Report on Working and Leading People: Hilton Hotel Analysis

This report delves into the critical aspects of working with and leading people, focusing on the context of the Hilton Hotel. It begins by identifying technological innovations that can improve recruitment and selection processes, such as website-based recruitment and virtual interviews. The report then explores effective techniques for motivating staff at all levels within an organization, emphasizing the role of training and development. It evaluates the qualities essential for good leadership, including listening skills, self-confidence, and innovation. The report further examines the benefits of team working, demonstrating leadership and membership roles, and reviewing team effectiveness through quantifiable and qualitative factors. Additionally, the report addresses the responsibility of forming a team, referencing Belbin's theory for role identification, and proposes alternative strategies to assess the work and development needs of individuals, such as 360-degree performance appraisals and interviews. The report concludes with a call for the importance of team working to improve work performance.

WORKING WITH
AND LEADING
PEOPLE

TABLE OF CONTENTS
MERIT & DISTINCTION...............................................................................................................3
M1 Identification of two technological innovations for improving recruitment and selection
process..........................................................................................................................................3
M2 One technique to motivate staff at all levels.........................................................................3
D1 Evaluation of the qualities for becoming a good leader.........................................................4
M3 Report....................................................................................................................................4
INTRODUCTION...........................................................................................................................4
TASK 3............................................................................................................................................4
3.1 Benefits of team working.......................................................................................................4
3.2 Demonstration of working in a team as leader and member.................................................5
3.3 Reviewing effectiveness of the team.....................................................................................6
CONCLUSION................................................................................................................................6
D2 Responsibility of forming a team...........................................................................................6
D3 Alternative strategy to assess the work and development needs of an individual.................6
REFERENCES................................................................................................................................8
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MERIT & DISTINCTION
M1 Identification of two technological innovations for improving recruitment and selection
process
Recruitment and selection is a crucial activity of an organization. In this competitive
market, it is highly necessary to have effective recruitment and selection process. Therefore,
there are many technological advancement which can be helpful in improving the recruitment
and selection process. Two types of technological innovations are as follows:
1. Recruitment through websites: Hilton Hotel invites numerous applicants by using their
official websites, social networking websites and job portals (Breaugh, 2008). Through
this, hotel can reach the mass of people and this way, more skilled alternatives can be
invited. Thus, pool of talent can be recruited and among them the best suitable candidate
for the post of HR administrator can be chosen.
2. Virtual interviews: With the use of video conferencing, company can take interviews.
For instance, people are recruited form overseas as hotel management wants culturally
diverse people. In order to save the cost, organization can take virtual interviews (Brink,
2010). Selection and recruitment process can become effective if these ways are chosen.
M2 One technique to motivate staff at all levels
There are basically three levels in the hierarchy of organization that are top management,
middle management and lower management. For all of them, training and development can be
the best technique in order to motivate them (Acharya and et.al., 2011). Further, Hilton can
provide training sessions and seminars for the lower level workforce so that they get proper
direction about the working and guided person can be highly motivated. Moreover, intermediate
staff can be provided training about the management of work in their separate department and
also about the maintenance of coordination with other departments. This will motivate them as
their learning will get improved and this is how learning curve of the middle managers will get
increased. On the other hand, for the directors, development program can be conducted so that
they learn about succession planning and their career can be enhanced. This will eventually
motivate them to work harder (Mathieu and et.al., 2008).
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D1 Evaluation of the qualities for becoming a good leader
In order to become a good leader, a manager should possess some of the major qualities
of leadership. This is usually said that all leaders are managers but all managers cannot be a
leader. To become a good leader, manager has to acquire some more qualities of leadership
which are described as follows:
 To be a Good Listener: The first and foremost quality of a manager is to become a good
listener (Gorey, 2015). Until and unless a manager will listen to their team members, the
person cannot acquire the position of a good leader.
 Self-Confidence: Managers should build the highest level of self-confidence among
themselves to become a leader. It is because, to effectively lead a team of diverse
background, a leader has to negotiate with other stakeholders. For that purpose, he should
have strong self-confidence (Morison and Jenkins, 2007).
 Highly Innovative: It is required by the leader to have innovative mind. An effective
leader is one who manages its team with innovative ideas and brings out innovation in the
organization.
M3 Report
INTRODUCTION
Team can be defined as a group of people who work together for a specific purpose or for
the fulfillment of task, project, etc. In an organization, it is highly important to work effectively
in a team so that efficient performance can be achieved (Neumann and et.al., 2010). This report
describes team working of Hotel Hilton. Further, this report also discuss the ability of an
individual to work effectively in a team.
TASK 3
3.1 Benefits of team working
When, there are new recruitments in Hilton Hotel then it is beneficial for the individuals
to work in a team. Three benefits are enumerated below:
1. Build Trust: If new individuals will work in a team then they will develop trust towards
the organization (Morison and Jenkins, 2007). New employee needs to establish strong
relationship with the coworkers as they work effectively in a team.
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2. Foster Creativity and Learning: Recently employed person does not have highest level of
creativity. If, they work in a team then the person can interact with many people. Thus,
through this, their creativity get enhanced and also when they learn new things from them
then their learning also get enhanced (Mathieu and et.al., 2008).
3. Enhancement of Skills: If, new employee works together in a team then he/she can
develop several skills such as interpersonal skills, effective communication skills,
leadership skills, etc. This can be achieved by working in a team (Tekleab, Quigley and
Tesluk, 2009). Further, hotel does not require to incur cost for training and development.
3.2 Demonstration of working in a team as leader and member
It is true that some trainees better understand the concept when they are explained with
an example (Thamhain, 2008). Thus, while providing training to a person for becoming leader,
real life example can be given. For instance, I lead a team of 7 members and all the people were
culturally diverse. However, they were from an educational background but learning level of
each member was different. Thus, to manage the team effectively, I interacted with each member
in one-to-one session and took a brief structured interview so that I can understand the
perception of every person. Moreover, I learnt the cultural background of every person so that at
the time of rendering motivation, I did not face any criticism. At the time of working, I had
experienced good learning as there were three people with me having the knowledge of every
language and they interacted with me effectively. However, there were 4 people who did not
understand my language and every time I had to provide training to them, so this was the worst
experience. Further, I did performance appraisal of my team in order to ensure that group is
working well.
Moreover, I acted as a supportive leader as I provided direction about the working in an
effective manner. Further, I supported them at their difficult time so people got committed
towards the work. I encouraged team members in a positive manner so that they can achieve
team goals in an effective manner. Many times, I faced the criticism and disagreement from my
team members but I made them understand by providing clear justification. This is how team can
be lead in an effective manner.
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3.3 Reviewing effectiveness of the team
Three quantifiable and three qualitative factors for reviewing effectiveness of the team
are as follows:
1. By setting benchmark standards for each task, leader can review the effectiveness.
2. By allotting time limit to each task, a leader can review that task has been achieved on
time or not (Barna, 2013).
3. By following ranking method, performance appraisal can be done and through this,
effectiveness can be reviewed.
4. If, quality of the work is appropriate as per the standards then, this shows the
effectiveness of the team on the basis of qualitative factor.
5. Highest level of integration among the team can be another factor to review the
effectiveness (Mathieu and et.al., 2008).
6. Effective achievement of team’s goals can also be one of the factors of reviewing team's
performance.
CONCLUSION
Conclusively, it can be said that team working is necessary in order to improve the work
performance. There are many benefits if new joiner works within a team at Hotel Hilton. Further,
this report concludes that leader of the team should understand their team members in order to
bring out effective work from them.
D2 Responsibility of forming a team
For restructuring project at Hotel Hilton, a team should be formed. I will identify four
roles by taking reference from Belbin's theory and on that basis, I will form a team. I need a
person who must have the quality of resource investigator as that person could arrange resources
for the team by negotiating. Secondly, I would require a coordinator as this person would focus
on team's objectives and coordinate with other members for the completion of task. After that, I
requires monitor-evaluator as this person will provide logical ideas for the completion of task.
Lastly, I will appoint completer who will see that all the tasks are completed without any error.
D3 Alternative strategy to assess the work and development needs of an individual
It is highly important to assess the work and development needs of employees in an
organization as they are building blocks of the company. As an owner of Hilton Hotel, I would
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adopt range of strategies to assess the development needs of an individual. One of the strategies
is to review the performance of all the employees through 360 degree performance appraisal
technique (Identify your development needs, 2015). Through this, I would come to know that
which employee needs development regarding the work and career development as well.
Secondly, I would also conduct an interview session with each employee so that I can get
preliminary information of all the employees and along with that I will also come to know about
the progress of each staff member of the hotel. Thus, by adopting these strategies, I can get to
know that who have the potential of development.
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REFERENCES
Journals and Books
Acharya, S. and et.al., 2011. Effect of three different motivational techniques on oral hygiene
and gingival health of patients undergoing multibracketed orthodontics. The Angle
Orthodontist. 81(5). pp.884-888.
Barna, G., 2013. The power of team leadership: Achieving success through shared responsibility.
Waterbrook Press.
Breaugh, J. A., 2008. Employee recruitment: Current knowledge and important areas for future
research. Human Resource Management Review. 18(3). pp.103-118.
Brink, M., 2010. Behind the scenes of science: Gender practices in the recruitment and selection
of professors in the Netherlands. Amsterdam University Press.
Cheng, H. F. and Dörnyei, Z., 2007. The use of motivational strategies in language instruction:
The case of EFL teaching in Taiwan. International Journal of Innovation in Language
Learning and Teaching. 1(1). pp.153-174.
Mathieu, J. and et.al., 2008. Team effectiveness 1997-2007: A review of recent advancements
and a glimpse into the future. Journal of management. 34(3). pp.410-476.
Morison, S. and Jenkins, J., 2007. Sustained effects of interprofessional shared learning on
student attitudes to communication and team working depend on shared learning
opportunities on clinical placement as well as in the classroom. Medical Teacher. 29(5).
pp.450-456.
Neumann, V. and et.al., 2010. Interdisciplinary team working in physical and rehabilitation
medicine. Journal of rehabilitation medicine. 42(1). pp.4-8.
Tekleab, A. G., Quigley, N. R. and Tesluk, P. E., 2009. A longitudinal study of team conflict,
conflict management, cohesion, and team effectiveness. Group & Organization
Management. 34(2). pp.170-205.
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Thamhain, H., 2008. Team Leadership Effectivness in Technology-Based Project Enviroments.
IEEE Engineering Management Review. 1(36). p.164.
Online
Gorey, A., 2015. Top 10 Qualities of Great Leadership. [Online]. Available through:
<http://info.profilesinternational.com/profiles-employee-assessment-blog/bid/204911/
Top-10-Qualities-of-Great-Leadership-Do-You-Have-What-it-Takes>. [Accessed on 4th
February 2016].
Identify your development needs. 2015. [Online]. Available through:
<http://www2.warwick.ac.uk/services/ldc/personal/plan/identify/>. [Accessed on 4th
February 2016].
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