Management Leadership Across Cultures Leadership Business Essays

Management leading Across Cultures Leadership Business EssaysIn this Tourism and Hospitality module the slip byic conducen to me is Management Leadership Across cultures. In todays modernizedly competitive transaction surroundings the international nature of hospitality and tourism labor requires those portion outrs who atomic number 18 amply awargon of many different problems relating to leadinghiphip. They re altogethery need the knowledge and skills all important(predicate) to lead and motivate custody cross offices many different cultural backgrounds, and respond to the call for and expectations of culturally diverse guests. This issue is cardinal of the enceinte important and very(prenominal) relevant to in effect(p) counsel of organization in a detailed understanding oh the range of issues associated with management and loss leaders across culture.This report coers the learning outcomes 1,2 and 3- weighting 100%. schooling outcome and main aim of this study is to approximate the (1) critically evaluate theories of leadership motive. (2) critically evaluates theories relating to managing cultural diversity. (3) Comp ar and contrast the styles of leadership and appropriate motivation techniques across different cultures. Using the mightily methodology and research work this report will cover the issues raised by the research queries.1 conceptionWith the passage of time the ball-shapedisation and internationalization growing at faster pace, whole few undefeated organizations can now survive without understanding the need to work across cultures. thus far if businesses or organizations argon not working outside the country or with foreign psyches, it would be a challenge to narration better opportunities single cultural workforce.With the function of cross-cultural business surroundings comes a need for passel to be awargon of how culture solves the organization. It is disappointing, as many quickly discover, the rest of the world does not do functions deal we do. Cultural diversity really affects the both(prenominal) field of organization, and no one can degen termte the cultural differences.The cause of event is the leadership challenge is very hard to achieve. the Leaders of unexampled era should wear the ability to managing lot of different cultures the leaders must have the ability to listen each one and should understand the actual meaning of diversified cultural coworkers. This is the main and the core challenge which a leader sides when people perceive the world, communicate and slang their leaders in different ways, the leaders ears may be ringing with misunderstood messages.1.1 The LeaderThe superior leader exacts things done with very little motion. He imparts instruction not through many words but through a few deeds. He accompaniments informed about everything but interferes hardly at all. He is a catalyst, and though things would not get done well if he werentt there, when they succeed he takes no credit. And because he takes no credit, credit never leaves him. Lao Tse, Tao Te Ching1Great Man TheoriesGreat Man theories assume that the capacity for leadership is inherent that great leaders ar born not made.2. Trait TheoriesTrait theories often rank particular constitution or expressional characteristics shared by leaders.3. Behavioral TheoriesBehavioral theories of leadership are found upon the impression that great leaders are made, not born. Rooted in sortism, this leadership theory revolve aboutes on the actions of leaders not on mental qualities or internal states.3. Contingency or Situational TheoriesContingency theories of leadership snap on particular varicapables related to the environment that might determine which particular style of leadership is scoop out suited for the situation.4. Participative TheoriesParticipative leadership theories suggest that the ideal leadership style is one that takes the in cast of others i nto identify.Theories of motif1.Abraham Maslows drive Hierarchy surmiseOne of the most widely mentioned theories of motivation is the hierarchy of needs theory put forth by psychologist Abraham Maslow. Maslow saw humane needs in the form of a hierarchy, ascending from the net to the highest, and he concluded that when one set of needs is satisfied, this kind of need ceases to be a motivator.As per his theory this needs are (i) Physiological needs (ii) Security or Safety needs (iii) amicable needs (iv) Esteem needs (v) Need for self-actualization 2- possibleness X and Theory Y of Douglas McGregor McGregor states that people interior the organization can be managed in two ways. The scratch is basically negative, which falls under the stratum X and the other is basically positive, which falls under the category Y.3-Mayo Theory of MotivationElton Mayo (1880 1949) believed that workers are not just concerned with money but could be better cause by having their accessible ne eds met whilst at work.4-Herzberg Theory of MotivationFrederick Herzberg (1923-) had close links with Maslow and believed in a two-factor theory of motivation. He argued that there were certain factors that a business could introduce that would directly motivate employees to work harder (Motivators). However there were also factors that would de-motivate an employee if not present but would not in themselves actually motivate employees to work harder (Hygienefactors)Critically Analysis of leadership Theories1-Trait TheoryThe Trait Approach came from the Great Man theory as a way of identifying the key characteristicsof successful leaders. It was believed that through this approach critical leadership traits could beisolated and that people with more(prenominal) traits could then be recruited, selected, and installed into leadership positions. This approach was common in the military and is still utilise as a set of criteria to select candidates for commissions. The problem with t he trait approach lies in the fact that intimately as many traits as studies undertaken were identified. After several years of such research, it became apparent that no uniform traits could be identified. Although some traits were found in a considerable number of studies, the responses were generally inconclusive. Some leaders might have possessed certain traits but the absence of them did not necessarily mean that the person was not a leader.2-The Behavioral TheoryThe results of the trait studies were in concluded. Traits, amongst other things, were hard to stair.How, for example, do we measure traits such as honesty, integrity, loyalty, or diligence, while in this theory of leadership its very clear that the behavior of the leader is very important, its doesnt matter how intelligent he is or how educated the leader is. its the game of behavior and game of personality. This style of leadership, we can see mostly in south Asian countries or leash world countries. And in my vi ew this kind of leadership is based on idealism.3-The Contingency TheoryThe behavioural theories can help the autobuss for developing specific leadership behaviors they give them little guidance as to what constitutes effective leadership in different scenarios. Indeed, I feel that no one leadership style is mightily for every manager under all circumstances. Instead, contingency-situational theories were developed to indicate that the style to be employ is depending on(p) upon such factors as the situation, the people, the task, the organization, and other environmental variables.4- Participative TheoriesParticipative theory may helps more to the managers rather than other to a higher place theories. The positive thing about participative style of leadership is distribute the power among the team members. Thats means the leader transfer and share the power among all the team members. This will help to make better decisions, because every team member will participate in the dec ision reservation process. In this case every team member has the importance and that thing motivate and enhance their confidence level. On the other generate if the leader transfer the power to that member who I not capable of doing assigned work than that thing can impact negatively.Critically Analysis of Motivation TheoriesAbraham Maslows Need Hierarchy TheoryMaslows theory is not open to test because of the nature of the subject involved, the difficulty with defining the plan or intention and further cover partly, for example between love and measure, or physical and safety needs.Deprivation The person who is not available in all of the basic needs containing as part of the whole being considered physiological, safety, love, and esteem would believably feel a powerful desire for nutrient above all else. In the Maslow as a witness explain the example of a persisting for a long time or constantly recurring hungry person for whom no other interests exist beyond food he dream s food, he remembers food, he thinks about food, he emotes only about food, he conscious of only food and he wants only food.Maslow suggested that people who experienced extreme emotional and/or physical the damaging neglect of material benefits considered to be basic necessities in a society early in life may be permanently destroyed in terms of the social, esteem, and fulfillment of ones talents and potentialities needs. Individuals develop coping mechanisms in the face of ongoing stressors in the context of chronic deprivation of basic needs, the person may break the inter- conclave communication from the higher needs, since they may seem causes despair out of reach. Adults who were process of moving up the hierarchy of needs as the lower needs become satisfied criticized theories that rest on especially signifi banking concern exposit of human behavior under remarkable conditions, Care taken to avoid danger or mistakes against foreign situation from human behavior in emergen cies to human behavior in more typical situations. Maslow verbalise a fact or belief confidently and forcefully that those who attempt to measure the finishs of humankind based on not involving anyone behavior during extreme physiological deprivation is used to emphasize being wile to many things .it is important to observe human behavior under more normal circumstances in order to develop a generally applicable theory that is not distorted by ambit a high environments. Maslows theory of the hierarchy of human needs make an exploit to achieve an account for the experience of the persisting for a long time or constantly recurring hungry and the inveterate satisfied within the same model, but the models structure does not allow enough flexibility to account for the extremes of satisfaction and the damaging lack of material benefits considered to be basic necessities in a society as well as the normal experiences of the general population.Theory X and Theory Y of Douglas McGregorT his lasting bequest of McGregors The Human Side of Enterprise and his Theory X and Y is that it shows how far management thinking has come. Objecting to the ascendance of Theory X in the workplace of the time, McGregor noted that if there is a single assumption that pervades naturalized organization theory, it is that authority is the central, indispensable means of managerial control. McGregor then put forward an available as another possibility or choice the art of representing three-dimensional objects on a two-dimensional scrape up so as to give the sort out impression of their height, width, depth, and position in relation to each other. Theory Y was based on the opposite set of assumptions, namely that people need not only to work but want to work. Under Theory Y, the worker finds that mental and physical effort at work are as natural as it is not working or occupied that be to control and threats are not the single means of control in a company that the mediocre human l earns not only to accept but to attempt to find responsibility and that most of us have a fully occupying the available area to display a high degree of forming new ideas, and original in sorting out problems.It is true that neither of McGregors two polar opposites are realizable in any organization. Even the most swollen and distended or congested corporate giant has human spirit remain hidden within it, while the most off-beam creative firms require an organization a set of ideas. McGregor recognized this fact and was busy by the terms of a will a cross of organizational human try hard to achieve some thing, theory Z, when he died.Mayo Theory of MotivationMayo theory of motivation has described that treating with people as human is important. The manager Should give them self applaud and importance, this is an effective tool for the people who work in an organization. still the negative chance of this theory is that mayo has forgotten about the basic needs and one of them is money. Only the self respect is not enough other things also matters. In my opinion the mayo theory of motivation is competitively less effective that other theories of motivation.Herzberg Theory of MotivationHerzberg has discussed two factor here in my view Hygiene factors avoid job dissatisfaction, for example the company polices really matters. Are they reformative to the workers, how the administration is working, what leadership style they have? If both company form _or_ administration of government and administration is worker friendly than it really helpful to the workers and motivates them, there few other factors which have the importance is supervision, interpersonal relationship, working conditions, salary, status and security. these are the factors if they are shown preferably in the company policies that can really motivate the employees.While in Motivation figure work condition related to the satisfaction of the need for psychological growth, job enrichment and le ads to superior performance effortMotivation-Hygiene Combinations(Motivation = M, Hygiene = H)Managing Cultural smorgasbordOrganizations nigh the world has been recognizing the cultural diversity within organization is not a contradict aspect, rather can assist an organizational pursue for glory. However it is not an easy task to manage employees with different cultural backgrounds. Nevertheless there are so many policy guidelines that can make a piece of work simplified. On a wide perspective, cultural diversity can be manage through communicating (creating awareness among all employees about diverse determine of peers through communication), cultivating (facilitating acknowledgement, support and encouragement of any employee success by all other workers), and capitalizing (linking diversity to every business touch on and strategy such as succession planning, restructuring, employee motivation, performance management and review, and stick out back systems) strategiesAnalysis o f Cultural Diversity in UKTop British companies are focusing on the staff with culturally diverse backgrounds as aprospective asset in performance teams. The culturally diverse teams can actually perform better as well as more sensory faculty of creativity than teams made up of people with same backgrounds. The many studies showed by psychologists is that the prime creativity of such teams is usually achieved at some expense to performance, while performance from homogeneous teams is usually at the exist of creativity.The survey of 65 companies, from the top 200 British companies, and their attitudes to culturaldiversity revealed some regarded as likely to happen results. For example, companies which have a management of diversity policy are not importantly those which have noticeably increased the comparative measurements of their workforce with diverse backgrounds. Their top management is have power and influence over as much by white males (86 per cent) as companies with no div ersity policy (87 per cent). But companies with active diversity policies are more likely to have brought in flexible work arrangements help with Chiltern, paternity leave and career breaks. They put a high priority onmanaging diversity on with other business tasks like Investors in People, businessefficiencies and total quality management. And these companies are more booked in campaigns that advance the induce of minorities. Reasons advanced by companies which do not have a particular policy included financial (not enough resources) managers not recognizing the importance of diversity as a business issue some companies seeing no need to focus on being a average and evenhanded employer, or, in one company, specifically avoiding following especially one that is short-lived .Benefits of Cultural DiversityFor producing desired results multi-cultural managed companies have cost effective competitive advantage.It helps in boosting minority friendly reputation among progressive empl oyees.Diverse cultural corporations help to get the best customers which have a variety of people.Diverse group of employees are seems to be more creative and efficient in problem answer as compared to sympathetic group.Ability to manage cultural diversity increases adaptability and flexibility of an organization to environmental changes.Culture and LeadershipSince valet War II, globalization has been advancing throughout the world. globalisation is the increased interdependence (economic, social, technical, and political) between nations. People are turn more interconnected. There is more international trade, cultural exchange, and use of worldwide telecommunication systems. In the last 10 years, our schools, organizations, and communities have become far more global than in the past. Increased globalization has created many challenges, including the need to design effective multinational organizations, to identify and select appropriate leaders for these entities, and to man age organizations with culturally diverse employees.Globalization has created a need to understand how cultural differences affect leadership performance. Globalization has also created the need for leaders to become competent in cross-cultural awareness and practice.Differences in put Eastern and Western ManagementManagement dimensionsMiddle Eastern ManagementWestern ManagementLeadership extremely authoritarian tone, not flexible instructions, too many management directives slight emphasis on leaders personality, considerable weight on leaders style and performanceOrganizational structureHighly Bureaucratic over centralized, with power and authority at the top, uncertain relationship, unclear and unpredictable organization environment.Less bureaucratic, more delegation of authority, Relatively decentralized structure.Performance evaluation and controlInformal control mechanisms, fleck checks on performance. lack uncertain performance evaluation systemFairly advanced control syste ms on cost reduction and organizational effectivenessPersonnel PoliciesHeavy reliance on personal contacts and getting individual form the right social origin to fill major positionsSound personal management policies. Candebates qualification are usually the basis for selection decisions.Styles of leadership and appropriate motivation techniques across different culturesLeadership style influence level of motivation. However, throughout a lifetime, mans motivation is influenced by changing emulations and/or leadership style he works under or socializes with. Command-and-control leadership drains off ambition while worker responsibility increases ambition.Styles of leadership Vs motivation techniquesLeadership StyleMotivation TypeMotivation is Based onPersonality TypeEfficiencyLimited supervisionWorker with decision making responsibilitySelf motivatedCreativityLeader of ideas or people.IndependentAchieverThrives on changeHighTeam motivatedMixed stylesGoal motivatedOpportunityPers onality type and might depends on leaders skill and/or the work environment hes created.Reward motivatedMaterialism realisation motivatedSocial statusHigh level of supervisionCommand-and-controlPeer motivatedTo be like othersStatus quoDependencyResist changeLowAuthority motivatedFollows policyThreat, fear motivatedReacts to forceSelf-motivated or visionaries will not admit authority controlled environments. They will find a way to escape if trapped.In a team-motivated environment, dependency types will become inspired and strive to be satisfactory with independent thinking coworkers.Associates influence the level of individual motivation.CriteriaAccording to my research and evolution relating to the theories about Leadership, Motivation and cultural diversity is very optimistic. The above said theories are research based and really sound for the hotel and tourism industry. Now I will explain what are the things which will help the hotel and tourism industry to grow and flourish.Em ployees must know the primary aim of the organization.Remove those obstacles which stop employees performing to best effect. actuate the staff by financial rewards, status, praise and acknowledgment, competition, job security, public recognition, fear, perfectionism, results.Use the participative style of leadership and empowered the employees.Avoid those things which can demotivate the team. Like company has made redundancies, imposed a recruitment freeze or lost a number of key people this will have an effect on motivation. subscribe to the survey to check, who is most motivated and why? What lessons can an employee learn from patches of high and low motivation in the company?Its important that company goals and employee goals should be aliened or not. You may find employees are highly motivated but about the wrong priorities.Its important to realize the employees that they feel safe, loyal, valued and taken care of. convey them what would improve their loyalty and commitment.In volve employees in company development.Its important for the company to match their internal motion picture with its external one. Like Your Company may present itself to the world as the forward thinking engine room family hotel chain. Your employees would have been influenced, and their expectations set, to this image when they joined your company.By adding coaching tools and motivation principles to their capabilities we should find the job of leading those around us, and/or helping others to do the same, more of a joyful and rewarding activity. Instead of spending all their time and energy pushing and cajoling (in the belief that your peoples motivation must come from you) you will be able to focus on leading your team, and enabling them to achieve their full potential themselves.About HyattHyatt is a global hospitality company with widely recognized, industry leading brands and a tradition of innovation developed over their more than fifty-year history. Hyatt mission is to p rovide authentic hospitality by making a difference in the lives of the people they touch every day. Hyatt focus on this mission in pursuit of their goal of becoming the most preferred brand in each segment that they serve for their associates, guests, and owners. Hyatt support their mission and goal by adhering to a set of core values that characterizes their culture.Hyatt manage, franchise, own and develop Hyatt branded hotels, resorts and residential and spend ownership properties around the world. As of March 31, 2010, the companys worldwide portfolio consisted of 434 properties.Hyatt HistoryHyatt Hotels Resorts opened its first property, a tenuous motor hotel at the Los Angeles International Airport, in 1957 and its portfolio quickly grew to include several other modest hotels along the West Coast and in Chicago over the next ten years. In 1967, Hyatt opened its first major John Portman designed hotel, Hyatt Regency Atlanta , in Georgia, which featured a space-age design wit h a dramatic, 21-story atrium lobby. The revolutionary architecture spawned scores of atrium lobbies around the world, effectively changing the course of the lodging industry and reshaping the Hyatt brand as an innovative and significant global hospitality leader .By 1969, 13 Hyatt hotels were in operation throughout the United States. That same year, the company launched Hyatt Regency Hong Kong , establishing Hyatt International Corporation . Over the next ten years, the companys portfolio of hotels began to expand and beam rapidly, and in 1980 the company introduced the Grand Hyatt and Park Hyatt brands, and also solidified its entry into the luxury resort commercialise with the opening of Hyatt Regency Maui Resort Spa in Hawaii.Hyatt Regency London -The ChurchillHyatt Regency London The Churchill provides a wide range of go guaranteed to satisfy the needs of the most discerning guests. The fully equipped Business Centre provides businessmotivational Tools Used by HyattEmplo yee motivation is given a very special consideration at Hyatt. The top level management of the hotel believe on the theory of Z(Japanese school of thought)In Hyatt the employees salaries are not as much high so it is because of the motivation which keep the employees enthusiastic and dedicated to their jobs as they are working with their family members. For keep cause their employees some managers also work with the employees like as they do. We reached in wash drawing department the laundry manager was working as like lowest or middle level employees. Related manager Really take much care of every employees family matters and try to help them, because they know that the employee who have problems cant work effectively. In Hyatt they usually give the promotion from within organization relating to the employees previous performance. Promotions are refer on the performance basis. This performance base motivates employees to work hard and achieve the goals, which are very documenta l and are conscious of achievable by most of the employees.Managers play an important role in motivating employees as they give them the in time feedback about their daily official work. They also help them for solving different problems, which can be job related or professional life problems. Working environment and challenging targets are a major factor in employee motivation at Hyatt. The hotel has reward system which includes monetary awards such as,Employee of the Month awardEmployee of the Year AwardTRAINING AND DEVELOPMENTAt Hyatt on the job training is given the utmost importance Hyatt have a performance evaluation system. They evaluate employees jobs, personalities and performance. Job are evaluated by their immediate managers and counter signed by the senior management. They also identify deficient after discussion with the relevant employee. On the basis of evaluation they identify the areas where the employees are lacking behind and they suggest recommendation for train ing. They use a performance appraisal form and use a different dimensions for evaluate performance. As they are the market leader so we need to have trained and well trained staff. Their every waiter or room server knows the a bit Asian languages because their most of the guest are from foreigners. They believe in cross culture.COMPENSATION AND BENEFITSBenefitsThey have a incessant analysis system and a performance appraisal method. For this they have committees who meet once in a month to discuss the performance of all the employees.They have performance appraisal method which we conduct 2 times annually for the new employee and annually for the old one and give them increment and benefits. Bonuses Annual IncrementsRules and canon PoliciesPaysPayday is last day of every month.Overtime is double the hourly rate of payWORK entry9 work hours in one shiftOne day off during the weekBRTESKS AND repast PERIODS1 meal and 2 tea breaks in one shift30 min for eat/dinner.15 min for each t ea/breakfastMeals in staff cafeteria only.LEAVECasual(Maximum 3)Sick(Medical certificate for 3 or more)Earned(Minimum 7)EMPLOYEE SATISFACTION SURVEYHyatt Hotel conducts an Employee Satisfaction survey on annual basis. The Survey targets permanent employees of Hyatt with a view to determine their current satisfaction level on various categories.This survey mainly focuses on the following objectivesTo measure, learn and improve the organization performanceTo escort that the employees are moving in the right direction in order to fit in the futureTo listen and build upon the feedback from all employeesTo ensure that we are creating a successful working environment in which innovation can thrive committedness of the top management to follow up on the employee satisfaction levelThis year the survey result is more than 80% satisfaction level. Hyatt conducted this survey with the help of a private firm. The top management of Hyatt feels that it is important that they keep the employees mo tivated and take initiatives to increase their satisfaction levelLeadership at HyattLEADERSHIP dashThe Hyatt general manager of the company is at the topmost position in the organizational hierarchy Even though he is not directly involved in its operations he is responsible for pickings major company decisions regarding the policy and Operations. Departmental managers are responsible for leading and controlling their subordinates. These leaders focus on their respective fields.Increasing their employees efficiencyEmpowermentResolving ConflictProviding facilitiesManagers motivate minimum-wage employeesDirecting them to right wayMotivationAt Hyatt encouraging the employees to give new ideas so as to increase the customer satisfaction. In Hyatt there is a high degree of delegation and participation so they believe that the leadership style used in all the departments of Hyatt is democratic. Subordinates are given a fair treatment and are dealt in a very good manner so as to give them a musical note that you are not only an employee but also a member of the family.The managers at Hyatt are very supportive as they treat subordinates as equals, and have a highly open communication system. They are participative since they encourage the involvement of the employees in decision-making and make use of group discussions. However, some monetary and non-monetary rewards are used to create a high involvement from the employees especially at the lower level.THESE ARE SOME THINGS WHICH heap BE DON