Leadership and Management: Change Management in Hospitality, Analysis

This report analyzes change management systems, focusing on their application within the hospitality industry. It begins by comparing Lewin's and Kotter's change management models, highlighting the stages, timeframes, and outcomes associated with each. The report then examines the impact of change on leadership and management styles, particularly in the context of talent management, addressing how technological advancements and demographic diversity necessitate adaptive leadership approaches. It further explores the interplay between change leadership and management skills in the service sector, emphasizing the importance of training, development, and creating new roles to effectively respond to talent management needs. The report concludes by underscoring the importance of investing in future leaders and developing plans for acquiring skilled workers to enhance organizational capabilities.

LEADERSHIP AND MANAGEMENT FOR SERVICES INDUSTRIES
Comparison based on service change management system that are accessible utilizing
one established change management concept- There are different types of change
management models available in business world that can be used by many hotels like Park
Plaza in order to retain and attract people who can perform really very effectively. Here, the
first point of comparison is based on stages or ways, for example Lewin change management
concept is easy to use because it has only three phases like Unfreeze, change and refreeze, it
permits leader to reduce employee resistance forever. On the other hand, when the leader
chooses this model then it will take a lot of time to solve the problem through it because
Kotter;s models has eight stages. It includes establish a sense of urgency, develop guiding
coalition, establish a strategy and other.
It can be said that, leader achieve success in the first stage of Lewin model while the
outcomes gain at last when they can use Kotter's model. The final phase of Lewin concept is
concerned with crystallizing of new state of attempts after change has been made. On the
other side, final phase of Kotter's model is focused on managing change which require more
time.
Impact of changes on leadership and management styles in view of talent management-
Any kind of change directly impacts management and leadership styles in the hospitality sector
in context of talent management across different age profiles. For example, technological
changes put high pressure on management to update their older systems used in production and
marketing operations. Due to which the management may have to change the training related
plan and analyses needs that enhance technical skills of workers. Considering current situation,
they should choose another management style over autocratic like persuasive, which is right for
current condition. Furthermore, it can be said that leadership style also get change along with
management due to technological changes in sector. Leaders must adopt demographic
leadership style to manage talent across varied age profiles at workplace who can perform even
better. With this style leader can take opinion from all the workers without making any
differences based on sex, gender and race that help to manage diverse workforce effectively.
Leaders with the help of demographic style take innovative ideas from staff and solve issues.
They can motivate all age group workers for performing better than before with advanced
technologies.
Change Leadership and management skills in service sector responded in utilizing talent
management- Change management and leadership abilities in hospitality sector effectively and
efficiently respond to using talent management. For example, manager take responsibility for
developing their staff by providing training and development opportunities to them. They have
to look for sources to help workers in their attempts to grow and learn, they must hold people
responsible for their own development which help in talent management. Along with above
actions, management must work with human resource leaders in hospitality industry to make
assure that approaches development for workers is accessible or not in firm. Management to
respond talent management need to invest their more time and efforts in developing the future
leaders for Hotel who can lead a team of skilled applicants at workplace. Talent management
is important for both manager and leader, to do this management must develop plan for
importing knowledgeable workers from other parts of company who have unique and different
skills.
Furthermore, manager can use on job experience to develop workers which is quite
beneficial for above activity. Create new roles and job accountabilities to cater an applicant
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