Section 1
Company background
Hilton Hotel leads to offer many services related to hospitality. This hotel provides quality services to its consumers at the international level. Conrad Hilton established Hilton hotel in 1919. It could mainly concentrate on certain areas like near airports, major city, famous vacation destination, and convention center at the international level. Hilton hotel gives more preference to the loyalty programs for increasing the number of guest in their hotels. Moreover, it is examined that consumers who directly book room of this organization could get higher discounts on their selected services. The selected services could be associated with Wi-Fi, competencies to choose a room in implying Honour app and keyless entry in the (hotel Hilton hotels and resorts, 2018).
Hospitality industry Description
The hospitality industry offers many services as it could be associated with cruise line, place to stay, theme park, transportation, and event planning. The hospitality industry is being a multibillion-dollar sector as it relies on the disposable income and leisure time of an individual. In addition, it is examined that there are certain activities that are considered by the hotel industry like multiple groups, restaurants, amusement parks, and hotels (Australian Bureau of statistics, 2018).
Hilton organization use hierarchical structure for their working place as it consists different departments like CEO, EVP corporate affairs, EVP president, EVP and CEM. The organizational structure of Hilton is defined as a divisional segment. In this, the ownership division entails 146 hotels with 59,463 rooms, which are owned by Hilton Worldwide. Moreover, the division of franchise and management consider 4419 hotels with 691,887 rooms. In addition, a division of timeshare entails 7152 units with 45 properties (hotel Hilton hotels and resorts, 2018).
Organizational Culture
Hilton hotel entails dignified and planned work atmosphere. It uses a hierarchy organizational culture wherein the procedure determines what an individual perform. In addition, the leader conducts suitable behavior in the organization to make a favourable image in the company. Moreover, Hilton contains the smooth functioning of their business procedure (Wright, 2018). The company creates formal policies and rules for their organization to keep its sustainable atmosphere. It concentrates on developing long-term objectives and directly implementing the task. In addition, trustfully delivery at a reasonable cost could support to make a reliable plan and defines for appropriately complete the work in the Hilton hotel. In addition, it is examined that the personal management of the organization could assure to the firm for effectively operate the business and reach at the reliable conclusion (Noe, Hollenbeck, Gerhart, & Wright, 2017).
Company background
Leadership of Hilton
Hilton practices the autocratic leadership style in the working place. The autocratic leadership style could determine the relationship between employees and leaders. Furthermore, autocratic leaders demonstrate no liaison between employees and employers. The leader of the organization is extremely comfortable with the decision-making responsibility of Hilton organization and their strategic plans. Moreover, the autocratic leader could be less creative than the other leaders. This leadership style practiced for making a prompt decision in lack of employee participation in the decision-making. Consequently, employees might disconnect with their leaders (Wright, 2018).
How people work together in Hilton
The communication is a maximum priority of the organization assist support to develop a suitable team in the working place. It could also assist in suitable teamwork in the firm and get a favourable outcome. A suitable method is effective for making a successful decision. Through this method, setting daily progress meeting is significant but there is requisite to use inter-team communication memos as well as a whiteboard in the working place (Baum, Kralj, Robinson, N., & Solnet, 2016). The organization could arrange the employee meeting in engaging workforces in the working place. In addition, it is examined that meeting could be practiced to evaluate the existing moral and underlines any issues, which might develop complexity to develop a team for reaching the organizational goal.
Induction
The workforce manual is the key section of employee orientation of Hilton. The manual considers different policies, information about Hilton advantages like directory and Hilton history. It considers a different tool to imply as teaching that demonstrates during new workforce orientation.
Training
Coaching method is practiced by external professional to address new executive for accomplishing the particular goal in a specified period. In Hilton Hotel, the coach could help to the executive for growing in the way that particularly affects to the business and assists to create a vision with respect to the company (Bowie, Buttle, Brookes, & Mariussen, 2016). In addition, it is evaluated that the employee of the firm is trained by collecting the feedback from others and reach the working place. The coach examines whether workforces are ready in coaching and not. Hilton makes rules in operating a business and reach the reliable conclusion. Moreover, it is examined that Hilton could make rules in working together and outlines their workforces in accomplishing the aim of the organizational task. In addition, it is examined that new executives identify steps of coaching, which workforces could take to meet Hilton objectives (Brown, 2015).
Hospitality industry Description
Professional development
Cross-training operate a business is practiced in making professional development. In addition, it is examined that on-job-training is an imperative and traditional tool to persuade professional Hilton development. Moreover, employees entail in tasks, which is entailed in their role then Hilton provides them opportunities to learn skills in harmonizing position. In addition, it is examined cross training engage the employee in getting a favourable outcome. Hilton Hotel uses reliable tools and techniques for the organization as it improves skills of professional in the least time and makes a favourable image in the marketplace. Consequently, it also assists the organization for recruiting temporary staff to cover absence because of a higher sick day and Hilton vacations (Clair, & Milliman, 2017).
Succession planning
In the secession plan, Hilton concentrates in practical understanding than creating the general sense. Moreover, leadership development training courses could be imperative in identifying the requirement of leadership skills in the organization. In addition, it is evaluated that Hilton has used such kinds of planning is effective for conducting many activities like mentoring, individual training, and coaching. It will assist a reliable method to reach the reliable conclusion. In addition, it is evaluated that the Hilton Hotel could use this method and make a favourable decision in the context of the current issue (Gill, Gardner, Claeys, & Vangronsvelt, 2018). Moreover, executives and team leaders could play an imperative role in the success of the planning process. It is imperative in performance management culture and workforce evaluation. Hilton mainly concentrates on offering a flexible atmosphere with respect to the identifying skills and attitudes that could be effective in the planning of succession (He, & Balmer, 2017).
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Strengths · Active listener · Prompt decision making |
Weaknesses (-) · Depth evaluator · Problems in thoughts articulation |
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Opportunities (+) · Rapid decision-making could be supportive for the increasing possibilities of getting a positive outcome. · Active listening could lead to getting a reliable result. |
Threats (-) · Lack of skills towards thoughts articulation could create a problem for the manager to sustain their position in the marketplace. · If a manager is failed to articulation of thoughts then they would be failed to comprehend other employees, which will become a major threat for an individual. |
From the analysis of the Laureate Professional Assessment (LPA) program, it is stated that there are certain competencies that could play their imperative role in overall personality. Moreover, this framework will lead to evaluate such skills and support to lead a positive outcome. Through this way, it is evaluated that I have certain skills like accomplishing objectives and self-development. Moreover, I have obtained an average score in two activities like working well with others, analyzing and solving issues, and adapting to change. I observed that my teamwork skills is not working hence I need to improve my team working skills by interacting with others and comprehend their opinion towards skills my skills. I also read many books, journals, and articles and improve my existing understanding towards the team management as well as change management as it would lead to an individual for making favourable decision. Moreover, these skills will lead to retain my position in the organization for long-term.
Discussion on organizational culture, its leadership and how people work together
Gallup Reports
Gallup report is used to examine the attitudes and behavior of employees than the company at the international level. The following themes are considered in this tool:
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S.no |
THEMES |
Questions |
|
1 |
Includer |
· As you read your personalized strengths insights, what words, phrases, or lines stand out to you? · Out of all the talents in this insight, what would you like for others to see most in you? |
|
2 |
Relator |
· As you read your personalized strengths insights, what words, phrases, or lines stand out to you? · Out of all the talents in this insight, what would you like for others to see most in you? |
|
3 |
Significance |
· As you read your personalized strengths insights, what words, phrases, or lines stand out to you? · Out of all the talents in this insight, what would you like for others to see most in you? |
|
4 |
Positivity |
· As you read your personalized strengths insights, what words, phrases, or lines stand out to you? · Out of all the talents in this insight, what would you like for others to see most in you? |
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5 |
Woo |
· As you read your personalized strengths insights, what words, phrases, or lines stand out to you? · Out of all the talents in this insight, what would you like for others to see most in you? |
Through this tool, it is evaluated that I am able to accomplish my goal in the least time. Moreover, I am capable to perform better in the in the working place caused by self-development.
Secondary data (collected by others)
The secondary data is an effective tool to examined my communication skills. My team member helps me to get feedback of others as well as the articulation of thoughts. It could also support to make a decision in the context of emotional intelligence. In addition, articulation thoughts could change the meaning of sentences as it could directly impact on the productivity of the firm. Moreover, the articulation communication could be determined as the words of articulate, which could be shown visibly and systematically (Maclean, Harvey, Suddaby, & O’Gorman, 2018). It could be accomplished by offering the priority proposal with the evaluation of the situation before implying the unstructured statement. In addition, articulated learning is effective in collecting reliable information towards the research issue. Articulated learning is effective in generating reliable and clear vision. From the application of secondary sources, I created my learning towards emotional intelligence as it could facilitate to comprehend the behaviour of others. In this way, it is examined that emotional intelligence could improve the competencies of others. Emotional intelligence could also lead to determine the feelings and emotions of others. In addition, emotional stability makes a link between employers and employees by improving the interpersonal skills of managers.
From the application of SWOT analysis method, I will be capable to improve my articulation procedure as well as my emotional intelligence skills. Both skills will support me in improving my communication skills as well as interpersonal skills. It will lead to getting favorable outcome (Patti, Senge, Madrazo, & Stern, 2015).
Industry (what general skills and behaviors will be needed in the industry in the future
In the hospitality industry, it is evaluated that different skills of manger are required to operate the business. These skills could be associated with the team management and communication skills, which will be effective in making their career in the upcoming period.
Key skills, experience, competencies, and behaviors that will be needed in the future, within your specialism
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S.No. |
Approaches, models, interpersonal skills to be used to enhance emotional intelligence |
Time Frame |
Evaluation: How will this improve my EI |
|
1. |
Self-awareness model |
Week 1-2 |
This model will support to comprehend my guts feelings. |
|
1 |
Ability model |
Week 2-4 |
This model will be effective to understand the emotion changes (Seong, Kristof-Brown, Park, Hong, & Shin, 2015). |
|
3. |
Self-Control approach |
Week 4-8 |
Self-Control approach facilitates to understand the way to present their self in the front of others. |
|
4. |
Empathy mixed approach |
Week 8-12 |
This model will help to understand the behaviours of others by analyzing another behaviour (Sucher, & Cheung, 2015). |
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5. |
Social skills method |
Week 12-14 |
Through this model, I will be capable to make a suitable relationship with others. |
|
S.No. |
Models, concepts and interpersonal skills to be used to enhance thought articulation procedure |
Time Frame |
Obtained outcome |
|
1. |
Voice-recognition model |
Week 14 |
It will be effective in examining my sound where I sound irritated and where I sound normal (Hilton, & Wageman, 2016). |
|
2. |
Model of Vocabulary |
Week 15-18 |
This model will help to improve my pronunciation issue. |
|
3. |
Confidence of Model |
Week 19-21 |
It will help to improve my self-confidence and reach the reliable conclusion. |
|
4. |
Model of problem identification |
Week 22 |
This approach will lead to the identification of the problem and making a feasible solution (Kandampully, Bilgihan, & Zhang, 2016). |
|
5. |
Thought Process Model |
Week 22-24 |
This model will be effective in comprehending situation before a sudden reaction. |
Identify the specific skills, experience, competencies, and behaviors you can personally develop, to enhance your employability and potential for advancement in the future
Leadership of Hilton
Initially, I would be capable to comprehend my decision making as well as leadership skills to improve my employability for the upcoming period. I also improved my interpersonal skills that could be effective in enhancing the competencies of employability.
With respect to the above interpretation, it can also be summarized that the Hilton Hotel provides different hospitality services to their potential consumers. This organization has followed the hierarchy organizational structure to operate its business and make a favourable decision. It can be concluded that the organization has improved my leadership, communication, emotional intelligence, and interpersonal skills as it motivates to stay in the organization for the long-term. It can also be stated that Hilton hotel makes the succession plan to operate the business and make an effective decision (King, & So, 2015).
Reference
Australian Bureau of statistics (2018). Hospitality Industries. Retrieved from: https://www.abs.gov.au/ausstats/[email protected]/dossbytitle/D793CA20B7FEF365CA256BD000277C8C?OpenDocument
Baum, T., Kralj, A., Robinson, R. N., &Solnet, D. J. (2016). Tourism workforce research: A review, taxonomy, and agenda. Annals of Tourism Research, 60, 1-22.
Bowie, D., Buttle, F., Brookes, M., &Mariussen, A. (2016). Hospitality marketing.UK: Routledge.
Brown, A. D. (2015). Identities and identity work in organizations. International Journal of Management Reviews, 17(1), 20-40.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Clair, J., &Milliman, J. (2017). Best environmental HRM practices in the US. In Greening People (pp. 49-73).UK: Routledge.
Gill, C., Gardner, W., Claeys, J., &Vangronsvelt, K. (2018).Using theory on authentic leadership to build a strong human resource management system. Human Resource Management Review, 28(3), 304-318.
He, H. W., &Balmer, J. M. (2017). Alliance Brands: Building Corporate Brands through Strategic Alliances?.In Advances in Corporate Branding (pp. 72-90).UK: Palgrave Macmillan, London.
Hilton hotels and resorts (2018). Take me to the Hotel. Retrieved from: https://www3.hilton.com/en/about/index.html?cid=OM,HH,defaultA4,BrandNav
Hilton, K. B., &Wageman, R. (2016). Leadership in volunteer multistakeholder groups tackling complex problems. In Leadership lessons from compelling contexts (pp. 425-464).UK: Emerald Group Publishing Limited.
Kandampully, J., Bilgihan, A., & Zhang, T. C. (2016).Developing a people-technology hybrids model to unleash innovation and creativity: The new hospitality frontier. Journal of Hospitality and Tourism Management, 29, 154-164.
King, C., & So, K. K. F. (2015).Enhancing hotel employees’ brand understanding and brand-building behavior in China. Journal of Hospitality & Tourism Research, 39(4), 492-516.
Maclean, M., Harvey, C., Suddaby, R., & O’Gorman, K. (2018).Political ideology and the discursive construction of the multinational hotel industry. human relations, 71(6), 766-795.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Patti, J., Senge, P., Madrazo, C., & Stern, R. S. (2015).Developing socially, emotionally, and cognitively competent school leaders and learning communities. Handbook of social and emotional learning: Research and practice, 395-405.
Seong, J. Y., Kristof-Brown, A. L., Park, W. W., Hong, D. S., & Shin, Y. (2015). Person-group fit: Diversity antecedents, proximal outcomes, and performance at the group level. Journal of Management, 41(4), 1184-1213.
Sucher, W., & Cheung, C. (2015).The relationship between hotel employees’ cross-cultural competency and team performance in multi-national hotel companies. International Journal of Hospitality Management, 49, 93-104.
Wright, P. (2018). Fundamentals of human resource management. Management, 5, 27.
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