Taj Group of Hotels - Organisation Profile - Case Study Example

Table of Contents Introduction 2 About the Organization 2 Organisations’ mission and goals 2 Leadership style 3 Reporting structure 4 Culture & physical work environment 4 Staffing practices 5 Inclination of my skills with the organization 5 References 6 Introduction The report evaluates an organization in the hospitality industry named “Taj Group of Hotels”. The paper focuses on highlighting the profile of the hotel by identifying its mission, goals, objectives, reporting structure, culture, physical work environment, geographic location, staffing practices and other aspects to understand the manner in which the organization works. This is then compared by my qualities to understand the manner in which the organization fits my needs and requirements by focusing on my values, ethics and other areas. About the Organization Taj Group of Hotels is India’s largest chain of hotel with its head quarters in Mumbai. The organization has increased its business by expanding which has resulted in having over 93 hotels in 55 locations across India and 16 international hotels (Taj, 2013). The management and the hotel had focused on hospitality and looked at delivering quality services to its customers due to which the organization has been able to develop its brand image. Superior services and being ethically committed on whatever that say has ensured better customer satisfaction. The hotel strives and has ensured that they have luxury as well as comfortable hotels and the process of carrying out the different business activities has helped them to create a niche market for its services. Organisations’ mission and goals Taj has identified the mission and vision statement which has helped them to ensure that the strategies are developed towards achieving the goals of the organization. The mission and vision that Taj aims at achieving are To create an environment where customer experiences get enhanced through unique cuisine, architecture and quality services (Taj, 2013). The overall objective is to maximize the satisfaction level of customers by proper services and designing the overall working activities in such a manner that every aspect related to customer satisfaction is laid emphasis on. This has helped them to identify the following goals To improve the level of services so that better customer loyalty can be ascertained and customer satisfaction can be guaranteed Improve transparency in the style of working by being ethical and adhering to the code of conduct To improve and expand the business facilities to different parts of the world so that the culture of India can be highlighted and very facets of the human lives can be demonstrated Leadership style Taj has developed a style of leadership based on the needs and requirements. The organization has adopted a two way approach where major powers are held by the highest authority to ensure better compliance. At the same time employees at the lowest level are also provided with a degree of authority so that they can take some useful decisions. The organization further follows an approach of sideways as well all top down and bottom up approach. This has helped the process of communication to be better. The flexibility which Taj has adopted in carrying out the different business activities has helped to ensure that leaders are able to use the different traits and develop the business. The management allows leader to develop new process, system and style of working culture which will foster the development of the organization and ensure that they remain ethical and follow the code of value which have been developed (Bass & Steidlmeier, 2003). Reporting structure The organization follows a simple reporting structure where the employees have to report to their immediate superiors. To reduce the time consumed in reporting the organization has ensured certain flexibility of allowing certain decisions to be taken by the lowest employees. Further, the reporting structure still allows the lowest employee to approach the highest person within the organization which ensures a check on superiors if some unethical activities are carried out (House & Aditya, 2007). Having a properly developed and coordinated reporting structure has enabled to reduce risk and have multiplied the opportunities to be successful. Culture & physical work environment This is one of the most important underpinnings which have helped Taj to be successful. Taj has looked to ensure that they develop a working culture where people from every aspect of the society works. The hotel has developed the culture in such a manner that people respect each other and remain committed towards the goal. This is supported by the work environment where people work according to the prescribed code of ethics and conduct (Javidan & House, 2001). This helped to ensure that the entire work is carried out based on the needs and requirements and aims towards better practices. Staffing practices The staffing practices developed by Taj are very transparent and selects people based on merit. Even promotions and other incentives are based on performance which has ensured that employees remain committed. This is further supported by the fact that the organization hires the best talent from the industry and provides the required training (Spitzberg, 2001). It is compulsory for every person to follow the code which has been developed and has thereby ensured that Taj remains ethical and carries out its activities in a clear and transparent manner. Inclination of my skills with the organization The organization has a high degree of fit with my values and organizational requirements as the organization follows the same code of principles and ethics which I do. The fact that Taj aims to remain ethical and transparent in carrying out the activities matched my value chain. This is supported by the fact that the authority responsibility relationship is very clear within the organization and the organization aims towards satisfying the customer needs while being ethical (Marquardt & Horvath, 2001). Further the strong policies and virtues which the organization has adopted since its inception has been an area of focus that has caught my attention. It will ensure that I will be able to work on my skills, values and virtues and remain committed towards the goal of the organization. References Bass, B. M., & Steidlmeier, P. (2003). Ethics, character, and authentic transformational leadership behavior: A systematic analysis of issues, alternatives, and approaches. Leadership Quarterly, 10(2), 181-217. House, R. J., & Aditya, R. N. (2007). The social scientific study of leadership: Quo vadis? Journal of Management, 23, 409-473. Marquardt, M. J., & Horvath, L. (2001). Global teams: How top multinationals span boundaries and cultures with high-speed teamwork. Palo Alto, CA: Davies-Black. Spitzberg, B. H. (2001). Intercultural communication competence. In L. A. Samovar & R. E. Porter (Eds.), Intercultural communication: A reader (6th ed.) (pp. 353-65). Belmont, CA: Wadsworth. Taj. (2013). Taj: Company Profile. Retrieved on August 22, 2013 from http://www.tajhotels.com/About-Taj/Company-Information/Default.html Table of Contents Introduction 8 Leader Profile 8 Leadership Traits 9 Impact of leader on my future 10 Conclusion 11 References 12 Introduction The paper focuses on highlighting the qualities about Ratan Tata who had carried out different activities and has been successful working in the hospitality as well as other sectors. This aspect will discuss the different traits, qualities, value system and will provide a linkage with my personal system so that an understanding can be garnered regarding the manner it will help me to be successful. The overall analysis will thereby help to develop a framework for my future and determine the path through which the chances of being successful in the future will increase. Leader Profile Ratan Tata has been a successful leader and has helped to bring a complete transformation in the fortune of Tata. The success of Ratan Tata as a leader can be clearly gauged from the financial and other contribution that he has made over his 16 years working period with Tata. He ensured that the Tata conglomerate converted from an Rs 13,000 crore to Rs 129,994 crore over his rule. This is on the back drop that he is a very private person remains calm even at the most difficult situations. His contribution can be seen from the fact that the organization made over 35 cross border acquisition which has helped the contribution from international trade to be 50% of the total business. This strategy has helped to diversify the risk and reduced it to a level which can be easily managed. The overall strategy and the manner in which financial growth has been ensured have helped to bring a complete transformation in the style of working and his contribution has shaped Tata. Leadership Traits Ratan Tata looks to demonstrate charismatic leadership traits as he focuses on motivating the employees at all situation and helps them to carry out the different functions smoothly. This is on the back drop that being ethical and following the prescribed code of conduct is always given a priority has further ensured that the leader is able to bring the best out of its employees. This is being matched by the transformational qualities which were depicted. Ratan Tata allowed the employees and others within the organization to use new process and undergo different changes through the use of new and better methods but never allowed the employees to move away from the path of being ethical (Elenkov, 2002). Charismatic leadership can be further seen from the fact that Ratan Tata was willing to take responsibility and had belief on his style of working. This can be seen from the fact that he converted from the company from an Rs 13,000 crore to Rs 129,994 crore. This was sheer for his belief and process of carrying out different activities. His leadership traits can be identified by gauging the manner in which new innovative ideas were developed within the organization (Bass, 2009). The dream of having a car at a price which the lower middle and lower segment of the society could think about became a reality with the launch of “Nano”. Tata had the wisdom and foresightedness to look at the larger picture which helped him to bring a complete transformation in his style of working and ensured that he remained committed towards the goals. The other quality demonstrated by Ratan Tata was being bold and aggressive. His attitude of taking decision and being aggressive while dealing with issues helped him to come up with the best solutions. This was on the back drop that he listened to every person and adopted the ideas and strategies which were provided to him if he deemed those perfect for the situation. This was matched by the manner in which cultural integrity was maintained especially during the overseas acquisitions. He didn’t have a prescriptive approach which ensured flexibility and provided the required atmosphere through which changes could be made based on the environmental situations (Antonakis, Avolio & Sivasubramaniam, 2003). This was backed by the fact that Ratan Tata was a man of integrity and never ever he diluted his value system. He remained ethical and always looked to carry out the activities based on the code of conduct which was developed. It was noticeable that the code of conduct was also valid on him and he always ensured to work within the framework. Never did he look to take steps which were based on incorrect ways like bribes and all. Throughout his carrier Ratan Tata focused on his values and virtues and using those as a mechanism was able to bring a complete transformation and change in the outlook of carrying out the different activities (Rafferty & Griffin, 2004). This has helped Ratan Tata to be successful and is a person whose traits when acquired will help in long term development. Impact of leader on my future Looking and picking up the different traits which have been demonstrated by Ratan Tata will help me to shape my personal carrier as there is a lot of similarity with regard to the organization he is associated with and the type of organization I want to work. The fact that the success of Ratan Tata can be attributed to the use of different skills and strategies by being enthusiastic and motivating the work force will help me in the future as it will provide an opportunity through which I will be able to use the same and denote positive behavior. This is being backed by the fact that success was achieved and at the same time ethical code of conduct and virtues was maintained. This teaches that developing ideas and being committed to the work fetches the required results and it is not important that while looking to achieve those personal values and virtues should be misused. Instead, the entire situation unfolds and shows that working in a correct manner still provides the opportunity to be successful (Podsakoff, MacKenzie, Moorman & Fetter, 2010). The personality and leadership traits of Ratan Tata thereby bring forward different values and learning’s which can be used to bring a complete transformation in the style of working. This will thereby help me to shape my carrier and provides an opportunity and scope through which I will be able to shape my performance and deliver superior performance and results. Conclusion The report thereby highlights and throws light on the organization which I would like to work based on the skills and values which I have. This is matched by a clear identification of the different traits which I desire to have after identifying the same of one of the leaders named Ratan Tata. The overall emphasis is thereby on improving my future carrier and providing an opportunity through which I can use the different skills by following my values and virtues and being successful over a longer period of time. References Antonakis, J., Avolio, B. J., & Sivasubramaniam, N. (2003). Context and leadership: An examination of the nine-factor full-range leadership theory using the Multifactor Leadership Questionnaire. Leadership Quarterly, 14(3), 261-295. Bass, B. M. (2009). Two Decades of Research and Development in Transformational Leadership. European Journal of Work and Organizational Psychology, 8 (1), 9-32. Elenkov, D. S. (2002). Effects of leadership on organizational performance in Russian companies. Journal of Business Research, 55(6), 467. Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (2010). Transformational leader behaviors and their effects on followers’ trust in leader, satisfaction, and organizational citizenship behaviors. Leadership Quarterly, 1, 107-142. Rafferty, A. E., & Griffin, M. A. (2004). Dimensions of transformational leadership: Conceptual and empirical extensions. The Leadership Quarterly, 15, 329-354. Read More