Hilton Hotel: Adaptive Leadership & Change Management

This assignment analyzes Hilton Hotel's implementation of situational leadership styles and change management practices to navigate the evolving hospitality industry. It examines how Hilton adapts to market shifts, minimizes risks through effective leadership, and incorporates change into its organizational culture. The report delves into various leadership approaches, challenges businesses face during change, and strategies for successful adaptation.

UNIT: 17 - Understanding and
Leading Change
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Table of Contents
INTRODUCTION......................................................................................................................3
LO1............................................................................................................................................3
P1 Comparison of different organisational examples in which impact of change on their
operation and strategy............................................................................................................3
LO2............................................................................................................................................5
P2 Ways in which internal and external drivers affect leadership, team and individual
behaviour in an organisation..................................................................................................5
P3 Measure to minimize the negative impact of Change in organisational behaviour..........7
LO3............................................................................................................................................8
P4 Different barriers for change and determine how they influence leadership decision
making in an organisation......................................................................................................8
LO4............................................................................................................................................9
P5 Different leadership approach dealing in change in an organisation................................9
CONCLUSION........................................................................................................................13
REFERENCES.........................................................................................................................14
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INTRODUCTION
Change in an important part of every organisation that makes great impact on the
growth of a business. While making focus on various way of change, it can be said that there
are two ways of change such as internal and external change that highly affect the operations
and profitability level of a company. In order to analysis and understand t he leading change,
it can be said that it includes such changes that highly affect the leadership styles which is an
integral part of an organisation. This report analysis and complete understating of leading of
change by taking the example of Hilton hotel who serve their services in a hospitality sector.
Hilton hotel is considered the one of best and top 10 hotel in UK that highly affect the
preference and way of attitude of employees and customers in a great extent by providing
different kinds of products and services. This report also analysis an effective compares ion
of ways in which change impact an organisation and its strategy or operation in a great level.
Furthermore, it also explains the evaluation of influence that drivers of change have on the
organisation succession level. Furthermore, it also describes the various kinds of barriers that
highly related to the change that make great impact on the growth of cited hotels in UK. At
last, it also describes the various ranges of leadership approach so that manager of the cited
hotel will be able to handle the different change the highly affect the leading style and operate
in of the cited business in an effective manner.
LO1
P1 Comparison of different organisational examples in which impact of change on their
operation and strategy
It is essential for every business to adopt the change in their operational activity.
Change may be in the form of structural change, operational change and technological change
that are not fixed in nature. While analysing the opposition and view of perception influence
the change as a negative or positive manner, it can be said that if change is happened in the
organisation, there are mainly two type of responded has been collected by the manager
from the employees. It may be positive or negative. While making focus on positive
perception, it includes easily adaption of change in the behaviour and operations by the
workers in an effective manner. On the other hand, negative perception includes demotivating
between staff members, lack of transports, striker etc. Hence, it can be said that the views and
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perception highly affect the change in an organisation. Furthermore, while making focus on
different change related organisations and examples, it includes various kinds of change,
these are as follows:
Transformational change: It is a large scale transition to an exclusive state of operation
affecting the complete organization. To maximise engagement, inspire workforce to don't
forget what things about their employer are intrinsic regardless of its shape. Also called
‘essential alternate’.
Incremental change: continuous, small upgrades to an corporation made in an on-going way.
This can be the end result of continuous development software which includes total first-class
control.
Developmental change: Designed to increase the ability of the business enterprise without
incurring good sized shifts in working structures or technique re-engineering. to maximise
engagement, emphasize the stabilizing nature of the upgrades being made to the enterprise.
Remedial Change: It occurs in reaction to a problem, danger or assignment faced with the aid
of an agency. Effectiveness of change efforts may be gauged surprisingly by using judging
whether or not the hassle has been resolved. From time to time also known as unplanned
adjustments (Ferkins, Erakovic Mand McMorland, 2015).
Transformational change: It includes a re-imagining of an organization’s imaginative and
prescient, organizing principles, and strategies, manner of working, products & services.
requires enormous purchase-in from all levels of body of workers and is usually led in a
pinnacle-down way. To maximize engagement, make sure communications about the
transformation are clean coherent and steady.
Process and system related Change: Shifts to workflows, records pathways, resource
allocation, and production structures designed to optimize how an organization creates and
captures cost. Such adjustments may additionally require enormous behavior adjustments
from people affected.
People and cultural change: It mainly sports designed to influence the values, norms, roles
assumptions, & management style that form the organization’s lifestyle to align with its
assignment, vision and method. Designed to steer the way wherein human beings speak,
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inspire each other, technique troubles and paintings in groups. Commonly an extended-time
period venture (Henderson, Gulati and Tushman, 2015).
Hence, it can be said that all types of changes are the some examples that highly
affect the perception, structure and operation in an organisation. Fort examples: In case of
culture change, it is essential for the organisation to adopt that strategy that will be beneficial
for the employees and their growth. Hence, it can be said that change highly affect the views
of the employees and directly relate to the successful completion of the strategy in an
effective manner.
LO2
P2 Ways in which internal and external drivers affect leadership, team and individual
behaviour in an organisation
While dealing the impact on internal and external drivers that highly affect the
leadership, team and individual behaviour in Hilton hotel, it can be examined in the form of
SWOT and PEST analysis. These are as follows:
Figure 1 Internal Factors
SWOT Analysis
Strength
 While making focus on the operation
of Hilton hotel, it can be said that the
main strength of the company y is the
brand acknowledgement that highly
affect the growth of company.
 Providing interesting items and
Weakness
 Not a proper developed network for
attracting the customers.
 Higher dependency in the operators
and investor also create the biggest
weakness for Hilton hotel.
 Company also face some kind of
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quality in services.
 Development of right and structure
Asian Continent.
issue in Chine related to the Lodgings
services that make negative impact on
the success of a business.
Opportunity
 Hilton hotel also have a opportunity
to make a good relationship
management approach in order to
develop coordination between
employers and employees and
customers for achieving their desire
goals.
 Support of Australian Market.
Threats
 Hilton hotel also expect the rivalry
condition that create the biggest threat
for the company.
 New entrance in the market.
 Increasing the salaries’ of the staff
members also make great impact on
the profitability ratio of the company.
PEST Analysis
Figure 2 External Factors
Political Factor: Political stability is a simple requirement to achievement no matter the
industry. In inn enterprise specifically, political factors can have an effect on the wide variety
visitors, both, travelers and business travelers’ visits to a country in direct and indirect ways.
as an instance, an ongoing sensitive political situation Northern eire may additionally
discourage capacity site visitors to the place due to safety worries. Hilton global actively
engages in lobbying so that you can be able to persuade positive political factors upon the
business to a positive volume. As it is illustrated inside the figure under, the company has
been spending more than USD 1.5 million in the course of the beyond 4 years for lobbying
functions.
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Economical factor: The monetary downturn causes the decline in remote places tourism
which affects turnover and profits inside the hotel industry adversely. In more difficult
economic times, a few less-costly styles of accommodation (e.g. Self-catering) turns into a
super danger to inn enterprise. The recession brings lodges the opportunities to goal visitors
with home-primarily based stays rather than doubtlessly trips overseas which is extra
expensive.
Social factor: The UK market incorporates some of the world over brands and chains. Hilton
lodge as a sturdy brand, it has benefits to draw customers and it also cooperate with different
groups and charity organisations. The short-breaks market ought to target the ageing United
Kingdom population in addition to an increasing number of person families (Henderson,
Gulati and Tushman, 2015).
Technological factors: The net allows less difficult reserving of rooms and provides all types
of facts about Hilton inns consisting of opinions made by way of preceding clients. Social
media presents a new manner that Hilton international interacts with visitors. The clients are
sharing their inn tales and via on line offerings which includes Trip Advisor, Twitter and
Facebook. If the Hilton inn is active and available through those popular channels, it cannot
simplest expand emblem consciousness however additionally appeal to new customers.
P3 Measure to minimize the negative impact of Change in organisational behaviour
In order to analysis the PEST and Swot of Hilton hotel, it can be said that cited
company y make various efforts in order to ensure effective development and growth of a
business. There are various factors such as technological changes, use of advance
technologies’, changes in government rules and regulations etc. highly affect the strategies
and operation of a business (Snyder, 2016). As a results, it was found that all the changes
highly affect the leading style and function of employees in a working place., In order to
minimize the negative impact on homage in organisational behaviour, there are various
measures tools has been used by the company. The change highly affects the loyalty, morale,
job satisfaction level, organisational commitment, mental health and creativity including
work quality of employers. In order to reduce the negative, there are various tools such as:
Communication: It is a way by which person is able to their thoughts and ideas in front of the
by using right communication medium in the form of verbal and non-verbal effectively.
Effective communication helps to maintain the morale in the company and provide right
supports to the current employees by using rig ht leadership style in the hotel. It also helps the
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manager by which they will be able to re-motivate their employees. Hence, if a leader want to
influence the employees for reducing the negative impact in an organisation, it is essential for
the leader to make a right way of communication in the form of downswing so that all the
informations based on the Hilton hotel will be deliver in a right way.
Maintain morale ion the company: In order to managing and maintain the morale of
employees, Hilton Hotel highly make focus on anticipating the implores response and
identify the intervention that impact on their morale. Leader also needs to motivate and
evaluate the morale and impact by adopting the right action which is beneficial for the growth
of the hotel and employees (Neundlinger, Vogel, Rack and Gucher, 2018). In order to
anticipating the employers response, it is require for the leader in Hilton hotel is to provide
convenience workplace for the employees and also adopt transparency in their Woking so
that employees will be able to understand the policies and procedure in an effective manner.
Provide support: In order to provide effective support to the employees, it is essential
for the manager of cited hotel to fix the time frame of working of ever employees. For
example: In Hilton, the time shift of every employees and members arte fixed. Furthermore,
Hilton hotel always try to provide effective training and development to their staff members
so that they will be able to work in an effective manner.
LO3
P4 Different barriers for change and determine how they influence leadership decision
making in an organisation
Conducting a baseline evaluation is a perfect system that will help any company to
discover capacity and actual boundaries to change. Limitations will constantly crate an
opening in endorsed and cutting-edge practices, in the end having a bad effect at the everyday
production manner of the organization. The barriers that Hilton Hotel faced are as follows:
Lack of employee’s involvement: Personnel usually have the worry of change, and unless
they may be worried within the alternate process, it is tremendously probable that even the
maximum unswerving member of your personnel will withstand the trade. The biggest
mistake some corporations make is failure to contain personnel within the change process
(Martinez, 2016). This spikes worry of the unknown, loss of desire to embrace a new way of
life and in the end a complete barrier to the trade. so one can conquer this, stated motel's
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supervisor imparting relevant, enough assets to pressure them closer to change may be a
important element to do, in order that they are comfortable and equipped to modify to the
brand new development within the organization.
Lack of effective communication: Hilton hotel has no effective conversation strategy. In fact,
some pinnacle leaders constantly expect that once they announce the exchange, people will
regulate and be ready to get started with the new improvement. That is the silliest manner to
introduce change, hence forceful resistance to the change. Leader must prevent making
statement and introduce strategies. Employees do not need to recognize approximately the
exchange only. They need to realize how the change will affect them as well as how they will
adapt to the trade.
Organisational Complexity: The complexities include complex tactics, merchandise and
systems, all which contribute to alternate barriers due to the fact they are frequently pretty
difficult for the members of the business enterprise to understand. It’s far essential to
interrupt this barrier with the aid of introducing an eager and skilful technique to tackle
organizational rapid growth as well as complexity (Henderson, Gulati and Tushman, 2015).
An employer can destroy this barrier by using employing diligent, satisfactory and relatively
effective mission and exchange control approach.
Lack of Finance: Lack of finance are the another factors that highly affect the growth of the
cited company. Due to financial crisis in UK, Hilton Hotel has to face the shortage in the
fund that make great negative impact on the growth of a business in an effective
manner.
Lack of Skills: Lack of skills fort motivating the employees are the major reason that highly
affect the growth of a business
LO4
P5 Different leadership approach dealing in change in an organisation
While analysing the change in the organization (Hilton Hotel) there are different kinds of
leadership styles are Autocratic Leadership, ( which mainly focus on dominating the team
members ) Democratic Leadership (listening the views of all the team members and taking
decision for all), Strategic Leadership Style( using various technological leadership style),
Transformational Leadership ( leader works with the team to analyze the changes of the
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needs of the team member ), Cross-Cultural Leadership ( making equal focus of different
culture base people ).
While making focus on change in the Hilton Hotel democratic leadership is the best suited
leadership as this kind of leadership installs the involvement of the subordinates into the
decisions making process. The democratic hold the responsibility of the decision taken and
allow the active participation of all the employees towards making effective decision.
In order to managing the change and leading activity in Hilton hotel, there are various
kinds of leadership approach has been used by the manager in an effective e manner. It
includes:
Figure 3 Leadership style
Lewin’s Change Model: Lewin’s exchange control version is one of the most famous and
effective fashions that make it feasible for us to understand organizational and established
trade. His version consists of 3 primary ranges which are: unfreeze, alternate and refreeze.
Unfreeze: the primary level of the system of trade in line with Lewin’s technique entails the
instruction for the change. Because of this at this step, the corporation ought to get organized
for the exchange and also for the truth that change is vital and wanted. This phase is crucial
due to the fact most people around the world try to withstand trade, and it is crucial to
interrupt this status quo (Harris and Panther, 2017). The important thing right here is to give
an explanation for to people why the prevailing way wishes to be changed and how trade can
result in earnings. This step also involves a business enterprise looking into its middle and re-
analyzing it.
Exchange: this is the stage where the real transition or alternate takes place. The method can
also take time to appear as human beings normally spend time to embody new happenings,
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trends, and changes. At this degree, exact leadership and reassurance is essential due to the
fact these aspects not simplest lead to influence ahead within the right direction but also make
the process less difficult for group of workers or folks who are worried in the system.
Communication and time for this reason are the keys for this degree to take place
efficaciously.
Refreeze: Now that the trade has been common, embraced and applied with the aid of
humans, the business enterprise or business enterprise starts off evolved to end up stable
again. That is why the stage is called refreeze (Ferkins, Erakovic and McMorland, 2015).
That is the time when the team of workers and strategies start to refreeze, and things start
going back to their everyday pace and ordinary. This step requires the help of the humans to
make certain modifications are used all the time and applied even after the goal has been
carried out. Now with a experience of balance, personnel get at ease and assured of the
obtained adjustments.
McKinsey 7 S Model: It includes various concept s, which are as follows:
Strategy – Methods is the plan created daily get past the opposition and reach the dreams.
This is the primary level of exchange according to McKinsey’s 7-S framework and entails the
development of a step-by means of-step procedure or destiny plan.
Shape – structure is the degree or attribute of this version that pertains to the manner wherein
the employer is divided or the structure it follows.
Structures – every day everyday get a assignment completed, the way in which the sports are
carried out is what this stage is daily.
Shared values – Shared values confer with the core or predominant values of an agency in
step with which it runs or works.
Style – The way wherein the modifications and leadership are followed or applied is referred
day everyday ‘fashion’.
Staff – The workforce refers to the staff or employees and their operating abilities.
Skills – The competencies as well as other competencies possessed by way of the personnel
running inside the corporation.
Kotter’s Change management theory: Kotter’s alternate management theory is one of the
maximum famous and followed ones inside the global. This modification control concept of
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his is divided into eight ranges in which every certainly one of them focuses on a key
principle that is related to the response of humans to exchange (Espedal, 2017).
Increase urgency – This step entails growing a sense of urgency many of the people on the
way to inspire them to transport forward closer to objectives.
Construct the crew – This step of Kotter’s exchange management concept is associated with
getting the proper humans on the team via choosing a mix of skills, expertise and
commitment.
Get the imaginative and prescient accurate – This level is related to creating the correct
imaginative and prescient with the aid of contemplating, no longer the simply method but
additionally creativity, emotional connect and goals.
Communicate – communiqué with humans regarding exchange and its want is likewise an
vital part of the trade control idea by using Kotter.
Get matters shifting – to be able to get things moving or empower movement, one wishes to
get support, remove the roadblocks and put into effect comments in a positive manner.
Recognition on brief term dreams – that specialize in quick time period desires and dividing
the ultimate intention into small and workable components is a superb way to acquire
fulfilment without too much strain (Erickson, 2014).
Don’t give up – endurance is the important thing to success, and it's far vital no longer to
surrender while the process of alternate control goes on, regardless of how hard matters may
appear.
Incorporate alternate – except handling exchange correctly, it's also crucial to reinforce it and
make it part of the administrative centre way of life.
Hence, it can be said that all these change approached and practices helps the Hilton
hotel top adapt the situational leadership style in order to analysis the situation and condition
of the company. By taking the right analysis of situation and adopting right style and
practices helps the cited company to manage the minimize the risk in an effective manner.
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CONCLUSION
From the above detailed report it can be concluded to make a right leadership is
essential for successful operation of a business. This report makes a complete analysis of
operations and functions that has been performed by the Hilton Hotel in order to face the
changes related to the leading (Anderson, 2016). Furthermore, it also describes the various
leadership approaches and principles by which cited company will be able to make effective
improvement in their operations. At last, it also describes the various that make negative
impact on the growth of a business and also analysis the effective terminology to overcome
all the issues in an effective manner.
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REFERENCES
Books and Journals
Anderson, D.L., 2016. Organization development: The process of leading organizational
change. Sage Publications.
Erickson, J.I., 2014. Leading unplanned change. Journal of Nursing Administration, 44(3),
pp.125-126.
Espedal, B., 2017. Understanding how balancing autonomy and power might occur in leading
organizational change. European Management Journal, 35(2), pp.155-163.
Ferkins, L., Erakovic, L. and McMorland, J., 2015. Leading organisational change.
Leadership in Sport, 121.
Harris, C. and Panther, C., 2017. You have to start somewhere: Designing, tailoring and
tinkering. A reflection on leading a change process. Journal of Educational
Leadership, Policy and Practice, 32(1/2), p.125.
Henderson, R., Gulati, R. and Tushman, M. eds., 2015. Leading sustainable change: An
organizational perspective. OUP Oxford.
Martinez, J.C., 2016. Leading Organizational Change in The Local Church: A Multi-Case
Study.
Neundlinger, K., Vogel, S., Rack, S. and Gucher, J., 2018, April. The CIO's Balancing act,
Leading Digital Change By Developing Social Skills. In International OFEL
Conference on Governance, Management and Entrepreneurship (pp. 192-208).
Centar za istrazivanje i razvoj upravljanja doo.
Snyder, R.A., 2016. The Social Cognitive Neuroscience of Leading Organizational Change:
Implementation issues and challenges: how to" do" change leadership. Routledge.
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