Practices to Support Work and Families - Assignment Example

Practices to Support Work and Families Introduction The ability to remain efficient with employees and for a corporate work space is one which becomes difficult with the expansion of businesses. The foundation and expectations for those that are working within a corporate office becomes difficult when here is a direct link to expansion of different offices throughout various territories. An example of this comes from the Hyatt Regency Hotel and the main operations which it includes. While there is a specific association with the standards that are being upheld from the corporate office, the individual hotels often don’t have the same standards. Employee gaps are inclusive of communication problems and lower standards that cause the service to not work as effectively with the different locations of the hotel. Examining and understanding the main improvements with corporate relationships to employees when there are a large number of branches is one that can begin to alter the effectiveness in communication and the overall functions and reputation that come within the hotels and corporate offices. Reason for Proposal There is a belief that corporate offices have higher standards with training, benefits and relationships that are associated with individuals working in hotels. This is combined with different policies and procedures that are required for diversity, inclusion, employee benefits and other areas of compensation which is given by those who function at high levels within different offices. However, the different policies and approaches with corporations are often not reflected in individual areas where hotels are located. The Hyatt hotel experiences which an individual goes into often does not have the right level of service or has a lack of communication which occurs. This is combined with the inability to meet the needs of customers that come into the hotel because of a lack of involvement in terms of management and policies that are from the corporate office, specifically because these cannot determine the problems which may arise regionally. Examining the gap between communication and programs at a corporate level and the changes which occur with those who are working in individual hotels will begin to change the associations which are a part of the hotels. The importance is based on the ability for corporations to have an approach that is not only based on the expansion of different outlets. There is also the need to have a stronger sense of responsibility to regional outlets and the way in which these are associated with the needs of a specific corporation. By creating this link, there is the ability to change the communication levels and procedures with specific hotels. This will fill the gap between the corporate associations and the different ideologies which are a part of the individual hotels in different regions. Not only will this help with specific areas for management and policies with different areas but can also change the approaches for hotels that are managed according to regional and local needs while offering different forms of expansion. This report will examine the possibilities that are available to help with corporate expansion while filling in the gaps of communication that come from businesses relationships from the corporate level to individual businesses. Sources Used The main source that will be used will be from the Hyatt Regency, specifically which will determine the main concepts that are used for employees. This will be combined with recorded experiences that come from individuals who have been to a Hyatt hotel and which have experienced different types of feedback from the hotel. The report will combine these experiences with literature and theoretical viewpoints that relate to the ideologies that are a part of the main source and which create a direct link to the understanding of the communication gaps which are occurring from the hotel to those who are a part of the individual areas being used. By combining these alternatives, there is the ability to associate even more with the overall understanding of the gaps and strengths of the corporation and how this links to individual experiences. Details of the Problem The Hyatt Regency has specific details which relate to the employees and how they are able to work with the different hotels. This includes a basic organizational structure that is associated with the hotel as well as different expectations that are a part of this. When one begins to work at the Hyatt they move through different training levels through the main corporation and individual hotel. These are taken care of by management that is divided into different areas and which is able to provide information and solutions to those who are working with the hotels. The Hyatt combines this with policies that are based on including individuals from diverse backgrounds and allowing employees to benefit from rewards and compensation as they move through the main program of the Hyatt. Each of these are in place to show a sense of corporate responsibility while developing a connection to the main trends which are a part of hotel management and basic care that is within different corporations (Hyatt, 2011). Even though the corporate structure and main ideologies are a part of the hotel, there are also some problems which are encountered from reviews of different hotel areas. A personal experience of this came from traveling to a remote area that had a Hyatt Hotel. The service and the main check – in was inclusive of a standard procedure. However, the room service and management offered had lower than usual standards from other experiences. There are other responses such as this which have come from different reviews. For instance, one individual stated that extra charges applied that were advertised as free on the website while the room was not maintained or set to the standards expected. Others have stated that there are problems with chemicals that are sprayed in the rooms and food that is not fresh or as advertised (Trip Advisor, 1). The mixed responses show that there is a gap in the corporate promises and expectations and the responses which are noted from customers that have had alternative experiences at the hotel. The main problem which is noted with the Hyatt is one that is based on the gaps that are a part of the implementation and links to the individual areas. This is a noted problem and is common among corporations. The different workplace policies and practices are often recognized, specifically as staff and other individuals are required to take part in different programs or initiatives. However, the higher management may not carry the same sense of responsibility in initiating the expectations and different approaches that are from the corporate offices. There is not a different need outside of the main offices from corporations to create the different types of implementation. This builds a lack in organizational effectiveness, specifically with the individuals that are in management positions from different areas. The result is a set of corporate policies that don’t filter to the main area and which lead to a lack of organizational effectiveness within the work area (Kossek, 57). Solution to the Problem The problem which is noted from the Hyatt is one which can be altered with the SMART analysis. This creates a change in how the different concepts in the Hyatt are approached while developing a different set of initiatives to ensure that individuals that are working in individual areas are able to provide the right components to moving forward with the different needs within an organization. Specific Goals The first set of goals are specific to the Hyatt and are able to create a different approach to the individual hotels. The gap that needs to be filled comes from the corporate expectations which are not fulfilled with the individual hotels. The change which needs to be altered has to come from the high – end and middle management in the hotels to withhold the policies and create a different sense of leadership. The main approach is to create a knowledge management system in which information, training, rewards and other concepts move from the corporate office and to individual employees. Within this system, there will be the ability for management to be monitored more while offering a new set of responsibilities for the company. As knowledge management is used, there will be the ability to fill the gap that is now a part of the corporation (McElroy, 91). Measurable The second aspect which will be considered with the changes from knowledge management and accountability with leadership skills is the idea of measurable results. The main way which this needs to be done is through the performance of each of the hotels. This can be monitored by managers that overlook different sections of the business to create deeper knowledge of what the high – end managers are doing while linking this to the corporate policies and development. The result will be better performance from management and better reviews from customers. This will be combined with the ability to monitor smaller concepts, such as looking at the management of the rooms, food and other basic needs in each of the different hotels. Monitoring the different areas that are a part of the daily routines of the hotel can help to redefine if the management is building the right reputation and following through with performance that is a part of the organization (Kennerley, 102). Achievable The performance that is expected to change is one that is achievable. The corporation already has the basis with policies and training methods that are offered. This can combine with new management systems and leadership training to enhance this. As this is done, higher standards will be achieved with the ability to easily monitor and create the right responses from the community. As this is done, there is the ability to build achievable results while altering the different levels of training and development among employees in different areas. However, for this to continue to work, there is the need to add in an understanding that the focus needs to shift to the regional areas as opposed to being a corporate office that is overlooking the main structure. Being more proactive in the different performance areas is what will create the achievable results that are desired by the Hyatt. Realistic The concept that is being looked into with leadership training and management is one that is realistic and which can easily be achieved while changing performance levels. The main focus is based on re-examining the core competence of the organization and developing this even more to create a different organizational environment within the individual areas. By doing this, there is the ability to establish a stronger sense of leadership while changing the reputation of the company. More important, the results which are considered realistic while help to develop a stronger association with the education required for working at the company while offering more training and development that will help those in management to establish more components that are a part of the work structure. By doing this, there will be the ability to add into the reputation of the Hyatt while filling in the gaps between the corporate expectations and the management that is in different areas (Prahalad, 3). Timed The timing for the Hyatt can begin to be implemented as soon as mediators and trainers are added into the main corporation. Interchanging this with different and new developments can help to create a stronger association with the corporation while establishing more developments that are required for the implementation of different programs. Timing out the first training and development for leadership should take place within the next 6 months while implementation will be continuous and will continue to grow as performance levels and other concepts are altered within the main corporation. This will be followed by monitoring and different initiatives that are associated with the main corporation and the functions that are expected from management. Action Plan The action plan that is developed for the Hyatt will be based on adding in new programs to change the approach which is taken to the leadership levels. The first phase will be to develop new programs for management that will help with training and development while changing the standards and expectations with individual hotels. This will be followed with mediators that will be able to go between the corporate policies and different hotels within a specific region. These mediators will be designated to offer the training and development and will continuously monitor the performance of the management and employees which are in each region. This will help to change the outcome and controls within each area while ensuring that the standards and initiatives are continuously growing within each region. The basic foundation with mediators and the training and development will then expand so management at all levels and employees are trained for the different expectations of the corporation. This will be done to close any gaps of communication which may be formed from the corporation and to those who are working within the individual hotels. This will further ensure that those who are working within each of the areas can have even more consistency with the different concepts that are approached within the training and development center while creating a specific approach that allows each of the individuals to be a part of the change within the corporation over a period of time. A concept which needs to be looked into with this specific association is the ideology of change management. Even though there are certain standards and management procedures that are not being followed, there will also be a set of resistance to the change. The leadership alterations, management expectations and employee attitudes all need to be monitored while going through the training and development program. Working with strong communication over the changes and making sure that it is created in a non – threatening way will ensure that there is a positive response while eliminating the difficulties which often arise when new programs are implemented for alterations with management and employees in different areas (Gill, 31). The way in which this can be approached is with continuous monitoring and evaluation in the performance measures and changes which are a part of the environment and organization. Costs and Changes The first sets of changes which will be a part of the Hyatt are inclusive of an increase in costs. This will first come with the implementation of the training and development program followed by individuals that are expected to mediate and monitor different regions. The financial cost will also be determined with the evaluation and monitoring that is expected to take place over time as well as the different alterations that will be approached with new needs with the programs and monitoring that will take place. This will begin with the basic finances for setting up the new program and will continuously be a part of the liabilities with the company, specifically because there will be continuous monitoring and evaluations to fill in the communication gaps between the corporate expectations and the individual hotels. The other changes associated with the approach to the Hyatt include lifestyle and time changes. The lifestyle approaches will begin with the expectations of employees and management and how this will alter. A different amount of time will be initially required to go through the trainings and to begin to adjust the leadership levels that are a part of the hotel management. This will be combined with different initiatives which will be required to ensure that each of the individuals are able to create the right approach while at work. However, there will be more benefits that are added into this. This is inclusive of the lifestyle management that will help one to have more career opportunities from the training while moving into more advances and expectations that are a part of the corporation. By doing this, there is the ability to create a different understanding to lifestyle and the expectations that are associated with this. The third change which will be a part of this is based on the time frames. Employees will be required to spend more time with the training while corporations spend time in developing the programs. There may also be different concepts in relation to time that will be based on how the management systems change as more policies and procedures are added into the daily tasks required. The need to have more standards and expectations, as well as the alterations in leadership style, may also cause employees and management to spend more time with the work while leading to changes in how much is possible to achieve within one day while working. Hyatt will need to know how to respond to this specific part of the training and development program while implementing even more needs that are associated with the time management in the workplace. For the new initiatives to work with the Hyatt there is the need to continuously monitor the initial stages that are going to be used to fill in the gaps between the corporation and the individual areas. The result is one which may lead to the need to have more resources, employees, better time management or results that respond to the training and development that is a part of the different hotel areas. Without this approach there won’t be the ability to create a different way to change what is needed while not allowing the employees and management to have the right approaches. This not only needs to be monitored, but pro-active responses, such as rewards and benefits or the movement into new positions, may help with more efficient activities within the corporation while creating alterations in how different individuals work toward the change that is expected in the development of the corporations. The different concepts which are associated with the Hyatt can further be monitored and altered with the action plan to look at the performance and differences that are a part of the corporation. This is combined with the ability to create the needed changes that are a part of the corporation while building and developing a different set of changes based on change management, leadership, developing of different regional needs and the ability to create a different approach to what is needed in terms of the mainstream components of the hotels. This will help to develop and create a different approach to what is needed within the hotels while helping with continuous growth not only as a corporation but also with the expectations of employees within the work area. This will develop a different understanding toward the corporate expectations and the way in which this links to new developments that are a part of the corporation. Conclusion The concepts that are a part of the Hyatt are based on the development of the management and employees. It has been found that there is a sense of inconsistency with individual hotels and the link to corporations that are associated with this. This is combined with expectations with the Hyatt in terms of employment and management that have set the policies and procedures for the company. However, reviews and personal experiences have inconsistent developments with the employees and management, leading to the inability to create the right amount of hospitality for different hotels that are a part of the Hyatt. The way to begin changing this is with a new training and development project based on the mediation and monitoring of the companies. Combining this with the development of different needs within the corporation can then begin to create more alternatives to closing the gap between individual hotels and the Hyatt hotel while offering consistent growth from individual hotels and the overall corporate responsibilities. Works Cited Gill, R. “Change Management – Or Change Leadership?” Journal of Change Management57 (1), 2001. Hyatt Regency. About Us. 2011. Retrieved December 2, 2011 from: http://hyatt.jobs/. Kennerley, M. “Measuring Performance in a Changing Business Environment.” International Journal of Operations and Management 13 (1), 2003. Kossek, EE. “Workplace Policies and Practices to Support Work and Families: Gaps in Implementation and Linkages to Individual and Organizational Effectiveness.” Workforce / Workplace Mismatch 15 (2), 2005. McElroy, MW. The New Knowledge Management Macro Innovation: New York, 2003. Prahalad, CK. “The Core Competence of the Corporation.” Strategies and Planning 51 (3), 2006. Trip Advisor. Review of Hyatt Hotel. 2011. Retrieved December 2, 2011 from: http://www.tripadvisor.com/Hotel_Review-g298573-d483187-Reviews-Hyatt_Hotel_and_Casino_Manila-Manila_National_Capital_Region_Luzon.html. Read More