Leadership and Management Report: Service Sector & Talent Management

This report provides an in-depth analysis of leadership and management principles within the service sector, using Marriott International as a case study. It begins by exploring leadership and management theories relevant to the hospitality industry, discussing the roles of leaders and managers. The report then delves into talent management, examining its impact on leadership styles and organizational performance. It analyzes change management systems, specifically Kurt Lewin's Change Model, and how these changes affect management and leadership styles across different age profiles. The report critically evaluates how change management and leadership skills in the service sector have been addressed using talent management strategies, including on-the-job experiences and employee development. The conclusion emphasizes the importance of leadership and management in achieving organizational success and objectives in the hospitality sector.

Leadership can be defining as that quality of a
person in organisation which is related to directing
the behaviour of individuals for achievement of
organisation goals and objective by combining the
effects of individual to group efforts. In current
report chosen firm is Marriott international, it is
interactional hotel which is operating in hospitality
industry. It is American multinational hotel which
is serving its services at global level. It is largest
hotel chain in world. The beginning of this report is
consist of discussion about management and
leadership theory in relation to hospitality industry.
There is also discussion about various roles of
leader and manger in organisation. In middle of this
report, concept of talent management will be
discussed. There is also discussion about various
management skills which are divided in soft and
hard skills. In end of this report the importance
related to talent management will be discussed.
Changing: It is the stage where organisation is
working for implementation of changes in polices and
process which are used by organisation to identify
different function and are important to implement for
achieving productivity and profitability. Under the
stage of changing a service sector organisation like
Marriott then use various kind of policies which help
the organisation in implementing the change where
manager should use policy of reducing the resistance
from the change within the employees for
implementing the policy and achieving the goals and
objectives.
Refreezing: It is last stage in this process where
organisation has to implement all the change and has to
communicate information to individuals where the
work can be stated and process of normalization can be
brought to organisation. It is the last stages where
Marriott can use implement all the policy changes and
bring the original situation back by establishing a
proper change management.
1.Compare the and contrast the service sector change
management systems that are available using
one established Change Management Model
Kurt Lewin's Change Model
this is the model which is development by Kurt
Lewin's where he states the process of change
management in three stages unfreezing, changing
and refreezing. The model represents a very simple
and practical model for understanding the change
process.
Unfreezing: This is the begging of change in
management of firm where organisation manager has
to implement the strategy to provide the information
about the changes in organisation. In relation to
service sector it can be seen that the stage of
unfreezing can be adopted where the strategy
information will be provided to different
stakeholders as well as change management staff. In
relation to Marriott hotel, organisation can adopt this
for implementing the changes within the firm so that
it can manage the rules and responsibility of each
and every individual while implementing the change
concept and achieve the maximum benefit from
these changes
Leadership and Management for Service
INTRODUCTION

Kurt Lewis change model on hotel Hilton
Unfreezing: under the stage of unfreezing the
management staff of hotel Hilton will use this
strategy to bring flexibility within the organisation
so that it can easily implement the changes and
provide the information about the changes to
various stakeholders like customer’s employees
and many others.
Changing: under the stage of changing, the staff
within hotel Hilton values policies and procedures
regarding change management within the firm
where it implement the change on various
processes which has to be made in previous steps.
Management will also focus on removing the
resistance of change from the mind of various
individuals working within the organisation.
Refreezing: this stage is directly associated with
implementation of change and working within the
change within the organisation where the
management staff of hotel Hilton will perform
activities in a regular manner by using the
monitoring and review concept.
2. Analyse how these changes affect management
and leadership styles in View of Talent
Management Across Different Age Profiles
How changes in management can impact on
performance talent management
Here example of Marriott can be stake where
organisation is following autocratic leadership
style but for implementation of talent management
company has changed its polices to democratic
leadership where it can take suggestion from
employees and retain their talent in organisation.
3. Critically evaluate how change management and
leadership skills in the service sector has been
responded to using Talent Management.
1. Take responsibility for developing your
employees.
 This is about focusing on your current team
and your scope of work.
 Make developing your employees a core
part of the job.
 Look for ways to support employees in
their efforts to learn and grow.
2. Take responsibility for developing talent in
the organization.
This is about looking beyond your team or function
to consider the larger talent needs and
opportunities.
 Develop successors who can take on your
job.
 Take ownership of the organization’s talent
management processes.
 Work with HR leaders to make sure
appropriate development is available for
employees.
3. Use on-the-job experiences to develop employees.
This is about identifying and providing roles, tasks, or
assignments that can add breadth and depth to an
employee’s experience.
 Ensure that your employees’ development plans
go beyond formal programs to include on-the-job
experiences.
 Make a point of identifying stretch assignments
for each of your direct reports.
4. Support learning from experience.
This is about helping employees learn what they need to
learn.
 Help direct reports set goals for learning from
stretch assignments, relationships, and formal
coursework.
 Aid them in assessing progress toward learning
goals.
It can be concluded from the above mentioned report
that leadership and management is important part of
organization and they also play important role in
management of work. It can be seen that there are
various kinds of skills and management ability which are
performed by leader in organisation and they will get
opportunity to work for management of talent in
organisation. This will directly help organisation in
getting success as well as achievement of its objectives
in real time.
Conclusion