Organizational Culture Analysis: The Bayview Seychelles Hotel Report

This report provides an in-depth analysis of the organizational culture at The Bayview Seychelles hotel, focusing on the challenges arising from the interaction between expatriate and local employees. The report examines the impact of cultural differences, lack of training, and communication gaps on the hotel's performance and employee relations. It applies relevant management theories, including scientific management and situational leadership, to understand the issues. The report highlights the influence of national culture on organizational dynamics and emphasizes the need for improved understanding and communication. Furthermore, the report offers specific recommendations for the hotel management, such as increased CEO engagement, enhanced training programs for local employees, and cultural awareness initiatives for expatriate staff. The aim is to foster a more cohesive and effective organizational culture, leading to improved service quality and overall business success in the hospitality industry.

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Executive summary
The aim of this paper is to discuss the importance of organizational culture I the successful
operational and management of the human resource of any type of organization. The knowledge
of the employees can strengthen the strategies of the organization therefore proper
communication system and behavioral pattern are to be implemented. These are the factors
which both directly as well as indirectly decides whether the human resource will be allowing
the company to gain competitive advantage. In this paper the organization cultural issues of The
Bayview Seychelles situated in Seychelles has been detailed and it concludes with
recommendation of the issues.
Discussion/Analysis:
Organizational culture is an essential aspect of successful operation of any company. The
company can be e operating in any industry starting from manufacturing, retail to hospitality.
This is associated with the human resource Management process and the policies of the company
which helps to work ethically and efficiently in a competitive market. Organizational culture
decides whether the employees will be working collaboratively in a team or work only for their
individual growth. Most of the organizational culture depends upon the national culture of the
market therefore in the case of Seychelles, the organizational culture is predominantly influenced
by the African National culture. On the other hand the hotel industry that has been developed in
this place are mainly originated from the European countries like France and German. Hence the
tourists are also from these European nations coming to spend holidays in this area.
Seychelles is an archipelago country near East Africa and Home to beaches, coral reefs,
rare animals, and nature reserves. This country is mainly attractive for the hospitality industry

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because of various tourist spots spread in every part. This is the reason why the tourists around
the world tend to visit this place supporting the hospitality industry to grow and work
sustainably.
The Bayview Seychelles is a reputed hotel in South West coast of Mahe. In this Hotel
there are some very critical issues regarding organizational culture have been recorded. This is
mainly related to the inability of the expatriate employees working with the local workers. In this
hotel the expatriate employees mainly from France operate to provide the best quality service to
the customers. However the local people are incorporated in this hotel is the government law
mandates for their recruitment. the hotel owner cannot carry on the business without employing
the local workers because these people do the lower level tasks. They are the ground level
service provider but the hotel is facing a tremendous pressure from the clients. This is due to the
fact that these local employees do not possess proper training and knowledge about the service
accepted in the western countries and most of the clients are from Europe. therefore the
customers are constantly giving feedback against the service of the hotel which is affecting its
growth. There is no strict organizational culture because the connection between the expatriate
and the local employees is highly critical. The expatriates do not possess any knowledge about
the culture and ethnicity of the local people so also the local employees are not interested to learn
the etiquettes and behavior as expected by the tourists. Hence the organizational culture is toxic
in the hotel that is affecting the overall business of hospitality in such a promising place.
According to Kitana (2016) for solving the issues associated with organizational culture
various theories can be applied. Among these the scientific management theory by Taylor can be
applied. To Su (2017), this is a theory of management which analysis as well as synthesizes the
workflows. The main objective of this theory is to improve the economic efficiency especially

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the labor productivity. For enhancing the productivity of the organization the theory specifically
points about the need for selecting training and teaching the employees so that they can develop
skills according to the need. On the contrary according to Ferdous 2016), the situation and
approach of organizational operation is the basic premise of which different situation leads to
make different types of decision. The situation theory convinces the leaders to follow timeless
and repeatable framework to match the behaviors of the Employees with their performance for
which the company is attempting to influence for (Millar et al., 2018).
As mentioned before the national culture directly connects the organizational culture of
the institution (Laforet, 2016). This is the reason why proper understanding of national culture
can eliminate misunderstanding and behavioral difference among the employees. This supports
collaborative actions and effective decision making. It is also related to the development of the
teams and attaining the target within the expected time. According to Anitha (2016), the
bureaucratic Management Theory proposes that the organization must have a group of people
into a hierarchical structure so that the decision making rules follow rationality and legal
requirements of the organization.
Recommendations
The management has the power to prevent the organizational culture of this particular
hotel to be toxic. This is due to the fact that the policies and norms prevailing in this particular
Hotel are developed by them. The hotel owner does not present himself before the ground level
employees therefore there is lack of motivation among these people. In order to solve the issues
associated with the toxic organizational culture in this particular hotel the management must
follow some very important measures so that the skills of both the local as well as expatriate

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employees can be utilized and the business operation of this hotel gets competitive advantage in
the area.
Firstly the CEO of the hotel must visit all level of employees per month so that they can feel
motivated with their organization. the communication between the high level management and
lower level employees will be strengthened by this measure and the management of human
resource will be much easier.
Secondly the local employees need to be given authentic and resourceful training about the
etiquettes and behavior expected by the tourists in this hotel. The local people do not possess the
skills of Western hospitality culture and they lack the knowledge of language. through proper
training these local people will be capable to grow their ability e in serving the tourists.
Finally the expatriate employees need to be e aware about the local culture and traditions. This
will eliminate the knowledge gap as well as communication gap among the human resource of
this hotel. the local employees will feel connected with the expatriates when they will find that
their culture and traditions are being respected. These local employees similarly will show
interest to learn organizational culture from the management level. Thus the issues of
organizational culture will be eliminated from this organization.

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References:
Anitha, J. (2016). Role of Organisational Culture and Employee Commitment in Employee
Retention. ASBM Journal of Management, 9(1). Retrieved from
https://www.questia.com/library/journal/1P3-3964279081/role-of-organisational-culture-
and-employee-commitment
Ferdous, J. (2016). Organization theories: from classical perspective. International Journal of
Business, Economics and Law, 9(2), 1-6. ISSN 2289-1552
Kitana, A. (2016). Overview of the managerial thoughts and theories from the history: classical
management theory to modern management theory. Indian Journal of Management
Science, 6(1), 16. ISSN 2249-0280
Laforet, S. (2016). Effects of organisational culture on organisational innovation performance in
family firms. Journal of Small Business and Enterprise Development. DOI: 10.1108/JSBED-02-
2015-0020
Millar, K., Cadden, T., Yang, Y., & Humphreys, P. (2018, June). The interplay between lean
practices, organisational culture practices and operational performance. In 25th
International EurOMA Conference. Retrieved from
https://pure.ulster.ac.uk/en/publications/the-interplay-between-lean-practices-
organisational-culture-pract
Su, Y. (2017). Taylor scientific management theory carding and significance of organization
management. Social Sciences, 6(4), 102-107. doi: 10.11648/j.ss.20170604.12

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