Higher National Certificate/Diploma in Business

Assignment Brief

Student Name /ID Number Ritik Garodia.

Unit Number and Title 36 HR: Value and Contribution to Organisational Success
Academic Year 2019-20
Unit Tutor
Title Human Resource- It’s all overall value today.
Issue Date
Submission Date
IV Name & Date

Submission Format:
The submission is in the form of an individual written report. This should be written in a
concise, formal business style using single spacing and font size 14. You are required to
make use of headings, paragraphs and subsections as appropriate, and all work must be
supported with research and referenced using the Harvard referencing system. Please also
provide a bibliography using the Harvard referencing system. The recommended word
limit is 8,500–9,000 words, although you will not be penalized for exceeding the total
word limit. Additional theories, concepts, approaches, research, articles, interviews,
evidence etc. can be attached as appendices.
Unit Learning Outcomes:
LO1 Evaluate the importance of organisational design to the delivery of sustainable
performance.
LO2 Analyse the requirement to develop motivated, knowledgeable and experienced
individuals and teams.
LO3 Apply contemporary knowledge and research to support emerging HR developments.
LO4 Evaluate the relationship between organisational design and change management

Assignment Brief and Guidance:

You are working as a Junior HR Manager in a well-known local organisation, As part of the
responsibilities you have been asked to demonstrate an ability to review the contribution of a
HR function to the value and success of an organisation.
You are to produce a report for the Director of Human Resources in response to the
following: Recommend two approaches which the organisation could take to ensure its HR
function effectively contributes to the design of the organisation in an emerging or changing
environment.

The report should cover the following only:

Introduction to the organisation.

Introduction to organisational structure and the structure involving design of the chosen
organisation.

Exploration and evaluation of the concept of organisational design and how this relates to
the structure, fulfilling organisational strategy of the chosen organisation using specific
examples.

You may apply appropriate theories and concepts to critically evaluate the importance of
organisational design in your specific organisation giving examples

Investigation and analysis into two approaches and techniques used for attracting human
resource, their development and rewarding to create a skilled workforce.

You may critically analyse the different approaches and techniques to motivation, human
capital and knowledge management using specific examples.

You can additionally make appropriate recommendations, justification and reflection to

demonstrate how to improve delivery of sustainable performance at the end of this outcome.
You need to explain emerging HR developments using a basic research and knowledge
prevailing in your organisation. Show evidence.

You may also evaluate how emerging HR developments will affect the role of the HR
function in future.
Furthermore you can add valid judgments, recommendations supporting your research

You need to provide an evaluation asGrading Criteria

to how organisational design has to respond and adapt
to changeOutcome
Learning managementPass and the relationship Merit
that exists between theDistinction
two using a specific
organisational situation.
LO1 Evaluate the P1 Evaluate the M1 Apply appropriate D1 Make appropriate
importance
You also mayof further evaluate
importance theofdifferent types
theories and concepts
of changes that canrecommendations
affect organisational
organisational design organisational design to critically
design including transformational and psychological change. evaluate supported by
to the delivery of theory in the context of the importance of justification based on
Sustainable Organisational
You can also additionally organisational
critically evaluate the relationshipdesign
betweenaorganisational
synthesis of design
performance.
and change management structure andonfulfilling
to reflect in a specific
your judgment. knowledge and
Organisational Organisational information to show
Conclusions to be made.strategy, using specific examples. how to improve the
Organisational delivery of sustainable
examples. performance.

LO2 Analyse the P2 Analyse the M2 Use specific

requirement to different approaches examples to critically
develop motivated, and techniques used analyse different
knowledgeable and for attracting, approaches and
Experienced maintaining, techniques to
individuals and teams. developing and motivation, human
rewarding human capital and knowledge
resources to create a management.
skilled and dedicated
workforce.
 Grading Criteria (Continued)
Learning Outcome Pass Merit Distinction
LO3 Apply P3 Conduct research M3 Evaluate how D2 Make valid
Contemporary and use contemporary emerging HR judgements and
knowledge and knowledge to support developments will conclusions supported
research to support evidence for emerging affect the role of the by a synthesis of
emerging HR HR developments. HR function in the knowledge and
developments. future. research information.

LO4 Evaluate the P4 Evaluate how M4 Evaluate the D3 Critically evaluate the
relationship between organisational design different types of complex relationship
organisational has to respond and changes that can affect between organisational
design and change adapt to change organisational design and change
management management and design, including management.
the relationship that transformational and
exists between the psychological change.
two
using a specific
organisational
situation.

4
 Index:

Sr. No. Table of contents. Page No.

1. Introduction to organization. 7

2. Evaluate the importance of organizational design to the delivery 8

of sustainable performance.

3. Analyse the requirement to develop motivated , knowledgeable

and experienced individuals and teams.

4. Apply contemporary knowledge and research to support

emerging HR developments.

5. Evaluate the relationship between organizational design and

change management.

6. References/Bibliography.

5
 Introduction to organization:-

GCC Hotel and Club.

GCC Hotel and Club is a flagship boutique business and leisure hotel owned by the Hotel chain named GCC
Hotels private limited which is located in Mira- road, Thane, just 2 km’s from Mumbai city’s limits/
outskirts. GCC Hotel and Club is a modern contemporary hotel, tastefully designed and executed in such a
way that it makes ones stay pleasant and comfortable not only for a night but even for longer stay. Coupled
with additional amenities like in-house lobby restaurant, fully equipped gymnasium, round-the-clock room
service and housekeeping, Forex exchange services and etc.

GCC Hotel and Club offers comforts that make GCC Hotel and Club an ideal choice for corporate travellers
and residential wedding guests, offering best of both the worlds, business and leisure. GCC Hotel and Club
(G.C.C. H. & C.) is a 4 star rated club and hotel which offers spacious 106 Guest Rooms & 96 Apartments
and is centrally air-conditioned completely. It also provides facilities like, In-house Laundry Services, 24
hour In-room Dining, Complimentary Breakfast, Free Wi-fi, Electronic Locker, Mini Bar along with LED
TV’s.

Spread over 5 acres which is ideal for Destination & Residential Weddings and the Guest Rooms to
accommodate up to 804 guests. The food offered in Multi-cuisine menus which is formulated in-house by
the expert chef’s. There are 7 Centrally Air-conditioned Banquet Halls available along with a 90,000 sq. ft.
sprawling Lawns which serves up to 5,000 Pax and comes with a Dedicated Vegetarian / Jain Kitchen
separate from the Non- Vegetarian Kitchen. There are 36 Conference Venues Accommodating up to 804
guests for Residential Conferences with a Dedicated Conference Dining Area and a 100% Power Back Up
for emergency as well as Wi-fi and Video Conferencing Facility with the Business Centre.

The club also offers a Dedicated Member Floor which includes 5000 sq. ft. Unisex Gymnasium, an Olympic
size Swimming Pool, a Professional Badminton Court, Professional Squash Court, along with Professional
Table Tennis Rooms.

GCC Club and Hotel also has on offer, 3 in- house 24*7 restaurants, bar and lounge for all their guests to
provide maximum satisfaction and availability of all their services any time. The list of places include Olivia
restaurant and bar: it offers multi cuisine and variety of liquors, Namaste restaurant is a poolside pure

6
vegetarian restaurant and The Oaks lounge and Bar is a restaurant cum lounge-bar with a heavenly
atmosphere for alcohol drinkers and smokers offering wide variety of premium spirits, beers, and tobacco
products like premium cigarettes and exotic cigars all in a cosy yet luxury and contemporary ambience in a
dim lit ambience which is apt for attaining maximum pleasure of drinking and smoking.

The author has evaluate the importance of organizational design theory in context of
Organizational structure and fulfilling organizational strategy using specific examples
of GCC Club and Hotel:-

Definition of organizational design:-

Organizational design is a step-by-step methodology which identifies dysfunctional aspects

of work flow, procedures, structures and systems, realigns them to fit current business
realities/goals and then develops plans to implement the new changes. (ALLEN, 2012)

Meaning of organizational design:-

Organization design is a process responsible for shaping the way organizations are structured
and operates. It includes various kinds of factors of life at work, which includes team
formations, shifting patterns, lines of reporting, decision-making process, various kinds
communication channels, and etc.

Figure 1.1.

As visible in the above diagram/ figure there are various levels when it comes to
authoritative design, in which the primary stage/ level is to identify the purpose and
objectives of the organization as an organization with no purpose or objectives can never be
formed and even if it somehow manages to establish, then in that case the company won't
have any sort of clear vision. Secondly after the mission, vision and objectives of the
company are formed, then the process or the manner is considered in which all things are to
7
be carried out as though initially that isn't done then in that case each capacity would not be
carried out in an effective and efficient way.

Then comes the third level/ stage which is the Roles and Responsibilities which are to be
specified before starting any business in order to make sure that the employee is well aware
of their duties to be performed by them and there is no sort of misunderstanding or
miscommunication amongst themselves.

Then there is authoritative structure which seems to be well defined that is every employee
must be aware of to whom they have to report to and who their superiors/ heads are as this
will help them to prevent any sort of confusions. Finally then comes the people practices
which are nothing but the employee management which is an crucial aspect of the
management.

There are two types of organizational designs:-

1. Traditional Designs:-

Traditional designs are the fundamental hierarchical/ bureaucratic structure followed by most
organizations. The traditional design is further divided into Simple Structure, Functional
Structure and Divisional Structure.

Simple Structure: This type of structure is widely found in the small scale businesses or
start-ups. In this type of structure the business owner takes all decisions related to the
business and similarly being a small business the presences of the various organizational
departments are slim to none when compared with a medium or large sized organization.

Functional Structure: A functional structure is found when there are various organizational
departments, for instance, the HR, Finance, Marketing and sales, Admin and etc. To which
there are various departmental managers who lead and are responsible for their respected
departments, to whom the subordinates have to report/ inform thus this is a much more
complex structure when compared to a simple structure.

Divisional Structure: This kind of structure is widely present in medium to large sized
organizations/ corporations which operates from different states, countries or regions. Hence
it is called as a divisional structure. These organizations appoints different heads based up on
the different regions, country or states the organization operates, functions or have their
presence there.

2. Contemporary Designs:-

Team Structure: In this type of a structure the association is divided into different teams
and every team strives to achieve the company’s objectives. In this type of structure the
teams can decide with respect to which working style is suitable and works well for them as
8
there is no chain of command, hierarchy or bureaucracy present in this structure. This
enables them to work in a much more efficient and effective way. These teams have the
complete freedom to get innovative and still they will be the ones who will held responsible
for the final outcome of their work whether it is favourable or unfavourable.

Matrix Structure: In this type of structure experts from different departments become a part
of a project. These experts are specially called for a specific project and once the project is
accomplished the experts disperse to their respective departments and carry- on with their
regular assigned duties and responsibilities. Such inter- departmental teams additionally have
various project managers to manage the entire team so that there are no unexpected
situations which could potentially hamper the success of the project’s progress and could be
very devastating for the organization.

Project Structure: A project structure is quite similar to a matrix structure as in this

structure the employees are additionally called up for a project as-well but still the main
differentiating factor between the two is that in a project structure the team members don’t
return back to their respective departments after completing the project for which they came
together, rather they keep working on various other projects constantly.

Autonomous Structure: In this type of a structure the association have independent

decentralized organizational units and each unit have their own set of products, working
style, objectives, competitors and etc.

Boundary Less structure: As the name suggests this type of a structure doesn’t have any
sort of limits/ boundaries or doesn’t even have a well- defined structure as well.
Organizations having this type of structure are quite dynamic in nature as there is no
hierarchy or bureaucracy present to be followed and moreover they don't have rigid
departmentalization. Organizations having such a structure works in different teams in which
they slightly follow the team structure. In such teams there are a very small number of
permanent members and even they hire experts as and when required for the required
activities.

Learning structure: In this type of structure the association is thought to be quite dynamic
in the way they function. The employees working in this type of an association are known to
be very knowledgeable and well aware about their jobs. Other than that it’s pretty much the
same as other type of the association, the employees working in such type of an association
are known to have normal kind of interests and objectives.

GCC club and hotel Private Limited is in the Hospitality industry and over and above this
GCC club and hotel has 3 different types restaurants to handle of and hence they have
various departments and teams to manage them, which is classified of 3 main departments
and their sub segments under it, for example;
1) Revenue centre; manages the Sales and Marketing Dept., Front Office, Food &
Beverage, Gift/ Souvenir Shops, Business Centre and etc. 2) Cost centre/ Support centres
9
dept.; This centres assists the functions of revenue centres with no direct income generation
which consists of the HRD, Purchasing/ Procurement and receiving dept., Accounting and
Finance, Engineering and etc. 3) Front of the House and Back of the House dept.; Front
desk, Restaurants, Concierge, Bell services, and etc. And the back house dept. includes the
following dept. Kitchen, Housekeeping, Human Resources and etc.

The additional units includes the security dept. that is responsible for maintaining security
alarm systems, CCTV’s, implementing procedures on protecting the personal property of the
guests and the employees as well and ensure maximum safety and security of the premises in
and out.

In this case of GCC Hotel and Club the complexity of the hierarchy is quite high and almost
each and every dept. is interrelated with each other and it seems like the structure of the
organization is very rigid in nature due to their day to day functioning, but in reality the
situation is quite different and their organizational structure is quite flexible, when the
situation requires them to adapt to different types of structures in order to accomplish various
goals of the organization in the most effective and efficient manner.

This strategy and working dynamics has helped them to be the leading club and hotel of the
entire vicinity and uphold their strong legacy of 3 decades into the hospitality industry. This
has allowed them to grow and expand into various other sectors to strengthen the
organization’s position in the market and earn maximum profits in order to provide best in
class services to their customers to achieve maximum customer satisfaction.

Usually GCC practices a team and a project structure, when the goal requires collective
knowledge and ideas from various dept’s. then usually team structure is formed by the
department heads and managers to enhance the interoperability amongst the various dept. of
GCC. When the goal is to make a project which is a long term project or might be a short
term one the managers form a project structure to accomplish the goals, aims and objectives
of the particular project/ venture and when the job is done successfully the members disperse
to their respective dept. or continue to work on more upcoming projects/ ventures.

The information mentioned below explains how GCC Club and Hotel uses the team structure
and when they use project structure. GCC has 3 different restaurants to manage and run
successfully which requires a lot employees to ensure smooth functioning of these
restaurants and to ensure all the requirements are met successfully GCC has formed 3
different teams to monitor and manage each restaurant/ bar/ lounge individually. This
indicates that even after GCC being a big organization with rigid/ fixed functional
organizational structure it has not suffered the weaknesses of adapting this structure largely
as there is still enough room for flexibility in the organization for various other
organizational structures which are needed to accomplish goals and objectives which aren’t
in reach of any functional structure.

10
Here are some strengths and weaknesses of different types of organizational structures
commonly used by GCC Hotel and Club which are as follows:

Using functional structure mainly for day to day operations at GCC it has made the
workforce very effective and efficient in their operations as well as in creating strong
communication and a proper channel of command ensuring a well- organized workforce that
helps to track individual performances of each and every organizational dept. at GCC and
come up with various specific solutions and ideas to improve their performance as well as
solve various problems and over- come obstacles and achieve the end goal successfully and
as quickly as possible with a best possible approach.

Also it has helped the employees at GCC to become more specialised in their jobs as this
structure allows them to be more focused in their core jobs and raise the quality and
efficiency in their outputs. Also this structure has raise the accountability levels in the
organization as a whole and helped to reduce the waste in time and resources of the
company.

But as always all things comes with their own set of strengths and weaknesses here are some
of the weaknesses of adapting functional structure at GCC Hotel and Club: A small
weakness of a using functional organizational structure at GCC is closely related to the
resistance of different functional groups to cooperate with one another is a possibility of
territorial disputes. These conflict of interests may have to do with things like disagreements
over goals, budgetary competition or N number of issues that rise from a clash of egos that
happens when each organizational department have their own separate functional structure
this is where a strong sense of a common purpose is lacking.

Having a common organizational interests improves the morale of the workforce and
performance as it is an important indicator of overall organizational success. When each
group of experts in a functional structure of GCC Hotel and Club are relatively isolated, the
common bond that focuses a single organizational purpose is quite inevitably weaker than
the organizations where different types of employees frequently interact with each other.

11
The author has explained how change management theories are implemented at GCC Hotel
and Club along with its own strengths and weaknesses for GCC Club and Hotel:-

 Kotter’s Theory:-

1. Create urgency: For change to occur, it makes it easier if the entire company actually
wants it. Create a sense of urgency around the need for a change. This might help to spark
the initial motivation level to get things moving.
c
What is done by the leaders and managers at GCC Club and Hotel in- order to achieve the
above discussed scenario?

The leaders/ managers, Mr. Pravin Patil and Mr. Raj Mehta working at GCC identify the
potential threats, and develop various scenarios that shows what could happen in the future
and examine the opportunities that should be or could be exploited for maximum gains. They
also start various honest discussions, and give spirited and convincing reasons to get the
employees thinking and talking. Request support from the customers, outside stakeholders
and industry members to build - up their argument. They also frequently inspire the
employees to move, make the objectives a reality and relevant.

2. Build a powerful coalition/ team: The managers and leaders at GCC are extremely
skilled in convincing the people around that the change is crucial and a need of the hour for
the company for its betterment and how it is beneficial for the employees as well. This
usually requires sound leadership skills and visible support from the key members of the
organization like the directors, investors and various other high level executives of the
company and in the case of GCC these key people have utmost faith on their management
which has been earned by them from many past success stories made by these leaders and
managers. The leaders and managers know that only managing the change isn't going to be
enough – the leader/ managers have to lead it which they do with utmost precision and
dedication.

Effective leaders are found within GCC’s large manager and leaders base – they don't
compulsorily follow the traditional hierarchical structure of the company. To lead the
change, the leader gets together a strong coalition/ team, of various influential members
whose power comes from a range of sources, including job titles, expertise, status, and
12
political importance. Once created/ formed, the "change coalition" works as an team and
continue to create urgency and push around the need for change.

What is done by the leaders and managers at GCC Club and Hotel in- order to achieve the
above discussed scenario?

The senior leader and general manager Mr. Raj Mehta and Pravin Patil identify/ pick the true
and capable leaders in the organization, as well as the key stakeholders of the company.
Request for an emotional commitment from those key stakeholders then they work on
building the team within the change coalition and check that team for weak areas, and ensure
that it has a great mix of people from various departments and different levels within the
company.
3. Create a vision for change and get it right: When the leaders/ managers first begin to
think of change, they probably get great ideas/ solutions floating in their mind which they
cautiously link those concepts to an overall vision that the employees and other stakeholders
can grasp easily and remember it.

A clear vision is set by them which can help everybody to understand why they were asked
to do something. They believe when people see for themselves what was the main purpose
and what were they trying to achieve, then the directives they're given generally tend to
make much more sense for them.

What is done by the leaders and managers at GCC Club and Hotel in- order to achieve the
above discussed scenario?

The leaders and managers determine the values which are central to the change and then
make a short summary (1- 2 sentences) that potrays what they "see" as the future of the
organization. Then they construct a strategy to execute that vision which ensures that the
change coalition can accurately describe the vision in 5 mins or even less. They also practice
the "vision speech" frequently to make it much more impactful and effective to the target
audience.

4. Communicate for buy-in of the vision created: What is done with the vision after it is
created, will determine its success. Their message certainly has a strong competition from
various other day-to-day communications within the organization, so they communicate it
regularly and powerfully, and implant it within everything that is done by them. They don't
just call- up extraordinary meetings to communicate their vision. Instead, they prefer to
speak about it every chance they get commonly. They use the vision daily to make decisions
and solve existing problems and they try to keep it fresh on everyone's minds, which they'll
remember and respond to.

They also practice the their policy of "walk the talk." Which shows that what they have done
and believe is far more important– than what they simply said say. Also it is of high
significance for them to demonstrate the kind of behaviour that they expect from others in
the upcoming future.
13
What is done by the leaders and managers at GCC Club and Hotel in- order to achieve the
above discussed scenario?

The leaders and managers speak frequently about their change vision, address the
stakeholder’s concerns and anxieties, openly and honestly and only then they implement
their vision to all the aspects of operations right from training to the performance reviews.
Also they ensure to tie everything back to the change vision and lead by setting an example.

5. Empower action: When the above steps are followed by them and they have reached this
point in the change process, probably they have been speaking about their vision and
building buy-in from all levels of the company. And their employees want to get busy and
achieve the benefits that they’ve been promoting from the beginning.

But they ensure that is anyone resisting the change? And are there any processes or
structures that are causing hindrances in its way? This helps to make the entire process very
smooth and seamless without any unpleasant surprises in the near future.

Then they put in place the structure for change, and regularly check for the obstacles to it. By
eliminating the obstacles, this empower the people that are needed to execute the change
vision, and it can enable the change to move forward.

What is done by the leaders and managers at GCC Club and Hotel in- order to achieve the
above discussed scenario?

The leaders and managers identify, or hire, change leaders whose main jobs would be to
deliver the change. Then look at their organizational structure, job descriptions, performance
and compensation systems to assure they are in line with their proposed vision. They also
recognize and reward the employees for making change happen. Also by identifying
employees who are resisting to the change, and guide them to see what is needed to bring
them together on the same journey. Finally they take the necessary actions to quickly remove
barriers to change (human or otherwise).

6. Create short-term wins: Nothing else motivates more than success. Give your
organization a sense of victory initially in the change process. Within a short period of time
(this could be even a month or a year, depending on the kind of change), you all want to have
some "quick wins " that your employees can see. Without this, critics and the negative
thinkers might hamper the progress made so far.

14
Create short-term goals, not just one long-term goal. It requires each smaller target to be
achievable, with a little room for failure. The change team may have to work very hard to
come up with these targets, but each "win" that you create can further encourage the entire
workforce.

What is done by the leaders and managers at GCC Club and Hotel in- order to achieve the
above discussed scenario?

The leaders and managers at GCC look for sure-fire projects that can be implemented
without the help from any powerful critics of the change. They don't choose early targets that
are very expensive. As it needs to be able to justify the investments to be made in each and
every project. Then they thoroughly analyse the potential strengths and weaknesses of their
targets. And if they don't succeed with an early goal, it could hamper their complete change
initiative which is prevented by them by rewarding the employees who assist them to
accomplish the targets.

7. Don't let up: Kotter argues that many change projects end up being a failure because
victory is announced too early. Real change runs very deep. Quick wins are only the
beginning of what is needed to be done to accomplish the long-term change.

Launching one new product using a new system is remarkable. But if you can launch ten
products, that shows the newly implemented system is working as desired initially. To reach
that tenth success, you have to keep looking for improvements in the existing system an try
to perfect/ resolve them. Each success gives an opportunity to build on what went correct
and identify what has a scope for improvement.

What is done by the leaders and managers at GCC Club and Hotel in- order to achieve the
above discussed scenario?

After every win, the leaders and managers at GCC analyse what went according to the plan,
and what areas needs improvisation. Then they set goals accordingly to carry on building on
the force they’ve accomplished. And implement kaizen, the idea of continuous improvement.
Finally they keep their ideas fresh by introducing new change agents and leaders for the
change coalition teams timely.

8. Make change stick around and make it a part of the corporate culture: Finally, to
make any type of change stick, it has to a become part of the core of your company. The
corporate culture often decides what is to be done, so the values behind the vision must
reflect in the day-to-day operations. Continuous efforts should be made to ensure that the
change is visible in every aspect of the company. This will allow that change a solid place in
the organization's culture. It's also vital that the company's leaders continue to support the
change. This includes the existing employees and new leaders who are brought in. If the
support of these people is lost, that might end up back where everything just started.

15
What is done by the leaders and managers at GCC Club and Hotel in- order to achieve the
above discussed scenario?

The leaders and managers constantly talk about their progress in every chance they get. They
also tell their success stories about the change process, and reiterate other stories that they
often hear about. They also include the change ideals and values when hiring and giving
training to the new recruits. Also they publicly recognize important members of their
original change coalition team, and make sure the rest of the employees including the new
and old remembers their contributions. Finally they produce plans to replace key leaders of
change as they move on which helps them to ensure that their legacy does not go in vein by
either getting lost or forgotten.

Here are some of the advantages and disadvantages of implementing Kotter’s theory of
change at GCC Club and Hotel:-

Advantages of Kotter’s model:

1. It is an easy step by step model which provides a crystal clear description and guidelines
for the entire process of change and is quite easy for being implemented in an
organization like GCC which has experts who are experienced in implementing this
model in their professional carriers.

2. The model emphasises on the involvement and acceptability of the employees for the
success in the overall process which helps to build a highly dynamic and motivated
workforce that helps in achieving the organizational goals and objectives of various types
even if they are out of their regular type of working style this has helped GCC to be an
innovator in their business and create a competitive edge and always stay one step ahead
of their competition.

3. Major emphasis is given on preparing and building acceptability for change instead of the
actual change process which increases the success rate of the entire process as it is
designed very cautiously considering each and every aspect possible which could directly
or indirectly have an effect on the plan.

Disadvantages of Kotter's model:

1. Since it is a step by step model, skipping even a single step might result in serious
problems for GCC’s management and could result in a lot of waste in time and resources
of the organization as well as at the same time reduce the morale and motivation of their
16
 employees as failure is hard to digest for everyone and could be a limiting factor as a
threat for future projects as the confidence would be lower than required and this could
reduce the efficiency and effectiveness of the workforce for a long period of time.

2. The process itself is quite time consuming and requires a lot of resources and could
hamper the day to day operations of the company and might set a wrong example of not
focusing on the core job description of the employees.

3. The model is mainly a top-down and discourages any scope for participation or co-
creation which can create frustration and dissatisfaction amongst the workforce if their
individual needs are given due attention.

The author has explained how organizational structure/design helps in meeting

organizational goals and strategies of GCC Club and Hotel:-

Like any other organization GCC Club and Hotel has its own set of organizational goals and
strategies to accomplish their hierarchical objectives. As earlier mentioned GCC Club and
Hotel is a large establishment and requires a lot of manpower to manage its various services
and amenities offered by them and this can only be done if there is a proper chain of
command to monitor and manage activities carried out in the widely spread property of GCC
Club and Hotel. One of the objective/ goal of GCC is to constantly remain the No.1 choice
for the people of Mira- Bhayander who are looking for membership in a club that offers a lot
more than just being the best in class sports club and want to enhance their lifestyle and get a
true sense of luxury that pampers them. This opportunity has been able to accomplished by
GCC Club and Hotel, because of them having one of the best chain of command when
compared to any of their competitor.

Recently GCC has started to promote various promotional offers and additional benefits of
their club’s memberships and their goal is to attract maximum customers to opt for
memberships offered by GCC at an attractive price and keeps on getting even better when
the customers buys the membership for long period of time like 3 years, 5 years and 20 years
which comes with their own unique benefits and waivers on various kinds of additional cost
incurred by them if they opt for some additionally paid activities at GCC and makes it even
more lucrative. After the HR dept. at GCC formed a team structure by selecting experts from
various dept. and bringing them together to come up with various marketing and sales ideas
as well as the innovation team to create unique approach towards their work and this helped
them to form various lucrative offers and services that could be provided by GCC to bring

17
onboard maximum number of members and ensure higher profitability and make the
company more successful in the market.

The team came up with some exceptionally well proposals like giving exclusive benefits to
members like 20% on dining in and 30% on take away from any of the restaurants at GCC,
special discounts for the members of GCC when they book rooms and apartments at GCC
Hotel at least a 15% discount is given to them with special priority services as well as big
discounts for renting the lawns and halls offered by GCC for large gatherings like special
occasions such as Marriages, Birthdays, Anniversaries, and Various corporate events and
applicable throughout the year unconditionally including peak festive seasons, also by giving
additional discounts on festive occasions like Diwali, Holi, Christmas, and New Year’s Eve
parties held at GCC’s premises and are a huge hit and very popular in the vicinity for
celebrities being special guests of these parties and their die hard followers can go to various
extents to become a part of their parities.

This has created a huge opportunity for GCC and have brought in a lot of families for
inquiring for the memberships and turning into actual members which shows how successful
this new plan created with the help of the Team structure and the flexibility in the
organization even after having such a fixed structure for their day to day operations but when
it comes to accomplishing the organizational goals and objectives which is in the company’s
utmost interests then there is no hard and fast methodology or manner to achieve it and the
managerial staff is given a free hand to achieve those goals anyhow and give them a free
hand to take the most suitable and beneficial approach for achieving the goal in the most
efficient and effective way ensuring maximum Returns On Investments and Returns On
Engagements.

The new membership promotion campaign which is pushed online on social media platforms
of GCC official handles and pages as well as traditional marketing campaign through various
popular platforms such as radios, newspapers, banners/ billboards in crowded places as well
as near bridges for everyday commuters who can see the ads daily and create a desire to opt
for the memberships offered by GCC at great price. This campaign has been such a great hit
only because of the ability of GCC to be such flexible and dynamic in its operations even
after being such a big establishment and a tall hierarchy present at each and every level.

18
LO2 The author has analysed the different approaches and techniques used for
attracting, maintaining developing and rewarding human resources to create a skilled
and dedicated workforce at GCC Hotel and Club:-

Maslow’s Hierarchy of need model:-

Maslow’s model typically represents a 5 stage tier system, often depicted in a triangle
format, as seen below:

19
 Figure 2.1: Maslow Hierarchy of Needs Model.

The theory is as follows:

Each one of us are motivated by the needs and in order for us to feel happy and motivated in
life, we need to fulfil those needs.

Maslow Hierarchy of Needs range in an ascending order, from level 1 to level 5 and as
individuals, we have to satisfy each level in turn, starting with one and then moving through
to the next level and so on. The needs range from simple and basic needs of water, air,
20
shelter, at level one, through to more complex self-actualisation, or achievement at level 5.
The levels are famously known to be split into two distinct categories:

Basic (or deficiency) needs – Such as safety, love, esteem, and psychological needs.

Growth Needs – such as aesthetics, and fulfilling your own potential. It comes as no surprise
really, that in order to aspire to grow and be motivated to achieve your own potential, you
would have first satisfied your basic needs. Likewise, if someone you know doesn’t seem to
be motivated in achieving personal growth they might be ‘stuck’ at fulfilling a basic need
somewhere lower down the model.

The needs are as follows:

1. Biological and Physiological needs: The first in the Maslow Hierarchy of Needs model
represent the basic biological needs of air, food, drink, shelter, warmth, sex, sleep, etc. In
many cases, they form the first level as without the majority of them, you would not exist.
Often, you can see that whereas people in the western world are searching for the meaning of
their lives and to develop themselves, some disadvantaged societies in Africa are happy just
to receive shelter, food and water. Their ‘priorities’ and motivations are not set on level 5,
but merely on level 1 for much of their time.

2. Safety needs: The second of the Maslow Hierarchy of Needs model represents the needs
of the protection from elements, security, order, law, stability, etc. Our need to feel safe and
stable builds on our biological needs. We then seek security and a foundation of stability in
our lives.

3. Belongingness and Love needs: These form the third order to Maslow Hierarchy of
Needs and depict the need for a sense of belonging. In most instances, this feeling derived
from being part of a work group, or a family; to receive affection, and develop deep rooted
relationships. Once we have achieved our biological and safety needs, we quickly seek
belongingness to people and things and look to experience deep rooted relationships that will
enhance our lives further. Maslow suggests that people at this level, seek to overcome
feelings of loneliness and alienation. In the work context, as an example, Managers must
understand this motivation and try to create an environment that creates a belongingness and
team work.

4. Esteem needs: Self-esteem, achievement, mastery, independence, status, prestige,

managerial responsibility, etc. These follow the first three needs levels and are focused on
achieving success and development in our lives. On an employee level, lack of esteem may
impact on productivity and prevent the person from working in a team and indeed on their
own.

21
5. Self-Actualization needs: The last in Maslow Hierarchy of Needs is the most elusive and
forms the goal to realising personal potential, self-fulfilment, seeking personal growth and
optimum experiences. This fifth need opens up to understanding yourself as a person,
answering questions as to what are you all about? What potential do you have, whilst aiming
to fulfil these needs and being the best you can be. It must be noted that not everyone
achieves this level of success. In fact very few people do! Naturally, as individuals, we
continue through life trying to create this balance along the five levels, trying to satisfy each
group and staying happy.

The downsides of this theory are as follows:

The prevention of attaining your needs is usually a cause of stress and therefore, motivation
suffers. After all, you cannot motivate someone in the workplace to achieve their sales target
(level 4), if they are struggling with bereavement in their family (level 3). Nor could you
expect someone in your team to be totally motivated as a team player (level 3) if they are
struggling to keep a roof over their head and face the possibility of being evicted! (level 2)

The point is that Maslow hierarchy of needs creates a link between how we as individuals
feel to how we relate to our internal needs. Often you hear (and in fact you may have said it
yourself – I know I have) that “I have a great family, a decent career, I am progressing, but I
am still not happy!”

These statements would point that somewhere in your motivational hierarchy; you haven’t
fulfilled all of your levels, therefore creating that flat and sluggish feeling, and in some
extreme cases, depression.

Managers often on an instinctive and incorrect basis, establish money as the only reward for
employees, and emulate to use it as a sole motivator. The limiting factor is that, particular
during a recession, money is not always readily available to service rewards in a
transactional way. Much the same as in our examples above, needs are not met by just hard
earned cash, which satisfies levels 1 and 2, the effective manager will seek other ways to
create motivation, like empowerment, a team belonging, building relationships and
developing the person’s true potential.

For Example: If a man is struggling at his domestic life and facing a divorce like situation,
he will more than likely not be interested in self-development and driving to self-
actualisation. The leader’s goal here, would be to give him time; maybe time off, to help
resolve the issues he has, as well as coaching and counselling to try and satisfy this need.

22
Once he is stable, the manager can then help coach the individual through the next level of
needs, to eventually self-actualisation.

On the other hand, a person that is already at the self-actualisation stage, can be empowered,
delegated to and given new tasks and further ‘advanced’ training to help them reach new
levels of success and development.

The model helps in two key areas which are as follows:

It gives the leaders, a greater understanding of motivation levels in humans, so they can
devise a myriad of ways to keep your team happy and motivated. It enables them to spot
people’s motivational needs and their appropriate level, which in turn helps them to
communicate and care for the members on a one-to-one basis which has a direct link with
the efficiency and effectiveness of an organization.

Using this Model in the workplace at GCC Club and Hotel:

According to Ms. Freya Punamya the Head of HR. Dept. at GCC Hotel And Club, they
believe that it is a very vital role of their organization to satisfy the basic fundamental needs
and requirements of their workforce.

Starting from the fist level of fundamental needs are as follows; Physiological and safety
needs to make complete sense to them. As per Ms. Freya Punamya an employee would need
to earn an essential salary from which he/ she can take care of their family and take care of
their needs successfully. To ensure it is successfully applied in effect at the company. GCC
gives additional joining bonus of INR 15000 even to freshmen recruits when they shift their
jobs from being an intern to an actual employee of GCC only interns are not a part of this
cash bonus because they are not an actual part of the organization’s permanent workforce.
This helps them to become much more satisfied from their job and bring a sense of loyalty
towards the company from the day one of joining in.

Also GCC Club and Hotel respects and adheres to the minimum wages act in India which
protects the rights of any employee or worker and help them to be paid fairly. At GCC all the
positions offered by them comes with an attractive amount and additional benefits which are
not the highest in the Industry but one of the highest when compared to the average industry
standards. The employees at GCC are also given various other facilities like purified
drinking water, free food services in a common buffet for employees who are unable to cook
meals for them or would like to consume food at GCC as this is also helpful for employees
who do overnight shifts as they don’t have much options available out in the market for mid
night meals and GCC has solved this issue for them and made food an essential service for
their workforce and keep them satisfied in terms of preventing hunger during work hours.
The employees are given short breaks in between their shifts excluding breakfast, lunch, and
dinner breaks. These breaks are given for smoking or other refreshments to make the
employees much more satisfied and focused in their jobs and get rid of tiredness which could
make them inefficient in their jobs. Apart from this the employees have an access to clean
23
and well equipped restrooms and women’s room for make-up and other needs. This takes
care of their personal urges and other things for self- care.

The employees have a 24*7 security services which takes care of any potential threat to the
property and the employees as well as the guests staying in the hotel it is done by deploying
security personals around the perimeter of the premises as well as inside the hotel to prevent
any illegal/ harmful activities inside the premises. The entire property of GCC is equipped
with various CCTV’s placed in strategic locations and not so easy to break to track and
monitor all the activities in the premises as well as stay in frequent touch with the frontline
security through personal intercom line as well as radio receivers for wireless
communications for instant action. This ensures maximum security of all the people inside
GCC hotel and club and make their stay or work place a secure place where they can work or
enjoy without any fear of their personal or belongings being stolen or vandalised.

Speaking of the 3rd level/ stage of the theory which is to create love/ belongingness in the
employees minds and make their experience a rememberable one which not only raise their
confidence levels and productivity it also helps them build great communication skills and
come up with various innovative ideas and solutions as their presence and views are valued
in the company and they are encouraged to be a part of the team building activities and gel
up with their colleagues to increase the overall interoperability and make a strong foundation
of the entire workforce.

Also the managers/ leaders are in constant touch with their subordinates and keep them
updated as well as follow-up with their progress which are the tasks given to the team/
individuals to finish during this time they also ask for any queries/ issues faced by their team
while working on their tasks/ objectives and then come- up with a personalized/ general
solution to the problems to make the jobs much more easier and quick this helps to raise the
motivation levels of the employees and makes them to become proactive as they know
whatever they are working on their superiors are supportive to them and help them in all the
possible way to make them succeed this also creates a sense of belongingness and love from
the entire management and co- workers towards the employees and creates various job
enrichment experiences and learning opportunities for betterment in their professional
carriers.

GCC also throws various Pizza parties especially when the team accomplishes their targets
or goals and this creates celebratory environment which creates high satisfaction and
happiness levels in the employees towards the organization and makes them feel valued and
respected for their work done for their organization and raise the feeling of belongingness in
the employees. There are also frequent outings for building team bonding and acceptance
amongst the co-workers.

This has helped GCC to keep its employee turnover rate to a minimum and retain them for
long periods of time without bounding them into tricky and cunning contracts which forces
them to work unconditionally against their will and thereby reduces their productivity and
24
creates hostility towards the organization but GCC doesn’t believe in capturing someone’s
freedom to choice of work by artificially trapping the employees by the laws.

The 4th level of this theory suggests that after the employees have developed a feeling of
belongingness and love for the company and their co-workers their needs once again raises
to another level of the theory which says that any person wants to be recognized and want his
esteem to grow by getting praised and recognized by his co-workers and employer which
will satisfy the employee and keep him/ her motivated for long period of time. At GCC the
HR manager and various other respective managers/ leaders send congratulatory emails and
text in company’s official what’s app group as well as upload their photos with certificate of
appreciation and recognition which often includes the, “Employee of the month title or
Salesman of the month” this boosts the morale of the receiver of these awards and titles and
motivates and encourages them to keep up with their good performance without losing their
motivation due to lack of recognition and rewards.

Sometimes there is also various promotional opportunities as well as incentives included

with the rewards based upon the performance and achievements of the individuals. This also
creates a healthy competitive environment amongst the co-workers and inspire them strongly
as even they want to get such recognition in higher number of people and raises their morale
and confidence to achieve the rewards and titles with their hard work which will give them
better reputation and elevate their status and respect in the company.

The 5th and the highest level of this theory says that after a employee is satisfied and has
achieved all the aspects of the first 4 levels of the pyramid, the last in Maslow hierarchy of
needs is the most elusive and forms the goal to realising personal potential, self-fulfilment,
seeking personal growth and optimum experiences. This fifth need opens up to
understanding yourself as a person, answering questions as to what are you all about? What
potential do you have, whilst aiming to fulfil these needs and being the best you can be. It
must be noted that not everyone achieves this level of success.

In fact very few people do! Naturally, as individuals, we continue through life trying to
create this balance along the five levels, trying to satisfy each group and staying happy. For
pushing the employees to successfully achieving the final level of this theory the HR dept.
frequently gives all the available opportunities to the employees which are needed by such
type of employees to succeed in their journey. The jobs supervisors at GCC’s HR dept.
focuses on their employees’ skills and abilities, helping them look for ways to advance their
careers without pushing them into roles that will not be favourable fits. The HR at GCC
believes that to feel self-actualized, the employees should feel challenged at their jobs but at
the same time not overwhelmed or overloaded.

Frederick Herzberg set out to answer this question in the 1950s and ‘60s to help managers
better understand how to motivate their workers. In much the same way as Maslow and
Vroom, he conducted a number of experiments to determine the effect of motivation. He did
25
this by asking people to describe instances when people were unhappy in their jobs and also
when they were happy.

Herzberg found an interesting set of results: He identified that those people that felt good
about their jobs gave totally different responses to those that were unhappy. These results
formed a significant paradigm shift in understanding, which allowed him to adopt a model
called Herzberg motivation theory; also referred to as Hertzberg Hygiene Theory or even
Two Factor Theory.

The Herzberg motivation theory is a simple, yet powerful tool which still forms the bedrock
of motivational practices today and is used to help organisations create the optimum
environment to motivation in its individuals.

Hertzberg Motivation Theory:-

From his research, Herzberg found that there are certain characteristics of a job that
consistently relate to job dissatisfaction, and there are other factors which, in the same
breadth, relate to job satisfaction. These factors can be seen in the diagram below:

Figure 2.2: Hertzberg’s Motivational Theory

The main conclusion of Herzberg motivation theory is that there is no real correlation
between job satisfaction and job dissatisfaction. What is meant by this is that:

26
The opposite of Dissatisfaction is No Dissatisfaction.

The opposite of Satisfaction is No Satisfaction.

In a Nutshell:

By using Herzberg’s hygiene theory, simply eliminating the causes of dissatisfaction in a job
WILL NOT CREATE SATISFACTION! It will merely create a situation whereby the
person is neither satisfied nor dissatisfied. In other words, they will be in a ‘neutral state’,
but will not be motivated enough.

This, is a drastic shift in thinking, as in many instances in management, most people can
probably admit that the thought of eliminating something that causes dissatisfaction in the
work place is all that needs to be done. In reality, though, it only stops the dissatisfaction and
does not add to satisfaction and motivation!

The same is true for satisfaction: by improving the factors around job satisfaction, without
eliminating the dissatisfaction factors, you will not achieve a motivated individual.

Figure 2.3: The 4 best outcomes of Herzberg's Theory that can exist at a workplace:

The 4 best outcomes of Herzberg's Theory that can exist at a workplace:

27
• High Hygiene and Low Motivation: In such a scenario the employees are content with the
working conditions and their surrounding i.e. they tend to have great relations with their
associates and are likewise content with their pay and yet they are not so much motivated to
work. They work only for the sake of their check.

• High Hygiene and High Motivation: This is the best scenario an employee can work in
and additionally at the same time it is beneficial to the company. In the event that an
employee is satisfied with the hygiene factors and at the same time receives enough
recognition and respect in the firm which ideally is the best any employee can get.

• Low Hygiene and Low Motivation: If High hygiene and high motivation is the best
scenario to work in then it that case low hygiene and low motivation is the most exceedingly
awful scenario an employee can come over. For instance an employee does not have great
relations with his collaborators, his surroundings are filthy, does not receive the desired pay
and then again does not get any kind of recognition in the company then in that case the
employee will consistently search for other alternatives.

• Low Hygiene and High Motivation: In this circumstance the employee is really motivated
to prove himself/herself and is content with the motivating elements however is completely
dissatisfied by the hygiene factors, for example, pay or the workplace.

An Example:

If an individual is working within a company with outdated and sub-standard policies, whilst
also operating in a negative and hostile environment, contrary to many people’s beliefs;
simply giving them a pay rise will not suddenly motivate them.

Equally too, if someone is working under a poor supervisor and has relationship issues with
that person, by simply giving them extra money to stay may not add to this person being
motivated, as the demotivating factors are still there.

There are many examples one could use to highlight the workings and logic to Herzberg
motivation theory, but the general concept is that in order to motivate an individual, you
have to do two things:

Remove the demotivating factors – Herzberg termed these as Hygiene factors. By doing this,
you begin to make people neutral. In other words, you are removing the dissatisfying factors
and bringing people over to the not-dissatisfied state.

Improve / augment the satisfying factors – Once the team are in a neutral state, you must
then look to add the areas of satisfaction to improve motivation and happiness. Such things
around achievement, recognition, work role, responsibility, advancement, and growth all
have a part to play in effectively beginning to satisfy individuals.

28
Application of Hertzberg’s Two factor/ Hygiene theory at GCC Hotel and Club’s
workplace environment:-

Any organization that wishes to derive best results out of their employees they have to
provide and equip them with the best possible resources in the reach of the organization in
order to utilize the optimum efficiency and motivation from its workforce. Similarly, GCC
Club and Hotel tries its best to make its workforce highly satisfied by providing them all the
necessary resources and a clean and positive work environment which is highly motivated as
they are quite satisfied from their employer.

Every member of an organization be it the CEO, Board of director, Manager/ leader, or even
a janitor expects a decent salary/ pay and a decent compensation when the situation requires
the company to compensate them in some scenarios. At the same time the employees expect
at least an average to extremely high- fi workplace environment which includes right from
the technical amenities/ facilities including the right tools and equipment to successfully do
the job in a normal way. It also includes things like having strong relations with the co-
workers as well as with the superiors to get along and be an important part of the
organization for his/ her job description.

The author has given an example to explain the different combinations that exists at a
workplace as explained earlier. There was a situation at GCC where the leader himself lost
some of his motivation and enthusiasm towards his job as he wasn’t provided with a proper
cubicle to work as there was some renovation work going in the office section and it created
a lot of disturbance and chaos in the company as only limited space was available for each
employee and the employees were made to work in a compact space which wasn’t
comfortable and spacious enough for keeping all the required files, computers and other
stationary items together and some things had to be stuffed in and it made it very hard and
time consuming for the leader to search and extract each file from a pile of paperwork and it
made him quite frustrated and disappointed at his employer and expressed his concerns after
few days of sufferings as it was seriously hampering his productivity and efficiency as he
couldn’t put his sole focus on his core job activities and was often engaged in unprofitable
activities.

As seen here the leader is not very happy and satisfied as he has lost some of his motivation
due to his work environment and a lack of solution/ alternative for the issues faced by him.
This shows that even after being paid a good amount of salary timely with bonuses and
incentives frequently due to past performances, working as a senior managerial level job and
high popularity amongst his co- worker.

29
This situation was brought by that leader to his respective seniors and informed the HR dept.
at GCC to look into the matter as soon as possible and revert with vest possible solution
available practically. This caused a tension in the HR dept. at GCC as they weren’t aware of
such issues faced by their employees due to ongoing renovations in the office but soon they
were aware of it and formed an informal team to draw a possible solution to it and within a
period of 3 days they contacted the leader as well as sent a letter to other employees as well
regarding if they were facing similar or other issues due to the temporary changes made in
their work place and there were many reverts on that mail which made the HR dept. to bring
out a solution to address this issue, it was to shift the entire workforce of that particular
section to another floor that had vacant desks and ample of space for all the small number of
people facing that situation soon everything got back to normal and the workforce and
especially the leader got even more motivated and encouraged his employees even more as
they realized that his voice was heard and the organization has provided the best possible
support and quick action in resolving his problems and he got impressed by the response he
got which he wasn’t expecting to be honest.

This is a perfect example of how a High Hygiene and Low Motivation in the employees was
soon converted into High Hygiene and High Motivation by identifying the root cause of it
and working upon it to eliminate the situation that was hampering the productivity and
motivation of the employees and by setting an precedent of strong managerial and decision
making ability of the organization and showing how efficient the problems are addressed at
GCC and why no employee should resist to share their issues faced by them due to the
company’s action if any without worrying about any backlash as the management of GCC
believes in maintaining healthy connection with their employees and instead encourages
them to speak about any issues faced by any employee directly with their superiors and
appreciate this attitude which has helped the company to stay more competitive an maintain
such a high level of motivation and hygiene amongst the employees.

GCC being a part of the hospitality industry understands and specialized to make peoples
experience way more comfortable and pleasant which is the fundamental need of any
organization in this industry, be it their employees or even their guests/ customers for this
matter. For this GCC has specially provided a dedicated platform to address and monitor the
peoples feedback and complaints filled by the customers or their own employees.

They have a special email address who’s main objectives to analyse the feedbacks and work
upon eliminating those issues mentioned in the complaints section and work extensively
upon implementing the points in the suggestion section of the customers/ employees so that
the company can create an extremely satisfied customer and employee base which helps
them to build high brand loyalty from these people and raises the profitability and core
competency of GCC as they move a step closer in achieving perfection in all their operations
and services offered by the company with the help of using criticism and suggestions as a
constructive criticism and rather than getting offended by such feedbacks GCC takes it as an
opportunity to become even a better version of itself over the period of time and make the

30
best possible use of its experience and expertise to deliver the end benefits to their
stakeholders.
Human Capital Theory asserts that human capital is a key determinant of economic
success in all industries. Human Capital Theory is closely linked to human resource
management as found in macroeconomics and business administration:-

Figure 2.4: Human Capital Theory/ Model.

Human capital definition is the combination of personality attributes, habits, knowledge,

social life, and creativity considered in labour performance to contribute to economic value.
Human capital, however, has been discussed differently through the Human Capital Theory.
The theory gives a different approach to human capital in economics and how it contributes
to the productivity of any organization.

Human Capital Theory:-

Human Capital Theory was proposed by Schultz in 1961 and later developed extensively by
Becker in 1964. This theory was developed by Becker and Mincer and can trace it origins to
macroeconomic development theory.

Gary Stanley Becker developed Human Capital Theory based on Schultz’s research on
return-on-investment. Human Capital Theory suggests that education or training increases
the productivity of workers by imparting useful knowledge and skills, hence raising workers’
future income by increasing their lifetime earnings.

Researchers have long understood that human capital, especially one’s education and
training, plays a key role in both employee and firm performance (Becker 1993, Mincer

31
1974). Much of the contemporary literature on training and development finds a positive
relationship between individual performance and firm performance.

Human Capital Theory and human resource management

An organization is often said to be as good as its staff. Directors, leaders and employees that
make up an organization's human capital are critical to its success. According to Becker and
Mincer, human capital is typically managed by an organization's human capital management
(HCM) department, which is now commonly referred to as the human resources (HR)
department.

A HRM department oversees the organization's workforce acquisition, management and

optimization. The HRM department's other directives include workforce planning and
strategy, recruitment, employee training and development, and reporting and analytics.
Hence the theory shows the role of human resource management in providing education and
training which in turn increases performance of the organization.

Human resource management must play its pivotal role in the acquisition, development and
retention of human capital for an organization. The staffing function of human resource
management must also be effective in the search, recruitment and acquisition of the
employees with the human capital necessary for the organization's needs.

1. Diligence- It is being accountable and responsible and being selfless when handling any
issue.

2. Social capital- It is the cohesiveness in a society that creates a conducive working

environment that allows productivity .e.g. common language, behaviour and the norms of
that particular society. It is a massive contributor to the labour sector and generally to the
economy.

3. Decision making- It is the process of making irrational decisions that will meet an
expected result in a situation where there are uncertainty and doubt.

4. Address a problem- It is the ability to find solutions to various problems by finding the
cause of the issue to deal with it before blaming or finding fault in others.

5. Tactical knowledge- The ability to learn something without actually reading books, e.g.
football or knitting.

6. Design- Coming up with original and new ideas which can be used to generate other
useful and tangible things in different aspects of the economy.

32
7. Resilience- The act of enduring hardships without losing your thrill to complete an
assigned task or mission. This type of human capital is what keeps many going since
obstacles do not easily influence them.

8. Situational knowledge- It is the type of knowledge that is applied depending on the

situation at hand. For example, a farmer who knows the kind of crop to plant in a region.

9. Thinking strategically- It entails coming up with a strategy to achieve a set target in a

competitive and diverse environment.

10. Creativity- Ability to think outside the box, and develop it into a different thing. This
type of human capital is what brings change in the economy of many nations.

11. Research- Discovering, evaluating and analysing information from different sources to
come up with concise and accurate information which can be processed and used for various
purposes.

12. Cultural capital- It is the act of influencing productivity within the basis of culture and
the type of crops grown by a particular community.

13. Health- The productivity of any nation or organization is primarily affected by the health
care of its employees. Healthy people will produce more than those with a deteriorating
health system. It is, therefore crucial to check the health of labourers regularly.

14. Social status- The social status of an individual based on his financial and educational
background.

15. Relational capital- It is the relationships between people and organizations.

16. Leadership- The act of influencing people through motivation to attain a frequent target.
The leaders majorly safeguard human resources. The administration should be humble
enough to listen to the people to keep the productivity as high as needed.

Human capital model

Human capital is extensively involved in the day to day activities and lifestyle of people.
Human capital model corresponds to any stock of knowledge or characteristics the worker
has (either innate or acquired) that contributes to his or her “productivity”. It is hence used
by many academicians to prove the relationship between lifestyle and productivity. There are
consequently human capital models relating to health and education. The models argue on
how people should invest in school and health therefore proving its importance. Improved
and advanced knowledge is seen to lead to promising economic returns both individuals and
the organization as a whole. Education participation expenditure as shown in the model also
plays a very key role towards increased productivity. The two, however, contribute to the
33
economy differently. Health is nonetheless important since it is dispensable. No one can
work or acquire an education with inadequate health care.

The diagram below illustrates the relationships elements that contribute to the human model.

Figure 2.5.

Concepts of Human Capital:

Terroir: These are the environmental factors that affect the growth of crops in a particular
region. As a concept of the human capital, it involves micro climate, soil, landscape, water
and typography of the land which affects productivity.

Capital: This is the money one uses to start a business. It also means tangible items which
you expect will bring revenue shortly. Some examples of capital are, social capital, natural
capital and capital good.

Know -how: Refers to knowledge acquired from experience, and it directly applies to
productivity. e.g. strategic thinking.

Quality of life: This is the well- being of people. It is the measure used in the evaluation of
strategies used in improving productivity in nations and organizations .e.g. health, happiness,
education, water quality.

34
Productivity: This is the output produced per input. Through productivity, you can be able
to know the losses and profits attained and account for them.

Tacit knowledge: This is the kind of knowledge and skill that is hard to attain since its
acquired through long time experience and inward abilities, Music leadership. The concept
of human capital and Human Capital Theory proves that labour can improve by working on
different ideas. It is therefore not a waste to invest in their health, education, and capabilities
since it will eventually contribute to increased productivity and development of an
organization.

Human capital theory application at GCC Club and Hotel:-

Human Capital Theory applied at the workplace of GCC Club and Hotel:-
Human capital theory uses the same construct: an individual invests in education with an
expectation that the investment will provide a better return in the form of higher income.
Human Capital Theory is about how much an individual invests in themselves throughout
the span of their life and expecting better returns in their future. Basically, throughout an
person’s life, be it his/ her school, university life etc.

A person consistently wishes to learn new set of skills and techniques in order to gain
experiences or in order to increase their set of abilities which will further raise their position
in the corporate world/ life. Generally in Multi National Firms when co- incidentally a
situation arises that there are two job candidates looking for applying for equivalent senior
positions in their organization, then in that case the quick activity or brain storming session
will be assigned or help to recruit the individual who is more capable and possesses higher
skills and talent and but still the recruiters will keep the employees range of abilities and
attitude as well as their future potential in mind to make their final call.

In Human Capital Theory an individual throughout their life invest a pretty significant
amount of money and resources on their education/ learning and they attempt to learn new
abilities and in return they expect to receive a fair compensation back once they step into the
business world. This is in every case very beneficial for any organization in the business
world as they have a large number of talented and well educated employees to choose from
so they can get the best possible candidate for the particular job.

From an company’s point of view as already discussed above, it is very beneficial for any
company to have employee base of intellectual employees working for their organization. A
company plays a very significant role for its employees because the employees are the
individuals that work hard enough to make sure that the company’s goals and objectives are
achieved successfully.

At GCC Club and Hotel the managers in the HR dept. dedicatedly invest a sizable amount of
money and resources in their employees training as they feel that how greatly the employee
receives training the better he/she performs at work and becomes much more confident
towards his job as he has a in depth knowledge about his job and just needs enough work
35
experience to put his learnings into the actual reality and make money out of the time spent
on their training.

Overall the more deeply and smartly GCC trains their employees the better return on
investment can be reaped by the company in the long term and have better professionals at
senior levels of management as skilled employees will grab the promotional opportunities
very quickly by their hard- work, skills and knowledge gained during their training which
will in turn create high level of competition inside the company as there will be no space for
incompetent individuals and their work will decide their future at GCC rather than simply
drawing salary on each month without giving their 100% output due to lack of a need for it
and poor work environment.
Conclusion:-

The author has analysed the different theories which are being used by GCC Club and Hotel
and additionally has compared it to their competitors and how it stays a step ahead of it due
to its excellent workforce management skills and extremely high satisfaction in their
employees which translates into a greater overall performance of GCC as a company in the
market and helps them to establish a greater position and reputation in the market/ industry.
Over and above this the author has likewise provided various recommendations with regards
to by what method can GCC Club and Hotel can make use of these concepts and theories in
a better and substantially more effective way. Similarly motivation is another vital aspect
while working in an organization. The author has provided an explanation of how motivation
is crucial while working at GCC Club and Hotel.

36
LO3 The author has conducted a research and has used contemporary knowledge to
support evidence for emerging HR developments at GCC Hotel and Club:-

The Human Resource department in all almost all organization or the HR Dept. over the
years had undergone through several major and innovative changes i.e. the way working,
collecting information etc. has changed an overtime. In the current business scenario a HR
dept. function is a lot more than simply hiring and recruiting like in the earlier days when
business operation were quite simpler when compared to today’s modern business
operation that have to deal with various dept. and other stakeholder of the organization to
make sure only the best possible approach is taken for any work in the organization.
There are different trends that have come into the Human Resources Field off lately, the
author below has listed the trends that has completely changed the HR dept. working and
operating style/ approach:

• Chat bots: There is a service which is Man-made Intelligence/ AI(Artificial Intelligence)

that help in simulating interactive and realistic human conversation based on text signals.
Lately chat bots have proven to be a useful source as most company’s websites choose
chatbots to provide most frequently asked questions (FAQ’s). At GCC Club and Hotel they
believe and trust to implement the chat bot trend as they realize how it can be beneficial for
the company’s communications with their candidates as it keeps them connected to their
viewers even more deeply without deploying a dedicated individual to answer the same
queries from the candidates over and over again. This has saved GCC a lot of
organizational resources and time that was earlier wasted on replying each and every
individuals queries personally and that to in a longer period of time that caused delays. The
HR Department at GCC Club and Hotel analyzed that the chatbots could help the HR with
more brief responding which is necessary for both the candidates just as the existing
employees. Additionally chatbots help in getting more feedback, idea or for that matter
complaints and feedbacks are taken as constructive criticism and worked upon to make the
37
overall experience much more intuitive and informative as well as smarter.
Advantages of Chat-bots:
1. One main advantages of implementing a chat bot is that it helps providing faster
customer service. Chats bots are available 24*7 and over and above this they are
additionally available on any kind of occasion be it a weekend or a public occasion. For
example: GCC Club and Hotel being more into the hospitality industry their clients would
pose more inquiries related to hotel and clubs amenities, cost and various other aspects
which are a need for the customer, so in that case these chat bots will give them instant
answers and the customers would not have to wait long hours or even days for their queries
to be answered.

2. Another advantage of implementing a chat bot is that it increases the customer

fulfillment. When a customer gets an instant and acceptable answer then in that case their
clients will be satisfied and well aware as well as would be loyal to the company as they
know the reality and are assured there won’t be any false claims and unexpected and
unpleasant surprises when they actually transact with GCC Club and Hotel.
3. Lastly another advantage of implementing chat bots in at GCC is that they lower the
work costs and additionally the company doesn't have to give any kind of employee
benefits or training and hence can reduce a ton of costs eventually which could be invested
in much more lucrative investments which would provide greater returns in the long term.
Disadvantages of Chat-bots:
1. One significant disadvantage of using chatbots is that there are very limited responses
that they may provide and this could be very much disappointing for any customer as they
would not get the desired answers then and again hence the company could lose out on
customers but this could be solved by giving direct Telephone Numbers when a
personalized question is asked by the customer and needs an actual human to answer it
which would be the most relevant answer to their queries but this has its own limitations as
sometimes the line may be busy and the customer might lose their interest in the company
and might opt for the competitive company which could be unfavorable and destructive for
GCC if not taken care of as soon as possible and not completely rely on this system which
they thankfully don’t and know its limitations very well and use it to only till the extent
when it only gives benefits and not the vice versa.
2. Complex/ more smarter and advanced chatbots that solve some of the problems
described above can cost more than simple ones. In some cases, these artificially created
intelligence chatbots cost thousands more than the simpler chat bots, this could sometimes
prove to be a poor investment decision as it might not return on investment and provide the
desired benefit and might do the completely opposite if not implemented cautiously. That
38
defeats some portion of the purpose of a chatbot, which is to save cost.

• Outsourcing Recruitment Process: Outsourced recruitment or recruitment process

outsourcing (RPO) is a type of business process where an organization transfers all or part
of its recruitment processes to an external service provider. This is very helpful for a HR
department in any company especially in GCC Club and Hotel, they look forward to
welcome new talent to be a part of their organization.

They trust that using such a beneficial trend they feel that such agencies can outsource
great talent which can be very helpful for them as they have specialized people who are
into that kind of jobs specifically and knows what are the requirements of their client
organization and based on that they use all their resources to supply best possible
candidates for a particular set of job to provide maximum satisfaction to their clients and
which helps them to improve their ratings and credibility in the market.
They get a variety of candidates to choose from as they have strong presence/ reach/
network in the market and hence they can find the most suitable candidate for the activity
which is a very good benefit for the client organization in this case GCC Club and Hotel.
Advantages of Outsourced Recruitment:
1. One significant Advantage of using outsourced recruitment at GCC is that it saves a ton
of time and manpower as well as the costs involved in the entire recruitment process. As it
is known recruitment is a very long process and has different rounds of interviews and
stages involved in it i.e. from creating work advertisements till the candidate is recruited.
Hence outsourced recruitment is a very feasible channel through which the company can
save a significant amount of time and other resources which they could deploy in better
investments which will give the company better return in the long term and raise their
profitability as well as their competitive edge.

39
GCC Club and Hotel uses outsourced recruitment as they believe in the same fact after they
successfully analyzed how to use this trend in the company’s favor and which all parts of
recruitment should be outsourced and while at the same time not giving out the entire
recruitment process to third party company’s they still maintain a recruitment inhouse for
important/ senior positions and still want’s their company to continue to recruit such high
position individuals by using GCC’s own process and stages of recruitment which has
higher quality standards than any third party no matter how good they are but a personal
recruitment process grown by GCC over the past 3 decade has its strong foundation and
can’t be replaced completely by such new trends which are quite new in the market and
lack extremely high experience unlike other traditional establishments.

Disadvantages of Outsourced Recruitment:

1. There is one significant disadvantage of outsource recruitment i.e. the recruited
employee may or can be an unfit fit for the job in their company and hence the overall team
productivity may be reduced and there may be pressure on other team members to cover up
for the underperforming team.
A situation which recently occurred at GCC Club and Hotel was that an intern which came
from such an agency appointed by GCC, was not performing his job and duties like they
are expected and took his own sweet time to do it and had some ego issues and never
respected his seniors who were there to help him but instead he showed hostility towards
them which was setting a negative environment and a wrong example was present in the
company which slowly was demotivating and hampering the performance of other hard
working and punctual employees, thus after a week’s time that individual was asked to quit
their job or else risk the trouble of being terminated which could be very damaging to his
professional carrier in the future and he chose to resign rather than being expelled from the
company.
From a group/ team of 3 people when one team member wasn’t present it pressurized the
the other team members to cope up with their work until another suitable and appropriate
intern wasn’t hired and hence for that specific period the productivity was down the entire
team was gone down as well as the quality of their jobs were lowered due to the overload
in work/ tasks as well as lack of manpower.
• Employee Engagement: This is one of the most significant trend that has been emerging
over the years in the Field of HR. Employee engagement is the strength of bonding or
involvement of an employee in the organizational activities. An individual working in any
organization be it GCC Club and Hotel or some other firm in the corporate world need to
be valued for their commitments towards their jobs or they need their ideas to be heard if

40
not accepted.
At GCC Club and Hotel they value their employees and their suggestions, ideas as well as
feedbacks and believe that it is very crucial to know what is the true potential and talent of
each of their employees so that they can identify the individuals much more deeply and
provide promotional opportunities for truly deserving candidates and use their talent and
skills to the optimum level and use it for a mutually beneficial manner and growing
together as a company as well as in individual in terms of higher position in the
professional life.
They believe that employee engagement is the best possible approach to get the best out of
the employees as this makes them feel imperative to the organization just as they then
would not have any desire to quit their jobs which in turn helps the company to contain the
employee turnover rate and at the same time it helps them to increase the productivity and
performance of the employees are greatly improved which is further beneficial for the
company as well.

Advantages of Employee Engagement:

1. As already mentioned above the main advantage of employee engagement is that it
motivates the employees as they feel that they are essential to the association. At
Celebration club they make sure that they involve each and every employee in a meeting.
In some associations interns aren't given a lot of importance. In any case, at Celebration
club they make sure that even the interns are involved in the meeting which makes them
feel critical to the association.
2. Another advantage of employee engagement is that creative work will be delivered
every single time. At Celebration club the managers believe that more the number of
employees participate in any creative work then in that case there are more ideas which
will come in and hence this can help the company in one manner.

Disadvantages of Employee Engagement:

1. One significant disadvantage of the employee engagement is that everything in that case
would then be open to all the employees which could lead to more talking and less which
could soon lead to inefficiency and stagnate the performance of the organization due to
frequent unprofitable discussions that waste the time of the company which was supposed
to be utilized for work rather than chats.
The managers at GCC Club and Hotel believe that there are a few policies that are to be
kept confidential and reserved for dedicated position of jobs and hence including the

41
employees in all discussions/ engagements would not be ideal decision as everything
would be revealed to the employees and this might lead to satisfaction and hostility in the
employees if they sense a feeling of being used by their employer for their own betterment
without caring much about their workers.
The management never knows which employee could leak the information to anyone in the
market and hence it could lead to unexpected outcomes which could waste the entire time
and money spent in devising that plan as the competitors are always looking to steal the
opportunity from GCC and try to spy on the day to day activities in the company to stay
ahead of them which they can’t due to strict policies of the company regarding leaking of
confidential and professional information and has some serious consequences even getting
terminated from the job as well as being sued by the court of law in under the act of insider
trading practices an could destroy the carrier of any individual.

• Remote Staffing: A new trend which has been rising in recent couple of years which is
to Work remotely or normally known as work from home. One such benefit or perk that
employees receive in current day corporate world is that in case of any emergency they are
allowed to telecommute. At GCC Club and Hotel they provide such flexibility in jobs that
don’t require physical activity and the individuals physical presence at the company is not
needed and their jobs could be done their place of convenience like their home or even in
different state or country as they have the access to the technology which helps them to do
their jobs equally well if they were to do it physically in their company’s office.

Such perks help the company as the employees can work at their place of comfort and at
the same time it's beneficial for the company as the work from one end does not stop and
hence it does not have a significant effect on the business operations in fact work from
home gives the perfect environment for people who like to work in isolation and their job
doesn’t require team work. GCC has done remote staffing in various kinds of jobs like
Website developers and maintenance, digital marketing team, and many more categories
like that.
This has helped GCC to save on the resources of the company like electricity usage, less
equipment and stationary to allocate for each person, desk space and other complimentary
benefits like free snacks, tea/ coffee, and much more similarly this has helped them to cut
down the cost of their operations the amount of resources spent of each individual.
42
 Advantages of Remote Staff:
1. One significant advantage of remote staffing is that the employees can work from
anywhere at any corner of the world at any given point of time. GCC Club and Hotel has
working day of 6 days a week for each employee which thereby includes a working
Saturday or either a working Sunday. This helps the company to be in the knowledge
regarding all the news coming in and hence they additionally attempt to keep their
customers happy and satisfied. This additionally helps to push higher productivity and it
doesn’t slumps on weekends which is creating optimum utilization of resources and
workforce potential.

Disadvantage of Remote Staff:

1. One of the significant disadvantages of working from home is that there is no connection
between the employees and hence there can be effects of disarray just as there can be a tons
of problems in the work done. A recent case which happened wherein an employee from
the website development and maintenance team had taken an off for a day and was
working from home. The employee was uploading a few articles on the company website
and the employees working in the office were additionally doing the same as this resulted
into repetitive tasks and a lack of communication which led to further confusions and
wastage of time as well as created inefficiency in the company. The problem arose when
two employees uploaded the same information twice on the website and hence that was an
major technical issue and could have caused bad impression on the visitors of the website
as it might show the carelessness and laid back attitude towards the job which might lead to
the customers losing the trust from the organizations ability to serve them and provide
satisfactory answers to their queries in a professional manner.
Conclusion:-

The author has provided the different trends which have been coming in and how have the
HR Departments in different associations have adapted to such trends and additionally which
all trends the HR department at Celebration club have been using and in what direction. Over
and above this the creator has provided a detailed evaluation of the different trends that have
been coming in.

43
LO4 The author has evaluated how the organizational design has to respond and adapt
to change management and the relationship that exists between the two using a specific
situation which occurred in GCC Hotel and Club:-

Definition of change management:

Change management means to plan, initiate, realize, control, and finally stabilize change
processes on both, corporate and personal level. Change may cover such diverse problems as
for example strategic direction or personal development programs for staff.

Meaning of change management:

Change management is a systematic way of dealing with the progress or transformation of an

organization’s objectives, processes or technologies. The purpose of change management is
to implement strategies for effecting change, controlling change and helping people to adapt/
adjust to the change. Such strategies include having a structured procedure for requesting a
change, just as mechanisms for responding to requests and following them up.

Change is very significant be it in our personal life or professionally. No individual can

escape from change. Each and every individual need to adjust and adapt to changes that take
place around them in order to succeed as change is the only constant in the world. At work,
no employee can keep working for the same routine for quite a while there will be changes
44
that will be taking place in the external and internal factors. In reality where the demands of
customers has been rising day by day, change is an absolute necessity to stay relevant and
competent in the market otherwise any organization resisting will face tough times and soon
in the near future be kicked out of the market due to lack of skills and will to adapt to the
change.

Change as such is never easy as there a large number of barriers that come in between the
transition phase while trying to change something. Also in an organization when there are
any changes made then in that case there are different barriers that come in its way to make it
much more complicated and causes delays. The author has explained a few barriers to
change, that don't allow changes to take place quickly and easily:

• Lack of Employee Involvement:

Employee involvement or active participation and motivation towards the change is one of
the most significant aspect in any organization in the case of change management as well as
for different other aspects. This is just about a typical barrier to any kind of change that takes
place in an association. Not every employee is open to change which is in an organization
there will consistently be a few set of employees who will resist to the change and even
encourage others to not adapt to the change due to their own personal agendas or simply
their lack of ability and skill to be competent enough to raise their level of skills and
knowledge, this kind of employees are toxic for any organization if they are not dealt with
utmost priority and address their issues and get to a mutual agreement to grow together and
work cordially.

As this type of environment can be lethal for any organization’s success and the management
should smart and skilled enough to deal with such anti change elements of their organization
to make sure successful implementation of change and grow in the market and convert the
problems into opportunities.

At GCC Club and Hotel change management has been used during such a massive crises is
going on around the globe due to COVID 19 (Corona Virus Pandemic). The hospitality and
tourism industry are the worst hit sectors out of all the industries where many businesses
45
have gone out of business and many suffering from massive losses and debts in order to keep
surviving in the market GCC was able to prevent its such harsh implications on their
business. The management at GCC decided to go for a big change in their style of operations
and try to capitalise the opportunity by sing flexible in their approach and not sticking to
their core business activities and rather they came up with and interesting idea to keep the
business of the hotel into existence without incurring losses and debt.

The management at GCC came to a common idea of converting their entire facility for
helping the Covid 19 positive/ affected patients and generate revenue at the same time. The
idea to rent out the large number of rooms and apartment to the Covid positive patients for
quarantine and isolation purposes was a hit, as there was a massive shortage for beds in
hospitals and many hospitals were asking for exorbitant charges to give a bed for quarantine
facility and for isolation purposes for containing the spread of virus. GCC was much giving
better rooms and facilities to the patients at 1/3rd of the cost compared to the hospitals locally
present in the vicinity.

GCC also took care of the safety and security of their limited workforce available during the
pandemic as only 30% of the total workforce could work in the hotel to reduce the spread of
the virus and was a strict law imposed by the central govt. of India. GCC installed electronic
sanitizers and sprayers filled with sanitizers which were operational and used every hour on
the entire building’s premises with the employees wearing PPE kits compulsorily which was
accompanied with face shields, masks, gloves and air tight safety goggles to prevent catching
the virus also each employee has sanitizers handy in their pockets to stay clean after each
physical interaction with any person around them.

GCC also gave additional benefits and perks to their guests (Covid 19 positive patients) by
making their stay economical and value for money, GCC provided free house- keeping and
laundry services one a day for all the guests and provided them complimentary breakfast as
well as attractive discounts to make their room service for lunch and dinner at nominal price
to go easy on their pockets due to the tough times every one is going through, it was a good
will gesture as well as a perfect opportunity to keep their restaurants running and not suffer
losses and go out of business.

The managers at GCC decided to not lay over their non- working workforce instead some of
them were asked to work from home who had desk jobs and didn’t need physical presence in
the hotel premises for doing their jobs. At the same time each employees who couldn’t work
due to the restrictions and limits set by the govt. to be present physically in the company.
They are provided 50% of their salary to keep their household expenses in check and at the
same time they were assured to get their job back once everything rolls back to normal and
when they could safely return back to their regular lives.

GCC respects the loyalty, hard- work and the level of commitment shown by its workforce
for the company has not gone in vain and GCC’s management knows it is the time for the
employers to take care of their employees when there are the ones who are the worst hit from
the pandemic, this helped to raise the morale and motivation of all the employees and made
46
the process of change management very smooth and effective in they provided with various
ideas and suggestions to make it perfect opportunity to keep the operations of the business
functional.

Though the organizational design was changed temporarily all the employees got adapted to
the change in their roles and responsibilities very quickly with the help of the skilled
management lead by Mr. Satish Mathur who is the head of the operations(General/ Head
Manager) at GCC. All this was made possible only because of the will and commitment
form the entire workforce of GCC to fight back with the situation and not let it overshadow
them in a negative way.

Conclusion:-

The author has provided how an organization tries to adapt to changes and similarly at the
same time the author has mentioned about the barriers that company's like GCC Club and
Hotel face while adapting to such changes as any kind of changes in an organization are
difficult to overcome instantly and required time and effective strategy for maximum
effectiveness of the strategy to make an useful impact in order to make GCC the best in class
company and by understanding the significance of change management in order to stay
relevant to the current market scenario where there is something new each day in the
industry and learn to use the change to make the most out of it and instead of treating the
change as a threat to the company the organization should take it as an challenge which will
help them to become more tough and hardened for any type of market change and be ready
to capitalize on that opportunity rather than allowing the change to have ill effects on the
company.

Luckily GCC Hotel and Club’s management as well its large work force understand the
significance of change and they try their best to effectively use their skills and knowledge as
well as their experience to deal with any change made in the company.

47
 Bibliography/ References:-

A. ALLEN, D., 2012. WHAT IS ORGANIZATIONAL DESIGN?. [online] THE CENTER

FOR ORGANIZATIONAL DESIGN. Available at:
<http://www.centerod.com/2012/02/what-is-organizational-design/>.

48