Professional Documents
Culture Documents
HRT 383
Thanks to:
Robert H. Woods and Judy Z. King, coauthors of Quality Leadership and Management in the Hospitality Industry Gary Yukl, author of Leadership in Organizations (5th Edition) Dr. Larry Kemper, presenter of Executive Leadership (ULV, Fall 2001) Jim Collins, author of Good to Great
Common Changes
Flatter organizations Redistribution of power and responsibility Move of decision making (problem solving) to the lowest possible level
(Woods & King, 1996)
For You
Getting a management job today and keeping it tomorrow requires a willingness to change on your part
Democratic
????
Autocratic
High
Low
A Typical GM
John Kotter discovered: The typical GMs day was unplanned Most of a GMs time with others was spent in short, disjointed conversations Discussions of a single question or issue rarely lasted more than ten minutes
Woods & King, 1996
Is this Good?
Kotters findings sound like what not to do! Success comes from:
Agenda-Setting: figuring out what to do despite uncertainty, great diversity, and the flow of an enormous amount of potentially relevant information Network-Building: getting things done through a large and diverse set of people despite having little direct control over most of them
Do the right things Monitor guest expectations Communicate vision and values Manage systems and processes Support people Engage in continuous improvement
Leadership Myths
Bennis & Goldman
Manipulate
Rare skill Only at the top
ALL MYTHS!
Leadership Defined
Paul Hersey: leadership success is much more than just showing up. It is the application of tested concepts and the timing skills necessary to get things done.
Leadership Defined
Ron Heifetz: we may find it useful to define leadership as an activity. This allows leadership from multiple positions in a social structure. A president and a clerk can both lead.
Factors of Leadership
John Kotter
Not What do I want? but What needs to be done? Asks, What can and should I do to make a difference? Focuses on the organizational vision, mission and goals Tolerant of diversity of people no clones
Not afraid of strength in their associates Intolerant in the area performance, standards, and values Submit themselves to the mirror test seeks authenticity
A core ideology cannot be word crafted into existence in an afternoon No growing pains
These three factors limit a managers flexibility in adopting different management or leadership styles Managers personal background Characteristics of the organizations employees Culture of the organization
Organizational Culture
The most challenging to affect Be flexible Be knowledgeable about alternative styles