Improving Workplace Culture and Employee Retention at Imperial Hotel

Desklib provides past papers and solved assignments for students. This report analyzes negative workplace culture at Imperial Hotel.

INTRODUCTION TO
MANAGEMENT

TABLE OF CONTENTS
Introduction..................................................................................................................................................1
Linking the problems with other five problems..........................................................................................2
Analysis of the individual problem..............................................................................................................3
Theoretical base.......................................................................................................................................3
Identification of issues.............................................................................................................................4
Action plan...............................................................................................................................................5
Recommendations....................................................................................................................................6
Conclusion...................................................................................................................................................7
References....................................................................................................................................................8

Introduction
In the organization, management is necessary as it is the key initiatives to get the desired outcomes. The
management significant is just not restricted to operation management but it also involves workforce
managing and encouraging the human resources to participate in the organization. Negative work culture
is one of the contexts that show poor management or high sick leave level. In case study of imperial
hotel, it is been reflected that there is high turnover of supervisory staff that makes the culture negative
and resulted into more sick leave which clearly signifies poor management style. It is important that all
segments shall make initiatives to compare the management skills and try to execute the most
appropriate steps.
In the study, it is been observe that several issues have been determined like high staff turnover,
negative culture, and poor satisfaction. However, it shows that poor or aggressive management styles,
lack of motivation or trainings and long working hours and no promotions. The management and the key
operations are ineffective that ultimately influence the employee’s performance. They did not find the
effective way to make the employee retention such as supervisory staff and serve the customers in the
most suitable manner in the hospitality sector. The present study will dealt with the issue of negative
culture among the staff due to high sick leave and poor attendance. This issue is the part of the
procedure that supports in identifying the solutions through theoretical base and important
recommendations will be given. This thing may support the Imperial Hotel to bring the good image in
front of customers and employees in business aspects.
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Linking the problems with other five problems
Negative workplace culture is the result of less satisfaction in the employee’s impacting the customer
satisfaction. Further, negative culture at the hotel increases the staff turnover and it is been seen high
turnover of supervision staff. If the culture is healthy and friendly, it will result into poor team working
and improper implementations of the resources that are present in the hotel to the fullest (Foster and
Taylor, 2016). It is also resulting into poor operations and control process in place that is ultimately
outcome into unusual high costs of operations.
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Analysis of the individual problem
Theoretical base
Negative culture is not based on management style but it is also influenced by the employee’s working
in the organization. In case of increasing the sick leave and absenteeism, it is significant that the
employees shall be given necessary responsibility and they shall be accountable to their seniors. These
aspects can be aligned with the necessary management theory that results into improvement in working
practices and reduces sick leave and absenteeism. The theories and approaches of the management
linked with the problems can be democratic management styles, bureaucratic management theory and
human relations management theory.
Democratic management style: In this style, employees of the organization take part in the decision
making process. This management style can be use in any firm from private enterprises to the
government school. It means all the decisions are taken on the basis of the majority response. The
information passes from the manager to the staff downward and then from staff to the manager upward
and then decision making is done. This style is used when critical decisions are to be made that has
diverse results (Hashim et.al. 2016). But sometimes, in this style decision making becomes slow and can
give inefficient results at sometimes. In this aspect of management style employees feel motivated as
their opinions are regarded and they will even ready to work for the longer hours in case few of the
employees are on leave due to sick or any other reason.
In concern with Hotel Imperial, democratic management style is needed to be implemented for
improving the performance of the employees and getting less feedback with regards to working practices
and customer satisfaction. This style also reflects that the equal opportunity to all employees is given to
put their ideas and they feel integrated with the process, business environment and systems (Dalton,
2017). By involving them in decision making, they will be answerable for their short leaves or short
periods to the managers as working objectives are set as per their decisions also. It will reduce
absenteeism and shows the healthy working culture.
Human relations management theory sees the employees different from the autocratic management
theories. This theory says that the individual has to work and wants to get the success and they needs to
understand their place in the organization. In brief, this theory views the employees more than just a cog
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in the wheel, they say that the employee prosper means organization prosper (Bratton and Gold, 2017).
This theory also brings the employee motivation and increased performances in the way that treating the
employee naturally, sharing the big picture objectives, empowering employees to make independent
decisions, training and developing, giving flexibility and using any other human relation theories that
support them to remain motivated towards the path of excellence.
This theory brings the positive relation among the employer and employee. Having good relations with
the employees will make them stay for the long time and complete their work (Nankervis et.al. 2016). In
this case, the organization shall give flexible to the female staff and results lowering down the result of
poor attendance. Human relation theory brings positivity in the organization culture as employees
feeling and commitments will be considered but with meeting the organization objectives as well.
The third theory is bureaucratic management theory that says structuring of the organization in
hierarchy with clearly designed rules to support the management and its members. This theory includes
basically six principles such as proper division of employees, chain of command, division of personal
and business property, promotions and selection dependent on qualifications and use of complete and
consistent protocols (Thompson, 2017). These principles support the business and manager and
employees that they are addressable to whom. Although, this approach is more applicable in government
organization but it can be use in the private firms where proper roles and responsibilities are not
allocated. The employees should know that they are answerable to the supervisor and in absence of
supervisor the next authority comes in the organization shall be informed about anything like
absenteeism, sick leave.
Identification of issues
The main issue is negative work culture in the staff with high sick levels and poor attendance. On this
account, the three management style and theories are been shown.
With the use of autocratic management style and practice, Hotel Imperial is bringing the negative
working culture in the staff. As for making every decision, the opinions of the staffs are not taken. This
shows that employee gives low satisfaction to the employees and increasing the cost of supervisor
turnover and also the end cost to the customer that result into less satisfaction (Amanchukwu et.al.
2015). It will be overcome through the use of democratic management style.
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The above theoretical basis can be linked with the present situation of the Imperial hotel. The issue of
negative workplace culture in the staff is the part of complete theoretical bases. As in the case there is
absence of employee involvement and motivation in organization, the internal impacts are largely not
present. There is also absence of proper supervision of the supervisor due to high turnover that shows
employees do whatever they want. The competitive benchmark is not fulfilled by the hotel Imperial
especially for workplace culture, sick leave and poor attendance. Due to this the important motivation
and working practices are missing in employees.
The human relations are seems to be not fulfilled in the Imperial hotel. It is seen that female employees
comes to the job late and did not even inform to their supervisors for late comings that signifies poor
attendance. The reason is that there is lack of proper hierarchy structure and friendly relationship with
the female staff (Dalton, 2017). The only reason for improving the working culture in staff is the
motivation and strong involvement of human being in decision making that supports in reducing the
supervisor turnover level as well.
Action plan
The actions that are to be considered that are mentioned below:-
HR practices and policies: It is one of the core areas where the policies shall be developed in such
manner the turnover is reduced, proper communication is practiced and customer satisfaction is on
priority that results in positive work culture automatically (Noe et.al. 2017). It also means that the
employee should know all the rules and policies and its consequences of non fulfillment. It will take
around 4 months.
Motivating managers to work positively: The reason for this is that in the organization, the manager
bonuses are based on the good financial performance of the business and reducing the operational costs
of the business. It is important to motivate the manager so that they will motivate the staff to perform
effectively and offers effective satisfaction to the customers. The time taken will be around 3 months.
Pay structure: on the basis of market survey, the proper standard of pay shall be managed according to
the competitive organizations (Shields et.al. 2015). It will take around 3 months.
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Recommendations
Improve workplace culture: It is important that the Imperial hotel should make the first and foremost
initiative to improve the culture and turn it into positive. It can be seen that the top management
practices are not in place. In the case, no one accountable to anyone and taking the leaves whenever they
want that impacts the office culture of the business and impacts on the customer satisfaction. Long
working hours shall not be prevailed even if few of the staffs is absent. The arrangement of proxy staff
shall be done or for overtime working proper incentives shall be given (Salas et.al. 2015). This will
improve the working culture that brings positivity in the business and employee will retain in
organization.
Proper communication between staff and supervisor: In the present case, the part time female
employee does not come on time and with that they even don’t inform to their respective supervisors
that impacts the organization culture and other employees. The reason for this is absence of proper
supervision and communication medium between both of them. Further, practice of more authoritarian
management style is done due to which staffs has fear to inform their supervisors (Karanges et.al. 2015).
Hence, proper inform criteria shall be there between supervisor and employee to remove the
complexities and poor attendance.
HR policies: The HR policies shall be highly strict for the employees who make frequent absenteeism.
There should be proper formal justification in case the employee is in urgent need due to sickness and
illness so that culture is not influenced. Simultaneously, the contract shall be made with the employees
at the time their joining for serving the prior notice of 15 days minimum so that high turnover did not
resulted and Imperial hotel can manage their human resources. However, there shall be flexible policy
for the female employees so that they did not have to say lie and not informing the supervisors.
Customer satisfaction: As the hotel is facing currently the low customer satisfaction because it is
highly expensive and gives poor value to money. The other reason identified for this is unattractive view
and absence of leisure based activity. On this account, the motivating culture in the employees shall be
encouraged so that they can make efforts to improve and give the best services in meeting the demand
(Bienstock et.al. 2015). Through this feedback will be resulted less by focusing on customer loyalty and
satisfaction.
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Conclusion
From the study, it can be concluded that Imperial Hotel is facing the main issues due to improper
management from top, unattractive pay structure resulting into turnovers and negative workplace
culture. The next issue is of non compliance of female staff to address their supervisor for their late
comings and short notice sick leaves by employees. All these issues can be solved with proper
implementation of the management theories and styles presented in the study. The report had given
action plan and recommendations that should be executed necessarily to overcome the issues mentioned
along with maintaining the increasing cost of Imperial hotel.
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References
Books and Journals
 Amanchukwu, R.N., Stanley, G.J. and Ololube, N.P., 2015. A review of leadership theories,
principles and styles and their relevance to educational management. Management, 5(1), pp.6-14.
 Bienstock, C.C., Mentzer, J.T. and Kahn, K.B., 2015. How are service firms measuring and
managing service quality/customer satisfaction?. In Proceedings of the 1996 Academy of
Marketing Science (AMS) Annual Conference(pp. 161-161). Springer, Cham.
 Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
 Dalton, M., 2017. Men who manage: Fusions of feeling and theory in administration. Routledge.
 Foster, M.K. and Taylor, V.F., 2016. Organization Culture: Diagnosis and Feedback. SAGE.
 Hashim, M.K., Zakaria, N.S. and Ahmad, S., 2016. Management: One Too Many
Styles. International Journal of Research and Analytical Reviews, 3(1), pp.108-123.
 Karanges, E., Johnston, K., Beatson, A. and Lings, I., 2015. The influence of internal
communication on employee engagement: A pilot study. Public Relations Review, 41(1), pp.129-
131.
 Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
strategy and practice. Cengage AU.
 Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
 Salas, E., Shuffler, M.L., Thayer, A.L., Bedwell, W.L. and Lazzara, E.H., 2015. Understanding
and improving teamwork in organizations: A scientifically based practical guide. Human
Resource Management, 54(4), pp.599-622.
 Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing employee performance &
reward: Concepts, practices, strategies. Cambridge University Press.
 Thompson, J.D., 2017. Organizations in action: Social science bases of administrative theory.
Routledge.
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