Report on Managing Self and Others: Hospitality Industry Strategies

This report delves into the critical aspects of managing oneself and others within the hospitality industry. It begins with a personal SWOT analysis and a personal development plan (PDP) outlining objectives and strategies for skill development. The report then explores various career development strategies, such as attaining efficiency in current roles, developing new skills, identifying opportunities, mentorship programs, stretch assignments, lateral moves, promotions, building a strong reputation, and employee integration. Furthermore, the report examines how effective performance management can be used to cultivate high-performing individuals and enhance teamwork. The analysis includes practical examples and insights into how these strategies contribute to both individual and organizational success within the dynamic hospitality sector.

Managing Self and Others

Table of Contents
INTRODUCTION………………………………………………………………………………..3
PERSONAL SWOT ANALYSIS………………………………………………………………..
PERSONAL PDP ………………………………………………………………………………...
PERSONAL OBJECTIVE………………………………………………………………………..
HOW MAY HIGH-PERFORMANCE PEOPLE BE DEVELOPED BY EFFECTIVE
PERFORMANCE MANAGEMENT?
EVALUATES HOW HIGH-PERFORMANCE STRATEGIES ENABLE YOU TO REFLECT
ON HOW YOU MAY WORK EFFECTIVELY AS PART OF A TEAM.
CONCLUSION
REFERENCES

INTRODUCTION
Managing self and others refers to the effective in leading peoples and also capable to
manage self and try to improve the leadership style (Akyol and Bacanlı, 2019). This is done by in
depth knowing self with others. Managing includes building a favourable understanding between
self and others. Personal developing planning is process of building plans which are based on
end goal, awareness, values etc. personal development plan gives a vision outline to grow
further. SWOT analysis is basically done to check the strength, weakness, opportunity and
threats. SWOT analysis show the intrinsic factors. This analysis is done to aware of all factors
affecting decision. This report will evaluate individual's personal developing plan to reach the
end goal and SWOT analysis of an individual to check the positive and negative side. Report will
further evaluate the strategies for development of skill leads to career development than it will
evaluate effective performance management help to develop high-performance peoples, effective
performance reflect the work efficiency as a part of team (Bernard and Oster, 2018).
Question 1
PDP helps in achieving objective
Self development is a method by which an individual can improve its potential and
capable to reach the objective. This is what an individual do by which lead to improvement in
self. Self developing is to have some kind of objective to achieve and having the method to reach
their in some particular time (Ćurić Dražić, Petrović and Vukelić, 2018).
I am a hotel management student. I have completed my one year degree course of human
resource management in hospitality industry. Then I have done internship with Hilton and
worked as assistant human resource management in Hilton company. While working as assistant
manager is had seen many ups and down in the hospitality organization and the methods to solve
them effectively.
Self SWOT analysis
This analysis is done to check the strength, opportunities as well as weakness and threats
an individual is having in his occupation. With the help of SWOT analysis I will go through all

of this element so that my vision can more clear (Dahmarde, Khodabakhshi and Rad, 2018). The
element are :
Strength
 Having practical knowledge of human
resource management and hotel
management.
 Communication skills are very well-
developed.
 Having creativity in work.
 Nice leadership quality.
Opportunities
 With innovative work, I can stand out
from others in company.
 Knowledge of market will help me in
future decision-making.
 By attending different managerial event
and seminars my skill get more
effective.
Weakness
 Not used to work hard.
 Overthinking the negative elements and
forgot the forward plan.
 Less effective.
Threats
 Not having ICT (information &
communication technology ) will lack
behind from others.
 Non-favourable relation with seniors
will affect the promotion cycle.
With the help of SWOT analysis, it is been clear of strength, weakness, opportunities and
threats which I have of myself, and they will affect my end objective. By know my weakness and
threat I can work on improving them and make the way more clear to the objective.
PDP ( Personal developing plan)
Personal developing plan are those plans which help in achievement of personal
objective. In this process the individual find the required skills, knowledge and other things and
choose the appropriate developing tasks to meet the needs.
Skills Activity Resources Time period
1. ICT -Using information and
communication
technology hardware to
- with the help of
internet E- learning
series program to
1 year

CAT scan, copy written
document.
-With the help of
presentation & software
like power point.
- take guidance from the
senior members of
organization for ICT for
overview.
know information and
communication
technology.
- ICT can be acquired
by E-learning tools
and website instrument
from educators.
2. Forward planning - With positive attitude
towards the work done.
- Arranging all the
activities properly so that
there is no chance of
conflict.
- learn to lead the group
of peoples together.
- Join the leadership
learning class or
institute.
- working place and
condition.
6 months
3. Managerial skill - For managing any
things individual should
know the interpersonal
skill and know to
motivate others
- Should have the
commercial awareness.
- Edx website is
having lots of practical
knowledge of
management skills.
- this skill can be
known by working
under a board member
in the organization.
4 months
4. Teamwork - For doing team work
one should improve its
nature and behaviour to
communicate.
- peoples are required
to perform teamwork.
- efficiency is need by
all the members of
2 month

- Having coordination is
required for teamwork
with coordination
teamwork can not be
performed.
team to be involved in
the work .
- team support is
required to perform
team work.
Different period goals
Short-term- For short period my aim is to coordinate with the employees and the senior
members in Marriote organization so that I can be comfortable with the others in Marriote. This
will make a good imagine in fort of my board members which lead to more chance of frequent
promotion towards the human resource manager post.
Middle-term- When I will lead group of people then I will learn the management skill to know
what the group members want and how to satisfy them. In management process I will go through
Planning, organizing, staffing, directing and controlling processes. I will also do forward
planning for future prospects (Lejeune, Beausaert and Raemdonck, 2018).
Long-term- When I am effective in management process than I will learn information and
communication technology which will ultimately help in achievement of end goal. I am going to
take particle knowledge and continuous in learning ICT. With the help of information and
communication technology I will stand out in the human resource of Marriote and be closer to
become human resource manager in Marriote and at the end I will continuously try to became
what I want to be.
Strategies for career development
Career strategy are generally any activity, behaviour or experience which help an
individual to meet their desire goals. These strategies lead to develop various skills and
experiences which will help to achieve individual objectives. There are various types of career
development strategies that will enhance any individual chances to achieve goal.
Attain efficiency in actual job: This is the basic strategy for career development to perform best
in current job of work. These will help individual in promotion. If an individual work efficiently

than the knowledge acquired is also helpful in next job as well. Individual have to know the
knowledge that is required by the employers as well as the work. Individual efficiency will make
himself stand out from the rest of the employees who are working with him at the work. This
will motivate the individual employee and the other employees too. The employers will notice
the efficiency and give reward to individual (Li and Hopfgartner, 2016). This will lead to
increase in the productivity and employees satisfaction. If individual is contributing its best, then
ultimately the skills and career both development is being together. Hence, this strategy will
help in achieving the individual goal as well as group goal.
Developing fresh skills: this strategy is to develop the skill and career so this approach involves
learning and improvement of working ability by which individual performance will enhance in
present job or this will needed in consequent work. The skill developing can also include
engagement in training or content learning. Any individual can develop its skill by adopt extra
responsibility with the current work because if individual have to develop its skill than extra
efforts are needed by himself to put to develop the skill (Kotera and Sheffield, 2017).
Development of opportunities: there are different strategies which will help individual to
increase its career options. Individual career development is done when the opportunities are
offered to individual. If the individual have knowledge of different field than the different
opportunities are also offered as well.
Mentorship: this is reliable strategy to develop individual career which are new in their
organization. This strategy go on the far side of training as they provide the complex situation to
individual which they can face in their career development process. The mentorship has also
lunched fellowship program which offer individual's a wide range of career development
opportunities, they also provide the training facilities every year. The mentorship is providing
knowledge and opportunities with satisfaction of individual. This strategy is very popular as they
are satisfying customer needs and developing their career well (Liu and et. al., 2019).
Stretch assignment and project: This strategy used to check the upcoming assignment and the
benefits of completing this assignment effectively. The strategy inspects the assignment which is
doing to performed by the individual is developing the skill and career of individual or not. As an
employee is performing fresh assignment this will definitely lead to career as well as skills
development of individual's. The individual get dedicated towards the allotted work and try to do
with maximum efficiency.

Lateral moves: This strategy of career development an individual used to take lateral decision of
the position with the same remuneration and same level of responsibility. This mainly focus to
provide opportunity to develop the skill with the career development. If an individual perform
different type of work than individual have to interact with more peoples and more knowledge
this will enhance the individual knowledge and skills (Xiao, Sh and Varma, 2019). The
individual get familiar to do different task well as ultimately his skill get enlarged and contribute
to the career development.
Promotion: This strategy help to motivate and development of skill because promoting any
individual will enhance its performance and new work will lead the individual to know more
about the work and increase personal motivation as well. Promotion also lead to motivate the
other employees in the organization because they also want to be promoted to bigger opportunity
of work (Murthy and Murthy, 2019). The promotion will definitely motive the individual as well
as other towards the work because every employee need to be promoted timely with the work as
they are contributing their best so they also expect something from employer and the company.
Building individual icon and reputation: this career developing strategy help the individual
effort to impart a visual aspecting of success. Building individual icon play a great role in
developing career of the individual because individual past reflect its future too. The individual
is focus on structuring a good work reputation than ultimately individual's career will develop.
The icon employee will also lead other to do their duties well so that they can also be promoted
to higher opportunity or position in the company. If the individual became a icon for rest of the
employees then they other employees also thinks the same and try to be like the icon. This
strategy is very good to motivate the employees and also development the skill and career.
Integration of employees: this strategy help in development of individual career and skill as its
is needed the employees' aspiration with its career and skill opportunity in respect to assure the
capable person at the manpower requirement. This process is undertaken with the timely
appraisal for the employees and giving adequate training so that employee get motivated in the
work and perform the duty with more effectiveness. The individual integration with the career
development help to build a favourable career and skill of individual and also help in motivating
the employee to perform better in near future for the company.

How may high-performance people be developed by effective performance
management?
Performance management is the process of evaluating the performance of employees at the
workplace and analyzing that employees meet the organization's goal effectively. (Cappelli and
Tavis, 2016.) It also improves the individual and organization performance for achieving the
personal and organization objective by creating the knowledge and skills of employees.
Performance management is an ongoing process, it is not a yearly process. In the process of
performance management, a clear job description should be developed while giving the
employee proper orientation and training. As it is an ongoing process, so training and education
should be implied from time to time. If the employees do not see an opportunity for career
development or any compensation, their performance will not be able to improve. To boost the
employees some reward and recognization should be considered. For example, as an HR
manager in a Marriot hotel, performance in work is improved with career growth.
Employees with high performance have developed skills and work on themself to reach their
goal and objective. High- performance should be made a habit which should not be left ever.
High-performance people have characteristics like a self-motivated person, dedicated to working,
having a positive attitude toward the organization and other people.( Chahal and et.al., 2016.)
They manage their time effectively and think critically in every situation. High-performance
people are an example for other employees and teams, one should get motivated by looking at
the work of a high-performance person. Other employees should do self-analysis to improve
their performance. Let's understand how high-performance people are developed by effective
performance management.
 To be a High-performance employee, be highly oriented and goal-focused.
Employees should develop expertise skills related to their work, able to work in a
team to provide a continuous excellent result. The team should track their own
performance while keeping the team goals, target to achieve, and next move to be
followed for the best result. The group works by collaborating with each other,
following leader instruction, have a clear goal, giving the role to the right person,

avoiding conflicts, and transparent and open communication. (de Waal and et.al.,
2020.) A great team works together with a sense of accountability and responsibility
toward the organization and other employees. While working as an Hr manager in
the hospitality industry, many team building executives and activities are conducted
to make the employee understand the role of the team working in achieving high
performance.
 When the role of performance management is clear, then the object to be achieved
gives the best result, it creates high-performance employees. In the world of
competition, every organization either small or large is focusing on performance
management to provide high performance to employees. In many organizations,
there are departments of performance management, who work on the development
and advancement of employees so they bring out their best result for the company. It
also helps in the personal growth of employees as their progress in career. A planned
strategy of performance management is created, which involves employees and
managers, who work together for the targeted result. To achieve the target if there is
a need for any special training or education to employees then it is also conducted by
performance management.
 Effective performance management should be a frame in such a way that it provides
benefits to the organization and employees both equally. When employees' personal
benefits are involved, they will work with more dedication and motivation toward
the organization. Performance management generates new ideas and innovation in
the work. In the Marriot hotel, the method of 360 degrees is applied, which is based
on the rating given by the manager to their employees according to their work. (Garg
and Han, 2018.) It is structured in such a way that individual goals and organization
mission together are accomplished. The employees' personal goal is matched with
the organization plan, including training and development, in the end resulting in
high performance of employees.

 High performance and performance management are linked together, an effective
performance strategy leads to the best performance of employees. Designing
performance management has become highly powerful in every industry. Companies
like Deloitte, Accenture, and Microsoft have released their stories about how they
excreted the annual performance review system and replaced it with continuous
feedback and training of employees. (Deloitte performance management. 2017.)
About 79% of employees want continuous performance management which was
only 38%, three years ago. The planning of performance management involves
transparency in the communication of employees and managers. Real-time
communication helps is creating performance better. As employees' priorities change
and it should be updated during the management of performance.
 Performance management is an ongoing process, reviewing and analysis are part of
it. The current performance should be measured with past performance, to
understand how effective the planning worked in the high-performance of
employees. The review should include how much productivity is increased, what
skills are developed in employees, how the skill developed are used in the
workplace, and what more can be planned to increase the performance of employees.
(Bellisario and Pavlov, 2018.) For example, the HR executive of a Marriott hotel
with high-performance lacks technical skills. So, technical skill training and
education should be given to employees before the next performance, and then it
should be evaluated and measure. The next performance should be given with the
feedback of the last performance review. High-performance employees also work on
their performance management for the future. Sometimes, individual performance
gets improved while the organization performance result is not satisfied. It should be
monitored and evaluated, feedback of employees and managers must be adopted
within time.
Evaluates how high-performance strategies enable you to reflect on how you
may work effectively as part of a team.

A high-performance team not only works for the organization's goal, but they improve their
personal skill and quality for a successful life ahead. Every high-performance employee is aware
of their role in the organization and the skills they want to use to achieve that goal. (Strategy for
high performance. 2016.) The performance of the employees is full of devotion and
professionalism toward the organization. If high-performance employees are working in a team,
their team dedication can be seen in their team strategy. In the hospitality industry, where
performance management is important, there various high-performance strategies are used for
the development of the hotel and its employees. The hotel's chain of Marriott has various
employees and workers with different job descriptions. So different jobs and employees involve
many high-performance strategies. Here is the evaluation of high-performance strategies which
are analysed to know how they help in maximizing organization goals and work effectively as
part of a team.
 Understanding the organization and personal objectives are key elements in high-
performance. When goals are defined very clearly and the focus is only on them, then
high-performance will be achieved with no doubt. It presents the perfect idea for the
action to be set for reaching the goal. Make a short time and long-time goal for yourself
and how it will help to reach the overall objective of the team. (Hauff and et.al., 2020.)
Set a deadline for a personal goal and make sure that each member of the team has their
personal aim in the organization. Think of the monetary and non-monetary reward which
will get after the achievement of the goal. Bonus, compensation and benefits, certificate
of excellence help to boost employees to set a goal and work accordingly. For example, a
sales manager if achieved the target of more than 200 sales in a month, he will be
rewarded with a bonus. The sales manager will set the goal to satisfy customers and make
a sale of more than 200 products. If the target is achieved, the high-performance strategy
has worked for him and the organization. Goal setting can also be applied in teamwork,
where every employee should have their personal goal.
 For high-performance employees, it is required that they love their work. When there is
excitement for doing work, the flow of work automatically increases. The enthusiasm

toward the work and team make team members also energetic and they work dedicatedly
for the organization. The positive energy while doing any work plays a very vital role for
the employees. Employees with a positive attitude feel at ease in their work and they do it
with all energy. Employees who do not like their work, also have low morale and
performance level is stable or declines. Enthusiasm also boosts the capability of the
employee toward their job. (Sætersdal and Johannessen, 2019.) High-performing
employees should share their excitement and positive attitude with the team members so
they can be inspired and get motivated to do more work for the organization. That is the
reason that people want to make their passion a career, as they will love their work and
will be fully involved in it. As a team member, trust other team members and make sure
they work with full excitement. High-performance people should talk about their work
with a team member, ask them about creative ideas, built relationships with them to
connect with each other. Other members will share their suggestions and may bring some
innovative concepts.
 High-performance strategies involve the idea of shared leadership. It is the concept of
transferring leadership from one team member to another. It gives chances to every team
member to shows their leadership skills. (Chiu and et.al., 2016.) The team leader shares
his position with other team members in various tasks of work, which creates equal
importance for every team member. When the sense of responsibility is there on
employees, creativity, and work involvement increases. For example, a team leader of an
information technology company divided the task among different team members, giving
them the reliability of a specific task. Every team member will make sure to complete the
given task, and will also help others to perform the task. Shared leadership make the
team member feel more comfortable during work and gives better performance for the
organization,
 Having the right person for the right job also increases the high-performing employees in
the organization. The manager and team leader should have the ability to place the right
employee in a significant job. Every person is best at a particular skill set which should
be in knowledge of manager and they must be able to use it in the proper way. (De

Pessemier and et.al., 2016.) The high-performance team quality is not only their plan,
collaboration, and team trust, but also how managers diversify various roles of work
according to the skill set of the team member. For example, in the hospitality industry,
the HR manager has a team of hr recruitment executives. The work of staffing, training,
conducting interviews, documentation, entry-exit formalities are divided among different
recruiters according to their skill set.
 Building a healthy relationship among team members and getting engaged with them
during task performance also creates a high performance of employees. Innovation and
creativeness come when team members come together and encourage each other's
thoughts for a common goal of the organization and the personal goal of each member.
Social interaction within teams brings more chances of high-performance employees.
(Huang and et.al., 2018.) For example, the human resources department is divided into
various teams, like the recruitment team, payroll team, compensation, and benefits team,
and training and development team. In the policy-making of the company every team gets
involved and brings the best policy for the organization.
CONCLUSION
In the report, an understanding of self-management and managing other employees was
developed. It shows personal goals can be achieved by doing a personal SWOT analysis and
creating PDP. With the help of PDP, an employee can recover weaknesses and create and learn
skills that will be required for achieving the personal objective. In this report analysis and
evaluate different strategy for skill development and lifelong learning which helps in career
growth. The effective use of performance management is essential in developing high-
performance employees in the organization. Various high-performance strategies help in
personal development and team development at work.

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