Employability Skills Development in Management

This assignment delves into the essential employability skills required by modern-day managers. It examines various aspects of skill development, including communication, teamwork, problem-solving, critical thinking, and adaptability. The assignment also analyzes the role of education, training, and organizational support in fostering these crucial competencies.

THE DEVELOPING MANAGER

TABLE OF CONTENTS
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
1.1 Different management styles.................................................................................................3
1.2 Leadership characteristic.......................................................................................................4
1.3 Communication process in Hilton and Marriott....................................................................5
1.4 Analyse organisational culture and change in selected businesses........................................7
Task 2...............................................................................................................................................8
Task 3...............................................................................................................................................8
TASK 4............................................................................................................................................8
4.1 Own managerial and personal skills that will support career development...........................8
4.2 Reviewing career and personal development needs, current performance and future needs
to produce development plan.......................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
2

INTRODUCTION
Complexity may take place in the organization any time. Managers are proactive in
nature and they find suitable solutions for improving the performance of organizations.
Competencies of managers assist in managing people well at the time of changes (Dahan, Doh
and Yaziji, 2010). Every business unit requires competent and qualified managers along with the
leaders who can drive changes and take initiatives for the development of company. For the
present report, Hilton hotel is being taken into account which is a global leader in hospitality
industry and offers customers with authentic experience. Current assignment will discuss
different management styles and leadership characteristic of leaders. Being a manager in the
organization, own potential will be reviewed in this study. Importance of motivation in achieving
the goal of company will be discussed in this report as well. Apart from that, career development
plan will be created in this assignment and review of current performance will be done in this
study.
TASK 1
1.1 Different management styles
Hospitality is the industry which provides services to clients and managers are
responsible for increasing satisfaction level of them. The biggest competitor of Hilton is Marriott
hotel as both work in the same industry and provide quality services to visitors. To achieve long
term goal, it is necessary to adopt effective management style. Different management styles are
described as below: Coercive management style: It is also known as the directive style in which managers of
organization make effective control over their workers. Managers of Marriott hotel gives
command to their workers and force them to perform well (Jayawickrama, 2011). In this
management style, it is necessary for the staff members to follow rules and regulations.
People do not get much freedom, they work under heavy pressure. Sometimes due to
pressure, employees feel demotivated and attrition rate gets increased in the organization.
But when crisis situation occurs then directive management style supports managers in
improving the situation of organization. Discipline and threats improve performance of
employees and they develop new skills as well.
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 Active management style: It is another management style in which managers lead people
from front. In this environment, employees feel comfortable as managers do not push
them, they just encourage them to improve their performances (Zakarevičius and
Župerkienė, 2015). Managers of Hilton hotel believe that if workers are happy and
satisfied then they will stay in the cited firm for longer period. In active management
style, managers focus on the quality of services and always motivate staff members to
render quality services to guests.
 Contingency approach: It is another type of management style which is adopted by the
managers of Hilton hotel in complex situations. This style defines that managers have to
behave differently in crucial circumstances as they cannot behave normal in the complex
situations (Korobkina, 2014). Managers of cited firm may feel pressure because an
individual is responsible to assign duties to others. People have to look upon their
working performances. Managers need to have control over negative behavior of
employees of Hilton hotel through job description. This can enhance the efficiency of
employees and hotel can achieve its objectives significantly.
1.2 Leadership characteristic
The actions and ability of leaders to lead a team is called leadership. As Hilton and
Marriott both work in the service industry, it is necessary for both of them to render quality
services so that customers can get satisfied (Curtis, de Vries and Sheerin, 2011). Leader is the
person who can lead and can motivate them to perform their duties well. By this way, objective
of organizations can be fulfilled. Characteristics of leadership in both the hotels are discussed as
below:
Autocratic leadership:
It is a type of leadership which is applied by the leaders of Marriott hotel at the
workplace. It is characterized by the individual control. As leaders are the people who take all
decisions and do not involve employees in decision making process, they make choices as per
their own choice and idea as well. Another characteristic of leaders of Marriott hotel is that they
retain power and authorities. Perception of autocratic leaders of cited firm is that motivation
comes by giving rewards rather than empowerment (Berggren and Söderlund, 2011). They
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believe that if authorities provide monitory benefits to workers then they will follow their
direction and guidance. By this way, they will be motivated and would stay in the workplace for
longer period.
One of the main characteristics of autocratic leaders of Marriott is that they get work
done by giving punishments or issuing threats to workers. It helps them in giving better response
to change which can take place in the external environment any time (Joo and Park, 2010). Apart
from this, due to these leadership characteristics, leaders complete their tasks quickly.
Democratic leadership:
It is the style which is adopted by leaders of Hilton hotel. Main characteristic of
democratic leaders of cited firm is the distribution of responsibilities. Leaders of the hotel lead
people democratically and they distribute duties among all workers. They involve them in the
decision making process so that workers would feel involved at the workplace. Empowerment is
another characteristic of Hilton hotel's leaders. They give power to staff members so that staff
members would contribute well in achieving the goal of company (Budhwar and Debrah, 2013).
It includes giving necessary training and education which can help in completing the tasks with
efficiency.
Laissez-Fair leadership:
It is another leadership style which is adopted by the leaders of organizations in which
they believe in the capabilities of workers and give very little guidance to them. Characteristic of
this leadership is that leaders provide necessary resources and tools to employees so that they can
perform their work effectively (Renz, 2016). Power is in the hands of followers but final decision
is made by the leaders of entity only.
1.3 Communication process in Hilton and Marriott
It is necessary in the organization that to have prominent communications process.
Sharing of information in all level in effective manner is very important. The objective of the
firm is to send message in appropriate manner so that actual meaning of it understand by the
receiver.
Communication process of Hilton hotel:
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Hilton hotel has up-down communication process in which higher authorities send
information to staff members and employees can revert back. In the Hilton manager adopts
verbal and written communication method.
Illustration 1: verbal communication process
In the Hilton hotel managers conduct a meeting with staff members and they put their
point of view in front of workers. In the official meeting authorities of cited firm ask point of
view of employees as well, people suggest way through which working efficiency can get
improved more (Racelis, 2013). They both coordinate with each other effectively and finally
reach o a conclusion. In the verbal communication process right meaning of information reach to
others, misunderstandings do no take place. If any person has confusion then they can directly
ask to higher authorities of Hilton Hotel.
Hilton also has written communication process in which small modifications regarding
team structure and work load, new updates etc. are communicated via email. In the mail
managers give all necessary detail about the modification so that no confusion takes place (Curtis
and de Vries, 2011). If people have any thought then they can revert back to the mail and can
resolve their quarries.
Communication process of Marriott hotel
Marriott hotel is the biggest competitor of Hilton, they also make use of similar
communication process in which all the elements like sender, receiver, message, etc. take place.
Cited firm make sure that all the issues that are faced by workers are identified that proper steps
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are taken to overcome them (Du Toit, Cook and Brian, 2010). More specifically, management of
Marriott hotel make use of few flow communication process in which employees of the firm has
the right to interact with any workers. This is highly effective as it saves time and reduces
confusion. When compared with any other communication process, then it includes issues related
with consumption of time and also increase rate of confusion. Further, it raises the rate of
coordination and with effective communication, the relationships among employer and
employees are strong (Idris, 2014). This way workers are able to put on their full efforts in
achieving the organizational goals and objectives.
1.4 Analyse organisational culture and change in selected businesses
Organisational culture define values and importance of organisation that contribute to the
social ans psychological condition of an entity. Word define culture of any organisation like
school, colleges, hospital, non profit organisation and many more. It include values and principal
of employees and it also consist history, goods, market conditions, ideas, types of department
and management programme. An organisational culture of a particular company is difficult to
identify because it consists lots of things but if it becomes easier then its possible to be measure.
A strong developing culture of Marriott hotel derive high employee motivation, trust, faith and
loyalty. It increased team work under the Marriott hotel's various departments and projects. Also
shaping officers behaviour at job for becoming organisation more efficient. A healthy
organisational culture of Marriott hotel increase productivity, provide better opportunity of
growth, team work, efficiency and reduce uncertainties or contingencies.
When a company doesn't create a healthy culture environment then it needs to change it.
Change in culture may be compulsory for an organisation to make following changes:
Company's management- At Marriott hotel this change boost up its profit level and improve
management also.
Provide better costumer services- If Marriott hotel make changes in costumer services results, it
attract costumer and increase sale of the product.
Achieve its goals and objectives- For achieving its goals and objectives Marriott hotel needs a
change in its culture.
Make improvement in human behaviour regarding businesses- This change improve behaviour
of employees of Marriott hotel.
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Make changes in company's standards- Through this change Marriott hotel increase its efficiency
and production as well.
Some changes in technology- Technology of Marriott hotel needs to modify for a better
production level.
Innovative ideas- These ideas leads Marriott hotel in a profitable situation.
Technical knowledge- As a HR manager of Marriott hotel if I have these skill surely I collect
more information related to technology.
TASK 2
In PPT
TASK 3
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Task 3
3.1) Lead and motivate a team to achieve an agreed goal or objective
Goals give employees a framework for excelling in the work place, but some staff
members may need assistance in achieving the goals. In relation to performing in a team
individual commitment is highly important. In encouraging commitment, it is highly important
that appropriate leadership style must be used to motivate its employees in achieving the
objectives of the company . A team is basically a collection of individuals that possess a set of
skills that complement each other (Gelbard and Carmeli, 2009). It is very important to monitor
and control a team so that it can deliver the required level of performance and any deviation
from the actual level of performance can be meet out. Jamie's oliver restaurant in covent garden ,
UK is one of the famous restaurant. The manager of the restaurant wants to fulfil the desired
goals and objectives so that the restaurant can become number one. The manager of team should
ensures that the work is equally divided in all team members. The manager has the following
roles :
 the manager should lead and motivate its team members. It shows the managerial ability
of the team leader. The manager of restaurant should focuses on to lead its team members
in such a way that it can provide its services to customers on time.
 The communication process in the team should be strong. Demands of customers should
be timely conveyed to chef so that their orders can be completed on time.
 The manager should create a supportive work environment (Blades, Fauth and Gibb,
2012).
 Proper training facilities should be organised for the team mates so that the can excel in
customer services.
 Pair up employees to reach the goals and objectives of restaurant.
 The manager should use set own goals and objectives both for company and its team
mates.
3.2) managerial decisions for achievement of goals and objectives of an organization
Role of manager is very vital in any organization to meet its business objectives.
Manager is responsible for creating dedication towards work among its team mates. Proper
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communication between the workers and management helps in forming better decisions. At
jamie's oliver restaurant, manager aims to provide better customer services. Managerial decisions
are those decisions which are taken by manager to achieve the goals and objectives of
organization. The managerial decisions through which objectives of Jamie's olive restaurant can
be attained are as follows:
 the manager of the team should motivate its employees to give their best to the work.
managers should ensure that quality food has been served by restaurant to its customers.
 Chef should also ensure to have proper and effective communication regarding orders of
customers so that the demands of customers can be fulfilled at time (Cassidy, 2006).
 Manager should ensure that Quality and hygienic food should be served to customers so
that they can visit for the next time too .
 Manager should timely appraise its employees so that they can be motivated to perform
better.
 Managers should ensure that proper training to chef has been given so that food and
beverages prepared by chef is of quality nature. Proper strategic planning should be framed by manager to ensure timely accomplishment
of objectives.
Recommendation for improvements
 Manager should establish proper food production system in which healthy and hygienic
food is processed.
 Chef should adopt cook chill food system which involves a system which is simple,
controlled system of advanced food prepared designed to provide more flexibility in food
service.
 The manager should ensure that food quality and nutritional value , flavour and
appearance (Forsyth, 2006).
 Manager should also ensure that department of health guidelines on temperature are also
followed.
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TASK 4
4.1 Own managerial and personal skills that will support career development
In order to develop career, both managerial and personal skills are highly important. TUI
is one of the well known organization in travel and tourism sector. They are delivering their
customers with high quality services. In order to work there, below given are the managerial and
personal skills that are required for me to have:
Communication skills: As per my analysis, I have identified that my communication
skills are effective. However, it is essential of me to make improvement in this area. Through
communication skills, I am able to convey regarding the about the services that are developed by
the firm. Further, it is also helpful in order to have proper coordination with other members
within the organization. This way the activities for business operation can be performed
effectively and efficiently.
Time management skills: There are cases in which many different type of tasks that are
provided which has to be performed within speculated time period. In this context, it is essential
for me to have proper time management skills so that I will be able to complete all the work that
is given to me on time and that also with high quality. This skill will be helpful enough to make
sure that the objectives that are set by the firm are achieved.
Decision making skills: There are conditions in which different type of issues arise within
the organization and to overcome them proper steps should be taken so that issues can be solved.
In order to develop this skill I can attend conferences that are taken by professional and by
reviewing different case studies.
Below given is the career development plan:
Goal Skills Resources Action Time duration
To improve
Decision making
skill
Critical thinking
and making quick
decisions
computers, books,
internet
Study business
cases,
professional
seminars
10 weeks
Leadership skill Leading and Books, internet, Study 10 weeks
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motivating skills trainer motivational
concepts, training
and development
programs,
Time
management
skills
Management of
multiple tasks
Pen, computers,
paper, Internet
Training
programs,
Professional
camps
5 weeks
To improve
communication
skills
Written and
verbal and
communication
skills
Trainer,
computers,
Internet, seminar
hall.
Training
programs, attain
professional
conference
5 weeks
4.2 Reviewing career and personal development needs, current performance and future needs to
produce development plan
As per the above, developed plan I have developed and enhance by skills at great extent.
This has helpful to understand the issues and problems that are faced by other members. In this
context, when there is effective interaction, then it enables to understand the issues that are faced
by each member. Accordingly, steps are taken with the help of which problems can be solved.
With the help of this skill, I able to coordinate with other staff members in an effective manner.
As per my current performance within the firm is effective but it is important for me to provide
training to new candidates. For this purpose, it important for me to develop my training skills and
confidence level. Further, it is also important for me to make sure that I know properly about the
roles and responsibilities that has to be played.
Time management has helped me to complete all the tasks that are provided to me on
time. Further, with the help of time management, I am able to learn methods like prioritization.
This as helped me to complete the work that is more important. However, I have identified that I
have to improve my listening skills specially when I am provided with the task. There are cases
in which I miss out some of the things that I have to covers. In this context, it is essential for me
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to have listening skills so that I may not miss out any of the details that are given to me. Further
I have developed by decision making skills and have identified that there are still some of the
areas in which I need to have improvement. In order to improve this skill more, it will take up to
15 more days. In this time, I will make sure that I review more case studies and alternative ways
will be identified through which proper decision are made.
CONCLUSION
From this report, it can be concluded that marketing plays vital role in making people
understand about the type of products and services that are delivered by the firm. Further, leaders
are important in order to make sure that all the roles and responsibilities that has to be followed
by workers are performed effectively and efficiently. One should know about the type of skills
and capabilities that they possess. As per the areas in which they lack, proper plan should be so
that the area can be developed. Further, management should monitor their workers in order to
identify the issues that are faced by them. Accordingly, proper steps should be taken with the
help of which issues can be solved.
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REFERENCES
Books and Journals
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business models for developing markets. Long range planning. 43(2). pp.326-342.
Jayawickrama, S. S., 2011. Developing managers and leaders: Experiences and lessons from
international NGOs.
Zakarevičius, P. and Župerkienė, E., 2015. Improving the Development of Managers’ Personal
and Professional Skills. Engineering Economics. 60(5).
Korobkina, M., 2014. Technological approach to development training of business managers in
Southern Russia. Czech Journal of Social Sciences, Business and Economics. 3(2). pp.48-
55.
Curtis, E. A., de Vries, J. and Sheerin, F.K., 2011. Developing leadership in nursing: exploring
core factors. British Journal of Nursing. 20(5). pp.306.
Berggren, C. and Söderlund, J., 2011. Management education for practicing managers:
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Management Education. 35(3). pp.377-405.
Joo, B. K. and Park, S., 2010. Career satisfaction, organizational commitment, and turnover
intention: The effects of goal orientation, organizational learning culture and
developmental feedback. Leadership & Organization Development Journal. 31(6). pp.482-
500.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Renz, D. O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Racelis, A. D., 2013. Developing a virtue ethics scale: Exploratory survey of Philippine
managers. Asian Journal of Business and Accounting. 6(1).
Curtis, F. K. S. and de Vries, J., 2011. Developing leadership in nursing: the impact of education
and trainingElizabeth A. British Journal of Nursing. 20(4). pp.239.
Du Toit, R., Cook, C. and Brian, G., 2010. Developing a competencybased curriculum for eye
care managers in Sub-Saharan Africa. Rural Remote Health. 10(2). pp.1278.
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Idris, A., 2014. Flexible Working as an Employee Retention Strategy in Developing Countries:
Malaysian Bank Managers Speak. Journal of Management Research. 14(2). pp.71.
Gelbard, R. and Carmeli, A., 2009. The interactive effect of team dynamics and organizational
support on ICT project success. International Journal of Project Management. 27(5).
pp. 464-470.
Cassidy, S., 2006. Developing employability skills: Peer assessment in higher
education. Education+ Training. 48(7). pp. 508-517.
Online
Blades, R., Fauth, B. and Gibb, J., 2012. Measuring Employability Skills A rapid review to
inform development of tools for project evaluation. [Pdf]. Available through:
<http://www.ncb.org.uk/media/579980/measuring_employability_skills_final_report_march2012
.pdf>. [Accessed on 11th Febuary 2017].
Forsyth, R. D., 2006. Group Dynamics. [Pdf]. Available through:
<https://www.cengagebrain.com.mx/content/forsyth68220_0534368220_02.01_chapter01.pdf>.
[Accessed on 11th Febuary 2017].
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