Case Study Of Four Seasons

The Four Seasons expands with Hotel George V The Four Seasons hotel enterprise, is a Canadian international luxury hospitality company founded in 1960 by Isadore Sharp in Toronto, Ontario. Within the first decade of the companies launching they had opened three Four Seasons hotels residing in Canada. In the decades to follow the company expanded to England, the United States, Europe, Asia, Africa, Australia, and South America; welcoming guests to over 50 properties, promising quality of life. However, as the Four Seasons have indulged in their victories they have come across several challenges since 1960. As Four Seasons continued to grow internationally they experienced several hurdles culturally, structurally, and politically. A specific

While the company was building and renovating the Hotel George V Paris, Four Seasons guaranteed to abide by the American safety standards; however, they were expected to also abide by the local laws. The local laws included that food and trash be carried down different corridors and different elevators, and that employees had the right to work near a window for a certain number of hours each day. In addition, the Hotel George V Paris called for rooms that were lit dimly and had private entrances, alluding to the romance culture the city of Paris is known for. Although, as expected Four Seasons accommodated these cultural adaptations with proper renovations in the Hotel George V Paris. However, the renovations were the least of their troubles. In addition, to their local laws management had to make sure that Four Seasons was abiding by all the legalities of labor laws and that the unions were honored correctly. The labor laws stated that employees must have an average work week of 35 hours, and the previous staff of the establishment must be guaranteed a position. To accommodate for the 35-hour week, Four Seasons reduced hours during their off-season and increased hours to 40 during their business season. Additionally, Four Seasons dealt with 40 out of 300 previous staff members that did not want to leave, in the manner of apples versus oranges: if one rotten apple can ruin a barrel, then seed the

The Four Seasons adapting method and core values lead to the growing success it is known for today. For instance, while the essence of the local culture changed, their process for opening and operating a hotel is the same everywhere. This allowed the company to avoid gray areas and effectively and efficiently operate. In addition, the company adapted to the language of the country, changed their standards accordingly, and tailor made their hotel to match the cultural norms. For instance, the Four Seasons hired a chef experienced in Parisian cuisine to operate in their restaurant as integral part of the French culture is their cuisine. These methods allowed the Hotel George V Paris to adhere to the French culture naturally while emerging in Paris and not abruptly to scare off off-putting customers. The Four Seasons also understood the importance delivering what one manager states as “exceptional, personal service” in which its employees could adapt to customer needs. Service was seen as tangible as well in that customers were able to purchase products that they had used in the hotel chain. Additionally, the company maintained a task force of 35 experienced managers trained to break down the negative perspectives of the hotel and initiate the standards. Four Seasons designed over 270 core worldwide operating standards and “Service