DIPLOMA IN HOSPITALITY AND HOTEL MANAGEMENT

(DHHM)

Business and Management in Hospitality Industry

ASSIGNMENT 1
2024
Instructions:

 Complete this cover sheet, which forms the first page of your assignment submission.
 Student required to achieve minimum 20 marks for each assignment to pass the module.

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Issued 2 May 2024 Due Date 13 May 2024

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 TABLE OF CONTENT

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Assignment Question
1. You have recently inherited wealth, a five-star hotel, and a team of seasonal
employees with extensive knowledge and experience who are ready to stay and
follow your leadership for the next decade. With your knowledge of the hospitality
and tourism industry, you are required to address the following:

Task 1:
What is leadership? Which leadership style would be most appropriate to lead your team
and best suitable for the hospitality industry for the next decade. Use examples to express
your understanding.

Ans:

The ability to motivate and inspire a group of individuals toward a common goal is known as
initiative. In the hospitality industry, where group cohesion and customer loyalty are crucial, a
vote-based administration approach might work well. Colleagues that adopt this style are
encouraged to cooperate and participate, which gives them the opportunity to voice their
opinions and feel valued.

In general, a group in the friendliness business might be led by someone with a pioneering
initiative style for the next ten years. Pioneers who break new ground inspire their peers to
surpass all standards by establishing strict guidelines, providing guidance, and fostering an
environment that is always evolving and improving.

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For example, in the case of a five-star hotel, a forward-thinking CEO can encourage staff to provide practical
solutions to enhance guest experiences, such as implementing personalized attendant services or offering
sustainable procedures for housekeeping duties. Representatives can take ownership of their work using this
style, which increases confidence, efficiency, and ultimately visitor satisfaction.

Imagine that you have secured an opulent hotel room with a team of seasoned employees. As a trailblazing
leader, you would start by fostering open lines of communication, encouraging workers to contribute their
ideas and opinions for improving visitor experiences. You might organize regular brainstorming sessions
where employees can suggest creative initiatives, such creating themed dining experiences or organizing
specific, public developments for guests.

Additionally, you would invest funds in ongoing planning and enhancement initiatives to inspire employees
to excel in their roles and make a significant contribution to the prosperity of the inn. For instance, to keep
your group engaged and informed, you may host workshops on the best ways to provide excellent client care,
friendly behaviors, and the most recent developments.

Adopting an innovative initiative approach creates a positive environment where representative valued,
inspired, and motivated to provide exceptional assistance. This enhances the whole guest experience and
fosters a healthy workplace culture, which eventually leads to better representative degrees of consistency
and supported accomplishment for the lodge.

Task 2:
What is motivation? Use and apply relevant theories to support your findings. Illustrate
with relevant examples to show your understanding in the hotel business.
Ans:

The motivation or desire that propels people to take action and achieve their goals is known as inspiration. In
the business of neighborliness, energizing employees is essential to providing exceptional help and
maintaining visitor satisfaction.

One pertinent hypothesis is Maslow's Progressive system of Requirements, which proposes that people have
various degrees of necessities that should be met in a various leveled request, beginning from essential
physiological requirements to higher-request needs like self-completion. For instance, giving fair wages and
employer stability satisfies representatives' essential physiological and wellbeing needs, while potential open
doors for professional success and acknowledgment address their more significant level requirements for
regard and self-realization.

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Another hypothesis is Herzberg's Two-Component Hypothesis, which recognizes cleanliness factors (like
compensation, employer stability, and working circumstances) and inspirations (like acknowledgment,
obligation, and headway). In the lodging industry, guaranteeing a protected and agreeable workplace tends to
cleanliness factors, while enabling representatives with preparing and improvement valuable open doors, as
well as perceiving their commitments, fills in as inspirations.

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For example-

A five-star hotel is using motivational techniques based on pertinent ideas in an effort to increase client
happiness and employee enthusiasm.

1. The Hierarchy of Needs by Maslow:

- Basic physiological needs: The hotel makes sure that all workers are paid fairly, have access to wholesome
meals while working, and, if necessary, have pleasant lodging.
- Safety needs: Strict safety procedures, stable employment, and health insurance are ways to meet workers'
needs for safety.
- Social needs: Promoting a sense of belonging and teamwork among employees through team-building
exercises and open lines of communication.

2. The Two-Factor Theory of Herzberg:

- Hygiene elements include providing fair pay and benefits, ensuring a clean and well-maintained workplace,
and allocating sufficient rest periods throughout shifts.
Motivators include giving staff members the chance to grow their skills through training programs and giving
them the authority to make decisions within their responsibilities and rewarding exceptional work with
incentive programs or gatherings for staff appreciation.

The hotel might implement a "Employee of the Month" initiative, for example, in which exceptional
employees get acknowledged, compensated, and given a certificate of accomplishment. Furthermore, cross-
training programs facilitate the acquisition of new skills and the exploration of diverse jobs within the hotel,
thereby fostering career progression and job satisfaction.

Through the proper use of motivational theories, the hotel can provide a pleasant work environment that
fosters employee empowerment, motivation, and a sense of value. This, in turn, can lead to greater visitor
satisfaction and loyalty. offering cutthroat pay rates and advantages guarantees that representatives' essential
requirements are met, while giving chances to broadly educating and professional success propels them to
succeed in their jobs. Perceiving exceptional execution through representative of the month grants or
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motivator projects can additionally lift everyone's spirits and inspiration among staff. Eventually,
understanding and applying persuasive hypotheses assist with making a positive work culture and improve
representative commitment to the lodging industry.

Task 3:
What is risk management? Discuss in detail with examples of how; (i) Financial, (ii)
Human, (iii) Physical, (iv) Reputational, and (v) Governance & Management, can affect the
operation of the hotel.

Ans:

In the hospitality industry, risk management involves identifying, assessing, and mitigating any hazards that
may have a negative impact on the operation and reputation of the hotel. Here are some examples of how
different risks may affect the accommodations:
This means being aware of possible risks that could affect the inn's operations, ranging from major risks like
shifts in market trends to little risks like malfunctioning

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  Financial Risk: This takes into account things like unexpected expenses, financial downturns, and
fluctuations in wealth. For instance, the inn's revenue may decline if there is an unanticipated decline
in the travel sector as a result of a global recession.

The hospitality industry's financial risk encompasses a wide range of factors that can impact the inn's
profitability and output. Here are some important points of view to think about:
1. **Revenue Fluctuations**: Due to factors such as irregularity, financial conditions, and.
modifications in movement designs, lodgings are helpless against fluctuations in demand. A sudden decline
in daily occupancy or regular rates might have a significant impact on revenue sources.

2. **Capital Structure**: The lodge may be exposed to financial risk due to its capital structure, including
obligation levels and ancillary programs. High levels of responsibility increase premium expenses and
financial impact, rendering the inn more vulnerable to fluctuations in loan fees or financial downturns.

3. **Cost Management**: Controlling working costs is essential for keeping up with productivity.
Increasing expenses of work, utilities, and supplies can dissolve net revenues on the off chance that
not oversaw actually. Additionally, unforeseen costs, for example, support or remodel costs, can
strain monetary assets.

4. **Investment Risks**: Lodgings frequently make huge interests in property, gear, and
innovation to improve visitor experience and remain cutthroat. Be that as it may, these ventures
convey innate dangers, for example, innovation outdated nature or inability to create anticipated
returns.

5. **Market Risks**: Money vacillations, expansion, and changes in shopper inclinations can
affect the inn's monetary presentation. Adjusting to showcase drifts and expanding income sources
can assist with moderating these dangers.

6. **Credit and Liquidity Risks**: Reliance using a loan offices and admittance to liquidity are
fundamental for overseeing everyday tasks and capital consumptions. Any requirements using a loan
accessibility or liquidity deficiencies can upset tasks and obstruct learning experiences.

To oversee monetary dangers actually, inns utilize different systems like strong monetary
preparation and planning, executing income the board strategies, improving expense structures,
keeping up with sufficient money saves, and supporting against cash or loan cost variances where
practical. Moreover, routinely checking monetary execution and leading situation examinations can
assist with recognizing likely dangers and proactively address them to shield the lodging's monetary
wellbeing.

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(ii) Human Gamble: Human risks are problems related to agents, such as attrition, insufficient experience, or
unlucky conduct. For example, if important employees unexpectedly quit, it can interfere with work and the
caliber of client service.