Workplace Learning and Manager's Performance Term Paper

Pages: 10 (4106 words)  ·  Bibliography Sources: 20  ·  File: .docx  ·  Level: Doctorate  ·  Topic: Recreation


A manager must be careful and wise enough to keep the services perfect while generating profit. Expenses need to be handled in the way that profit margin is maintained. Liberality and good will in hospitality industry does not mean to compromise on profit while maintaining standard and providing comfort. Portion sizes must be related to cost. This will allow the management to recover the cost and generate profit ( Lucas, Employment Relations in the Hospitality and Tourism Industries, 2003).

On the whole, these tasks clarifies that managers must possess the potential to communicate effectively to employees and guests, perform the operations wisely, and accomplish operating goals within a budget (Raguz & Vrdoljak, 2007).

Workplace Learning and Managers' Performance in the Hospitality Industry in Light of Andragogy Theory

This theory is about learning strategies for grown ups. It is the process ofpleasingadult learners with the construction of learning experience.

Knowles' theory can be indicated with six suppositionsinterrelated to motivation of adult learning.

Six Postulates of Andragogy Theory in light of Hospitality IndustryDownload full Download Microsoft Word File
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TOPIC: Term Paper on Workplace Learning and Manager's Performance Assignment

Firstly, adults always need to know reason for learning. Same is the case in hospitality industry, the reasons for every training must be specified in order to make them more careful and conscious when such situations emerge practically. Secondly, adults should be provided about the basis of learning. Hospitality indutry is all about services. If the staff is not efficient and well trained, they industry cannot flourish so in order to achieve efficiency and competence, staff should be trained from basics. Self-concept is another important feature of Andragogy Theory. This feature is quiet applicable to hospitality industry. For instance, if the staff is not physically involved in learning and is not given the authority to make spontaneous decisions in case of emergency, the service will fail. So in order to assure the success of the hospitality industry, self-concept is quiet significant. Readiness is another important feature of this theory and it plays a significant role in hospitality industry. In hospitality industry, the employees expect the training to be in context of their practical work. The prefer learning that is problem-centered rather than content-based. This is mainly because service is all about the way one handles a situtation. Learning from books is of no use unless one is subjected to practical situation. In hospitality industry, practical demonstration is necessary to enhance workplace learning. Lastly, according to this theory, adults respond better to internal vs. external motivators. This is quiet relevant and applicable to hospitality industry. Only the manager and staff can motivate the workforce to perform well and achieve the goals and targets.

Workplace Learning and Managers' Performance in the Hospitality Industry in Light ofThe Mayo effect / Hawthorne Theory

Mayo founded his assumptions on research started with workers at the Hawthorne plant of the Western Electric Company in Chicago. His work resulted in the Hawthorne theory. He suggested that boredom and sameness of responsibilities led to decreased motivation. He supposed that motivation was enhanced through making employees feel significant, giving them anamount of autonomy to make selections and recognizing their social requirements.The Mayo Effect is based upon the following assupmtions:


Communication is atremendouslysignificantfeature in motivating employees. Managers need to be always ready to handle conflicts in the workplace and must be capable of performing this task without isolating the employees. Isolation can be of great disadvantage for the hospitality industry because this industry involves manual work so there needs to be integrity in the workforce. To avoid conflicts among the workforce in the hospitality industry, the measures that can be taken are, motivate the atmosphere of mutual respect among the workforce, leadership style must be in accordance to the group of employees, give a certain amount of control to the workforce in order to avoid conflicts and to enhance their confidence, motivate the employees constantly, give realistic workloads to employees, make employees an integral part of the current as well as future work plans and tasks, communicate with the employees to avoid conflicts, identify the conflicts and develop and implement procedures to solve them smoothly, praise the workforce in order to motivate them and consult the workforce regularly.

Motivation from Training and Development

This theory also promotes motivation through its many training and development opportunities. Training and development is significant in this industry. As the hospitality industry is all about practically handling the sitiuation and circumstances, so it is an important aspect of this industry.

Personal Development Plans

Personal development plan is another significant feature of this theory. This personal approach aids employees to touch their full potential by promising self-assessment and providing progress through ongoing training. It also allows individuals to take accountability for their development. This is a significant aspect that plays a key role in hospitality industry. Training to improve personal effeciencies is necessary in this industry. This two-way relationship guarantees that the employee is loyal to the standards of the company, that he or she works in corporation with others and aidsto progress the business for clients.

Effective Managers in Hospitality Industry

The best managers are those who play a vital role in making a significant contribution to the long-term benefits and success of an organization. They can do so by developing a capable and motivated workforce that possess the potential and skills to respond quickly to the demands of the work and have the insight and knowledge good enough to respond positively to the needs of the employees. In a hospitality industry where manual tasks are performed at a large scale, display of competent skills by the manager is of greatest significance in order to direct and command the workforce.Following measures can be helpful for the managers to improve their employees:

Training them through a consistent and planned performance appraisal procedure

Advising them to deliberately develop performance.

Recognizing performance challenges.

Describing low performance criteria in a quantifiable style.

Organizing feasible changes, measuring them and picking one for execution.

Performing the plan, following up, and regulating as per requirement.

Assessing the consequences of training and changes applied, while judging its influence on the organization (Qadir, 2008).

Following tips can be implemented for performance coaching:

Coaching sessions must be conducted in accordance to organizational goals and targets

Create a link between workforce job description and organizational goals and targets

Observe performance during the performance appraisal process and provide well-timed feedback regularly.

Take action about poor performance on time

Let employees present their viewpoint, and use their input as much as possible.

Provide positive support when an employees perform well. This will positively influence employees performance and motivates him to perform better

Relationship between Workplace Learning and Managers' Performance in the Hospitality Industry

The only way that can lead to survival of organizations today are by seeking opportunities and methods of improving and advancing the performance. In order to accomplish this mission without effecting the budget, organizations need to polish and train their current staff. Hiring a new staff is a time consuming and costly task so tuning the available workforce would be beneficial. In other cases it may include important alterations to strategy, market positioning, aims, arrangements, tracing materials, human resources and even organizational environment. Many unique and varied approaches are being used to progress. These contain performance-related pay systems, performance management systems, authorization and numerous forms of management by objectives.

Senior management plays a significant role in hospitality industry. They have a key position in workplace learning. They are responsible for taking all key decisions and implementing them among the workforce. They play a significant role in promoting a culture which is supportive of high performance in a hospitality industry (West, 2012).

Hospitality Manager

The Hospitality Manager is one of the most serious jobs in the Hospitality Industry. This is the person that develops the charm and behavior of the property he or she manages. Their task is to make the property relaxed, attractive and interesting, while guaranteeing that it is run in a systematized manner (Dana, 2005). Hospitality Managers can be employed by resorts, hotels, bed and breakfasts and cruise ships. There is a strategic management role, evolving their property to be a place where their visitor will feel comfortable and be eager to return. The Hospitality Manager should be expert at antedating what the customer needs and wants and providing these facilities. They must improve the menu of services for their guests, but also be able to deliver services on request (Ghazali, 2005). Hospitality manager's characteristicallymanageand control hotel staff, such as front desk clerks, bell persons, cooks, cleaning staff and specialty services staff. Therefore, the hospitality manager must be expert and capable of interviewing, hiring and teaching these employees. He may also be liable for arrangement of the hotel staff. With all these assigned roles and responsibilities, the manager must be influential and must perform well in order to encourage the workforce to perform well (Boon, 2007).

Impact of Managers' Performance

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Workplace Learning and Manager's Performance.  (2013, February 12).  Retrieved August 2, 2021, from

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"Workplace Learning and Manager's Performance."  February 12, 2013.  Accessed August 2, 2021.