Comprehensive Leadership and Management Report: Nadler Hotel Analysis

This report delves into the interconnected concepts of leadership and management, emphasizing their critical role in organizational success, particularly within the hospitality industry. It examines the relationship between leaders and managers, highlighting the importance of employee motivation and engagement, as evidenced by the case study of Nadler Hotel. The report explores various leadership theories, including situational leadership and contingency theory, and their practical applications in addressing challenges such as employee turnover and absenteeism. It analyzes the importance of communication, adaptability, and strategic solutions for effective leadership and management practices. The report provides recommendations for practical business solutions, stakeholder engagement strategies, and a career development plan to enhance organizational performance and employee satisfaction.

ACADEMIC AND CAREER SKILLS

TABLE OF CONTENT
PART 1............................................................................................................................................3
1. Introduction to the business topic of leadership and management.....................................3
2. Exhibiting the relationships and linkage between the concepts, theories and best practices in
the selected business topic of leadership and management....................................................4
3. Critically analysing the obtained data by building an evidence that indicate the current
debate and best practices from a broad range of sources.......................................................8
4. Recommendations and justification of practical business solutions for leadership and
management............................................................................................................................9
5. Proposition for a befitting strategy of communication and stakeholders engagement.....11
PART 2..........................................................................................................................................13
INDIVIDUAL REFLECTION.............................................................................................13
Description:..........................................................................................................................13
Feelings:...............................................................................................................................15
Evaluation:............................................................................................................................16
Analysis:...............................................................................................................................16
Conclusion:...........................................................................................................................17
Action Plan:..........................................................................................................................17
REFERENCES..............................................................................................................................18
APPENDIX....................................................................................................................................20
Career Development Plan (CDP).........................................................................................20

PART 1
1. Introduction to the business topic of leadership and management
Leadership and management are defined as two utmost important concepts in each and
every organisation where both the terms are largely related to one another. In context to which,
the success of the establishments is entirely dependent on a hand to hand approach of both these
terms. With reference to which, it is important for both the leaders and managers to maintain a
steady relationship with their respective staff members where they can collaboratively work
together in order to achieve the set targets and goals of their enterprise (Adzei. and Atinga,
2012). Both these concepts despite of their enumerable differences relies upon a basic agenda of
taking care of their employees. This will in turn influence the quality of the operations carried
out by the workers where they will significantly refer to operate in a much productive manner. It
will consequently benefit the supposition of entire organisation where they will be able to make a
timely completion of their aimed objectives.
The current report is based on an analogous theme of leadership and management with a
major consideration of retaining the efficient staff members in the enterprise to continue their
occupational term for a longer time period. It is basically in association to an envisioned state of
lower motivation level in employees that is subsequently resulting in augmenting their turnover
rates by together raising their absenteeism ratio. Such work associations often tends to degrade
an apt positioning of an establishment where the employees are continually supposed to operate
with a discontented sense of accomplishment (Bratton and Gold, 2012). It is therefore important
for the managers and leaders to understand such prevalent situation of their workplaces by
constantly interacting with their subordinates. It is basically to address the developmental needs
of the employees that could encourage them to work in a standardised way by together meeting
their level of satisfaction. A profound hospitality firm named Nadler Hotelhas been taken into
valid consideration for determining their opted methodologies of leadership and management.
Nadler HotelHotel is referred to be a flagship brand of Nadler HotelWorldwide where it is
widely knowing for its large base of hospitality services at a global level.
With a foundation year of 97 years, it has extended its business with over 570 hotels all
around the world. In context to which, it is dealing with near about 165, 000 number of
employees with a strict procedural for hiring proficient individuals. Leadership and management

are thus referred as a vast consideration of the appointed set of employers over here where they
are always thriving towards a successful attainment of their organisational goals and targets
(Dörnyei, 2001). Though, there exists a conceptual difference among the accredited norms of
both these terms with a distinct set of leaders and managers at the workplace. Both of them
however operates with a similar acquisition of accomplishment with a distinguished perspective
towards handling the workforce. Leadership is however referred to be a less authorised role with
that of the managerial position who are more bound to utilize their influential orientation. In
context to which, leadership is demonstrated to be an ability of influencing their allotted group
members towards a prior achievement of organisational goals.
In negation to which, management describes a mere usage of authority that is inherited in
their deputed position that signifies a formally ranked position at the workplace. With reference
to which, they are hereby required to acquire the compliance from their respective members in
the organisation. In relation to which, it has been referred that a managerial position exists with
an immense formulation as compared to the concept of leadership. It is where the leaders are
hereby allocated with some definite teams to handle and manage the respective work related
agendas of their group members (Guha, 2010). Another vital point of differentiation is where the
leaders being in a similar position of employer is needed to report the upper administrative
bodies. In contrast to which, the employees directly reports to their respective set of leaders with
no direct interaction with the managers. A leader is thereby required to make greater contribution
in assimilating the workers to timely achieve their respectable goals and objectives by together
operating in a standardised format of work. However, the mangers are also required to make
such compliance that largely support the leaders to work with a prior sense of collaboration.
2. Exhibiting the relationships and linkage between the concepts, theories and best practices in
the selected business topic of leadership and management
Despite of so many differences, there exists some vital similarities among both these
concepts of leadership and management where both of them persists under a common
circumstance to timely achieve the framed aims and objectives of their establishment. Nadler
Hotelenterprise is also based upon a correspondent environment of work where their appointed
leaders and managers are required to work with an obligatory sense of incorporating with their
employees (Herzberg, Mausner and Snyderman, 2011). It is however with another mandate sense
of fulfilling the liable needs and demands of their workers where a contented worker is evident to

responsibly carry out the delegated assignations in a standardised form. This will in turn result
into enhancing the productive nature of Nadler Hotelby which they can also tend to escalate their
profitability scale by covering tremendous shares and revenues in their functional marketplaces.
Nadler Hotelis recently operating at a worldwide level with large number of workforces to
handle their enlarged work operations. This necessitates their employers in both managerial and
leadership positions to precisely address the preferential requisitions of their subordinates. It is
on referring to the set composition of management and leadership, it has been ascertained that
managers and leaders are required to work with similar sort of roles.
It is where they are hereby required to make continual alignments in their opted tact of
direction. This is basically in context to the leaders where they are hereby required to adopt an
amiable measure for directing their group-mates in such a way that only tends to boost up their
confidence level. In regard to which, the managers are hereby required to control their resources
in such a way that tends to attain the oriented tactic of leaders. This proves the interlinked
concoction of both these percepts where management is a part of leadership and leadership is
also a vital portion of management (Kremer and Hammond, 2013). Thence, it is infeasible to
work with a single constituent out of both and as a result to which, Nadler Hotelis also required
to inculcate both these practices in their day to day operations. It is with a leading deliberation of
lowering the occurrence of employee turnover ratio by together reducing the rate of absenteeism
at the workplace. In relation to which, there exists distinct styles of management and leadership
that can be adopted by the appointed set of managers and leaders to aptly handle their respective
workforces in a most feasible way that also tends to fulfil their identified level of gratification.
It is with a prior assumption of an intact theory of leadership where the appointed leaders
of Nadler Hotelcan hereby refer to opt for a profound theory of situational leadership that
corresponds with the transactional style of leading individuals in a guiding way. This leadership
theory has been evolved in the late years of 1960's by a famous researcher named Paul Hersey
that tends to enable all those individuals who depicts a leading position at the workplace
(Maslow, 2013). In context to which, this can also be referred by the administrative bodies of the
enterprise where this model is based upon three conceptual frameworks. These are referred to
some common situations of a leader or manager where they are often envisioned to face three
distinct type of situations at the workplace. These dimensions are-

 The magnitude of direction and counselling that is required to be given to the
subordinates.
 It is along with a proper ratio of societal and emotional support that is needed to be
render by the leaders and managers (Noltemeyer, Bush and et.al., 2012).
 It is with an eventual consideration of the leaders and managers where they are hereby
required to determine the readiness level of their employees that they are displaying
while performing their respective assignations.
It is as per the stated clause of a Paul Hersey where a situational leader is a person who
addresses the factual concept of influencing an individual's behaviour as an event rather than
stating it to be a mere procedural method (Williams, 2008). It is where almost all sort of leaders
are primarily required to possess some vital abilities in them to position themselves at such
responsible position of leadership. Wherein, a situational leader is especially needed to comrade
with four core competency levels that are as mentioned below-
1. Diagnose- It is a foremost consideration of a manager and leader where they are
hereby required to make a primary identification of the pertinent situation at the
workplace. It is basically to analyse the requisite change in their existent format of
operations by together analysing the situation that they are attempting to influence.
2. Adapt- It is yet another mandatory attribute of adjustment where both set of leaders
and managers are hereby required to align themselves as per the changing modes of
business that they are referring to bring into their workplace. It is with a
fundamental concern of reacting as per the contingent situation at the workplace
where they are also required to convince their respective set of subordinates for the
same (Chand, 2016).
3. Communicate- It is yet another indispensable step in which the leaders and manager
are hereby required to make a substantial interaction with their teammates and other
group members to communicate the situational context of their workplace. It is
basically to implement vigorous strategy of change management where all of them
can cooperatively operate as per the changed criterion of work. Both the leaders and
managers are hereby required to choose some effective measures of communication
by which they can easily refer to convince others to accept the modified work trend.

4. Advance- It is an ultimate stage of progression where the leaders and managers are
hereby required to work in an impulsive way by which they can efficiently manage
the obliging change at the workplace (Adzei and Atinga, 2012).
It is where the situational leaders mostly prefers to operate under a simplified and flexible
concept of work where they are required to conquer proficient tools and methods to handle
varied demands of their diversified workforces. Apart from this, they are together required to
manage their global evolutions at distinct marketplaces with an adaptable attitude towards work
(Bratton and Gold, 2012). In context to which, the situational model of leadership is evident to
assist the leaders and managers of Nadler Hotelto detect the most imperative workplace
challenges. With a more specific context, situational model of leadership is proven to drive the
force of behavioural change in the employees by together building a sustainable environment of
work.
However, on depicting yet another theoretical approach in context to the elected business
topic of management and leadership, the contingency theory of management is referred to be the
most considerable method of leading the people of the organisation. It together matches with the
preceding style of leadership that was based on a situational context (Pujari, 2016). Likewise, the
contingency theory of management is also evident to aid the manager to act as per the dependent
clause of workplace that is largely affected by both intrinsic and extrinsic factors of an active
marketplace. Nadler Hotelis presently working with a diversified set of employees who belongs
to different socio- cultural sets.
The appointed set of managers and leaders in the cited entity are thereby required to
consider such dependent factors that is a resultant outcome of their employee's work depiction.
This is referred to be a foremost context of a contingency approach where it is referred to be the
most optimal style to handle the workforce as per the pertinent situations of the market (Dörnyei,
2001). It is where this applied strategy of contingency approach necessitate the managers to
consider the internal and external constraints of business. With reference to which, they are
hereby required to build accordant strategies for handling the workplace. There exists some
universal assumptions of contingency theory of management where it is a fact that a single
measure is often not suitable for all.
In regard to which, the managers are hereby required to collate varied other methods and
principles to structure their work related policies. For which, they should together refer to make

an in- depth analysis of all pertinent situations of their workplace that could impact upon the
motivational level of employees in Hilton. It is hence considered to be a prime concern of the
manager of the quoted firm to make a unique identification of each of their team members where
they are mostly desirable to have distinct set of characters (Guha, 2010). By this way, the
mangers of Nadler Hotelwill be affluently able to resolve the exiting problems that showcase
different reasons of occurrence. This will also tend to modify the adopted styles of leadership
where the appointed set of managers in Nadler Hotelmay either refer to apply an autocratic or
democratic style of leadership.
Beside this, the contingency theory of management is also proven to be a great assistance
to the mangers in identifying distinct dimensions of human to closely analyse their manpower
resources. By which, they can hereby tend to resolve the occurrent problem of high turnover
ratio with greater rates of absenteeism at the workplace (Herzberg, Mausner and Snyderman,
2011). In addition to which, this adopted methodology is also referred to support the managers in
increasing their effectiveness in quickly resolving any work related problems. It is with a prior
assistance of this style where they are continually referring to different situational context with
an outspread practice of resolving them on due period of time.
3. Critically analysing the obtained data by building an evidence that indicate the current debate
and best practices from a broad range of sources
This section is to critically evaluate the above concentrated statistics that has evidenced
the recent argument of Nadler Hotelwhere their employees are hereby dealing with a
demotivated consent of work. In context to which, the organisation is in turn facing high
turnover ratio of their employees with a high rate of absenteeism. The above portion of the report
has thereby identified some considerable practices of leadership and management with a strategic
consent of handling the workforces. With reference to which, Kremer and Hammond (2013) has
explicated the situational model of leadership to associate with the contingency theory of
management. It has been determined to aid the both set of employers to adopt such affluent
practices by which they can reliably handle their workforce. A leading consideration of both
these formulations was to operate as per the pertaining state of the workplace by clearly
interpreting the humanistic dimensions of the workers (Kremer and Hammond, 2013). In context
to which, an altering approach of governing the workers is referred to be the most helpful mean
to keep them satisfied.

A transactional style of leadership is hereby referred to be the most supportive way by
which both the managers and leaders of Nadler Hotelcan guide their respective set of employees
to work as per the analogous criterion as stated by Maslow (2013). A transactional leadership
greatly contributes to intensify the fulfilment level of employees where it together corresponds
with the applied tactics of situational and contingency abstractive models. As a result to which,
both set of managers and leaders in Nadler Hotelhereby tend to use a dual method for treating
their employees. It is by either rewarding them for an appreciable work or by punishing them for
an atrocious work performance (Maslow, 2013). A contingent reward system is referred to be the
most amplified tact for rewarding the workers for their great work performances that also tends
to motivate them towards a prior attainment of organisational goals and objectives. It is thereby
referred to be a greater source of motivation where this format of leadership tends to give both
social and personal identity to the organisational members. Such personal and professional
development in turn help the managers and leaders In Nadler Hotelto encourage their
subordinates for a timely accomplishment of organisational goals and targets that associate with
their envisioned missions as well.
4. Recommendations and justification of practical business solutions for leadership and
management
It is basically to recommend the superior authorities of Nadler Hotelto adopt such
feasible practices that could help them to sustain a maintained relationship with their workers. It
is mainly in context to implicate such amiable practices of leadership and management where
they can consequently succeed towards their leading business agenda. It is with another need
base consideration of reducing the employees turnover ratio at the workplace by together
lowering their exaggerated ratio of absenteeism (Williams, 2008). It is however forecasted to be
a major reason of demotivation that is presently being dealt by their appointed set of workers. In
relation to which, they should hereby adopt some significant measures to gratify the likely
demands of their employees. It is by altering their present mode of transactional leadership
where they can hereby refer to assimilate some additive elements in it. This is basically in
context to the contingent system of rewarding the employees where they can implicate a dual
mean of rewards with both fiscal and non monetary means. It should however reflect the factual
necessity of their workers where they can hereby tend to a strategic method of rewarding the
workers with a clear identification of their actual requisitions.

Maslow's need hierarchy theory is referred to be a considerable model over here that
could viably assist the supervisors of Nadler Hotelto make a primary analysis of their employees
realistic attitude towards work. This abstractive framework is composed of total five basic
dimensions, as delineated below-
1. Self actualisation- It is a foremost measure that imply those individuals who gives a prior
preference to their self fulfilment needs while working in an organisation. Nadler
Hotelwith a similar set of consideration should hereby give a significant chance of
showcasing their distinct set of talent to such type of workers. Employees with such kind
of work attitude can be gratified via non financial measures of reward where they can be
ranked at top level positions as per their considerable work performances.
2. Esteem- It is yet another stage of this model in which the appointed managers and leaders
of Nadler Hotelare hereby required to comprehend the self esteem needs of individuals
who possess an emotional nature (Zoglowek and Aleksandrovich, 2013.). Such type of
workers gives a significant preference to their self accomplishment with another major
concern of elevating their reputable position at the workplace. A non monetary reward
with higher grade and work responsibilities is hereby referred to be an adequate mean to
gratify such employees in Hilton.
3. Belonging- This type of employees are evident to influence by amiable relationships at
work that often tends to be a major reason behind continuation of their occupation at a
similar establishment despite of facing enormous work related issues. Nadler Hotelfor
such sort of employees should allow them to make informal yet decent work based
relationships at the workplace where they can make friendly conversations with one
another. It should be however based upon a need base measure of relaxing in a stressed
surrounding of work.
4. Safety- This level defines yet another nature of those individuals who are more concerned
about the guarding amenities of their workplace (Gautreau, 2011). In context to which,
Nadler Hotelshould hereby comply by such health and safety measures that provide a
secured outlook to their workers with a special possession to such natured individuals.
5. Physiological- Employees at this level are obsessed about their basic necessities to lead a
fulfilled lifestyle. Nadler Hotelby considering this type of employees should refer to

frame considerable policies of wages and remuneration that tend to satisfy the elementary
needs of their workers.
Furthermore, the appointed set of managers and leaders can hereby refer to make a
significant use of democratic style of leadership by associating it with their transactional mode.
This will help them to make a prior discussion with their employees as a mean of referring to
their distinct set of ideas and incorporating the same in their adopted work procedurals (Riley,
2016). This will not only motivate the employees by indulging them in the decision making
process but will together aid Nadler Hotelto acquire certain innovational thoughts and opinions
of their employees. On whose acceptance, they will actively engage in a due completion of their
respective tasks and assignations.
5. Proposition for a befitting strategy of communication and stakeholders engagement
Communication is always anticipated to be a leading objective of almost all sort of
enterprises. It is irrespective of their nature of services where a considerable format of interaction
is outlined to be an utmost requirement at the workplace where the superiors and subordinates
can directly tend to communicate with one another. It is basically in regard to engage the
stakeholders of Nadler Hotelwith some affluent strategies of communication (Noltemeyer, Bush
and et.al., 2012). There exists two vital subdivisions of stakeholders where they are hereby
divided in two set of internal and external stakeholders. Into which, the intrinsic stakeholders are
the employees, board of directors, leaders, managers and investors, etc., with another set of
extrinsic stakeholders that represent the clients, regimental bodies, suppliers and other
community members of Hilton's marketplaces.
All these stakeholders possess a pivotal position in the organisation where they all should
be familiar about their adopted working procedurals. Apart from this, they should also be
conversant about any upcoming modifications in the existent work criterion of Nadler Hotelwith
a prime accountability of their upper administrative bodies to inform them about the same
(Zoglowek and Aleksandrovich, 2013). It requires some prompt strategies of communication
where Nadler Hotelcan hereby refer to opt for a formal action plan for their extraneous
stakeholders. In context to which, they can hereby refer to organise formal meetings with them
as a mean of informing them about the prevalent state of work in Nadler Hotelwhere they will be
invited to attend the arranged meeting via mails, etc.

In association to which, Nadler Hotelcan hereby tend to adopt an informal strategy of
communication to interact with their intrinsic stakeholders like employees and employers, etc.
Wherein, both these set of employees and employers can hereby refer to make a direct
conversation with one another (Pujari, 2016). It is where the employers can directly instruct their
subordinates about any changed policy of work and in turn the employees can straight away tend
to discourse about any of their work related concerns. Such adopted strategies of communication
will significantly assist Nadler Hotelto resolve their identified issue of high turnover ration and
higher rate of absenteeism where the employees will work with a more sensible approach.