Employability Skills: Improve the Overall Performance of Staff Members by Instant Assignment Help

Employability Skills

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TABLE OF CONTENTS Table of Contents......................................................................................................2 INTRODUCTION....................................................................................................3 TASK 1.................................................................................................................3 1.1 Develop a set of own responsibilities and performance objectives..............................3 1.2 Evaluate own effectiveness against defined objectives.............................................4 1.3 Recommendations for improvement...................................................................5 1.4 Motivational techniques can be used to improve quality of performance......................6 2.1 evaluate own current skills and competencies against professional standards and organisational objectives......................................................................................7 Task 2..................................................................................................................8 2.1 Develop solutions to work based problems...........................................................8 2.2.................................................................................................................9 . 2.3 identify your time management strategies.........................................................10 Task 3................................................................................................................11 3.1 explain the roles people play in a team and how they can work together to achieve shared goals.............................................................................................................11 3.2 analyze team dynamics.................................................................................12 3.3 suggest alternative ways to complete tasks and achieve team goals...........................13 4.1 evaluate two tools and methods for developing solutions to problems........................13 4.2 develop an appropriate strategy for resolving a particular problem............................14 4.3 evaluate the potential impact on the business of implementing the strategy.................15 CONCLUSION.....................................................................................................15 REFERENCES......................................................................................................16

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INTRODUCTION Employability skills can be defined as that skill set that are must for carrying out the employment in the best possible manner (Wood, 2008). A better understanding and assessment of these skills leads to improvement of the overall performance of staff members when they are within or entering the workplace (Trough, 2011). The given case is based on a hotel that has got a presence of an underperforming and demotivated team thereby leading to low levels of customer satisfaction. The previous manager has not made the use of appraisals, objectives, constructive feedback and ignored problems that were faced by the employees. Hence, an operational manager has been appointed so as to take immediate action. These are in terms of turning the team efforts into a positive one followed by better solutions to problems.

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In this respect, the report will focus on the areas of analyzing the responsibilities and performance objectives of operations manager. It will further led to a discussion about the time management strategies followed by understanding the concept of team dynamics. Solutions to work based problem will also be given followed by checking out the successful implementation and evaluation. TASK 1 1.1 Develop a set of own responsibilities and performance objectives Responsibility

How you will perform the identified responsibilities

To develop direct and indirect relationships with By holding meetings with team members and TOLL-FREE NO: +44 2038681671 WHATSAPP NO: +44 7999903324

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the employees.

head of every departments. Carrying out mail conversations on other occasions.

To make decisions with respect to the By forming a team composed of top organizational processes that is going on within management and heads of every department. the hotel.

I will supervise over the meetings and make sure that the decisions are made with respect to bringing improvement in overall performance of employees.

To ensure that the employees possess the Training sessions for the employees will be necessary skills so that the work can be carried undertaken so as to churn there existing skills. out in an efficient manner. In its regard, the performance objectives that have been set by me are as follows: 

To ensure that the monthly sessions are taken for the employees to increase knowledge of business operations.



To ensure that the policies are adhered by the employees.



To ensure that the employees perform their duties and responsibilities effectively.



To ensure customer satisfaction is increased within next the six months.



To ensure a decrease of employee turnover by 10 percent.

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1.2 Evaluate own effectiveness against defined objectives strengths

Weaknesses

I am able to motivate the employees by using I lack in the area of verbal communication varied strategies.

skills.

I am committed towards my job as well as the I lag behind in the area of planning when there responsibilities that have been given to me.

is heavy work load.

I ensure to make use of best technology so as to I lack in the area of management when too gain maximum consumer satisfaction.

much work is given to me.

I set strict standards for the employees so as to I have to work a little more on my analytical gain maximum productive from them.

skills.

I possess strong written communication skills and exceptional time management 1.2-add how your weaknesses will affect your performance as a manager. Complete opportunities and threats as mentioned in the SWOT table. As per the performance objectives that have been set by me, there is a need to carry out a thorough evaluation of my effectiveness against defined objectives. In this regard, I have often ensured to carry out my personal assessment through a SWOT analysis. (refer appendix) As per the given technique, I have found out that I am good in the area of written communication and time management skills. However, my weakness lies in the area of verbal communication, planning, management and analytical skills. I have got the opportunity of motivating the employees as well as improving the overall satisfaction level of consumers. However, there are some issues in the management of hotel that may not help me in attaining the TOLL-FREE NO: +44 2038681671 WHATSAPP NO: +44 7999903324

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set objectives. These are related to staff shortages. In order to bring an improvement in my present performance I am required to focus on my weakness. For bringing improvement in my verbal communication skills I will focus on listening to the speeches of eminent speakers and bring a change in my communication skills. For improving my planning and managerial skills, I will adopt the technique of work prioritization. I will finish up the important tasks in the morning hours which are most effective ones and leave the others for later hours. In order to work on my analytical skills I will take the help of internet. This will aid me in solving puzzles as well as case studies thereby building up my analytical areas.

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1.3 Recommendations for improvement



Improving pay scale - In order to bring a substantial improvement in all the staff members, I have thought upon making use of performance appraisals techniques. I have found that there is decreased motivation level in the employees. This is a requirement as most of the employees are demotivated on account of absence of any performance appraisals. Hence, I feel that it can be enhanced by raising the salary levels of employees followed by providing them performance bonuses. Salary increments are required to be done on the basis of performance (Lopper, 2007).



Promotion - This is a requirement so as to differentiate between underperforming, average and exceptional performing employees. Moreover, employees of the company have been demotivated on account if lack I constructive feedbacks. Here, I feel that the employees who have been working in the company form a long duration should be given promotion. This will not only boost their overall motivation level but further led to satisfaction (Gravells, 2010).



Regular meetings – Some of the employees have reported that there problems have been ignored. Hence, the need is to carry out weekly meeting sessions so that issues can be discussed. In case of new employees, I suggest that they are in need of training and development sessions. Hence, I will ensure to arrange them as and when the necessity is felt (Dhiman, 2012).

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1.4 Motivational techniques can be used to improve quality of performance Maslow and Herzberg theory can be used in order to bring an improvement the performance of my employees. As per Maslow theory, motivation of employees can be enhanced by understanding the level of need of employees (Mc Leod, 2007). For example, as per the case the team member seem to be demotivated as there is absence of any appraisal methods. Hence, the need is to focus on psychological need by increasing the pay scale of employees. Monetary incentive is likely to bring an improvement in overall performance of employees (The Best Ways to Reward Employees, 2012). This can act as a major boost thereby leading to fulfillment of very first need of Maslow hierarchy (Knight and Yorke, 2003). Some of the employees are also at the level of esteem needs where they seek achievement. Hence, here they can give constructive feedbacks. They can undertake individual sessions followed by praising the efforts of employees. These are likely to make the employee feel valued (Zepeda, 2011). In the same way, there can further be an application of Herzberg theory in order to motivate the employees of hotel. Employees falling in the category of hygiene needs can be motivated by improving their relationship with supervisors, improving the working condition of hotel, giving them good appraisals as well as promotions. In the same way, those employees in the category of true motivators can be motivated by giving them recognition as well as additional responsibilities.

Goal setting theory can further be used to motivate the employees in present case. The managers of the hotel are required to identify those employees that have a high level of expectancy for a valuable reward (The Fuel of High Performance - Motivation theories and action, 2015). The manager must make the employees feel that the reward to be achieved by them is directly linked with their overall performance. The management of hotel is further required to demonstrate the employees that meting or even exceeding the set level of performance can make them gain the rewards. In this way, the hotel management can make sure that expected performance is being achieved by the employees. Rewarding them for the same is likely to make them feel motivated.

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2.1 Evaluate own current skills and competencies against professional standards PROFESSIONAL STANDARDS

(FOOD OWN

CURRENT

SKILLS

AND

AND BEVERAGE MANAGER)

COMPETENCIES

Presence of effective time management

I am able to manage my work effectively as per the standards set by the management. On selfreflection, I have found that my skills of time management are in par with the assistant Food and Beverage Manager

Provision of training and growth opportunities I am unable to provide effective training and to employees

development session to employees on account of increased work flow. On self-reflection, it seems clear that the assistant Food and Beverage Manager has been able to undertake weekly sessions for the employees. I have not been able to meet the set standard.

Providing proper guidance to employees

I lag in the area of providing proper guidance to the employees on account of increased job responsibilities. Food and Beverage Manager on the other hand has conducted daily meetings with the employees so as to guide them in the lacking areas.

Good oral and written communication skills

I possess good write communication skills but I lack in the area of expression. I am required to work on this aspect so as to be in par with the communication skills of assistant Food and Beverage Manager.

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TASK 2 2.1 Develop solutions to work based problems As per the present issues of hotel, I have found an area of concern for the hotel employees. It is the lack of any grievance handling system for the employees. It has been noticed that there is an absence of any means by which issues faced by employees are worked upon. This leads to increased demotivation as well as frustration in employees (Riebe and et al., 2010). It further affects their overall performance followed by overall productivity of company. Solution for the given work based problem can be making of a grievance handling cell where all the issues faced by employees are looked upon. If an effective grievance redressed system is kept in place then the management of hotel can ensure for an amiable work environment (Employee Grievance - Effective Ways of Handling Grievance, 2015). This will occur as the grievance will be redress to making the employees and the managers of hotel mutually satisfied. It will further aid the employees to express their feelings, discontent and dissatisfaction in an open and formal manner.

The issues that deserve special attention can be taken to senior management. The employees can further be informed as soon as there problem has been resolved. Other than this, individual sessions can also be taken by the management in order to assess the issues faced by employees. These can be related to work culture, salary, job profile among others (Dealing with Employee Grievances. 2015). Other than that, if the grievances are personal in nature then they can be dealt by carrying out one on one talk with employee and supervisors. A fully fledged discussion and TOLL-FREE NO: +44 2038681671 WHATSAPP NO: +44 7999903324

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communication efforts can lead to clearing of many misunderstandings (Savolainen, 2000). If there is an involvement of more issues, they can be dealt by reaching at a compromising solution that is beneficial for both the parties.

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2.2 Communicate in a variety of styles and appropriate manner at various levels There is a need that the solutions that have been suggested are presented to the concerned persons. In present scenario, it is the top level management who can work on setting up a grievance handling cells and appointing concerned persons for the same. In this respect, the methods of communication have been suggested that have been described below: 

Written communications - In this regard, the work based problem as well as solution can be dispatched to concerned authorities. It can be done by mail. The online communications through mails can be edited easily followed by sharing them with the concerned persons together (Griffin and Annulis, 2013). Paper based technique can also be used so as to aid towards providing clear and file able solutions. It can further led to clear statement of discussions in the present scenario.



Oral communications - The management can be informed about the work based issue as well as solution through a phone call. The concerned authorities can be explained about the issues (Patrick, 2015). The given technique can work in the area of grievance handling whereby employees will get a chance to express themselves. It will further led to provision of solutions to employees in a best possible manner.



Face-to-face communications- This can be the best method of communication by which authorities can be informed about the underlying work based problem in the hotel followed by the solutions for same. This is most likely to save time followed by causing a reduction in unwanted misunderstandings (McNamara, 2015). It can further led to carrying out of detailed discussions so as to resolve the underlying issues. Face to face communication is a big necessity so as to handle the grievances. This is as both the concerned sides will get a chance to express them. Solution to the issues can be resolved by the end of the meeting.

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2.3 Identify your time management strategies Being an operational manager, I am required to manage by time in the best possible manner. I thus ensure to make use of varied strategies that are as follows: 

Prioritizing workload- I make sure to assign tasks as per the work load. In this regard, in case of workloads, priority is given to those tasks that are of importance and may take less time for completion (Hafeez and Aburawi, 2013).



Setting work objectives- I also ensure to set my work based objectives on a daily basis. For this, I have prepared a work planner in which I write the tasks that are to be completed. I also set deadlines for the same.



Making and keeping appointments- As an operational manager, I have to deal with many employees and other members of management on a daily basis. Hence, I ensure to provide appointments and fix a specified time for every meeting. This helps me to save the extra hours (Lopper, 2007).



Working steadily rather than erratically- I ensure to work on a steady pace throughout the day rather than working too much during a particular time period. This steady pace not only leads to avoidance of errors but also helps me to keep myself relaxed.



Time for learning- I also take out time for learning new skills. This learning especially in the area of technology helps me to bring a reduction in work load thereby giving me a chance to save time for extra work (Whelan, 2012).



Task scheduling: In order to complete my work in stipulated time and make free time for myself I am required to prepare a proper schedule for the same. I will try to stick with the formulated schedule as much as possible. However, I will also ensure to bring in minor adjustments in care of emergencies (Chapman and Ruptured, 2015).



Avoid Distractions - I will also try my best to avoid distractions that do not allow me to focus on big projects. These can be in form of mobile phones, checking social media sites, reading the latest news online. Even if required then I will set some time for such activities (Mikoluk, 2013).

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TASK 3 3.1 Explain the roles people play in a team and how they can work together to achieve shared goals Belbin has defined different roles that are played by the members while working in a team. Shaper role in the customer service desk can be played by those members who are dynamic and enjoy challenges. These can play the role of dealing with difficult guests that come to the hotel. Following are the stated roles of different members of the team who work altogether in an order to achieve the objectives as follows:



Implementer: The role played by those team members who can get things done within a team. Hence, these members can be appointed as group leaders during heavy guest inflow (Human Resource Management, 2012).



Completer role: The role can be played by the one who have an eye for details. Hence, they can deal with those guests like old aged and handicapped one that requires extra attention (Salas and et.al., 2009).



Coordinator role: It entails for possessing good listening skills. Hence, these employees can be employed for attending the phone calls of the guests (Boella and Turner, 2012). Team worker role can be played by those individuals who have an act of keeping the team united and are supportive to other team members. Here employees can play a major part in ensuring that the new employees are well accustomed with the work.

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

Resource investigator role requires the skill of negotiating and networking (Reilly and Williams, 2012). Hence, these members can maintain coordination with other departments.



Evaluator: Role player are serious minded and cautious. They can play the role of dealing with online site of hotel followed by solving the queries of consumes through mails (Linio and Catherine, 2014).



Specialist Role: It requires workers that have an expert knowledge in the particular area. Hence, they can be given the tasks as per the overall expertise (Sims, 2002).



Plants role can be played by those employees who are innovative members of the team. They can thus aid in bringing out innovation in the overall team working.

In order to ensure team work, the team members will be given the roles as per there characteristics. They will be made to work together in small groups. Group objective for example, handling 10 consumer queries in one hour will be given so that they work with each other and complete the specific objective. 3.2 Analyze team dynamics Team dynamics refers to the method adopted to make the group of people to do work. It is inclusive of developing effective interaction, ability to make decision, addressing management and leadership style, accessing roles and responsibilities to the members, defining goals to be achieved and action plans to be implemented. Moreover, it is also significant to consider the problems and issues that came through the way of doing work. Therefore, team work connects the very critical element of resolving conflicts, managing work, meeting specification of objectives, following rules and norms etc. There are various models of team dynamics models. Given below is a Tuckman's model of team dynamics stated as below:

Figure 1 Stages of team dynamics TOLL-FREE NO: +44 2038681671 WHATSAPP NO: +44 7999903324

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(Source: Group dynamics group processes, 2015) Team dynamics is all about the forces that influence the behavior of the members in a team. In this regard, focus has been given on varied stages of team development that can be used by the hotel so as to ensure proper team work. 

Forming – This is the stage when the team members get together to accomplish the work of preparing food in F and B department. They get a chance to introduce each other. Here, a team loader can be appointed in form of experienced chef who can ensure to create a clear and strong leadership (Hafeez and Aburawi, 2013).



Storming – This stage involves of voicing of individual; differences by members followed by joining of the ones that are in match with beliefs. The role of head chef is to voice the views and create consensus among all the members (Shuffler, DiazGranados and Salas, 2011).



Norming – Here, the team members start sharing a common commitment to purpose of group which is to prepare food. The head chef that starts deciding over which employees will make a particular dish and what is the role of other team members (Reilly and Williams, 2012)..



Performing – Here, all the employees work dedicatedly towards preparing the required dishes and helping each other in case of difficulties (Lopper, 2007). Here, the head chef has to play more indirect role as the employees take over stronger participating.



Closing and celebration – At this stage, it is clear that the team work of food preparing has been achieved.

As per the above mentioned steps, there is a presence of varied factors that may led to encourage or discourage the team cohesion. For example, if there is a presence of supportive supervisors then there can be an increase in team cohesion. However, if team members develop an increased feeling of competition with each other then it is likely ot pout a negative impact on overall cohesion of team. 3.3 Suggest alternative ways to complete tasks and achieve team goals There can be use of varied ways by which the employees working in departments of the hotel can complete the tasks so as to achieve goals of team. But in the ever changing times, it TOLL-FREE NO: +44 2038681671 WHATSAPP NO: +44 7999903324

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must be remembered that one approach does not work for all employees no matter how customized the approach is made. 

Coaching – The employees can be coached and mentored as to how team working is to be carried out. They can be given individual a well group training sessions so as to teach them the techniques of team working (Linio and Catherine, 2014). For example, coaching can be given to the team members working in food and beverage department. They can be guided towards handling cutlery items and how to present themselves in front of the guests.



Setting direction – The food and beverage department of the hotel requires team work. Hence, the need for them is to set directions that are to be followed by them. In this regard, a lead can be appointed who can supervise the activities being carried out by the team members while preparing the food. A proper process for food preparation should be set for all the team members. They can be directed towards maintain hygiene while preparing food.



Effective communication – This can be regarded as a major step towards achievement of team goals. This will require ensuring towards development of processes so as to facilitate flow of information within the team. The members are further required to actively listen to one another. Conflicts are also required to be dealt openly and constructively (Senécal, Loughead and Bloom, 2008).



Encouraging innovation – task completion and achievement of team goals can occur when team members are encouraged to adhere with innovative pieces. This will not only lead to designing of innovative solutions but also aid in creation of ways so as to improve processes. It will further led to brainstorming sessions. Where employees will get a chance to suggest new ways of doing things (Achieving Team Goals, 2015). For example, brainstorming sessions. Can be developed for employees working in finance department. Complex financial analysis problem can be given to them. This will make then take innovative steps to sort the problem. The suggestions given by them can be used to handle the financial issues faced by company on a day to day basis.

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Task 4 4.1 Evaluate two tools and methods for developing solutions to problems The evaluation of two tools and methods for developing a solution to problem is made. Any problem under hand is required to adhere with following steps so as to get solutions for the issues. The tools used are namely, problem solving technique and process mapping tool. 1: Problem solving technique: According to this method, following steps are made and any problem in the organisation is solved by using the following stated points as follows: Defining the issue

analyzing the areas in the problem

assessing of various alternative

Suggesting suitable solution

ď&#x201A;ˇ

Firstly, the need is to define the issue in the best possible manner. The technique in this regard can be written so as to get the crux of overall issue.

ď&#x201A;ˇ

Secondly, analysing the areas in the problem that require immediate attention. This will aid in identifying the possible outcomes for the problem under study (Reilly and

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Williams, 2012). The given set should further be followed by identifying and assessing of various alternative outcomes. 

Thirdly, the varied alternatives will help in making choice as to which technique is the best one. Then the suitable solution for the problem can be identified (Lopper, 2007). For example, if the issue is related to lack of employee motivation then the need is to analyse what has led to a decreased motivation in sales team. This will aid to assess the exact problem that needs to be given attention.



Lastly, there comes revising the possible steps to be chosen for identifying and assessing of various alternative outcomes. These can be by providing monetary benefits for extra sales that have been done. It can also include for giving free lunches to the best performing sales employee. The varied alternatives will help in making choice as to which technique is the best one.

Advantages 

The organisation faces ample of issues which ranges from simple to complicated. With the help of this tool, an ability to make effective use of problems in the future is beneficial.



It act as a assistance and aid tool for getting work in an organisation.



It helps to bind together full experience of real world and past learning experiences.



It enhances coordination and participation.

Disadvantages 

It is limited as it fails to make appropriate use of the algorithms.

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

It includes blocks after every intervals that makes difficult for the people in developing solutions (Linio and Catherine, 2014).



The process is time consuming and may delay in obtaining the final results.

2: Process mapping tool: By collecting data on the area where the problem is detected in an organisation, “dynamic” model is constructed.

Illustration 1: Process Mapping tool for solving problem In this process, picture of the activities takes place. This is helpful communication tool that help in improving teams and identify opportunities for improvement. ICOR (inputs, outputs, controls and resources) is an internationally accepted process analysis methodology for process mapping. It is for processes so that they could be broken down into simplex and administrable units. The maps are inclusive of the inputs, outputs, controls and resources for both the high level process and the sub-processes in an order to solve the problems. Advantages

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

It helps to recognizes the ineffective and inefficient work or operations in the organisation.



It provides easy and appropriate achievement of work.

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It is advantageous as it benefits the organisation in creating visual process depiction.



It offers excellent training to the employees and clients (Jones, 2015).



It is beneficial as it carries the ability to identify the implementing best of practices.

Disadvantages 

There is need to collect data which should be accurate as statistically weak collection leads to affect the processing.



While using data for small groups, process maps may not represent whole process.



While sending the data for the verification, time consumed is very much. Therefore, accurate process mapping may got affected.



It becomes more challenging for the management to motivate and encourage employees for obtaining accurate data.

4.2 Develop an appropriate strategy for resolving a particular problem In order to meet the solutions to any set of problems there is need to define the problem which is under study. In the hotel, the present issue is lack of communication within departments. Hence, the nature of problem is related to communication. The next step is to assess the problem so as to analyze the techniques that can be used to solve the issues (Linio and Catherine, 2014). On further analysing, it is found that the lack of communication was on account of increased work lost that was present on the employees. This led to less discussions and meet up sessions. The lack of communication further led to issues if terms of less coordination and increased grievances in between inter departmental employees. Hence, the problem was assessed further so as to suggest various alternative outcomes (Hafeez and Aburawi, 2013). The outcomes revealed were as follows. It has been decided that a monthly outing will be kept for all the employees of the hotel. There will further some of the team activities so as to increase team spirit as well as enhance the coordination in the hotel employees who are working in varied departments (Reilly and Williams, 2012). It will further help the management to assess the hidden skills that are present in the employees. Other than that, monthly meeting can be conducted with the head of the varied departments. This will assist in TOLL-FREE NO: +44 2038681671 WHATSAPP NO: +44 7999903324

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finding out the issues that are faced in terms of coordination. A mutual solution can be arrived that can assist in maintenance of effective team efforts (Lopper, 2007). In this regard, a time scale can be set for solving out the communication issue. The time line in present case can be six months. The resources for the same can further be identified.

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4.3 Evaluate the potential impact on the business of implementing the strategy Evaluation of the potential impact on the business of implementing the strategy is required to be assessed. As discussed above the employees of the organisation were decided to be taken for monthly outing. Wit the help of activities that are planned, the employees will be prepared for working in team. It helps in gaining coordination and participation in them. With the help of engaging them in using of problem solving techniques, they would be developed to use tricks for solving simple issues (Haynes,Â 2012). Time management skills are the most significant aspect. With the help of targets, the potential impact can be seen in time management of every individual employee of the organisation. However, it may depends on one person to another on undertaking things and learning. There is possibility that may affect the work of every individual because of other factors which are essentially and equally required. They are perception, attitude, behaviour etc. It is further required to be evaluated as to what has been the possible impact on the business when the problem solving strategy was implemented. The evaluation is to be carried out if the inter departmental communication issue that was going on within the hotel was solved or not. It can be checked by measuring the overall satisfaction level of the consumers (Linio and Catherine, 2014). It acts as an indirect indicator but is helpful one. Other than this, it is further required to be checked by carrying out disguising with the departmental heads as well as the team leads (Hafeez and Aburawi, 2013). If the head of department have seen a reduction in the grievances and increase in coordination of affairs then it clear that communication is on for front. It is because if the issues that are encountered are solved and employees started working on their own, then they are required to be appreciated. It is a strategy which motivates and encourages the employees to move towards better performance of work. This may also help in increasing the possibility of exploring themselves in front of senior staff (Shuffler, DiazGranados and Salas, 2011). It, therefore, helps in developing their communication skills and abilities. Strategy implementation may further led to development of a better understanding and assessment about what is expected from the employees. It may further led to improvement of the overall performance of staff members when they are within or entering the workplace. There is also a chance that employees may be motivated further so as to give in best performance. It will also lead to generation of staff TOLL-FREE NO: +44 2038681671 WHATSAPP NO: +44 7999903324

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loyalty as they will have a feeling that there issues are being heard and worked upon by the management. Following are the positive impacts of implementing the strategy in an organization and are stated as follows: 

Retaining top talent and enhance employee satisfaction is considered to be positive impact of implementing change. When the organization undertake any change, the objective lies in making it acceptable with the employees as they are the one who bring action plans to achieve them.



Generates competitive advantage is the another benefit. It is the aim of strategy as by defining effective objectives by suing appropriate strategies, employee will be developed to work with competitive spirit. This would be helpful to them to make use of best of commutation style for gaining greater customer base (Linio and Catherine, 2014).



Motivating staff to perform better is the advantage where the employees are prepared to perform better in an order to achieve the objectives of strategy.



Increases participation of employees is another merit which is achieved when the employees work together to achieve the success outcome for strategy formulation.



Development of skills and ability of the staff is the resultant which comes from the strategy planning and implementation. Following are the negative impacts of implementing the strategy in an organization and

are stated as follows: 

Passive behaviour of employees is the factor which is observed when the impact of strategy may not be acceptable by the employees. This may affect the mode of interaction among the employees at work.



Timely process is the de-merit which affect the organisation in a way when the procedure to address the outcomes becomes lengthy and difficult (Layer, 2004).



De-motivates personnel is the another impact when the strategy is formulated. It thereby, leads to lack of communication with each other.



Ineffective work performance is also the impact which came when the work is affected. It hinders the communication when the employees become selfish and greedy (Hafeez and Aburawi, 2013).

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ď&#x201A;ˇ

Development of negative relationships among the business employees when while working with the achievement of strategy. This is generally observed as people who are more effective in communication, develops a kind of superior feeling in themselves. In an order to show them up, they do not support other employees and therefore develops negative relationships.

CONCLUSION Employability skills are that area within an organization that focuses on management of people; provision of direction etc. for better running and growth of the organization. From the above study, it can be concluded that in order to manage the issues faced by hotel, there is need to set up some performance objectives on the basis of which improvements can be made. This should be followed by understanding the work based problems being faced by the team members who were involved in the area of lack of grievance handling. The solutions should further be sent to management by making use of varied communication methods. These are related to oral, written as well as online communication. Operations manager further worked on the area of team dynamics followed by understanding the issues faced and providing solutions for the same. The solutions were further evaluated so as to check as whether the technique used for problem solving was successful or not.

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REFERENCES Books Belbin, M., 2012. Team Roles at Work. Routledge. Boella, M. and Turner, S. G., 2012. Human Resource Management in the Hospitality Industry. Routledge. Gravells, A., 2010. Delivering Employability Skills in the Lifelong Learning Sector. SAGE. Haynes, N., 2012. Group Dynamics: Basics and Pragmatics for Practitioners. University Press of America. Knight, P. and Yorke, M., 2003. Assessment, learning and employability. McGraw-Hill International. Layer, G., 2004. Widening participation and employability. LTSN Generic Centre. Lopper, J., 2007. Personal Development: 40 Best Articles. Lulu.com. Reilly, P. and Williams, T., 2012. Global Hr: Challenges Facing the Function. Gower Publishing, Ltd. Sims, R. R., 2002. Organizational Success through Effective Human Resources Management. Quorum books. Trought, F., 2011. Brilliant Employability Skills: How to Stand Out from the Crowd in the Graduate Job Market. Pearson. Wood, T. J., 2008. Communication in Our Lives. 5th. ed. Cengage Learning. Zepeda, J. S., 2011. Professional Development: What Works. 2nd ed. Eye On Education. Journals Dhiman, M., 2012. Employers' perceptions about tourism management employability skills.Anatolia. 23(3). pp. 359-372. Griffin, M. and Annulis, H., 2013. Employability skills in practice: the case of manufacturing education in Mississippi.International Journal Of Training And Development. 17(3). pp. 221-232. Hafeez, K. and Aburawi, I., 2013. Planning human resource requirements to meet target customer service levels. International Journal of Quality and Service Sciences. 5(2). pp. 230-252. linio, M. P. and Catherine, B. M., 2014. Trust tokens in team development. Team Performance Management. 20(1/2). pp.39 - 64. Riebe, L. and et al., 2010. Teamwork: effectively teaching an employability skill. Education + Training. 52 (6/7). pp.528 - 539. Savolainen, T., 2000. Towards a new workplace culture: development strategies for employeremployee relations. Journal of Workplace Learning. 12(8). pp.318 - 326.

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Salas, E., and et.al., 2009. Does Team Training Improve Team Performance? A Meta-Analysis. Human Factors: The Journal of the Human Factors and Ergonomics Society. 50(6). Pp. 903-933. Shuffler, M. L., DiazGranados, D., and Salas, E., 2011. Thereâ&#x20AC;&#x2122;s a Science for That: Team Development Interventions in Organizations. Current Directions in Psychological Science,. 20(6). Pp. 365-372. SenĂŠcal, J., Loughead, T. M., and Bloom, G. A., 2008. A season-long team-building intervention: Examining the effect of team goal setting on cohesion. Journal of Sport & Exercise Psychology. 30(2). Pp. 186. Websites Chapman, S.W., and Rupured, M., 2015. 10 strategies for better Time Management. [Online]. Available through: <http://www.fcs.uga.edu/docs/time_management.pdf>. [Accessed on 8th July 2015]. Dealing with Employee Grievances. 2015. [Online]. Available through: th <http://www.bizmove.com/personnel/m4i5.htm>. [Accessed on 14 June 2015]. Human Resource Management. 2012. [Online]. Available through: <http://www.accelteam.com/human_resources/hrm_08.html>. [Accessed on 14th June 2015]. McLeod, S., 2007. Hierarchy of Needs. [Online]. Available through: http://www.simplypsychology.org/maslow.html>. [Accessed on 8th July 2015].

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Tools & Techniques for Process Improvement. 2015. [Online].

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<http://www.businessballs.com/dtiresources/TQM_process_improvement_tools.pdf>. [Accessed on 19th August 2015]. Whelan, P., 2012. Flexible working best way to help employees. The Times. [Online]. Available through: <http://www.thetimes.co.uk/tto/law/article3598882.ece>. [Accessed on 14th June 2015]. Jones,

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Appendix 1 â&#x20AC;&#x201C; SWOT analysis

strengths

Weaknesses

I am able to motivate the employees by using I lack in the area of verbal communication varied strategies.

skills.

I am committed towards my job as well as the I lag behind in the area of planning when there responsibilities that have been given to me.

is heavy work load.

I ensure to make use of best technology so as to I lack in the area of management when too gain maximum consumer satisfaction.

much work is given to me.

I set strict standards for the employees so as to I have to work a little more on my analytical gain maximum productive from them.

skills.

I possess strong written communication skills and exceptional time management Opportunities

Threats

I can work on the area of motivating the employees

Due to the staff shortages, the employees are being overloaded with work

I am required to take individual sessions with the underperforming employees

The hotel management is considering staff layoff so as to bring a decrease in cost.

I can further work on improving the overall satisfaction level of consumers. TOLL-FREE NO: +44 2038681671 WHATSAPP NO: +44 7999903324

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