Reorganization And Leadership At Happy Term Paper

Length: 10 pages Sources: 3 Subject: Business - Management Type: Term Paper Paper: #75125807 Related Topics: Happiness, Theory X And Theory Y, Budget Cuts, Board Of Directors
Excerpt from Term Paper :

However, management needs to keep in mind a budget in order to make this possible (Bolman & Deal, 2008).

A way in which to get everyone to work together the organization can form teams under each division. Each team has a leader that reports to the manager and communication improves because of it. They can also have teambuilding activities once a quarter to help bring about unity, which will empower others to come and allow for "Total Quality Management (TQM)" to occur (Bolman & Deal, 2008). Instead of the negative attitude and the lack of people wanting to go to work, each person feels empowered, and they want to contribute positively. As a result, they choose to encourage others and feel good about helping the customers enjoy their stay at Happy Hotel. Management will then advocate as well as inquire to make sure employees are satisfied, which makes all their efforts worth it (Bolman & Deal, 2008).

In regards to politics, this is prevalent in every business, and one cannot easily avoid it no matter what. When Miss Quick worked for the organization, she wanted to outsource nearly every position within the company. This included chambermaid, hotel reception, reducing departments and middle men, cut costs for annual events and courses for each employee. From what one can gather about this information, she had much power. In fact, what she did caused much conflict because the company was not running as productive as it could have due to a lack of workers.

According to Bolman and Deal (2008), "scarce resources and enduring differences make conflict central to organizational dynamics and underline power as the most important asset." This is exactly what is going on with Happy Hotel. Since they have a lack of resources available due to all the budget cuts, people are in conflict with each other, and it gives Miss Quick too much power. She refused to do everything possible to have "goals and emerge from bargaining, negotiation, and jockeying for position among the competing stakeholders" (Bolman & Deal, 2008). Since she did this, the culture changed as well, this made it a hostile environment for everyone who worked for the organization. As circumstances change noted Coulson-Thomas (2009) "capabilities, processes and working practices need to be reviewed."

People do not last long in a culture in which their needs are not getting met. What Miss Quick did was challenge the status quo, and makes it difficult for people to enjoy their work at Happy Hotel. She used her power from her position, rather than trying to use it for the good (Bolman & Deal, 2008). Thankfully, the Board decided that they needed someone knew, and that her methods were not going to work any longer. This made every employee have a sense of job security, and the ability to know that they can make a difference with tourists that come to check out the winter sports and have an excellent vacation.

Many suggestions are worth noting with this particular scenario. When Miss Quick was in power and now since Mr. New-Way took over, he needs to have an agenda set by means of having goals and a vision for the company (Bolman & Deal, 2008). This will keep everyone focused on what needs done. Miss Quick did not have this in place. All she did was tell others what to do, but did not have the courage to become a servant-leader during this process.

Since politics are unavoidable, Mr. New-Way can "map out the political terrain" (Bolman & Deal, 2008). This means he would need to figure out how to make communication better, political influence, analyze possibilities and have strategies in place (Bolman & Deal, 2008). Through this coalitions will get built as a result of his leadership skills, so networking is...


He will need to identify all the relationships possible within Happy Hotel, and who it is that could become resistant to change (Bolman & Deal, 2008).

Morality will become an important role as he improves the business. He will need to use "mutuality, generality, openness and caring" (Bolman & Deal, 2008). Everyone will understand what is expected of them and conflict will become minimal over time. Principles are used as a means of paying attention to various actions that take place. Mr. New-Way will need to decide if some things need done in public or private, but to keep an open mind through it all. Through his actions, his employees will know whether or not he is genuine in what he says and does (Bolman & Deal, 2008).

Miss Quick did the opposite of what Mr. New-Way will do. She did not care for her employees and wanted to make them suffer while on the job. This makes anyone not want to come to work and to do a poor job at it. When Mr. New-Way arrived, he knew that something needed done in order to make the environment better, and to make the politics not as prominent as they were previously. In the end, his efforts will become worthwhile to all the employees.

Some symbolic things did take place when Miss Quick was in power within the company. They had an annual Christmas party and summer picnic, which later became lunches for the employees. As one can tell, not enough activities took place during the year. In fact, they occurred maybe every six months. Bolman and Deal (2008), mention that "culture is both a product and a process." This means taking time to enjoy each other's company and to have events that make all their hard work worthwhile. Everything has some level of meaning to an individual. Each person has some faith that there is hope at their work. Beliefs are what motivates someone to come to their job on a regular basis (Bolman & Deal, 2008). All of these are involved to help make life interesting and not boring.

Currently, if any stories do take place, then one would hear of gossip about Miss Quick because of how she treated all the employees. She also cut back the rituals within the organization itself, which made people not want to work in a productive manner. In fact, they wanted someone new who would treat them with dignity and respect. Through rituals, one is able to have meaning in what they are doing daily, and this makes work worthwhile. Miss Quick was thinking of herself and was strictly business. Through her actions, she acted as if she was a dictator. Since the business had changed through the years, she had no idea on what needed done to have high employee satisfaction. This made the environment unbearable for every employee. Any plan that takes place, whether it is good or bad, is symbolic and is a part of the culture, and a lack of evaluations are taking place because people are unsure of how to do their job and to do it in an effective manner (Bolman & Deal, 2008). They are judged by every person who steps into this location in the world, and Happy Hotel is not doing the best job because of their traditional ways, which are holding them back in becoming a success to those they serve.

Despite all of that, one does not read or see an actual symbol of the company. They could have something with snow sports on it and a house. This would attract others to come in and want to keep coming back. Everyone who was hired became a member through the interviewing process. Miss Quick commanded her employees on how to think, feel and behave; consequently, she lost her job. Mr. New-Way can now set the proper example with purposeful strategy to improve the culture. The customers will see the change and will desire to tell others of their wonderful experience.

The language needs professionalism within Happy Hotel. Mr. New-Way can implement this by having everyone use hotel language, and adapting it to the customer needs. He can add more functions for them to do as a family, so that they can relieve their stress, such as celebrate birthdays once a month. When they do activities, he can record the stories that are told of how everything has changed for the positive. He can also prohibit gossiping because that makes individuals not want to stay at their work place for a long period of time.

They can laugh at their mistakes that are made and have some fun while on the job. This will make the environment pleasurable, and employees and customers will keep coming back for more. The organization can have baseball tournaments or bowling when there is not a major holiday event to celebrate. All of these are ways to relieve stress and to enjoy work. Eventually, the workers will not appear so serious, but will strive to improve their attitude and do everything possible to give 110% back to the community they serve. They may in turn help each…

Sources Used in Documents:


Bolman, L.G., & Deal, T.E. (2008). Reframing organizations. Artistry, Choice, and Leadership.

Fourth Edition. San Francisco: Jossey-Bass.

Coulson-Thomas, C.. (2009, April). Leading and managing change. Management Services,

53(1), 31-37. Retrieved from, ProQuest Database.

Cite this Document:

"Reorganization And Leadership At Happy" (2011, April 08) Retrieved June 25, 2022, from

"Reorganization And Leadership At Happy" 08 April 2011. Web.25 June. 2022. <>

"Reorganization And Leadership At Happy", 08 April 2011, Accessed.25 June. 2022,

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