Management And Leadership Across Culture Management Essay

Management And Leadership Across Culture Management EssayLeadership and demand has been very historic relating to achieving union goals . We rouse find lots of theories in leadinghip and indigence. The main purpose of the study is to critically evaluate theories of leadership and motivation and how this is related to managing cultural assortment and how the organization apply the techniques of leadership and motivation in organization .These days hospitality and tourism has been recognised as a social phenomenon with a manikin of social-cultural impacts at both the individual and global levels, and has been a diverse and momentous reality that all social sciences think. The study of tourism and its switchs reflect the arrival of freshly admissiones and ways of thinking in modern society as the changes in tourism reflect the changes from modern society to postmodern society. The system of rulesal challenges of tourism be discussed contextualizing the epitome deep d hol d the concepts of leadership, motivation, work performance, ethics, personality, and rewards. (www.environmental challenges tourism).Most of line of credit organisations were able to achieve their business goals and objectives by incorporating creative leadership and motivating staff. There are observations which claim that companies are constantly challenge by the fact that the control and creative aspect of business are diametrically opposed. As such, utile planning, control, organisation, and coordination within hospitality and tourism industry must be clear from the efficiency and goodness of the services offered.Business leadership and management characterises the process of leading and directing the systems within an organisation by shattering available resources widely so as to achieve the objectives of the business operation. It most of the time includes the conceptualization of business plans and monitoring its execution for assessment and evaluation of the efficiency a nd effectiveness of the business transactions. Good leadership help in effectively meeting theorize-related demands, co ordinations, commitment, in creating high-performing squads, in advanceing re-create loyalty and commitment, in increasing motivational level and in reducing absence and turnover of employees. Effective leadership and employee motivation is very essential and crucial to the survival and continued existence of service industry. It is such an important and wide field of study, and thus has enjoyed contributions from a host of authors and scholars. This research attempts an over take up of some of the most perceptive theories within the field of workplace motivation and leadership (Meyer and Allen, 1997). The very nature of this topic resides on the crossover between psychology and management, and concepts from these two genres will be investigated with a view to setting this research project against some kind of meaningful context. It is hard to cover all asp ect of that influence in the achiever of hospitality and tourism industry but in this assay author tried to explore leadership and motivation of employees factors.Chapter 2 Reviewing theories of Leadership and MotivationThe effective leader should think and act about his own Leadership style, strengths, and development unavoidably. Team leader should capture the individuals, tactile sensation sublime to be go bad of the team then people will work harder and achieve more. Goals of the organisation achieved or not depended on how effective the Leader was. So leadership philander important role in the organisation. Leadership is the heart and soul of organisations, and quality communication is the avenue by which leaders clarify their visions and foster violateicipative management within organisations, no matter which approach best describes their leadership stylesManagement and leadership across culturesThe international nature of the hospitality and tourism industry requires theater directors of the future to be conscious of many different issues relating to leading people.They strike the knowledge and skills necessary to lead and motivate workforces across many different cultural backgrounds. This issue is one of groovy importance and very relevant to effective management of organisations in a global setting.Indicative contentLeadership in organisationsCulture and leadershipTheories of motivationManaging diversityAccording to Wright Taylor (1994), Leadership is an activity which influenced the Behaviour, beliefs and feelings of other group members in an intended direction. Influence may take place at a space without any personal interaction between the people bear on .Leader can acquisitive the interpersonal skills through practice with feedback and guidance. According to Vecchio (1997) view Leadership is a sense-making heuristic to account for organisational performance and is important primarily for its symbolic role in organisations. Zaccaro (2001) said Leadership is a process of giving purpose to bodied hunting expedition, and causing willing effort to be expended to achieve purposeThe first responsibility of a leader is to define reality. The last is to say thank you. In between the two, the leader must become a servant and a debtor. That sums up the progress of an artful leaderConcept, ideas of leadership and leadership practices are the takings of much(prenominal) thought, discussion, writing, teaching, and acquirement. True leaders are sought after and cultivated. Leadership is not an easy subject to explain. A friend of mine characterizes leaders plain resembling this Leaders dont inflict pain they bear pain.TRAIT APPROACHESKONOPASKE (2008) said thinking and discussion about leadership evolved from a trait-based approach to the concept of teams without bosses. Trait approach is an attempt to identify specific characteristics (physical, mental, personality) associated with leadership success. Trait surmise of leadership is based on intelligence, personality, physical characteristics and supervisory ability. In trait approach leaders are born, not made because some people are born with their charisma and other personality traits, seems to be inborn born leaders whom others will follow automatically. People possessing charismatic traits need to learn to use and develop those leadership traits consciously. Many successful leaders do not possess a common body of personality traits which explain their leadership abilities. In fact, many greatQuality leadership depends neither on charisma nor on personality traits (www.1). Surveys of early trait research by stodgily (1948) and Mann (1959) reported that many studies identified personality characteristics that appear to differentiate leaders from followers (www.2). Peter Wright (1996) has commented, others found no differences between leaders and followers with heed to these characteristics, or even found people who possessed them were les s believably to become leaders Central to effective leadership.BEHAVIOURAL APPROACHAccording to Taylor (1994) behavioural approach of leadership concerned with the behaviour, rather than personality traits. Behavioural theories concerned with the leader in the context of organisation and identify behaviours exhibited by leaders that outgrowth the effectiveness of the organisation. In mastering the role of leadership, leaders must eff between behaviour modification and attitude modification. Behaviour modification implies that people change their outward actions, art object their attitudes, beliefs, feelings, and opinions remain the same. Attitude modification implies that followers change their inward thinking hence, their attitudes, feelings, and opinions are brought into line with those of the leader. It is clear that attitude modification is more important to effect lasting change than behaviour modification (www.3). cardinal sub-categoriesExamines how motorbuss spend their time and the typical pattern of activities, responsibilities, and functions of managerial commercial enterprisesLeadership effectiveness depends in part on how hearty a manager resolves role conflicts, copes with demands, recognizes opportunities, and overcomes constraints2) Identifying effective leadership behaviourPurpose of LeadershipLeadership is involves making employees into group and being accountable, responsible for focusing and motivating to achieve goals.A leader should support continuity and momentumbe flexible in allowing changes of directionIdeally, a leader should be a few steps ahead of their team, but not too far for the team to be able to understand and follow them.a. Skills neededb. Different Ideas of LeadershipSkills NeededLeaders must live a wide range of skills, techniques and strategies. These includePlanningCommunication skillsOrganisationAwareness of the wider environmentAs hospitality and tourism industry based entirely on service quality so manager nee d to use their communication skill as there are customers and employees from all over the population they have different language background so it is important to use effective communication skill also apprised of wider environment.Different Ideas of LeadershipLeadership should be concentrated in one person or distributed among members of the team. Leader was appointed by more senior levels of management or elected by the group. This technique relies on the assumption that one single person has all the strengths required. www.5Olmsyead (2000) said directing the team is critical tests of leadership skills because it is a growing and shifting kindred between the two people. According to Olmsyead (2000) directing the team is motivating the subordinates Motivation meansCause (person) to act in a particular(a) way stabilize interest of (person in activity) www.3.The effective leader should think and act about his own Leadership style, strengths, and development needs. Team leader sh ould make the individuals, feel proud to be part of the team then people will work harder and achieve more. Goals of the organisation achieved or not depended on how effective the Leader was. So leadership play important role in the organisation. Leadership is the heart and soul of organisations, and quality communication is the avenue by which leaders clarify their visions and foster participative management within organisations, no matter which approach best describes their leadership stylesMotivation cordial reception industry is a big industry in the world and the worlds largest employer. It is a labour intensive Industry. Wherever you need human input, motivation is crucial for success, especially for service industry. People are the part of the product in delivery service. If employees are not motivated, their performance will drop or customers will know and complain. The question for hospitality industry businesses is how to get the best from employees, how to come on and pe rsuade them to do what they are supposed to be doing to the best of their ability all the time. So that, it is strongly proved that motivating the employees is essential draw to increase the competitiveness in the organisation environment.Motivation is the key for employees to run the hospitality industry successfully, if the industry does not possess the ability to motivate its employees, the knowledge within the organisation is not practically used to a maximum. Therefore, it becomes the aim of every successful learnedness hotel industry to find the factors that enable it to motivate its employees to continuous learning and to take advantage of this knowledge to ensure its living. Many motivational theories have been constructed to find these motivational factors, but the set of the employees in the specific organisation desire tourism are seldom included in the theories. Since a suitable combination of motivational factors only can be created through an understanding of the v alues in the measured object (i.e. employees), this can be seen as a risk for validity problems in the measuring instrument.Significance of Motivation in Hospitality and Tourism IndustryMotivation refers to the reason why we do things. A dictionary defines motivation asThe psychological feature that arouses an organism to action towards a coveted goal, the reason for that action. (Source Dictionary.com)A simple definition of motivation is the ability to change behaviour. It is a drive that compels one to act because human behaviour is direct toward some goal. . Motivation is internal it comes from within based on personal interests, desires, and need for fulfilment. However, external factors such as rewards, praise, and promotions also influence motivation. As delineate by Daft (1997), motivation refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a authorized course of action.Here is the particular importance with the motiv ation, because the organisations always expect a high quality performance. All the time it is not possible to the employees, so that the reading needs and motivation is essential to the employees. Motivation can do such things as they are1. Direct behaviour towards to particular goals.2. Its lead to increase effort and energy.3. Increase their initiation, persistence and activities.4. Enhance the cognitive processing.5. Determine what consequences are reinforcing.6. Lead to improve their performance.The persons in their employment they usually try to motivate themselves, even though organisation can maintain the crucial role to motivate the employees. need FACTORSThe employees can be motivated by different factors in a learning organisation, such they areThe works itself that many people bank in their work and feel they are making a difference. that is enough to motivate them acknowledgment being recognised for the contribution that you are making is something that many of us wan t and needAchievement seeing the resolving powers of what we do and knowing that we had a part in that vector sumResponsibility being given responsibility is something that people enjoy, they respond to being given responsibilityAdvancement and personal growth part of recognition is the opportunity to be able to advance yourself to be given more challenging tasks and be seen as being capable of doing such tasks.MOTIVATION THEORIESThe employees who are committed to achieving organisational objectives generally outperform those who are not committed. Those who are intrinsically rewarded by accomplishments in the workplace are satisfied with their jobs and are individuals with high self-esteem. Therefore, an important part of management is to help make work more satisfying and rewarding for employees and to keep employee motivation consistent with organisational objectives. With the diversity of contemporary workplaces, this is a complex task. Many factors, including the influenc es of different cultures, affect what people value and what is rewarding to them.From a managers perspective, it is important to understand what prompts people, what influences them, and why they persist in particular actions. fast(a) (1985) presented these four underlying principles that are important to understanding motivationPeople have reasons for everything they do.Whatever people choose as a goal is something they believe is good for them.The goal people choose must be seen as attainable.The conditions under which the work is done can affect its value to the employee and his or her perceptions of achievability or success.PROCESS THEORIESProcess theories help to explain how individuals motivation of an employee to select particular behaviours and how individuals determine if these behaviours meet their needs. Because these theories involve rational selection, concepts of cognition are employed. Cognition, jibe to Petri (1996), is generally used to describe those intellectua l or perceptual processes occurring within us when we analyze and interpret both the world around us and our own thoughts and actions.The expectancy theory is based on an individuals effort and performance, as well as the desirability of outcomes associated with high performance. The value of or preference for a particular outcome is called valence. To determine valence, people will ask themselves whether or not they can accomplish a goal, how important is the goal to them (in the immediate as well as the long term), and what course of action will provide the greatest reward. An individuals expectation of genuinely achieving the outcome is crucial to success, and many factors influence this.The expectancy theory says that individuals have different sets of goals and can be motivated if they believe thatThere is a positive correlation between efforts and performance,Favourable performance will result in a desirable reward,The reward will satisfy an important need,The desire to satis fy the need is strong enough to make the effort worthwhile.valency refers to the delirious orientations people hold with respect to outcomes like rewards. The depth of the want of an employee for extrinsic money, promotion, time-off, benefits or basic satisfaction rewards. Management must discover what employees value. apprehension Employees have different expectations and levels of confidence about what they are capable of doing. Management must discover what resources, knowledge, or supervision employees need.Instrumentality The apprisedness of employees whether they will actually get what they desire even if it has been promised by a manager. Management must ensure that promises of rewards are fulfilled and that employees are aware of thatThe expectancy theory can be applied through incentive systems that identify desired outcomes and give all workers the same opportunities to achieve rewards, such as stock ownership or other recognition for achievement. Given that communicati on satisfaction plays an influential role in motivating employees, it would be important for hotel managers to pay attention to communicating with employees. In this regard, it would be beneficial for hotel managers to understand how well satisfied employees are with communication. managers needs to be open to new ideas managers listen and pay attention to employee managers communications with employee to make them feel an important part of hotel also offers guidance for solving job-related problems and receive on-time information needed to do job. Conflicts are handled appropriately through proper communication channels managements communications with employees are accurate and organised managers know and understand the problems faced by employees. Overall, managers are willing to listen to employees and take up ideas from employees, so employees feel they are part of the organisation.Other issue employees may face is whose first language is not English work in the hotel industry. Here, communication might play a more important role in motivating employees. Managers should respect employees and understand cultural differences. In particular, managers should give clear and precise instructions to let employees know their job description, performance evaluation, service quality, and hotel values. Always providing prompt feedback, encouraging job involvement, and truly caring for employees make communication successful.The equity theory focuses on individuals perceptions of how fairly they are treated in comparison to others. The equity exists when people consider their compensation equal to the compensation of others who perform similar work. People enunciate equity by comparing inputs (such as education, experience, effort, and ability) to outputs (such as pay, recognition, benefits, and promotion).REINFORCEMENT THEORIESA theory of reinforcement explains employee should have time maintenance as well the motivation structured by management. This theory based not on need but on the relationship between behaviour and its consequences. In the workplace, these theories can be applied to change or modify on-the-job behaviour through rewards and punishments.This theory takes into consideration both motivation and the environment, focusing on stimulus and solution relationships. Through his research, Skinner noted that a stimulus will initiate behaviour thus, the stimulus is an antecedent to behaviour. The behaviour will generate a result therefore, results are consequences of behaviour.(McCoy, 1992)The four types of reinforcement are the followingPositive reinforcement The application of a pleasant and rewarding consequence following a desired behaviour, such as giving praise.Negative reinforcement The removal of an unpleasant consequence following a desired behaviour, such as a manager no longer reminding a worker about a weekly deadline when the worker meets the deadline. This reinforcement is also called avoidance.Punishment The applicati on of an unpleasant outcome when an unsuitable behaviour occurs to reduce the likelihood of that behaviour happening again. This form of reinforcement does not indicate a correct behaviour, so its use in business is not usually appropriate.Extinction The withdrawal of a positive reward. If the behaviour is no longer positively reinforced, then it is less likely to occur in the future and it will gradually disappear.From the argument clearly conclude that motivation is the essential need to the employees to enhance their abilities, it is also important to the management, to provide the teach needs to motivate the persons and involve them particularly in socio cultural things.Chapter 3 A Case of Leadership and Motivation in Hilton Manchester DeansgateThe management and leadership method of Hilton Manchester Deansgate has a huge effect on its work atmosphere and the employees inspiration. The progress of a finest leadership style and executive skills that is the most proper to an or ganization is vital, having a key effect on its life duration. Hiltons Managers world class leadership style helps the hotel to attain its goals . There are two types of leadership styles, one that is task-oriented and the other that is employee-oriented. A manager with a task-oriented style will have work results as his major concerns and therefore, he will enlarge rigid policy that would lead the subordinates into working their errands to profit his preferred results.Case StudyThe purpose of this study was to explore the similarities and differences in motivation and organisational commitment of employees and employee motivation and their level of organizational commitment.Interviews are interpreted from the basic stage of work group in Hilton hotel. Those interviews are in the form of face to face interviews, direct interviews. Interview questions in the form of multiple options with agree, strongly agree, disagree, strongly disagree and not applicable. So that involving employe es can express their views by choosing the options, in this survey, over 25 employees from Manchester, involved and responded for the following 16 questions. It gives the view of leadership and employee motivation level in organisation.1Q- My work gives me feeling of personal success.A Organizational success is ultimately depends on employee motivation and participation. Every job design will define the employee responsibilities, most of the employees feel that they are giving a good performance.25 employees responded, in that 19 employees agree, 2 strongly agreed, 4 disagreed.2Q- I like the kind of work I doA organisation responsibility to create the likely environment, so that all the employees can like to work. 25 employees responded in that 21 agreed, 2 strongly agreed, 2 disagreed.3Q- I know how my work relates to organisation mission and goalsA management needs to make aware their employees of organisation vision, mission, and goals. Employees should need to know what the goal of organisation is so that performs their work towards to organisation goals. 17 employees responded as agreed, 1 strongly agreed, 7 disagreed,4Q- I do give importance for my workA it describes the organisation attitude and having impacts on outcomes. If employees feel their job is much important to them, than they can involve with much effectively. In higher range 23 employees agreed and 2 employees are disagreed.5Q- I feel my department gets support and teamwork from other areas within the Company.A organisational development depends on employee training and development. Employees need proper training according to their jobs, to effective involvement. 18 agreed, 2 strongly agreed, 5 disagreed.6Q- Overall I am very much satisfied with my job at organisation.A satisfaction does cost much in organisation. It effects on employee performance. 22 employees were agreed, , 3 disagreed,.7Q- My manager clearly defines my job responsibilities.A job enrichment is the key factor to feel emplo yees more responsible. Employees need to know their job responsibilities, management need to assign tasks to their employees. 24 employees responded as agreed only one employee disagrees with this issue.8Q-My manager/supervisor encourages high achievement by reducing the fear of failure.A employees need motivation, encouragement to produce effective performance. 25 employees responded as agreed.9Q- My manager/supervisor takes responsibility for shaping the attitudes and relationships within our department.A employee relations key task in organisation run successful for managers, they need maintain a good relation with employees, so that they can easily shape their attitude. 20 employees agreed 5 disagreed.10Q- My manager/supervisor clearly communicates what is expect of me.A Employee communications mechanisms involve the provision and exchange of information and instructions, which enables an organisation to function effectively and its employees to be properly informed about develo pments. 24 employees responded agreed, 1disagreed.11Q- My manager/supervisor provides me with continuous feedback to help me achieve.A every organisation need to provide the feedback so that employee can improve his performance to achieve organisation goals. 14 employees responded as agreed, 1 strongly agreed, 10 disagreed.12Q- Employees have a feeling of personal empowerment and ownership of work processes.A empowerment gives to employees having autonomous decision-making capabilities and acting as partners in the business. 16 employees responded as agreed, 6 disagreed, 3 strongly disagreed.13Q- Satisfaction with involvement in decisions that affect workA Employee satisfaction is an emotional state resulting from the experiences an employee feels at work. 17 employees responded as agreed, 1 employee strongly agreed, 7 employees disagreed with a kind of disappointment.14Q- I have a high level of respect for my organisations senior leaders and my colleagues.A organisations values gi ve feel employees to be respectful, so that everyone respectable with another. 24 employees responded as agreed, 1 employee disagreed.15Q- In the last 3 weeks, I received recognition or praise for doing good work?A surgical procedure appraisals have a great impact on employee performance. Performance review can give clear indication to employees performance recognition and opportunity to increase performance. 18 employees responded as agreed, 7 employees responded as disagreed.16Q Since a year, I got more opportunities to learn and grow my skills.A employee involvement and participation is a key task to organisation. For high involvement practices, employee needs to get proper training and development. 12 employees responded as agreed, 10 disagreed and 3 employees strongly disagreed.Summary of findingsSurvey finds out that how organisation motivates their employees to effect on their success. Questionnaire pointed out the key factors such like employee involvement, organisational success, job responsibility, how organisation determine the vision includes within the employees, organisation culture, employee development towards to organisation development, job enrichment, performance appraisal, empowerment levels, employee satisfaction, and communications. Employees at the Hilton hotel most of them are aware of what the organisation expecting from them, and they felt they are satisfactory with their organisation.Quantitative data of survey providing the entire descriptions, Job satisfaction at there was, 80% employees satisfied with their job, to the lowest degree 20% having unsatisfied. It shows that organisation need to evolve more strategies to make the job interesting and create healthy environmental at work. Organisational success also higher at Hilton, they prefer their employees as a key assets, it is quite interesting about only 60% employees satisfied with organisational strategies. It means that the company needs to reach more employees in order to get more success. Training and development procedures at higher rate and should leading as example to others, overall 89% employees satisfied with their procedures and low level group of employees strongly argued that they are not really affecting their work. It explains that management needs more attention to develop their training strategies useful to all the employees. Communications among different role of employees were too poor, 45% people satisfied and 55% employees strongly disagreed with their superiors communications, it indicates that there is a no hone communication systems are following, so organisation needs to develop more communication and employee relation strategies The research of Marchington et al (2001) demonstrated that employers in the 18 organisations they study valued the voice of the employee in contributing to management decision making because they believed it contributed to business performance.Chapter 4 Recommendations and ConclusionEmployee motivatio n is essential to the success of organisations. A want of employee motivation may cause organizational problems in turnover and retention, morale, and poor productivity. Hotel industry is not unfamiliar with these human resource issues, however, many restaurants choose to accept these issues as part of the business or utilize ineffective, outdated motivation techniques. Recognition of the problem of employee motivation is the first step a restaurant. Organisation may choose to tackle the problemToday most of the organisations turning into employee voluntary programs such as a key strategy to increase their business goals while positively involving their employees to meet the needs of the organisation. Management should ensure that, employees are committed about getting involved, it is important to find most satisfactory way for them to put down so that their efforts can really make a difference to organisation. Having a number of perspectives, it is clear that employee motivation is central to the modern organisational practices. Moreover, the benefits of employee motivation and effective leadership are more if company implement effectively.In implementing employee motivation theories in practices, a number of general principl