Efqm Squire Hotel Group

“The responsibility for ensuring high-quality guest services and accommodations rests primarily with employees” (Partlow, 1993). Both companies use this motto to guide their team in TQM. The Strategic Group and the Ritz-Carlton understand and implement the TQM concept of managing organizations with a set of tools, policies and procedures that ensure quality production and services. These set of tools are given to employees to succeed and to create and recreate the excellence of the culture in the companies. Stakeholders and top management come to agreement of minds that employees are the backbone of the companies because they are the ones that are representing the company in reflection to what has taught in training and seen by example of upper management. Both companies also believe that when involving employees in the decision making process instead of governing them, employees have a sense autonomy that generates pride in what they do in turn will be present in the way of work and they eyes of customers.

In today organization, these concepts have been changing and researchers have showed the importance of identify and work to improve them but if they resist this change process; they will continue having the same problem.

TCO B - Given the inherent reality that all organizations must experience change in order to improve, demonstrate how “models” are used in Change Management, for diagnosing an organization’s need for change.

These recommendations will convey a Performance Management Framework that measures the usage of the organizations method and drives the acknowledgment of quality. This thorough schema addresses critical success factors that address the businesses culture, and the staff and client base. The

| This model best applies to the managers and leaders that are hired from within the organization have to be careful of what is done with his or her employees and how he or she tries to change what is happening with the employees on the floor so if the employees are happy with what he or she is doing at the workplace the manager should not change it. Managers or leaders should realize that change could have consequences if he or she decides to make changes the employees are not particular or used to doing the certain way the manager or leader likes to see this done. Managers and leaders need to take in consideration of how the employees feel about what the changes being made from the manager. The employees have good communication with each other but if the communication is not the way with the manager then there could be problems. Communication is one of the things that a manager or leader has got to have behind them because when he or she does not listen to the employees about the changes being made this could cause problems between the employees and the manager. This model is being used at many types of organizations.

As we discussed in class, every business is faced with these issues and they are important to managers making strategic decisions. One of the first things learned about business is that if there is no demand for a good or service, the firm that provides it will not continue to exist. Over time the hotel industry has continued to change with market conditions and make itself attractive to business

The components of a successful performance management system will help with defining; the plans to increase profits and the margin objectives. This includes having objectives for your individual employees, managers and anyone that contributes to the overall goals. Keeping a well-defined program will relate back to the planned and projected targets you have put in place in each entity of your company. Having a strong documented plan will also increase the trust factor within your customer base, along with your employees.

3. Williams, B. (2005). MODELS OF ORGANIZATIONAL CHANGE AND DEVELOPMENT. Williams, B. (2005). MODELS OF ORGANIZATIONAL

The type of challenges determines the type of change action or strategies that are implemented within your organization. The key to effectiveness with this model is to refrain from one specific solution centred approach and always involve employees thoroughly in the process in order to reduce resistance to

In order to engage the employees the Portman must be dedicated to a performance management system. This cannot be the “system of the month” that simply creates hype for a time and then fades away, as they experienced with the 5-Star system. The hotel must set goals, monitor and evaluate these goals, provide feedback and create a reward and recognition program. (Krasner, 244). With the introduction of the 5-Star Program, the Portman relied on the PV’s to participate in the problem solving for the hotel. The Portman should again rely on the employees with the establishment of a performance management system by using a Management by Objectives system. This type of system would incorporate participation from the employees for decision making, goal setting and objective feedback (Kreitner, 246). This program should begin with the strategic plan of the hotel and then set goals for employees that will align with the hotels organizational objective. These goals should be set using the SMART method (Kreitner, 248). Once the goals are set, management must get commitment from the staff that they believe these goals are attainable and that they believe in why they are pursuing these goals. If the Portman uses staff to set these goals, commitment will be easier to

This model was developed by Tom Peters and Robert Waterman (Mindtools 2012). Essentially, it aims to improve the overall performance and productivity of an organization while aligning all departments to suit the shared vision of the organization (Peters 2011). There are a number of benefits within its flexible nature and ability to look back and analyze the success of a previously implemented strategic change within the organization (Simister 2011). It is retroactive, yet it can be an important diagnostic tool in learning for future endeavors of change (Peters 2009).

To fully understand why the organization wasn’t heading down the path to success many different tools were used to help analyze the situations. Models such as the service profit

Premier Inn is the name of a British Budget Hotel chain running the largest hotel brand in the United Kingdom. Hotel chain is running 690 hotels with more than 50,000 rooms built in different countries. The hotel chain listed in London Stock Exchange in 1987 with brand name of “Whitebread” and started trading of its services under the chain of “Travel Inn” in order to compete with travellodges. Business operation of Premier Inn is not only limited to city centers but also covering suburbs and airports locations Hotel chain is following the expansion and acquisition policies since the time of its inception and acquired hotel chain named as Premier Lodge in 2004 (Whitebread, 2013). This acquisition increased the number of hotels and the profit as well. Premier Lodge was running with 141 hotels and contributed 70% of the total profit of “Whitebread”. Target market of the hotel chain is not only the leisure visitors and families but also the world business class seeking countless business and travel facilities. Award winning business services, comfortable sleep on king size beds and delicious breakfast are further adding value for the hotel chain while elevating the status of Premier Inn to be the first choice of families and business class to take their stay decisions at Premier Inn. The ambitious and high paced profitable progress of the Hotel chain is opening new ways of expansion and development. The hotel chain is therefore, planning to increase around 45% i.e. 75,000 rooms

I hope that this meets the intent of this paper and that you learn something new about the management of an organization that I have the most interest in. I wanted to discuss how the lessons that we have covered during this class are used and demonstrated in a large worldwide company such as Ford Motor Co.

managers can implement to improve the functioning of their organizations. We begin with a brief overview of the matrix. We