Leadership, Strategic Development, And Integrated Programme For Accor Hotel - Essay.

Discuss about the Leadership. It also demonstrates the integrated programme for a potential leader. It also explains and justifies the programme design. This report discusses three theories or models of leadership to support and link to the programme design and timeline.     

Description of Organization

This report presents the aims, values, and goals, strategic development intentions of Accor Hotel, and complexity and challenges of its positioning in a current business environment. It also illustrates knowledge, skills and disposition/attributes that need development in a potential leader to ensure the organization’s goal and will meet profitability and productivity targets. It also demonstrates the integrated programme for a potential leader. It also explains and justifies the programme design. This report discusses three theories or models of leadership to support and link to the programme design and timeline.     

The main aim of this organization is to “dream big for future” (ACCORHOTELS, 2018).      

Accor Hotels could give personal value to their employees that bring to make positive relationship among employees and employers (ACCORHOTELS, 2018).    

The following goal will be accomplished by the organization to complete their goal in the limited period.

• To enhance the reputation of brand portfolio in the specified marketplace  
• To make frequently innovate, new geographic areas.  
• To surprise our guests by offering unique and unexpected services as it could be related to the lifestyle, food and beverage, and loyalty culture.
• To invent effective hospitality services for tomorrow
• To develop an appropriate leadership style to operating their business activity

There are creation challenges that might be faced by the organization at the time of operating their business like political, global, economic, competitors, and tourism number. Hence, the organization could be effective for making a suitable decision in the context of the current matter.

Accor Hotels is the European hospitality industry that is famous for hospitality services. In the current era, this organization has a deal with more than 140 countries that is a big achievement for the organization. This organization is highly influenced by the situation of political and legislative. This organization has made their good relationship with EEC County that is a bigger opportunity for the firm to spread their business at the international level. Thus, it is evaluated that the organization has determined the situation of the country before dealing with another country (Northouse, 2018).      

The economic situation of the country could directly influence the organizational performance of the organization. Hence, the organization should deeply evaluate this factor before launching their products and service. This organization has improved the economic situation of the country during 2006 between 2012 by 5.8%. It attracted demand, cost, and, the price of the organization. This organization mainly improves the situation of the country by considering merger and acquisition. Moreover, it is evaluated that Europe has supported tourism that is effective for an organization to operate  their business to make a reliable decision. Thus, it is evaluated that the organization has suffered from many issues at the time of introducing their business at the global level (Lussier, & Achua, 2015).      

The organization could face the issue at the time of introducing their products at the global level. These are financial management, monitoring performance, regulation, and compliance, technology, and maintain reputation. Apart from this, it is examined that product specification, culture, and language.

Europe has a second higher country for tourism as compared to another country. Furthermore, it is evaluated organization could  obtain higher competitive benefits by getting a reliable and valid outcome. In addition, it is evaluated that market players could be imperative for the accomplishment of the desired goal (Dinh, Lord, Gardner, Meuser, Liden, & Hu, 2014). This organization has certain market players named Marriott, Intercontinental, Hilton, Hyatt, Wyndham, and Starwood.  

Strategic development intentions

The leader could need to enhance their understanding about many factors to deal with the hospitality sector named performance indicators, leadership style, and managing consumer’s expectation. These are discussed as below:       

The performance indicator is one of the important elements that could be important for the leader to operate the business and get a reliable outcome. In this, the leader should concentrate on certain elements to sustain their position in the marketplace named profit, customers satisfaction and retain, cots, knowledge achieved with training and development. Furthermore, it could also be imperative for making a positive image of the leader among the employees (Antonakis & House, R. 2014).          

Leaders should also be aware of the expectation of consumers to retain them for the long term. In addition, it is examined that customer expectation could be imperative for leading an organization and increase the satisfaction level of consumers.     

The leadership style could also be effective for the accomplishment of the organizational task. The leader should comprehend different styles of leadership, make the decision about a particular one leadership style, and implement it systematically. Moreover, it is evaluated that leadership style could support the leader to retain their consumers for long-term. Thus, it is found that such kinds of understanding towards the organizational goal (Meuser, Gardner, Dinh, Hu, Liden, & Lord, 2016).     

A leader should have been creation kinds of skills to be a successful leader in the upcoming period. These are such as Innovation in product and development, motivation skills, and teamwork skills. Furthermore, it is evaluated that if the leader has the best capability to do something new or unique and believe in the making innovative products then they would be capable to operate their business for long term. Furthermore, motivational skill is another important skill that leads the leader to inspire employees and retain them for the long-term. It is evaluated that teamwork skills could be imperative for working on the same task in group and accomplishment of the organizational task (Chemers, 2014). 

A leader should always be fair and equal about to their employees to make a favorable decision in the context of the current issue. It could also be supportive for conflict management at the working place. If a leader should perform suitable behavior with their employees then they would be capable to make a positive relationship with their targeted consumers. Furthermore, it is also evaluated that a leader should also be a good communicator (Tourish, 2014). They should have strong communication skills for easily communicate with others and comprehend the issues of their employees and inform them towards their allocated work. It could be imperative for the accomplishment of the organizational task in limited time and cost.  Furthermore, it is evaluated that communication skills could be effective to make confidence among the leaders as it would lead to getting positive befits.

There are different organizational needs such as workshops, social media groups, essential readings, and practical exercise. The knowledge that needs to develop in a potential leader is performance indicators, managing customer expectations, and leadership style. There are different skills that need to improve in a potential leader is innovation in product development, motivation and effective teamwork (Berger, 2014). It is also assessed that there are different attributes that should be used by a potential leader in organizational activities such as show fairness and equity in staff in staff performance and review and a good communicator (Antonakis, & House, 2014). This could be effective for attaining the aim and objectives of an organization in a given time period.

Leadership requirements

Transactional theory illustrates that leadership creates from the ability of an individual to reward and punish the subordinates as per the performance. Leaders should provide a goal and possess the capability to train and assesses the performance of subordinates towards the goal. It should be given the right to reward subordinates while goals are attained (Rottmann, Sacks, & Reeve, 2015). It is traditional and natural leadership that could be used by a potential leader in some situation such as organizing the workshop and interacts with the social media group. As per this theory, leaders tend to control workforces and ensuring that every detail is performed in accordance with the orders. This leadership style uses punishments and rewards as the technique to encourage workforces (Meuser, et. al., 2016).

When a potential leader will adopt this leadership style then they would discuss the employees with the full expectation that they would confirm. The issue is that this leadership style does not permit the workforces to address internal motivator. Transactional leadership is beneficial for short-term goal attainment, supporting workforces, learn new skills and obtaining non-performing workforces back on the path to attainment. However, this style will lead to satisfying workforces and fearful of punishments as compared to excited regarding rewards (Chemers, 2014).

Using this leadership style, an effective leader may generate an organizational structure that clearly illustrates job roles and accountabilities. Moreover, a transactional leader illustrates the requirement of tasks, and develops rewards like payment and bonuses and interact the rules, set hours and pay rates. Furthermore, it focuses on disciplinary actions related to non-conformance rules (Arena & Uhl-Bien, 2016). Through transactional leadership style, a leader suggests that when a subordinate complies with the contract then he would receive the benefits and salaries as predetermined upon. The leader has the permission to manage the activities of employees and assesses the performance. While transactional leaders allocate resources to the task then resources become accountable for the implementation of a task (Tourish, 2014). Moreover, a transactional leader praises workforces only for beyond prospects and not just attaining them.  

Transformational leader emphasizes the big picture and implements communication to encourage followers to efficiently as well as effectively implement their vision. Moreover, this theory calls for the leader to become accessible as well as transparent and to actively encourage innovative ideas to address the objectives. As a transformational leader, the company seeks to empower the workforces to find their internal motivation to succeed. Leaders are not a micromanager as they involve in the community to inspire employees (McCleskey, 2014). 

Furthermore, great transformational leaders get workforces to transcend self-interests and connect the collective mission of the corporation. Transformational leadership is significant to collect new ideas to the corporation and develops a favorable company culture where workforces are appreciated for their work (Alabdulhadi, Schyns, & Staudigl, 2017). Leaders appeal to values, ideals, and morals of workforces. In addition, transformational leadership affects the self-growth of an individual. Maslow hierarchy of needs defines self-actualization at the top of the requirement pyramid and illustrated it as a full realization of an individual (Vugt, & Ronay, 2014).  

Integrated Programme

Transformational leadership supports transform members of a group into individual who exceed beyond self-actualization and their self-interests to sake the group and organization. In addition, transformational leaders commit themselves to morals and align their personal values and principles with the group, organization, and society. The leader supports the moral development of followers to internalize these same principles and values (Antonakis, & Day, 2017).

These theories define that desired behavior and traits demonstrated by a leader relied on the circumstance and that there is no significant technique for leading. The authoritarian leadership style is beneficial at the time of crisis however not for daily operation. The democratic leadership is beneficial while a consensus requires developing and laissez-faire leadership style is beneficial while subordinates are professional with a trained individual who values the freedom (Avolio, & Walumbwa, 2014).   

The situational leadership technique is a management model in which a leader gives direction to their employees by using skills, abilities, and level of maturity. Workforces with a higher level of skills and competencies get the least amount of direction from the managers whereas those with the lowest level of competencies and maturity get the high direction (Day, et. al., 2014). The situational leadership model assesses the extent of association and behavior of managers affected the behavior of employees. Relationship attitude is defined as socio-economic support that a manager gives to their employees. Managers practice the situational leadership model in order to direct the workforces. There are four leadership styles that could be used by a potential leader such as telling, selling and participating, and situational leadership style (Storsletten, & Jakobsen, 2015).  

The telling style is one-way communication among the employees and managers where a leader tell their employees when what and how to perform the duties of the job. The selling style permits a leader to give direction but a potential leader can try to sell the employees on the decisions. The participating style is two-way communications where a leader and employees share in decision making (Schriesheim, 2015). However, the manager facilitates socio-emotional support to employees. The next style is delegating where a leader permits the employees to make their own decisions. Furthermore, a leader who uses situational leadership strategy can get benefit with a systematic strategy to manage and develop employees (Dugan, 2017). Furthermore, workforces provide a feasible level of directions and support as per the individual needs. Employees with a high extent of skills and maturity are not micromanaged that can damage the liaison between managers and employees (Washington, Sutton, & Sauser Jr, 2014). Moreover, workforces need more supervision and support for completing the task.  

Conclusion

With respect to the above discussion, it can be concluded that Accor Hotels offers hospitality services in more than 140 countries that could a big achievement for it. In the current era, it is being a major issue for the hospitality organization to launch their business at international level and retain their market for long-term. Moreover, it can also be summarized that Accor Hotels give the personal value to their employees that demonstrate their uniqueness and cares for their employees. It can also be illustrated that the organization has used different kinds of leadership model to operate their business named transformational, transactional leadership, and situational leadership style. It can also be illustrated that leaders should be concentrating on certain factors to sustain their position in the marketplace like kno3egde, skills, and attributes. It could also be effective for increasing their knowledge in the context of current matter and facilitates to make a favorable decision.

References 

ACCORHOTELS (2018) about us: retrieved from https://www.accorhotels.group/en/group/who-we-are/accorhotels-in-brief   

Antonakis, J., & Day, D. V. (Eds.). (2017). The nature of leadership. Sage publications.

Antonakis, J., & House, R. J. (2014). Instrumental leadership: Measurement and extension of transformational–transactional leadership theory. The Leadership Quarterly, 25(4), 746-771.

Arena, M. J., & Uhl-Bien, M. (2016). Complexity leadership theory: Shifting from human capital to social capital. People and Strategy, 39(2), 22.

Avolio, B. J., & Walumbwa, F. O. (2014). 16 Authentic Leadership Theory, Research, and Practice: Steps Taken and Steps that Remain. The Oxford handbook of leadership and organizations, 331.

Chemers, M. (2014). An integrative theory of leadership. UK: Psychology Press.

Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances in leader and leadership development: A review of 25 years of research and theory. The leadership quarterly, 25(1), 63-82.

Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., & Hu, J. (2014). Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), 36-62.

Lussier, R. N., & Achua, C. F. (2015). Leadership: Theory, application, & skill development. UK: Nelson Education.

McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly, 5(4), 117.

Meuser, J. D., Gardner, W. L., Dinh, J. E., Hu, J., Liden, R. C., & Lord, R. G. (2016). A network analysis of leadership theory: The infancy of integration. Journal of Management, 42(5), 1374-1403.

Northouse, P. G. (2018). Leadership: Theory and practice. USA: Sage publications.

Storsletten, V. M., & Jakobsen, O. D. (2015). Development of leadership theory from the perspective of Kierkegaard’s philosophy. Journal of Business Ethics, 128(2), 337-349.

Tourish, D. (2014). Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory. Leadership, 10(1), 79-98.

Vugt, M. V., & Ronay, R. (2014). The evolutionary psychology of leadership: Theory, review, and roadmap. Organizational Psychology Review, 4(1), 74-95.