Different Approaches to managing people in international hospitality management
The hospitality industry is one of the largest employers in the world. With this large number of employees, there are many different approaches to manage them. This infographic will cover three types of management styles, which are authoritarianism, laissez-faire leadership and utilitarian motivation. Utilitarian motivation is an approach that emphasizes extrinsic rewards instead of intrinsic ones for each employee’s “job satisfaction”. However authoritarianism does not allow much interest or responsibility but leads to high levels of performance for those that want more money or power in their position. Laissez-faire leadership however could be seen as neglectful because it does not have any structured requirements for employees at all. [1]
The authoritarian approach to management is
one that allows for the least amount of independence. It was created to promote
a high level of performance by those who are motivated by money or power. It
does not allow for any input from the employees because it believes in “the
strict chain of command and that subordinates should be obedient to superiors”
[2]. This style also promotes the idea of extreme consistency, where every
employee gets treated with the same rules and regulations as every other
employee. It is based on a traditional “top-down hierarchy” [3]. However, this
approach has been criticized because it does not promote independence at all.
When employees become part of a strictly-run organization, they lose their
ability to make decisions and have a sense of individual character. It limits
the employees’ freedom to adapt to the changes that happen in the industry. [4]
Laissez-faire leadership is one that
encourages autonomy in its employees. This style is based on establishing clear
rules for every employee such as those who are allowed to work where, how much
hours they can work, what responsibilities they carry etc. However these rules
are not very strict because it holds no strong power over its underlings [5].
It is encouraging its employees to work independently by making them feel
capable of their work. This style is based on the leadership in which people
are allowed to work in the way they choose, with minimal interference from
authority figures. This allows for creativity and effectiveness in all levels
of employees. [1]
This style encourages autonomy but does not
require great deal of effort or determination from the employer itself. It
holds an unbiased approach to management by allowing all of its employees to
take responsibility and adapt with the changes that happen in their job [6].
However this style has been criticized because it still uses authoritarian
rules and regulations, just not as strict as those used by other styles.
Utilitarian motivation is a type of
management that is centered on the goal of increasing employees’ job
satisfaction. It was created with the idea that extrinsic rewards are more
effective than intrinsic ones in increasing job satisfaction over time. This is
based on the belief that intrinsic rewards involve internal processes, such as
learning and personal growth, which take longer to achieve than extrinsic
rewards. [7]
This style allows for its employees to have
high levels of motivation because it focuses on self-improvement and
development. When employees feel like they are improving in their job and
earning promotions or raises, it helps them continue to stay motivated and give
their best effort at work. [1]
However this style has been criticized
because it does not promote individualism. It benefits those who can earn more
money faster and has no benefit to those who cannot reach this high level of
pay. [8]
Millennials, also known as Generation Y,
are young and ambitious people who grew up with technology at their fingertips.
They are a more independent generation than previous ones and were overall less
disciplined than others before them. Generation Y's expectations of the
workplace differs greatly from that of older generations because they came of
age during an economic recession. This generation feels they want to do
meaningful work and that they shouldn't settle for less, which is why they tend
to switch jobs often [9]. They also hold high expectations of rewards that can
be obtained in the workplace. [10] With these ever-changing needs, how a
company is perceived by employees changes as well. This can lead to serious
issues such as labor turnover, staff dissatisfaction and low morale.
Many companies are trying to adapt to the
changing needs of their workforce. One way they are doing this is by
encouraging work-life balance, which refers to a healthy balance between work
and life outside of work. This style helps employees with the task of creating
a healthy balance between work and home life. It also promotes company loyalty
by encouraging employees to work for longer and achieve higher levels of
success [11].
To encourage this, companies should
implement flexible work schedules, which allows workers to tailor their day to
fit the needs of their job. This type of scheduling allows employees to take on
more responsibilities while decreasing their amount of time spent on
low-priority tasks that have minimal impact on the overall product or
organization. Surprisingly, flexible scheduling is seen as one of the best ways
to protect workers from abuse and discrimination, which is why it is important
for all companies to implement it into their own policies [12] . Some other
examples of promoting a healthy work-life balance is through providing
opportunities for vacation, flexible lunch breaks, and encouraging worker
safety [13].
Other ways companies can promote work-life
balance is by hiring more employees. This tactic is popular in the retail
industry because it shifts responsibility from the employee onto their
employer. For example, if a cashier at a supermarket has to cover for another
employee who is on break without any warning, it puts too much mental stress on
the worker. If there were multiple workers present at that time then the
problem would be solved easily and without straining the cashier's mind. By
hiring more employees and lowering their workloads, companies encourage this
balance with its workers [14] .
The fourth major way companies try to
promote work-life balance is through encouraging healthy behaviors. This can
include things like having breaks between sets of machines that require
repetitive movements, or allowing employees to take nap times which can help
them in the long run [15]. As one can see, companies are doing anything they
can to create a work place that is conducive for their workers and encourages a
healthy work-life balance. Although this type of work-life balance may be
difficult to implement because it requires an employee's acceptance on more
flexible policies, it is an excellent idea. [16]
By implementing these tactics into their
companies' culture, organizations hope that they will be able to increase staff
satisfaction and keep their workers happy. These types of organizations have a
high level of employee satisfaction, which is important for the highest level
of motivation. [1]
The fifth major way organizations are
trying to increase work-life balance is through creating work-life policies
that give employees flexibility in their schedules. Although this may seem like
a great idea for organizations, there are some risks associated with it. If a
company does not manage their plans well enough and allow their employees to
take advantage of every perk they offer, there is the risk that they will end
up paying out more than they should. This could happen because employees will
not take advantage of the benefits offered and take advantage of more flexible
schedules to spend time with family or pursue other interests outside of work
[17]. However, if an organization only offers certain benefits to
high-performing employees and those who aren't held accountable, it will force
all workers to be more productive. This type of plan requires a company to have
the right people who are willing to work hard [18].
Another issue with these programs is that
they can lead to higher costs for companies. This is because implementing these
policies can cost a lot of money and time into the planning aspect. If a
company decides not to adopt these programs, then it may cost them in terms of
reputation if they don't stay on par with the competition [19]. Although this
type of system may seem harmful, the truth is that it is beneficial for any
company that can handle it properly.
Many managers believe that work-life
balance policies are a good idea for their company's productivity. They feel
that if there is more interaction with team members and a better environment to
work in, then there will be less chances of staff turnover or staff
dissatisfaction. This is because employees will have more time to think about
their job and take advantage of the many benefits that come with it; they will
also be more productive because they can spend their time doing the activities
they like [20].
Companies are trying to encourage this type
of civil relationship between employees and managers by allowing them a certain
amount of pay flexibility. This kind of flexibility provides employees a choice
when it comes to how they want to be paid, which is important because some
employees may be looking for a certain type of payment or benefits. This type
of flexibility is good for organizations because it allows workers to pick up
their work pace if their job requires more effort, or if they are taking on
more responsibilities [21].
Another excellent benefit associated with
these types of policies is that it encourages healthy work-life balance. The
reason why this can be beneficial to employers and the world in general is that
it allows people time to spend with family, pursue new interests outside of
work, and do things that are not related to their current occupation [22].
Employees with good work-life balance tend to be more focused at their job and
take advantage of any opportunities that come their way. As one can see, these
policies can have a major impact on the productivity of organizations because
they motivate workers to do better at their job [23].
There are many benefits associated with
work-life balance policies, and many companies are trying to implement them
into their own organization's culture. However, these programs also pose many
risks if not implemented correctly into an organization [24]. Although there
are some risks associated with it, the fact that a company includes these
policies in its culture shows the compassion that they have towards its workers
and how they feel about them [25]. The idea of work-life balance is not new in
the society and it is something that has been around for a long time. However,
with the introduction of new technologies, more people spend more time working,
which can cause stress [26]. A company's work-life balance is important for any
organization because it can lead to higher productivity amongst the staff if a
manager is able to manage it well enough. [27]
Work-Life Balance
Companies hope that by creating these
policies that they can promote work-life balance among their workers. Although
there are some risks associated with implementing these programs into an
organization culture, they are still considered beneficial because they
encourage healthy behaviors and increased productivity. [28]
By implementing these programs, employees
will feel that they are getting the support they need, which can be important
to some types of employees. In fact, if an employee has a good work-life
balance then he or she may be more passionate about their job. This is because
they are more engaged in what they are doing and how it makes them feel [29].
These policies encourage a certain amount
of flexibility for employees so that they can spend time on their outside
interests and family. Workers who want to take advantage of these programs will
be motivated to work harder in order to make sure that the work gets done and
that there is enough time for life outside of work [30].
Companies should be careful when
implementing work-life balance into their culture because it may increase their
costs if they do not take care of the details. If an organization does not
implement these programs wisely, it can end up with a bad reputation; however,
if they are implemented efficiently, then it can benefit them in many ways.
Benefits of Work-Life Balance
The benefits associated with work-life
balance policies for companies range from enhancing productivity to having
happier employees and better relationships. These policies play an important
role in a company's success because they are able to make sure that their
workers are happy. [31]
As mentioned before, work-life balance
issues can lead to more productivity among workers. This is because it gives
them time to spend on outside interests and other vacations. Employees who have
a work-life balance tend to be more relaxed at work, which means that they
don't feel bad about taking days off from work when needed [32]. Another
benefit of these programs is that it improves the relationship between managers
and employees; this is because employees feel as if they are being taken care
of by their employer [33].
These policies help to develop a sense of
responsibility in the employees, which allows them to take advantage of any
opportunities that can take their career forward. This is why it is important
for companies to implement these types of programs so that they will be able to
create a work culture where employees can feel comfortable [34].
In the past, work-life balance has been an
issue for many companies because they did not feel as if they needed such
policies; however, now more organizations are trying to promote this type of
culture because it shows that they appreciate their employees and care about
them [35]. Nowadays there are many benefits associated with work-life balance
programs, so this may encourage companies in implementing such policies into
their organization.
A lot of companies include this type of
program in their culture because they want to promote an environment where
employees can be happy and have time to spend with their family. These policies
help to make employees feel as if they are being taken care of so that they can
focus on their job, which is important for all organizations [36].
These programs for work-life balance are
very beneficial for the companies that implement them into their organization
because it gives them a better work force and allows them to be productive at
their job.
There is a lot of evidence that shows how
work-life balance policies benefit companies in many ways. As for the
disadvantages, the risks associated with implementing such programs into an
organization's culture can lead to reduced productivity among the workers. This
is why companies should be careful in how they implement these policies in
their workplace.
When considering work-life balance
policies, an organization must think about its core business activity and how
these policies will affect it. If a company has a core business activity that
involves long hours of work and lots of stress, then it may not be suitable for
implementing this type of policy into its bureau [37]. Likewise, if a company
focuses on achieving growth through quick turnaround time and individual
commitments, then it should avoid putting forth such policies in its bureau
[38].
Conclusion
Company work-life balance has evolved over
the years, and it appears as if organizations are becoming more focused on
employee satisfaction. While there are some risks associated with implementing
these programs into an organization's culture, they can definitely provide
benefits that the company can benefit from.
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