M

Fareed Ahsan M Mohsin Ali Fiza Naqvi Umair Asif Qumail Shahid SM Zohaib Haider Sanwal Zafar Sadaf Siam

 Introduction

about the case. Identify the critical issues and Problems. Generate Alternative Solutions. Plan of Implementation. Theory Application.

 The

Regency grand hotel is a five star hotel located in Bangkok. established by a local consortium of investors 15 years ago. Operated by Thai GM since its inception. Recently the hotel was acquired by a large American hotel chain. The GM working since its inception decided to take early retirement. John Becker, an American with 10 years experience with the Hotel chain appointed as new GM.

 Thai

Management American Management

Job Security High rate Salaries No Innovation Reward system which is not performance based. Bureaucratic Structure throughout the Organization.

 Encourage

Innovation. Delegation of Powers. Introduction of Empowerment. Work Style Changes. Delegate Leadership Style.

 Cultural

differences. Certain change in Leadership Style. Confusion in decision Making by employees because of change in management style. Communication Gap. Lack of Feedback. Lack of Relationship. High Turnover and Absenteeism.

U.S.A
Individualistic Culture Need for Urgency They show there Ego Very loudly Few culture and social rules

Thailand
Community Culture No need for Urgency Gentle and humble Many Social and Culture rules

The one possible plan of action could be to revise the history. He could adopt the old bureaucratic style of the ex-manager. In order to do so, he would have to adopt an autocratic style and to again centralize the power and authority.

The alternate solution could be implementing the following He may use Consult team style in which the leader present the problem to the employees get there suggestions and make the decision.
Positive Consequence Involvement of employees keep them motivated Negative consequence Conflict may arise

 Performance

based reward system should be introduced in order to keep the employees motivated.
Positive Consequence Better performance due to more motivation Negative consequence Increase in cost due to monetary rewards

 He

should define specified goals to the employees to remove confusion and communication gap.
Positive Consequence
Employees are clear about the goals and how to achieve them

Negative consequence
No innovation and creativity by the employees resulting in low growth

 The

GM should have high need of power with Moderate need of Affiliation and Achievement.
Positive Consequence
High need of power by Manager helps managing properly avoiding ciaos and misunderstanding

Negative consequence

 Continuous

feedback should be given to the employees for better performance.

Positive Consequence This will keep them motivated towards there goals Negative consequence If the feedback is negative it will demotivate the employees.

 Job

design and description of each employee should be clearly stated.

Positive Consequence Every one knows what to do and how to do resulting in better performance Negative consequence No one would be ready to serve the customer out of the way resulting in low customer satisfaction

 Make

proper arrangements for the training of employees. Enhance their competence and empowerment learning by on-the-job and off-the-job training.
Positive Consequence Enhance their competence and empowerment learning Negative consequence Increase in Cost of the Organization

 First

of all there is a need to change the leadership style which is Consult Team Style in which the leader present the problem to the employees get there suggestions and make the decision. Performance based reward should be introduced. There is a need to specify the goals to the employees and defined there roles.

 Maslows

Hierarchy Theory of need. Vroom Jago Leadership model McClellands Theory of Need. Path Goal theory.

Thai management
Good employee benefits including good salary and Job security.

American management
Employee turnover rate reached an all time high rate of employee turnover showing low job security

Thai Management
Employee have good relationship and affection with each other. They have good belongings and prestige associated with the hotel.

American Management
The good relationship that was established earlier was severely strained. They were no longer united and supportive.

 Under

new management the employee who take initiatives and made good decision rarely received positive feedback.

 Initially

employees were discouraged by Thai management from innovative ideas and risk taking hence resulting in less growth

Thai GM
He uses Decide style i.e. employee work according to the instructions given by management.

American GM
He uses Delegate Style i.e. He permits employee to make the decision in specified limits.

Thai GM
High nPOW Mod nACH Mod nAFF

American GM
High nACH Mod nPOW Mod nAFF

Thai GM
The Thai manager was path-goal oriented. He does have clear cut objectives and goals and for that reason, hotel was in a good position during his management

American GM
Becker on the other hand, lacked in this He emphasized more on employee motivation and empowerment. He didnt define the goals clearly to the staff. There was no proper plan of action to attain the goals which resulted in the downfall and deterioration of the hotel.