Le Meridian Hotel: Managing People and Developing Hospitality Industry

This report provides a comprehensive analysis of people management and development within the hospitality industry, using Le Meridian Hotel as a case study. It begins with a critical examination of the systematic approach to performance management, outlining key steps like goal establishment, plan development, and performance assessment. The report then delves into the stages of team development, based on Bruce Tuckman's theory, and their impact on team performance. Furthermore, it explores 21st-century leadership styles, emphasizing the roles of visionary, architect, coach, and catalyst. Finally, the report identifies the causes of conflicts in the workplace and discusses conflict management skills and strategies essential for leadership development. The report offers practical insights into effective HR practices, team dynamics, and leadership approaches in the hospitality sector, providing valuable information for students and professionals alike.

Managing people and
developing hospitality
industry

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
1. Critically analyse the systematic approach to performance management process as part of
human resource development within hospitality industry...........................................................1
2. Analyse the stages of team development for the higher performance within hospitality
industry........................................................................................................................................2
3. Demonstrate knowledge and understanding about leadership within in 21st century within
hospitality organisation................................................................................................................4
4. Identify and analyse about the causes of conflicts, conflict management skills and strategies
within leadership development process.......................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
Books and Journals..........................................................................................................................8

INTRODUCTION
Human resource department or management is main role to managing people within an
organisation to provide optimum resources for utilise and attaining positive outcomes of work
effectively manner. Staff development comprise about overall policies, practises and procedure
that used to improvise knowledge, skills and competencies about to staff where they improve
efficiency as well competencies to grow their business effectively (Elfimova and Radishauskas.,
2018). Some of managerial practises is about training and development program to access for
mapping weakness, provide helping hand to workforce for more all around better skills factor
about particular job.
For this report, the organisation Le Meridian Hotel is an upper scale which designed to
focused hotel brand with European perspective. It is founded by Air Force in 1972 and later in
United Kingdom (Franco, Cappa and Del Chiappa., 2020). As per report, topics are highlight
about systematic approach for performance management process as part of human resource
development within hospitality industry, stages of team development for high performance team,
leadership structure in 21st century within hospitality organisation and causes of conflict
management skill strategies within leadership development process.
MAIN BODY.
1. Critically analyse the systematic approach to performance management process as part of
human resource development within hospitality industry.
Performance management is type of corporate management tool which helps to manager
for effectively monitor working operation and manages to evaluate employee's work
individually. It also enhance to provide better environment where people can contribute their
abilities and produce highest quality of work most efficiently manner. In perspective of Le
Meridian hotel their human resource management to manage their staff performance by setting
certain approaches for creates productive benchmark. In context of hospitality industry the work
of performance management is comprise to mapping staff performance which is considered for
further goals or objectives aspect (Goh and Jie., 2019). Le Meridian hotel their human resource
manager is responsible to handle overall work management to measure individual performance.
There are approaches which defines in given below:
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 Establishment of goals: It depicts for execute goals that determine long term process
where it needs to get accomplish planning work. it provide clarity for outputs along with
better timeframes, for team and roles.
 Develop a plan: After establish of plan, there is requirement of customise or some
development in plan that demonstrate uniqueness (González-Torres, Rodríguez-Sánchez
and Pelechano-Barahona, 2021). It mainly occurs about prioritize through better
development according to business needs. This is helps to create effective plan to
achieve better learning and growth.
 Take actions: This is most important and crucial step that define about undertakes
actions on the basis of feedbacks. Leaders and manager of Le Meridian provide constant
basis of feedback or direction where support of employees while apply of their energy
and focuses towards accomplishing of goals.
 Assess about the performance: To intake about the performance it is main to evaluate
about to measure about performance which is important how individual is contribute on
objectives effective manner on formal basis. Training and development is also one of
factor which play important to provide assess employee for effective judge themselves
for their performance through their competency.
 Provide reward: It creates about organisational program where individual rewards to
acknowledge and recognise employees as per their performance which they contribute
towards specific goals (Hight, Gajjar and Okumus,., 2019). This practice helps to
employees for increase their self esteem and it creates engagement level towards wok.
Evaluation:
As per above approaches of performance process about to enhance for getting objective
attainment. Leader or Manager of Le Meridian enhance performance management for setting
their benchmark for scrutinise information related with employees competency or efficiency.
It is important to implement better performance management as it will benefit for further
guest service deliverables within effective manner.
2. Analyse the stages of team development for the higher performance within hospitality
industry.
The team work is more utilise by organisation as it provide better coordination as well as
creates flexibility individual performance level. In team, there is requirement of
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development factor which is reliable on leader or manager to monitor that the team is
working on compliance oriented such as time management, discipline, sharing work equally
and motivate each other. The process of team development enhance effective learning where
employee tend to work together effectively (Kim and et. al., 2018). It consist stages of team
development reflect about how team forms and works. These five stage in followings helps
to Le Meridian hotel to understand about development of team increase efficiency level as
well as it consists to better provide platform. the theory of Bruce Tuckman where it
demonstrate about five stage of team development that improve high performance
competency.
 Forming Stage: This involves a period of orientation which is gets to stable. It
demonstrate process of formation team as in this stage people are randomly seeking for
effective leader who can guide and provide optimum direction within effective manner.
After electing team leader the members of team set guidelines as well as creates
effective knowledge to setting control on each project (Majid and et. al., 2019). Some
of questions is set by member where they ask from leader such as what team is expected
from me?. Leader of each team is responsible to clear out and provide them positive
direction in which they elect and scrutinize information effectively.
 Storming Stage: As this stage is consider more complex and crucial to pass it through.
This is the period which is investigate about conflicts and competition as individual
personalities emerge. Team performance about may actually decrease in this stage
because of effective attributes contribute in unproductive activities (Murphy and et. al.,
2018). From this aspect coordination between team member will not be equally in term
of goals and decision making. For getting through this stage members for overcome
obstacles. To accept individual differences and having work conflicts ideas team task to
sustain better goals. There can consequences when fail to address the conflict it creates
problems for long term period.
 Norming stage: According to this stage, conflicts is been resolved about of some degree
where team unity involves. It develops around the world around the world leader are
indicates about individual member roles. Interpersonal differences which is begin to
addresses about member that learn to corporate and begin for focuses team goals
effectively. The performance of team is increase at the time of leader determine on
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objectives of team. Therefore, the harmony of precarious and having disagreement on
re-arrange team to slide into storming.
 Performing stage: In this stage of performing, it depicts about individual team
corporates within their team member that having well established about their team
maturity, disciplinary work, well organised and having better work commitment. There
is clear about stable for team mission. Certain problem and challenges deal with
consultancy as there is effective role to overcome from conflict resolution. The team is
focused on problem solving and meeting team goals.
 Adjourning Stage: As per this stage which is consists team’s goal which is have
accomplished. It emphasis about to wrapping for final attempt task and documenting the
effort and result. On the basis of work load is diminishes where through signed with
other teams (Peters and Kallmuenzer., 2018). There may be regret as team ends to other
team. The acknowledgement about work and success with team helpful. If the team is
standing committee with ongoing responsibilities, member which may be replaced
through new people for formatting stage.
3. Demonstrate knowledge and understanding about leadership within in 21st century within
hospitality organisation.
Overview of leadership: It is an art of motivating a group of people to act on accomplishing on
common goal. The business perspective it can stands as strategy which determines to direct
where they meet company’s needs and wants. In hospitality industry, the role of leadership is to
maintain the staff service discipline and provide excellence level training for improvising their
working attributes. The new role of 21st century about business environment for new approach to
leadership. This approach focuses on re creating meaningful value to handle all over stakeholder.
For Le Meridian hotel, the leaders of Food production, housekeeping, food and beverages
department etc. In these departments leader usually guides their employees to implement about
enhance better productive manner. The new style of leader which must play about four roles such
as:
 Visionary: In this leaders the shape of emergence of having clear view and having
vision. It emerge from organisation to observing people in terms of behaviour,
sharing of ideas for effective consideration and integrating others. For hospitality
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industry, there is main role of leadership to encourage or motivate staffs for
enhancing for better outcomes and measurable team empowered.
 Architect: This is having clarity which is help to accomplished, leaders acts to
architect. Rather than developing plans leaders is undertakes for more sophisticated
role of designing where organisation is having empowered system. There is having
process of to better execute plan and adjust flow of resources which is required in
hospitality industry at the time of services. As per this requirement is depicts about
for letting go for prediction where the business are tend to allows new forms of
business and having organisation model to effectively emerge.
 Coach: According to this aspect it depicts about to accomplish goals. They need to
develop greater business acumen, better learn to think for more strategically and
having deeply their ability to effectively collaborate (Su and Chen, 2020). Capability
about effective building through having creative mindset, enough knowledge and
skills. This becomes about to having critically important areas that leaders need to
address. It is enhance for encouraging wide range about formal and informal learning
to prescribe about effective learning to enhance about to creative multiple perspective
to expand the solution.
 Catalyst: In this leader are unleash energy throughout from energy system. They
attempt in four ways as they remove roadblocks that prevent to empowered team
from introducing ideas or thoughts reality. The foster connection are across
connection through across organisation. It helps people to connect about working
towards organisation vision and aspiration and making welcoming to overall
engaging people as they are sustainable ways to pursue full range of potential
professional aspiration.
Evaluation:
In above four major aspect of leadership role in hospitality industry where it consists to
improving staff efficiency that creates better balance of workplace. As per perspective of Le
Meridian hotel allows their staff to implement strategies which empower to gain better skills
and knowledge for productive outcomes. Leaders and team member are follows each other
footsteps to making their working style effective and stronger that create better workplace
strategies effective.
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4. Identify and analyse about the causes of conflicts, conflict management skills and strategies
within leadership development process.
Conflict management: It is procedure through having disputes or negative relation arises which
resolved the negative aspect of results. The objective of conflict management is to reduce
uncertainty, barriers, challenges and bring positive way of outcomes. In hospitality industry there
is enhance of conflict between service, miscommunication with guests which depend upon
situation to effective negotiate and creative thinking.
Causes of Conflicts:
There is some major workplace conflict involves are:
 Personality clashes: The personality which work in team or individual aspect for new
member of staff that joins within two colleagues have fallen out. In this individually
enhance challenging situation which prevents unproductive outcomes.
 Unrealistic needs and expectations: The work conflicts is measure about to caused
where employees that ignore about the needs of employees to set unrealistic expectation.
This will only raises when employees are not provide expectance outcomes which raises
negative traits of challenges.
 Business values: As many people they have clear ideas about the ways on the basis of
their perspective in which organisation is having their policies and procedure which
reflect them effectively. The presence of conflicts can unbalanced the business values.
 Increasing of workload: This practise raises when heavy workload to be caused through
conflicts it caused because people or employees are force to create pressure for
attempting work as well as provide them deadline to complete the task as per given order
time period.
Conflicts Skills:
 Communication skills: The employees need to know about how to communicate
with each other in order to understand the source of conflicts as well as alternate. It
helps to communicate about well involves where it having strong communication
which includes effective listening. This skills is more important because the conflicts
raises from misconduct through asking questions where it having resolving statement
in greater factor.
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 Team work: The individual personalities where the level of disagreements appears
when the conflicts raises between team. For having better team work it improvise
decision making skills, focuses on shared goals, ensuring about each member to
effective defined role that reduce disagreement in areas of responsibilities.
 Problem solving: As per this skill, the resolution of conflicts through helping to
individual objectively approach to challenge which consider to know better problem
and having ability to overcome from that. Leaders are the most efficient personality
as they well expmakeMerienced to guide about to reduce overall uncertainty that
having solution to undertakes.
Conflict management strategy: It is refers about to utilise method where they use to handle
overall disputes. By choosing the right strategy is having necessary for manging about
effective conflict disputes. As there are some strategies which enhance effective
management strategy are as follows:
 Be proactive to avoiding conflicts: The conflicts which is tend to avoid as system
which are place and expectation are managed with having properly clarity. To
setting ground rules for guiding better way of interest without facing conflicts.
 make goal and vision clear: This is important to having effective for clarity of goals
or objective that define better work place opportunities as well as employees get to
known about what organisation is actually seeking for. In hospitality organisation,
each staff and supervisor is having clarity about their vision that they have to
provide effective services.
CONCLUSION
From above report Managing people and developing hospitality industry is summarised
about effective performance management helps to effective approach of performance
management that entitled about from human resources. Different team development of
having creation for effective high performance that inbuild proper efficiency skills and
attributes that reach for organisation betterment. At last there is strategies which consider to
reduce uncertainty as it provide positive working environment.
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REFERENCES
Books and Journals
Elfimova, Y. and Radishauskas, T., 2018. Management of innovative activity in the field of
hospitality. In Sustainable development of tourism market: international practices and
Russian experience (pp. 57-59).
Franco, S., Caroli, M.G., Cappa, F. and Del Chiappa, G., 2020. Are you good enough? CSR,
quality management and corporate financial performance in the hospitality
industry. International Journal of Hospitality Management. 88. p.102395.
Goh, E. and Jie, F., 2019. To waste or not to waste: Exploring motivational factors of Generation
Z hospitality employees towards food wastage in the hospitality industry. International
Journal of Hospitality Management. 80. pp.126-135.
González-Torres, T., Rodríguez-Sánchez, J.L. and Pelechano-Barahona, E., 2021. Managing
relationships in the Tourism Supply Chain to overcome epidemic outbreaks: The case of
COVID-19 and the hospitality industry in Spain. International Journal of Hospitality
Management. 92. p.102733.
Hight, S.K., Gajjar, T. and Okumus, F., 2019. Managers from “Hell” in the hospitality industry:
How do hospitality employees profile bad managers?. International Journal of
Hospitality Management. 77. pp.97-107.
Kim and et. al., 2018. The effects of corporate social responsibility (CSR) on employee well-
being in the hospitality industry. International Journal of Contemporary Hospitality
Management.
Majid and et. al., 2019. Role of network capability, structural flexibility and management
commitment in defining strategic performance in hospitality industry. International
Journal of Contemporary Hospitality Management.
Murphy and et. al., 2018. A review of high performance work practices (HPWPs) literature and
recommendations for future research in the hospitality industry. International Journal of
Contemporary Hospitality Management.
Peters, M. and Kallmuenzer, A., 2018. Entrepreneurial orientation in family firms: The case of
the hospitality industry. Current Issues in Tourism. 21(1). pp.21-40.
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Su, C.H.J. and Chen, C.D., 2020. Does sustainability index matter to the hospitality
industry?. Tourism Management. 81. p.104158.
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