Linking Transformational Leader Employee -Myassignmenthelp.Com

Question: Discus About The Linking Transformational Leader Employee? Answer: Introduction Rose of Australia received the awards of Best Traditional Bar and Chef of the year in Sydney last year. The deemed organisation is a hospitality industry and now, they are seeking a Manager to enhance their team and venue. The manager will be responsible for the drifting services while delivering quality and, the eligibility for the same also demands leadership and team management. Both the above mentioned eligibility criteria fits me. The reason for the selection of the deemed job opportunity is its compatibility with my desired employment path. I have been preparing myself for the same since my school days through different training sessions. My past experiences in the hospitality management field will also be put to valuable use in the deemed job role. The discussed job will also enhance my skills of team management which will help me in maintaining my staffs at the self-owned caf. Further, my proactive personality and enthusiasm in event participation will also get opportunity to flourish itself in the deemed organisation. Meeting the customers of the organisation will also assist my cross-lingual and cultural background will also get a chance at enhancing itself while my work. Recruitment in Hospitality Industry; Trends and Technology: Information Technology (IT) is being adopted in different every industrial sector to enhance the sustainability of the organisation. Hospitality industry has also adopted the same to meet up with the competitive market. Recruitment of the employee has also been influenced by the trends. The top trends that are influencing the recruitment process in the hospitality industry are social media advertisements, shift of power from employer to the employee, internet friendliness, employee management, applicant tracking system and others. The number of social media users in 2017 was above 2.46 billion and it is still growing (Valenzuela, Pia and Ramrez 2017). Hence, the industries have made social media the platform to promote their services and recruit the suitable employees for themselves. The power shift from the employers also suggests that their believe of employee satisfaction is not limited to the salary hike anymore. Now, the environment of the workplace and other key factors are also considered by them. So, during the recruitment process they also test the attitude of the candidate to judge his/her compatibility with the workforce and the customers (Ross and Slovensky 2012). The recruitment process also considers the attitude of the candidate towards the internet. The deemed attitude is measured to ensure that the candidate can assess the customers with the online processes of the organisation and hence keep them satisfied with the service of the organisation. Applicant tracking system (ATS) is also of great assistance in the recruitment process for the organisations as it scans all the resumes and categorizes them based on the job requirement compatibility (Stone and Dulebohn 2013). The latest trends in the recruitment process will have impact on my application. The deemed organisation uses ATS which will categorise my application in one of the high compatible category. The reason for stating the same is the fact that the deemed hotel is looking for a candidate with an experience of 6 to 12 months in the field of the hospitality industry and my resume is suggesting my 5+ years of experience in the same. Additionally, the firm takes online booking order and hence they will test the manager for their internet friendliness which will be offered by me. The job description also suggests the need of leading a team and my experience with the self-owned caf will assess me to pass the deemed test. However, apart from the above mentioned advantages the advantages the trends can also arise some issues for me. It can be related to the technological security questions which I am not very comfortable with. There is also the possibility that the ATS will keep me in the less co mpatible candidates list if other candidates possess a high experience ratio in the same. The software equipped by them to test the skills and behaviour of the candidates if not appropriate can show contradicting results. Hence, it can be stated that if technology not equipped appropriately may lead to recruiting of unsuitable candidates. The impact of technology on the recruitment process can be vast, effort saving and money saving as well (Dhamija 2012). The above mentioned impact is evident from the social media advertising, remote interviews and other methods. Social media advertisement provides the firm to get applications from a large number of candidates with a very little effort and investment. Remote interviews like telephonic interviews or video interviews also enables the organisations to select the most suitable candidates for the vacancy even if they are not from around the place. Hospitality industry also enjoys the perks of associating the recruitment process with the technology. They can recruit their staffs from remote locations (Kumar and Priyanka 2014). The hospitality industry is all about keeping the customer satisfied and to do so the organisation need to recruit candidates with sound attitude. The above mentioned requirement can be judged in the candidate with assistance from the skill and attit ude testing skills. Similarly, various other use of the technology can be done in the recruitment process. Cover Letter I do hereby express my interest for the position of the manager in your venerated organisation. I became aware of the opportunity through an online job portal website. Currently, I am pursuing my final semester of Masters degree in Hospitality management. My previous experience in the hospitality industry along with my certification programs of the same fulfil the requirement put forth by your organisation. I have attached my resume with the letter and it shows my experience of 5 years in the hospitality industry along with my interest for the same. My experience with the team management and my managerial skills is evident from the award most organized eatery of 2017 to the caf that I own. The caf is in operation from past 3 years and apart from my partner it employs two other people. My interest with the organisation is because of its rich culture and the enormous number of customers. I believe in my suitability for the job and am hoping for a reply from you. 2015- 18 University of New South Wales 2007- 15 Fort Street High School 2000- 07 St. Edwards Catholic School Qualifications 2018: Pursuing Masters in Hospitality management 2015: Graduated in hospitality management 2012: A level food and beverage Employment history Time Period Organizations Position 2010- 11 Worked in the Park Hyatt Sydney As waiter 2011- 13 Worked at the Brisbane Marriott Hotel As an associate of the manager 2013- 15 Worked at the Shangri- La Hotel, Sydney As client executive 2015- 18 Working in the Grab a seat eatery As co- owner Positions of responsibility Time period Position Organization Achievement 2014- 15 Student representative Fort Street High School Led a team of 30 for science Olympiad 2015- 16 Treasurer University management club Successfully organized two competitions and one event Skills and Competences My academic as well as my work life has been defined by the factor Organise. The role of natural organiser suits me as I possess the quality of foreseeing things from the initiation stage to its completion. It also includes determination of opportunities and leading the outcomes to a creative and successful conclusion. However, dedication and self-motivated nature are the factors that I consider to be my greatest perk. In the process of managing my educational life with my professional and personal life, I did face a lot of tough challenges but my self-motivated nature pushed me towards the goals and my dedication towards my goal enabled me to perform multiple tasks. Balancing my personal, professional and educational life has enabled me to achieve skills like multi-tasking and pressure handling. Apart from the above mentioned skills my experience from the work has also enabled me to develop my own method of dealing with the people. The developed method of dealing with people is amic able in nature and signifies my subtle and strong nature. My past experiences from the work and my participation in different programs has developed managerial and leadership skills in me while developing my character. Interests and achievements My skills and competency are the result of my proactive nature and my interest in being part of the service industry. I also enjoy being in company with other people, which is the key factor for me being in the hospitality industry. My cross-cultural and cross-lingual background has also made me curious and attracts me towards meeting with people from different cultures and backgrounds. One of the milestones that I have achieved was the award of most organized eatery of 2017 to my self-owned Grab a seat eatery. Other features to my achievement Hat are the events that I organised and leaded successfully. The above mentioned achievement was a result of my interest in leading and managing the mass or crowd as a leader. Currently, I am focused towards working with an Australian hospitality giant that is home to a large number of customers on a regular basis. The reason for my present goal is to use and enhance my skill and knowledge nurtured and gained from the past experiences and my ed ucational endeavours. Other information I own a full time professional drivers license for four wheeler vehicles. My proficiency with the basic technology is also a perk that I can offer to the employers. I also possess attentiveness and ability to cope up with short notice or urgent deadlines. My team managing ability and positive attitude as a team player is also a factor to be taken into consideration. Pressure management in dire situations is another one of my capability. I will also bring bi-linguistic management in the work environment that will also be helpful in managing people from different backgrounds. Finally, I would like to be enhance my ability and expertise in human service industry by serving the people and taking appropriate care of them. To achieve the deemed desire, I am ready to take the associated risk and steps for fulfilment. Job Description: The manager will hold responsibility for driving the services with excellence. The ability to financially reconcile the day along with leadership and drive guest experience. The job will require the manager to manage both the floors of the organisation, oversee multiple functions in a particular instance and at time pour the perfect beer to elite customers as well. Maintain a team of 20 employees during busy nights and ensuring smooth operations by directing them. Training and development of the staff related to the goods and services and protocols of the firm will also be the responsibility of the manager. Strengthens: Crowd management, leadership and pressure management are the three most essential skills required for the job description and these are my area of expertise. Crowd management will be of assistance in the busy nights of the hotel and events. An appropriate leadership is mandatory for the smooth operation of any organisation. Pressure management is one of the essential requirements in hospitality industry and customer satisfaction. The expertise and experience in the hospitality industry will be of assistance for me to tackle the deemed situations. Responses to the interview questions: In the deemed section the STAR framework is equipped to answer the questions. S, T, A, R refers to Situation, Task, Activity and Results respectively. S1: There was a situation during the college when an event was organised and the crowd went out of control. T1: As the organiser it felt on my responsibility to manage the crowd and I took over the microphone. A1: I took the microphone and announced that whoever has the issue can come on the stage and put forth their issues. R1: After a lot of effort one of the students came on stage and put forth his issue but the issue was baseless and after that no one came on stage resulting the end of the conflict. The event was then taken to a successful conclusion. S2: If one of my employee misbehave with the customer. T2: My responsibility will be of assessing the scenario and getting to the depth of the situation. A2: I will understand the situation and if the employee is at fault then I will apologize to the customer and offer him/her free food for the night and latter necessary actions will be taken with the employee. If the customer is at guilty then I will gracefully ask her/him to leave the place. R2: Depending situation the decision will result in a satisfied customer or the employee will feel safe and comfortable on working with the organisation. S3: A customer complaint about not getting the food delivered in time that they ordered online. T3: It was my responsibility to answer the query of the customer. A3: I apologised and assessed the details to determine that the contact details offered by them was incorrect. Though to maintain the customer satisfaction I offered him a continuation discount on the next order. R3: The customer became a regular customer of the caf. Interview questions as an Interviewer: What can you offer to the organisation that other candidates cannot? Why hospitality industry? Where do you see yourself in 5 years? Reflection on the mock Interview: The mock interview offered me an insight of the strength that dwells inside me. It assisted me to determine my strength of crowd management, leadership and managing pressured situations. It was a nice experience however, their where sectors where I could have chosen my words appropriately. During the interview the answers were to the point but were short and concussed which might have been difficult for the interviewers to understand the scenario. The selection of the words which were also not appropriate like in the third question instead of the continuation discount I could have used goodwill discount. The answers offered by me were short and concrete however, a little more elaboration to the same would have been of more assistance. The selection of the words was accurate though more matured term that would be more in the favour of the organisation would have been better. In future interviews I will attempt at keeping the answers short but clear and concise and will also attempt to select the words more appropriately. For the same, I will research on the potential questions that can be asked and the most fitted answer for the same and hence be prepared for anything to come. Lessons Learnt: The trimester has been a building block for me to achieve my deemed objective. It has assisted me to learn about my strength and weakness that can lead to failure in an interview. Short answering of the question is also a demerit assed by me during the course. However, the confidence during the interview is a pro that I have evaluated in self. During the course my approach towards the facing the interview has changed as I have evaluated the cons that can lead to failure in my interviews. Also the strength that I possess accordingly was also evaluated. The deemed weakness was could keep the interviewers confused and hence I need to work on the same and keep the answers concussed while making it clear. To select the most appropriate words I need to go through the research material available and conduct a research on the organisation before approaching for interview. To achieve the deemed goals, I will continue to take the mock interview test and enhancing my vocabulary and will also work towards sustaining my confidence level. The resources of the course have been in assistance for the deemed purpose and I have also started to research on the organisations that I will approach for the interview. References Brinkmann, S., 2014. Interview. InEncyclopedia of critical psychology(pp. 1008-1010). Springer New York. Chen, T.L. and Shen, C.C., 2012. Today's intern, tomorrow's practitioner?The influence of internship programmes on students' career development in the Hospitality Industry.Journal of Hospitality, Leisure, Sport Tourism Education,11(1), pp.29-40. Dhamija, P., 2012. E-recruitment: a roadmap towards e-human resource management.Researchers World,3(3), p.33. DiPietro, R.B., Crews, T.B., Gustafson, C. and Strick, S., 2012. The use of social networking sites in the restaurant industry: Best practices.Journal of Foodservice Business Research,15(3), pp.265-284. Kim, M., Vogt, C.A. and Knutson, B.J., 2015. Relationships among customer satisfaction, delight, and loyalty in the hospitality industry.Journal of Hospitality Tourism Research,39(2), pp.170-197. Krishnaiyer, S.S., Mushahar, R.H.R. and Ahmad, N., 2012. Using blogs as a tool to facilitate students reflection.GEMA Online Journal of Language Studies,12(3). Kumar, M.A. and Priyanka, S., 2014. A study on adoption of E-recruitment using Technology Acceptance Model (TAM) with reference to graduating students in universities in Bahrain.International Journal of Advance Research in Computer Science and Management Studies,2(9), pp.377-383. Long, C.S. and Perumal, P., 2014. EXAMINING THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEES'TURNOVER INTENTION.International Journal of Business and society,15(1), p.111. McAllister, M., Oprescu, F., Downer, T., Lyons, M., Pelly, F. and Barr, N., 2013. Evaluating STARa transformative learning framework: interdisciplinary action research in health training.Educational Action Research,21(1), pp.90-106. Torres, E. and Kline, S., 2013. From customer satisfaction to customer delight: Creating a new standard of service for the hotel industry.International Journal of Contemporary Hospitality Management,25(5), pp.642-659. Narteh, B., Agbemabiese, G.C., Kodua, P. and Braimah, M., 2013. Relationship marketing and customer loyalty: Evidence from the Ghanaian luxury hotel industry.Journal of Hospitality Marketing Management,22(4), pp.407-436. Prudhomme, B. and Raymond, L., 2013. Sustainable development practices in the hospitality industry: An empirical study of their impact on customer satisfaction and intentions.International Journal of Hospitality Management,34, pp.116-126. Ro, H. and Wong, J., 2012. Customer opportunistic complaints management: A critical incident approach.International Journal of Hospitality Management,31(2), pp.419-427. Ross, W. and Slovensky, R., 2012. Using the Internet to attract and evaluate job candidates. InEncyclopedia of cyber behavior(pp. 537-549). IGI Global. Rothfelder, K., Ottenbacher, M.C. and Harrington, R.J., 2012. The impact of transformational, transactional and non-leadership styles on employee job satisfaction in the German hospitality industry.Tourism and Hospitality Research,12(4), pp.201-214. Stone, D.L. and Dulebohn, J.H., 2013. Emerging issues in theory and research on electronic human resource management (eHRM). Suh, E., West, J.J. and Shin, J., 2012. Important competency requirements for managers in the hospitality industry.Journal of hospitality, leisure, sport tourism education,11(2), pp.101-112. Valenzuela, S., Pia, M. and Ramrez, J., 2017. Behavioral Effects of Framing on Social Media Users: How Conflict, Economic, Human Interest, and Morality Frames Drive News Sharing.Journal of Communication,67(5), pp.803-826. Wang, C.J., Tsai, H.T. and Tsai, M.T., 2014. Linking transformational leadership and employee creativity in the hospitality industry: The influences of creative role identity, creative self-efficacy, and job complexity.Tourism Management,40, pp.79-89. Zervas, G., Proserpio, D. and Byers, J.W., 2017. The rise of the sharing economy: Estimating the impact of Airbnb on the hotel industry.Journal of Marketing Research,54(5), pp.687-705. Zhang, J.J., Joglekar, N. and Verma, R., 2012. Pushing the frontier of sustainable service operations management: Evidence from US hospitality industry.Journal of Service Management,23(3), pp.377-399.