Marriott's WFH Strategy: Leadership and Change Management Assignment Sample

Provide a brief introduction to the organisation

Brief about the company

Willard Marriott created Marriott International, a well-known hospitality corporation with its current headquarters in Bethesda, Maryland, in the United States. Marriott is one of the biggest and most diverse hotel companies in the world, operating and franchising hotels and resorts in more than 130 countries. Marriott has a huge portfolio of brands. The firm's dedication to providing great client service, creative tourism solutions, and a profound awareness of changing industry trends are all factors in its success. In order to appeal to a wide spectrum of travellers, Marriott's brand portfolio includes upmarket alternatives like Marriott Hotels and Sheraton, higher-end properties like The Ritz-Carlton and JW Marriott, and more affordable choices like Courtyard and Four Points by Sheraton (Inc,Marriott International, 2023).

Figure 1: Hotel Brands Under Marriot

Source: (Inc,Marriott International, 2023).

Marriott is known as a business preferred in the sector thanks to its focus on employee development and excellent corporate culture. Strategic human resource management is highly valued by the corporation, which aims to create sustainable growth by coordinating HR procedures with long-term business objectives. Marriott has embraced digital transformation in recent years, increasing guest experiences with cutting-edge technology and customised offerings. This innovative strategy has strengthened its reputation as a pioneer in the rapidly changing hospitality industry. Marriott International is dedicated to delivering extraordinary guest experiences and upholding its position as is an innovator in the industry even as it broadens its worldwide footprint and innovates in the hospitality sector.

The role of different HR functions in enabling Marriot International to achieve its strategic objectives

Marriott International, a prominent international hospitality firm, attributes a significant portion of its success to the efficient performance of Human Resources (HR) services which allow the organisation to meet its strategic goals. Staffing, growth, and pay practises are a few of the vital HR duties that are crucial to Marriott's performance. All of these roles will be examined in further detail in this research in order to comprehend how they contributed to Marriott's successes.

Staffing

The HR department's staffing role is essential to Marriott's capacity to draw in and keep top personnel, which has a direct bearing on the company's competitiveness and customer happiness. To ensure a trained and ethnically diverse staff, Marriott's human resources division uses a variety of cutting-edge recruitment tactics to find applicants from a variety of experiences. Marriott successfully presents itself as a place of employment preferred in the hospitality sector by utilising corporate identity campaigns, campus recruiting operates, and a regular presence on communication platforms (Okumus, 2018). HR makes a direct contribution to the organization's capacity to deliver excellent guest experiences through making sure that Marriott's staff is made up of highly qualified and committed employees who are in line with the business's customer-focused culture. Customer loyalty, favourable ratings, and better brand reputation all crucial factors are strengthened when visitors are happy (Nassar, 2018). Additionally, an effective and well-trained personnel have a significant effect on operational productivity. Reduced workloads for current workers result in greater productivity and a more favourable atmosphere at work when staffing levels are adequate. HR's staffing initiatives help Marriott continue profitable development by lowering turnover expenses and raising satisfaction among staff members (Prof. Dr. Qadri, 2016).

Development

Worker development is a basic part of HR's job in empowering Marriott to accomplish its essential targets. Through exhaustive preparation programs, HR guarantees that workers consistently update their abilities and capacities, keeping them side by side with industry patterns and best practices. These advancement drives improve representative commitment, raise administration quality, and add to more prominent functional proficiency (Boardman, 2018). Marriott's accentuation on vocation development and inner advancements cultivates a feeling of reliability and responsibility among workers. HR assumes a critical part in distinguishing high-expected workers and preparing them for influential positions, guaranteeing a powerful administration pipeline for future development and progression arranging (Kim, 2019).

Compensation

The pay capability in HR is instrumental in drawing in, holding, and rousing representatives. Marriott's pay rehearses are known for being cutthroat, offering representatives fair and market-adjusted wages and exhaustive support agreements. This approach establishes a positive workplace, decreases turnover, and lifts worker faithfulness. A very much organized remuneration framework boosts representatives to perform at their best, as they feel esteemed and compensated for their commitments. This straightforwardly influences the association's general exhibition, as persuaded representatives are bound to exceed all expectations to accomplish Marriott's essential goals (Uresha, 2021). Besides, Marriott's HR ought to investigate creative remuneration models, for example, execution-based motivators, benefit-sharing projects, and adaptable support agreements. These methodologies can additionally rouse representatives, encourage a culture of execution greatness, and guarantee that the remuneration methodology lines up with the association's essential objectives.

Impact of HR functions on strategic objectives

The strategic goals of Marriott International are significantly and broadly impacted by HR operations. It is essential for HR activities like staffing, development, and pay practices to help Marriott reach its strategic objectives. First and foremost, staffing guarantees that Marriott has a qualified and multicultural workforce capable of providing outstanding guest experiences. HR directly helps client happiness and company reputation by luring top personnel with creative recruiting techniques and upholding ideal staffing levels. Second, initiatives for development increase staff involvement and skills, which boosts operational effectiveness and customer satisfaction. A strong leadership pool is ensured through HR's focus on career advancement and advancement within the organisation, which is in keeping with Marriott's strategic goal of developing the next generation of leaders and maintaining development. Finally, pay rehearses persuade representatives to perform at their best and stay focused on the association. By offering cutthroat remuneration bundles, HR improves representative dedication and lessens turnover, adding to long-haul achievement and benefits (ICMR, 2012).

Figure 2: Impact of HR functions to strategic objectives

Source: (ICMR, 2012)

Critically discuss and analyse the effect of Strategic HRM

Strategic HRM

Leadership typically recognises the value of staff members as the business's most important asset, emphasising the importance of human resources management (HRM) in the overall success of a business. But according to 2013 study, HRM remains to be an expanding discipline that is quickly emerging and developing. In the past, HRM included procedures and rules that controlled personnel within the company. However, it has developed over the past ten years to include more than just recruiting and firing or administrative responsibilities involving files and data. The term "Strategic HRM" (SHRM), which refers to integrating a company's vision, mission, and goals with HRM goals in order to create a competitive edge, was first used in two new studies published in 1996. giving job security, selective recruiting, encouraging self-managed teams, giving relatively high remuneration based on organisational success, thorough training, eliminating status disparities, and disclosing financial performance statistics are just a few of the SHRM practises (Gannon, 2015).

Figure 3: SHRM

Source:

According to research done on 115 subsidiaries of Fortune 500 corporations, the majority of them have switched towards implementing strategic planning and human resource management in their organisations. With SHRM leaders actively participating in establishing the company's broader business objectives, this strategy entails talking about HRM concerns at a higher level. Longer-term organisational focus, creating new connections between HRM and strategic planning, suggesting links between HRM and organisational performance, and including line managers in the creation of HRM policies to encourage transparency are some of the key characteristics that set HRM apart from SHRM.

Impact of HRM activities on overall organizational performance & Development

On the overall performance and growth of the organisation, HRM activities have a considerable influence. Comprehensive workforce scheduling, talent acquisition, performance management, development and training, and employee engagement are all examples of effective HRM practises that help organisations increase productivity, boost morale among their staff, and reduce turnover. A well-organized HRM strategy promotes a knowledgeable and driven staff, which enhances productivity, spurs innovation, and eventually boosts profitability. Additionally, HRM is crucial in fostering a pleasant workplace culture and coordinating personal aspirations with organisational priorities, which leads to ongoing professional development for both individual workers and the organisation as a whole (Zaki, 2015).

Strategic HRM in Marriot Hotel

A key component of organisational success is strategic human resource management (SHRM), which links HRM operations to overarching strategic goals. Marriott International relies heavily on its strategic approach to HRM to keep an edge over others in the fast-paced sector of hospitality. Three research papers and journals are examined in this critical analysis to give insight on how SHRM affects the performance and growth of Marriott's organisational structure.

A study done by Brian E. Becker (2019), focuses on the connection among strategic HRM and business performance. The authors contend that HRM practises have a favourable effect on organisational effectiveness when they are tightly correlated within the business's strategic goals. This congruence, in the instance of Marriott International, has been crucial to the achievement of the business. Marriott's strategy HRM places a heavy emphasis on providing excellent guest experiences while focusing on staff selection, training, and remuneration. In line with Marriott's strategic goal of becoming a centred around customers brand, the organization's extensive training programmes make sure that personnel have the abilities to offer excellent customer service. In addition, Marriott's HRM efforts, such staff development programmes and a competitive pay structure, significantly contribute to raising employee enthusiasm and fulfilment in their jobs. Workers that are fulfilled and inspired generally more inclined to provide exceptional experiences for customers, boosting client retention and enhancing the image of the company (Becker, 2019).

On the other hand, according to the research done by Mark A. Huselid (2015), examines the effect of HRM practises on staff turnover, efficiency, and the economic performance of the company. Strategic HRM practises have enhanced employee retention and decreased employee turnover for Marriott International. Initiatives aimed at fostering a pleasant workplace culture, career advancement, and growth for staff are all part of Marriott's strategic HRM strategy. By supporting employee growth, Marriott improves worker satisfaction and lowers turnover, creating a more dependable and dedicated team. Additionally, Marriott's strategic staffing techniques, such as employer branding and recruiting for campuses, have proven effective in luring qualified applicants who are in line with the business's culture and values. These applicants are more likely to remain dedicated to the company, which will increase production and the efficacy of the organisation as a whole. The effectiveness of Marriott's HRM procedures directly affects the business's financial results. The company may use its resources and achieve better financial results by lowering turnover and raising productivity (Huselid, 2015).

Also, Myung-Gun Kang (2019) in his study showed that, the connection between SHRM, absorptive limit, and development execution in the accommodation business. At Marriott Worldwide, an essential way to deal with HRM has encouraged a culture of development and versatility. Marriott's HRM exercises underline ceaseless learning, information sharing, and inward ability advancement. By putting resources into worker preparation and improvement, Marriott upgrades its absorptive limit - the capacity to actually gain and use new information. Through key HRM rehearses, Marriott guarantees that its representatives keep awake to-date with industry patterns and best practices. This flexibility empowers Marriott to quickly answer changing business sector elements and visitor inclinations, prompting advancements in assistance contributions, innovation reception, and supportability rehearses. By encouraging a culture of advancement through its HRM drives, Marriott positions itself as an industry chief, emphatically influencing its hierarchical exhibition and general improvement (Kang, 2019).

Overall, it can be concluded that Marriott International's adoption of strategic HRM practises has greatly aided the development and success of the company. Marriott has gained a competitive edge in the international hospitality sector by coordinating HRM efforts with the company's strategic objectives.
Marriott's staff is prepared to provide excellent guest experiences thanks to strategic HRM practises such employee selection, training, and remuneration. staff motivation and job satisfaction are also boosted through staff development programmes and a good work environment, which increases customer loyalty and improves the reputation of the business. The strategic integration of HRM exercises at Marriott Worldwide has demonstrated to be a basic figure of the association's prosperity, featuring the meaning of SHRM in accomplishing unrivalled hierarchical execution and improvement in the unique friendliness industry.

Evaluate any TWO leadership theories and discuss their application

Evaluate a range of Leadership theories and models for organizational management

Explore and discuss application of various leadership theories and models for organizational management

Marriott International, a worldwide cordiality organization, faces novel difficulties and valuable open doors in dealing with its different labour force and conveying outstanding client encounters. To really address these difficulties, Marriott can apply the Transformational Leadership and Servant Leadership theories, two conspicuous initiative models known for their viability in encouraging representative commitment, inspiration, and authoritative achievement.

Transformational Leadership at Marriott International

Adopting a one-year remote work programme in the aftermath of the Covid-19 outbreak necessitates a transformative leadership strategy to adjust to the shifting workplace environment. Throughout the work from home time, Marriott's management can use this concept to encourage and motivate staff members. Using transformational leadership in this situation might look something like this:

Servant Leadership at Marriott International

With a one-year work-from-home strategy, Marriott's chiefs ought to embrace a worker administration way to deal with focus on the prosperity of representatives and backing their outcome in a remote work setting. This is the way Worker Administration can be executed in this situation:

Conceptualize the best/most suited leadership styles for organizational development

The best leadership approach for the organisational growth of the Marriott Hotel would be transformational leadership. The underlying principles of Marriott and the dynamic nature of the hotel sector fit nicely with this leadership style. Transformational leaders may promote good change and a culture of excellence inside the organisation by placing a strong emphasis on inspiration, motivation, and a compelling vision.

• Inspiring Vision: A compelling vision is established by transformational leaders for the future of the organisation. In the context of Marriott, a visionary leader may communicate the organization's dedication to dominating the hotel sector globally and offering unmatched guest experiences. Such an inspiring vision may inspire employees to work together towards similar objectives and give them a feeling of direction.
• Employee Engagement: Transformational leaders put a strong emphasis on motivating and inspiring their team members to support the organization's objectives. This strategy may be quite advantageous for Marriott since happy personnel are more willing to go above and beyond to please visitors. Additionally, motivated staff members are more creative and aggressive in looking for ways to enhance the client experience.
• Flexibility: The hospitality sector has to be flexible and sensitive to shifting consumer preferences and market trends. A culture of innovation and nimbleness is fostered by transformational leaders, allowing Marriott to maintain its lead in a cutthroat market. Marriott can establish itself as a market leader by empowering staff members to welcome change and actively look for possibilities for improvement.
• Individualised Attention: Transformational leaders are aware of the particular skills and requirements of the people they are leading. Marriott can improve employee happiness and retention by offering individualised assistance and growth opportunities. This focus on the individual develops a sense of worth and belonging among workers, which improves performance and increases loyalty to the company.
• Job Displaying: Pioneers at Marriott assume an urgent part in forming the hierarchical culture. Transformational pioneers show others how it's done, exhibiting the qualities and ways of behaving they anticipate from their groups. This approach rouses representatives to go with the same pattern, establishing a positive workplace in light of shared regard and participation.
• Visitor-Driven Culture: The friendliness business is based on giving outstanding visitor encounters. Transformational pioneers impart a client-driven outlook across the association, guaranteeing that visitor fulfilment stays at the front of each and every choice and activity. This steadfast spotlight on visitors assists Marriott with keeping up with its standing as a main worldwide cordiality brand.
• Organisational Resilience: Transformational leaders are skilled at directing their teams through difficulties and ambiguities.This leadership approach can help Marriott, especially as it navigates the challenges posed by the Covid-19 outbreak and other market upheavals. Transformational leaders enable staff to overcome challenges and become a better organisation by encouraging perseverance and a desire to grow (Boardman, 2018).

Plan how to implement change in an organization

Critically analyze the factors driving change in organizations

A number of variables are causing change inside Marriott International, which has implemented a one-year work-from-home policy in response to the Covid-19 outbreak.

• Worldwide Pandemic Effect: The Coronavirus pandemic significantly affects the hospitality business, including Marriott. With movement limitations, lockdowns, and security worries, there was a pressing need to adjust to a remote work arrangement to guarantee representative well-being and business congruity.
• Representative Prosperity: Marriott values the prosperity of its representatives, and the one-year work-from-home policy strategy mirrors the association's obligation to their well-being and security. By permitting representatives to work-from-home policy, Marriott recognizes the significance of balance between serious and fun activities and addresses the difficulties presented by the pandemic.
• Technological Advancements: The execution of remote work was made conceivable by progressions in innovation, including cooperation devices, virtual gathering stages, and cloud-based frameworks. Marriott utilized these advances to empower consistent correspondence and efficiency while working from home.
• Representative Efficiency and Commitment: Marriott perceived that remote work, when overseen actually, could improve representative efficiency and commitment. The adaptability presented by the arrangement permits representatives to work in conditions that suit their inclinations and possibly lead to further developed work fulfilment and execution.

Evaluate a range of change management theories and models

Using Kotter's 8-Step Change Model, Marriott International may successfully execute the one-year work-from-home policy. This strategy offers a methodical way to handle change and guarantee an easy adjustment to remote employment.

• Create a Sense of priority: In reaction to the effects of the Covid-19 outbreak on the hospitality business, Marriott's leadership should emphasise the importance of implementing the work-from-home policy. A strong argument in favour of the adjustment will be made by highlighting the value of employee safety, business continuity, and market readiness.
• Build a Guiding Coalition: Forming a guiding coalition will provide the change support and legitimacy. This coalition should include heads of departments and HR executives. This governing coalition will support the work-from-home policy coalition building, easier to adopt throughout the company.
• Create a Vision and a Strategy: Marriott's management should clearly define their vision for the organization's future of work, highlighting the advantages of remote work for both the company and its workers. The direction and clarity that a clearly defined implementation plan, including timetables and resource allocation, will offer staff.
• Share the Vision: Communication is essential to the success of any change initiative. In order to convey the work-from-home policy and resolve employee concerns, Marriott should make use of a variety of communication methods.
• Action: It's crucial to empower staff members to accept remote work. Employee confidence and competence will increase by offering training and tools to improve remote work skills and resolving potential problems.
• Create Early Wins: Marriott may provide early wins by recognising employee efforts and celebrating successful remote work migrations. These victories will raise spirits and give the work-from-home policy more traction.
• Consolidate Progress and Bring About More Change: As remote work becomes the norm, Marriott should keep track of its development, pinpoint areas for improvement, and remove any obstacles which would prevent widespread use.
• Anchor Contemporary Methodologies: Marriott should incorporate the work-from-home policy into the company's culture and principles to ensure its long-term viability. The change will be reinforced by praising and rewarding actions that support successful remote work (Anon., 2014).

Develop a change management implementation plan

Plan how to communicate the change implementation plan to organizational stakeholders

Critically analyse strategies to overcome resistance

Conclusion and Recommendation

Overall recommendations

Empowerment and Training: Give staff members the knowledge and tools they need to successfully adjust to remote work by offering thorough training. To increase productivity, put more effort into upskilling personnel in digital technologies, time management, and virtual collaboration.

• Employee Well-Being: Put an emphasis on building a supportive workplace culture and offering services for mental health and work-life balance in order to promote employee well-being. Ask about any difficulties they may be having when working from home on a regular basis.
• Customer-Centric Approach: Ensure that Marriott's commitment to providing outstanding guest experiences is consistent with the work-from-home policy. Employees should be given the freedom to provide excellent service from distant places while being tightly supervised.
• Technology and Infrastructure: To enable smooth remote work, invest in reliable IT infrastructure. Make sure cybersecurity safeguards are in place to protect sensitive data.
• Monitor and Adjust: Keep an eye on the implementation process as it progresses and solicit employee input. To make the work-from-home policy as effective as possible, be ready to make modifications and enhancements depending on feedback.
• Recognition and Reward: Recognise and reward staff members who successfully complete remote work assignments while embracing the new policy. To promote a healthy work atmosphere and highlight the benefits of remote work, celebrate accomplishments (Kim, 2019).

Conclusion

So, it can be concluded from the overall study that, the execution of the one-year work-from-home strategy at Marriott International addresses a huge change in light of the difficulties presented by the Coronavirus pandemic. By taking on a transformational leadership methodology and utilizing change the executives' models like Kotter's 8-Step Change Model, Marriott can motivate and draw in representatives to successfully embrace remote work. The association's obligation to representative prosperity, nonstop help, and interest in innovation and foundation will be basic in guaranteeing an effective change. Through open correspondence, straightforwardness, and inclusivity, Marriott can address protection from change and encourage a positive work culture. Enabling representatives with preparing and assets to succeed in remote work will add to expanded efficiency and extraordinary visitor encounters. As Marriott International explores the advancing work scene, it should remain client driven, building up its fundamental beliefs and obligation to support greatness. By embracing adaptability and flexibility, the association can upgrade the work-from-home strategy to suit the different requirements of its groups.

References

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• Huselid, M. A., 2015. The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance.. Academy of Management Journal, 38(3), p. 635–672.
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