Service Sector: Management, Leadership Styles, and Analysis

This report provides an analysis of management and leadership styles within the service sector, examining classical management theories such as those of Taylor, Fayol, Weber, and Mayo, and contrasting autocratic, democratic, and laissez-faire leadership approaches. It explores the role of leadership in motivating employees and aligning them with organizational goals, using examples from the hospitality industry. The report further analyzes internal and external factors influencing management styles, assesses current and future management skills required for the service sector, and compares change management systems in different service industry organizations. The study uses examples of ABC and EFG hotels to compare their management styles. The report concludes by emphasizing the importance of adaptability and continuous improvement in leadership to meet the evolving demands of the service industry.

Contents
Introduction..........................................................................................................................................3
Review classical management theories and leadership style...............................................................4
Explain the role of the leader and different leadership styles in a service sector industry context......6
Review the management and leadership styles in a specific service sector organization....................9
Analyze management and leadership styles in a specific service sector organization in relation to
organization structure and culture......................................................................................................11
Factors that influence different management styles and structures in a service industry context......12
Analyze the internal and external factors that influence management styles and structures in a
selected service industry organization identifying strengths and weaknesses...................................15
Assess current, future management and leadership skills for the service sector................................16
Discuss future management and leadership skills required by the service sector and how these can
be achieved.........................................................................................................................................20
Evaluate current, future management and leadership skills that are crucial for the service sector....22
Compare and contrast different service industry organizations, change management systems and
leadership in implementing change....................................................................................................24
Conclusion:.........................................................................................................................................28
References:.........................................................................................................................................30

Introduction
Most will not have a direct view of the escape with the possibility of knowing that it could come in
the Great Pacific Garbage Patch, a convenient garbage collection site that covers many miles. And
they will not feel comfortable booking a trip associated with an association that is known for
ruining the prosperity of a nearby economy. Living to the point of hurting others to gather their
necessities does not agree with too many people. Management - the careful use of assets with the
intention that they are not used or damaged - plays an important role in a friendly business. The
success of lodging organizations depends on their general and socially attractive savings that
encourage tourists to visit their facilities. Failure to do so has consequences. In 2018, the Thai
government closed the most famous beach, Maya Bay, for a long time every day a tour of 5,000
tourists ended up consuming most of its corals and ruining the beauty that attracts people to the
region. Neighbors’ management of the tourism industry has left the business. With the right
authority, neighboring organizations can adopt appropriate business practices. The unscrupulous
management of friendly pioneers can also improve efficiency and attract a growing number of
clients seeking natural and social resources with the authorities. Seeking online authority and the
level of management or announcement can find professionals who are ready to lead their
organizations to improve with the preservation of neighbors. This report will based on two different
hotels examining their style of management this report will tell about hospitality industry with
relation to management skills. It will compare two different organizations ABC and EFG

Review classical management theories and leadership style
Scientific theory by Fredrick W. Taylor:
While Frederick theory makes the most successful experts, it has no flaws. Frederick Taylor's
logical management theory also called the old-style hypothesis of the board, emphasizes
performance, similar to Max Weber. However, according to Taylor, unlike representatives who
criticize each slide, businesses should compensate employees for more performance."The main goal
of the executives should be to achieve greater business potential, combined with greater prosperity
than all other representatives, while the hypothesis works for skilled workers, it is not without
imperfections. A large number of these sub-jobs are modest, making employees feel like part of a
mechanical production system, in contrast to the new rise in their team. Besides, good performance
at the moment is an important result regarding training and by depending on business, the
hypothesis might an unusual increase in organizations today. Four levels of theory are:
Employees' work will generally be clear and refined, and their assignments are important and
tedious. Managers ensure that everyone working under them does their job successfully; and if the
practice is more profitable, employees are prepared to do their job. In any case, at Taylor, everyone
who works takes a critical part in the organizational process.
Those employees are then adjusted by the board (Caramela, 2018).
Administrative theory by Henri Fayol:
The board control hypothesis focuses on rules that can be used by supervisors to conduct internal
association practices. The most notable scholar was Henri Fayol. Fall noted the suspension and
decided to use it as a disgrace to the management. He acknowledged that authoritative governance
was essential to driving the organization's sustainability and effectiveness. While the defenders of

rational administration made laws that could help individual experts by playing their roles more
effectively, the idea of stewardship crept into the rules that could be used by chiefs to carry out
internal functions of the organization. The most notable of these was that of Henri Fayol. Henri
Fayol (1849-1925), a French businessman and European diplomat. Henri Fayol is known as the
Father of Management and developed a complete vision of management and besides, set 14
Management standards. Fayol was kept secret from American directors and investigators until his
most important work, "General and mechanical management", was translated into English in 1949.
These 14 levels of management are used to deal with the organization and are helpful in
anticipation, planning, empowerment, integration, and rotation of the board, control, and
coordination (Anon., 2020).
Bureaucratic Theory by Max Weber:
Governing bodies have been formed since the formation of culture as a result of the associated
changes: With the construction of the culture, the pioneers send out the obligations and can change
them at any time. However, in the long run, this changed and there were more relevant details of the
purview areas alongside distributing experiments as actual obligations. In a management
association, their subordinates follow the management's request but can still apply. Then again, in
the formation of culture, authority spread. The rules are perfect, stable, and staff can read them
without any problems. Besides, the organization records them in permanent form. Individual
property is separated from work property. Additionally, creative or systemic methods have a place
in the workplace. The choice of officials depends on the power and order of the specialist and not
on the political race. Besides, the authorities receive compensation as payment for their work. The
officer is taken for a probationary period and after that provides a stable environment with the
organization. This protects her from deliberate self-justification.

Human Theory by Elton Mayo:
In the 1920s, Elton Mayo, an Australian physician, and authorized specialist began his experiment
with social behavior in circles and what it means to work in the Hawthorne area. Mayo started
experimenting with plants in 1924 at Hawthorne i.e.,Hawthorne test. In attendance has been many
dissatisfactions among the 30 thousand employs at the Hawthorne ranches in Chicago over the most
recent twenty years of the absolute a century ago. Elton Mayo and his colleagues, including Fritz
Roethlisberger, drove the test into varying occupation situations. Mayo acknowledges that experts
are concerned about money and can be better motivated to meet their social needs while at work.
The most notable manager is the placement of representatives working in health care working in
circles or groups.
Explain the role of the leader and different leadership styles in a service sector
industry context
Motivation:
It’s the leader’s responsibility of coaching with empower staff at all levels of the organization and
to recognize and reward As a pioneer, a supervisor should make sure that the business has the moral
and ethical standards that it requires of its representatives. Appreciation and rewards are important
incentives that motivate a person to achieve a good goal. If consent is granted to a person, it must
specify the specific demonstration or quality with which the person is compensated. Being a good
role model is also an important spark that helps people achieve their goals. The pioneer should give
specific instructions to ensure that the relative can improve and achieve their goals. Encouraging
people to participate in the planning and importance of motivational goals motivates them, but
besides shows the complexity of the dynamics. The pioneer should always reassure his subordinates
that they value playing their roles as a team and making their arrangements for the organization.

The leader must make the delegates feel that they are playing a vital role in the success and
prosperity of the organization. This convincing angle enables them to achieve goals.
Supervising in Direction:
David Scholz, head advertising official of Leger Marketing, a Canadian survey, with the
importance of promoting a company with more than 600 representatives, emphasizes why
transparency is an important skill for pioneers, an event with no one to advise we, we will set topic;
the result is 100 employees traveling 100 miles. The pace of progress is rapid and all authorized
pioneers and the group should have the option to continue to explain where that work is going, why
this is important, how everyone
Align people:
In extremely honest terms the executive team is prepared when all people from the partnership are
in a position to unite to achieve a common cause. The most promising organizations, Star Model,
have hired enthusiastic staff for their concealment skills, instead of the current skills. For a long
time in line, it was the organizations that worked on Star Models and commitments that used to
produce, completing the start of public stock donations in front of others. A 1990 survey of
emerging firms in Silicon Valley revealed four models of board employees in the technology
business. The Engineering Model (standard in Silicon Valley) was equally regulated and relied on
enthusiastic representatives but was recruited according to the skills. In general, the director fired
organizations that were looking for current skills and worked in the Model Factory.
Leadership style
Laissez-Faire: Abbreviated free authorization form: Do what we need as long as we take care of
the business right. From the pioneers' point of view of free trade, the way forward is to build a
strong team - and then block the way. Almost clear from its original French locations, the free trade

means "let it be" or "let it be." in fact, it means that the pioneers give it to their subordinates so that
they can complete the tasks in their way, without having to worry about difficult methods or
methods. Free business action depends on honesty. People who appreciate a wide range of stability
in self-determination and exclusion from independent projects are often well prepared by the free
business pioneers.
Autocratic: A critical step is a management style in which one person manages all the choices and
takes over the non-contribution of other recruiting people. Opposing pioneers have always held
back from making decisions that were based on their own beliefs and not of others. Despotic
authority is a type of board style in which one pioneer or individual association makes decisions for
the benefit of the organization. This type of authority style is most evident in parts of organizations
that are often much smaller than smaller employees.This type of the first style is just as powerful in
organizations where the idea of a job requires dynamic energy. It will want to respond to a situation
that is quickly compared to other startup styles, due to the smooth design of the dynamic design and
the quick dynamics.
Democratic/Participative: A public-based authority also called participatory action or shared
management is a style of how people from circles play a role in a powerful procedure. Current
version of management is applicable to any one of organization. Everyone is allowed to be
interested, ideas are sold freely, and conversation is empowered. While the cycle of love-making
will do with group neutrality and free movement of ideas, the head of the circle is still there to
provide direction and control. Scientists have found that popular management style is more likely to
be the leading and most profitable, the best commitment to the masses, and to increase the morale
of the collection. Gathering people are urged to convey ideas and insights, although the pioneer in
the last resort by choice. People from the circles feel very busy working together. Innovation is

enabled and rewarded. Analysts suggest that the great pioneers who are motivated by love have
distinct qualities, including honesty, knowledge, courage, thought, ability, and intelligence. The
hardworking pioneers voted for the trust and respect among the fans. These are true pioneers who
live by decisions based on their conduct and qualifications. Collaborators will feel excited to move
on and add to the circle. Likewise, good pioneers will be able to look at different conclusions and
try to avoid saying things that do not agree with what is being said.
Paternalistic / Benevolence: A paternalistic action is a form of administration that involves a
person who holds office as a patriarch or authority and who treats his or her representatives and
accomplices as members of a large, distant family. In some societies, the word “parental” has
replaced the word, father or mother. Likewise, a pioneer expects strength and trust from workers,
just as obedience. Father’s pioneers value education and social skills and often make special efforts
to provide representatives with opportunities to develop business and social skills.While a parent
pioneer seems to be supporting more people than others, ambition and hatred can damage the work
environment and the patriarch or authority will no longer have the loyalty, honesty, and
submissiveness of the person who needs to be a compulsory pioneer. A productive parental pioneer
meditates on a higher perspective and considers how each choice will affect the "family."
Review the management and leadership styles in a specific service sector
organization.
Particularly first influential method tool group development in independent testing sites tested the
link between the various styles of development and group development and the interventions of the
information group sharing and communication14 Investigating Relationships within the
Organization's Culture moreover, the leadership style has used similar elements. Still from
accessible writing, we can summarize the various elements of original styles and their impact on the

fulfillment must, interaction, change of sequence as well dependable model leader behavior ‟. Study
clarifies employees' understanding of the terms or the main management style, both four sure deep
communications and understanding about Management support components for its development
Nature. Found the influence of the original styles on the Fulfillment of work for employees in open
organizations. The further focus reveals that the relationship between the pioneers and Employee
gives additional employees that fulfillment heavily influenced by the original style was accepted by
a pioneer.
In context to Marriot, it can be stated that the company heavily relies upon suitable set of
management and leadership practices and processes so as to achieve maximized standard of
operational productivity. The company ensures that proficient and prominent management
approaches are taken into consideration so as to deliver advance business performances. For
instance, the concerned service organization capitalizes upon Human Theory, in order to build an
organizational atmosphere that acknowledges and promotes the idea of facilitating effective
opportunities for the overall development of organizational members. Human Theory of
Management helps the firm to create a better understanding and working relation among the
superiors and their subordinates. Along with this, Marriot also encompasses the utilization of
democratic leadership in its organization culture. It elevates the engagement of the workforce
towards the company’s growth and success in the market. Marriot is a service institution which
exercises an orderly work setting wherein each and every member is granted with an equal
opportunity to be part of the idea generation, concept building and other related functions and
practices. The respective approach to leadership further assists in the acceleration of employee
retention as well as commitment towards the service enterprise in a definite manner. It also

facilitates to build high degree of morale and determination among the employees set which in turn
results in the realization of company’s goals in much more efficient and appropriate manner.
Analyze management and leadership styles in a specific service sector
organization in relation to organization structure and culture.
Pioneers can integrate customs using common “order and control” attributes such as high startups,
category structures, and profit-driven attributes. Or on the other hand, they can decide to lead using
parts of the New Leadership Paradigm, including libertarian construction, understanding, and
reason-driven qualities. As with renewable action with staff management, participatory
management gains trust and responsibility to make all changes to the framework. As with any
multi-government law, participatory action requires a culture of sharing information with libertarian
structures that give voice to all colleagues. Order Leadership: A Culture of Consistency. This style
does not enable an authorized culture of collaboration where the action is expressed through
exchange, acceptance, or combined effort. Participatory Leadership: Creative Culture Based on a
multi-pronged approach, the participatory step seeks to build consensus among partners. The result
is not surprising; it is reliable killings of workers and according to the generally authorized culture.
Hedge adds, "These emerging organizations build and support the pioneers in a state of mind and
work — that is, they create pioneer workers who create communities where everyone feels trusted,
empowered, promoted and treated with integrity."Staff Leadership: The Culture of Inclusion The
crew is investigating this towering tower, creating a climate where everyone can fill in as a pioneer.
The pioneers live in a legal conclusion, but they do so through a business cycle, a concerted effort,
and a collective bargaining agreement. That is why this style of authority is here and there called
"forced coercion. At that time, the manager is working on the assistance section as the
representatives are working to fulfill these responsibilities.

Contrary to the idea of "taking an idea," in which we try to understand someone else's point of view,
MIT scientists have followed the pattern that the "commentary" cycle - which conveys our story to
other people - has received much earlier confidence and empathy. Surveys show that colleagues
need to adapt to the conditions and strengths to meet market changes or conditions with
development and imagination. Awards and categories are used to control employees - as well as
standardized cultures. Here are five different styles of authority that can reflect our royal culture.
Terrible Leadership: A Culture of Motivation At the same time, the pioneers adjusts the goals and
objectives of the organization to their colleagues while also explaining the course of positive change
in positions of responsibility. Employee pioneers then empower the delegates by accepting relief
work that assists the representatives in achieving the stated goals.
Factors that influence different management styles and structures in a service
industry context
Internal Factor: Occupational category and level of hierarchy:
Changes in business continuity depend on the size of the business and the model, but every
organization has some sort of value system. The levels within this system determine how the
business operates and how decisions are made and distributed throughout the chain of command.
The proven structure also helps leaders to be clear and the task is effectively chosen. A private
business can have direct progress, with the chief executive officer and the President and a few
representatives, without interfering between the owner and the employee. Under the CEO there are
many different heads, with each office acting as its own business. Italian Slice is one well-known
way to show a business chain of command. Apart from the traditional system, there are a few types
of organizations that come together; however, they are not very popular and not very effective in
doing business and organizing business.

Structure of organization:
A small guesthouse with a small group of staff can include a two-level structure with the owner at
the top as well as lines corresponding to the maintenance, booking, and maintenance of the house.
The chain link should be attached to additional layers of management including the main board and
area directors, which extend the distribution framework to any of the four layers. The formal
broadcast graph can be as wide as the basic door frame or mounted in a position-by-position
connection throughout the hotel. The hotel should reflect each job title carefully after completing its
authoritative drawing. Each job should be recorded in a logical order within each category and
include a short bond of work responsibilities. This rundown is used by the property owners for
registration and registration checks within the inn. Representatives of our area understand what they
need to do daily if they approach work that may not be visible.
Culture of Organization: Wherever people live and work together, culture builds. Like
communities elsewhere, the culture of succession is growing rapidly, regardless of whether it
continues. As neighboring employees help individuals, our clients see how our business is similar
each time the two connect. Dealing with our culture of friendship, meanwhile, is urgent if we try to
find the right connection each time. Most importantly, at the same time make arrangements that
allow our employees to live by it.
Management behavior of character of Hierarchy:
The benefit of the various measured managers is a natural organization; each representative
understands what to do. This is especially evident when managers have close corporations close to
their representatives and provide encouraging statements and different motivations. Give our
representatives their self-control; tell them what we need to handle without directing each progress.
People tend to like to deal with their work using certain methods; even if we can't help but oppose

the methods of the representative, we may find that it is very beneficial if allowed to do so.
Continue to meet the needs of our employees; they should see that they have a say in how the
organization can function.
Employee engagement and Commitment:
Commitment is a natural expression of an employee's ability to perform his or her duties. The
obligation, too, reflects the employee's happiness in the organization with which he or she works.
To provide an understanding of the level of commitment and commitment within the organization,
we classify representatives into four categories: internal pull and deliver, linked, send, and linked or
delivered. The four types differ in the following way: They were drawn in and brought in
representatives who were both busy with their work and focused on the association. Representatives
love their job and the organization they work for. The recruitment of representatives is busy with
their work, but it does not focus on the association. Representative representatives focus on the
association but do not dwell on their work.-We acknowledge that the ideal situation is the point at
which the representative does the work and focuses on the association. If the opportunity for the
representative is simply connected with him, there is an undoubted risk of their commitment to the
association and vice versa.
External factor:
Managing Diverse Talent, Stakeholders, and customers: /Digital and Innovative disruption-
Airbnb, Uber:
It is in this very important way to recognize the interaction of partners and to choose the best way to
manage and organize it. Achievement activity inside theassociation depends generally on the help
provided via the various partner clusters. We have to move from Best Practice to Next Practice. So
how can a successful organization adhere to the Best Practice industry when the business world is in

a strong position? Our acquisition in these ways points to a growing level of shared economy and in
line with this, we offer a wide range of proposals to firms. We can't always be important by
imitating a competitor, and the Best Practice industry is about today, while Next Practice is about
future success. If the pace of progress is as fast as we can say indefinitely, we should discuss the
Next Practice, not the Best Practice. The accompanying paper is designed to provide a basis for
partner evaluation, which after critical consideration can complement as a one-party tool to
establish a partner investigation and depends on this partner board system. As financial realization
moves to create markets, international organizations need better ways to deal with their plans,
people, costs, and risks. Reforming organizations recognize that what keeps them ahead of the
opposition is development. Move from best practices to customized practices: Keep in mind that,
"We often do things that way," is an amazing barrier to big change. Therefore, Advanced Practice
slows down new performance The most serious problem with the Best Practice model is its use as a
complementary component to fight pundits, as if it were enough to announce the use of ‘try and try’
arrangements. Survival of the fittest in a sharing economy has been a major concern for Uber and
Airbnb. Keep in mind that, "We often do things that way," is an amazing distraction from the big
change. Therefore, excellent practice hinders progress.
Analyze the internal and external factors that influence management styles and
structures in a selected service industry organization identifying strengths and
weaknesses.
Investigating the current turbulent business climate resembles attempting to control a little boat
back to shore while caught in a blustery region. Here is a lot of energy in the work that one has to
respond to return to port safely. In fact, like this small boat, the current associations and their

superiors are facing many variations that require immediate response, often as a major alter. The
powers that drive this business change are known as inside and outer components. This will talk
about how the internal and external conditions of an organization make a difference. The internal
climate of an organization reflects the times, characteristics, people, structures, structures, and
conditions within the organization that is largely influenced by the organization. An organizational
statement, accredited culture, and administrative style are always linked to the internal structure of
the organization. As such, it is the internal environment that will affect the official exercise,
selection, and behavior of employees and opinions. Changes in the style of authority, the central
policy of an organization, or culture can have a profound effect on an organization. Clients, conflict,
economics, innovation, political and social conditions, and property are common external factors
that affect an organization. Unless external weather conditions occur outside the organization, it
may affect its current operations, development, and long-term drug management. Looking at
external forces can be a terrible mistake made by managers. It is, therefore, fundamental that the
directors do not look indefinitely and become accustomed to the outside world, trying to bring about
effective progress before the opposition and adopt a response strategy, which can lead to a unique
and lasting effect.
Assess current, future management and leadership skills for the service sector
Assess current management and leadership hard and soft skills providing evidence from a
specific service sector as example
Difficult skills, or special skills, clear strengths have been tested and developed through the
teaching of highly visible skill sets. These skills give educators an unparalleled range where they
can without having to use a lot of research methods to be able to distinguish regions that need

construction. They demonstrate basic interpersonal skills and motivation that promote learning and
practice. Vulnerable skill situations include books, sequencing skills, and management skills.
Adequate leadership and oversight capacity is largely pursued by the management industry
businesses as they try to create and build supervisors who can motivate, awaken and build respect
for all their employees. This unit is a unit set up by Pearson. Coaches will choose a point based on
the topic as well the choice of courses offered by Pearson (this will change every year). The unit
will empower lower-level students to investigate and look at the current and existing part of
authority and management concerning the local environment of the service area. This unit further
empowers students to learn to gain an understanding of authority as well board levels, as well as
testing whether they can get a call-in management in the help area. After researching the structure
of organizations and their communities learn traditional management ideas and authority styles and
what these are like used to oversee business organizations. Without a little reading, we get a good
understanding that board assumptions written in current businesses will test effective management
also, the ability to authorize aid businesses through apps and thinking skills required and used in the
setting of the aid industry.
Leadership skills assessment:
Leadership skill:
The power of authority can help we put everything together for our career, from pursuing positions
to pursuing professional success. One of the many critical skills that businesses value, regular
management joins a few different brand qualities and correspondence that are important for anyone
to acquire and familiarize with over time. It does not matter if we are in a position of responsibility
or in running a business, authority skills are expected to inspire others to complete the course of the

assignment, as often as indicated in the schedule. Management is not just one skill but rather a
combination of a few different collaborative skills.
Communication skills:
It is therefore important that both letters are within you organization as long as the relationship
skills of our representatives are effective. Effective Communication is essential to improving the
organization. It is what causes managers to play the important things of managers: Planning,
organizing, motivating, and controlling. Relationship skills whether they contain or are orally
organized are the basis of any business movement. At a time when representatives feel they have
been educated around the organization and vision of the organization, they will have a sense of
security within their work. Regular internal communication can also foster an improved work ethic
when employees are helped to remember accomplishments and feel like they are pursuing a shared
goal.
Teamwork Skills:
Collaborative skills consist of complementary capabilities that allow us to work effectively in an
integrated circle. Collaborative skills are important for employers, as teams are an important
accreditation unit within many organizations that as often as possible develop ideas that are
ambiguous or that use a business-based approach gather groups to spread the word and create a
number and diversity of ideas for that work.
Problem Solving Skill:
During the life cycle of an employee, from the beginning of the career to the abandonment of
creative work and acquiring skills it has always been a factor. All things considered, all learning is
acceptable until and unless a situation arises that ends our learning cycle. Most are somewhere in
between. If we don't know about it, don't worry; this article is very interesting for all the critical

thinking skills we can find. Problems can turn our Achilles heels on the path to progress. It can be
in our daily life or work life. However, skills can be acquired, and in time, we can hone those skills.
It all depends on the reality of the money we have spent and we are worried about changing it
indefinitely. Just persevere and become a problem solver with the intention that we can develop
effective thinking skills in our planning.
Management skills assessment
Greater self-awareness skill:
"The power to have insight over us and our emotions, as positive thinking can be an amazing asset
to a team drive." Therefore, it is not only a matter of thoughtful effort to make pioneers more aware
of their work, their feelings, and their circumstances — it encourages them to develop a prominent
EI at the same time. Building a pioneer mindset will strengthen one-on-one assassinations as well.
In the end, the vast amount of acquisition, honesty, and wisdom that the thinking pioneers gave
them were fundamental to their development." We are focused on repentance and amazement
because we are focusing on the moral commitment we need to think more about each
other ...improve the world," said Caldwell, thoughtful pioneers.
"We recognize this moral requirement that is needed to calm us down and motivate us to set aside
resources for ourselves and others and their opportunity to improve."
Good listening and communication skill: Listening means thinking and interests that are separate
from the situation as articulations. Listening compares to hearing in the sense that: Hearing
emphasizes simply seeing the sounds while listening means tuning with understanding whatever we
are preparing. Both the body as the psyche works at the rate of obedience. Listening is an active
cycle while hearing is a separate movement. Hearing is an easy movement while listening is a show

that requires an effort of understanding, concentration, and interest. Obedience involves physical
and mental effort. Successful listening requires both intellectual effort and a keen brain.
Team building and ability to delegate tasks: If we work alone, there is a restricted amount we can
do, and yet we work hard. Unfortunately, we can work a limited number of hours a day. Besides,
because the number of people we can help is limited, prosperity is limited. Besides, if we happen to
be accepted for our particular job, people will need a lot more than this from us.
Discuss future management and leadership skills required by the service sector
and how these can be achieved
Board skills are something you feel each tone in the mind; however, you may find yourself
confused to show what the word really means. In a broad sense, the skills of managers can be
almost anything that empowers you to oversee others openly. While a few skills will change
depending on your industry, there are a few that involve almost every workplace. In order to
heighten the business expansion and profitability within Marriot, the firms needs to excessively
emphasize upon the following mentioned leadership and management approaches in a deliberate
manner.
Diverse Team Management:
Management of diversity within the teams is an integral component which helps the business
institution to optimize upon the various abilities and competencies of the workforce in an excellent
way. Marriot facilitate the diversity management by ensuring that effective cooperation as trust is
built among the team members which in turn leads uniformity in their team operations and allow
them to enhance the productivity with unified efforts. Marriot also focuses upon the effective
integration of team differences in order to build a team culture wherein acceptability and

adaptability is encouraged in an optimal manner (Beketova, at.al, 2020). The concerned skill can be
achieved through formulation of teams that involves individuals from diverse backgrounds, cultures
and preferences. Also, advanced communication practices can be implemented within the team and
groups in order to manage the diversity of team members in a more effective consideration.
Soft skill assessment:
Soft skill assessment is a mechanism through which service organizations can acquire an in-depth
knowledge and understanding of the relevant skills that need to be inculcated among the existing
employees of the concerned entity (Guzmán, et.al, 2020). Soft Skill assessment is capitalized by
Marriott in order to facilitate major improvements and betterment within the current skill set of the
employees. Enhanced focus upon soft skill assessment helps Marriot to accelerate the overall
performance exhibited by the organizational workforce in a significant manner. In addition to that,
it also assists in the personal development of the employees which in turn contributes to the career
advancement and growth of the same in the long run. Marriot is required to conduct soft skill
assessment in regular intervals of time so as to acquire and attain the optimum standard of soft skills
within the organizational members.
Trends:
In service industry, several trends are introduced and implemented by the organization in order to
meet the global requirements and expectations of the target market. In reference to Marriott,
understanding of prevailing trends helps the company to determine the ongoing preferences, choices
and attitudes of the consumers. This allows the firm to work upon new strategies and process
through which the existing trends can be incorporated and integrated within company’s work
practices. Along with this, higher focus upon optimization of trends elevates the connectivity of the
service institution with its target consumers as it tends to create a major influence upon the same in

a suitable manner (Megheirkouni and Mejheirkouni, 2020). Effective monitoring and examination
of external business environment need to be facilitated by Marriott so as to acquire much-needed
overview of the popular trends in the service sector.
Emotional intelligence:
Emotional intelligence can be characterized as a component that allows Marriot to facilitate positive
work setting in the respective organization. By exercising emotional intelligence approach within
the work environment, Marriott tries to identify the perceptions, feelings and thought process of the
members working in the organization. It helps the company to determine the accurate employee
perspective and opinion in regard with the operations and practices followed by the firm. Higher
emphasis and concentration needs to be given in by the firm upon analyzing EI quotient of
employees (Levitt, 2020). The respective can be done by utilization of numerous techniques and
tools that can simply measure the degree of EI showcased by a working individual within the
organizational setting.
Evaluate current, future management and leadership skills that are crucial for
the service sector
Technology management Skills: Four of our subordinates will arrange a specific PC program for
one of the company's clients. Things go awry until the test, so, in all likelihood, they find that the
system is not working and their efforts to solve the problem have failed. Luckily, we have special
skills identified by the PC system, so we can log in and make all the difference. Special skills
include details and the ability to perform specific tasks identified in a particular field. In this model,
the field is a PC program, and specialized capabilities can include angles such as information in
codlings, edge-counting data, or details in a low-level computer design identified by the PC's basic

components. The technical skills can be acquired through facilitating significant assertiveness in
regard with the technological advancement in the market environment. Also, professional training
and development process can be conducted by Marriot in order to allow the staff members to
effectively optimize upon the tech-based devices and software.
Soft Skill Assessment Skill: Powerless abilities are a blend of relationship-building abilities, social
abilities, relationship abilities, character or character qualities, thoughts, composed work, social
appreciation, with loving IQs that give representatives the ability to assess their current status,
interact with other people, perform well and achieve their goals by adding skills alive. Discarding,
Letter correspondence, A state of hard work, Interaction, features of authority, Time board,
Powerful, Compromise, Basic thinking, Systems management, Empathy, Critical thinking since
weak skills are undisputed professional credits, it is often difficult to find masters and others
associated with the tenants we have hired to test for potential employees, making them an important
but deceptive arrangement of search skills. Marriott can achieve the desired soft skill standard
through providing continuous skill building platforms to its employees. Through the following
practice, the company will be able to generate a more competent and talent set of workforces within
the workplace setting.
Understanding Trends: To improve authorized performance and achieve long-term goals, a few
organizations are looking to redesign their business processes or embrace new developments that
open up the integration of strategic options, such as virtual organizations and visible groups. The
various patterns have strong attractions in the current associations which include the redistribution
and oversight of international organizations. Marriot can utilize social media channels, online
surfing and market surveys in order to assess and evaluate the emerging trends in the market
industry.

Emotional Intelligence: The role of EI in achieving authorized satisfaction is paramount and is
emphasized in trials completed worldwide. However, the evaluation and consensus of EI that
promotes success remains an important issue to be addressed. The accessible text recommends that
the EI elements fit well within the framework of achieving organizational goals and ultimately
create position satisfaction Pioneer affects work ethic. The study found a pioneering effect on
employee behavior. However, an important question remains as to how pioneers and directors
influence their representatives and organizational matters. EI strategies focusing upon self-
evaluation, assertiveness and awareness can be used for building high degree of EI within the
Marriott’s workplace setting.
Compare and contrast different service industry organizations, change
management systems and leadership in implementing change.
Kotter’s Change Management Model
Kotter's change of board hypothesis is probably the most common and widely accepted on the
planet. This model has eight phases and every one of them centers around the reaction of specialists
to change.
Growing resilience - Creating a desire to move quickly among representatives can be a great way to
encourage and draw on them during collaboration.
Build a team - Settle on the correct request of abilities and characters for the group that will react by
driving change inside the affiliation.
Dig out the right perspective - take into account this process, however, representation of
representatives, feelings, and intentions for participation.
Forward - Be direct and accustomed to talking to people about the ongoing process.

Get things done - Get support, break down barriers, and gather critical criticism.
Enter short-term goals - Don't just go into the final product level. Set small targets and see small
accomplishments during the cycle to help employee verification. Join the change - Emphasize and
make the change a piece of the workplace culture. Help representatives change and give them new
habits.
Try not to give up - Changes do not happen by accident, and the ban is inevitable. Be determined
while the board's progress cycle continues, no matter how bad things may seem.
The pioneers' need for public approval, self-examination, and the need for social power has guided
this communication. no human style is equal to any other type of authority to change the board. The
people who drive change in any organization should be knowledgeable about all management styles
and rely on the type, reason, and extent of planned change and conditions covering the
transformation cycle, one will need to make a combination of various adjustments from key to
original styles to create change. In this way, a respectable combination of preferences derived from
and changing the styles of the authorities can make a respectable formula for changing the board in
organizations. When people rely on the pioneers, the power will enable them to reach their goals.
This paper incorporates the research and evaluation of traditional power concepts in management
writing, the presentation of power styles, and the discovery of traditional experiments in the use of
coercive powers. In general, the concept of power is embedded in the context as it reflects the needs
of the authorities, and the concept of managing and controlling the power of supporting
organizations is discussed.
Approaches to effective leadership in managing change:
Situational approach -Fredlers Contingency approach of leader Effectiveness: Fiedler began his
investigation by deciding whether the pioneer would be more focused or whether the relationship

was shaped by the characteristics of their behavior. The most unpopular partner asked the pioneers
to respond to sixteen sets of different descriptions that would identify their most unpopular
participant. Those conditions existed in particular pioneer relationships: how many people have
confidence and trust in their boss. Building structure: how many work tasks are performed in a
process. Fiedler then reversed his decisions to show that pioneers focused on performance
performed better in conditions of high or low control, while relationships organized by pioneers
performed better in conditions of moderate control. Although there are some drawbacks to the LPC
test and research shows that respondent scores are not stable, there is much evidence to support
Fiedler's decisions. All things considered, it is always a matter of determining the nature of the
pioneering relationship, the composition of the assignment, and the extent of the pioneer's authority.
Transformational approach: A basic advance administration style in which pioneers engage, rouse,
and persuade delegates to create and make changes that will help create and construct the future
accomplishment of the association. This is helped by setting a model at the administration level
with a solid feeling of corporate morals, personnel management, also freedom connected with
working area. Shocking pioneers go via plead with staff devoid of controversy - trusting employees
who are prepared to take authority in choosing their positions. It is a management approach that
aims to give employees more space to innovate, plan and find new solutions to old problems.
Management staff will also be appointed to serve as beginner pioneers for training and
arrangements. Idea of stone administration started by James V. Downton in 1973 then it was
extended by James Burns in the year 1978. Examiner Bernard M. Bass In 1985, extended
acquainting ways with measure the adequacy of huge scope rock the executives.This model urges
pioneers to demonstrate effective, strong management that has the potential for employees to be
motivated to follow through. While the Bass model came into the 70s, there is still a powerful style

of authority that is also being studied today - this reliable management style shows no signs of
change, just the conditions used in it.
Inspirational approach: A traveling pioneer may be able to obtain various forms of authority,
depending on the circumstances, while not giving up on the influential part of the program. It
incorporates utilizing great systems at the ideal time and considering the necessities and inspirations
of individuals driving. In some cases, a different order will be determined by what is required, and it
will be the one that triggers the reports. Various situations will require a less formal approach; in
which employees are urged to start leading the pack and push for change on their own. Conviction
management, at its core, is linked to finding ways to improve the skills of those we lead who work
for us, and to motivate others to improve themselves, achieve more and achieve what is possible.
How this is done will vary from person to person, and business to business, but the result is very
similar - people build the most remarkable trust in what they can do, and use this trust as the best
for the organization they work for.
Approaches to effectively managing change:
Task Oriented approach: Performing focused management is ideal for high-level management. As a
senior management team, we will have goals or objectives including revenue, customer care,
development and use to name a few. Indeed, we should accept the pressure because it is a major
factor in our success. It is the most important thing that will force us to think about the crate and run
after the goal in any event, when chances are against us!
Relationship oriented approach: The labor relations model is defined by Forsyth as "an
undeniable model of authority that preserves that most of the means of performance can be
transferred to the maintenance or preservation of relationships." when a pioneer concentrates on
assignments to accomplish certain goals or to achieve a certain level of the exhibition. Relationship-

oriented relationships (or relationship-oriented) are behaviors where the pioneer focuses on the
fulfillment, inspiration, and overall prosperity of the partners. Systematic management and
relationships are the two most frequently viewed models, as they are known for delivering flexible
results under a variety of conditions.
Hilton
Hilton optimizes upon the Korter Change
management model in order to facilitate the
preparation and adaptability of the employees to
the important changes. It assists the firm to
potentially prepare the members of the
organization to effectively integrate and accept
the changes within the respective organizational
domain.
Task Oriented approach is more applicable to the
change management scenario of Hilton.
Marriot
In order to implement a productive change,
Marriot depends upon the contingency form of
leadership style. The respective approach helps
the company to elevate the flexibility among the
employees in regard with conforming to a new
complexity. It also allows the firm to formulate
contingency plans that can help the service
company to combat with the anticipated changes
in an absolute effective manner.
Relationship approach is usually taken into
consideration by Marriott in order to ensure that
employees adjust and adapt to the change
management process in an appropriate manner.
Conclusion:
With the right authority, friendly organizations can embrace potential business processes. Nearby
the tourism industry management has left the business. The prosperity of neighboring organizations
depends on their protection of the attractions and social forces that force travelers to visit their
opponents. Support programs can help improve the image of the product. Establishing Energy
Management Systems First, neighborhood pioneers can build capacity inboard systems. Most will

not have a direct view of travel as long as they know that it adds to the Great Pacific Garbage Patch,
an unhealthy area that gathers in the ocean for miles. And they will not feel good about booking a
place of refuge associated with an organization known for ruining the prosperity of a nearby
economy. A few organizations are emphasizing sustainable practices that can irritate the visitor
experience. Support - the careful use of a property with the intention that it is not used or damaged -
plays an important role in the residential business. To eliminate food waste, organizations can get
their food locally or improve it locally. Many social media organizations have adopted management
systems. Unsupervised maintenance by neighboring pioneers can also improve productivity and
attract a growing number of developing customers looking for natural and social resources.
Organizations can begin by equipping workers with practices that reduce energy use. Current
travelers, caterers, bookmakers, and customers care about management.

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