Leadership and Organization Development

The provided document is a solved assignment that examines the relationship between leadership styles and employee motivation. It discusses the influence of transformational leadership on job satisfaction, commitment, and trust in leaders. The assignment also explores the effects of work design, autonomy support, and strategy on employee outcomes, including self-determination at work. It presents findings from various studies and research papers to illustrate the importance of effective leadership in motivating employees and promoting organizational success.

Introduction to Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
ANALYSIS .....................................................................................................................................1
CONCLUSION ...............................................................................................................................4
REFERENCES................................................................................................................................6

INTRODUCTION
Management is the art of bringing people together and making them positive in order to
accomplish goal successfully. Management is responsible for developing relationship with
employees and integrating all resource effectively so that skilled people can work in business for
longer duration. Planning, organising, leading, motivating and controlling are one basic functions
of the management that makes them able to perform their work efficiently and manage people in
the firm significantly. Managers has to lead people and have to develop coordination among all
workers so that all employees support each other. This creates healthy working culture in the
organisation.
Present study is based on Imperial hotel; this is popular international hotel which is located
in heart of London. It offers luxurious services to its consumers that helps in gaining attention of
guests. There are 500 bedrooms, swimming pool, 12 conference rooms, bars, restaurants etc.
around 450 staff are working in the organisation in different departments.
One of the major issue face by Imperial hotel is high staff turnover. Temporary nature of
employment, poor wages and incentives, lack of supervision etc. are some major causes. Poor
working culture is another cause of high staff turnover, many times supervisors become
aggressive that demotivate people and they do not like to work in the firm for longer duration.
Current assignment will describe causes of high staff turnover in business and will give
necessary suggestion alone with respective theories through which such kind of issue can be
resolved and organisation can accomplish its goal successfully.
ANALYSIS
Causes of staff turnover ratio
The staff turnover ratio in the hotel imperial is high and there it is creating negative effect
on the hotels efficiency and services. There is an 80 % staff turnover ratio which is very big as
compared to the other hotels in the same locality. There are several causes for the staff turnover
ratio of the hotel. Some of the causes are-
Improper Supervisory staff
There are many complaints by the staff of the Hotel Imperial that the supervisory staff is
aggressive and doesn't treat the superior staff in a unpleasant and rude manner which is also a
cause of leaving the hotel by the employees. The supervisor are not being able to divide and
manage the work properly and effectively among the lower staff(Ayundasari, Sudiro and
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Irawanto, 2017) .Leadership theory states how the leader can manage its team members. The
leader is the key person to help and motivate the team members. The leader determines the work
to be done by its members, and how the work to be done by them, also make overall goals
known to them and use feedback to help the subordinates. Leadership helps in improving the
quality of work of the team members by guiding them the right direction and also achieving the
common goals. According to the leadership theory the supervisor of the Hotel Imperial lack the
leadership quality and couldn't operate there staff properly(Sulaefi, 2018). The supervisor is not
being able to motivate the lower staff to work for Hotel Imperial therefore employees are leaving
the Hotel and thereby increasing the staff turnover ratio.
Conveyance issue-As the workers have to retain late at night they didn't found public transport
late at night and Hotel Imperial is far from the city. So the workers have to hire a private
conveyance which cost them higher in comparison to the public transport. Therefore the workers
leave the company as it is a high cost of conveyance for them. Temporary employment -The
employees who came for employment are for temporary nature and there is no long term
retention of the employees due to poor policies of the hotel. The employees include mainly the
students who are not interested in working for long time and leaves the job frequently in Hotel
Imperial(Mir and Amin, 2016). Human resource management theory: deals with the
management of the human resources of an organisation. The management of human resources of
an organisation sets the policies and procedure in managing the people in the organisation.
Human resource management includes the human behaviour, there response to any situation,
normal working capacity of the person, and all the other factors which relates to the development
of the employed person. According to the human resource management theory there is increased
cost of conveyance and temporary nature of employment in the Hotel Imperial which is
increasing staff turnover ratio.
Financial dissatisfaction :
Pay scale-The pay level of the employee is less according to the work performed by
them.. Bonus and overtime-The company offers no bonus and overtimes which keeps the
employee motivated for there work(Yikwa, Areros and Rumawas, 2017). Promotion of worker-
There is little chances of promotion in the hotel as the higher post is mostly occupied by the
known personnel of the hotel owner. Competitors-The another reason for the staff turnover is the
higher salary paid by the hotels competitors for the same work, in the same localities. Working
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hours -In hotel industry there are usually light night work which the staff found difficult.
Maslow's Motivation theory is highly influential and an important theory in relation to
workplace. This theory states the hierarchy in which the organisation and behaviour of the
human being works. It stats that the basic and compulsory needs of the human resources in the
organisation. This theory is mainly represented in 5 steps that are-
 Physiological needs- like thirst, hunger and sleep
 Safety needs- protection from danger and freedom from pain(Khuong and Hoang, 2015)
 Social needs- involving in social activities, participating with the social groups
 Esteem needs- self respect, self confidence, appreciation and recognition
 Self- actualisation- the desire to work at full potential and to develop
According to the Maslow's theory ,this is the Physiological needs of the employee which states
that for its growth it needs the sufficient funds to survive and meet its daily needs. Also the staff
faces problem due to unsociable working hours and the workers are not able to fulfil their social
needs as stated in the Maslow's Motivation theory. Self- actualisation need of the Maslow's
motivation theory describes that the worker need bonus and overtime in order to develop
themselves in Hotel Imperial(Eliophotou-Menon and Ioannou, 2016). And it is not possible with
the regular salary received by them. As the promotion of the worker improves its confidence and
increases motivation in them which is a esteem needs which is lacked by the workers in Hotel
Imperial and increasing the staff turnover ratio.
Lack of Training-Also the employees require training relating to there work which helps in the
performance of there work relatively easy. But there is no proper training and regular evaluation
of there work therefore resulting in demotivated employee and they left. Off the job training is
the training of the workers away from there workplace(Aarons and et.al., 2015). This type of
training is provided to the workers for creating the stress free environment in the training. On the
job training is provided to the employees during there work and it is learning the theory with the
practical knowledge of the relevant work. In Hotel Imperial there is no on the job and off the job
training for the employees(Deschamps and et.al., 2016).
Relation with the other problems-
The increase in the staff turnover ratio effects the other problems in the Hotel Imperial in
following manner. There is problem of poor guest satisfaction in the hotel which relates to the
staff turnover. As there is frequent turning down of staff, the staff is not properly trained and the
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new employee finds it difficult to treat the customer properly. There is also a problem of the
workers taking sick leave and lower attendance that is due to the few available staff of the Hotel
Imperial have to work longer and the burden on them is respectively higher. The front office
management lack the team working and there is imbalance in the working of the front office
management which is a result of shortage of the experienced personnels in the
management(Güntert, 2015). On the other hand the operating and the manufacturing level that is
the House staff is also having poor work results. It is due to engagement of unskilled workers in
the operating staff of the Hotel Imperial.
Recommendation for resolving the problem-
The problems faced by the Hotel Imperial can be resolved using the various plans and policies
which are as follows-
 As there is problem of the poor work culture in the Hotel Imperial, the management and
the supervisors should have pleasant and directive behaviour to the lower staff of the
hotel.
 The staff of Hotel Imperial should be divided in the shifts so that every employee gets the
sufficient time for himself. The working hour should not extent beyond the capacity of
the normal working of the employee(Kontoghiorghes, 2016).
 There should be involvement of various training program for the employees so that
employees can be trained regarding to there work of the Hotel industry. As the training
involves the improvement of the work skills of the employees it will increase the
efficiency and productivity of the employees. There should be payment of bonus and
appraisal to the employees which will keep the employees motivated to work for the
Hotel Imperial(Mittal and Dhar, 2015).
CONCLUSION
The report concludes that there is a problem of high staff turnover ratio in the Hotel
Imperial. The high staff turnover is high due to some flaws in the working of Hotel Imperial like
there is poor working conditions and the supervisor are not good at guiding there staff. There is
lack of proper training to the staff of the Hotel. The Hotel is situated far away from the city
which creates the problem of conveyance for the employee. The conveyance cost is higher for
the employees living far away from the hotel. The payment of salary is very low and there is no
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bonus and appraisals for the employees. also the hotels in competition offers a better rate than
the pay scale of the Hotel Imperial.
Thereafter reports states the relative effect of the employee turnover ratio on the other
factors of the Hotel which are poor guest satisfaction, high level of sick leave and poor
attendance by the employees. Also the front office and the back of house staff is not appropriate.
The report also studies the methods to be adopted by the Hotel Imperial so that the
problem of the staff turnover ratio can be reduced. This includes the involvement of training
programs and conducting of the various motivation seminars. Also the working hours of the
Hotel Imperial should be limited and the employees should be given adequate time for himself.
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REFERENCES
Books and Journals
Aarons, G. A. and et.al., 2015. Leadership and organizational change for implementation
(LOCI): a randomized mixed method pilot study of a leadership and organization
development intervention for evidence-based practice implementation. Implementation
Science. 10(1). pp.11.
Ayundasari, D. Y., Sudiro, A. and Irawanto, D. W., 2017. IMPROVING EMPLOYEE
PERFORMANCE THROUGH WORK MOTIVATION AND SELF-EFFICACY
MEDIATED BY JOB SATISFACTION. Jurnal Aplikasi Manajemen. 15(4). pp.587-599.
Deschamps, C. and et.al., 2016. Transformational leadership and change: How leaders influence
their followers’ motivation through organizational justice. Journal of Healthcare
Management. 61(3). pp.194-213.
Eliophotou-Menon, M. and Ioannou, A., 2016. The link between transformational leadership and
teachers'job satisfaction, commitment, motivation to learn, and trust in the leader. Academy
of Educational Leadership Journal. 20(3). pp.12.
Güntert, S. T., 2015. The impact of work design, autonomy support, and strategy on employee
outcomes: A differentiated perspective on self-determination at work. Motivation and
Emotion. 39(1). pp.74-87.
Khuong, M. N. and Hoang, D. T., 2015. The effects of leadership styles on employee motivation
in auditing companies in Ho Chi Minh City, Vietnam. International Journal of Trade,
Economics and Finance. 6(4). pp.210.
Kontoghiorghes, C., 2016. Linking high performance organizational culture and talent
management: satisfaction/motivation and organizational commitment as mediators. The
International Journal of Human Resource Management. 27(16). pp.1833-1853.
Mir, M. M. and Amin, H., 2016. The Influencing Factors of Employee Performance and its
effects on Performance Appraisal of the Employees on Higher Education Sectors of
Karachi, Pakistan. KASBIT Business Journals (KBJ). 9(1). pp.31-62.
Mittal, S. and Dhar, R. L., 2015. Transformational leadership and employee creativity: mediating
role of creative self-efficacy and moderating role of knowledge sharing. Management
Decision. 53(5). pp.894-910.
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Sulaefi, S., 2018. The Influence of Compensation, Organization Commitment and Career Path to
Job Performance Employees at Kardinah Hospital Tegal Indonesia. American Scientific
Research Journal for Engineering, Technology, and Sciences (ASRJETS). 47(1). pp.66-75.
Yikwa, L., Areros, W. A. and Rumawas, W., 2017. PENGARUH MOTIVASI TERHADAP
PENGEMBANGAN KARIR KARYAWAN (Studi Pada PT Bank Papua Cabang Manado
Provinsi Sulawesi Utara). Jurnal Administrasi Bisnis.
Online -
Business Management.2019.[online].Available through
<https://www.edx.org/micromasters/iimbx-business-management>
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