Indicators and possible causes of performance problems at the Lakeland Hotel.

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Analyzing Performance Problems at Lakeland Hotel and Building a High-Performance Work System (HPWS)

Identifying Performance Problems:

Without access to specific data, we can explore some general indicators of performance problems at Lakeland Hotel:

• High employee turnover: Frequent departures suggest a dissatisfied workforce.
• Low customer satisfaction scores: Negative guest reviews or complaints may indicate service issues.
• Declining revenue or occupancy rates: Financial struggles can point to operational inefficiencies.
• Increased absenteeism or presenteeism: Low morale might lead to employees being physically present but not fully engaged.
• Safety incidents or accidents: Frequent accidents can signify safety protocol neglect or inadequate training.

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Causes of Poor Performance:

Performance issues can stem from various factors, requiring a multifaceted approach:

• Poor management practices: Lack of communication, unclear goals, or inadequate training can demotivate employees.
• Inefficient work processes: Outdated systems, cumbersome procedures, or poor resource allocation can hinder productivity.
• Uncompetitive compensation or benefits: Low wages, limited benefits, or lack of recognition can lead to employee dissatisfaction.
• Toxic work environment: A culture of fear, harassment, or lack of respect can significantly damage morale and performance.
• Lack of skills or training: Employees might not have the necessary skills or training to perform their jobs effectively.

Building a High-Performance Work System (HPWS):

An HPWS integrates various practices to create a work environment that fosters employee motivation, competence, and commitment, leading to better organizational performance. Here's how Lakeland Hotel can implement a HPWS:

• High-involvement work practices: Implement employee participation in decision-making and problem-solving, fostering ownership and engagement.
• Skill development and training: Provide ongoing training opportunities for employees to learn new skills and improve performance.
• Performance management and feedback: Establish clear performance expectations, provide regular feedback, and offer opportunities for growth and development.
• Reward and recognition systems: Recognize and reward employee achievements to motivate high performance.
• Work-life balance initiatives: Offer flexible work arrangements, childcare support, or wellness programs to reduce stress and improve employee well-being.
• Safe and healthy work environment: Foster a culture of safety through clear policies, training, and open communication.
• Teamwork and collaboration: Encourage teamwork and collaboration to leverage collective strengths and knowledge sharing.

Potential Barriers to Implementation:

Implementing a successful HPWS may face some challenges:

• Cost: Training, employee participation programs, and reward systems can be expensive.
• Resistance to change: Managers and employees might resist changes to existing work practices.
• Lack of leadership commitment: If senior management is not fully committed to the HPWS, it will be difficult to implement effectively.
• Unionized workforce: Collective bargaining agreements might need adjustments to accommodate HPWS elements.

Recommendations for Senior Management:

• Conduct a comprehensive performance audit to identify specific problem areas.
• Involve employees in the design and implementation of the HPWS.
• Secure leadership buy-in and commitment to the HPWS process.
• Develop a clear communication plan to explain the HPWS to all staff members.
• Allocate necessary resources for training and development programs.
• Continuously monitor and evaluate the effectiveness of the HPWS.

Conclusion

By analyzing performance problems and implementing a well-designed HPWS, Lakeland Hotel can create a work environment that motivates employees, promotes high performance, and ultimately leads to improved guest satisfaction and financial success. Remember, building a successful HPWS is an ongoing process that requires continuous commitment and adaptation.