Knowledge Management Audit Report

The case study depicts the problems associated with a regency grand, a five-star hotel situated In Tailand. ab initio the hotel was performing well under Thai General Manager merely since the take on the whole over by a large Ameri dirty dog hotel chain, regency grand hotel was experiencing deteriorating flock regarding its business and reputation. Mr.. Becker was inducted as a new General Manger if Regency chiliad Hotel. He was Interested in applying the concepts, methods, policies and procedures of hotel perplexity which he earlier secure palmyly in the united States to the Regency Grand Hotel. Mr..Backers success was most(prenominal)ly on acquisition were the operations were experiencing let loose morale and poor profitability. One of the study points In this case study Is the fact that Regency Grand Hotel was not experiencing low morale and poor profitability. In fact Regency Grand Hotel was one of the point performing hotels of Thailand were employee triumph was hi gh. Mr.. Backers expertise was in successfully implementing focal point strategies in a sinking payup rather than in an established and abiding system of rules. Research has shown that the right employee should be hired at the right time. rOne of the major issues as delineated in the case study is the implementation of similar tender-hearted Resource commission Strategy in different countries. This homosexual Resource Management outline by Becker comprised of introducing the concept of decentralization at Regency Grand Hotel. According to Becker, this strategy go forth yield enhanced employee motif and overall Job satisfaction which leave untimely lead to more(prenominal) profits. This strategy was successfully fulfiled by Becker In his previous assignments. Becker was real confident of achieving positive results by Introducing this strategy immediately. One study shows that fasten of Human ResourceManagement can vary across countries mainly because of adaptation of managerial practices and cultural idiosyncrasy Snell and Dean, 1 992, Salk and Brannon, 2000. Hefted argues that national cultures impact the attitudes and behaviors of employees (Hefted, 1980). This Is true in the case of Mr.. Becker. Since he came from United States and had been successfully practicing Human Resource Management with employees exhibiting us culture, he had a mind deal reflecting us employees behavior towards precaution practice. Furthermore, Mr.. Becker was of the impression that the alike(p) Human Resource Management could be in force(p) inThailand without realizing that there would be systematic differences that may have existed in Human Resource Management in different countries. Management by purpose Is the care for of specifying objectives at heart an governing to go out that the employees at the managerial aim and non managerial level abide with the objectives set quadth so that they can fully understand what is required and what needs to be done within an government activity. Studies have shown that productivity within an organization increases if Management by aim program is launched (Robbins and Coulter, 2005, 165).However, Becker Introduced the concept of decentralization tho was not able to Implement It stressfully. Becker spent most AT Nils tale wilt ten operative level employees. This resulted in Backers direct communication with the operational level employees which helped the employees bankrupt understand what Becker wanted and expected from them. However, the supervisors authority role was minimized which resulted in poor surgical procedure. Scholars have written that mutually agreed objectives are set forth between employees.Becker implemented him decentralization plan after acquire approval from several rather than all managers ND department heads. just nearly of the scholars agree that the Management by Objective is successful if it is implemented from authorise to down term ensuring complete partic ipation Rodgers, R. Hunter, J. E. 1991. When power and control in shared in organization, the overall effectiveness increases. (Organelle et al. , 2007)The placement is used as management tool which empowers employees to practice innovative approach while ploughing. Furthermore, dominance is the power which is transferred from top level to bottom level (Teach et d. 0 04).. Honed (1997) argued that potency should have higher degree of accessibility and responsibility while having the exemption to act. This signifies that management in order to empower their employees, must(prenominal) ensure that the employees exit be cause and committed. This will help them achieve organisational goals while the chances of an employee to quit will significantly concentrate. Employee say-so has been defensivenesss ways, unless K thaws et al. (2007), gold and Hankie (2006) and Honed (1997) agreed that the core element of authorization involves giving employees & divide or latitude over certain task related activities.Smith and Mould, (1998) specify potency as a transfer of rower flow the employer to the employees to make quick and quality decision. Honed (1997) argued that potency is not only having the flooded to act, but also having higher degree of responsibility and accountability. This indicates that management must empower their me peoples so that they will be motivated committed comfortable and embolden the organizations achieving objectives Mohammedanize employees intention to quit.Transferring power to the employees should be done with due diligence, at the same time employees to whom the power is transferred to, must be held accountable for their actions. Accountability will instill discipline in utilizing the scarce resources optimum for the benefit of the organization and other stakeholders. Therefore, employees should be empowered through, sharing information, autonomy in do decisions and improving their intellectual capacity.Welling et al (1991) similarly proposed that an organization that empowers their employees will be able to survive and grow in any environment. Mohammed and Prevail (1998) argued that empowerment is a state of mind and empowered employees mind experiences notionings of, (1) control over the Job to be performed, (2) awareness of the context in HCI the work is performed, (3) accountability for personal work output, (4) shared responsibility for unit and organizational performance and (5) equity in the rewards based on individual and collective performance.The cognitive deterrent example of empowerment, defines empowerment on a broad term, which Includes ten soothe AT Provo&Eng employee Witt genuine Coo enrollment Ana opportunities to have their voice hear having real power for control and influence over work processes, which leads to employees to be confident in discharging their duties. This model further emphasizes that organizations have no options excerpt to empower their employees for purpose of survival, growth and increase efficiency and being competitiveness.Further, the model of work team effectiveness postulated by Cohen et al. (1996) commented that employee empowerment should be the ancient focus for any manager who tries to design effective self managing work teams in organization. Organelle et al. (2007) suggested that, like the concept of power, empowerment can be viewed in two ways. First, it can be viewed as a relational conduct which me that managers should delegate power to the subordinates. Secondly, a motivational construct where employee empowerment is seen as a scheme to motivate employees in organization.Thus empowered employees wagesl motivated when they are given autonomy to make decision about their work or are involved in the planning process of Ethel organization. Therefore employee empowerment implies that power is granted to the employees or delegation of authority. Similarly, Procter et al (1999) suggested that for the use of the term empowermen t of members to be meaningful, there must be a genuine shift in the locus of power onward from the top management to the shop floor.Melee (2004) argued that empowerment is a complex interactive process which involves the act of developing and increasing power to the subordinates. In increase they identified five core &mimeo which can enhance empowerment in organizations and these includes educating of employees, leading, mentoring, supporting and proving proper grammatical constructions to enhance employee empowerment in organization. This intelligibly shows that empowerment is a multi-&monsoonal process which involves many systems of the organization and is an ongoing process. Lloyd fee al. 1999) asserted that, managers should act as coaches and help employees to solve problems. Managers should empower subordinates by delegating susceptibilities and assisting them when they have problems and thus employees will feel more satisfied with their managers and they will consider them to be fair and in return they will perform to their managers expectations. Employees need to be assisted in the process of empowerment. Participative management, managers must empower their employees by allowing them to participate in decision m a h g process.For impatience the model of employee empowerment postulated by mammal and Securest (1996) argued that employee empowerment has been expounders the concept of participative management. The model emphasized that empowerment to eke a laborious foundation in organizations managers should intrinsically motivate the behavior of their employees and must judgment of dismissal some of their authority and responsibility to other levels of the organization. Honed (1997) equated employee empowerment as management-by-stress strategy that pushes people and systems to the breaking point by forcing workers to do more.Lack of employee empowerment in many organization is compeered as a major source of organizational stress and conflicts. Man agement to a certain degree will reduce stress among their employees by empowering them. Employee empowerment s a management practice, which all managers should take seriously in their organization, Decease Its tongue empowerment Tanat employees fence in Improve organizational performance. Management needs to consider the following facts to ensure that empowerment in their organization is enhanced and nurtured.Empowerment through Job involvement, empowerment significantly enhances Job involvement Job satisfaction career satisfaction and organizational commitment (Manorial and Hashing, 2006). This in the long MN will make employees feel that they are valued in their organization and create a higher degree of Job satisfaction and commitment. Thus employees are motivated by both extremis and intrinsic rewards such as autonomy in decision-making and challenging work.Leadership strategy, good leadership is critical for sustaining continuous improvement of employee empowerment in organiz ation (Carson and King, 2005). Good leadership needs to be show at all levels of the organization. A good leader in an organization is intuitively able to tap into expressed thoughts of others, to give verbal expression to their feelings, able to delegate and empower employees. This would make vision created by management to be brought into pollution.Good leadership empires braininess, creates a vision to be followed by the organization employees and empowers employees through traffic and development. Hams (2004) argued that leadership is not only having innovative ideas, but also getting people to follow, not just in dragooned sensation file, but with pride, literature in their hearts and expectation. Employee endowment to be successful in organization there is need for godlessness to be in place at all levels of the organization.Empowerment to be successful in organization management should use empowerment for bottom-Line results. Klan and Rosen (1999) stated that there are four key increments for empowering program to succeed in organization, these are management must agree to support the program, inauguration warrants fanfare, must be offered for ideas generated and accepted necessity for team leaders, program coordinators and evaluation committees to be in place to rate the progress of empowerment and advise the best way to enhance it in organizations.Therefore, empowerment is not a product of any structure or system, but it is a process, which is ongoing, dynamic and fluctuating. Translators and Murray (1996) stated that empowerment is getting workers to do what needs to be done rather than doing what they are told and involves delegation, individual responsibility, supreme decision making and feelings of self-efficacy. Employee empowerment program to be successful in organization, management must put in place a structure in the system to support the whole process (Boggle and Smooch 2004).It is recommendable that empowerment process should take plac e in an environment where its allowed, nurtured and promoted by management and employees. Management decision not communicated properly Options Regency Grand Hotel can turn back back to the earlier entitle of hotel management practiced by Thai General Manager. Under his belt, the Regency Grand Hotel was crowned as one of the most prestigious hotels of the region and the employees were enjoying Delve chocolates wilt n ten note.Nine star, wanly earlier let Decease AT Becker, could be contacted once once again and given offer to rejoining Regency Grand Hotel. Management by Objective In Application of decentralization should be more concrete. Change of management style Make use of Configuration Management organizational effectiveness is superior when the information processing capacities of the structure fit the information-processing requirements of the work Recommendations