This document outlines a study that aims to assess leadership strategies, organizational culture, and employee commitment levels at Hyatt hotels. It presents research questions about the extent of various leadership dimensions and cultural styles practiced. It also examines relationships between leadership, culture, and commitment. The methods will involve surveys and statistical analysis. The conceptual framework suggests that strong leadership and constructive culture can empower employees and increase their commitment, leading to better strategic hotel operations.
Employee Commitment, while presenting a complex approach to productivity improvement, actually offers managers serious leverage and higher performance payoffs. The companies that have successfully built and capitalized on a reservoir of employee commitment have accomplished this by mastering three concepts, and one basic equation. Each of which is discussed in this presentation.
Employee Commitment, while presenting a complex approach to productivity improvement, actually offers managers serious leverage and higher performance payoffs. The companies that have successfully built and capitalized on a reservoir of employee commitment have accomplished this by mastering three concepts, and one basic equation. Each of which is discussed in this presentation.
How to motivate your staff and improve employee moraleDexcomm
How to Motivate Your Staff and Improve Employee Morale
Upon hire employees form perceptions about their new workplace. Negative perceptions can lead to disengagement very quickly and prompt new hires to look for another job within the first year of employment. Some studies show that turnover can cost up to 250% of an employee’s salary. That’s expensive!!!
At Dexcomm, we believe that engagement practices are vital in efforts to engage our staff and improve employee morale. One of the many challenges in today’s workplace is retaining top talent and keeping them engaged. We work hard to capitalize on our human capital because they are our greatest assets. We’d like to share some of what we’ve learned about engaging our employees and improving employee morale. We hope our tips can help you strengthen your team and capitalize on your greatest assets.
This eBook will provide:
•Five easy ways to help make a great first impression on your new hires
•Fun ideas for engaging your staff
•Ways to enhance your organization’s culture and improve employee morale
•Creative non-monetary benefits to attract and retain top talent
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Employee engagement adds value to any organization. It can make a difference to the individual employee as well as the business as a whole. HR has a significant role in promoting the linkages between the company’s leadership, objectives, and employees. In these slides, we discuss HR’s role in employee engagement.
Sample Slides From Using Personality Trait Assessments For Talent Selection &...RV Rhodes LLC
These are a few slides from my presentation on how to utilize a personality trait assessment to enhance the talent selection and development process in any organization. The right talent plus the right development drives employee engagement and results.
Employee Engagement is the energy and passion employees have for what the organization is trying to achieve. In average organizations, 30% are engaged. In high performing organizations, 63% of their employees are engaged and working with energy and passion.
It explains about the organizational culture and its advantages, outcome of HR culture and how it helps to attain organizational sustainability in present conditions and also in future. the organizational culture explains the shared beliefs, values and norms followed in their organization which is distinct from other organization to attract competent employees and also to become competitive advantage among others.
How to motivate your staff and improve employee moraleDexcomm
How to Motivate Your Staff and Improve Employee Morale
Upon hire employees form perceptions about their new workplace. Negative perceptions can lead to disengagement very quickly and prompt new hires to look for another job within the first year of employment. Some studies show that turnover can cost up to 250% of an employee’s salary. That’s expensive!!!
At Dexcomm, we believe that engagement practices are vital in efforts to engage our staff and improve employee morale. One of the many challenges in today’s workplace is retaining top talent and keeping them engaged. We work hard to capitalize on our human capital because they are our greatest assets. We’d like to share some of what we’ve learned about engaging our employees and improving employee morale. We hope our tips can help you strengthen your team and capitalize on your greatest assets.
This eBook will provide:
•Five easy ways to help make a great first impression on your new hires
•Fun ideas for engaging your staff
•Ways to enhance your organization’s culture and improve employee morale
•Creative non-monetary benefits to attract and retain top talent
Employee Engagement: What, Why, and HowSharon Xuereb
Describing employee engagement, which is crucial to successful organisation. Focussing also on why it is so important, and how to increase employee engagement in an organisation.
Employee engagement adds value to any organization. It can make a difference to the individual employee as well as the business as a whole. HR has a significant role in promoting the linkages between the company’s leadership, objectives, and employees. In these slides, we discuss HR’s role in employee engagement.
Sample Slides From Using Personality Trait Assessments For Talent Selection &...RV Rhodes LLC
These are a few slides from my presentation on how to utilize a personality trait assessment to enhance the talent selection and development process in any organization. The right talent plus the right development drives employee engagement and results.
Employee Engagement is the energy and passion employees have for what the organization is trying to achieve. In average organizations, 30% are engaged. In high performing organizations, 63% of their employees are engaged and working with energy and passion.
It explains about the organizational culture and its advantages, outcome of HR culture and how it helps to attain organizational sustainability in present conditions and also in future. the organizational culture explains the shared beliefs, values and norms followed in their organization which is distinct from other organization to attract competent employees and also to become competitive advantage among others.
LDR 531 FINAL EXAM - LDR 531 FINAL EXAM Questions and Answers | StudentwhizJigyasa Bhansali
You get here best a student's guide to learn about LDR 531 final exam questions and answers. Your complete guide to LDR 531 organizational leadership final exam.
http://www.studentwhiz.com/Online-Courses/LDR-531/769/
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2. Statement of the Problem
1. To what extent are the ff. leadership strategies practiced in
Hyatt hotel as assessed by the respondents in terms of:
1.1. individual leadership;
1.1.1. communication;
1.1.2. capability;
1.1.3. recognition;
1.1.4. goal alignment.
1.2. team leadership;
1.2.1. trust; and
1.2.2. developing team capabilities?
2. How significant is the difference in the assessments of the
respondents as to the extent leadership strategies are practiced
in Hyatt hotel ?
3. 3. What is the prevailing organizational culture as assessed by the respondents in terms
of the ff:
3.1. constructive culture;
3.1.1. achievement;
3.1.2. self-actualizing;
3.1.3. humanistic-encouraging;
3.1.4. affiliative.
3.2. passive-defensive style;
3.2.1. approval;
3.2.2. conventional;
3.2.3. dependent;
3.2.4. avoidance.
3.3. aggressive-defensive style;
3.3.1. oppositional
3.3.2. power;
3.3.3. competitive; and
3.3.4. perfectionistic?
4. 4. How significant is the difference in the assessments
of the respondents as to the prevailing
organizational culture in Hyatt hotel?
5. What is the level of organizational commitment of
the employees of Hyatt hotel?
6. How significant is the relationship between
leadership strategies and employee commitment?
7. How significant is the relationship between
organizational culture and employee commitment?
6. Methods & Procedures
Descriptive method
Purposive sampling
Quadrangulation technique
t-test and Pearson Product of Moment Correllation
7. Analysis
1. Extent to which leadership is practiced by the
managers & supervisors in the selected hotel
department.
1.1. Individual leadership
Communication: Both vertical and Horizontal
communication are open. Most of the time managers &
supervisors keep rank & file informed.
Capability: Managers & Supervisors have support for
individual education and training needs.
Recognition: Rank & Files are appreciated when they are
accomplishing a good task.
Goal Alignment: Managers & Supervisors helps Rank & File to
contribute and achieved in the organization.
8. 1.2. Team leadership
Trust: Environment of trust was built through
appropriate communication systems in place and
listening skills.
Team capabilities: Effectively promote goal alignment by
establishing recognition systems and support.
2. Significance of difference in the assessment of
employees as to extent leadership strategies are
practiced in selected department. No significant
difference.
9. 3. Prevailing Organizational Culture in selected hotel departments
3.1. Constructive culture
Achievement Dimension: Both can manage achievement of their goals and
has the capacity to pursue excellence.
Self- Actualizing: Employees find enjoyment in the workplace.
Humanistic-Encouraging: Employees are valued.
Affiliative: Support & concern for needs of each other are of high extent.
3.2 Passive-defensive culture
Approval: Interpersonal relationship a are positive.
Conventional: There are still departments which are dogmatic and
traditional.
Dependent: selected department is submissive with the policies.
Avoidance: They don’t engage in risky situations.
10. 3.3. Aggressive-Defensive style
Oppositional: They avoid negativity in the workplace.
Power: Authority inherent in the position is well
stressed.
Competitive: Employee achievement are recognized and
remunerated.
Perfectionistic: Selected department are characterized by
perfection, perseverance & intolerance.
11. 4. Significance of difference in the assessments of
respondents as to prevailing organizational culture.
No significant difference as to the prevailing culture that exist.
5. Level of Organizational commitment.
High level of Organizational commitment.
6. Significance of relationship between leadership strategies
and employee commitment.
There were significant relationship between leadership strategies
and commitment to the job.
7. Significance of relationship between organizational
culture and employee commitment.
There were significant correlations in all dimension except for
passive-defensive style , no correlations were gleaned.