A Brief Note On The Roaring Dragon Hotel

So what I see the most critical part is they have high turnover in the organisation and HR manger is always busy in selection process and training. And she was not getting good time to develop the coordination. So she was not been able to find out the actual cause of turnover from the origination. Every other manager has the department head to assist them but in HR section no HR focal person working in the department. So the staffing and the coordination part is lack.

When dealing with businesses there are always going to be cultural barriers and obstacles. This is because no two countries are the same and each person is different. Cross cultural communication looks at how people from various backgrounds interact and communicate and this is what this report will cover. It will look at how people from different backgrounds pass information and make negotiations despite the barriers of culture between them. The case study ‘Journey to Sharahad’ displays the cross cultural exchange between the Americans who have just arrived in Sharahad are completely oblivious to the culture and people of Sharahad and what

History of the Grand Mr. F.H. Chamberlain built the first Grand Hotel in 1847. It was a long rambling two-story building with 40 rooms. A separate building housed the dining room and kitchen while still another building held the bar named "The Texas" after the state ofTexas which, at the time, was separate from the other states Guests traveled to the hotel by steamboats and docked at what is now the marina During the Civil War, the 21st Alabama Regiment camped on the hotel grounds and the hotel was used as a base hospital In 1869 a fire broke out destroying the dining room, kitchen, and guestrooms. Approximately 150 guests and their personal belongings were saved along with hotel linen and furniture. However, the names of approximately 300 Union and Confederate Soldiers who died at Point Clear

A third way to build a positive and successful intercultural relationship is to become educated on common business practices and cultural norms of the country of the prospective business partner. “Business people should learn how the other side approaches business and what the principles of hospitality are” (MacEwan, 2015, p. 156).” This quote demonstrates the importance of education in regards to other cultures business norms, because without a prior education a person could be doing something that the other country or culture finds offensive without realizing it. It could be the smallest of issues that ruins the business relationship and makes it unsuccessful.

These days, because of globalization we can locate various individuals who work, contemplate and live in the outside nations, and this number is expanding. The globalization of business has come about expansive quantities of specialists living and working abroad, and in addition an undeniably multicultural residential workplace. Information and abilities means power in the worldwide commercial center, as well as mean survival. It is assessed that half of all universal joint endeavors fall flat inside of a few years, can be more than that. Most successive reason is the absence of social mindfulness and the absence of social competency not the absence of expert or specialized skill. In this manner, any administrator or specialist ought to comprehend the requirement for social mindfulness and affectability

Solutions to these problems are very complex and the most obvious solutions are obstructed by the budget cuts. Yes the HR department need more advisers covering each county but unfortunately that cannot occur, instead propose a new system as to where the HR department travels to each station, maybe 1 district a day, to assist the line managers and provide them with up to date policies and procedures. They could also enlist employee time to discuss and problems they are facing and offer advice. This could help to build the relationships that are currently being strained. Also arranging for back to work interviews and help schemes for absentees could help to make them feel more empowered and feel the organisation really needs them back to work giving the employee a sense of purpose.

Roaring Dragon Hotel (RDH) was a three star hotel in South-West China since 1950 (Grainger,2008). Grainger(2008) observed that, RDH is a State owned enterprise(SOE) in which employees are appointed on the strength of their guanxi connections. According to Drucker (1997), the top priority for success in the current business environment is to harness. "The intelligence and spirit of people at all levels of an organization to continually build and share knowledge". The management of RDH was changed to Hotel International to make the RDH a five star hotel after defame. Employees of RDH felt proud to work for SOE and was admired by their friends and relatives.

Four Seasons Hotel and Resorts (FSH) always prided itself on being the choice for a luxury hotel experience. Since its inception date in 1960, FSH expanded its renowned services to include the current number of 67 hotels in 30 different countries with continued expansion in progress. FSH attributed its success to its organizational culture, which did, and continues to embody, the dedication to great service and luxury hospitality. Part of this culture is to recognize that the employees are the key to success, and that in following the "Golden Rule", do unto others, as you would have them do unto you, an atmosphere of fairness,

After 15 years has passed, the general manager decided to retire and decided to sell this magnificent place to a large American hotel chain that was somewhat similar to what they have experience with their hotel thus far. The new American chain hotel decided to keep all 700 employees and promoted a few people in different positions. One of the spots filled was an American man named John Becker. He was promoted to general manager over this hotel because of his prior experiences. The hotels that John previously worked at was underprivileged, and in horrible shape when John took over. Then later he made it a successful hotel.

This proposal provides blueprint to any business that tries to take over other business in International market by providing importance of cultural adaption especially Guanxi or connections in Chinese Market by providing an example of how Hotel international failed in building Roaring Dragon Hotel reputation back by ignoring the importance of cultural adaption (Guanxi Connections in this case). In addition, business should implement new methodologies considering existing methodologies unlike redundancy of employees with Guanxi connections losing its base on which the company is built.

Due to the year of 2008, we have had two thousand eight hundred and five budget hotels in China. When we are surprised in the expending speed of budget hotels in China, they recruit too many employees without considering the high labor cost and management issue, which finally lead to a high employee turnover rate in the budget hotel industry. In the year of 2009, the average employee turnover rate in budget hotels even increased to 34.5%. So these budget hotels with high employee turnover are having an even more difficult time filling their open positions with qualified candidates who will not just leave or be fired in the future.

Absence of trust between the HR staff and the specialists The labourers impression of HR officials is a noteworthy reason for concern, They underestimate it that the HR administrators are there to ensure that the requests of specialists whatever it is not met toward the end. That is, they picture a HR official being a specialist of the administration and not as a well wisher of the workers by and large. This obviously indicates a long haul discontent which has surfaced now in the most savage way.

With increasing economic globalization recently, there are more opportunities for business but yet brings some challenges because stakeholders become more geographical diverse and the market is bigger than before. Companies are also facing cultural differences when they enter into different countries. Culture is an important part of human society composing of knowledge, beliefs, art, morals, laws and other habits. Cultural differences are the variations in what people have, think and behave between different countries, religions or societies. (ghauri&cateora,2006) Whatever field a company is devoted to, whether they are local or multinational, cultural differences play an inevitable impact on their performance. Taking consideration of cultural differences unsuccessfully has caused many business failures. (Ricks, 1993). Business practice is a method, process, tactics, strategy and rules followed by a company in the pursuit of its targets. It may also refer to these collectively.In this essay, marketing has been chosen as a specific area to focus on. Marketing is the study of exchange processes: creating, communicating, delivering, and exchanging offerings that have value for customers, clients, partners, and society at large.（kotler,1986 ，Principles of marketing）The world becomes a village and there are an increasing number of entities entering the international arena. Therefore, it is necessary for multinational corporations to understand the importance of cultural

The Grand Regency Hotel is found in Bangkok Thailand and has been in operation for the last fifteen years. For the entire period it has been under the management of the Thai general manager and was started by locally based consortium of investors. It is a prestigious hotel in Bangkok and has a total of 700 employees who were being treated in a prestigious way by the management. The management gave the employees the following benefits: provision of very good welfare; the salary rate was above that of the market; high job security and also end of the year bonus which was comparable to salary earned in a four week period (Manson 2009, p. 28).

This Project Schedule will follow a suitable schedule and phases of a project based from the recommendations for a project plan by Harvard Business Review in their 2016 article, The Four Phases of Project Management. These include Planning, Build Up, Implementation and Closeout. Following is