Leadership and Management: Change in Hospitality Industry

This report provides a comparative analysis of two prominent change management models, Lewin's and Kotter's, and their application within the hospitality industry. The report examines how these models are utilized to manage business activities and practices effectively, considering their different approaches and stages. It explores the impact of globalization and organizational culture changes on leadership and management styles, emphasizing the importance of adapting to talent management across diverse age profiles. Furthermore, the report evaluates the critical leadership and management skills required in the hospitality sector, highlighting how these skills, such as effective communication, multitasking, interpersonal skills, and creative thinking, contribute to successful talent management practices. The analysis includes a discussion on how leadership and management skills respond to talent management in an effective manner, and how these skills can enhance employee morale and prepare them for future challenges.

LEADERSHIP AND MANAGEMENT FOR SERVICES INDUSTRIES
Comparison of change management system- Lewin and kotter's change management
models are can use in hospitality industry to manage business activities and practices in
effective manner. It can be said that both work differently based on styles. Lewin's model is
deceptively easy, as it includes only 3 steps these are known as freeze, unfreeze and transition
that are simple to use and implement at workplace for eliminating employee resistance. On
the other hand, Kotter's model comprise with 8 stages, comparatively more difficult, it
motivates workers to accept need for change after being convinced of urgency by leaders. It
helps to illustrate impact of forces that either hinder or foster change. It aids to visualize
strength of opposing factors that can influence creative ideas for change. However, it falls to
take into account human forces.
Kotter's model is more in depth, which act to their benefits in that it cater clear stages that can
gives guidance for changes procedures. However, it is rigidity of approach means that phases
cannot be skipped and moreover procedure can take some time to complete. It analysed that
both change management models aid hospitality sector organize solutions, plan for potential
pitfall and keep workers informed about growth of transition. Lewin model is easy to
implement and Kotter models takes time due to 8 step that consume a lot of efforts from
management sides.
Affect of changes on leadership and management styles in view of talent management-
Globalization is one of the factors that put pressure on firms of hospitality industry to make
changes within their existing management and leadership styles as well as further practices.
Changes in organizational culture affect styles of leader and manager which they can use to
manager performance of existing as well as new workers comes across different age profiles.
For example, leader should replace autocratic to transformational leadership styles which make
them able to create clear vision, execute change and inspire team to work accordingly.
Manager according to the situation also change their management style and use democratic in
view of talent management across varied age profiles. With this form they can take view points
different people working at workplace belongs to different age groups. These styles are very
good for both the leader and the manager, due to which they can work in the any condition and
get good results. It can be said that change in organization culture put positive influence on
styles of management and leadership as it helps to boost employee morale and make them
ready to deal with any situation in the future.
Critical evaluation of management and leadership skills in hospitality sector-Leadership
and management skills in hospitality sector have been responding to using talent management
in effective manner. For instance, leader with effective communication skills manage
employees performance, they hold people for developing their abilities rather than before. It
can be said that multitasking skill of manager increase productivity of talent, at right time they
analyse current needs for skills development and communicate with applicants to determine
their further needs which make them able to develop the best training programme. It allows
them to support candidates learn from personal experience that can be gain by working
effectively. Furthermore, the skills of leadership like good interpersonal and creative thinking
also respond to using talent management. With creative thoughts and ideas leader increase
workplace engagement of workers better than before. They can arrange a fun activity through
which they can ask some questions which help employees to refresh their mind for some time
and enhance their abilities to accomplish tasks on timely manner. It also retains people with
firm and attract new one as well towards business for working them. With this skill leader can
encourage their team to seek new information, new ways and knowledge to do things
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