Vision And Mission Of Shangri-La Hotels And Resorts, Advantages Of Small Family-Owned Hotel Businesses, Communication And Motivation In Organizations, And Quality Of Human Resources Capital In Tourism Organizations

Planning

Any social unit of people that is structured with a common objective of achieving a collective goal, need to have a well-defined management structure determining the relationship between the staffs. Further, to avoid collision at work place the duties of work need to divided into different sections and specialists assigned the duties. Of much concern is the authority put into place to manage the organization. The management of the organization is basically divided into the following sections.

It’s commonly said that business is plan. Before an individual puts recourses together with an aim of starting a business, you need to define a concrete plan or rather the process of thinking of all the activities required to achieve the set or desired goal of the entrepreneur. In addition after developing a plan it should be evaluated with an objective to determine the efficiency of the plan developed, otherwise the investor may end up losing all his money in the investment (Baggio, & Sainaghi, 2016). 

As far as planning in an organization is concerned, there are various blocks of planning that should not go missing; that are the vision and mission.  In my discussion I opted to focus on the Shangri-La Hotels and Resorts, a legendary hospitality offering resort giving a luxury experience with spacious rooms and suites. It also offers services like a swimming pool; free Wi-Fi, signature Spa experience, award winning cuisine, a business centre and a fitness centre.

Our vision is ‘to offer the best and quick service restaurant experience’. Being the best implies providing extraordinary quality service in a clean environment. This vision acts as road map on what Shangri-La Hotels and Resorts want to become by guiding the transformational initiatives by setting the way, direction and the path to follow for us (Zach, 2016). 

Our vision serves as a general foundation for a deeper and broader strategic plan for future development and improvement. It also serves as a motivating factor to our employees as it acts as a general reminder of the goals of the organization, this helps the company to maintain the competence of the firm with other similar firm. This vision also inspires the staffs of our company in the sense that when they perform any duty they do it with passion and objective of being the best in all terms as far as cleanliness and standards are concerned and achieving this in timely manner (Cabral, 2017).

Our mission is ‘To add the sense of value; to put a smile on our customer faces’. This mission serves as the guiding statement to our staffs and gives the direction of performance in orders to achieve the goals of the organization.

Our vision and mission statement shows the organizations desired market position in future in that the vision brands the organization as the best.

Organizing management duty refers to the systematic way of structuring, integrating, and coordinating of activities and resources with an objective of attaining the goals of the organization.

It helps the organization to achieve the overall goals by putting the recourses under the right use. Also organizing resources enables the organization to place the human resources, money and other resources under optimum utilization. With proper organizing, the other managerial activities are carried out with ease, like planning and staffing.  Proper organizing helps to reduce the monotony at work hence treating the customers in a more humane way (Chung, Lee, Lee, & Koo, 2015).

Vision

Besides the existence of large and medium firms in the hotels industry in Philippines with accrued numerous huge advantages like the economy of scale, government incentives and attraction highly skilled labor as well as the attraction of international visitors or tourists , there exist prominent small scale hotels in the same industry. In general definition small scale hotels refers to the hotel services offering institutions that have less or about fifty employees. In many country, Philippines included, small scale hotels makes up about 65% of the total number of investments in the country. They are also the main sources of employment offering about 70% of the employment opportunities in almost all countries (Jaiswal, & Dhar, 2015).

The following are outstanding advantages that contribute to the survival and prevalence of small scale family owned hotels beside the big chain hotel in Philippines.

Many individuals want to their own bosses. This implies that instead of an individual seeking for employment in an existing firm, they tend t6o gather their own little resources as a family and start their own hotel.

Philippine is exposed to microfinance. This source of capital motivates the individuals to start their own businesses in the sense of empowering people. As a result some choose the hotel business and hence the prevalence high number of the small scale family owned hotels (Couture, Arcand, Sénécal, & Ouellet, 2015).

Innovation and technology together with the use of internet reduces the cost of startup both financially and ideas wise. The power of technology allows people to get the necessary knowledge and skills via the internet on how to start and run a hotel business. It’s worth acknowledging that internet has contributed has lot in delivery of information on good eating habit at a low cost. When this information lands on the ears of an entrepreneur minded person, he teams up with the family and startup their small hotel (Dhar, 2015).

In hotel industry, labor is the dominant factor of production; therefore there is no accrued benefit of large scale of production. For this reason, the small scale hotels have to dominate the industry.

The existence of small family owned hotels in Philippine is also contributed by the government by offering aids to the families to be self reliant, grants and taxes subsidies. With all this offers from the government, people tend to start their own business and hotels being crucial business as it offer basic human want product is established.  

Leading refers to heading and influencing others or a team towards the achievement of a given objective. Besides formulating the ideas to be implemented, the leader also need to posses good and effective communication skills to the staffs to ensure smooth running of the business. Staffs need motivation at times rather than commands. The following is explanation of effectiveness of communication in leadership (Fraj, Matute, & Melero, 2015).

Employees need to know the step to follow after the current one. If this 9information is not delivered to the staffs they will work without the drive of achieving the next goal. However when the employees are given this information in advance, they will have the self drive to the achieving of the goals set by the organization (Wu, & Chen, 2015).

Purpose of the vision

In organizations, there at times arise disputes between the staffs and the managing body of the organization. In such a case, communication is the vessel of reunion. The leaders employ their communication skills to persuade and convince the angry employees on the matter and give the direction on the amendments to be made on the same (Gretzel, Werthner, Koo, & Lamsfus, 2015).

It goes without saying that a good communicator is a good listener. The leaders need to listen to the employees during communication to know what factors are affecting the staffs and address the techniques to be employed on handling this. Doing this makes the employees feel considered and appreciated, thus boosting their workers morale.

The theory tries to explain the hierarchical nature of human needs. It states that once a certain level of human want has been satisfied, it no longer motivates a man. Maslow identified the following five levels of human satisfactions; self actualization, esteem needs social needs, safety needs and physiological needs (Horng, Tsai, Yang, & Liu, 2016).

Herzberg argued that dissatisfaction is not the opposite of satisfaction, and therefore removal of dissatisfying factor does not imply satisfaction. Herzberg said that today’s motivators are tomorrow’s hygiene. He claimed that hygiene is not a motivator, however; an individual’s hygiene may be someone else motivator (Hwang, & Stewart, 2017).

McClelland need theory argues that needs are learned and acquired based on the kind of events people experiences and the culture or the environment. The fact that people have different culture, environment and experiences then this explains that different people have different needs (Jaiswal, & Dhar, 2015).

It refers to the examination of performance against the set standards set plan to ensure commendable progress of the organization and recording of various aspects of the organization with an aim of referring to the in case the need arises in future. The main aspect of control in an organization is the human resource; therefore there is need of evaluating the performance of an employee against the set standard of the organization plan (Jung, & Yoon, 2015).

In a case the performance is below the expected measure in terms of productivity and quality, then the organization control manager is left without other option rather than hiring more human resource to complement the existing one in order to achieve the goals of the organization.

When a tourism organization is about to hire a front desk officer, there are various personality factors that are always considered by the organization pertaining the employee.

The organization can only you believe you can do it when you do it successfully. Consequently the hiring panel may request the candidate to complete a certain task within a given period of time to evaluate the capability of the candidate to put his skills into actions. The employer needs a self driven and motivated employee with the capability of putting his skill into practice (Karl, 2018).

The organization seeking to hire a front desk officer looks for candidates who have enthusiasm and passion on what they do and their desire for success should shine through the interview. It is always assumed that employees with passion on what they do are likely to perform better because they have self drive towards the attaining of the set goals (Kourouthanassis, Boletsis, Bardaki, & Chasanidou, 2015).

Mission

When the front desk officer serves for a long period of time, he will certainly gain an outstanding experience in that position. As result the organization have some preference for the candidate with the potential for serving for a long period of time rather than those willing only to work for a short period of time and then shift to a different organization or career (Park, Hsieh, & Lee, 2017).  

This evaluation criterion focuses on how employee prioritizes his tasks and duties as well as managing his time. The employer also looks at the commitment of the employee to the customer satisfaction, his communication skills and his continued improvement (Sabatier, 2018).

The employer may also consider the attendance of the employee to work.  The morale of the employees may be directly determined by their attendance to work. If the attendance is poor this will imply that the employee have a poor morale towards work and vice versa (Maragh, & Gursoy, 2015). 

Communication skills are another criterion that can be used to evaluate an employee’s skills. A competent employee should portray ability to effectively and efficiently communicate with the fellow workers and the managing body (Tiago, Couto, Tiago, & Faria, 2016).

The quality of production by the employee is a strong evaluation aspect; employee with high quality production is always the best and hence more reliable.

The excellent employee expects a special treatment from the company in aspects like; being offered with a special parking sport, dinner with management, an afternoon off, attending a conference of their choice or working from home and casual Friday whenever they request (Tuna, Ghazzawi, Yesiltas, Tuna, & Arslan, 2016).

Conclusion

 This case study is an eye opener to the view of human resource and its management in tourism industry. It also provides the scholar with the necessary knowledge of evaluating the capabilities of candidates seeking for employment in the tourism industry and the most appropriate way of honoring employees.

Reference

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