Analysis, Evaluation, And Recommendations For Jumeirah's Hospitality Business In UK Essay.

Issues faced by Jumeirah

Write a briefing paper that analyses and evaluates the key issues that Jumeirah face, and makes clear recommendations on how to proceed.

The Briefing paper must be structured in 3 parts, including specific headings: Issue, Background, Current Trend Predictions, Current State of the IHG Chain, Key Considerations, Options, and Conclusions.

Part A of your briefing paper should be a discussion and analysis of the current state of the hospitality industry and the current staffing context of IHG.

Issue

Under this heading, you should introduce the key issues discussed in the briefing paper

Background

Under this heading, you have the opportunity to meet many of the Assessment Criteria for Contemporary Hospitality Industry (CHI) and Human Resources (HR) by analyzing and discussingthe current state of the hospitality industry in the UK and its impact on the organisation in terms of

Image, Scale, Scope, Diversity (CHI 1.1, 3.2)

The current state of employment (2.1 HR)

The implications that organisations and professional bodies have on the UK hospitality industry (CHI 1.3)

The role and impact of Human Resources on the organization and individual departments in both recruitment and in talent management (1.1, 2.1 HR)

Current Status(of the IHG Chain)

Under this heading, you are expected to investigate the current staffing of the IHG chain. Then make justified judgments on the current effectiveness and potential issues raised by future changes. You should consider

Explaining team roles in achieving shared goals and analyzing team dynamics (3.1, 3.2 ES)

Job descriptions and personal specifications of key roles within the hotels and restaurants (3.1 HR, 2.2 CHI)

The impact of employment law on HRM (2.2 HR)

In Part B, you should delve more deeply into a discussion and analysis of the potential impact of change, covering the following key headings.

Current trend predictions

Under this heading, you are expected to complete an impact analysis that investigates trends and developments in the hospitality industry, making future predictions, and justifying them (CHI 4.1, 4.2)

Key Considerations

Under this heading, you should consider the different ways that IHG k’s hotels and restaurants could be changed in order to fit in with the Jumeirah brand. You should:  

Consider the structure the organization and the potential impact that different structures could bring  (CHI 1.2, 2.1) (3.3 ES)

Explore how the recent developments in the hospitality industry impact operational, managerial and legislative issues (CHI 3.1)

Explain how motivational techniques can be used to improve quality of performance(1.4 ES)

Assess the potential contribution of training to the effective operation under a new business structure (4.1 HR)

Evaluate the potential impact on the business of implementing the strategy would be valuable or detrimental (4.3 ES)

Part C: Conclusions/ Recommendations 

• In this final part, considering team dynamics you should recommend alternative ways to complete tasks and achieve team goals (3.3 ES)

Once you have completed your briefing paper, you must complete the Human Resource Plan template. The template should also include details on how individual interpersonal skills could be developed. The template will give you the opportunity to meet a number of assessment criteria:

• develop a set of own responsibilities and performance Objectives (1.1 ES)
• develop solutions to work-based problems (2.1 ES)
• identify effective time-management strategies (2.3 ES)
• identify tools and methods for developing solutions to problems
• justify a human resources plan based on an analysis of supply and demand for a selected service industry business (1.2 HR)

On the final week of term, you must complete an in class reflection under exam conditions. This reflection will include specific questions that test your learning on several key learning outcomes from the unit as well as prompt you to:

• evaluate own effectiveness against defined objectives (1.2 ES)
• make recommendations for improvement (1.3 ES)
• evaluate tools and methods for developing solutions to problems (4.1 ES)
• develop an appropriate strategy for resolving a particular problem (4.2 ES)
• communicate in a variety of styles and appropriate manner at various levels (2.2ES)

Issues faced by Jumeirah

It should be admitted that as a Middle Eastern hospitality industry , Jumeirah possesses some of the most efficient human resource management policies along with premium quality facilities for their guests. Prior to identify the issues, it is required to give an eye on the potential stakeholders, which are the chief officers’ team of Jumeirah group who are expert industry professionals. Additionally, the customers of Middle East and of UK for IHG, present government, the employees, the media partners, and the travel research agencies like STR who provides relevant feedbacks on the activities of individual hospitality industries (Walker and Walker 2012). Most importantly, IHG and Jumeirah have become potential stakeholders for each other as per Jumeirah’s recent relation with IHG. Therefore, UK government, media agencies of Britain and customers of this particular territory have also become noteworthy stakeholders for the Jumeirah. However, in the current scenario, some potential issues faced by this distinct enterprise are found to be –

• The organization has been recently facing the occupancy issues due to the tough competition from the emerging hospitality industry of Egypt, Lebanon and Jordan. According to STR (Smith Travel Research) Global, revenue for most of the Middle Eastern hospitality enterprises have dropped by 8.1%. Probably the main cause behind such downfall is the shortage of tourists from the domains of Russia and Ukraine (Moket al. 2013).
• On the other hand, to retain a sustainable operation the company likes to provide employment facility to the local inhabitants. Recently, the authorities have found that the recruited employees are requiring frequent trainings. Though the company provides a complete training session for the new comers, currently they have come to identify that a good number of the new ones are lacking in productivity instead of having trainings (Buhalis and Crotts 2013). Therefore, the existing stuffing process is lacking at some point and has potentialities to harm the future stuffing programs.   

To decide whether Jumeirah’s decision to buy IHG and flourish in the hospitality market of UK or not, it is essential to identify the current condition of the hospitality industry of United Kingdom.

Currently there are near about 10,000 hospitality business enterprises that contributeto almost 46 billion pound to the economy of UK. Here, it is significant to denote that UK’s hospitality industry holds multifaceted business approaches, which are holiday parks, public events, pubs and nightclubs in terms of beverage and entertainment, travel and tourism and membership clubs (Hubbard and Wilkinson 2015). Along with all these, other chief business approaches are found to be gambling, self-catering and contract catering. Most interesting to note that, the hospitality industry of UK is responsible for giving employment opportunities to the country,which estimates to near about over 2.44 million jobs. Since the company has been operating successfully in UAE, the employees are used to the culture of UAE. They need to be aligned to the culture of UK. According to the report made by the Centre of Economic Business Research, near about 18% of the service industry and their contribution in United Kingdom is comprised of the hospitality industry (Sloaet al. 2014). Therefore, it is understandable that in terms finding scopes for having a smooth business in UK is possible for Jumeirah. On the same side, it has to be said that UK’s has a diversified culture along with a diversified economy, which will also act in support for accepting Jumeirah business culturein the foreign land (Erhemjamts and Venkateswaran, 2013). There is bright scope for the enhancement of occupancy and revenue margin as UK is going to rank in the top five tourist destinations. Therefore, establishment in UK can be expected to have a bloom for Jumeirah.

UK’s hospitality industry is considered as the fifth biggest industry for giving opportunities for employment. Furthermore, the investment made on the economical field of UK by the hospitality industry supports in sustaining near about 61,000 jobs (Dex and McCulloch 2016). Considering this particular scenario, it can be predicted that Jumeirah’s decision to step into the hospitality field of UK will prove favorable in terms of employment. As the country supports hospitality industry to one of the potential source of employability, it would not be difficult for Jumeirah for their future stuff selection.In UK there is chances for horizontal integration instead of vertical integration for Jumeirah. The company has already bought the IHG chain in terms of vertical integration, which indicates that the company has abided the rudimentary rule to expand in the horizon of UK. However, there are opportunities for horizontal integration or for merging with international organizations like Hilton International and Marriott international, whichcould help any foreign company to get in touch with more population. On the other hand, in terms of the horizontal integration, for any foreign company like Jumeirah, integration with agencies such as ABTA (Associations with British Travel Agent) and FTO (Federation of Tour Operators) help to make business operations sustainable (Kalbaska and Cantoni 2013). It is because ABTA is known for one of the leading tour operators who supports in the development process of those enterprises who have ABTA’s membership (Knox 2014). FTO however has earned faith in being leading operator of outbound tourism who shows ways to hospitality enterprises to make tourism sustainable.

Current state of the UK hospitality industry and its impact on Jumeirah

The importance of Human Resource Management in the hospitality industry has been a significant role in terms of employability. In this respect, it should be admitted that most of the time the hospitality industry suffers with employment and productivity issues.The vital roles of human resources for an organization like Jumeirah could be –

• Reducing skill gaps or worker shortage
• Understanding the culture of UK
• Understanding the cultural differences of UK and UAE
• Implementinginnovative employee retention strategies
• Supporting a hospitality organization in setting labor-intensive business culture where salaries are set according to current market rates (Nickson 2013)
• Ensuring that the activities of an organization is abiding all the federal laws regarding employability

One of the main roles of the human resource department in a hospitality enterprise is to set the norms regarding the employee engagement. Therefore, procurement of proper workplace regulations to maintain a productive yet ethical work culture is identified to be one of the main attributes of a HR department in hospitality industry (Bratton and Gold 2012). It is also regarded as one of the ways to manage talent and cross-cultural engagement within an organization. Moreover, it is the responsibility of the HR department to take care of whether new employees require training or not (Buller and McEvoy 2012). Considering Jumeirah’s work culture and their provisions regarding recruitment, it can be said that the HR department of this company strongly handles the process of talent identification, post selection and even the process of educating the new employees about the organizational mission.

However, some of the main professional bodies of UK concerning the hospitality industry are AFWS (Academy of Food and Wine Service), HOSPA, Instituteof Hospitality and British Hospitality Association (BHA). The implications of BHA on UK’s hospitality industry are mainly promoting the aspects of interest of the hospitality industry to the ministers of UK. On the other hand, HOSPA (Hospitality Finance, Revenue and IT Professionals) provides fruitful suggestion to the hospitality industry in terms of revenue management. More specifically, BHA, which is one of the leading associations for hospitalization has the responsibility to promote operator’s interest and concern regarding restaurants and tourism and food service (Buhalis and Crotts 2013). They have the aim to give a proper shape to the future of the hospitality industry, as the association believes that it is one of the potential sectors to grow international competitiveness and economic growth. On the other hand, AFW possesses the aim to improvise the status of the service industry of food and beverage in terms of increasing standards across countries (Chan et al. 2016). For the professionals in the hospitality sector, the association plays a significant role by providing suggestions and trainings anytime. HOSPA helps in maintaining current business trend whereas institute of Hospitality plays the role to provide space for growing knowledge and expertise through offering premium quality services for memberships (Okumus 2013). These professional bodies cumulatively help the hospitality industry of UK to grow prosperously in an international level.

Considering IHG’s, it can be said the organization respects the concept of team dynamics in the true sense. Team dynamics refer to the integrated work of team member for accomplishing organizational goal. According to IHG’s HR policies, there are opportunities for acquiring help from other and scopes to have thorough training and policies for work/life balance. Therefore, it is understandable that the role of different teams of IHG is to share organizational view, share burden and cooperate others to bring out premium production.The teams possess the responsibility to educate the new joiners to understand the mission of the organization and provide them the opportunity to develop. It means that in case of having support from others, the enterprise maintains a strong policy. In this context, it could be said that management teams of IHG need to maintain a more firm relationship with the subordinates in case of sharing organizational goals.

Current staffing of the IHG chain

It seems that the current staffing policy demands appreciation as the HR department of IHG clearly provides job description through their website and elaborates the steps to apply in a coherent manner. Even the company has shown impressive amount of consideration for the disables persons. There is a specific segment in the company website that provides opportunities for them. The job options are also clearly mentioned which are categorized in jobs for hotel, head office and call centers.

The job description of IHG are shown in an innovative way as the company first educate the audience about the facilities they can get by being employees of IHG. Alongside, different kinds of designations are alsodisplayed in their website for the convenience of the audience. The job descriptions however does not much talks more about the benefits of working with IHG and the training opportunities provided by the enterprise rather than describing about the required skills. It seems that the company gives the responsibility on the audience to choose a proper designation according to their talent by providing various options for jobs.

. Nevertheless, one thing is essential to mark that employment laws are followed to an impressive extent. It is because; following the FLSA (Fair Labor Standard Act), the company provides competitive salaries along with incentive programs, pension plans, flexible working hours and a program for global recognition. On the other side, respecting the FMLA (Family and Medical Leave Act), IHG likes to provide medical in the workplace. However, the company should consider the Anti-discrimination law in terms of employability to ensure zero chances for harm.

The current global trends in the hospitality industry are mainly related with customer service, implementation of innovative technologies, economy sharing and political uncertainty. In this respect, it should be contemplated that with the hospitality industry is expecting a rise of millennial customer business based on which most of the existing organizations, asJumeirah needs more tech-savvy operations and service (Dex and McCulloch 2016). However, the hospitality industry in international level is facing the issue of civil unrest and political uncertainty due to which the Arabian hospitality sector is having a sudden jolt in form of having fewer guests from Russia and Ukraine. It could be expected that in future political uncertainty and terrorism are going to make more crucial problems for this particular industry as with the increasing amount of terrorism in the Middle Eastern places are forming strong negative ideas in the mind of the travelers.In this context, it should be kept in mind that the UK is still considered as the hub of diversity in terms of culture, religion and economy and that is why it is prone to every kind of terror attacks. Probably the rate of attacks are low than the Middle East but still it possesses strong scopes for terror attack, which can strongly injure the hospitality industry (Hubbard and Wilkinson 2015). It is because, most of the time the aimof the terrorists is to attack the hotels to make harm upon the travelers. That is why UK is bearing pivotal possibilities to have terror bombardment as throughout the year his hub is occupied with millions of travelers.

Current trend predictions

However, the enhancing desire and acknowledgement for technological innovation will play a favorable role for attracting more eyes. However, it should be also kept in mind that with the rise of technical innovation the importance of workforce may decrease. With rapid technical advancement, hospitality industry will identify the human power less important and their tech-savvy attitude may end up in creating unemployment. Therefore, the concerned company should not ignore the role of their labor.

Considering the current organizational structure of IHG that is strictly divisional, it can be said that such a structure has always proved convenient for those organizations, which operates in a vast geographic location. In this context, it should be kept in mind that divisional organizational structure is meant for big enterprises, which acts like an umbrella group and cover several small or big organizations working under it (Csaszar 2012). It can be therefore understandable that because large companies possess several divisions in different geographical locations, the need of divisional work is more than a just organizational structure. However, it is a matter of concern that such an organizational structure is costly and works less efficiently for enabling a good communication among employees. If Jumeirah may consider the matrix style of organizational structure, which incorporates attributes of both the functional and divisional form, it may provide more support to the Human resources. It is because, in this structure, Jumeirahwould have to give priority on making groups based on the individual functions of the workers.It would provide more opportunities for communication and at the same time, it will help to reduce high costs.

If Jumeirah will consider the Matrix style of organizational structure, then it should be said that it would require a training session. It is because in matrix structure companies provide opportunities for group work and most of the time responsibilities be equally divided upon the employees. With the help of adequate training, guidance and the scope to have enough cooperation, the employees would have an appropriate atmosphere to put their best in the work. That is why it can be said that by following the matrix style, the company can have premium quality work from the workforce and at the same time, the employees will also feel less burden in workplace (Testa and Sipe 2012).

In this context, it could be said that motivational techniques following transformational and transactional style will help the existing leaders or managers of Jumeirah to improve the quality of productivity. Both of the leadership techniques are known for providing encouragement to the employees. Motivation has a key role to play. In order to motivate the employees effectively, the Maslow’s hierarchy of motivation could be used. Positive encouragement and motivating employees through the tool of rewards are two most convenient yet efficient methods for bringing out the best from the workforce (Ashkenaset al. 2015). If the organization desires to improve the quality of work, then they should consider motivational leadership styles and implement them in time of both individual and group tasks andproblem solving stage. With the help of motivational management, the company could obtain more support from their workforce and at the same time can retain their customers (Subramanian et al. 2013). On the other hand, with the help of providing rewards, the company will positively support the workers to understand their potentialities also.

Different ways that IHG hotels and restaurants could be changed to fit the Jumeirah brand

Conclusion and recommendation

After having a cohesive view about the team dynamics of the concerned enterprise, it can be recommended that leaders should involve the employee while making the commotion list. A to-do or commotion list is considered to be most efficient in making plans and start a task earlier than the allocated time. Planning and organizing, which are two most crucial attributes of a managementcan be obtained through this particular method. It will give a clear idea to both the parties about the expected productivity and applicable productivity of the workforce. Moreover, it will foster the procedure of completing the task if there would be the system of providing rewards or punishment to the employees. Therefore, it could be recommended that

• There should be two distinct processes of planning and organizing prior to start each task.
• There should a commotion list, which will be available for the employees too.
• There should be a particularly separate team for monitoring the activity of the management and of the workforce.

In this following segment, the assignment is going to design a human resource management plan for increasing the quality of HR management. Therefore, more precisely the purpose of constructing the following human resource plan is to make thorough improvements on the interpersonal skills of the human resource department of Jumeirah. The plan would initialize by stating the current strength, weakness, threat, opportunity the concerned organization is having, and thereafter it would point out the aims and objectives this specific plan would accomplish. Finally, the plan will be concluded with a detailed action plan.   

The aim to construct this specific plan is to improvise the interpersonal skills in respect to human resource management of Jumeirah. Therefore, a set of new responsibilities or objectives to reach goal would be –

• One of the most significant attribute of an effective human resource management is multi-disciplinary or interdisciplinary to appropriately encompassing and utilizing welfare and human resources.Therefore, the initial objective would be to maintain an interdisciplinary atmosphere.
• To select or provide opportunities to the talented individuals and to disallow any act of partiality.
• To maintain a strong yet convenient communicational bond with other team mates and share the organizational vision.
• To ensure that the employees are trained to cope up with the cultural difference of UK and UAE
• To ensure an effective training session that will work as per the expectation to acquire the most productive labor.

Nevertheless, it is important to keep relevant measures for mitigating work-based issues. Considering the human resource management, the most significant steps to consider are –

• Frequent risk assessment programs and list out the most possible solutions.
• Implementation of suggestions box and zero tolerance policy for the employees and give utmost priority to the feedbacks
• Continuous monitoring upon the workforce and make fruitful and applicable decisions in right time

Several times despite having adequate resources along with significant strategies, time proves be a big constraint for achieving the desired goals. Concerning this particular ground, a list of effective time management strategies would be

• Always to keep a to-do list and make individual plan or schedule prior to start any new task
• To accomplish all of the tasks, have to make prioritization upon them. Therefore, the proper strategy would be to sort the entire to-do list from the most significant to the least significant category
• To save time and achieve desired outcome, the planned tasks should be started before the scheduled time.

Following time management strategies and performance objectives, it could be said that there is a need for identifying the methods or tools to solve any probable problem. The methods could be –

• Brainstorming would be probably the most effective method as it enables team members to have creative solutions.
• In order to both improve development process and avoid any sudden issue, the efficient method will be to use the tool of flowcharting.
• Alongside these two, SWOT analysis, 5 why’s and the drill down technique which will help to solve problems by identifying strength and weak aspects and thereby will identify and break the possible issues according to them.

 After considering all the mentioned aspects, a convenient HR resource plan will be –

• To make strong employee retention program
• Selection of appropriate candidates and offering them the best market price
• Making thorough gap analysis between organization goal and employee productivity
• Restructure the training strategies by regrouping tasks and terminating those who are tremendously lacking in productivity.

Strengths	Weaknesses
Potential stakeholders, who are considered as expert industry professionals Impressive and possible customer feedback Stakeholder collaboration with IHG	Occupancy issue Lack of talent among the workers, which leads to disappointing productivity Lack of employee retention program
Opportunities	Threats
Increase in the profit margin Strong global acknowledgment Increase the number of the stakeholders	Shortage of tourists Threat of terrorism Tech-savvy attitude may end up in unemployment

Issues and Concerns Issues Lack of employee retention plans The company’s decision in recruiting the local talents is turning to be unsuccessful as skill and knowledge gap are identified as two main drawbacks of the decision Concerns The concern would be therefore to make potential employee retention program It would also be a concern to restructure the strategies for training Moreover, lack of talent is a main concern therefore appropriate selection should also be a major piece of concern

Priorities and Goals As per the fact that the organization is going to have a relatively changed management due to their collaboration with IHG, the goals to be prioritized are as follow – · To give opportunities to the talented individuals and avoid act of partiality · To provide effective training session for ensuring standard productive labor · To make thorough gap analysis and restructure training strategies · To retain quality employees

Goal:
Objective	Action Step	Responsible Person	Deadline	Necessary Resources	Potential Challenges	Result
To give opportunities to the talented individuals and avoid act of partiality	· Check every application thoroughly and analyze and review performance of each of the candidates prior to recruitment · To keep a specific group for monitoring the interview and selection procedure	Chief HR executive	Six months	Well-trained and experienced  HR professionals	Chance of having conflict between the HR professionals and the monitoring group	A fair selection and recruitment of talented and experienced individuals
To provide effective training session for ensuring standard productive labor	· Restructure the entire training procedure due to which there should be first a to-do list · There should be a thorough risk assessment program prior to implement new training design	Chief and executive HR and the executive chief of training department	Seven months	Well trained and experienced trainers and all the necessary training equipment’s	The new structure may not prove effective enough	It can be anticipated that a thorough restructured training program would enhance the productive quality of the fresh joiners.
Thorough gap analysis	· An in-depth analysis of the current organization goal · Evaluation of the productive standard of the existing employees	HR executives and the team leaders of each of the employee group	Four months	All the essential data about organization’s mission and value proposition and detailed information about each of the working employees	Challenge would be probably to identify a huge gap between organizational aim and employee productivity	A better understanding about the issue regarding productivity
To retain quality employees	· Create lucrative incentive programs · A salary hike · Implement several medical facilities · Pick and drop facility	HR executives and CEO	Two months	A good amount of capital	· The rate of expenditure would rise · Unequal distribution of incentives, which may create disappointment among the employees	Impressive employee loyalty

1. This assignment has been a very helpful and effective one, from the point of view of learning. In order to understand the current structure of the hospitality industry as well as Jumeirah Hotels & ResortsI had undertaken this assignment. I have learned about the various structures of the business organization and the one that is most suitable in the hospitality industry. The various staffing requirements as well as the employability skills that are essential for being employed in the Jumeirah Hotels & Resortsare also understood. The staffing requirements vary from one organization to the other, even in the hospitality industry. Since each of the organization in the hospitality industry has different outlook and objectives to achieve. Hence, the staffing requirements have to be done in accordance to the objectives that is to be achieved. My understanding and comprehensive skills have increased since I have taken up this assessment. I have also developed an in depth knowledge regarding the intricate operations of the hospitality industry.      

Conclusions/Recommendations

2. The Jumeirah Hotels & Resorts has been a luxury brand of resorts that mainly operated in UAE and Saudi Arabia. In its first step towards the expansion in UK, various improvements in the staffing requirements and the operations are recommended. I have learned that the cultural differences in UAE and UK are wide. Hence, while fulfilling the staffing requirements in UK, these differences have to be fulfilled. Moreover, the culture and society of UAE is much more orthodox than of UK. Hence, the demands of the guests of UK are much different than that of UAE. The area of improvement that I found is the knowledge about the culture of UK and UAE. Moreover, my comprehensive skills have to be improved as well, such that I could produce a better understanding of the expansion of the Jumeirah Hotels & Resorts in UK.     

3. Jumeirah Hotels & Resorts faced staffing issues, while expanding their business in UK. The solutions to various problems that are faced by the hotel have been mentioned earlier. However, the effectiveness of the proposed solution have to be evaluated using various tools and methods. One of the most effective and unbiased tool that I can use is the guest and customer feedback forms. The guests who have been staying in the hotels could highlight the areas that require significant improvements.

4. One of the issues that aroused in the Jumeirah Hotels & Resorts is the differences in the culture of UK and UAE. In order to mitigate this issue, the staffs have to be aligned towards the culture of UK. Since the resort has been operating in UAE, hence the differences in the culture is a major problem in the hotel. In order to sort out these issues, the employees have to be aligned towards the culture of the resort. Moreover, while the employees are being trained, the management of the resorts also clarifies the expectations of the customers. Another strategy that might be taken up by the management of the hotel is the incorporation of various etiquettes and manners that prevailed in UK. The differences in the culture of UK and UAE include differences in the various cultures. Thus, these differences have to be successfully incorporated in the Jumeirah Hotels & Resorts, in order to ensure successful operations.       

5. Communication is a major activity that has to be carried out effectively, such that the Jumeirah Hotels & Resorts could expand their business in UK and establish themselves as the leader in the UK market. Communication and clarity in communication has to be ensured in every level of the management. Starting from the lower level of the employees to the highest authority, various communication styles are to be used to ensure the growth of the hotel. The employees have to maintain effective communication with the guests, such that there is no scope of misunderstanding among the guests, due to the differences in the culture and customs.  The managerial communications have to be effective enough such that the employees have clarity in the duties that they have to perform. Even if differences of culture occur in the Jumeirah Hotels & Resorts, the efficiency in the communication skills have to be used to mitigate those differences. The courtesy while communicating with the guests have to be maintained, along with ensuring the comfort of the guests arriving at the Jumeirah Hotels & Resorts. Thus, this assignment highlights the effectiveness of the various communication styles in the Jumeirah Hotels & Resorts that is being opened in UK. The mitigation of the various issues occurring in the Jumeirah Hotels & Resorts have been highlighted, along with the effectiveness of maintaining the cultural differences.

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