Reference no: EM132827510

For the last 7 years, I happen to have the opportunity to work in hospitality for one of the largest and most reputable hotels in the world; Marriott Hotels. I started at the front desk but after just one year I was very transparent and just about every other department.

I've always been the employee to be punctual for work, over achieve for any guests, and the go-to for all of y managers. I always always believed in a fair working environment despite the place of employment. No one should ever have to go to work to provide for their family, an deal with drama. I' also was always taught to speak up for not only what you believe in, but what's right. Previously, my manager would make out the schedule for the month for the entire department. He had one favorite and made it very obvious with the schedule. For months consecutively, this one employee did not work any weekends and no holidays, Because of this obvious favoritism in the workplace, this cause drama among the work staff. It would always be chatter, but no one ever brought it to the manager. He would hear about it in passing, but would never address it.

My manager never addressed the issue. As time went on, arguments would occur frequently because the staff started to feel under appreciated and not treated fairly. One evening, the argument go so intense, a fight broke out in front of customers.

This was an example of poor leadership, favoritism and no employee moral. As a manager and a professional, your job is to lead, set an example and take the workplace to the next level. I don't feel like my previous manager leadership style was fair nor effective.

Employee moral and treatment of all employees is very important. What I would have done as a manager,, even if I did not feel like there was any favoritism, I would have done monthly if not weekly team ralleys, give my team the opportunity to speak so I could implement change, all employees would be required to work some weekeneds, and further disciplinary action leading up to termination if violence is involved. My manager did not set an example. He also did not hold the two employees accountable for what should have never happened or be allowed to happen and they continue to still work.

This is a strategy that reflects from what I read in "The Six Essentials of Workplace Positivity." The article discusses the competitive advantage of companies that create positive work environments. The six essentials of workplace positivity are positive thinking, positive relationships, strengths, empowerment, meaning and well-being. It defines positivity as the frequent experience of positive emotions such as hope, joy and gratitude. The mental and social benefits of positive emotions are discussed.

Beheshti, N. (2018, December 6). How a daily self-reflection practice improves leadership performance. https://www.forbes.com/sites/nazbeheshti/2018/09/28/how-a-daily-self-reflection-practice-improves-leadership-performance/?sh=4b70c0155aad.

Question

Suggest a strategy the writer did not mention that you believe might be effective in handling similar situations in the future