Understanding the Development Strategy of a Five Star Hotel

Reflecting on My Group Yuvakumar Naga Sindhura (n6994059) The objective of this probe is to understand the using of dodging for a five star doctor hotel. The branch of maturement deep down the police squad and the pinch of the conflicting whims. The strategy was meant to be developed for a fictitious resort hotel which consists of 150 rooms, with no ad hoc location. A mathematical congregation consists of two or much individuals who work and interact with distri furtherively different to happen upon a common goal (Bartol, Tein, Mathews, & Martin, 2005).I worked with Ehsan, Armeen, in order to brainstorm and discuss possible strategies that could be possibly developed for the upcoming resort hotel. As a radical we were unproductive as my fellow members were inefficient to move with push finished a location in mentality and at that placefore stagnated in var.ulating a strategy, which proved to be a major issue. Hence leading Inkpen (1996) (as cited in Bauersch midt, 1996) to demonstate the presence in the absence of strategy. Mintzberg (1973) as cited in (Selveg, 1987) focuses mainly on the purpose of the decisions, who is involved in making them, how preferences be evaluated, and types of environments ideal for the mode. thus Mintzberg thence laid prominence on the process by which strategies surface, rather than on their subject matter. But a personalized strategy has been developed providing a locateion for appendage and success. My personal strategy formulated is an all-season resort conclusion of choice for visitors and residents, specializing in frontmost alpine move and recreation facilities with a local historic and ethnic focus, nestled amongst pristine forest terrain and rugged passel ranges. This essay discusses and reflects upon our collective involvement and the processes and stages that we progressed.In this essay we shall explore Tuckmans(1965) stages of gathering outgrowth (forming, storming, norming, commit ing and adjourning), likewise defining the inputs, practices, processes and outcomes of working together in a throng, along with the explanation and application of collection cohesiveness, germane(predicate) member roles and leading values which were supposed to be apparent within my company but lacked as bothone had opinions to what the leader had to say. As aggroup members begin carrying out tasks and activities, eventually a police squad is evolved. Teams go through five stages of development as identified by Tuckman (1965), as cited in (Miller, 2003).Mostly all our get together were held in class, our group had five undeceive individuals who solely spent date discussing and brainstorming on what should be done first like the strategy, mission, sight or the values, rather than making a beginning. Therefore no progress was seen, even though worksheets were given during every class to guide us accordingly. Strategy was evaluate but was not fully present in the conflic t of making one and it is believed that in this process the notion of strategies are in transition (Bauerschmidt, 1996).Therefore identifying group tasks and goals and building relations with distributively other was minimal. Tuckman(1965), as cited in (Miller, 2003) states that during this stage it is important that team members learn about each other, recognise the attitudes of other members and establish the goals and purpose of the group. During the regular interactions in the group meeting, we developed a positive relationship with each other, which is one of the key points suggested by (Tiosvold, Hui, Ding, & Hu, 2003) who supports the traditional idea that relationships are crucial for effective team performance.As a group we had different attitudes, values and ethnic backgrounds, which could cause image to cause conflict within the team, but indecision was the highlight throughout, as most others in the group were skeptical of whether they were going the full direction , hence their opinions were not voiced and ideas were not share both ways. It became a one way campaign of ideas or discussion. But we experienced positive and matey attitudes and exchange of ideas on varied topics, mostly by from the topic of presentation and the assignment, thereby increasing our acquaintance. As a group we experienced minimal cohesiveness. glueyness in a group involves the level of purpose and commitment to the team among members (Dwyer, 2005). But due the inequality in understanding and the mode of communication, the group finish up splitting into half, getting into sides where individuals understood each other. Cohesion is also linked to the input of knowledge and skills in a group, a group should have similar ethnical backgrounds in order to be effective, to which I agree as all the members of our group came from different cultural backgrounds, with different values, efficiency and effectiveness, hence direction lacked in rder to achieve our goal. Group s with diverse attitudes and backgrounds are alternatively said to be more fictive and flexible and make better decisions (Bartol et al. , 2005). I nurture refined the personal strategy formulated antecedently to develop a clearer direction for the growth and development of the organisation. The revised version of the strategy is an all-season resort nete of choice for visitors and residents, specializing in world-class alpine travel and recreation facilities with a local historic and cultural focus, nestled amongst pristine forest terrain and rugged megabucks ranges. go personalised attention and facilities to physically unwind. It has been name in literature that the content and process of strategy emerge as two distinctly separate, but related concepts, and there appears to be no direct underlying relationship between strategy content and the process of strategy making but there is rather a relationship arising from and which is attributable to the holistic nature of an op en social system (Van de Ven 1979 as cited by Seveg, 1987). Next stage of group development is storming this is the stage when intra-group conflict and hostility can arise. alone members of our group worked well together, but with a muss of challenging conflict. I believe we lacked the values of leadership skills, which did not give us the reinforcement to perform better. The ability to influence and develop individuals of a team, in order to achieve a worthwhile vision which meets the current needs of everyone and everything required by the form of work (Cacioppe, 2001 as cited in Volckmann 2005). Leadership skills visualised at least by a member is required for a team to stay rivet and move towards their goals.Leaders appear everywhere, depending on the chance that require them to exert leadership (Wheatley, 2005). This was least reflected by the chosen leader or the other members of the team. A self-managed team is an unsupervised group of people amenable for a task they are given fatten out control over group membership and behaviors. Our self-managed team as in all other teams consisted of differing group-task roles, group roles fall into three categories task, maintenance and self-orientated.Group-task related members booster the group develop and accomplish its tasks and goals and the group-maintenance, members within my group provided differences of opinions constantly but had a good level of interpersonal relationships with members, which to a level fostered group capital of New Hampshire but muted resulted in ineffective group work (Bartol et al. , 2005). As my group progressed to the norming stage our relationships, goals and plans were still unclear, but we had to head off our ways to muster out the assignment.Even though most of everything that we were supposed to do was unclear for us, we came to a consensus decision where the expression of cognitive conflict among members of the group is encouraged without allowing an explicit group in teraction (Priem, Harrison and Muir, 1995). We then progressed to the performing stage of group development. This stage entails the development of interpersonal relationships, problem figure out and achievement of performance, but was our performance a palmy one?It is evident that there was lack of clearness throughout, but good level of interpersonal skills were maintained, all the same problem solving as a team lacked. At this stage I personally thought of revising my strategy for th resort oversight as it was long. The all-season resort destination specializing in world-class alpine skiing and recreation facilities with historic and cultural focus, nestled amongst pristine forest terrain and rugged upsurge ranges apart from the hustle bustle of daily life.Offering our customers personalised attention and facilities to physically unwind. After nerve-wracking to put our heads to the requirements of our assignment we tried one in the end time to gather thoughts together the reby move into the adjourning stage, this involves goal accomplishment and the ultimate movement away from the group (Miller, 2003). We met together for the final time and reflected upon what we collected and if what we gathered was sufficient and appropriate for our assignment.Overall, as a group we came to the mutual agreement that we as a team had no goal to achieve and our time was insignificantly wasted as we lacked an understanding of what we were to do and how we were to go about it. In conclusion the final strategy personally created was what remained for the organisation. As a group we departed our directions in order to formulate a strategy for the upcoming resort hotel. According Tuckman (1965) as cited by (Miller,2003) stages of team development we were unable to tantrum as we really did not understand our task at hand.