Hospitality and Tourism Management: Leadership Roles and Competing Values

This article discusses the importance of leadership roles and competing values in the hospitality and tourism management sector. It explores how managers can strike a balance between being authoritative and accommodative to boost employee motivation and generate fresh ideas. The article also highlights the need for managers to be caring and empathetic in their interaction with the workforce, and to embrace their role as coordinators and facilitators of ideas.

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HOSPITALITY AND TOURISM MANAGEMENT
By (Name)
Course
Professor’s name
University name
City, State
Date of submission

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Hospital and Tourism Management
There have been a lot of changes in the CVF spider web since the first survey. This is
mainly because my beliefs about the qualities of those in leadership have changed with time
especially after undertaking this unit. Several encounters in my personal life have also influenced
my view of leadership and management. In my everyday life, I have observed that people fail to
live up to their potential mainly because they lack someone to inspire and believe in them. When
I was younger, I had a liking for music. However, my peers were not kind once I tried to perform
in front of them. Some even made and ridiculed my efforts. Similarly, employees are likely to
perform below the set standards unless they receive support from the upper levels of
management. A manager in the tourism and hospitality management should be inspiring and
should believe in his or her employees since this tends to boost the motivation of the workforce
(Gursoy, Maier, and Chi, 2008). I am of the opinion that managers should be able to strike a
balance between being authoritative and more accommodative in their management roles.
According to (Quinn, Bright, Faerman, Thompson, and McGrath, 2014), being authoritative
helps the manager become more efficient in the monitoring of employee's progress in their
duties. Being accommodative on the other hand enables the employees to be more adventurous
and consequently more innovative. An accommodative leader thus acts as a facilitator in the
daily running of affairs in an organization (Laws, 2010). Managers should, therefore, act as
facilitators of ideas for the organization to generate fresh ideas which are essential for survival in
the hospitality and tourism sector.
Interaction with the management team learners also reinforced my thinking about leaders
being more caring and empathetic in their interaction with the rest of the workforce. Being
empathetic and more attentive to people fosters a good working environment and consequently

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increases productivity within the organization (Zak, 2018, p.45). In my interaction with the
community, I observed that everyone is capable of coming up with good ideas if they are given
enough time and treated humanely. This is because the feeling of appreciation tends to boost
staff morale which translates to productivity in the organization.
In the journal the strategic management of healthcare organizations by (Ginter, 2018),
tourism and hospitality is described as a service sector, where the manager’s role as a producer
become is limited. This is because the employees are the ones charged with the delivery of
services hence the managers are limited to a supervisory role within the organization. From my
interaction with the management team learners, I realized that managers should embrace their
role as coordinators by conducting discussions with the groups in conflict. Additionally, the
managers in the tourism and hospitality sector can also facilitate coordination by building
consensus within the workforce (Jennings, 2015).Building consensus ensures that the workforce
operates from the same page thus ease of coordination (Davis, Lockwood, Alcott, and Pantelidis,
2018).
There are various areas of the CVF which require improvement. For instance, the CVF
spider web is low in the broker as well as innovator role. In as much as it is the employees’ role
to come up with new ideas, it would be very helpful if the manager would chip in with some
ideas as this would increase the diversity. Additionally, the organization would benefit more if
the manager would innovative since he or she would be able to make maximum use of the
confidential information at his or her disposal (OKUMUS, 2010). For instance, the organization
manager maybe the only one with access to confidential financial information concerning the
organization. The manager should thus have the ability to use this information without having to
consult with employees below the clearance level. The monitor role also requires improvement

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as it is one of the major tasks performed by a manager. Better monitoring would ensure that the
manager is up to date with the progress of the workforce. Monitoring is also complementary to
roles such as mentorship and coordination. Through monitoring, the manager is able to observe
the employees that require more help in the discharge of their duties and help them accordingly.
The manager is also likely to detect areas that lack coordination and act accordingly to ensure
harmony between the various departments within the organization or branches of an organization
(Liburd, Mihalič, & Guia, 2018).For instance, the manager may notice that the ideas on the
diversification of products by adoption of sports and cultural tourism may be progressing well in
a majority of the branches with the exception of a few. Such disparities can be noted and
corrected only if he or she is good at monitoring.
As a manager, I would employ an inspirational and democratic role in the management of
organizational affairs in the tourism and hospitality setting. Under my management, employees
would feel free to generate their own ideas as this would make them more passionate in the
discharge of their duties. I would also embrace an innovative role as this would help me better
understand the various ideas generated by those under my supervision.
The competing values identified by the community of management team learner’s do not
necessarily defer from those listed by Quinn’s competitive values framework leadership roles.
The mentor and facilitator roles mainly deal with the human resource interaction within the
organization setting. Managers in the tourism and hospitality management sectors are expected
to treat all individuals in a humane and caring way. According to the community of team
management learners, the mentor and facilitator roles if done correctly can lead to the cohesion
and increased motivation of the staff thus leading to human resource development. The roles of
innovation and brokering, on the other hand, are classified under the open system model.

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Innovation includes the creation of fresh ideas within the organization. An innovative manager is
expected to motivate the workforce to come up with new ideas that will generate more income
and generate profits. For instance, the manager may suggest that the employees identify new
potential products that may boost tourism. For instance, the organization can venture into sports
and cultural tourism when other firms are more concerned about wildlife as the tourist
attractions. Innovation can also help the organization come up with new ideas to help promote its
product. Innovative ideas are thus essential as they help an organization gain a competitive
advantage over the other firms in the industry.
Brokering essentially entails the ability to arrange and negotiate agreements on behalf of
another party. The fact that an organization requires finances and support from other institutions
makes brokering a must-have tool for a manager. A tourism and hospitality manager should have
an eye for deals that will benefit the organization which he or she represents (Isaac, 2008). For
instance, a sponsorship deal with a multinational travel agency would enhance the reputation of
the organization on a global scale. A manager should thus be able to spot and take advantage of
such opportunities. The main paradoxical views expressed by the team of leaners on
management include the need to provide the best services while maximizing the profits at the
same time. Additionally, the manager may find it difficult to empower the employees to act at
their discretion and maintain coordination at the same time (Zak, P.J., 2018).For instance, the
manager may give the employees the freedom to come up with new ways through which the
company can diversify its services in tourism and hospitality. The employees may thus
concentrate on their own ideas and may forget to consult each other making it difficult to
implement the ideas. It is thus vital for the management to strike a balance between such issues
so as to deal with the paradoxes that may arise.

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The elements identified by the team management learners are essential to the function of
management within tourism and hospitality as well as in other fields such as event management
and business organization. For instance, the identification of paradoxes such as employee
freedom and discipline is likely to increase the profitability of the firm since the workforce will
able to generate viable ideas without operating outside the organization’s rules and policies.
Additionally, brokering will be able to secure the partnerships which will be vital for growth of
the firm.
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