Attributes Of Becoming A Hotel Manager And Personal Development Milestones Essay.

Learning Outcomes

a) Describe the scope, characteristics and diversity of the tourism, hospitality and events industries and how they interplay.

b) Recognise the various career paths within the tourism, hospitality, and events industries and construct a career plan that enhances employability

Attributes of Becoming a Hotel Manager

Eventually, I would like to be a Hotel Manager at Jonah’s Restaurant Australia. For many individuals who love retreats and going out in the holidays, researches on tourism and events in Australia show Jonah Restaurant is the most preferred destination because of its spectacular ocean retreats found at Sydney’s Whale Beach (Jonah's, 2018).

To meet my career objective, however, I am required to go through thorough learning processes on attributes of becoming a good hotel manager. First, I have to learn how to develop effective teams while at school as well as attend practical sessions on how to improve customer experience in line with the vision and mission of the firm I would like to be part of ensuring that such outlined objectives and goals are met means that I would be improving my prospects of meeting my career advancements. Academically, I would qualify for Hotel Management using High School Diploma (i.e. for small restaurants and hotels). However, big facilities like Jonah’s Restaurant would require a bachelor’s degree in either Business Administration or Hotel Management to land the job. Some of the hotel management attributes I would like to build in my academic process to land my career objectives include:

I would build teamwork promotion skills because it would be in my future endeavors as a Hotel manager. Such is because hotel managers are required to be team builders and doing so requires them to have teamwork promotion skills. When workers are cohesive in what they do efficiency and effectiveness of business operations is realized. However, the establishment of an effective team requires workers to be able to have a chance or opportunity to air their views (Koubova & Buchko, 2013, pg. 711).

By ensuring that I encourage social behavior, I sure will develop interaction skills to help me interact with workers and staff if I become a Hotel Manager. Otherwise, I would also be able to enhance customer satisfaction. I will also learn IT skills to create accounts for social networking through which my customers would have their complaints posted, have their experiences shared, and inquiries made.

This skill entails being able to comply with company requirements including policies and protocols. Therefore, being a marketing manager would require me to regulate the facility on different fronts including keeping safety standards, cleanliness, as well as keeping contract laws (Koubova & Buchko, 2013, pg. 712).

Concerning my D.I.S.C profiling, personality alignment would be as outlined below:

D.I.S.C profiling

Dominance: (d) is not entirely a trait that I possess. However, I encourage opposition and criticism if necessary though I do not fight to have my surrounding shaped. In line with this trait, I value confidence even if I am not fast-paced, forceful, or direct. Otherwise, I am self-driven, strong-willed, and confident. I am able to see the broad picture; I am pioneering, as well as accept challenges. Because I am not dominant, I am more patient and less sensitive, while I also allow deliberations.

Influence: - I mostly possess this (i) trait. I would say so because I love persuading other people to change for the better. Apart from that, I value honesty, friendship, and relationships. Apart from that, I am enthusiastic about things; I am convincing, warm, optimistic, and lively. Though I hate to be ignored, I love working with others while I fear being regarded as a loser and hence, losing influence. I also do not like being disapproved for what I take to be right or wrong. Otherwise other attributes that I possesses in line with being influential are:

• Pioneering
• Energizing
• Affirmative

Contrary to that, my weaknesses include being too direct or having candid speeches as well as researching and confirming everything even for facts.

Steadiness: - This trait is not entirely my personality. However, there are certain (s) traits that possess. For instance, I am fully committed to collaborating with others to ensure success. I also value sincerity though I do not applaud dependability. I am also patient, humble, consistent, calm, and deliberate. I can also accommodate different individual traits and behavior. Apart from that, I am supportive but I hate being rushed through things. As mentioned before, I am humble and inclusive though I also embrace multitasking.

Conscientiousness: - Trait © is not entirely my personality because I hate being conscientious to ensure accuracy and quality. Though I do not dwell on competency and expertise, I like objective reasoning with others and myself. Therefore, I don’t like being independent and systematic but rather analytical and diplomatic. I also do not like being criticized but ensure that stability is maintained in whatever I do. Under this trait, delegation is my thing though I do not encourage compromising and making decisions that are quick.

Using the Big Five Personality Test, a concise measurement of my personality factors as well as the six associated facets are defined with regards to my career attributes as outlined in the table below. The personality test has also awarded factor scores that describe my hospitality management characteristics. As mentioned before, this aspect of personality reporting includes a description of description of specific traits and facet scores that make part of hotel management’s global outlay concerning personality requirements (Goanta, 2013, pg. 605).

Big Five Personality Test

The graphs below show test outcomes’ visual summary.

Apart from that, below is an approximate distribution table showing range sizes and cumulative percentiles (Landy, Zedeck & Cleveland, 2017, pg. 451). In this case, the test score generally provides a suggestion that shifting from the 50% mark, (above or below) my strongest personality traits are developed. The outlined traits either will negatively or positively affect my behavior in general, reactions to life, values, and motivation in work situations.

I have made a number of personal achievements and milestones to ensure that I achieve my career intentions. Some of such milestones are:

• Comprehending hotel management terms
• Recognizing market demands and hotels or event structures
• Recognizing hotel management outcomes
• Being able to solve problems and identifying the same; and
• Comprehending languages of business analysis and administration to be able to develop ideas and questions in both complex-structured and simple organizations (Gibbs, 2018).

To ensure that each milestone is further developed, some of the learning and development activities to be done include:

By intense social development, I intend to be part of hotel management conventions and attend workshops and business meetings. By so doing I will be in a position to develop my cognitive skills in communication, math, and solving problems. Apart from that, I will also perform a couple of outdoor activities relating to hospitality management while I also develop my social skills in self-discipline, perseverance, adaptability, and teamwork. Otherwise, I intend to:

• Develop more cognitive and social-emotional skills since the labor market creates a lot of value for the same attributes (Colbert, West, Pien, & Graham, 2016, pg. 1171).
• Learn how to differentiate between unfavorable and favorable working environments towards ensuring career development as well as having my leadership skills sharpened further (Waeyenberg, Decramer, Audenaert & Desmidt, 2016).
• Learn the extent to which firms in the industry make optimal investments in relation to developing technical and professional development skills, as most organizations do not provide formal training information for their workers (Schiff, 2015).
• Take initiatives and personal incentives like attending forums relating to business trends and issues to increase my prospects that relate to enhancing management skills.
• Learn to be able to manage as well as strengthen skills of employability by demonstrating the possibility of leadership in filed activities (Addams & Allfred, 2013, pg. 49).

This is one of the most important learning processes in line with my career needs. Intellectual development is about organizing the mind through ideas and thoughts (George, 2016, pg. 71). I, therefore, have to develop increasingly my intellectual capacity via several activities like attending seminars and business symposiums that relate to hotel management. By so doing, I will be sharpening my intellectual capacity by such sensual activities as well as others like listening to hotel management programs in radios, role-taking at school, touching, and team playing. Intellectual development tools that I intend to use include language and communication skills development tools.

Development must also encompass physical positivity (Boyatzis, 2012). Physical development always translates to mental development. Under physical development, I intend to initiate practices of body and fitness development. Therefore, I will use the Physical Development Statutory Framework (PDSF) to help in learning the physical attributes of development including balancing my diet. With the Physical Development Statutory Framework and its objectives, I will be more active and interact with more people to ensure that my coordination is improved.

Below is the stipulated timeframe for the three main milestones scheduled for achievement.

Reference

Addams, L. & Allfred, A., T. (2013). "The first step in proactively managing students' Careers: Teaching Self-SWOT Analysis". Academy of Educational Leadership Journal, 17(4), pp. 43-51.

Boyatzis, R., E. (2012) The competent manager: a model for effective performance. London: Wiley

Colbert, C. Y., West, A. C., Pien, L., & Graham, L. (2016) ‘Getting SMART about teaching objective writing’, Medical Education, 50(11), pp. 1171–1172. doi: 10.1111/medu.13166.

George, G., (2016). Journal of Occupational and Organizational Psychology, 7(3), 67-86.

Gibbs, G. (2018) Learning by doing: A guide to teaching and learning methods. Oxford Further Education Unit, Oxford.  

Goanta, H., P. (2013). Some Considerations on the Opportunity and Value of the Personal SWOT Analysis as a Psychological Technique. Tibiscus University in Timisoara, Faculty of Economics, pp. 604-609.

Jonah's. (2018) The Perfect Gift. Retrieved 2 Nov 2018, from https://www.jonahs.com.au/about/ 

Koubova, V. & Buchko, A., A. (2013). Life-work balance. Management Research Review, 36(7), pp. 700-719.

Landy, F., Zedeck, S. & Cleveland, J. (2017). Performance Measurement Theory. Harvard Business Review, 48, 149-157

Platt, G., (2013). Smart objectives: What they mean and how to set them. Training Journal, pp. 23.

Richard, Klimoski & Xiaoxiao, H., (2011) The Oxford Handbook of Lifelong Learning, Oxford University Press

Schiff, L., J. (2015). 7 ways project managers can anticipate, avoid and mitigate problems. Retrieved 2 Nov 2018, from: https://www.cio.com.au/article/565027/7-ways-project-managers-can-anticipate-avoid-mitigate-problems/

Waeyenberg, T., V., Decramer, A., Audenaert, M. & Desmidt, S. (2016). The relationship between employee performance management and civil servants’ turnover intentions: a test of the mediating roles of system satisfaction and affective commitment. London: International Thomson Business Press Retrieved 2 Nov 2018, from https://www.researchgate.net/publication