Analysis of Mark Jenkins' Management and Leadership at Grosvenor Hotel

This report provides an in-depth analysis of Mark Jenkins' leadership and management practices at the Grosvenor Hotel. It examines his management style through the lens of F.W. Taylor's management theory, highlighting his hands-on approach to employee training and task management. The report also compares Jenkins' leadership to the transformational leadership model, emphasizing his ability to motivate and inspire his staff. Furthermore, the analysis explores teamworking theories, such as Tuckman's stages of team development, to suggest improvements in Jenkins' people management skills, including the incorporation of female staff members for enhanced communication and decision-making. The report concludes by summarizing Jenkins' effective leadership and management strategies, while also suggesting areas for improvement to further enhance his and his employees' performance.

MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
About Mark Jenkins.....................................................................................................................1
Models of management................................................................................................................1
Models of leadership....................................................................................................................3
Teamworking theory....................................................................................................................3
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Management can be defined as controlling or directing a group of people within an
organization in order to reach their desired goals and objectives (Kidwell, Eddleston and
Kellermanns, 2018). Leadership and management are two most important things that are required
to be focused on by an organization which further helps them to reach their desired goal and
achieve their organizational objectives in a successful manner. Management often includes
manipulation of human resources, financial resources, technological resources and all the other
kinds of natural resources (Carleton, Barling and Trivisonno, 2018). This task will focus on
Mark Jenkins who is the general manager of Grosvenor Hotel. With the help of models of
management behaviour, models of leadership performance of Mark Jenkins will be explained
and with the help of team working theories ways in which Mark Jenkins can improve his people
management skills will be explained. Further in this some recommendation will be provided that
can help Mark to bring improvement within his as well as his employees overall performance
that can help the hotel to achieve their desired objectives in a much better manner.
MAIN BODY
About Mark Jenkins
Mark Jenkins owns Grosvenor Hotel and is also General manager of the hotel. His ways
are quite unusual to run a hotel along with his colleagues Christian Scott-Lee and Alison Pennell.
He is quite supportive and provide guidance to his staff members. If he finds anything is wrong
then he himself shows then correct ways of doing a task. Not only this he also provides proper
training to his staff members so that they can understand proper way of doing a task. Not only
this, he does not give much time to himself or his personal life much but only focuses on the
hotel and their business. Mark Jenkins is quite comfortable within his employees and he himself
provide training or guidance to do a task, so that it can be completed in a better manner but he
has least number of female employees working for him. There are few improvements that he
could bring within his people management skills.
Models of management
There are various kinds of management models that are used within an organization
(Sandberg and Tsoukas, 2018). One of the most common and classical management theories that
can be used to related with management of Mark Jenkins is management theory of F W Taylor.
Or it can also be said that management behaviour of Mark Jenkins can be explained with the help
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of this F W Taylor management theory. According to this theory, management consist in
knowing what management wants their employees to do exactly and seeing to it, they focus on
doing it in the best possible manner and the cheapest manner possible. Taylor focuses on
breaking down manual task components so that there could be a proven best possible way to
perform each of the task. So that employees could be trained in order to complete their task or
roles within their jobs in the best possible way or manner. This theory can be linked to
management behaviour of Mark Jenkins as he himself provide training to his employees in the
best possible manner so that they can complete task provided to them in a better and excellent
manner without any problems or errors.
According to the F W Taylor classical management theory, managers are required to:
develop science for all operations or task in order to replace opinions and rule of thumb.
Accurately determine correct scientific time and method for each job. A suitable organization
should be set by them so that they take all kinds of responsibilities from their workers except
their actual job performance (Chukwuemeka and Onuoha, 2018). Managers are required to select
and train the workers. This helps the management to perform all of their task in an appropriate
and effective manner as well as also help them to manage their employees in the best possible
manner (Weisenfeld and Hauerwaas, 2018). This management theory can be directly linked with
the management behaviour of Mark Jenkins as his ways of managing hid people are quite good
and can be adopted in a cheapest possible manner. His management behaviour is cheap as he
himself provide training to his employees, correct wherever they are wrong and provide them
with correct possible way of doing a task. For example: he corrects his employees when he prints
wrong Toilet direction board and shows him with correct sign board that should be used. He also
provides training to his employees and shows then the way in which cards trick should be done
and way in which employees should react or behaviour while doing the cards trick.
This management technique is quite beneficial as it has various kinds of benefits such as:
it helps in improving work methods that can help in increasing productivity. Rationale approach
of this theory enables task as well as procedures to be measured with considerable degree of
accuracy. These measurements would be useful in order to bring improvement within working
methods of employees (Chevalier and Buckles., 2019). It majorly contributes in improving
physical working condition for employees. Mark Jenkins ways of managing his employees helps
in increasing their efficiency of completing their task in a much better manner. The way in which
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Mark guides his employees helps in bringing improvement within their work and can help in
achieving better results. As Mark himself focus on all of his employees, overall training and
expenditure cost of the hotel also decreases.
Models of leadership
Leadership is one of the most important factors which should be focused on while running
a business. Effective leadership can help an organization to achieve success whereas failed
leadership can negatively affect an organization (Vasilagos, Polychroniou and Maroudas, 2017).
And effective and efficient leaders help in motivating as well as inspiring his employees and
works as an inspiration for others. Mark Jenkins leadership has been quite effective and has also
helped in motivating his employees so that they can fulfil their responsibilities in a most
effective manner. Leadership style of mark can be compared to transformational leadership
model. As per this model a leader needs to be well educated, highly qualified and inspiring.
Leader is required to set right goals for their team members and for themselves as well which
help the team members to achieve excellent productive goal (Carleton, Barling and Trivisonno,
2018). Transformational leadership has its own characteristics such as they motivate and
encourages their employees, sets some morale standards for the organization and encourages
others for the same. Builds effective organizations culture by encouraging employees so that they
can focus on achieve organizational objectives with positive and encouraged attitude (Imran,
Ilyas and Aslam, 2016). This leadership model can be linked with leadership style of Mark
Jenkins as he always focuses on inspiring his employees and also motivates then to perform or
fulfil task provided to them in an effective manner. He also focuses on maintaining a positive
working environment for benefit of the organization. He involves himself within each task
personally which motivate others to perform their task in an effective manner. Mark is quite
supportive and is knowledgeable as he knowns ways to tackle different kinds of situation in an
appropriate and effective manner. He puts organization and his employees before himself for
continuous growth of an organization. His unique and different way of managing his employees
works as one of the main factor in improving overall performance of his employees.
Teamworking theory
It is necessary for Mark to work with his team member in effective way so that wedding
event is completed in specified time. Also, by working in team it all tasks can be performed
properly. Moreover, team forming is essential in such type of events as it helps in contribution of
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each member. So, for this there are several team working theories that can be applied. this
enables in forming team and assigning them proper roles (Aga, Noorderhaven and Vallejo,
2016). Here, Tuckman theory can be used in which there are several roles defined that is as
follows :-
The theory establish relation between team members and is task focus. He stated that every team
requires time to reach at performing stage. In these four stages are described by him which is as
follows:
Forming- It is first stage of developing team where all individuals are gathered together. They
do not know about each other and also try to find their place within team. Moreover, people start
asking to each other that why they are here. So, Mark can also build small teams for different
task. he can direct and guide them accordingly.
Storming- In this stage people start to see themselves as part of team. They are aware about
what team is doing, how they have to perform tasks, etc. Besides, that members try to compete
with one another (Lin, Scott and Matta, 2019). Sometimes, conflicts occur as well due to
differences in work. Hence, it impacts on overall team performance. In this Mark can play role of
leader, he can assign roles to them and solve conflicts regarding it.
Norming- Here, the members develop strong relation with one another and supports as well.
Furthermore, they clarify roles and responsibilities and specify what roles will be performed, by
whom and how tasks or activities are to be done (Carleton, Barling and Trivisonno, 2018). with
this he can gain and learn leadership skills as well. he will be able to manage people in effective
way.
Performing – It is stage where goals are clear and specific. Each member works accordingly to
the process. they get encouraged by completing the tasks and there are no conflicts that occurs.
this leads to high performance and accomplishing goals. here, Mark can clarify what procedure
through which tasks are to be done. The communication process can be formed and data can be
quickly shared.
Adjourning – At this stage where team is broken up after completion of tasks (Lin, Scott and
Matta, 2019). however, it is difficult for members to leave each other as they have developed
strong bonds. Thus, they are selected for future purpose.
Therefore, Mark can also include women in his team which will be useful in proper
communication. It will allow him to deal with situation calmly and taking effective decisions.
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Furthermore, by working with women Mark will learn skills of managing people. he will work
stress free and motivating them in case of task is not been done. Hence, it will lead in enhancing
their performance. In this way, his skills can be improved.
CONCLUSION
From the above task, it has been summarized that leadership and management style
adopted by Mark Jenkins helps him to deal with any kind of situation in a much easier manner.
He is quite supportive and helps his staff members to complete task assigned to them in a must
appropriate and accurate manner. It has been analysed that management behaviour of Mark
Jenkins can be compared with F W Taylor management theory as his way of managing his staff
members are quite cheap and can be done in the best possible manner which is the main concept
of F W Taylor. Mark himself train all of his employees and provide proper guidance to them so
that they can complete their task in an appropriate and accurate manner without any issues or
errors. It has also been analysed that leadership style adopted by Mark Jenkins an be compared to
transformational leadership style as he continuously encourages, motivate his employees in order
to create changes and comparted their task in an excellent manner that help his hotel to grow and
achieve success. However, it has also been analysed that there are few things that should be
adopted by Mark in order to bring improvement within his people management skills such as
employing female staff members and many more.
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REFERENCES
Books and Journals
Aga, D.A., Noorderhaven, N. and Vallejo, B., 2016. Transformational leadership and project
success: The mediating role of team-building. International Journal of Project
Management. 34(5). pp.806-818.
Carleton, E.L., Barling, J. and Trivisonno, M., 2018. Leaders’ trait mindfulness and
transformational leadership: The mediating roles of leaders’ positive affect and leadership
self-efficacy. Canadian Journal of Behavioural Science/Revue canadienne des sciences
du comportement. 50(3). p.185.
Chevalier, J.M. and Buckles, D.J., 2019. Participatory action research: Theory and methods for
engaged inquiry. Routledge.
Chukwuemeka, O.W. and Onuoha, B.C., 2018. Management thoughts: homogenous or
heterogenous. Management. 4(4).
Imran, M.K., Ilyas, M. and Aslam, U., 2016. Organizational learning through transformational
leadership. The learning organization.
Kidwell, R.E., Eddleston, K.A. and Kellermanns, F.W., 2018. Learning bad habits across
generations: How negative imprints affect human resource management in the family
firm. Human Resource Management Review. 28(1). pp.5-17.
Lin, S.H., Scott, B.A. and Matta, F.K., 2019. The dark side of transformational leader behaviors
for leaders themselves: A conservation of resources perspective. Academy of
Management Journal. 62(5). pp.1556-1582.
Sandberg, J. and Tsoukas, H., 2018. Practice Theory. Philosophical Organization Theory. p.363.
Vasilagos, T., Polychroniou, P. and Maroudas, L., 2017. Relationship between supervisor’s
emotional intelligence and transformational leadership in hotel organizations. In Strategic
innovative marketing (pp. 91-95). Springer, Cham.
Weisenfeld, U. and Hauerwaas, A., 2018. Adopters build bridges: Changing the institutional
logic for more sustainable cities. From action to workset to practice. Research
Policy. 47(5). pp.911-923.
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