivate my subordinates which make me to operate very well as a team member. I am problem solvers, a counsellor who has the ability to handle grievances and able to help others with their challenges at work or other areas of life. I have a full understanding of financial matters such as budgeting, profit and loss account and cash flow. Is a self-develop person who is compassionate in his dealing?

With all this skills I need to find a way of how to manage relationship, recruiting and selection and the use of IT in planning. Also I need to improve on how to delegate and manage by example which I was not able to do a very good performance appraisal planning. I found it difficult to manage according to standards and procedure.

 

2.2 ANALYZE PERSONAL STRENGHT, WEAKNESSES, OPPORTUNITIES AND THREATS

S- My strength is unique in way, am good in counselling, motivating and the ability to change your perception about anything. I have drawn this from Training in this area and have given me edge among my pears but other sees me as a legal person who is capable to convinced the Judge that is client is innocent of the accusation laid against him.

 W- I have no much experience in planning, reporting and appraisal planning of my work and my subordinate. I have few resources in HR policy and how to manage according the organisation policies. Others see me as a good planner but has no resource to carry it out that is finding it difficult to perform very well on my own. I always prefer to work as a team, believing it the best way to achieve good result.
O- There are good opportunities open to me, such as taken an HND course, which will in future help me in managing and planning. I could take more advantage of further training in appraisal HR and policies
there are much way to turn my strength to opportunity for example, the course and training with my strength will give me greater opportunity to attain a high position in management. 
T- If I do not work on my weakened, it might not be able to achieve my vision in the field of hospitality industry .The area of appraisal, management and social responsibility which has been my concern could hurt me in becoming a good manager as competitors could swept me off.

2.3 SET AND PRIORIES OBJECTIVE AND TARGETS TO DEVELOP YOUR OWN POTENTIAL 

My goal is to set up a charity organisation to raise youth leaders with integrity in all African countries by the year 2020. In doing this, I have to made the vision known to people for support and register the organisation as a charity by the December of 2014. At the beginning of the year 2015 up till March, an executive members meeting will be held to discuss the vision and mission of the organisation and given the members to know their roles and responsibility.
By the August 2015, a pre-lunching of the organisation to invites people from very part of the country and our website will be lunched and all our merchandise are for lunching with open speeches from three dignitary. Invitation letters will start going out in the beginning of July 2015.
By the December 2015, the organisation chapters will be registered in three countries, two from African countries like Nigeria and Ghana while America will be another chapter. We will set up a funds raising committee by to source for funding from England and America precisely by April 2015.

By the end of the year 2016, we intend to have a total of 5,000 members in all our chapters and hope to open more chapters in all the rest of African countries by the year 2018. Through this process, we hope to have raised 10 leaders with integrity in all the African countries by the year 2020 with a full conference of members in United Kingdom.

Between the year 2018 and 2020, our first integrity school of thought will be establish and beginning our full leadership and community training. This will give ways for our youths and community development.

In the entire above plan, there could be a time killer in achieving this goal and objectives such as procrastination in the sense, many a time, I have deviated from my original plan because one things of the other. For example, at the moment, I tried to mix my work with the charity organisation. Where I ignore completing an application form to watch a football match. This has a negative impact on the setting up the charity formation.

My external distraction is enormous, from wife, children and entertainment such as social activities. For example, an adage says the success of a man begins from his home, if my home is not settle it might district me from keeping to my plan. This could be that your family does not support your dream which we make it difficult to move forward as they will be the forces to stand against your goal.

My internal distraction could come from within me, that is a change of ideas and believe could jeopardise my plan. Your inner being determine your physical, what you perceive within you can be negative and this will affect your plan. For example, am set to apply and finish a course on leadership by the year 2015 but could be push ahead if my inner thought convinces me there is no need for such training at this time.

Being over schedule with lot of activities could be a clash and end up not accomplish the plan set. For example, running a charity need more attention and commitment to achieve the objective but like me need other income to take care of my family will engage in another employments which might demand commitment. So if this is match with the charity schedule it might be over the top and could distract my full commitment to my plan. This could lead to stress, that is being confused and unable to know when to do one thing or the other from the plan lay down.

In other to keep to my plan ,I have devise a mean of managing this plan such as setting myself a time table or do to do list to keep me in check about every plan set for my goal