Collective bargaining on the performance of duties in an organization is vital for smooth running of its operation. The hotel sector is among the most important industries that require cooperation among the employees to achieve its set goals. The housekeeping employees need to cooperate with the hotel supervisors in order to achieve the sanitation standards required in the sector. In reference to the staff grievances, the former supervisor owes an explanation to both the housekeeping staff and the hotel management in general. The hotel management signed an agreement with the staff union to allow all works in the hotel, to be done by the union members.
However, in violation of the agreement, the former supervisor under scheduled the staff in the housekeeping department to allow other supervisors save on payroll dollars to cater for their personal bonuses. Moreover, the former supervisor acted contrary to the management expectation by colluding with other supervisors to reduce the workforce diversity in the hotel. According to Peter (2009), effective supervisors should cooperate with the staffs of the organization in order to enhance smooth running of the organization. Additionally, supervisors need to act with respect to agreements signed by organization rather than acting out of personal interest (Peter, 2009).
Problems or challenge that faces the organization can be solved by proper strategies rather than cooked individual ideas. From the perspective of effective management, departmental leaders should identify challenges and draft a proper strategy to help mitigate the already procuring situation in the department. Approved that the staff grievances remain credible, it reflect the poor strategy used by the former supervisor to alternatively tackle the supervisors low salary challenge. Peter (2009) argues that, problems bordering satisfaction of senior staffs in the organization should be solved by involving the general management of the organization.
Studies in hotel management reveal the need for collective efforts by both supervisors and managers to help solve the challenges without affecting the housekeeping staffs in the organization. Neil (2008) maintains that, reducing the number of staff is not the best idea to deal with management crisis. Instead of saving on the payroll dollars by having other supervisors arranging the rooms, the former supervisor should have consulted the management of the hotel on how to handle the crisis. According to Laurie and Ian (2010), all the supervisors should work in collaboration with the management of the organization to ensure all operations of the organization is running smoothly (Laurie & Ian, 2010). Even though, some personal decisions might be beneficial to the organization, the need for collaborative decision making with other staff needs to be put into practice to solve organizational challenges.
Nevertheless, the situation could be addressed in-house. According to Laurie and Ian (2010), some of the problems faced by most supervisors can be solved amicably without involving the management of the organization. There is a need to involve the staff union in decision making process thereby enabling common acceptance of any action taken by the supervisors. Sharing of the rooms keep up between the supervisors and the housekeeping could not be the best idea. However, it can serve to solve the problem to some level. In addition, the problem can be solved by strictly following the staff unions’ agreement provision at the expense of saving payrolls to serve the other supervisors interest.
Peter, F. (2009). The Effective Executive: The Definitive Guide to Getting the Right Things Done. New York.
Laurie, M. & Ian D. (2010). What makes an effective hotel Supervisor? International Journal of Contemporary Hospitality Management, 3 (1), 6-7.
Neil, S. (2008). How Highly-Effective Hotel Managers Communicate. Marketing and Management Journal, 8(7), 4-5.