In this way, as the company meets the needs of the employee, the employee is then better able to meet the needs of the business.” Employee’s perceptions mediate between HR practices and employee performance (Liao et al., 2009). As a result of combined HR practices, fresh management thought has emerged. HR practices is moving from evolution towards revolution to gain financial viability and ultimately competitive advantage (Ashraf M.et al, 2011). Citizens of developing nations need high back up for higher productivity in business at this critical stage of the human history. They should get rid of weary habits and adopt mature habits based on knowledge and skills learn during life (Khalid
So the Ritz-Carlton is really known for their customer service. This excellent service allows them to provide satisfaction to their exigent customers, that is why in order to keep the service consistency they create their own customer standards,
Therefore, it is important to motivate the first-line staffs to perform well. Similarly with other hotels, Swissôtel The Stamford management has strategies to encourage the front-line staffs to practice well in the operation. Reward and recognition is one of the extrinsic elements that used to keep the staff, and it influences the willingness of the employee to work harder and resulting in customer satisfaction. The management provides extrinsic motivation, which
The hotel industry needs to adapt its training and management style from meeting the needs of the baby boomers and generation X towards a more modern approach in order to meet the needs of generation Y employees, this can be done through nurturing and embracing the qualities that generation Y individuals typically possess to create motivation and empowerment within the workplace. Areas of focus for changes include the managerial hierarchy, embracing technology to attract and engage employees within an organisation, cross training employees in order to improve skills and reducing boredom within a role as well as implementing reward and recognition for employees to improve job empowerment. Through implementing different iniatives and altering parts of an organisational structure, hotel businesses should be able to attract and retain generation Y employees who will inevitably become the future leaders of this
Title: International HRM Case Study – Brunt Hotels University of the People U S A 1. (Activity A) Enhancing and forming the abilities and skills of this asset is a great concern the company must accomplished to be successful in achieving organizational goal and objectives. Conducting trainings is the most solution for this matter. Training for the betterment not only of the skill but also the employees’ characters and helping them to be at their most possible abilities. To achieve the Brunt Hotels’ objective which is to be successful in venturing hotels outside the UK, the management must train and prepare those selected managers that will be assign in managing the new hotels in the venture in France.
According to Dato’ Ameer, by doing good deeds, employees will not lose anything and instead they would be able to improve their interpersonal skills and individual performance. Training programs takes place continuously in the organization as he advocates motivating his staff to teach other staffs about the business practices.
Keeping my word contributes to my self-worth and integrity. A promise is only as credible as the person making it. My coworkers and clients are counting on me and my integrity when I say I will complete something or make something happen then it will be done, no excuses. Loyalty in the workplace is key to ethical business. Loyal connections benefit both parties in business.
Leader-member exchange highly improves job quality and fulfilment and aids in demonstrating OCB. For firms to be able to incorporate the OCB, they have to hire people who have conscientiousness traits as they demonstrate OCB behaviour which often results in progression within an organization in special offers and job satisfaction. The workers in return gain respect and recognition for their work from the management which increases motivation and further inspire to adopt OCB. Employees with conscientiousness traits have great LMX quality relationships with their superiors. This leads to high levels of job satisfaction from implementing OCB giving them more responsibility and freedom and present constantly new opportunities for them.
It also becomes the source of maximizing the affinity to the organization, which ultimately leads to the enthusiasm of the employee about organizational goals. Internal recruitment makes sure that company choose best possible employee internally, which ultimately contribute to achieve strategic goals of organization. Long-run productive and profitable organizational goals increases the importance and need of retaining existing employees. The cost effectiveness is not only the criteria of selecting a candidate internally but it also becomes time saving to select a candidate from already developed pool of candidate. And selecting the candidate from internally developed pool will become a catalyst to upsurge the morale and motivation of employees which leads to the high performanceHeraty and Morley
Well, we would use the liking persuasion by making a great environment for our employees, so they would feel great with the company, we would provide them with autonomy and the tools they need. Next on social proof, we would help the communities, and provide help for our employees to keep expanding their knowledge. On authority, we would provide great expertise and professionalism for employees. Yet, Consistency is important for our organization, so they see that we are not being hypocritical. We want our employees to trust in our organization every time.