Trust and Development in Supply Chains

This assignment delves into the crucial role of trust in building effective relationships within supply chains. It examines various theoretical models explaining how trust develops between organizations and analyzes empirical evidence supporting these models. Furthermore, it investigates practical strategies for fostering trust, particularly focusing on supplier development initiatives aimed at enhancing supplier performance and overall supply chain efficiency.

Developing Manager

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK A...........................................................................................................................................3
1.1 Compare different management styles..................................................................................3
1.2 Discussion on leadership characteristic................................................................................5
3.1 Lead and motivate to a team to attain targeted goals and objectives....................................6
3.2 Justification on managerial decisions which support to attainment of targeted goals and
objectives.....................................................................................................................................7
TASK B...........................................................................................................................................8
1.3 Evaluation of the communication process of the Marriott....................................................8
1.4 Analyse the organisational culture and change in Marriott..................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
A newly appointed manager can learn from the organisation activities which helps to
increase their potential to acts(Trott, 2008). Managerial skills are having requirement to use them
in practical condition which gives a knowledge to the manager how to use these in reality.
Management is having huge impact on the organisation's performance and it is having effect on
all of the business activities. Management helps to the business entities to arrange tehri
employees and business activities in an appropriate manner to increase their profitability. The
present report is based on the Marriott Hotel and Hilton Hotel which is a well known name in the
hospitality sector. This report is containing details on the management styles e. g. autocratic and
democratic management. The organisation is having some characteristic like; confidence, trust,
transparency etc. which is channelised by the leadership which has adopted by the Marriott. It
has details on different techniques to lead and motivate the team members. The report describes
about the different types of management styles that are being adopted in the organizations. Along
with this, discussion on leadership characteristic have been made. Further justifications have
been given for managerial decisions that support for attainment of goals and objectives in the
hotels.
TASK A
1.1 Compare different management styles
Management is a method which is use to engage peoples in the activities to increase the
efficiency of the workers and as well as of the organisation to improve their production(Arends,
2014). So it depends on the organisation and on their objectives to use management style
according to them. Autocratic, democratic, laissez-faire and paternalistic are the examples of the
management styles. So it depends on the manager and on the leaders to use an appreciate
management styles according to them. These all management styles are having different to

execute it's work on the organisation but it haves similarities regarding to the purpose which is
manage peoples to achieve their objectives. Autocratic and democratic is most used
management styles in the hospitality organisation, a comparison on characteristic is here given
under below:
Autocratic Management Style: It is a traditional method in which leaders are having power to
make decisions for the whole organisation with out any type of involvement of the employees in
it(Sy, Tram and O’Hara, 2006).
Democratic Management Style: Leaders, management and employee's participation has a
potential to makes effective policies to make better working environment, production line and
sales.
Comparison in management styles on characteristic
Characteristic Autocratic Management Style Democratic Management Style
Responsibilities Centralised on leaders and managers Divided in the employees, managers
and leaders
Decisions
Making
Quick decisions Slow process
Results Not appropriate for employees Effective for employees and for
organisation
Encouraging Leaders and managers Employees
Innovative and
creative
Less scope for innovations Employees are invited to make their
involvement by their innovative ideas
The above given table is containing a comparison in between the autocratic and democratic
management styles which helps to analyse the process and results of them(Rothbart, 2007).
Autocratic helps to the leaders and management to impose a decision on the employees to
perform their activities accordingly so it helps to the management to get a quick results on it
however it is effective or not. Avoidance of the employees makes a negative impact on them so
it reduce their motivation and inspiration from the management and leaders. It decrease the
innovation of employees which is not acceptable for any organisation's versatile development as
well as for their employees also.

Democratic management style helps to the manager and leaders to make effective
decisions for the employees betterment and as well as to take decisions to increase the sales and
production for a company(Purcell and Hutchinson. 2007). In this management, manager's invites
their subordinates to take effective decisions for them to attain their targeted objectives in a
better manner. Involvement of the employees makes a positive impact on them which increase
their faith and loyalty for their management.
It encourage their employees which have innovative ideas for the management to
increase the productivity, working environment etc. so it produce better results from the
autocratic leadership by the employees participation. For example open discussion sessions are
being organized I the hotel so that recommendations and participation from the employees could
be gained. This approach aids for identifying weak performing areas of business so that
improvements in the practices and procedures that are being followed in the company could be
made. This management style aid for encouraging staff members to take part in the decision
making process of the firm.
1.2 Discussion on leadership characteristic
Leadership relates to the leaders which helps to an organisation to perform their activities
in a way to attain their targets. Leadership is an ability to lead a group of peoples and employees
to achieve a particular objective(Pohl, 2010.). It is an element which helps to achieve success for
an organisation. Mostly leaders leads on employees to perform their activities in a particular
manner which helps to manage them profitability and standard level to produce their services and
products. Leaders are having power to motivate their employees for their work and to achieve
their business objectives. Most of the hospitality organisations are emphasise on the quality
services because they have to maintain a standard in their services. It has many type of
characteristic which are related to the employees, leaders and organisation, some key
characteristic are here;
Confidence: It is a characteristic of the leadership and requirement to be a leader so they have to
be confident about their work(Baron and Banaji, 2006). Leaders having a clear vision for their
organisation and employees which helps them to make policy and make adjustments accordingly
to achieve their targeted goals. So according to this characteristic they leads to their employees to
increase their potentials and versatile development to perform their work and activities in any
type of conditions.

Transparency: It is essential to have a clear and transparent policies for employees which
increase the trust of the employees on them. A good leadership is having this characteristic for
their employees, managers for themselves to enact accordingly.
Problem Solving: Mostly leaders plays a key role in this, they are having a thorough knowledge
of their organisation and their target market so they are having a power to resolve the conflicts of
their teams regarding to their work(Pinkerton, 2011). It helps to the organisation to manages their
regular production and qualitative as well. Problems in between the employees and employees
and employers can be resolved by the leaders because they are having potentials and power to
make effective decisions according to the needs of the organisation.
Flexibility: Vision helps to the leaders to make adjustments in their activities according to the
demands and market forces. Leadership emphasise on the flexibility in the act of the employees
to achieve their target in pre decided time limits. It helps to the management and leaders to use
flexibility in times, work place and employee's works.
Communication: It is an essential part of the leadership which helps to the leaders to implement
their rules, regulations and policies on the employees(Modi and Mabert, 2007). It creates a path
to communicate with the employees to make clear situation in between their employees. So it is
an essential element for the leaders to spread out their views, visions, objectives and future plans
in their followers.
These characteristic are helps to the leader to convey their leadership in between the
organisation's members and their subordinates.
Time management skills :- It is critical that I should manage their time appropriately so that all
the required functional activities could be performed with out facing much challenges and
difficulties.
Problem solving skills :- I need for resolving issues that ned to be resolved while working in the
company.
3.1 Lead and motivate to a team to attain targeted goals and objectives
Lead and motivation are necessary elements for the employees to move and perform for
their targets so these are helping to them to make their collective efforts according to the needs
of the organisation(Bonney and et. al., 2009). As a sales manager I have a responsibility to
encourage my employees to attain their objectives in pre decided time limits. It is an important
role of the manager to motivate their subordinates to increase their productivity to fulfil the

demands of the customers by their acts. It emphasise on the team work and built up a strong
relationship in the team members. Target setting, financial rewards, appraisal and team
development are some options for me to make a lead on my team to motivate them to achieve the
targets of them which finally helps me to achieve my targets. An expatiation is here for the use
of motivational techniques for me:
Target setting: It is an useful technique for the sales teams where I can make target for each and
every sales executive with the time limits. This targetting technique puts a pressure on the sales
team members and generates the work from them(Craig and et. al., 2008). So it creates a positive
impact on them which helps them to achieve their targets. So by this I can share my goals in my
team members which helps to me achieve sales targets indirectly.
Financial rewards: It is another format of the target where I can make more tough targets for the
sale team members and if some one achieve that he gets some financial rewards by the company
which is pre decided by before target setting. We can provide incentives to the employees which
are working according to the targets. So this one motivates the other team members to attain their
targets and get the financial rewards. These financial rewards can be stated as a incentives which
are count on the performance and achievements.
Appraisal: Performance appraisal helps to increase the employee's performances and for the
sales team it has a vital significance(Dredge. 2006). I can use this term to increase the team
member's performance by making targets which have to attain by them in a time limit. So it built
a self responsibility on the employees to make their efforts to accomplish their task in pre
decided time limits. If any employee's gets their targets, they are able to receive the appraisal in
their salaries and position in the team.
Team Development: It is an another technique which I can use to motivate them, as I have sales
team where each and every team members are having some targets which have to attain by them.
So here I can develop some small teams in which they divide their responsibilities and as well as
the targets. These team members can help and support to each other which helps to them in their
work. If the team members are having support of each others which automatic generates a
motivation in them.
Performance based incentives :- Performance linked incentives can be given to the employees so
that they can be encouraged for completing their work in more better and effective way.

3.2 Justification on managerial decisions which support to attainment of targeted goals and
objectives
Managerial decisions are related to the manager level decisions where I have to make my
various kind of decisions regarding to the decision making, planning, control, organising and
delegation for our team members. Managerial decision are considers as a their responsibilities
which helps them to generate productivity form the team members(Fereday and Muir-Cochrane,
2006). So it is essential to me make effective decisions to increase the potentials of the team
mates to attain the shared goals by them. These managerial acts helps to me manage a smooth
working for my owners. Some points are here to make justifications on the planning, control,
decision making, organising and delegation:
Decision making: It is a significance process for me as a manager of the sales teams, personally
I believe to use of team mates in the decision making process. Because all the sales persons are
having informations and details of the markets which helps me to take better decisions according
to the market condition and needs of the organisation. As on my personal level I believes on the
democracy in which I have involve my subordinate to take effective decisions for the company
and attain the goals of the team's objectives.
Planning: It is an another aspect in which I have to make plans for my teams and to act my team
members. So in this I have to make effective for team members which helps them to attain their
target without any types of problems. I have to make effective planning for the team members
and I have to put my team members in different activities according to their skills.
Control: It is essential for me to make control on the strategies and employees to reduce the
chances of the failures(Mills, Bonner and Francis, 2006). I have to make proper control on my
team members which can increase my grip on them. By this I can increase the capabilities of my
team and I can make an easy path for them to perform their business activities.
Organising: It is related to the activities which are organised by me as a manager, so it is
essential to organise better activities for the betterment of the company. So in it I have to use my
skills and classification of the employees according to their skills and potentials to enhance the
capabilities of the activities. These are related to the management as well as to the leaders so it is
essential for me to organise perfectly.
Delegation: It is related to the group of the active persons which are included to perform the
activities(Lin, Chiu and Chu, 2006). So I have to add some of the fine members in my teams

which helps me to take better decisions according to the need of the organisation and market
needs.
Monitoring :- It is critical that I should make efforts for monitoring overall activities that are
performed in the organization. It will aid for removing flaws and improving the weak performing
areas of company.
Scheduling :- It is required that I should make efforts for scheduling all the required activities
that needs to be performed in the company.
TASK B
1.3 Evaluation of the communication process of the Marriott and Hilton hotel
Each and every organisation adopts a communication process to make internal
communication. Some types of communication process are here to explain it's activities:
Formal: It is a communication which is authenticated by the government to use in the Marriott
to communicate, it is a valid process in which management can make communication with the
employees by some authentic ways(Lewicki, Tomlinson and Gillespie, 2006). Written
communication come under it. Written: In it Marriott Hotel have to use written format to spread out orders in the
management and employees, it helps to the leaders and management to make effective
and clear communication in between the employees and employers. Written formats can
be in paper, fax and e mails which are authenticated and validate by the government to
use to communicate. Organisation can use this written format as a proof in legal
formalities.
Informal: It is a type of communication which is mostly used in Hilton hotel. It aid for
supporting the team members to perform their business activities. Oral communication and body
gesture can be used by a person to convey their feelings to others. So it is not a authenticated
way to communicate and it is not appropriate for the management and leaders to convey their
message and orders in different types of teams. Hilton Hotel is using this type of communication
process to make internal communication in between the management and employees. It can
divided in to two parts which is verbal and non verbal, a brief is here on them: Verbal: Oral communication can be consider in this which is made by the team member
for informal communication(Levy and et. al., 2007). This one is not appropriate for the

management and leaders to spread out their orders in the employees cause it can make
confuse their employees regarding to orders. But it has a potential to create a healthy
relationship in employer and employees. Non verbal: Communication from the facial and body expression consider as a non
verbal communication. Mostly employees use their body expression for agree or disagree
on topics.
Internal communication: The Marriott Hotel is using the formal method of communication as
they are having different types of departments which is having need to communicate
properly(Jamali and Mirshak, 2007). So the management has installed the desktops in each and
every department to create written communication in between the teams. It helps to them to
make clear situations by writing on each and every thing. But they have to increase verbal
communication in these teams so they have to provide gadgets to make verbal communication in
between the team members and managers.
External communication: They are using e mails to communicate with the customers and as
well as they are providing facilities to their customers to make conversation on the telephones to
resolve their queries immediately.
Advertisement: The Marriott Hotel is using print media and social media which is a perfect
combination of the traditional media and contemporary media to advertise services in their target
markets.
1.4 Analyse the organisational culture and change in Marriott and Hilton hotel
The term culture is defined as the values, norms on which the business is running. In
business sense, the organisational culture is a system of shared assumptions, beliefs and values.
Every organisation. The culture have its own history and the subordinates have to follow that.
For a better relationship of employees and the management, it is compulsory to maintain a better
and healthy culture. There are some examples of organisation culture:
Power culture: All the powers are associated with the top management of the organisation. And
they are the policies designer for the firm(Holt and et. al., 2007). This term is known as strong
and powerful culture. subordinates have the duty to just follow up those policies on thee basis.
So the decision making power is more easier and quicker b because all the decisions are taking
by few authorities. The Hilton Hotel is using this type of culture which provide a strength and
power to the leaders and managers.

Task culture: Marriott hotel is using task culture and Every work is termed as a task and it
should be done in a task format. The projects which can be completed in a short parts on can be
done in more easier way is known as task. The management divides the number of employees in
a group and assign cash and every group a particular task. The Marriott hotel is divide the small
teams and assign tasks to them.
Person culture: In the person culture management pass an order for an individual person. This
culture help only those person who work in a organisation. These organisations are run by
individual persons.
Change management :- It is defined as procedure that is used for controlling the changes and
modifications that have been implemented in the company. Hilton and Marriott hotel both uses
change management so that required changes in the hotel can be implemented successfully.
Lewin's change management procedure is used so that required changes should be implemented
successfully in the company.
The Marriott hotel has the task culture for the organisation. Because their history is so
ancient and from ancient times they are maintaining this culture of division of work into teams.
They just want to maintain their ancient history by this culture so they can give their best
services to their employees(Jackson and et. al., 2008). So, for the saving of their history they are
using task culture. According to the size the size of hotel is so large so they are not able to give
their best services by not dividing the work. For best services they are managed teams and
assigns them their task like cleaning team for cleaning etc. Mostly these type of hotels are
established on prime location where any one can easily access there. The prime locations work as
a key for them. And one more things is that for located on prime locations they have to give
service according to their names. There are so much competition is going in the market in this
hospitality industry. So for this they have to make strategies according to their competitors and
also they have to maintain culture strategies for higher growth and profit rate as compared to
their competitors.
CONCLUSION
The above concluded report is having focus on the development of the manager according to the
conditions of the organisation. This is having focus on the managerial decisions on planning,
control, organising etc. which is a need of the manager. Autocratic and democratic management
styles are useful for the hospitality industry and they are having a vital significance for their

adopter. These all are having impact on the leaders and they have to set their leadership
according to the management and needs of the organisation.
s

REFERENCES
Books and Journals
Arends. R., 2014. Learning to teach. McGraw-Hill Higher Education.
Baron. A. S. and Banaji. M. R., 2006. The development of implicit attitudes evidence of race
evaluations from ages 6 and 10 and adulthood. Psychological science. 17(1). pp.53-58.
Bonney. R., and et. al., 2009. Citizen science: a developing tool for expanding science
knowledge and scientific literacy. BioScience. 59(11). pp.977-984.
Craig. P., and et. al., 2008. Developing and evaluating complex interventions: the new Medical
Research Council guidance. Bmj. 337. p.a1655.
Dredge. D., 2006. Policy networks and the local organisation of tourism. Tourism management.
27(2). pp.269-280.
Fereday. J. and Muir-Cochrane. E., 2006. Demonstrating rigor using thematic analysis: A hybrid
approach of inductive and deductive coding and theme development. International
journal of qualitative methods. 5(1). pp.80-92.
Holt. D. T., and et. al., 2007. Readiness for organizational change the systematic development of
a scale. The Journal of applied behavioral science. 43(2). pp.232-255.
Jackson. D. J., and et. al., 2008. Wheezing rhinovirus illnesses in early life predict asthma
development in high-risk children. American journal of respiratory and critical care
medicine. 178(7). pp.667-672.
Jamali. D. and Mirshak. R., 2007. Corporate social responsibility (CSR): Theory and practice in
a developing country context. Journal of business ethics. 72(3). pp.243-262.
Levy. O., and et. al., 2007. What we talk about when we talk about ‘global mindset’: Managerial
cognition in multinational corporations. Journal of International Business Studies.
38(2). pp.231-258.
Lewicki. R. J., Tomlinson. E. C. and Gillespie. N., 2006. Models of interpersonal trust
development: Theoretical approaches, empirical evidence, and future directions.
Journal of management. 32(6). pp.991-1022.
Lin. C. T., Chiu. H. and Chu. P.Y., 2006. Agility index in the supply chain. International
Journal of Production Economics. 100(2). pp.285-299.
Mills. J., Bonner. A. and Francis. K., 2006. The development of constructivist grounded theory.
International journal of qualitative methods. 5(1). pp.25-35.
Modi. S. B. and Mabert. V. A., 2007. Supplier development: Improving supplier performance
through knowledge transfer. Journal of operations management. 25(1). pp.42-64.
Pinkerton. E. ed., 2011. Co-operative management of local fisheries: new directions for
improved management and community development. UBC Press.
Pohl. K., 2010. Requirements engineering: fundamentals, principles, and techniques. Springer
Publishing Company, Incorporated.
Purcell. J. and Hutchinson. S., 2007. Front‐line managers as agents in the HRM‐performance
causal chain: theory, analysis and evidence. Human Resource management journal.
17(1). pp.3-20.
Rothbart. M. K., 2007. Temperament, development, and personality. Current directions in
psychological science. 16(4). pp.207-212.
Sy. T., Tram. S. and O’Hara. L. A., 2006. Relation of employee and manager emotional
intelligence to job satisfaction and performance. Journal of vocational behavior. 68(3).
pp.461-473.

Trott. P., 2008. Innovation management and new product development. Pearson education.
Wu. W. W. and Lee. Y. T., 2007. Developing global managers’ competencies using the fuzzy
DEMATEL method. Expert systems with applications. 32(2). pp.499-507.
Online
Leadership Theories. 2016. [Online]. Available through
<http://www.leadership-central.com/leadership-theories.html> [Accessed On 4th March
2017.]
Management Style - Meaning and Different Types of Styles. 2017. [Online]. Available through
<https://www.managementstudyguide.com/management-style.htm> [Accessed On 4th
March 2017.]
Models of Organisational Culture – Handy. 2015. [Online]. Available through
<http://www.tutor2u.net/business/reference/models-of-organisational-culture-handy>
[Accessed On 4th March 2017.]