Managing People in Organizations: Marriott Hotel Analysis and Report

This report provides a detailed analysis of management and leadership styles within Marriott Hotel, an American multinational hospitality industry. The report begins by differentiating between management and leadership, outlining various styles such as autocratic, democratic, and coaching, and comparing their applications within the business context. It then delves into the organizational structure, exploring functional, divisional, matrix, and flat structures, and analyzes the organizational culture, examining clan, adhocracy, market, and hierarchy cultures. Furthermore, the report researches legal requirements and benefits of diversity and equal opportunity in the workplace, highlighting the importance of diversity, productivity, and equal opportunities in building employee relations and reducing conflicts. The report concludes with a summary of the key findings and their implications for effective people management within the organization. This report is contributed by a student and is available on Desklib, a platform providing AI-based study tools for students.

Managing
People
In
Organisation

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
1. Compare between range of management and leadership styles with their uses in business
................................................................................................................................................3
2. Analyse the organisational structure and culture................................................................4
3. Research on legal requirement and benefit of diversity and equal opportunity at
workplace...............................................................................................................................6
CONCLUSION..........................................................................................................................7
REFERENCES...........................................................................................................................8

INTRODUCTION
Management is described as the set of activities and strategy of an organisation
performed collectively in order to achieve goal and objectives. It is the process of directing
and controlling the affairs of business which are irrelevant and may cause delay in
accomplishment of success. The organisation selected for this project is Marriott Hotel as
being an American multinational diversified hospitality industry that manages franchises on
broad portfolio of hotels and related lodging facilities (Basu, 2014). This project distinguishes
between management and leadership styles with their importance for business. Additionally,
it further analyses the organisational structure and research on legal requirement with benefit
of diversity and equal opportunity at place of work.
MAIN BODY
1. Compare between range of management and leadership styles with their uses in business
Management is the procedure of co-ordination for building employee relations by
motivating them to perform their actions with engagement and involvement to accomplish
success. The managers of Marriott Hotel focus on management by directing and controlling
the actions of workers to restrict errors.
Functions of management:- There are four types of management functions which
are mentioned with reference to managers of Marriott Hotel are as follows:-
 Planning:- It is the procedure of developing innovative ideas through strategic
decision-making for forecasting their plan in order to achieve success in future.
Managers of Marriott Hotel predict strategic marketing plan for capturing their target
market by fulfilling their basic requirements through producing specialised product.
 Organising:- The second stage of management which focus on organising an
effective team for encouraging them to perform their actions effectively. Managers of
Marriott Hotel focus on the prediction and then develop structure through which
various tasks are to be completed with less time consumption (Farooqui, 2015).
 Directing:- It is the third stage where the manager directs and guides actions to team
or department by decentralising their roles and authority in accordance with their
skills and capabilities. Managers of Marriott Hotel are beneficial in directing
employees by guiding their instructions to perform in systematic manner with co-
ordination.
 Controlling:- This is the last stage of management where managers monitor and
control the actions of their leaders and employees by justifying work will lead to
achieve success or not. Managers of Marriott Hotel supervise actions by eliminating
the errors through correcting measure for sustaining in perfect competition market.
Leadership:- This is defined as process of both research area and practical skill with
its ability to guide team for good result to accomplish its target. Leaders of Marriott Hotel
implement leadership styles for developing employee relation by motivating them through

tangible and intangible rewards. There are various types of leadership styles that are
explained with reference to leaders of Marriott Hotel as:-
 Autocratic:- This leadership is based totally upon Boss, as all the instruction are
being followed by its workers in systematic order for completing their task with
proper guidance (Moran, 2016). Leaders of Marriott Hotel hold all the authority and
responsibility of their effective team for performing actions to complete specific
target. Example:- Steve Jobs.
 Democratic:- It is the process in which leaders and employees collectively involve
for making decisions with their sub-ordinates. Leaders of Marriott Hotel are capable
in delegating their authority to other people with the aim to accomplish their target in
particular duration. Example:- George Washington.
 Coaching:- This leadership style analyse strength and weakness of every individual
and provide training and development opportunities to build their capabilities for
eliminating errors. Leaders of Marriott Hotel focus on the strategies that will enable
their team to work better with employee engagement and involvement. Example:-
Nick Bollettieri and dog behaviourist Cesar Milan.
From the above mentioned leadership styles, leaders of Marriott Hotel must adopt
democratic or participative leadership style where managers, leaders and employees
collectively involve in decision making process. It is very essential for organisation because
workers are able to know that which strategy may lead them to complete their task effectively
(Olins, 2017).
The comparison between management and leadership style are shown below:-
On the basis of features Management Leadership styles
Definition Management is the procedure
of co-ordination for building
employee relations by
motivating them to perform
their actions with
engagement and involvement
to accomplish success.
This is defined as process of
both research area and
practical skill with its ability
to guide team for good result
to achieve its target.
Functions The functions of
management are planning,
organising, directing and
controlling.
Some of the functions of
leadership styles are
autocratic, democratic,
strategic, transformational,
coaching, etc.
2. Analyse the organisational structure and culture
Organisational structure:- This is defined as the system to identify hierarchy within
an organisation. It is the procedure to analyse every job and functions performed by
employees for determining that execution of operation leads to achieve goals (Pereira, 2015).
Managers of Marriott Hotel implement this to manage actions of their workers for reception,
housekeeping, chef, lodging, etc. The four types of organisational structure are mentioned
with reference to managers of Marriott Hotel are:-

 Functional:- It is the ability of an organisation to collaborate people of similar task
in order to improve efficiency with co-ordination. Managers of Marriott Hotel are can
use this as they are capable to meet requirements of customers easily with proper and
good communication skills.
 Divisional:- This process refers as to discriminate employees in accordance with their
task and skills at various departments. Managers of Marriott Hotel can use this as they
are capable to assign various tasks and target to individual sections which increase
specialisation. It further consist various departments such as front desk, food and
beverages, security, etc.
 Matrix:- It is the structure which combines elements of functional and divisional
models and create more complex environment to perform actions. Managers of
Marriott Hotel can use this as to manage task efficiently and develop an environment
to learn more skills for employees by performing various activities (Roche, 2014).
 Flat:- This structure focus on employees to perform their actions under the particular
head as there may be proper system with delegation of authority and no disruption of
another. Managers of Marriott Hotel can use this to eliminate bureaucracy and red
tape by improving direct communication.
From the above prescribed organisational structure, managers of Marriott Hotel
should adopt divisional structure as it discriminate employees in accordance with their task
and skills at various departments that result in accomplishment of success efficiently.
Organisational culture:- It is the system to share assumptions, values, culture and
beliefs which describes that how people behave in an organisation while completing their
performance. Managers of Marriott Hotel focus on contributing the unique social and
psychological environment for their employees to perform task in good and pleasant
atmosphere. The four types of organisational culture are explained with reference to
managers of Marriott Hotel are:-
 Clan:- This process focus on family-like environment by mentoring, nurturing and
“doing things together.” Managers of Marriott Hotel can use this to provide good and
safe atmosphere for workers to complete their task.
 Adhocracy:- It is the process where cultures are dynamic and entrepreneurial by
focusing on risk-taking, innovation and “doing things first.” Managers of Marriott
Hotel can use this to forecast their decisions in accordance with the capability of their
workers that lead to achieve success.
 Market:- This culture refers as result oriented process where managers focus on high
competition, achievement and “getting their job done from others.” Managers of
Marriott Hotel can use this as to instruct their workers for lodging guest inside and
outside the room (Surujlal, 2016).
 Hierarchy:- It is described as structured and controlled culture which focus on
improving efficiency with stability and “doing things right.” Managers of Marriott
Hotel can use this as they are capable to provide good and proper environment for
their guest with their luxurious and comfortable livelihood.

From the above prescribed organisational culture, managers of Marriott Hotel should
adopt adhocracy culture as they must focus on risk-taking, innovation and “doing things
first.” It is beneficial for organisation to provide their workers good environment for less
workload which increase effectiveness with their specialisation of skills.
3. Research on legal requirement and benefit of diversity and equal opportunity at workplace
Diversity:- It is the process of diversification through which organisation adopts
various changes within business environment to develop their competitive strategies for
competing with rivalries such as Hilton and Hyatt Hotel. Managers of Marriott Hotel are
beneficial while implementing organisational change in structure and culture for increasing
their strength to control weakness and building external opportunities to overcome threats.
Benefits of diversity:- The diversity is important for an organisation to meet the
requirement of customer with their change in taste and preference through providing them
high level of satisfaction. Managers of Marriott Hotel focus on this diversification as to
analyse which activity has to be transformed with various modifications to attain success.
 Increase productivity:- It is the procedure to increase productivity as managers
change their leadership style in accordance with the ability to develop new product
through strategic decision-making. Managers of Marriott Hotel are beneficial as
increase in productivity leads to meet the needs, desire and wants of their potential
target market efficiently (Wellin, 2016).
 Improve performance:- This is the ability of managers to direct and guide
employees to perform their task in certain procedure for accomplishing goal and
objectives. Managers of Marriott Hotel are advantageous as they improve
performance of workers with specialisation that leads to achieve success.
 Higher innovation:- It is the process of managers to develop innovative ideas
through establishing their product with unique thinking skills. Managers of Marriott
Hotel are profitable as they adopt new idea to develop finished goods and services
which enlarge customers and enhance revenue and market share.
Equal Opportunity:- This policy is to give everyone same opportunities for workers
through their pay, promotion, performance appraisal without discriminating them against
particular groups. Managers of Marriott Hotel implement this as to motivate workforce for
performing task with effectiveness that leads to accomplish target efficiently.
Benefits of equal opportunity:- It is very essential for an organisation to implement
this equal opportunity as being authority and responsibility for managers to treat their
employees equally. Managers of Marriott Hotel focus on avoiding partiality, conflicts,
jealousy among their workers with the help of treating everyone with equality.
 Build employee relations:- This is the ability of managers to build employee
relations by treating every worker equally in organisation that result in workforce
engagement and involvement. Managers of Marriott Hotel are advantageous as they
are capable to accomplish their goals and objectives efficiently through co-ordination
of employees.

 Reduce conflicts:- It is the process which encourage workers to perform task with co-
operation through sharing their views and information with each other. Managers of
Marriott Hotel are beneficial as they are able to maintain good relation among their
workforce by restricting conflicts, jealousy, partial thinking, etc.
 Improve active participation:- This enhance the workers to be more active while
performing their actions for organisation through motivating them for tangible and
intangible rewards such as incentives, promotion, performance appraisal, etc.
Managers of Marriott Hotel are profitable as they highly skilled and are capable to
manage their work with eagerness to achieve individual and organisational goal.
CONCLUSION
From the above discussion it have been concluded that management plays very vital
role in an organisation by evaluating the actions performed in accordance with the capability
of worker and their time consumption. This project compares between management and
leadership styles on the basis of their definition and functions. It further analyse the
organisational structure through functional, divisional, matrix, flat and organisation culture as
clan, adhocracy, market and hierarchy. Apartly, it research on legal requirements with
benefits of equity and equal opportunity at administration centre.

REFERENCES
Books and journal
Basu, R., 2014. Managing quality in projects: An empirical study. International journal of
project management. 32(1). pp.178-187.
Farooqui, S., 2015. Innovative People Management Strategies: Managing People During
Merger and Acquisitions. SAMVAD. 8.
Moran, A., 2016. MANAGING AGILE. SPRINGER INTERNATIONAL PU.
Olins, W., 2017. The new guide to identity: How to create and sustain change through
managing identity. Routledge.
Pereira, V., 2015. Managing people in the world's largest commercial employer: an
exploratory study on Indian Railways. International Journal of Indian Culture and
Business Management. 10(2). pp.136-156.
Roche, W. K., 2014. HRM in the Recession: Managing People in the Private and Public
Sectors1. STRATEGIC HRM. p.35.
Surujlal, J., 2016. Managing human resources in sport: issues, challenges and possible
remedies. African Journal for Physical Activity and Health Sciences. 22(3: 1),
pp.760-776.
Wellin, M., 2016. Managing the psychological contract: Using the personal deal to increase
business performance. CRC Press.