Business Research Plan: Leadership Issues in Hotel Industry Analysis

This business research plan investigates leadership issues in the hotel industry. It begins with an introduction highlighting the importance of robust research plans and the impact of leadership on organizational culture and performance. The report identifies the core problem as a lack of effective leadership, leading to issues such as unclear direction for employees, ineffective communication, and challenges in building a united team. The plan outlines four primary practices: leadership roles and traits, employee empowerment, flexible working systems, and data collection and analysis. A literature review emphasizes the role of leaders in setting objectives and driving change within the organization. The methodology includes surveys and interviews to gather primary data from employees and managers. The report also addresses the challenges faced in data collection due to employee reluctance and proposes using online portals to improve participation. The plan concludes with an estimated cost analysis and a timeline for implementation.

Running head: BUSINESS RESEARCH PLAN
BUSINESS RESEARCH PLAN
Name of the Student
Name of the University
Author note

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Table of Contents
Introduction......................................................................................................................................2
Research Problem............................................................................................................................3
Primary Practices.............................................................................................................................5
Literature Review............................................................................................................................6
Methodology....................................................................................................................................6
Data Obtained..................................................................................................................................8
Findings and Importance...............................................................................................................10
Estimated Cost...............................................................................................................................11
References......................................................................................................................................12
Appendix........................................................................................................................................15
1. Survey questionnaires distributed to the employees offline and online....................................15
2. Interview Questions...................................................................................................................18

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Introduction
Every business needs a robust research plan to carry forward its work aligning with the
social issues and business policies (Burton 2015). Most of the organizations spend a handsome
amount on getting the most of this business plan to incorporate new strategies that would
transform the work culture and values of that organization. The society where it operates is
generally the learning area for any organization. The company might be, functioning physically
within that range of the society but initially it faces continuous challenges from various areas that
creates a pressure on the business attitude of that particular organization. Therefore, the
organizations need to clarify with few of the internal issues that are affected by the external
forces to maintain a good rapport with all the company’s stakeholders and that would support the
objectives to keep moving with the work system (Hogan 2017). In a hotel industry, it is the
hardest fact that employees face dominance more than leadership. While positioning mangers at
certain ranks the management from the corporate levels forget how well can they be measured on
the scales of interpersonal communication People at their levels usually diminish the thin line
between the dominance and the leadership. To maintain this, one must be high on the cognitive
abilities. To run any organization, leadership qualities inculcated in the corporate governance is
mandatory. On the contrary, dominance can cause disastrous effects on the corporate
governance, managing employees and operating company operation in various business units.
This is purpose and aim of this business research plan to finally find out the core problem of this
business structure and leadership and also why it is the most important element in any
organization to be present, the four essential primary practices that are important to deal with this
research problem. An outline of the problem to be discussed upon, closely in the literature
review with proper situational analysis, the survey sample and data collection methods which is

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highly effective for the organization (Demirtas 2015). Lastly, the plan will provide an estimated
cost in the terms of financial aspects and the timeframe.
Research Problem
The problem is the issues about leadership in the hotel industry structure. Organizations
in the contemporary days face huge challenges in the market due to the lack of efficiency in
leadership. The leadership is important to be present as companies need to frame strategies for
various units to carry out the operations (Blanchard 2018). Framing strategies in the corporate
governance and various works that involves the strenuous mental ability has the involvement of
the leadership. Here the problem is however there is no proper guidance in the leadership to the
organization and no clear direction for the work performance of employees. The structure of the
organization is supposed to set critically with the distinguished leadership roles. A company has
to go through many such challenges where they have not met the requirements and that is due to
the leadership problems (Demirtas 2015). There is no ultimate vivid direction to the employees
and unidentified mission and vision statements signifies the less effectiveness of leadership in an
organization. The problem is the corporate leaders rarely sits on discussions regarding the
strategy implementation. As a result the business strategies and policies remain unrevealed and
unclarified to most of the employees. The flow of communication in order to understand the
message gets failed. Thus is due to inefficient leadership and execution of employee
performance. Another problem due to the absence of leadership is, building up a team united
with thoughts. This is one of the biggest challenge if the team members do not have the united
thoughts and that will affect the research and development areas of organization (Kim, Im and
Hwang 2015). This in return reduces the employee potentiality and increase demotivation. The
united team can create the best responded results but there must be a common understanding of

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the group dynamics. The good leadership can create a strong team dynamics as it will teach the
members to work together towards the attainment of a common objective. The leadership
problem in an organization is the most common challenge in an industry (Ghasabeh, Soosay and
Reaiche 2015). The organizations usually encourages leadership to get the best out of its
employees and to increase their productivity.
The small to medium sized companies face the leadership issues the most as getting
people with strong leadership skills is rare to find and retaining that in near future has become
next to impossible. People chosen as leaders often lack in sharing the information to others in
organization, fail to take immediate and effective decisions, often stay among individual silos
which leads a company to under produce. Without leadership companies often fail to identify its
core competencies. Often due to lack of proper leadership skills employees cannot approach
many effective stakeholders for a good networking. As a leader, managing a company needs a
decisive and analytical thinking and amalgamation of many more skills. Without a leader, there
would be baseless communications in the organization. This is another effective problem seen in
companies where leaders create an environment uncomfortable for the employees to work
(Boella 2017). The powers and authorities enjoyed by leaders erode employees’ sentiments and
motivation to work or either the situation gets so lenient which makes an employee disinterested
for the job. The leaders do not come out clear with the thoughts about employees’ skills and
abilities, constructive plans and strategies and honesty and integrity among the team members.
The awareness is a responsibility of the leaders and without effective leadership
employees are least aware of their company’s policies and strategies. Leaders are responsible to
work with the teams and keep them updated with every sort of knowledge without ambiguity in
thoughts. This is the common problem faced in most of the organization who unfortunately

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cannot employ good leaders who can work in the favor of the company’s productivity. The
overall problem lies in the motivation of the employees, unidentified vision, disengagement of
the team members and other employees with the work and conduct of organization, losing
concentration and commitment of goals and enabling risk taking abilities for the extra portion of
revenue (Aggarwal and Padhan 2017).
Primary Practices
The four primary practices that closely worked for this research and are relevant
discussed below:
 Leadership roles and traits
 Employee empowerment
 Flexible working systems
 Data Collection and Analysis
These four practices are closely related to this business research plan as the first one is the
leadership traits and responsibilities that one needs to show in the organization. The leadership is
everything that works for the company (Jaiswal and Dhar 2015). It is a big role to play for the
people who are positioned as the noted leaders of a company and lack of this leadership is the
major research problem in this report. Secondly, employee empowerment is a good trend in
organization but that should be limited and checked by the company leaders. The third practice is
the flexible working culture which seems to be problematic for majority employees as they have
other responsibilities besides the job to manage. Lastly, data collection method which is the
important practice taken place that covers overall thing to gather and analyze to get inferences.

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Literature Review
To have a leader in an organization is like having a visionary person who can set the
objectives for the organization and thinks to lead that in the near future. One who has the goals to
reach the zenith in that particular company. The leaders are eminent part of a company who
sacrifices their strength to bring the most capable changes and provide constant support to the
employees (Tseng et al. 2015). The business research plan is focused on a singular research
problem and that is the problem of leadership in the hotel industry. The hotel industry or
hospitality sector are service oriented and requires proper talent management and guidance to
provide the best ever services. The effective leaders can bring out this change in that industry for
better work performance. Lac of leadership can be the reason to ruin the industry in no time
(Uhl-Bien and Arena 2017). There are competitors everywhere and in this stern business
environment sustainability is the key intention. The company that shows the maximum
leadership are the frequent finders of their core competencies which depends either on the cost
reduction or the product differentiation. The right strategy implemented on the right time and
rightly placed are key responsibilities of the leaders in an organization. This is better understood
when employees confessed about the company situation without proper leaders. The company
facing challenges and issues which it needs to be verified before its gets dissolved. The intention
of the submission of this business research plan is to recommend and showing the mirror to the
organization to improve or start implement strong leadership roles.
Methodology
To understand the research problem of leadership in the hotel industries and regarding the
structure of the organization, a suitable survey has been conducted. The research plan has been
done on the problem of leadership that is there in the organization and for this reason it has to

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face harsh consequences (Çelik, Dedeoğlu and Inanir 2015). The lack of leadership organizations
fail to come out with its competencies in the market and therefore cannot sustain among the
competitors. Everything nowadays can be aligned with the leadership aspects and this has been
the global reason in organizations for growth and development. In the corporate evolution, from
the very beginning has made the differentiation with the changing global leadership and for that
reason, to this survey has been conducted among the employees and management to understand
even better what problems they are facing due to the lack of leadership and how it impacts their
working styles and performance (Bachmann 2017). How has been their working experience
throughout and now what changes would the like to confront in the organization or are they
really satisfied with the current business scenario and the working culture.
To carry forward this study, certain methods have been implemented. The best way to
conduct the research is to track the employees and know about their personal experiences and
inputs via the primary methods (Jaiswal and Dhar 2015). The primary method used here
comprised of the questionnaires distribution among the teams for ever team members and also
have been distributed among the managers and eminent leaders of the company. The interest to
fill up the questionnaire sheets varied from employee to employee. The lower rank employees
somehow took the interest to fill up the forms but few were not sure about why they have been
questioned in such a way. Few employees were group and did refuse to fill up the forms. The
second method that was used for this particular study is the interview rounds with the team heads
and supervisors and top level managers. Through this interview many issues got cleared and
many resolutions have come out (Çelik, Dedeoğlu and Inanir 2015). When they were asked
about how are they feeling about the current working environment they were not sure what to
answer. As they are headed by the corporate governance, so they were frightened to disclose

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many of the facts and many denied to actually fill up the questionnaire as it has no privacy for
the answers and options they select. This is the reason, why another method has been
incorporated along with all these is creating separate online portals for every employee and
sending them across the questionnaires along with the online interview questions. These were the
few methods of primary data that were included to extract the information from the employees
about the company for carrying out research plan successfully (Luo, Marnburg and Law 2017).
This is the best method as it provides the maximum opportunity to meet and talk to the
employees. This involves taking personal views and opinions from the employees. This provided
immense time to spend with the employees and got to know their perceptions about the ongoing
working culture. It has been found that, apart from these methods in primary data collection,
talking to them personally many data and information have been collected. Many facts have been
revealed about the problems faced by them due to the lack of leadership. There were many
employees who have worked for 10 long years or more than that and till the initial 3-4 years they
were not been clear about the company policies. In fact, the strategies that are implemented on
them seems to be too rigid or at times too flexible (Patiar and Wang 2016). This way they have
faced a lot of challenges and some have developed disinterest for the employment. Few others
are working for the handsome pay despite having lot of issues in the management regarding the
leadership.
Data Obtained
The data obtained through this study is the report on the questionnaires filled by the
employees and also answered online questionnaires. Most of the questions were set in simple
terms with the effect to extract the maximum information and data. Most of the questions are
kept open ended so that better descriptive answers can be extracted from employees on various

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aspects (Çelik, Dedeoğlu and Inanir 2015). Rest were the close ended questions which were just
asked to poll the positive and the negative replies. The questions were decipher even by the local
staffs of employees and were kept simple. The data was collected on the priority basis with the
help of the primary data collection method. The information via the questionnaires revealed that
the employees have not instructed properly to serve the customers. They have given over
autonomy and as a result they do not even know what to use as a strategy. It totally depends on
them what kind of strategies they are using but later when they failed to meet the requirement
they are have to pay penalties. The information were also revealed that no proper communication
channel was maintained among the team members (Hogan 2017). There were no regulation and
proper mobilization of the leaves and week offs for individual employees. No proper employee
direction were given to them as leaders have least knowledge on planning strategies for the
company. This has reduced the motivational level of employees towards work. Moreover,
leadership activities such as workshops, seminars and other training programs were least
happened in the organization premises. Employees are keen to perform their part on various
platforms but as per their report on the questionnaires they barely get opportunities to show their
talents. As per the employees, they have no CSR activities directed from their company which is
again one of the leadership initiatives (Holten and Brenner 2015). Majority face challenges in
approaching themselves to company board meetings. They face challenges in expanding network
in the external business environment as they have not been trained that way. They lack the
leadership guidance from the top management level. They want to complain about these issues
but for that even they need to know the process to proceed their complaint applications. As per
the questionnaires it is very clear that most of the employees are dissatisfied with the company
having no proper leadership roles and responsibilities as they are the first to suffer being

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unproductive throughput their process (Demirtas 2015). They are in shortage of the measurable
growth in the organization for which once they have entered here. Through the interviews
information like the treatment of leadership is known. As per the managers, some were proud to
have this autonomy and flexibility. Few said that they are conditioned to work in this culture as
they have to do what ultimately they are asked to do. Rest said that, the roles and responsibilities
are distributed and everybody has to pick up their tasks and no such uniform allocation of jobs is
done. The online reviews and questionnaires have somehow revealed that, the leaders are not
enough educated and trained as to function in corporates. Leaders are ineffective and few work
as per the old management principles which is not upgraded for the modern business and
contemporary management challenges (Blanchard 2018). As per the data collected not all
managers are experienced on the strategy making and taking effective decisions.
Findings and Importance
The key findings of the data collected and analyzed is that the company needs proper
leaders to carry on the business activities, to plan out the strategies and implement that on its
employees and to stay sustainable in the business environment (Kim, S.S and Hwang 2015). The
importance of the strict and proper leadership is required in every organization. This is because
without the appropriate leaders a company and its employees are out of guidance. Employees
only have talents with them to apply and do the job. On the contrary, people who are made the
leaders in an organization are responsible to channelize those employees and utilize their talents
for the profit maximization of the company. Leaders are there to support employees in order to
smooth functioning of the performance and also taking care of the employee requirements and
grievances. Leaders are there for constant motivation of employees and retaining them in the
company for long term association (Herman 2016).

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Estimated Cost
This process of carrying out the business research plan is relatively costlier than any other
business research proposals. This report has been prepared in a way to be submitted to the
organization intending to make some useful suggestions that would be profitable to implement
for the organization (Demirtas 2015). The identification of limitations regarding the required
leadership roles within an organization to function various units required hefty investments of
finance. The estimated time to prepare questionnaires in order to extract information and analyze
them, online review and collection of feedback squanders lot of time. Not just this, but the most
time consuming is the interview process done with the managers and top level executives as they
have been interviewed personally without any peer discussion before and after the interview
session.

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References
Aggarwal, D. and Padhan, P.C., 2017. Impact of capital structure on firm value: evidence from
Indian Hospitality Industry. Theoretical Economics Letters, 7(04), p.982.
Bachmann, B., 2017. Ethical leadership in organizations. Concepts and Implementation. Chem,
Switzerland: Springer, Int. Publishing.
Blanchard, K., 2018. Leading at a higher level: Blanchard on leadership and creating high
performing organizations. FT Press.
Boella, M., 2017. Human resource management in the hotel and catering industry. Routledge.
Burton, L.J., 2015. Underrepresentation of women in sport leadership: A review of
research. Sport management review, 18(2), pp.155-165.
Çelik, S., Dedeoğlu, B.B. and Inanir, A., 2015. Relationship Between Ethical Leadership,
Organizational Commitment and Job Satisfaction at Hotel Organizations. Ege Academic
Review, 15(1).
Demirtas, O., 2015. Ethical leadership influence at organizations: Evidence from the
field. Journal of Business Ethics, 126(2), pp.273-284.
Demirtas, O., 2015. Ethical leadership influence at organizations: Evidence from the
field. Journal of Business Ethics, 126(2), pp.273-284.
Ghasabeh, M.S., Soosay, C. and Reaiche, C., 2015. The emerging role of transformational
leadership. The Journal of Developing Areas, 49(6), pp.459-467.
Herman, R.D., 2016. Executive leadership. The Jossey-Bass handbook of nonprofit leadership
and management, p.167.
Hogan, R., 2017. Personality and the fate of organizations. Psychology Press.

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Holten, A.L. and Brenner, S.O., 2015. Leadership style and the process of organizational
change. Leadership & Organization Development Journal, 36(1), pp.2-16.
Jaiswal, N.K. and Dhar, R.L., 2015. Transformational leadership, innovation climate, creative
self-efficacy and employee creativity: A multilevel study. International Journal of Hospitality
Management, 51, pp.30-41.
Kim, H. and Kim, B.G., 2015. Economic impacts of the hotel industry: an input-output
analysis. Tourism Review, 70(2), pp.132-149.
Kim, S.S., Im, J. and Hwang, J., 2015. The effects of mentoring on role stress, job attitude, and
turnover intention in the hotel industry. International Journal of Hospitality Management, 48,
pp.68-82.
Liang, T.L., Chang, H.F., Ko, M.H. and Lin, C.W., 2017. Transformational leadership and
employee voices in the hospitality industry. International Journal of Contemporary Hospitality
Management, 29(1), pp.374-392.
Luo, Z., Marnburg, E. and Law, R., 2017. Linking leadership and justice to organizational
commitment: The mediating role of collective identity in the hotel industry. International
Journal of Contemporary Hospitality Management, 29(4), pp.1167-1184.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Nieves, J. and Segarra-Ciprés, M., 2015. Management innovation in the hotel industry. Tourism
Management, 46, pp.51-58.
Northouse, P.G., 2018. Leadership: Theory and practice. Sage publications.

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Patiar, A. and Wang, Y., 2016. The effects of transformational leadership and organizational
commitment on hotel departmental performance. International Journal of Contemporary
Hospitality Management, 28(3), pp.586-608.
Rosenbach, W.E., 2018. Contemporary issues in leadership. Routledge.
Rosenbach, W.E., 2018. Contemporary issues in leadership. Routledge.
Tseng, M.L., Lin, Y.H., Lim, M.K. and Teehankee, B.L., 2015. Using a hybrid method to
evaluate service innovation in the hotel industry. Applied Soft Computing, 28, pp.411-421.
Uhl-Bien, M. and Arena, M., 2017. Complexity leadership: Enabling people and organizations
for adaptability. Organizational Dynamics.

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Appendix
1. Survey questionnaires distributed to the employees offline and online
1. What is your name?
2. How many years have you spent in this organization?
 0-2 years
 3-5 years
 6-8 years
 8-10 years
 10 years and above
3. How was your work experience within the company premises?
 Very good
 Good
 Neutral
 Bad
 Very bad
4. What are the common issues among your colleagues?
 Lack of Clarity in speech
 Lack of understanding
 Lack of unitedness
 Lack of knowledge
 Lack of Culture
5. How do you feel about the behaviour of your colleagues?
 Excellent

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 Very good
 Satisfactory
 Aggressive
 Ignorance
6. What challenges do you find among the leaders?
 Lack of motivation
 Unidentified goals
 Lack of integrity
 Lack of decisive minds
 Ineffective communication flow
7. How do you feel about the behaviour of the leaders?
 Excellent
 Very good
 Satisfactory
 Aggressive
 Ignorance
8. How effective is the organizational structure?
 Very effective
 Effective
 Neutral
 Less effective
 Ineffective
9. How effective is the communication flow in your organization?

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 Very effective
 Effective
 Neutral
 Less effective
 Ineffective
10. Does your supervisor supports you?
 Yes
 No
11. Do you lack motivation?
 Yes
 No
12. How frequently are the corporate decisions imposed on you?
 Very frequently
 Frequently
 Neutral
 Less Frequently
 Rarely
13. How frequently the organization changes its strategies?
 Within 1 year
 Within 2 years
 Within 3 years
 Within 5 years
 None

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14. How long a strategy usually sustained in this organization?
 2 years
 5 years
 8 years
 10 years
 None
15. Does it have appraisal policy?
 Yes
 No
2. Interview Questions
1. What are the usual shift timings employees have in this organization?
2. What is the average number of employees this organization has?
3. What are the basic policies does your company have for the employees?
4. What is the retention rate of employees in your organization in past 5 years?
5. What basic amenities and facilities you provide to your employees?
6. How have you planned the schedule for each team on the floor?
7. What are the group dynamics your organization supports?
8. What measures do you take to implement the talent management among the employees?
9. What measures does your organization has for the reserved category employees?
10. How frequent do you provide trainings and sessions to your employees?
11. What are the different levels of appraisal programs available for employees?
12. Do you practice CSR activities?
13. How do you plan the strategies for implementing new plans in organizations?

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14. What mediums you implement for maintaining a strong communication flow?
15. What decision models do you use for effective decision making?