Question one; identify a visionary leader in the hospitality industry and how they are effective.
There are different types of visionary leadership utilized in organizations in gaining the goals of and objectives of the industry. Transformational leader is a type of a visionary leader possessing the capabilities of illustrating the objectives of the industry and how the industry is working towards gaining its goals. Transformational leaders in the hospitality industry provide a significant direction, display a sense of effective ethics and value, serve as a good example to other employees, develop high standards within the industry and finally emphasize the objectives of the organizations towards gaining its goals. Transformational visionary leaders are seen as effective by the employees hence possessing the courage to enhance the development and growth of the industry (Avolio 2009, 76). Transformational leaders focus on employee performance and development as the main aspect of this type of visionary leadership. Additionally, transformational leaders are in a position to focus on multidimensional aspects such as change management and people especially when they are involved. Therefore transformational leaders are in a position to acknowledge the importance of effective communication at different levels hence giving factual and logical aspects, providing emotional connection. finally, in a hospital industry there are different areas that require change and sometimes employees can fail to cope up with the changes, hence the role of transformational leaders is revealed since they recognize the sustainability of the industry and financial impacts that depends on capital hence they are strategic and careful in the approaches that need to be provided in order to gain employee support in times of change (Quinn, 2015, 186).
Question 2: Discuss the basic idea behind content theories of motivation. How do these types of theories help managers in the hospitality industry motivate their employees?
The content theories of motivation were developed by different people for instance the Maslow hierarchy of needs, Herzberg’s Achievement, McGregor theory X and theory Y are some of the theories that explained the content theories of motivation.
The basic notion that underlies content theories of motivation is the recognition of human needs that in time change (Quinn 2015, 205). The content theories are characterized by the notion of principle identification that leads to employee motivation. Content theories display different aspects that influence the behavior of the employees. The content theories include need hierarchy, motivation hygiene, existence of growth and finally the learned needs (Quinn 2015, 205).
The content theories are significant in assisting managers in the hospitality industry to become effective in enhancing employee motivation. As a result, when the content theories are enhanced they result to prevention of dissatisfaction in employees that lead to strong commitment and motivation (Quinn 2015, 206). Additionally, the content theories assist hospital managers to understand the motivating factors that can lead to higher performance in an employee for instance, growth, recognition, personal achievements, promotions and responsibility. On the other hand, the managers are in a position to understand the hygiene factors that include work and social life balance, effective working conditions, effective supervision skills, job security, effective interpersonal relationship and the industry policy.
Question 3; examples of individual barriers to creative thinking are the most challenging in the hospitality industry
Some of the individual barriers to creative thinking that can be challenging in the hospitality industry include negative attitude, executive stress and fear of failure (Quinn 2015, 290). Negative attitude involves an individual putting a lot of energy on worries and focusing on different and negative factors. The fear to fail involves a manager or employees possessing the fear of doing a particular task as a result of failing and looking foolish. On the other hand, executive stress involves an employee failing to gain enough time to creatively focus or think. This implies that there are certain circumstances when a stressed individual is unable to focus and think properly. Stress is one of the main factors that reduce the processes of the brain to function effectively. Overreliance on logic is also another barrier that involves the employee to the manager puts a lot of efforts o intellectual capital into analytical focus hence excluding aspects such as intuition, humor and imaginations. Following rules is also another barrier and involves the employees or the manager possessing the capabilities of adhering to some beliefs and thoughts hence hampering room for creativity.
The manager can overcome these barriers for instance possessing negative rules the manager is supposed to be n a position to seek for opportunities signifying that the problems should be turned t o opportunities. On the other hand if the manager wants to overcome the fear of failure then he should understand that failure is an important aspect towards enhancing success therefore initiates the freedom to fail. Executive stress can be handled through long-term effectiveness to success ad the capability to innovate. Finally the overreliance on logic barrier can be easily overcome by understanding that the results of innovation are linked to logical structure and it is not an element of thought.
Avolio Bruce, 2009, Impact of Transformational leadership on follower development and performance. A field experiment; Academy of MANAEMENT Journal
Quinn E. Robert, 2015 becoming a master manager: a competing values approach: Wiley Publisher
Quinn E. Robert, 2010. Deep Change: Discovering the Leader Within, John Wiley & Sons