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Identify one or more key issues relating to responsible leadership and change in your current organisation or a new venture. Draw on concepts, theories and frameworks from the course to:

Collect and analyse relevant data
Diagnose the issues
Analyse their impact.

Importance of leadership in managing change

In the Current business era, the leadership role has risen with the rise in business complexities, and in such situations managers are responsible for initiating the staff to stay at the workplace. In the organizations, change management has become an essential part for improving the previous capabilities and to deal with external complications of business (Allen, Brown, Karanasios & Norman, 2013). Managing change is considered as an adequate quality that should be present in every manager for bringing transformation in all the adverse reactions of staff into the positive one, and all this can be done through encouraging them. The employee’s strength is understood by leaders who are the person, involved in spending time with the staff. The changes in the company can be in any form like social changes or industrial change because of the introduction of modification principles in the operations of the business (Allen, Brown, Karanasios & Norman, 2013).

In this report, Hilton Hotel is chosen for initiating the research, because all the changes taking place within the industry will directly affect the business performance. For every business leaders that create competitive challenges through crafting the strategies, also try to manage the complete change process. In the organizational change process, the staff is motivated through informing about the positive results of decisions in the way of upcoming opportunities, which are provided by leaders to their subordinates as staff engagement in the existing process, that support them and encourage them for doing betterment of the company.

The process and policies created in the company are done to handle the key transitions and changes, which take place in the company and might impact the current functioning of business and impact employee’s interest. The leaders are the one, who can charismatically positively transform the business transitions because they are accountable to change all problems faced by the staff. There are different change issues, which can take place within the company and might impose hindrance in business performance. Few are discussed below about Hotel Hilton.

Organizational change

Changes in the organizational structure will be most likely to get resist by the staff because they are used to or have become more comfortable in the workplace. The changes can happen in the way of the relocation of office, that can become a demotivating factor for the employees, as they might not be interested in leaving their family and are not able to work in the new work environment, and the same can hamper the working consistency. The changes in team structure can be resisted through the staff as they will feel comfortable with the previous mentor, who is polite, and the way of assigning the task is better than the new one (Brooks & Simkin, 2012).

Challenges faced by Hilton Hotel


Techniques of stiff motivation

In a general context, motivation will be offered positively, which is not explored in the company. Hilton Hotel provides more focus on the adverse techniques of motivation by applying the autocratic style of leadership for maintaining the discipline in the company. These socials are allocated by the leader for the individuals to view the single person performance of the employees through handling the challenges (Gill, 2013). The organizational change can be geographical with the rising impact of the external organization, and in this manner, business can be taken over by the strong companies. In such cases, the leaders are expected to maintain the organization dignity. The change often takes place in the type of acquisition or merger, which shows the company inability to properly treat their staff with high motivation and with extra pay separation.

Effect on structural formation and leadership- Hilton Hotel management is coming across many problems related to change. It implies that the management requirements to analyse the sustainable development going within the company. If structural formation and leadership are not right, then the company might face problems related to confusion and uncertainty. It will also adversely affect the development of the business. For instance, the structure is not relevant, and if two leaders are operating the activities of the team, the problem can occur. In these aspects, members of the team might come across the problem of confusion, for which decisions should be taken (Van de Ven & Sun, 2011). It will impact the complete activities and create management problems. It implies Hilton Hotel should make sure about the structure of leadership for bringing continuous improvement.

Effect on staff engagement- It is analysed that, if a manager is not having the relevant involvement in the activities of the company, the same will affect the complete working conditions (Tidd, 2010). Engagement of staff is referred to as the critical factor that might affect the various aspects of leadership and create problems in the changing conditions of the company. For instance, Hilton Hotel managers decided on changing the HR policies without involving the staff. In this situation, it might be possible that staff might not approve the change, as policies which are designed is not as per their requirement. It rightly indicates that leaders involved in sustainable development should make sure that staff engagement is importantly considered in the companies changing conditions (Chen, Wang & Chu, 2011).

Organizational change

Impact on performance and motivation- Low morale is also an essential factor, which might affect the implementation of change and also create an error in the working environment. It is essential for leaders of Hilton to ensure that staff feels motivated so that they can happily accept change. For instance, the staff is facing the problem of accepting the change, and this has also reduced their morale. Nevertheless, the manager is also not supporting the staff, which also reduces the employee’s morale ratio (The New York Times, 2012). This factor has forced other staff to move back, and in the result of that, they are also not accepting the change. This has impacted the performance and working environment of the company adversely (Homji, 2010). It is also explored that most of the staff consider the change as a serious threat in their current performance. In these type of situations, if leadership is not relevant, then employee’s motivation will get impacted adversely (Kale, 2005). There is also a possibility if assistance from other stakeholders doesn’t come in a right way, or they don’t respect the change, then the same will again affect the complete working condition in the company. Hilton Hotel has decided to give monthly payment instead of weekly payment. In these situations, there is a possibility that supplier might not go with the change and move back in the company. In this context, leaders should consider important values and enhance stakeholder morale and make members to accept the change.

Along with this, the manager is also responsible for having an application of strategies, which are quite advantageous in solving the problems occurred through bringing change in the company (Mittal, 2012). One of the main problem, which is encountered by Hilton Hotel management was related to employee’s engagement and participation. It is essential for the management to enhance the staff engagement, to implement the change as per the requirement of staff and lead the business towards the impressive success level (Wilson & Gilligan, 2012). In this context, the style of leadership can be change within the participative leadership. Through the improved emphasis over the participative leadership, staff engagement can be enhanced, as it permits the staff to take part in the process of decision making.

With the support of this, employees requirement acne be examined, and strategies can be designed for fulfilling the need. Various innovative ways to overcome the problem can be explored through the assistance of participative leadership. Nevertheless, Hilton Hotel Management might also emphasize over activities that can help in creating value between staff, to overcome the issues (Lundy & Morin, 2013). If the trust of employees is high, they will feel more motivated and valuable in the company, and they will also readily accept the change. For example, the Hilton Hotel has organized the activities of team building, which improve the trust among the employees and management (Thomas & Hardy, 2011). It will enhance the employee’s morale and make the staff accept change, as it such type of aspects staff will think that changes will be advantageous for the company and for improving work performance.

Techniques of staff motivation

Training can be offered to staff to make them comprehend about the importance of change, and in this manner, staff can get fascinated towards accepting the change. Building a relationship through the external parties, such as suppliers and various other stakeholders, assistance can be provided towards change management (Roetzer, 2011). It is advantageous to meet the set objective in the right way so that the Hilton Hotel fulfil the standards of competitive benefits. Empowerment of employees is also a technique, which can improve the morale and ratio of accepting change.

Conclusion

According to the above statements, it can be quickly concluded that managing change is an important aspect that might affect the complete performance of the company. It can be explored that leadership is a factor that can support the company in managing the change. In addition to this, various issues were faced by the Hilton Hotel. It affects the complete work condition adversely; therefore, management is expected to understand all the essential features of leadership and change in a relevant way. This report also discusses that improper leadership might resist the staff in accepting the change.

For having the appropriate change management, companies should enhance their working conditions through the help of participative leadership style. Through this assistance, engagement of staff and their morale can be advanced, which will be advantageous in facing the issues. Nevertheless, Hilton Hotel management might also emphasize over activities that can develop trust between staff, so that they can overcome their issues. In this manner, organizational working can get improve and lead the firm towards a new level of success.

References

Allen, D. K., Brown, A., Karanasios, S., & Norman, A. (2013). How should technology-mediated organizational change be explained? A comparison of the contributions of critical realism and activity theory. Mis Quarterly, 37(3), 835-854.

Brooks, N., & Simkin, L. (2012). Judging marketing mix effectiveness. Marketing Intelligence & Planning, 30(5), 494 – 514.

Buchanan, D., & Huczynski, A. (2010). Organizational Behaviour and Companion Website Access. Financial Times/Prentice Hall.

Chen, Y., Wang, W., & Chu, Y. (2011). A Case Study on the Business Performance Management of Hilton Hotels Corporation. International Business Research, 4(2), 1-6

Gill, R. (2013). Change management or change leadership. Journal of Change Management, 3(4), 307–318

Homji, K. F. (2010). Business Process and Change Management Offerings for Addressing Issues in the Retail Supply Chain. Tata Consultancy Services.

Kale, S. (2005). Change management: antecedents and consequences in casino CRM. UNLV Gaming Research and Review Journal, 9, 55-67

Lundy, V., & Morin, P. P. (2013). Project Leadership Influences Resistance to Change: The Case of the Canadian Public Service. Project Management Journal, 44 (3), 45–64.

McNeill, D., & McNamara, K. (2009). Hotels as Civic Landmarks, Hotels as Assets: the case of Sydney’s Hilton. Australian Geographer, 40(3), 369-386.

Mittal, R. (2012). Effective Change Management: An Indispensable Ingredient of Successful. TCS.

Roetzer, P. (2011). The Marketing Agency Blueprint: The Handbook for Building Hybrid PR, SEO, Content, Advertising, and Web Firms. John Wiley & Sons.

The New York Times. (2012). Christopher Nassetta of Hilton, on Focusing Its Values – The New York Times. Retrieved from https://www.nytimes.com/2012/10/14/business/christopher-nassetta-of-hilton-on-focusing-its-values.html

Thomas, R., & Hardy, C. (2011). Reframing resistance to organizational change. Scandinavian Journal of Management, 27(3), 322-331.

Tidd, J. (2010). Managing innovation: Integrating technology, market, and organizational change. New York, NY: Wiley.

Van de Ven, A. H., & Sun, K. (2011). Breakdowns in Implementing Models of Organization Change. Academy Of Management Perspectives, 25(3), 58-74

Wilson, S. M. R., & Gilligan, C. (2012). Strategic Marketing Management. 3rd ed. Routledge.

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