The Manager Of The Peninsula Hong Kong

As her company grew and she hired employees her leadership began displaying “supportive behavior” as well. She was a compassionate leader who would “show concern for the well being and needs of her employees”.2. When describing her leader ship style Wang stated “I try to share a tremendous amount with my staffers. I feel everything: the tribulations of business, the responsibility to people who depend on me to feed their families. Those things are always in my decision-making processes.”

They upgrading a hotel first upgraded employee facilities. When a survey at London hotel showed dissatisfaction with workers’ areas, installed new floors, lockers, and showers within three months. Four-seasons needed to get it down to the front line: clerks, bell-staff, bartenders, waiters, cooks, housekeepers, and dishwashers, the lowest-paid and in most companies the least-motivated people, but the ones who would make or break a five-star service reputation. Four-seasons needs employees able and willing to respond on their own to whatever comes up, employees who can spot, solve, and even anticipate problems. That means delegating authority as well as responsibility. Four-seasons pay attention on how to treat employees and make them feel confortable when they work in hotel because employees could bring positive attitude towards customers if they in good mood.

To achieve this goal, the managers show dedication and motivate the workers at the restaurant; such as helping the employees improve on serving the customers or cleaning the tables. Working in a restaurant involves many situations where the staff must constantly improvise and think quickly, which becomes natural for them to communicate and work together with any issues that arise. The actions relate to the article, as the leaders identify a clear purpose in their business, and act on it, which energizes the employees to work well. They have already implemented the ideas within the article, but can also benefit with issues arising to spend time off of working hours to solve future problems.

The success of the company lies within its employees. With LB’s high volume of work, the employees are very dedicated to fulfill all the requirements and to

The HI management has opportunity to more concentrate on sustaining 60 years long glory of Roaring Dragon Hotel and maintains the good customer reputation in the market rather than focusing on new policy implementation. To keep on retain competitiveness in the market it was required to involve individual employee, listen their valuable feedback and understand the local cultural background and the need of the customer (Grainger, 2008). They also think to build up a friendly work atmosphere for the employees and make an easy to

A Concise History Of Hong Kong was a prequel to one of the most fascinating places I have ever traveled to. Going through history class, and growing up, I had heard many stories of Hong Kong, China, Britain, and Japan, but I never realized how intertwined they truly were and how their stories were really told. John Carroll did a remarkable job setting the scene for what Hong Kong was, where they had been, and how they made it through all of it and came out with their own identity.

It is hard to argue whether or not this style of managing was a success when it comes to her hotel chains. From the outside, one can say that her autocratic style of managing has been a tremendous success; her hotel chains have been valued at well over five billion dollars, but when one looks at the core of her business, it is easy to say that her autocratic style of managing has not been so successful. Employee turnover is high and employee morale and satisfaction has always been at extremely low levels. Employees at her hotel chains are constantly walking on eggshells; they accomplish their tasks in fear of retaliation and possible dismissal if it is not accomplished to her standards.

In the hospitality industry, specifically in hotels, the industry faces an increasing high turnover rate. When dealing with the hotel industry, the question arises as to why employees have high turnover. The first task to figuring out hotel employee turnover is to identify what the employee’s needs are and what the industry is doing to meet those needs. The article points out the need for wages. The second point discussed is safety needs. Teams benefit both the employer and the employees. The fourth need defined by Maslow is esteem. The fifth and final need mentioned is the need for self-actualization. Ultimately, the reason why the hospitality industry experiences

Corporations in today’s society are emphasizing there motives on distinctive reasoning’s on time and resources in the industry. As this is, an accepted reality that no agency in the world can contend in this world just on the mere cornerstone of their product and services. In place for a corporation to be successful, it has to reserve greatly into the field of people skills, and their performance. Contribution to stressful working environment, many corporations fail to keep employees due to inadequate of motivation, stress, lower employee job appeasement and other contributing factors of behavioral sciences and psychology. All these circumstances have negative effects on the corporation and organizational demeanor as well. Countless specialist are in acceptance that all these factors create disoriented and unmotivated employees that affect the corporation overall targets and higher discontent of the employees. Due to all these circumstances supervisors have come up with different tactics to reconcile employees problems and to enhance company behavior by examining out the employee who does not fit the peculiar company culture, and specific job based on attraction and knowledge instead of traditional approach. These initiatives are very beneficial in elevating the employee 's complete job fulfillment, which in return lowers the nonappearance and employees turnover, thus improving the corporation in improving its services and products.

For this essay on the important characteristics of leadership I will use how certain procedures have worked and failed in the franchise salon industry as a model. One of the most important parts of being a leader is the ability to be decisive, that in any situation one must be able to make a choice that may or may not carry a heavy weight. With the consistent use of this skill, those that work for you will begin to trust the confidence exuded when deciding and then following through with a task. As seen in salons, if an owner or manager establishes a rule, such as, jeans are not allowed to be worn at work and are then latter begged by their stylist for a change. Following that if the policy is then changed to jeans are allowed on

This paper has four main sections. Firstly, the definition of leadership, followed by a profile of Miss X and a couple of situations that showcases her leadership style on handling the different followers under her. Next, there will be a discussion on how I would lead in the same situation and why, which then will conclude with a summary on showing Miss X as an effective or ineffective leader as defined by the concepts presented.

The good working relationship in the Regency Grand Hotel had been severely strainedbecause people are unlikely taking responsibility for mistakes. They want to secure their jobs. When problem occurs, they were quickly to point the finger at one another. Since the lower need (safety) is not satisfied, next higher need like esteem (respect from the others) and belongingness (make friends) will not become the primary motivator to those employees at this stage.


When motivating employees to get their job done and at satisfactory or better level can be challenging because you want your staff member to show motivation when they are self-inspired to perform tasks and to be proud of their work product. There are employees who do not have the drive to succeed which can affect the Tourism industry and can also have an impact on other at the workplace, which can affect the success of any business that people have. Sometimes you would find that business can lead to the downturn because people may have troubles keeping their business a flow or they can even have problems making a profit which is a disadvantage to the industry. When you have dissatisfaction when keeping the office environment which is leading to no employee motivation which can lead to negative consequences.

Beijing oversaw negotiations with Hong Kong in 2015. China wanted to reinstate Hong Kong as a city, but Hong Kong wanted to ensure their unique capitalists system. Hong Kong also wanted to ensure the Basic Law would be protected. Beijing took the demands into consideration and created the “one country, two systems” idea. This idea was accepted by the United Nations as a joint declaration. Beijing was promised universal suffrage and complete autonomy, other than foreign affairs. In 2015 however, Beijing went back on all the promises and reforms that would expand political participation. After the NPC’s (National People’s Congress) decision to reject universal suffrage it was very hard for people to take Beijing’s commitments at “face

Given the disadvantages outlined in the above previous paragraphs the resort and spa sector needs to consider strategies to increase employee engagement and reduce employee turnover. One such strategy as quoted in Murphy (2007) is Baskrsky (1996) concept called total quality management. The first principle of this approach is “to agree on the requirements of both guests (external customers) and staff (internal customers)”. To overcome the problems with poor employee relations the total quality management approach views both groups as symbiotic. The principles of this method of people management include; a culture of continual improvement, value adding at every level, creativity through development are encouraged and finally proactive not reactive to business problems. This viewpoint is significant to developing a good human resources strategy and should be considered for any hospitality business.