Developing Organizational Culture in a Hotel
Synopsis
The profession of the Hotel Manager is one of the most challenging occupations in the hospitality industry. The manager’s main objective is to be able to achieve the highest level of service demand by guests and the highest profitability demand by a hotel company. So, the manager must understand how the organizational culture is developed in a hotel.
The aim of this assignment is to develop the organizational culture in a hotel. The first step will be to introduce the Organizational Culture: Statement of Philosophy and Values.
The manager in order to be successful and effective must state his philosophy and values, which he will operate. This philosophy statement should embody a worthy goal, because employees want to be part of something important and valuable. It must be believable, realistic and easily communicated to all levels of management within the hotel.
The values held by hotel management must be considered a key factor in determining whether policies and practices can and will be unified. In a service business, qualities such as teamwork, initiative, showmanship, responsiveness, cleanliness, creativity, are the kinds of service, quality, and productivity.
The next step is to focus on how to create the Organizational Culture. The hotel manager must involve and inform other employees so to encourage them to actively contribute to the success of a plan. The organizational structure should be built and organized by a successful hotel manager because the structure plays an important role in integrating the culture within the organization. In order to have good organizational culture within the hotel, the hotel manager must define clear lines of authority and responsibility through its basic functions:
- Line Function. Its primary responsibility is to carry on the functions that directly fulfill the company’s goals.
- Staff Function. Its major role is to support, assist, and advice the operating departments.
- Advisory Authority. It is exercised by the department staff, which provides support and advice in an organization without being directly involved in operating procedures.
- Functional Authority. It is a restricted form of operational authority given to a staff department over a specific function.
- Span of Control. It is defined as the number of people that one person can manage effectively.
- Unity of Command. It is defined as the commonly accepted organizational principle that each employee should be accountable to only one boss.
Successful manager is the key in shaping the organizational culture. As a result, the effectiveness of organizational culture will depend on how responsibilities and authorities are carried out. Later, the hotel manager will decide the management style. The hotel manager will prefer to use the participative management style or theory y- in which employees participate in setting objectives. Lastly, the hotel manager must support the values, which the company intends to operate. The hotel’s values are put in practice in several ways such as measurement, compensation, recognition and reward, and storytelling. All these determinations will be carried out through the personnel policies and procedures.
BIBLIOGRAPHY
Kevin N. Culture and International Hospitality Management. Hospitality Management. Sheffield Hallam University, 1994.
Wheelhouse D. Developing a Human Resources Strategy. Managing Human Resources in τhe Hospitality Industry. Educational Institute of the American Hotel & Motel Association. 1987.
Vallen, Jerome J. and Abbey, James R. Organization: The Building Blocks. The Art and Science of τhe Hospitality Industry. Educational Institute of the American Hotel & Motel Association. 1987.