Akash Bose - Stenden University HRM Industrial Orientation Report

This report presents an industrial orientation report based on a student's experience at the Marriott Marquis City Centre Doha Hotel in Qatar. The report delves into various aspects of the hotel's operations, including its vision, mission, core values, and organizational structure. It examines the application of HRM models, working conditions, and management practices. The student's observations, gathered through interviews and questionnaires, highlight the hotel's clan culture and hierarchical structure. The report also covers personal management, motivation, and performance appraisal. It offers recommendations for improving employee working hours, compensation, and benefits to reduce employee turnover. The report provides a detailed analysis of the hotel's operations and HRM strategies, offering valuable insights into the hospitality industry.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Table of Contents
List of Figures:...........................................................................................................................1
List of Tables:............................................................................................................................2
Introduction:...............................................................................................................................3
1.0 Company Analysis:..............................................................................................................3
1.1 Vision/Mission:................................................................................................................3
1.2 Concept:........................................................................................................................5
1.3 Organisational Structure:..............................................................................................7
2.0 HRM:..................................................................................................................................13
2.1 Apply the HRM Model:..................................................................................................14
2.2 Working Conditions:...................................................................................................16
3.0 Management:......................................................................................................................17
3.1 Your Manager:................................................................................................................17
3.2 Managing Diversity:...................................................................................................19
4.0 Personal Management:.......................................................................................................20
4.1 Motivation:.....................................................................................................................20
4.2 Performance Appraisal:..............................................................................................21
References:...............................................................................................................................23
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Abstract:
The Industrial Orientation report mainly focusses on the work based experiences and the
observations of a student who has completed his internship in the hospitality industry. The
major purpose of the report is thereby based on the ways by which the student can understand
various concepts that have been taught to the students in class and they can apply the
knowledge in the future for the purpose of ensuring the holistic development process. The
student has mainly gathered the information with the help of proper completion of 40 hours
within the hospitality industry. The different survey processes that have been implemented by
the student for the purpose of analysing his experience in the organization include interview
or questionnaire. After the detailed analysis of the results gained from the interview and the
questionnaire it had been depicted that Marriot Marquis City Centre Doha Hotel had
implemented a clan culture for the purpose of enhancing the operations of the organization.
The implementation of hierarchical organizational structure has been able to support the
proper management if the multicultural workforce of an organization like Marriot Marquis
City Centre Doha Hotel. The organization has been provided recommendations to reduce the
working hours of the employees and can also enhance the compensation that is provided to
them. The benefits that are provided to the employees by the hotel can also be increased in
order to offer various medical insurance to reduce the turnover of rates of employees.
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List of Figures:
Figure 1: Hierarchical organisational structure of Marriot Marquis City Centre Doha
Hotel.
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List of Tables:
Table 1: Application of the HRM Model in Marriot Marquis Hotel.
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Introduction:
The report is mainly based on industrial orientation that is mainly based on the
observations and experiences of a student who has been able to spend more than 40 hours in
hospitality industry. The student had completed his industry orientation in Marriot Marquis
City Centre Doha Hotel Qatar and has also been able to provide his services in different
departments that include Food & Beverage, Kitchen, Front Office and Events (Ahammad,
Glaister & Gomes, 2020). The student had been provided with different responsibilities in
various departments of the organization with respect to the service standards of the hotel. The
student has also been able to help the chefs so that they are provided with the effective raw
materials. The report will be mainly based on the detailed analysis of various departments
that are a part of the operations of the hotel (Al Ariss & Sidani, 2016). The organizational
structure that has been developed by the hotel will also be discussed in the report in detail.
The legal forms will also be discussed in report. The implementation of HRM will also be a
major part of the analysis that will be made in the report.
1.0 Company Analysis:
1.1 Vision/Mission:
Vision:
The vision statement that has been developed and implemented by Marriot Marquis
City Centre Doha Hotels in order to maintain its operations in the industry is “To be the
World’s Favorite Travel Company.” The company aims at gaining monumental levels of
success in service industry on a global basis. The founders of the organization have been able
to develop the vision that is considered to be simple in nature. However, the implementation
of this vision throughout the organizational operations has not been quote easy in nature. The
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major goal of the organization is mainly based on the legacy based on excellence that is
developed by Marriott with respect to its operations in the service industry (Marriott.com,
2020).
Mission:
The mission statement that is implemented by Marriot Marquis City Centre Doha
Hotels based on its operations in Doha mainly states that “To enhance the lives of our
customers by creating and enabling unsurpassed vacation and leisure experience.” The
organization aims at enhancing lives of the consumers in order to gain long term based
success in the industry with the help of premium levels of services that are offered to them by
the firm. The quality of services is considered to be a major aspect that is able to enhance the
position of Marriot Marquis City Centre Doha Hotels in the hospitality industry
(Marriott.com, 2020).
Core Values:
Marriot Marquis City Centre Doha Hotels is known in the industry for taking major pride
in the employees and the behaviour that is depicted by them as well. The core values of the
organization are as follows,
 Putting people first - The major philosophy developed by founders of Marriot
Marquis City Centre Doha Hotel is related to creation of the culture of the
organization.
 Pursuing excellence – The hotel has been able to take pride in offering the excellent
services to the employees (Marriott.com, 2020).
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 Embracing change – The hospitality industry is shaped by the ways by which Marriot
Marquis City Centre Doha Hotels has been able to embrace the changes that take
place.
 Acting with integrity – The core values and levels of integrity in the hospitality
industry are able to influence the services that are offered by Marriot Marquis City
Centre Doha Hotels to the consumers (Marriott.com, 2020).
 Serving the World – Marriot Marquis City Centre Doha has major expectations from
the employees with respect to contribution that they can provide to the society as a
whole (Marriott.com, 2020).
1.2 Concept:
Marriot Hotels and Resorts is a hotel chain that is mainly owned by Marriott
International and operates on an international or global basis. Marriot Hotels currently
operates more than 400 hotels with around 155,617 rooms in different parts of the world in
the areas including Africa, America, Central and South America, Africa, South America, the
Middle East and Europe (Marriott.com, 2020). Marriot Marquis Hotels had started its
operations in the industry in 1933 and the company had been able to depict huge levels of
growth in the hospitality industry with the support that is provided by the high quality
services of the organization that are offered to the consumers in different parts of the world.
Marriot Hotels have been purchased by Marriott International in the year 2016 and the newly
merged organization has been able to become the biggest hotel and resort organization in the
world (Marriott.com, 2020).
The success that has been gained by Marriot Marquis City Centre Doha Hotels in the
industry is also based on the marketing mix that is developed by the organization in order to
attract the consumers (Analoui, 2018). The marketing mix that has been implemented by
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Marriot Marquis City Centre Doha Hotel in order to maintain its operations in the hospitality
industry is as follows,
Product – The products of Marriot Marquis City Centre Doha Hotel is mainly based
on five different categories and the categories are also based on different product lines. The
products of Marriot Marquis City Centre Doha Hotel are offered to the consumers under the
brand name of Marriott. Marriot Marquis City Centre Doha has aimed at providing a wide
variety of products to the consumers and has allowed them to choose the products with
respect to their demands and needs. The products that are offered by the organization are
considered to be highly differentiated in nature (Andersén, 2019).
Price – The competitive pricing strategy has been implemented by Marriot Marquis
City Centre Doha Hotel in order to attract the consumers and enhancing its revenues in
comparison to the competitors. The high priced products or services are provided to the
consumers in order to enhance the quality of operations (Boella & Goss-Turner, 2019).
Place – The products and services of Marriot Marquis City Centre Doha Hotel are
offered to the consumers with the help of two different marketing channels. The online
website of the hotel and the travel agencies are considered to be two major channels that are
used by Marriot Marquis City Centre Doha Hotels in order to communicate with the
consumers. A huge amount of sales of Marriot Marquis City Centre Doha Hotel are
generated with the help of its website (Bailey et al. 2018).
Promotions – The different media channels have been implemented by Marriot
Marquis City Centre Doha Hotel in order to promote the services and products of the
organization. Social media platforms are also taken into consideration for the purpose of
developing the promotional activities of an organization like Marriot Marquis City Centre
Doha (Bratton & Gold, 2017).
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People – The people or human resources of Marriot Marquis City Centre Doha Hotel
are able to play a major role in proper enhancement of the organizational operations and
services that are offered to the consumers as well. The suppliers of Marriot Marquis City
Centre Doha Hotel have a major impact on the quality of services that are offered by the
organization (Brewster, 2017).
Process – Marriot Marquis City Centre Doha Hotels has aimed at the implementation
of research and development processes for the purpose of using the market opportunities that
are related to the needs of the customers in the industry.
Physical evidence – The user-friendly online website that has been developed by
Marriot Marquis City Centre Doha Hotels is able to enhance the communication process that
is developed with the consumers (Chen, 2017).
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1.3 Organisational Structure:
Figure 1: Hierarchical organisational structure of Marriot Marquis City Centre Doha
Hotel
Marriot Marquis City Centre Doha Hotels has been able to maintain its operations in
Qatar with the help of 730 employees who are a part of the hierarchical organizational
structure of the organization. The General Manager of the organization has been provided
with the responsibilities of managing different departments and the various hierarchies that
are a part of the operations. Different departments that are able to play a major role in
enhancing the operations and services provided by the hotel include Front office, food and
beverage, human resource department, sales department, financial department and logistics
department (Crawshaw, Budhwar & Davis, 2017). The departments are able to maintain the
operations with the help of effective functioning of employees who are a part of various
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hierarchies of the hotel. The hierarchical structure of the organization has thereby been able
to reduce the chances that are provided to the employees so that they can make the decisions.
The decision making capability was mainly provided to the managers and the employees
have to follow the rules and regulations that are set by the top level managers (Delery &
Roumpi, 2017).
1.4 Legal Form:
The law can be defined as the set of regulations and rules that are developed and
implemented by the organizations so that people can follow them and the organizational
operations can be maintained effectively as well. The different legal forms that can be
implemented by Marriot Marquis City Centre Doha Hotels are also based on the ways by
which employees are able to maintain their work processes and can also provide their
contribution in the process. Marriot Marquis City Centre Doha Hotel has been able to
develop a separate legal entity from the shareholders and is considered to be a Limited
Liability Company or LLC. Separate legal entity is mainly based on an organization that is
separate from the owner (Dirisu et al., 2018). The assets that have been gained by the
shareholders in this cannot be used for clearing the payments when the organization faces a
liability. The private limited company has to register itself in Chamber of Commerce of the
country. The private limited company or PLC is able to provide major levels of benefits to
the organizations. The owners in this case have limited levels of liability and the PLC also
has a perpetual succession that is related to the death or retirement of the shareholders (Dogru
et al., 2019).
The PLC on the other hand has some major demerits as well. The raising of huge
amount of capital by a PLC is considered to be quite tough for the organization. The
implementation of PLC model is considered to be suitable for an organization like the
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Marriot Marquis City Centre Doha Hotel for the purpose of maintaining its operations in the
industry. The high levels of competition faced by Marriot Marquis City Centre Doha Hotel
in the hospitality industry can also be faced effectively by the PLC based activities of the
organization. The Qatari labour laws can be implemented by Marriot Marquis City Centre
Doha Hotel for the purpose of enhancing the operations of the organization
(Dzhandzhugazova et al., 2016).
Article 38 of Qatari labour laws mainly states that, “Employment contracts shall be in
writing, authenticated by the Department and shall consist of three copies, with two copies
for the parties to the contract and a third copy to be deposited in the Department.” This law is
mainly related to the importance of employment contracts that are developed by Marriot
Marquis City Centre Doha Hotel in order to maintain the work process of the employees.
Article 58 of Qatari Labour Law states that, “The Employer who employs ten or more
Workers shall set penalty rules, including the violations and the disciplinary penalties, to be
imposed on the Workers who commit such violations and the conditions and procedures on
which such violations are imposed (Qatarlaborlaw.com. 2020).”
The disciplinary actions that are implemented by the organization are considered to be
an important part of the activities that are performed by Marriot Marquis City Centre Doha
Hotel for managing the operations of the organization. Article 73 of Qatari Labour Law
mainly states that, “The maximum ordinary working hours shall be forty-eight hours per
week, at the rate of eight hours per day throughout all months of the year, except for the
month of Ramadan, when the maximum working hours shall be thirty-six hours per week at
the rate of six hours per day.” This article mainly states the maximum working hours that can
be completed by the employees and the ways by which the management can develop the
shifts for organizational operations (Qatarlaborlaw.com. 2020).
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Article 74 of Qatari Labour Law states that, “The Workers may work additional hours
more than the working hours specified in the preceding Article, provided that the actual
working hours per day shall not exceed ten hours, unless continuation of the Work is
necessary for the prevention of gross loss or dangerous accident or for mitigation of the
consequences of the said loss or accident.” This article is mainly based on the ways by which
extra working hours of the employees can lead to the accidents that can be faced in the hotel
(Qatarlaborlaw.com. 2020).
Article 100 of Qatari Labour Law is able state that, “The Employer shall take all
precautionary measures for protecting the Workers during the Work from any Occupational
injury or disease that may arise from the Work performed in his Establishment or from any
accident, fire, defect or breakdown in the machinery and equipment.” This law is mainly
based on the precautionary measures that can be implemented by management of Marriot
Marquis City Centre Doha Hotel for the purpose of maintaining the organizational operations
and ensuring safety of the employees as well (Qatarlaborlaw.com. 2020).
1.5 Written/Unwritten Rules:
The organization mainly comprises of the group of individuals who are able to work
together in proper coordination for the purpose of achieving the goals and objectives of the
firm. The organizations thereby aim at developing set of the written or unwritten rules that
are followed by employees. Marriot Marquis City Centre Doha Hotels has also been able to
develop a set of rules that can be of written or unwritten in nature. The written rules that have
been implemented by the hotel mainly consist of the contract of employment which is
considered to be the contract that is formed between the employees and the employer (Gerdt,
Wagner & Schewe, 2018). The role that the employees have to play within the organization
are considered to be a major part of the contract formed by the hotel. This is thereby
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considered to be a legal document that is developed between the two parties that can be used
by them so that they can sue each other for the breach of contract. Marriot Marquis City
Centre Doha Hotel has been able to develop and implement a written code of conduct that has
to be followed by the employees of the organization. The unwritten rules on the other hand
are not mentioned or communicated to the employees (Guest, 2017). The workplace
etiquettes that have to be maintained by the organization are considered to be a major part of
the unwritten rules that have to be followed by the employees. The elimination of
discrimination in the hotel operations is also considered to be a major part of the unwritten
rules that are implemented by the organization (Horng, Tsai & Chung, 2018).
1.6 Diversity Description:
The enhancement of diversity in the organization is considered to be a major factor
that has an impact on the service levels of the workforce. The development of new ideas and
opinions are able to play a major role in enhancing the revenues of the hotel. The cultural
identity that has been formed by organizations has been able to enhance the sense of
belonging of the employees. Marriot Marquis City Centre Doha Hotel has also been able to
develop a diverse workforce that consisted of employees from more than 50 nations of the
world (Jones, Hillier & Comfort, 2016). The organization has aimed at developing the
recruitment and selection process in such a manner that is able to support the formation of a
multicultural workforce. The work based teams that are developed as a part of the
organizational operations also include employees who belong to different countries (Jung &
Yoon, 2018).
The diversity levels of the workforce of the organization has been able to enhance the
creativity levels of the services that are offered to the consumers. The barriers related to
effective communication in the industry is also able to influence the productivity of the
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employees and the revenues of the organization as a whole (Kansakar, Munir & Shabani,
2019).
1.7 Company Culture:
The organizational culture can be mainly defined as the proper arrangement of the
beliefs and morals that are able to drive the activities of the employees. The four different
types of cultures that have been developed by Cameron & Quinn include clan, hierarchy,
market and adhocracy. Clan culture is mainly based on the inclusive culture that is related to
the development of a big family in the organization. Adhocracy culture is mainly based on
development of creative and competitive atmosphere within the organization. Market culture
on the other hand is mainly based on the production of results (Kew & Stredwick, 2016). The
work environment that is developed in Marriot Marquis City Centre Doha Hotels is mainly
based on the proper combination of the four types of organizational cultures. The traits of
different cultures have been depicted in the operations of a service based organization like
Marriot Marquis City Centre Doha Hotels (Kim et al., 2019).
The employees of Marriot Marquis City Centre Doha Hotel have been able to
collaborate with each other in a friendly manner for the purpose of achieving the goals and
providing effective services to the consumers as well. The clan culture based traits on the
other hand are mainly based on the highly levels of importance that the organization aims at
providing to its customers. On the other hand, the high levels of importance offered to
implementation of innovative activities is considered to be a major aspect that is mainly
related to adhocracy culture (Korff, Biemann & Voelpel, 2017).
1.8 Management Information Systems:
The management information system or MIS is mainly implemented by an
organization for the purpose of gathering, saving, sorting and communicating the relevant
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information for supporting the management operations in an effective manner. The different
types of MIS software that can be used by the organizations include Point of Sale or PoS,
Human Resource Information System or HRIS and Property Management System (Lee et al.,
2019). The software that is mainly used by Marriot Marquis City Centre Doha Hotels for the
purpose of managing the operations of Marriot Marquis City Centre Doha Hotel is named as
iRoomi. This is mainly an online hotel management system which is considered to be helpful
for the organization to manage the bookings and the inventories in an effective manner.
iRoomi is considered to be a cloud based app that plays the role of a property manager,
booking engine and a channel manager as well (Lei et al., 2020).
1.9 Environment/ Sustainability:
The process of sustainable development is mainly able to cater to the needs and
demands of current generation by reducing the levels of impact that it can have on meeting
the needs of future generation. Sustainable development has proved to be a major process that
has to be implemented by the organizations in order to maintain their operations in the
hospitality industry. The Triple Bottom Line framework can be implemented by
organizations for the purpose of maintaining the sustainable operations in the industry (Meyer
& Xin, 2018). The three major aspects that are a part of the Triple Bottom Line framework
include “People”, “Planet” and “Profit”. The sustainability based initiatives have been
implemented by Marriot Marquis City Centre Doha Hotels for the purpose of enhancing the
levels of energy efficiency in an effective manner. The proper enhancement of the levels of
energy efficiency is considered to be a major sustainability initiative that has been
implemented by the organization (Modica et al., 2020).
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2.0 HRM:
HRM can be defined as the procedure that is implemented for the purpose of
developing the process of recruitment, training and management of the various qualified
human resources that are a part of the operations and can help the organizations so that they
can achieve the objectives and goals in an effective manner (Neirotti, Raguseo & Paolucci,
2016).
2.1 Apply the HRM Model:
Table 1: Application of the HRM Model in Marriot Marquis Hotel.
1. Workforce Planning
Marriot Marquis City Centre Doha Hotel has
provided major levels of importance to the
process of workforce planning in the
organization. The employees are placed in
different positions of the firm with respect to the
potential and levels of skill as well.
2. Recruitment and Selection
The process of recruitment and selection is able
to influence the job description that is developed
by Marriot Marquis City Centre Doha Hotel. The
interviews are able to play a major role in
completion of recruitment process (Pavia &
Floričić, 2017).
3. On- Boarding
The employees of Marriot Marquis City Centre
Doha Hotels are provided with a probation time
of around 6 months after which their efficiency
levels can be proved. The hotel is able to take
decision related to confirmation of employees in
different positions after completion of six months
(Quintana-García, Marchante-Lara & Benavides-
Chicón, 2018).
The performance of the employees of Marriot
Marquis City Centre Doha Hotel can be
measured by the heads of various departments of
the hotel and the assessment of performance is
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4. Employee Performance also done on a periodic basis.
5. Performance Appraisal
Marriot Marquis City Centre Doha Hotel aims at
assessing the performance appraisal of the
employees on a monthly basis for the purpose of
getting an idea of the performance levels (Rees &
Smith, 2017).
6. Training and Development
Marriot Marquis City Centre Doha Hotel has
aimed at proper identification of the lack of
performance levels of the employees in order to
develop the training and development process
that can lead to their personal development
(Reiche, Harzing & Tenzer, 2018).
7. Pay and Benefits
Marriot Marquis City Centre Doha Hotel has
been able to gain a major reputation in the
industry with respect to the high levels of
compensation that are provided to the employees
based on the services that are offered to the
consumers (Rehman & Mubashar, 2017).
8. Transferring and Succession
The employees of Marriot Marquis City Centre
Doha Hotel are provided with effective
promotion and opportunities with respect to the
feedback that is gained about their performance
levels.
Definitions:
1. Workforce Planning: Workforce planning can be defined as the process that helps
the organizations to determine that the organizations have an access to the human resources
in order to operate in an efficient manner.
2. Recruitment and Selection: Recruitment can be defined as the method that can
help the organizations to decide the individuals who can be recruited in different positions
based on their skills (Rhou & Singal, 2020).
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3. On –Boarding: On-boarding can be described as a process that is related to the
ways by which an employee can get acquainted with the organizational operations.
4. Employee Performance: Performance of the employees is mainly related to the
ways by which the employees are able to provide their services within the organization by
performing different tasks in an effective manner (Roma, Panniello & Nigro, 2019).
5. Performance Appraisals: The process of performance evaluation is considered to
be a routine examination of performance levels of the employees and the contribution that is
provided towards organizational revenues.
6. Training and Development: The training and development activities can apply to
the developmental programs that are a part of the organizational activities which can improve
the abilities and awareness levels of the employees as well (Rothenberg, Hull & Tang, 2017).
7. Pay and Benefit: The pay and benefits that are offered to employees are related to
the salary and the different monetary as well as non-monetary benefits that the organization is
able to pass on to the employees.
8. Transferring and Succession: The process of succession planning is based on the
ways by which leadership positions are passed for the purpose the ensuring the continuous
operations of business organizations in a smooth manner (Ruiz-Equihua, Romero & Casaló,
2020).
2.2 Working Conditions:
Marriot Marquis City Centre Doha Hotels has been successful in forming effective
working conditions that are mainly based on the relationships that are formed between the
employees and members of management as well. The organization also aims at taking care of
the employees by fulfilling their demands and needs in an effective manner. The working
conditions that have been developed in Marriot Marquis City Centre Doha Hotel is mainly
based on the implementation of different laws that are a part of the Qatar Labour Law. Article
38 of the Labour Law mainly states that in case of Individual Work Relationship the
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employer has the right to put the employees on probation for a trial period so that they are
able to prove their efficiency in the organizational activities (Shen & Benson, 2016).
On the other hand, the implementation of Article 73 has also been an important part of
the Qatari Labour Law that is able to state the importance of the working hours of the
employees who are a part of the operations of Marriot Marquis City Centre Doha Hotel. The
travelling based time that is spent by the employees is however not considered to be a part of
working hours of the employees. On the other hand, the implementation of Article 96 of
Qatari Law is helpful for the organization to provide opportunities to the female employees of
the organization (Sipe & Testa, 2018). On the other hand, the implementation of Article 101
of the Qatari Labour Law has been able to play a major role in development of the protection
equipment for the employees who are a part of the operations of Marriot Marquis City Centre
Doha Hotel. Marriot Marquis City Centre Doha Hotel has thereby been successful in
providing an effective working condition for the employees. The organization has been able
to take care of the employees with respect to the proper implementation of Qatari Labour
Law (Sparrow, Brewster & Chung, 2016).
2.3 Improvements:
Marriot Marquis City Centre Doha Hotel can aim at implementing different
improvements for the purpose of strengthening the relationship between the employer and the
employees of the organization.
1. Recruitment and Selection:
 Marriot Marquis City Centre Doha Hotel needs to provide equal levels of
importance to the outside individuals who apply for jobs as they are able to
implement the fresh skills.
 The organization needs to recruit the employees from outside sources in order
to increase pressure on the existing employees (Stone, Neely & Lengnick-
Hall, 2018).
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2. Pay and Benefits:
 Marriot Marquis City Centre Doha Hotel needs to introduce the performance
related pay for staff who are currently not performing well. This will be able
to enhance the levels of performance as they will have a chance to gain
incentives in the process.
 Marriot Marquis City Centre Doha Hotel needs to provide medical insurance
for the employees and can also pay for medical expenses that are incurred by
them. This will be able to help the employees so that it is able to retain the
talent employees (Storey, Ulrich & Wright, 2019).
3.0 Management:
3.1 Your Manager:
The manager of an organization is able to play a major role in the ways by which
employees and the associates are able to maintain their relationship with the management.
The managers in this case have the responsibility to maintain the operations of the
organization in a smooth manner. The leadership skills of the employees have an impact on
the perception that the employees have developed about the management of the firm. The
manager thereby has to implement the leadership style with respect to the needs of the
employees and the process of proper development of the relationships as well (Sturman,
Ukhov & Park, 2017). Situational leadership is considered to be the most suitable style that
can be implemented by the organizations in order to enhance relationships between the
managers and the employees. The four major styles that are a part of the situational
leadership style include delegating style, selling style, telling style and participating style.
The manager has to select one of the styles for the purpose of enhancing the productivity
levels of the employees and revenues of the organization as a whole (Teng, 2019).
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The delegating style of leadership is considered to be a low-relationship and low-work
based in which the teams are able to take care of their work process in an effective manner.
On the other hand, the participating style of leadership is mainly based on the high relational
and minimum task based style which is able to promote the mutual thoughts and the
decisions. Selling style of leadership mainly refers to the high relationship and high task
based model. The telling style on the other hand is mainly based on the high task and low
relationship based model (Storey, Ulrich & Wright, 2019).
I had conducted an interview with my immediate supervisor at the Marriot Marquis
City Centre Doha Hotel for the purpose of understanding his view regarding the
implementation of situational leadership model. My supervisor had agreed with the activities
that are performed by the leaders who are a part of various organizations. Although the hotel
have implemented a particular process or regulations for the purpose of maintaining the
operations, the changes in leadership style will be based on the improvement of the
organization and the relationships that are formed within the processes as well (Sparrow,
Brewster & Chung, 2016). My supervisor has always aimed at implementing changes in the
leadership style with respect to the requirement of the situation. The standard practices and
regulations that have been implemented by the organization can have an impact on the ways
by which a leader in Marriot Marquis City Centre Doha Hotel can maintain its operations in
an effective manner (Sipe & Testa, 2018).
I have also been able to observe the leadership style of my supervisor as a part of the
internship process. My supervisor has always aimed at providing the best levels of support to
the new employees who have joined the organization. The training that is provided to the
subordinates is considered to be the most important aspect of successful operations of Marriot
Marquis City Centre Doha Hotel. My supervisor had always aimed at implementing the
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leadership styles with respect to the changes that take place in the external environment and
based on needs of the new employees as well (Sparrow, Brewster & Chung, 2016).
3.2 Managing Diversity:
Marriot Marquis City Centre Doha Hotel has always aimed at enhancing the levels of
diversity within the organization for the purpose of maintaining the success and growth in the
hospitality industry. The organization has always promoted the development of healthy
relationships between the employees and the members of the management. The managers in
the organization can have an impact on the proper maintenance of the multicultural
workforce. Marriot Marquis City Centre Doha Hotel has also been able to provide major
levels of importance to the improvement of the cultural intelligence of the employees (Roma,
Panniello & Nigro, 2019). The employees will be able to maintain the operations of the hotel
with the help of proper collaboration that is developed and the contribution that they are able
to provide to the improvement of profitability levels. The leaders of Marriot Marquis City
Centre Doha Hotel are also able to provide enhanced levels of importance to the proper
development of emotional intelligence (Kew & Stredwick, 2016).
The questionnaire has been used for the purpose of proper identification of the value
orientations in proper management and leading based activities that are performed by my
supervisor. My supervisor had been able to depict a human nature that can be considered to
be effective for proper development of relationships among the employees and with the
management as well (Korff, Biemann & Voelpel, 2017). The supervisor has also been able to
use the emotional intelligence based activities for the purpose of enhancing the levels of
transparency of the information that is gained related to the organization. The proper
development of a balance between the work and the leisure based activities performed by the
employees of Marriot Marquis City Centre Doha Hotel can have an impact on the leadership
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aspects of the supervisor. The supervisor has also proved to be highly effective for proper
management of the diverse employees by fulfilling their demands and needs (Ahammad,
Glaister & Gomes, 2020).
4.0 Personal Management:
4.1 Motivation:
Motivation can be defined as the process that mainly arises from the internal as well
as the external factors which can have an influence on the target based actions that can be
implemented. The two major types of motivation that can influence the operations of
organizations intrinsic and extrinsic motivation. Intrinsic motivation is an internal aspect that
can have an impact on the activities that are performed by the employees. Extrinsic
motivation on the other hand is based on the ways by which negative effects can be prevented
and the potential incentives can be gained as well (Dogru et al., 2019). I had provided total
commitment towards the work process and responsibilities that have been provided to me in
the internship process. I had been successful in completing my internship period in an
effective manner along with positive reviews that are provided by the supervisors. I had also
gained major levels of motivation base on the ways by which knowledge can be gained from
the operations and various activities that are performed in the hotel as well (Delery &
Roumpi, 2017).
The managers of my hotel have also supported me in order to enhance the knowledge
that is related to different departments that are a part of the hotel. My doubts and issues
related to the organizational operations have also been cleared effectively by the managers
and supervisors of the organization. The supervisors have been able to motivate me with
respect to the work process that I can maintain in the hotel. The motivation levels that have
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influenced my activities in the organization can be linked effectively with the Maslow’s
Motivation Theory (Dirisu et al., 2018). I have always felt that I am an important part of the
operations of the hotel and that my contribution is considered to be effective for the future of
Marriot Marquis City Centre Doha Hotel as well. Different levels that are a part of Maslow’s
Motivation theory have been fulfilled in an effective manner with the support that is provided
by the supervisor or the manager of the organization. I have also received major levels of
appreciation and recognition with respect to the contribution that I have provided in the
effective operations of the hotel. The knowledge and learning that I have been able to gain as
a part of the work process in the hotel is also considered to be a major aspect related to the
motivation levels (Ruiz-Equihua, Romero & Casaló, 2020).
4.2 Performance Appraisal:
Performance evaluation is also considered to be an important aspect that is related to
the routine examination of performance that is depicted by the employees and the overall
contribution that is provided to the operations of Marriot Marquis City Centre Doha Hotel. I
have gained positive feedback based on the activities that I had performed as a part of the
different departments of the hotel. The personal learning based goals that have been
developed by me are related to the development of effective communication skills. I have
also gained confidence in developing proper interaction with the guests. The conversations
that have been developed by me with the employees have been able to support the
development of my leadership skills (Bratton & Gold, 2017).
4.3 Personal Note:
I have gained an effective experience in the process of writing the Industrial
Orientation Report. The Industrial Report development is also considered to be a major
learning experience that has been able to broaden my knowledge with respect to different
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aspect that are related to the operations of the organizations that are a part of the hospitality
industry. Different areas of knowledge about which I have been able to learn a lot in the
process of completion of the Industry Orientation Report include sustainability, intercultural
management, human resource management and business law Al (Ariss & Sidani, 2016). The
knowledge that I have as a part of the internship has been implemented in an effective
manner for the purpose of development of the entire industrial orientation report. I would also
like to thank the university for the purpose of providing me with an opportunity to gain
detailed knowledge about the aspects that are related to hospitality industry (Crawshaw,
Budhwar & Davis, 2017).
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