TABLE OF CONTENTS INTRODUCTION...........................................................................................................................1 TASK 1............................................................................................................................................1 1.1 Comparison of different management styles....................................................................1 1.2 Leadership characteristics of senior managers.................................................................2 1.3 Evaluation of communication process..............................................................................3 1.4 Analysis of organisational culture and changes taking place...........................................3 TASK 2............................................................................................................................................4 2.1 Assessment of own management skills and performance................................................4 2.2 Analysis of own strengths, weaknesses, opportunities and threats..................................4 2.3 Setting and prioritising objectives and targets for development of own potentials.........5 TASK 3............................................................................................................................................5 3.1 Leading and motivating a team for achieving a goal.......................................................5 3.2 Justification of managerial decisions made for achieving goals and recommendations for improvement...........................................................................................................................6 TASK 4............................................................................................................................................7 4.1 Explanation of own managerial and personal skills that will support career development. .7 4.2 Review of career and personal development needs, current performance and future needs in order to develop plans........................................................................................................7 CONCLUSION................................................................................................................................8 REFERENCES................................................................................................................................9
INTRODUCTION Management is a process of forecasting and planning, organising, coordinating and controlling business operations in an organisations. Managers are required to perform these functions in order to run a company effectively and efficiently (Schoar and Zuo, 2017). They are responsible for guiding the employees and implementing variousstrategies for achieving organisational objectives.Oakman Inns & Restaurants is a famous hospitality company in UK, with chains of hotels and restaurants across England. It was founded in 2005. They have over 150 employees and earned a revenue of ÂŁ14 million in 2017.This report will understand principles and practices regarding behaviour of management and review a manager's own potential.It will analyse the managerial skills of employees at Oakman Inns & Restaurants and prepare a career development plan in order to employ an individual at this organisation. TASK 1 1.1 Comparison of different management styles There are various types and styles of management that can be adopted byan organisation. It helps in the management of employees so that they can improve productivity of work. The different styles of management are as follows: Autocratic Management: This is the oldest and strictest style of management in which managers exercise full control over employees (Staats and et.al., 2018). They make decisions without consulting anyone. Subordinates work with fear due to the strictness of managers, which stops them from sharing their opinions and ideas with the manager. Democratic Management: This is the most favourable style of management in which managers discuss with their employees about various decision that are to be made for the organisation. Everyone is entitled to give their opinions and unanimously implement actions and strategies. But this style can be inefficient at times. Oakman Inns & Restaurants follows democratic management style as it is in hospitality industry and employees' opinions are valuable to managers. 1
Consultative Management: Consultative managers are like autocratic ones, but they do consult their employees regarding decision and ultimately decide the final one (Chan, Sit and Lau, 2014). This causes an increase in the loyalty by subordinates because these managers look after their best interests. Laissez Faire Management: These managers let employees make decisions and guides them when required. They act as a mentor, and encourage everyone to take risks which gives them a chance to be creative. 1.2 Leadership characteristics of senior managers Senior managers are the leaders of an organisation and it is their responsibilityto make strategic plans along with various decisions for accomplishing the organisation's goals and targets (Saeed and et.al., 2014). Given below are the leadership characteristics ofsenior managers: Being effective at communication: Senior leaders of Oakman Inns & Restaurants are the ones that guide employees and their communication has to be effective, so that organisational goals can accomplished by everyone. They clearly explain as well as listen to subordinates while discussing various plans. Visionary:Managers have to create a vision of the company that can be shared with everyone. (Yang, Cho and Han, 2016). They need to prepare long term goals and create strategies for achieving them so that organisation can succeed and grow. Being Dedicated: Senior managers of Oakman Inns & Restaurants are dedicated towards the visions and goals that they have created. They always strive to enhance their performance as well as the team's. Creative and innovative:Their creativeness encourages employees to gain knowledge and ideas from them (Top Qualities of Successful Senior-Level Managers,2015). This helps create strategies for growing the organisation and lets everyone be open minded and flexible about accomplishing goals. Result driven:Senior managers work towards achievement of results. They aim to complete the vision which they create and do so in an effective manner through proper utilization of resources.2 2
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1.3 Evaluation of communication process Communication is vital for proper functions of management at all levels. Managers have to effectively communicate important information regarding Oakman Inns & Restaurants' goals and how they are to be achieved. The process of communication starts with the information that has to be communicated to employees. It is transmitted by manager and received by subordinates through verbal, non-verbal and written means (Mosadeghrad and Mojbafan, 2017). Generally, Oakman Inns & Restaurants exchange messages through announcements, meeting or emails. Oakman Inns & Restaurants follows upward- downward communication process, in which information from subordinates of each department move up to managers and their seniors provide notices which consists of suggestions, performance analysis, feedbacks (Evans-Lacko and Knapp, 2014). The downward method is then used by top level management to delegate authority to lower departments and provide various instructions regarding the budgets and goals of company. They send letters of motivations to certain employees and any relevant news is communicated through this process as well.(Schoar and Zuo, 2017).Ground level staff of the restaurant and hotel also communicate about various things that have to be taken into account. With this process of communication, Oakman Inns & Restaurants systematically work together and accomplish goals. 1.4 Analysis of organisational culture and changes taking place Oakman Inns & Restaurants follows hierarchy culture in which staff are passionate about the work that they do and feel satisfied when their guests leave with happy faces and regularly come back for their services. The managers are confident, motivating and have the best personalities. When new employees are hired, management first analyses their attitude and emotional understanding towards hospitality (Chan, Sit and Lau, 2014). They believe that leaders have to be honest, loyal and trustworthy so that they can guide subordinates in such a way that they can achieve goals.Oakman Inns & Restaurants' has an environment where support and encouragement is given to employees, for their ideas and opinions, which brings out the best qualities in them. The recent changes that are taking place in hospitality, is the taking of feedback from customers, through survey cards that are given to them at the time of visit. Initially, Oakman Inns & Restaurants did not ask guests for feedbacks, which did not help managers in analysing their 3
weak areas that require improvement (Ipsen and Nielsen, 2017). With the advancement of online bookings, company has created their own app so that customers can make reservations easily. Also, training and motivating staff timely ensures that they work with care and affection towards company and their customers. TASK 2 2.1 Assessment of own management skills and performance I believe that in order to succeed at Oakman Inns & Restaurants, certain skills of management have to be present in me. My communication skills are excellent and I'm able to understandandexplainthingstovariousindividuals.Thishashelpedmeineffectively performing my duties to communicate important information by oral or written form to my managers. I have to be flexible about my work timings as I know that work timings will be during unconventional hours. My team management skills are good and contribution towards team work is great. I help in making decisions and completing my share of tasks on time as well as guide my teammates when required. I support their choices and we are productive when performing our tasks. My time management skills are average, I am organised and can manage my time very well. I can perform tasks in an effective and efficient manner, but within a certain time period. 2.2 Analysis of own strengths, weaknesses, opportunities and threats I have conducted a SWOT analysis of myself so that I can analyse my strengths, weaknesses, opportunities and threatsin order todetermine my effectiveness as a manager at Oakman Inns & Restaurants. StrengthsWeaknesses ď‚·Good at communicating with people. ď‚·Good team management skill ď‚·Ability to multitask. ď‚·Good at being organised ď‚·Time management ď‚·Poor technical skill ď‚·Not flexible with work timings. ď‚·Not confident about self. OpportunitiesThreats ď‚·Training programs for development.ď‚·Competitionfromexperienced 4
ď‚·Globalisation of company. ď‚·Available job opportunity. employees. ď‚·No involvement in social life. 2.3 Setting and prioritising objectives and targets for development of own potentials With the help of own SWOT analysis, I am able to identify areas where improvement is needed in order to be a successful manager at Oakman Inns & Restaurants. I have set the following targets and objectives that will develop my potential. To improve my confidence To increase my knowledge about new technologies Be more confident:I need to increase my confidence as I am unable to concentrate onmy work . I remain stressed about not getting things done properly. I have made it my goal to be more confident as well as build my self-esteem. Read and learn about different cultures:I am not well versed about the variety of cultures that are present around the world, which will hinder my ability to communicate well with guests. I have made it a target to read and learn about the different cultures of people while working at Oakman Inns & Restaurants. Adapt to inconvenient timings:I am not flexible with timings and this may cause inconvenience while working at Oakman Inns & Restaurants. I have made it a priority to make myself flexible with the work timings. Learn to use technology:Due to frequent changes in technology, I will have to learn using computersandsmartphonesinordertoworksmoothlyandperformmyjobfunctions effectively. Motivate self:I don't have an enthusiastic spirit and will have to motivate myself in order to develop my potential to be a good manager at Oakman Inns & Restaurants. TASK 3 3.1 Leading and motivating a team for achieving a goal Managers have to set goals that have to be shared with subordinates and accomplish them together (Garnero, 2015). It is important to motivate and lead the team of Oakman Inns & Restaurants, so that success can be attained. This has been done by me through: 5
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ď‚·Leading by being an example:Managers can work together with subordinates instead of just delegating the work (Schulte Steinberg, Kunisch and Ambos, 2015). I can increase creativity and be accessible at all times and my contribution is important to motivate other to complete tasks so that goals of Oakman Inns & Restaurants can be achieved. ď‚·Stressing on company's goals:I have to clearly communicate the goals and keep emphasising on it regularly. This will help subordinates keep focus on the achievement of the targets . I can conduct brainstorming sessions to find new ideas that can be beneficial for Oakman Inns & Restaurants. ď‚·Recognition: Managers can assess subordinates and evaluate their performance. Manslow's heirarchy of needs helps in finding out who is working hard and recognition can be given to them through incentives (Krueger, 2015). They will get motivated to perform better and achieve goals. ď‚·Encourage creativity: I can lead teams to achieve goals by encouraging creativity so that my subordinates can find new ways to complete tasks effectively . 3.2 Justification of managerial decisions made for achieving goals and recommendations for improvement While working at Oakman Inns & Restaurants, I have decided to implement changes in the technology due to introduction of new innovations. I have asked for an app to be created, in which it would be easier for customers to book rooms and tables at their hotels and restaurant. I have asked for the installation of new laptops with updated software for staff to use. Employees found it difficult to adapt to these rapid changes and this managerial decision that I took led to resistance of staff and some wanted to leave their jobs as well. For the purpose of retaining them, I have decided to start a training program, in which employees that require developing their skills in technology, would be trained to used it efficiently. Those who completed it would be given incentives, promotions or increase in pay. This decision to reward them after completion of program helped me to retain a high number of staff at Oakman Inns & Restaurants. This led me to achieve goals in an effective manner. I can use a variety of motivational theories and techniques to inspire employees and increase their work productivity. 6
TASK 4 4.1 Explanation of own managerial and personal skills that will support career development Manager and personal skills are required for developing a career at Oakman Inns & Restaurants. I am good at communicating and interacting with people that work with as well with the guest that come to visit. My ability to understand client's requirements is good and it is easy for me to help them out if they face any difficulties. This skill will help me in building trust with customers and colleagues when I work. It will also aid me in developing my social skills and I can socialise with my peers without much difficulties. My ability to work effectively in a team is an advantage as Oakman Inns & Restaurants requires managers to work together to achieve their tasks. With teamwork, goals can be achieved effectively and efficiently. It is easy for me to multitask when I work and it can help support in my career development as a manager. Organising my work is an easy task and I am able to manage my time accordingly. I don't get worried about not completing things as my targets are achieved efficiently. I can manage my personal life as well. I will be able to increase my knowledge due to my interaction with many guests from across regions. It creates a comfort and understanding between people which will make them feel welcomed at Oakman Inns & Restaurants. 4.2 Review of career and personal development needs, current performance and future needs in order to develop plans My career and personal development needs have to be evaluated and improved in order to become an effective manager. I need to work on my knowledge of cultures, self-confidence, computer skills and work experience. I will use proper strategies so that I can improve them. Skillstobe improved Current proficiency Target proficiencyStrategyTime scale Knowledge about cultures Iamnotaware aboutdifferent cultures. Iwouldliketo learn about them. Icanresearchand readbooksabout various cultures. 1 month Time management Istillneed improvementwith managing time. I will have to use techniquesto manage it. Iwilldividemy tasks beforehand. 1 week 7
Self ConfidenceMyconfidenceis low. I need to be more confident. Icanattend seminarsabout improvingself- esteemand confidence. 10-20 Days Work Experience. Ihavelittle experienceof work. Ihavetogain experience in work. Icanvolunteeror intern at hotels and restaurants. 2- 3 Months Computer skillsI do not know how to properly operate computers. I will have to learn howtouse computers. Icanattend computer classes. 2 weeks CONCLUSION This report on developing manager concludes that, Oakman Inns & Restaurants has a democraticmanagementstyleandtheirseniormanagersarevisionaryandhavegood communication skills. They have a good organisational culture and take proper decisions according to the changes that occur in the industry. There are many ways of analysing and improving an individual's skills, which can make them a good manager so that they are able to lead and motivate their teammates. This will help Oakman Inns & Restaurants to achieve their goals effectively and efficiently. 8
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REFERENCES Books and Journals Chan, J. C., Sit, E. N. and Lau, W.M., 2014. Conflict management styles, emotional intelligence and implicit theories of personality of nursing students: A cross-sectional study.Nurse education today.34(6). pp.934-939. Evans-Lacko, S. and Knapp, M., 2014. The role of managers in promoting social acceptance among people with depression in the workplace.LSE Health and Social Care. Garnero, A., 2015. Workforce diversity, productivity and wages in France: the role of managers vs. the proprietary structure of the firm.Working Papers CEB.15. Ipsen, C. and Nielsen, K., 2017. The role of managers in organizational interventions and non- interventions–at intra and inter-organizational work places. InWork, Stress and Health 2017. Krueger, G., 2015.Enterprise Restructuring and the Role of Managers in Russia: Case Studies of Firms in Transition: Case Studies of Firms in Transition. Routledge. Mosadeghrad, A. M. and Mojbafan, A., 2017. Conflict Management Styles of Nurse Managers in Hospitals Affiliated to Tehran University of Medical Sciences: 2015.Iran Journal of Nursing.30(107). pp.62-73. Saeed, T. and et.al., 2014. Leadership styles: relationship with conflict management styles. International Journal of Conflict Management.25(3). pp.214-225. Schoar, A. and Zuo, L., 2017. Shaped by booms and busts: How the economy impacts CEO careers and management styles.The Review of Financial Studies.30(5). pp.1425-1456. Schulte Steinberg, A., Kunisch, S. and Ambos, B., 2015. Organizational Practice Adoption in the MNC: The Role of Managers' Core Self-Evaluations. InAcademy of Management Proceedings(Vol. 2015, No. 1. pp. 16746). Briarcliff Manor, NY 10510: Academy of Management. Staats, S. and et.al., 2018. Longitudinal Transmission of Conflict Management Styles Across Inter-Parental and Adolescent Relationships.Journal of Research on Adolescence.28(1). pp.169-185. Yang, H. C., Cho, H. Y. and Han, S. H., 2016. Effects of Franchise Management Styles on Taskfocused Conflicts, Procedural Conflicts and Dissolution Intention.Proceedings of 9
Asia-pacific Proceedings of Applied Science and Engineering for Better Human Life (ASEHL). Online TopQualitiesofSuccessfulSenior-LevelManagers.2015.[Online].Availablethrough: https://www.intelligenthq.com/resources/4-top-qualities-of-successful-senior-level- managers/>. 10