Regency Hotel Business Case Study

Regency Hotel military control Case StudyEMPOWERMENT AND CULTURAL DIVERSITYINTRODUCTIONThe case study is ab forth Regency metre Hotel, a five star hotel in Bangkok. It was established by local syndicate of investors 15 eld ago and was manage by Thai general conductor. Regency is Bangkoks most prestigious hotel having 700 satisfied staff components. Lately, Regency was obtained by big American hotel chain. Due to this the old general manager took premature retirement an American ass Backer with ten years of commission experience was appointed as novel general manager. Becker is a strong supporter of em office staffment soon later on his appointment as a general manager Becker implied empowerment to achieve success as in the past.ISSUES AND CONSEQUENCES AFTER EMPOWERMENTEmpowerment can be described as People having the skills and the self-belief to proactively deal with issues and make the most of the opportunities available to them. simply soon after the execution of empower ment new general manager realise that things ar not going agree to his expectation because staff of regency grant dont know what is empowerment? Because they use to work as per their manager put together in the previous management they are not allowed to innovate generate anything new ,and were discourage by the senior managers and after all this they dont desire to teach risk and get punished by the management but general manger in America was working in a empowered surroundings where staff has a power of ending making can take minor closing on their own .basically its a cultural difference amidst management and staff where is from Thailand where they cogitate in team work and management is from America who believes in individuality they believe that they can do anything unaccompanied which was the start-off issue.According to Hofstedes indexCountryPower DistanceIndividualismMasculinityUncertainty AvoidanceThailand64203464U.S.A40916246Power Distance The expiration t o which large unalikeials of power for example between a boss and a subordinate or between a higher status and lower status are expected and tolerated. Autocratic behaviour by a boss would be such(prenominal) better tolerated in a high power aloofness countryUncertainty Avoidance-The extent to which the refinement emphasizes focusing on way to reduce un certainty and fix stability-for example having clear written rules and procedure to guide action. Formal organisational procedure may be much much necessary in the high Uncertainty avoidance country.Masculinity/Femininity- The difference between the traditionalistic male gaols of ambition and achievement and female orientation to nurturance and interpersonal harmony-for example the balance between seeking promotion at work and having good relations with others.Individualism- In individualism culture heap are most concerned to the highest degree the consequences for the action for themselves, not others. They prefer activity conducted on ones own or in relatively private interactions with friends. Decision are do by the individual according to the thinker he or she makes as to that is appropriates and the individual rewards that will accures.Other reason for the bankruptcy of empowerment is staffs dont establish proper training about empowerment .They doesnt know how to use this decision making power for lymph node satisfaction and for companies profit because they are not properly trained about empowerment.General manager told that staffs has power to make minor decision but major decision has to be taken by supervisors but staff was unable to distinguish between minor and the major problems. It was not clear that what decisions can be made by staff members? These boundaries must be defined or employee empowerment efforts fail. In regency larger-than-life supervisor dont trust staff to make good decisions. Staff members know this and either craftily makes decisions on their own and hides their re sults or they come to you for everything because they dont know what they really control .Supervisor can dont motivate the staff for decision making. And without motivating the staff it is impossible to execute empowerment properly.From last 15 years the staff member of Regency grand hotel were working under hierarchy management but suddenly after the arrival the new general managers Empowerment policy come under existence without any prior notice and any proper training to the staff so it is natural for the staff to resist this change because they are in habit of working as per the manager order ,they were not allowed to take their decision or do any pioneering and its a human tendency to first resist the change some staff dont want to take responsibility of empowerment, (Bacal 1996 ) they like to work as per the old system in which managers have to take the decision and staff has to blindly follow that order and if anything goes wrong managers are there to help them out but in emp owerment nobody will take responsibility if a error is attached by you and you are the one who is going to pay for it. We can say that empowerment is not properly applied on the staff member which lead to the failure of the empowerment.OUTCOMES OF THE FAILURE OF EMPOWERMENTDue to failure of empowerment hotel Regency grand was losing its profit, clients and status in Bangkok. Becker thought that empowerment will help his hotel to earn more profit and guest satisfaction. Overall Performance of the hotel begins to decline. Increase in number of written guest complaints two verbally and in written. Disgrace in the news paper as one of the Asias nightmare hotel. reproval about service standards of the hotel. Staffs were also not happy raise of nervous tension level among the employees. approximate working atmosphere has been harshly strained. Lack of team spirits among the employees now they were against each other when mistakes were made by any employee.POTANTIAL SOLUTION FOR THE PRO BLEMNew general manager comes with a great predilection of empowerment but the way he put into practice it was inappropriate,followong can be some of the effectiveness solution of the problem. They have a uncertain view that employee empowerment means you start a fewer teams that address workplace employee morale or safety issues. The staff should be encourage to take their decision and to believe in their decision they should provide proper training before giving them decision authority. (Heathfield, 2000) bathroom Becker move from American work culture to Thai work culture which are totally different from each other. In America they believe in individualism but in Bangkok the believe in team work and antic Becker fails to understand that .he try to impose his American work culture which prove to be a disaster before implementing Empowerment in the hotel he should study about their work culture and try to fill that communication gap between him and the employees. He should be ensnare to accept the changes that he have to make according to work culture he is working for. final resultEmpowerment is a good weapon to increase the decision making power and leadership look among the employee but it should be implemented in a proper manner and procedure otherwise if its not executed properly it can destroy the organisation just in case of Regency Grand hotel and John Becker. Beckers intension was good to implement empowerment but the way he executed was wrong.REFERENCESBannon ,G ,Guy,v ,dr.Omari,J ,Pooley,R ,Reed,B ,White,N 2003, Cross ethnical communication ,UKRon,C 1998, Structured empowerment an award-winning program at the Burswood Resort Hotel Leadership Organization instruction Journal, vol. 19, no.5Bacal,R 1996, Empowerment Difficulties, Work911.com -Workplace, Business, Career Help, viewed 15 August 2008,Heathfield,S 2000, Employee empowerment, About.com human resource , viewed 16 August 2008,Thomas,D ,Inkson,k ,2004,Cultural Intelligence people skil ls for global business, Berrett-Koehler Publisher ,Inc. ,San Francisco.Hunt,J ,1979,Managing People At Work ,cox and Wyman Ltd. Great Britain