How Leaders and Managers Respond to Talent Across Age Profiles

This report examines how leaders and managers in the service sector are responding to the challenge of managing talent across different age profiles, with a specific focus on the hospitality industry. It contrasts and compares change management systems, including the Lewin and ADKAR models, and evaluates their effectiveness in facilitating organizational change. The report highlights the impact of changes on leadership and management styles, emphasizing the importance of problem-solving skills, motivational techniques, and fostering a supportive learning environment to retain talented employees. The analysis underscores the need for leaders to adapt their approaches to effectively manage a diverse workforce and drive organizational success. This report is contributed by a student and is available on Desklib for educational purposes.

How Are Leaders And Managers In The Service Sector Responding To Managing Talent Across Different
Age Profiles
Contrasting and comparing hospitality service sector change management systems- There are
many types of change management models available in corporate world that can be use by firms to
reduce resistance of employees at workplace. Lewin and ADKAR are the two different models. The
Ritz Hotel can use Kurt Lewin model that has been developed includes three simple steps like
unfreezing, changing and refreezing. In context of business, by using this concept manager or
leader can easily change workers perspective towards organizational structure change. It is the best
procedure of change that create perception that above change is required, then moving towards
new, desired degree of behaviour and finally, modifying that new behaviour among workers as
norm.
As compare to above model, ADKAR is effective that Hilton hotel can use, but difficult to
use because it includes five stages such as awareness, desire, knowledge, reinforcement and ability.
By following these steps manager obtain outcomes but on time as it cater results end to procedure.
Building necessary awareness, and other things is important in creating successful change, but it is
not always easy and simple to do. For example, when an individual is experiencing above change
but does not posses each model elements, the whole change will struggle.
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obstacles in talent management. Industrial and Commercial Training.
Affect of changes on management and leadership styles in view of talent management-
It can be said that changes always affect either in positive or negative manner, on leadership
and management. Organization structure change impact negatively on leader and manager working
styles, as they feel high pressure to manage talent across different age profile or group at workplace
which is really very important to do. Due to the change in structure, people are troubled to do their
daily tasks to a great extent. Many people feel frustrated due to this and decide to quit the job which is
not good for Hotel as they can lose talented people. This is the time managers and leaders have to see
a lot of problems, and they try to find out new ways or methods to manage talent at workplace in
effective manner and retain them for every. It has been identified that organization structure change
impacts on idea generation as well as productivity of talented workers. Most of the people are not
feeling comfortable when their setting and workplace get changed by management, especially those
who are working in firm since so long. Younger workers sometime adopt change because they prefer
to do creativity.
Critical evaluation of change leadership and management skill in sector respond to utilizing
talent management- Problem solving skills effectively respond to using talent management as it help
manager or leader to resolve workers issues. During problem solving procedure, manager might think
of many solutions which can be utilized to solve such problem for a permanent basis. It helps to
conclude or summarize with better suggestions with better thinking. Manager to respond talent
management must change their management styles in effective manner. They can support learning
from personal experiences, it is all about supporting workers learn what they need to understand.
They can help applicants in assessing success and growth towards learning aims.
With motivational skills' leader should take accountability to develop talent in company, they can use
different strategies and tactics related to this area for enhancing performance of staff even better
which is beneficial for everyone. They should look for methods to help workers in their attempts to
grow and learn.