Imperial Hotel Staff Issues Analysis

This assignment analyzes various problems faced by staff at the Imperial Hotel. Key issues include low employee morale due to inadequate working conditions, lack of proper training facilities leading to organizational inefficiencies, and concerns regarding salary levels. The analysis suggests solutions like implementing structured work schedules with designated shifts, addressing salary disparities through management intervention, and providing comprehensive training programs to enhance staff performance and address these challenges.

INTRO TO MANAGEMENT
PROBLEM 2

Table of Contents
INTRODUCTION...........................................................................................................................3
Analysis of the individual problem 2...............................................................................................3
Summarizing and interpreting the data from secondary research: ........................................3
Present results for the effectiveness of problem.....................................................................5
Summary and justification of key proposal for the resolution of problem. ...........................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
BIBLIOGRAPHY..........................................................................................................................10

INTRODUCTION
Imperial hotel in London facing issues related to employees and their temporary nature of
employment. Including the supervisors and other employees they are getting shifted to
competitor's hotel. They are facing the issues of job dissatisfaction, lack of management, lack of
transportation facilities during night to reach home. In addition to this when skilled employees
are employed they are not getting proper salary as per their talent and performances which
enabled them to get quit from the Imperial hotel and without any-kind of hesitation they prefer to
play role in competitor's hotel. With the help of management classical theories, the increase in
the streamlining operations, productivity, can be achieved and bottom line can be enhanced.
A new general manager of Imperial hotel, Peter Farnsworth suggested certain solutions to
raised issues, with strategy to attract and retain staff to supervisory positions in order to meet the
effectiveness. Also, strategy of providing bonuses and rewards which boost the encouragement
to stay in hotel by increasing the pay scales compare to competitor's hotel (Anderson and et.al.,
2018). Beside this, necessary trainings and performance appraisals and proper and regular
timings can be made available which helps in increasing the job satisfaction. This also help the
employees to increase the performance by getting reduction in problem of attendance.
The management by framing the rules and regulations concentrate on the types of leaves
and issues related to attendance. To describe this, summarising and interpretation of the
problems and issues of lack of staff as they get frequently quit from job due to job
dissatisfaction, trainings and many their major problems that have been described in this report
by comparing to management styles. With this, the present causes the effectiveness of the
existing problem have been detailed with measures.
Analysis of the individual problem 2
Summarizing and interpreting the data from secondary research:
While, analysing problem the issues that are bothered by employees of Imperial hotel which
allowed them to quit from job due to dissatisfaction, lack of trainings and low wages and
remuneration that are considered, summarised and interpretation are made based on this, reason
why employees quit jobs have been detailed in this report (Taylor and et.al., 2015).
 Bored and unchallenged by the work itself: Due to lack of skills and talents and
frequent changing of staff the work got unchallenged by itself. There was not proper and

effective trainings given to the staff of Imperial hotel which drove them back in terms of
efficiency. The employees are not willing to get transported towards their work.
 Opportunities to use skills and abilities: There is also, absence of using skills and
abilities by the employees as they never got proper and effective trainings from the
management. Imperial hotel did not concentrate on the performances and services that
has to be rendered by the employees. This lead the whole hotel to suffer in terms of
mismanagement and coordination and execution of performances.
 Autonomy and independence on job: Without knowledge and skills employees cannot
perform their roles and responsibilities by meeting autonomy and independence in job.
The low wages, irregular timings and lack of transportation created discouragement
which resulted in the execution of results (Loucks and Van Beek, 2017).
 Meaningfulness of employees job: Though the skilled and able employees got
employed in Imperial hotel, the lack of trainings and low wages discarded to perform
better in the premises by rendering effective training. This encouraged the employees to
get job according to their skills and abilities by which, they can get opportunities to
perform and exp-lore their hidden talents for which, that may get paid with further
incentives or appraisals for performances.
 Overall culture of Imperial hotel: The Work culture of Imperial hotel suffer from lack
of management, coordination, direction and control which allowed that to remain back
overall. The dis-motivation is created in the premises which raised a question on roles
and responsibilities of management by directing towards the inefficiencies.
 Management's recognition of employee's performances in job: The employees
majorly got shifted to competitor's hotel because of recognition of highest and wider
scope in terms of getting highly paid and motivation. When the skilled and unskilled
employees shifted to another job the recognition have to be made by the management
towards bringing efficiency. The score card can be made to know the performances of the
employees and appraisals that are made in return can effectively boost the productivity in
execution of performances (Hazen and et.al., 2014).
Classical management theory: The classical management helps the Imperial hotel to work on
specific things that are mismanaged within the premises which created barriers. As, it provides

concept for the ideal workplace, by outlining and focusing on the three main concepts, which can
be termed that are detailed.
 Hierarchical structures: By defining about the structures of management, into top level,
middle level and bottom level the objectives are designed to mange the day to day
activities.
 Specialisation: Specific tasks are allotted to the specialised person in terms of skills and
abilities.
 Incentives: The appropriate incentives are provided by following the theory helped the
Imperial Hotel to survive at large with benefits.
Strength of the theory: It provides the management to operate efficiently by proper division of
labour and work, with clear definitions and instructions regarding their performances in order to
accomplish the work which leads to increase the productivity and satisfaction to guests,
management and employees (Expósito and et.al., 2016).
Present results for the effectiveness of problem
The prominent role have to played by the management for bringing out the efficiency by
evaluating roles and responsibilities that are allotted and performed by employees. The following
are the measures that are considered and worked on it effectively have detailed in this report.
 Management by objectives: To achieve the goals of Imperial hotel and to determine
about performances of employees by motivating them effectively and meet their needs,
to avoid getting out of jobs. The objectives have to be decided priorly and set, by
directing for the accomplishment of targets. The sufficiently performed targets by
achieving objectives acts as primary roles to reduce the number to get quit from job.
 Using rating scales: By using the rate scale to evaluate the effectiveness in
performances and cooperation by following all the framed rules and regulations of
Imperial hotel, which helps the management to get well known about the skills and
abilities of employees which can led that by resulting in promotions and increments.
This lead among employees to explore and execute their hidden talents and skills.
 Focus on the performances: To make the Imperial hotel successful the operations of
the employees should be coordinated effectively and efficiently by making them
understand about their roles and responsibilities and making the organisation successful.
The focus made on the performances helps the management and supervisor to evaluate

the skills of employees and necessary steps can be taken for those who lacks behind. The
steps in terms of trainings and guidance enhance the capability of employees which
boost the results of the organisation (Pathan, 2016).
 Ask Staff about their job satisfaction: One of the prominent thing that are definitely to
be considered before achieving decided results are termed as job satisfaction. When, an
employee satisfy with their job performs efficiently by focusing on the objectives of the
organisation in order to meet it efficiently. The feedback from the employees helps the
management to design the work appropriately as per the skills. The dissatisfaction of job
push the organisation towards overall inefficiency which allow the whole organisation to
suffer from drawbacks and failures. To avoid this job satisfaction should be considered
by management.
 Team performances: The performances of team by carrying the positive attitude
towards achievement of specific task, target or objective boost the Imperial hotel with
creativity and enhancement in the performances of the employees (Haddow, Bullock and
Coppola, 2017). The modifications and implementations of appropriate things can be
made by the employees with the guidance of management to explore the performances of
team. Also, the employees apply their ideas and skills which again result positive.
 Peers appraisals: Appraisals lead to motivation which result in boost in the
performances positively. These can be executed by appointing a supervisor or team
leader among the employees which encourages them to work more to fulfil the targets
and for that they get incentives which increases their wages and it definitely results in
being employee in same organisation.
 Absenteeism: The encouragement, job satisfaction and motivation lead the employees
towards by being low absenteeism. This helps them in maintaining their wages and
remuneration and also lead to increment for their efficiency and regularity.
Summary and justification of key proposal for the resolution of problem.
Certain things have to be considered by the management and the department of human
resource to avoid and get reductions in happenings of same causes which create the hindrances in
overall structures of Imperial hotel (. Schaltegger, Burritt and Petersen, 2017). Here, the
solutions and evaluation of the defined measures are detailed in following.

 Management by objectives allows the employees of Imperial hotel to perform effectively
as they pursue their towards achievement of certain targets or goals. This lead to
improvement in efficiency and performances which creates their interest and willingness
to work in same hotel.
 Using rating scales enables the management and supervisors to know the employees by
all their skills and hidden talents that reflected in results. The scales of rating enable
management to promote the employees to higher post and increment in salaries, that
results in leading the other workers to perform better and also they get encouraged to stay
in the same hotel to achieve further things.
 Effective focus on the performances, allow the employees to get boost with enhancement
in productivity that results in the satisfaction of job. The boost in the performances lead
the Imperial hotel with higher productivity which can fulfil the problems of transportation
and low wages etc., from department of management and this leads workers on the other
side to higher designation and increment by which problem of transportation during
nights can be solved by themselves.
 Knowledge of job satisfaction allows the Imperial hotel to take certain measures by
which can implemented by making some modifications to avoid failures in any of terms
to meet the necessities of Hotel's guests and employees as well (Daniels, 2015). This also
promote the thought among employees by motivating and guiding each other, to remain
in same premises instead of getting quitted.
 Team performances encourages the employees to get their views and ideas shared among
themselves for the effective performances which develops creativity in executions that
take the Imperial hotel to another stage with positivity, this can lead the hotel to get
increase in productivity and for further operations and enhancement they may opt the
process of trainings and practices that are performed to boost more efficiency or either to
maintain the position. Also the effective performances of team encourages the Imperial
hotel to promote tough competition among all the competitors.
 Peers appraisals explore the quality based services from the employees. The appraisals
from organisation are made in terms of medals, cup or shield or it can be in form of
appreciation certificate, or rewards that can be in cash or in kind, as per the policies and

procedures of Imperial hotel, which are decided earlier. These can also be made by
meeting the necessities of employees
 Absenteeism is the major factor that are considered by the management and necessary
steps are taken, by promoting them in rewards which effectively enables worker to
remain in the same premises and be present for the functioning of the services
(Vercellini, 2015).
CONCLUSION
Management styles lacking and poor culture of work, prominently unsociable working
hours affects the routine of the employees which had a negative impact on their minds that
encouraged them to leave the Imperial hotel and allowed the competitors to gain benefit of
knowledge and skilled employees. There is no positive relationship with the boss in the hotels of
Imperial, as the employees are getting changed frequently to the competitor's hotel, the
management of Imperial hotel focused on recruitments instead of issues that allowed the
employees to get quit. The management theory that are detailed in this report to analyse about
the employees as they are getting frequently quit from jobs.
The prominent role of human resource is to be delivered by meeting all the consequences
of employees and the required modifications and implementations can be made to bring out the
effectiveness. This effectiveness enables the whole Imperial hotel to perform effectively beside
suffering. Later on the tough competition can be given to the competitors by exploring the
quality based services and also promoting name of Hotel with positive feedbacks. To avoid
these regular and appropriate timings have to be scheduled and staff should be divided with their
specific work by making them available of day and night shifts. The shortage of salary can be
explained and determined by management of Imperial hotel and improvements have to be made.
The problems also raised due to improper and absence of training facilities which allowed the
whole organisation to suffer.
NFN

REFERENCES
Books and Journal
Anderson, D. R., and et.al., 2018. An Introduction to Management Science: Quantitative
Approach. Cengage learning.
Taylor, B. W., and et.al., 2015. Introduction to management science. Prentice Hall.
Loucks, D. P. and Van Beek, E., 2017. Water resource systems planning and management: An
introduction to methods, models, and applications. Springer.
Hazen, B. T., and et.al., 2014. Data quality for data science, predictive analytics, and big data in
supply chain management: An introduction to the problem and suggestions for research
and applications. International Journal of Production Economics. 154. pp.72-80.
Expósito, A. G., and et.al., 2016. Electric energy systems: analysis and operation. CRC press.
Pathan, A. S. K. ed., 2016. Security of self-organizing networks: MANET, WSN, WMN, VANET.
CRC press.
Haddow, G., Bullock, J. and Coppola, D. P., 2017. Introduction to emergency management.
Butterworth-Heinemann.
Schaltegger, S., Burritt, R. and Petersen, H., 2017. An introduction to corporate environmental
management: Striving for sustainability. Routledge.
Daniels, J. M., 2015. Introduction. In Common Musculoskeletal Problems (pp. 1-4). Springer,
Cham.
Vercellini, P., 2015. Introduction: Management of endometriosis: moving toward a problem-
oriented and patient-centered approach. Fertility and sterility. 104(4). pp.761-763.
Online
Present results for the effectiveness of problem. 2018
x<https://www.tpp.co.uk/employers/recruitment-advice/managing-staff/17-ideas-for-measuring-
employee-effectivenesst>

BIBLIOGRAPHY
https://www.thebalance.com/top-reasons-why-employees-quit-their-job-1918985 .
https://www.villanovau.com/resources/leadership/classical-management-theory/
#.WqYFyXV948o
https://www.tpp.co.uk/employers/recruitment-advice/managing-staff/17-ideas-for-measuring-
employee-effectiveness.