Discussion
Discuss about the challenges that the leaders face while serving in a hospitality industry.
The aim of this report is to discuss the importance of leadership in the context of organization in the hospitality industry. In order to get the best result, one needs to judge himself putting various situations. In this respect, extensive knowledge about different leadership approaches help in identifying important aspects of change in systems of business while functioning in international market. Change in the style of leadership can effectively bring sustainability in the businesses. Hence leaders of the organization follow different approaches in maintaining proper functioning of the workforce as per the objectives of the business. The report also focuses on the roles and responsibility that a leader needs to follow and the manner in which the effective leaders execute them as their role models. This report identifies personal challenges in the organization as a leader, detailed discussion of various aspects of the leadership journey, feedback from the peers and employees and implications of these feedback on the effectiveness as a leader. This paper has also linked leadership theories and conceptual frameworks to grow further so that the competence and efficiency increases as a leader.
Leadership challenges
I have been working in the hospitality industry for the last three years as a manager. In this particular sector, the communication both verbal as swell as non-verbal is important to maintain a great coordination within the organization as well as the supplier and customer base. In my organization I have faced the issue of lack of integrity among the employees which was originated from the lack of bottom to top communication. The average employees cannot take part in the decision process as the managers or the people with high designation only impose policies which these employees need to follow. Therefore, the actual method of knowledge sharing and idea exchanging which are the major elements that the organizations must have, cannot be seen in my organization. After I joined this organization, I could not understand how to bring a change in this matter as I did not even have proper communication technology to communicated my view to my subordinates.
Leadership journey:
In my leadership journey have followed many renowned leaders among which the transformational leadership style of Steve Jobs seems to me more effective a perfectly feet for the requirement of the time as well as situation. In order to rise the productivity of the organization this particular leader followed the way of motivating the employees as they are the most important factor of the operation of the organization (Coetsee and Flood 2017). The leadership style of Steve Jobs involves his futuristic vision as well as behavioral qualities that had helped his organization to reach the height in this competitive market. To operate successfully in the global market scenario, this particular approach that he followed helped me greatly. By identifying the issues among the business production chain and resolving them was the chief responsibility of the leader like me. This is the reason why I initiated the method of incorporating the views of the stakeholders in the decision-making process of the organization so that changes can be introduced easily (Buble 2012). In my leadership journey I always followed the method of motivating the employees by considering them as the backbone of growth hence I supported them by considering their needs thus gained an all-inclusive growth for my organization.
Leadership challenges
Summary results of the Gallup strengths finder:
In order to develop the leadership traits in myself I have undergone may personality or leadership style inventories. Through the Gallup strengths finder, I have come to know that among 34 themes I have five most important aspect in me. These are adaptability, connectedness, strategic capability, analytical power and effective communication style. All these five traits have helped me to gain the flexibility and flawlessness in my professional life. I can easily fit with the situation and adapt its elements hence do not depend on the others to match with me rather match me with their behavior or perception though maintain my own individuality (Dinh et al. 2014). I feel connected with the environment where I operate hence can easily understand the need of the condition or the expectation of the people around me. Being a professionally experienced person, I am capable of laying strategy in an effective way. My capacity to produce alternatives makes others see there is in excess of one approach to achieving a target (Ehrhart 2015). Though strong analysis of the situation I can easily judge the call of time hence make strategies to solve any type of issue related to my profession.
Feedback on my current leadership style:
The most trusted sources like my colleagues, friends and subordinates have actively taken part in the process of judging my style of leadership. Most of my colleagues as well as employees have appreciated my way of leadership as I prefer to have an open discussion about the issues and problems within the organization. The results of these initiatives are mostly positive because through these the employees can consider all the factors related to the organization and change the characteristics of the team in order to reach the common goal (Ghemawat 2012). According to my peers, I am a very capable person to motivate the team members through my effective communication and negotiation style and lead the team to further complete the task without much effort. This action can lead my teammates to put trust on me and believe my way of leadership. To the subordinates, this belief on me has made the situation easier and motivate them to complete the task more efficiently as well as quickly (Cavazotte, Moreno and Hickmann 2012). The method of open discussion with the stakeholders help me to understand the actual weak areas so that I can find the ways to improve them. This policy on the other hand has helped me to maintain a collaborative method of operation where the team members can easily understand as well as overcome any type of difficult task along with situation. In addition to this, this particular organization had been also suffering from cross cultural issues. There were employees from different backgrounds which created issues of communication and understanding of the organizational demands properly (Browne et al. 2016). From these people also, I have got a positive feedback and I will be capable to evolve into a better leader.
Leadership journey
Implications of the feedback:
First of all, each of the feedback about my style of leadership is positive as assumed by my subordinates but there are some issues in the organization especially in the hospitality sector where my style of leadership is seen to be ineffective. Despite the fact that I am an excellent communicator but my style can be ineffective in the initial stages of the organization or in the ad-hoc situations. To some of the employees my style could be celebrated as the organization already had an existing structure. Moreover, my style is more like transformational leadership which is a bad fit in the bureaucratic structure (Favaro 2013). Some of the issues have been raised regarding my method of arranging an open forum of the employees and other stakeholders so that they can take part in the decision-making process of the organization, is quite time as well as effort consuming. Therefore, I need to be more expert to know the exact place where I should use this method and where not. Decision making process actually enables the companies to make things possible though sustaining progress hence I need to balance the needs of the superiors as well as the subordinates (Johansen 2012). Thus, I shall be able to communicate the organizational expectation towards the stakeholders rather than only listening from them.
Another important fact that the feedback process has identified that I have make the process so easy that the process of challenging people to think about the situations (Anderson et al. 2017). My style of leadership does not challenge my teams to think as well as stretch to reach for more out of one situation (Latham 2014). This is the reason why I need to enhance my insight and knowledge about the mindset and capabilities of the coworkers and employees so that I can enable them with the instruments to grow in their own career. I have a positive attitude towards everything which my peers have disclosed in their feedback about me but one thing they have also discussed that I need to measure and then reward the performance. I need to be more appropriate to allocate and incorporate talents in the organization so that I can have a strong pulse on the business performance both in terns of hard work and efforts of the fellow employees. I must be genuinely enjoying responsibilities not for only enjoying powers (Lisak et al. 2016). Thus, I shall eb able to sustain my success as leader and attain an all-inclusive growth for my organization.
Summary results of the Gallup strengths finder
Theory and conceptual frameworks:
Since the birth of modern business, the great business leaders are following various leadership theories according to the requirement of the situation as well as to reach the pinnacle of success in their own fields. Among many theories of leadership, the behavioral theory is eminent as this considers the observable actions as well as reactions of the leaders and followers in the given situation (Grant 2012). This theory focusses on how the leaders actually behave or assume that the leaders can be made, rather than being born. According to this theory, the successful leadership is practically based on the learnable and definable behavior of the leaders. I can associate myself with this theory as over these years I have helped myself to develop new and essential qualities to become a better leader. The behavioral theorists assume that the behavior of the leader is the best predictor of his influences hence it is the best determinant of his leadership success (Trujillo 2014). On the other hand, the trait theory of leadership teaches me that the leaders are actually born with the qualities and leadership traits which get exposed when the time and situation require. This theory predicts the effectiveness of the leaders. Through this theory I have learnt that I should be able to utilize the traits present within me and balance between the task and to the people. Through transactional theory I have come to know that contingency theory on the other hand focusses on the task requirements, expectations of the followers and their behavior and the culture of the organizations as well as their policies (Kark and Shamir 2013). After understanding of the theories of leadership I understood that the no trait or behavior can be effective in every situation hence as a leader I need to follow the situation minutely and make decision according to the requirements.
Conclusion:
Therefore, it can be concluded that in order to be a greet leader there is a need of balancing all the important elements of leadership and employ them in the action. In the current role where I am responsible to manage employees in an organization in the hospitality industry and serving both the clients and other stakeholders effectively, I have identified some of the key elements to reach the organizational goal more efficiently. My current role has lead me to understand various facets of leadership what the capabilities must be included and what the scope areas are. In addition to this, the results of the Gallup test of leadership has identified five most important features of leadership within me which I can utilize in the personal development process. Moreover, the feedback from the colleagues and subordinates will help me to become more efficient leader by eliminating most of the flaw in me. Three most important leadership theories that the eminent leaders of the business organizations follow, have been discussed all of which cannot be overlook if my organization want to reach the height. Thus, I can bring important changes in me and strengthen my position in the organization
References:
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Browne, W., Dreitlein, S., Manzoni, J. and Mere, A., 2016. Two key success factors for global project team leadership: Communications and human resource management. Journal of Information Technology and Economic Development, 7(2), p.40.
Buble, M., 2012. Interdependence of organizational culture and leadership styles in large firms. Management: Journal of Contemporary Management Issues, 17(2), 85-97.
Cavazotte, F., Moreno, V. and Hickmann, M., 2012. Effects of leader intelligence, personality and emotional intelligence on transformational leadership and managerial performance. The Leadership Quarterly, 23(3), pp.443-455.
Coetsee, J. and Flood, P.C., 2017. 8 Leadership models: the future research agenda for HRM. A Research Agenda for Human Resource Management, p.130.
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Ehrhart, M.G., 2015. Self-concept, implicit leadership theories, and follower preferences for leadership. Zeitschrift für Psychologie.
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