HOTO7016 Mentoring and Leadership Development Assignment Sample
Reflective Summary
The topic of this assignment is Increasing Negative online reviews and hindrances in using social media platforms within the Hospitality industry of Kerala. The aim of the report is to analyze the increasing negative online reviews and advances in using social media platforms in the hospitality industry of Kerala. Kerala has created a benchmark within Indian tourism by innovating and changing its patterns for including fresh ideas and thoughts. Kerala is known for bringing the best out in hospitality within India.
Hotel and other accommodation facilities are an integral part of the hospitality infrastructure of Kerala and are therefore very essential for the tourist development. A lot of studies show that use increment has been seen in the percentage of reservation that has been made by using internet platforms such as websites and other social media handles on an annual basis. Leadership approach used is that of transformational leadership and laissez faire style.
This depends upon the concept of reviews being positive and negative. Positive reviews from satisfied customers display that they are satisfied with the hotel and that it is a precious accommodation facility within Kerala. When reviews are read by a person on social media, then enables to develop a positive perception with the mind of a reader.
In such situation positive review help to create the willingness to visit that particular place and thus it increases the tourism. On the other hand, negative reviews display that the quality of service is low and that there is high scope of improvement. Negative perception is developed by individuals when the comments are not positive, then affects most of the readers and thus willing to visit the place also decreases.
Transformational leadership was later suggested for combating the challenges that were being faced within the hospitality industry of Kerala in the Paradigms of technological advancement, social media platforms, and regulation of negative online reviews. It is also highlighted that the key advantages of transformational leadership style, lower employee turnover rate and placing high value on achieving the corporate goal.
In the current context, the corporate goal is to expand the presence of social media and regulate negative reviews so as to ensure that the brand reputation is not sacrificed. By using this leadership style, the leader would be able to give the due amount of attention and importance to the vision.
Furthermore, the key advantages of laissez faire leadership style are that it enables the leaders to take advantage of skills and experience of the Talent pool of members is vividly discussed.
In the present context, it will enable the leaders within Kerala tourist industry to maximize the potential of social media engagement and regulation of negative reviews while ensuring that positive reviews are also on floor by assigning tasks as per strengths and competence. Also, a comparative and contrasting study has been provided.
The comparison between the selected leadership styles is clear. In one style the leader is everything and in the other the significance of the leader is only limited to delegation of tasks to the members as per their strengths and experience. It has been recommended that a team for Hotel reputation management should be set up so that the brand reputation of the entities is protected and the customer decision making is streamlined. The evidence of self-development of leadership competencies are as follows:
Networking within leadership revolves around developing and maintaining networks in a way that strengthens the individual Alliance is for achieving this goal and objectives. Networking can be developed by communicating skillfully and becoming an effective negotiator in demanding situations (Andriukaitienė et al. 2017).
I feel that by learning to manage conflict in an efficient manner the individual can rise as a person who has affected network relationships and is capable of organizing efforts and achieving goals in the desired way.
Talent management is one of the areas where the leader should increase its focus and attention in the present context. Talent management is usually done by the Human Resource Department but it is a responsibility of the leader to use that talent effectively and in the direction of achievement of goals (Korzynskiet al., 2017).
Constant leadership focus is required while driving business needs and ensuring that the employees are working in the desired way. I have learnt that talent management is a skill that can be developed by identifying the potential of each team member and focusing on the individual from a long-term career perspective.
As a leadership it is highly essential to develop the skills of Change management so that when it’s time to leave all methods and switch to new and effective ones once the organization doesn’t have it it’s because they trust the leader. Change management usually includes capability of transitioning, critical thinking, development of strategies, and ensuring that the entire team is able to understand and adapt to change.
In order to develop Change management skills, I feel that the leader needs to ensure that communication, active listening, researching, strategic thinking, and measurement, and analysis techniques are on point and are well polished. When there is healthy communication, then it enables to determine the issues and in taking appropriate steps in solving them . For polishing these skills, the leader would be able to develop herself or himself as a change manager eventually.
Identification of my leadership style by using a self-assessment test is found to be that of Democratic nature. This is so because I set parameters for the people I work with and take decisions but active participation of my team members is an integral element of my decision making (Gandolfi and Stone, 2018).
This enabled me to develop trust between me and the team members as they feel that they are engaged in the organizational processes and their contribution is highly valuable. Some issues while working with high pressure situations because by taking everybody’s point of you decision-making process usually slows down.
For handling disagreements, the conflict within the team of struggle has to be faced because different people react differently to the element of consultation. My leadership has also been identified to be of metamodern nature. This means that I have an innovative side and my leadership is directed towards achieving organizational goals. I have a rare leadership personality that is based on balancing idealism and pragmatism with the pinch of sincerity (Gandolfi and Stone, 2017).
I also have a strong imaginative mind and am willing to take risks in a calculated manner because I enjoy envisioning a brighter future for my team as well as the workplace. I also understand that the role of a leader should be authentic and connected to the self so that people around me and my work is impacted in a positive manner.
By empowering others to share my role of leadership enables me to create a better environment. Healthy environment help in attracting people and in developing positive attitude among individuals .
This makes me highly distinctive from others and give me a competitive advantage over other individuals.As my imaginative skills are exemplary, they have aided me in solving problems effectively without external help. This is so because whenever I start facing issues, I tend to establish cause and affect relationship, among the variables of the problem.
I tend to foster a better environment within workplace as I ensure that my team members are feeling safe and secure by all means and are able to work up to their best potential.
The mentoring activities which I have been a part of in this course is that of attending seminars by an industry leader and attending a workshop as a part of group mentoring. The seminar conducted by the industry leader was a type of distance mentoring.
Distance maintenance means a mentoring relationship which is developed within two parties, usually a speaker and the audience who are present in different locations. The key here is that both the entities are connected with each other through virtual medium (Fisher and Stanyer, 2018).
On the other hand, group mentoring refers to a setting where a single mental ko hurts a group of students/ mentees. The program structure is disseminated initially and allows the mental to conduct activities through direct progress and fast-paced as everybody is aware of the workflow (UC Davis, 2020).
While attending the virtual workshop I learnt that it is necessary for an individual to reflect upon individual personality and goals so as to select a particular leadership style. Selection of leadership style for oneself is not a matter of likeness but should be an informed decision based on likes and dislikes, and personality and behavior.
Within the group mentoring session, the professor accumulated a group of students and solved the doubts which were being faced within the course. I learnt about the areas which I was unable to cope up with and also strengthened my concept when other people clear their doubts. The learnings of the distance mentoring for vocational in nature whereas that of group mentoring were academic in nature.
References
Books and Journals
Andriukaitienė, R., Voronkova, V., Kyvliuk, O., Maksimenyuk, M. and Sakun, A., (2017). Theoretical insights into expression of leadership competencies in the process of management. Problems and Perspectives in Management, (15, Iss. 1 (cont.)), pp.220-226.
Fisher, M. and Stanyer, R., (2018). Peer mentoring: Enhancing the transition from student to professional. Midwifery, 60, pp.56-59.
Gandolfi, F. and Stone, S., (2017). The emergence of leadership styles: A clarified categorization. Revista De Management Comparat International, 18(1), p.18.
Gandolfi, F. and Stone, S., (2018). Leadership, leadership styles, and servant leadership. Journal of Management Research, 18(4), pp.261-269.
Korzynski, P., Kozminski, A.K., Baczynska, A. and Haenlein, M., (2021). Bounded leadership: An empirical study of leadership competencies, constraints, and effectiveness. European Management Journal, 39(2), pp.226-235.
Online
UC Davis, (2020). Types of Mentoring. [Online] Available Through <https://hr.ucdavis.edu/departments/learning-dev/toolkits/mentoring/types> [Accessed on 13th April 2021]
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