Leadership and Management Report: Working with Leading People - Hilton

This report provides an in-depth analysis of leadership and management practices, using Hilton as a case study. It explores innovative recruitment and selection methods, including the use of technology such as undercover recruiters and video interviewing to streamline the hiring process. The report examines motivational techniques, specifically Maslow's hierarchy of needs, and how it can be applied across different levels of management. It also emphasizes the importance of professional report formatting, including font styles, sizes, and the use of references. Furthermore, the report evaluates the qualities of a good leader, such as communication, commitment, and decision-making, and identifies key roles within a team based on Belbin's theory. Finally, it proposes training as an alternative strategy to improve employee performance and development, highlighting the need for tailored training programs based on individual employee needs. The report is contributed by a student to Desklib, a platform providing AI-powered study tools.

Working With Leading
People

Table of Contents
M1: Two different ways to improve recruitment and selection process using recent
innovations in technology...........................................................................................................1
M2: Technique that can be applied to motivate staff across the three levels of management....1
M3. Evidence of research in a professional and structured format.............................................2
D1. Evaluate the qualities that a manager needs to possess to be a good leader........................3
D2: Identifying four main roles to complete the task using Belbin’s theory..............................4
D3: Alternative strategy to improve the performance of employees..........................................4
REFERENCES................................................................................................................................5

M1: Two different ways to improve recruitment and selection process using recent innovations
in technology
There are many ways by which recruitment and selection process can be improved by making
use of recent innovations in technology.
Making use of undercover recruiter – This innovative strategy can be used to observe the
candidates on a first hand manner who are outside the process of recruitment. The technique can
aid in providing valuable iniagot bto HR team at Hilton (Kurtz, 2014). This is with respect to
skills and abilities possessed by them.
Making use of Skype and video services for interviewing – This innovation technological
approach is the best possible one that can be used by Hilton hotel to recruit the candidates. Skype
sessions can aid in saving the overall time. In the same way, there can further be a devising of
software where notes can be shared on the given candidates. These can further be integrated with
candidate tracking applications.
For instance, Lauby expects 2014 to see more companies embrace Skype and other video
services for interviewing.
And for collaborative interviews, where multiple people at your company interview each
candidate, Lauby says software is being developed to help share notes on given candidates, that
can be integrated with other candidate tracking applications (Panaretto, Wenitong and Ring,
2014). Quick workarounds on this front would include cloud-based documents.
These aren't necessarily groundbreaking ideas, but they do show the way's technology is being
integrated even into the most human elements of the hiring process.
M2: Technique that can be applied to motivate staff across the three levels of management
Motivation plays an important role in improving the efficiency of employees at all three levels.
The best technique which can be used by Hilton hotel is Maslow's hierarchy of need. This is the
bes technique which Hilton can use as it covers all the important areas through which motivation
is possible. These five stages are very helpful in providing motivation and helps employees to
work with full efficiency (Joyce and Kinnarney, 2014). This theory was given by Abraham
Maslow's in 1943. The areas covered in the model are the responsibilities which has to be
fulfilled by the organization. Following are the five levels through which Hilton could motivate
all the three level of management i.e. Directors, Managers and supervisors:
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Physiological needs: It includes all the basic requirement which are needed to live a basic life.
These are the basic needs and wants which are required by all employees at all levels. This need
include water, food, shelter, cloths, etc. (Fowler, 2014). Hilton should be able to provide all the
basic wants of their employees as it will motivate them.
Safety needs: It is very important for the organization to provide their employees with an
business environment in which they would be able work freely. Hilton should provide their
employees with all the equipments so as to protect their health. In addition to this, they should
feel secure in terms of income, health, resources, property, family, etc.
Love/belongingness: According to this stage em employees should be supported by
organization. Proper communication, interaction and coordination should be developed so that
there would be a friendly environment. This is the best way through which Hilton would be able
to understand issues or problems faced by employees (Mishel, Bivens and Shierholz, 2012).
Accordingly, their would be provided with appropriate solution and this would help them to
perform more effectively.
Esteem: In this, employees should be rewarded and encouraged according to their performance.
This would be help in developing confidence and respect towards the employees.
Self-actualization: According to this, Hilton should understand their employees potential
accordingly they should provide them support and this would be helpful in motivating them.
M3. Evidence of research in a professional and structured format
In order to present report in a professional and structural format it is important for the
researcher to follow certain thing, which are as follows:
Times New Roman: In a report it is very essential for the researcher to font name as Times New
Roman. All the headings, sub-headings and the main part should be used this font name.
Font size: For main headings it is important to use font size as 14 and for all the rest, that is sub-
heading and main part the font size should be 12.
References: References are very essential in research. They are the source through which the
data is collected (Fenwick and Elcock, 2014). It is important to use references as it should the
reliability of the data collected.
Content, Illustration, Introduction, images and conclusion: All the stated details are very
important to prepare report. Content should the areas on which research has been done.
Introduction should the reason for making the report and the areas which would be covered in the
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report. Image are very helpful in explaining the information more easily. Conclusion would be
helpful in determining the outcomes which researcher gets form the report.
These were the important formal through which researcher would be able to develop
professional report.
D1. Evaluate the qualities that a manager needs to possess to be a good leader
Leaders binds together all the members and help them to prepare path through which
members achieve their goals and objectives. Following are the qualities which a leader should
possess:
Communication: This one of the main skills which a leader should possess. For providing
employees with direction, is very important leader possess communication skills so that
information or direction could be delivered to their members effectively (Qualities of a Leader,
2011). When new employees are trained, communication plays a vital role in making them
understand the roles and responsibilities which has to be played by them.
Commitment: Any task provided to employees would be only effectively done when the leader
show his/her commitment towards it. When employees get to know the commitment of leader,
then they the level of trust, confidence would develop for the leader. Employees would show
their enthusiasm and willingness towards the work only when leader would should commitment
towards his/her work (Keltner, Finegold and Team, 2012).
Motivating: There would be times when employees get demotivated with their work. In such
situation, leader play vital role in encouraging them and in motivating them so that they could
perform effectively. When employees get motivated, then would perform and work with full
efficiency.
Decision making and problem solving: In a team their would be issues and problems and leader
has to understand the issues and make appropriate solution with the help of which it could be
solved effectively. Leader has to be capable enough to make intent decisions so as to help the
firm to achieve their goals and objectives.
Delegation: Leader should be able to understand skills and capabilities of each member in the
team and accordingly tasks should be provided. Delegation of work is possible when leader
understands the requirement of job to the performed and the skills required to fulfil it (Miller and
Rollnick, 2012).
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Honest: In all the task leader should be honest and perform all the work in a legal way and
should set examples for employees.
D2: Identifying four main roles to complete the task using Belbin’s theory
According to Belbin’s theory, there are nine types of roles which could be played in order
to achieve the desired goals and objectives. Among which the four main roles with the help of
which firm would be able to achieve their task are as follows:
Implementers: They are one, through which the plans developed would be implemented. These
employees understand the needs and requirements to complete the task. Accordingly, they
perform roles so that they could help the firm to achieve their goals and objectives.
Plant: These employees think creatively and provide innovative ways through which they help
their team member to perform their task effectively (Kurtz, 2014). In addition to this, they also
help in solving problems. With the help of the creativity and logical thinking they solve the
issues or problems which arise among team members.
Monitors: They monitor other team members and understand their weakness and accordingly
provide them support so that they work effectively.
Team worker: These are workers how focus on developing healthy environment through which
member work freely and with full energy towards the achievement or organizational goals and
objectives (Panaretto, Wenitong and Ring, 2014).
D3: Alternative strategy to improve the performance of employees
In order to improve the work and development needs employees, management should
provide them training. Development and training are very helpful in understanding the roles and
responsibilities which has to be performed by each employees. But before providing employees
training, management should monitor all the employees and understand the areas in which they
lack. According to the areas in which they lack, they should be provided training so that they
could perform more effectively (Joyce and Kinnarney, 2014). This is the best way that
organization could do to improve their efficiency. Each and every employees possess different
set of skills and through training they would be able to enhance their skills, knowledge,
understanding and capabilities. Moreover, they would be able to understand their customers
more easily and they would be able to satisfy them.
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REFERENCES
Books and Journals
Kurtz, L.F., 2014. Recovery Groups: A Guide to Creating, Leading, and Working with Groups
for Addictions and Mental Health Conditions. Oxford University Press.
Panaretto, K.S., Wenitong, M. and Ring, I.T., 2014. Aboriginal community controlled health
services: leading the way in primary care. The Medical journal of Australia. 200(11).
pp.649-652.
Joyce, P. and Kinnarney, P., 2014. Leading change as a professional: working across boundaries.
Action Learning: Research and Practice. 11(2). pp.167-178.
Fowler, S., 2014. Why Motivating People Doesn't Work... and what Does: The New Science of
Leading, Energizing, and Engaging. Berrett-Koehler Publishers.
Mishel, L., Bivens, J. and Shierholz, H., 2012. The state of working America. Cornell University
Press.
Fenwick, J. and Elcock, H., 2014. Elected mayors: leading locally?. Local Government Studies.
40(4). pp.581-599.
Miller, W.R. and Rollnick, S., 2012. Motivational interviewing: Helping people change.
Guilford press.
Keltner, B., Finegold, D. and Team, L.Y., 2012. Adding value in banking: human resource
innovations for service firms. Image.
Online
Qualities of a Leader. 2011. [Online]. Available through:
<http://www.forbes.com/sites/tanyaprive/2012/12/19/top-10-qualities-that-make-a-great-
leader/#3b4c22e73564>. [Accessed on 28th January 2016].
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