Downfall Of Roaring Dragon Hotel Management Essay

Downf in all Of microphone boom dragon Hotel trouble EssayThis proposal pull up stakes give us a clear description for the downfall of Roaring Dragon Hotel after the flip-flop in their management to Hotel foreign which has failed to alter their profits and quality standards of their hotel. deep issue in the arrangement was the fightings in the midst of management and their employees which need to be solved in order to circumvent better performance and profits. These conflicts pass away between management and employees are due to m some(prenominal) reasons like heathen conflicts, inadequate training, and lack of understanding and strict management policies. Applying a mavin management approach across all officiate settings around the conception may not be effective for motivating the workers and may not yield desired productivity (Najera, 2008). In order to overcome these conflicts the fellowship management should spring up strong relationship with employees, unders tand cultural differences, pop the question adequate training, and make better employee benefits. This will service improve employee performance, employee relationship, increases transcriptions profits, margin, and revenue and helps in reducing turnover rate.IntroductionRDH organizations downfall HistoryThe Roaring Dragon Hotel (RDH) was iodin of the three star hotels in the south-west China, which is famous state possess enterprise (SOE), has 40 years of history. RDH had a really good paper but the popularity of the hotel started to fade by changing the management to Hotel International (HI). The Hotel International organization had good record and recognized as suitable organization to coup detat the managment of RDH. Hotel International management took some steps to change the policies of RDH two internally and externally in order to reach international standards which were failed to improve quality standards and resulted great loss.The source ca habituate for this l ine of work is the organizational conflict between management and employees.The HI management failed to understand the culture and failed to develop employee go for and relationship. According to Drucker et al. (1997) the intelligence and spirit of people at all levels of an organization to continually build and share companionship should be the foremost priority to face global competition and to succeed in their domain. This knowledge sharing is lacking from HI management which created dowery of pertly problems to organization. primerFrom early 1960s Roaring Hotel Dragon had good reputation and went through series of changes for surviving from highly competitive world. Being a SOE with 40 years abundant history, it was one of the regions best premium guest offices for the brass officials. The employees of RDH felt proud working for a SOE organization.Cultural difference is the the square up cause for increased turn over rate and reduced RDHs glory.In 2001, the government decided to hand over the management control of RDH to HI organization for improving the hotels quality, reputation and brand name. This corporation hired a new manager and replaced the existing manager Mr. Wen to second in command, lost(p) his power and privileges Mr. Wen raised the differences between management and employers. This is one of the root cause for loosing RDHs reputation and its glory. So government decided to end the cartel with HI lot, pickings over the management back by conditional government.Due to management change and cultural differences between employees and management the hotels reputation decreased and continued to fail even though the contract was terminated. The problems will be rectified with good planning, trusting, training and motivating employees and taking termination more than efficaciously.ProblemHI management failed to build trust and employee relationshipThe major(ip) problem in the RDH organization is caused because of the conflicts and cultural differences between the management and employees. This problem is clearly ignored by the HI management after it takeover RDH. One source of conflict may arise out of the incision between those who give orders and those who receive them this, we would suggest, is a problem not still between workers and management, but also within management itself (Stephenson, 1960).Some of the major problems with HI management are listed belowThe RDH employees did not will to work under HIs management.Cancellation of their agreements with the Nu Fu travel agency and Loss of critical indus canvas contacts and guanxi connections. terse term contract, Decreased occupancies and motivation, lay off of young employees, Uncertainty of air security and Increasing the employee workload without paying their wagesOlder employees were ill at ease(predicate) working under non-mandarin speaking HIs managers.Employee dissatisfaction, loss of guanxi cotacts, and lack of motivation caused problems to HI managementThe first occurred problem for RDH organization is conflict between the KYZ Corporation and the former manager Mr. Wen felt guilty about his privileges when he was a manager were lost and make him second in command. Chinese people had a strong responsibility and relationship with the people who they trust when compared to western culture. Commitment to the supervisor may be particular relevancy for understanding the work behavior of Chinese employees (Wang and Kung, 1999).The above reason made Mr. Wen to bring differences in between employees and Hotel international management. Even though Hotel International (HI) management tried to get rid of Mr. Wen, they could not get any support from older employees who were working with the RDH past a long time. HI failed to understand the Chinese culture so they made lot changes to improve the standards to international goals without considering the reactions from its employees.OpportunitiesThe HI management should occupy focused on history of the RDH and should sustain respected the Chinese culture. They should have done more research to analyze the root cause made by KYZ Corporation. They had very good opportunity to understand the culture and involve their employees in decisiveness qualification process. By respecting their employees interests and thoughts would have improved HIs performance rather than making the decisions on their own.Management should analyze the mistakes and develop employee relationshipBy disrespecting the elderly employees and losing the guanxi connections they failed to build employee relationship. They could have set off the employees and develop the ethics in the employees. They failed to utilize the best use of their customer relationship. Hotels should also consider including indirect contributors such as member of mouth communication, customer referrals and endorsements (Noone, B. N., Kimes, S. E., Renaghan, L. M, 2003).RecommendationsManagement should understand cultural differences and employee opinionsHI management should try to understand the culture and interests of the employees, consider their personal opinion, build the relationship with the employees, post adequate training, and often conduct employee feedback. The Chinese Employees who are dedicated to their supervisors with who they have a very good relationship. Management should resolve conflicts with their business partners and motivate others to work together in the process of developing their motel to keep-up the global competition.Management should offer training to motivate employeesThe employees should try to ware of the international standards which should be motivated in order to understand their responsible of their work, which should be achieved effectively by providing a proper training. Management should identify the ways to improve the business like build good relationship with their customers who can help in increasing publicity. The longer relationship we have with the customers is important for winner of any business. Finally the management and employees should put their efforts as a team up instead of going in their individual direction.Their language might be the fundamental barrier between people from many different traditions and cultures of the organization, they should provide translators of different languages in order to maintain the synchronization between employees and management.The employees should be given training by the management regarding their new policies of the organization. The feedback from their employees should be taken frequently to ensure their employee satisfaction. Employees should be given rewards based on their performance, potent work, experience, and annual basis.ConclusionOne of the best example would be Roaring Dragon hotel which had a successful history but then later(prenominal) it had a great downfall, due to which the change of management with lack of communicational skills with its employees. Assigning n ew management for the hotel caused to the downfall, because of their negligence. The organizational success depends on correcting their mistakes and taking actions towards resolving them. So that we can avoid repeating those mistakes in future. The conflicts between the management and its employees are a well-known issue in any organization and needs to be rectified as soon as possible. Then any organization will be succeeded.