Subject: Employability Skills

Students name:
ID:

1
Table of Contents
Introduction ..................................................................................................................... 3
Task 1 ............................................................................................................................. 4
1.1 Develop a set of own responsibilities and performance objectives .................... 4
1.2 Evaluate own effectiveness against defined objectives ......................................... 6
1.3 Make recommendations for improvement .............................................................. 6
1.4 Review how motivational techniques can be used to improve the quality of
performance ................................................................................................................. 7
Task 2 ............................................................................................................................. 9
2.1 Develop solutions to work based problems ............................................................ 9
2.2 Communicate in a variety of styles and appropriate manner at various levels ..... 10
2.3 Identify effective time management strategies ..................................................... 11
Task 3 ........................................................................................................................... 13
3.1 Explain the roles people play in a team and how they can work together to
achieve shared goals ................................................................................................. 13
3.2 Analyze team dynamics ....................................................................................... 14
3.3 Suggest alternative ways to complete task and achieve team goals ................... 15
Task 4 ........................................................................................................................... 16
4.1Evaluate tools and methods for developing solutions to problems with reference to
Travelodge Hotel........................................................................................................ 16
4.2 Developing an appropriate strategy for resolving them labor turnover of
Travelodge ................................................................................................................. 18
4.3 Evaluate the potential impact on the business of implementing the strategy ....... 18
Conclusions:.................................................................................................................. 20
References: ................................................................................................................... 21

2
 Introduction

The study focuses on the employability skills. The study focuses on the Travelodge
Hotel and the chosen position is Assistant Director. The assistant director is challenging
job in the travelogue from planning and developing objectives with top directors and
directing the department employees to achieve these goals. Communication plays a
major role in fulfilling the job description because assistant director needs to
communicate with directors, fellow colleagues, staffs and team members. The study
also focuses on finding the time management strategies, the team members roles, and
the dynamics of the team and different tools of developing solutions to problems. The
study will give overview to the required skills in travel and tourism sector. The key
finding of the study is that, proper communication can solve various problems and make
the job easier.

3
 Task 1

Introduction: Travelodge is the largest independent hotel brand in the United Kingdom.
The chosen managerial title for the study is Assistant Director. The key responsibilities
for the job include planning, controlling, monitoring, budgeting, reporting to achieve
organizational objectives. Its important to define individual goals and objectives to
perform as per as the job description.

Chosen Organization Travelodge

Managerial Title Assistant Director
Job Description Developing department's objectives and
plans
Monitoring the achievement of goals and
objectives
Hiring, training and controlling staffs
Co-coordinating daily operations
Planning budget
Maintaining schedule Submitting written
reports

1.1 Develop a set of own responsibilities and performance objectives

Every employee has his own set of job responsibilities to perform. These responsibilities
differ based on the title of the job. Both the employees and employers are expected to
complete their tasks within given time, resources and requirements. According to
Cushway (2014), the productivity of its employee depends on specific parameter like
speed, accuracy and so on, these are also known as performance objective for an

4
individual. The responsibilities and performance objective in terms of chosen position
assistant director is explained below

i. Personal responsibilities: The director is expected to deliver best performance

within given resources for the best benefit of the organization. It requires the
employee to develop own goals and strategies to achieve the job responsibilities.
ii. Direct and indirect relationship and adaptability: The responsibility of an
assistant director requires maintaining good relationship with the director to
develop plans and strategies as well as with staffs to direct, train them to achieve
the goals. The assistant needs to adapt to the changes in goals and employee
turnover.
iii. Decision making process and skills: The assistant director needs to
coordinate with department supervisors, director and other management to make
decisions. For making decision, the assistant director must be skilled to solve
different situations, communicate with other colleagues, plan the activities etc.
iv. Ability to learn and develop within the work: As an assistant director, one
must learn through activities of the job description.
v. Employment legislation: The assistant director must abide by the laws and
regulations of the employment within the organization.
vi. Ethics: There should be high moral and ethics in the performance and the job.
Assistant director should also promote code of conducts among subordinates.

Performance objectives:

i. Setting and monitoring performance objective: The objective should be

achieving the set goals within budget and requirement. This objective should be
specific, measurable, attainable, relevant and timely.
ii. Individual appraisal system: The job performance within the given
responsibilities should be regularly measured.
iii. Uses of performance appraisal: There are several appraisals like bonus,
salaries, promotion, training, etc. which can be used to determine the
performance.

5
iv. Appraisal criteria: Various data are available to make appraisals for the
performance of the employees. These data can be employee information,
ranking, judgment, comparison, fulfillment of objectives, checklist etc.
v. Motivation: It is very natural feeling bored in work. Motivation is important factor
to get positive outcome from the employees.

1.2 Evaluate own effectiveness against defined objectives

Assistant director job needs training to fulfill the job responsibilities. The training will
help in understanding the defined roles and requirements within the job specification.
The training session should be integrated to understand and perform the tasks
accurately. The communication skill is required to perform the job and keeping the
relationship with the directors, colleagues, and staffs to achieve the job responsibility.
Being an assistant director, it requires communication skills to communicate with the
directors for making plans and decisions, with the staffs to direct them to achieve the
objectives. The job requires understanding the demand of the travelers from different
culture. Communication skills will help in understanding the customers demand and
perform as per as their demands. Matiza (2013) stated that good communication skill
will help in fulfilling job responsibilities. This also requires learning different cultures and
languages. I also need to evaluate the customer requirements and operational
performance by making checklist. All these should be performed accurately so that the
job is effectively performed.

1.3 Make recommendations for improvement

There are several issues that can arise within the job requirement in the workplace. As
an assistant director, all these should be performed with skills and experience. There
can be several ways to handle these situations.
i. Communication skill: As an assistant director, it is important to maintain
communication with the personnel associated with the job description.

6
 Communication skills should be improved by understanding and dealing with
situations that serve the best interest of the organization and clients.
ii. Training: Training will help in addressing an issue and handling the job well. This
will also help in gaining knowledge and experience and how to use these in the
job. Training will help in understanding the use of different online technology and
learning to report using different tools.
iii. Flexibility and relaxation: The assistant director should be given flexibility to
motivate themselves to perform better. The relaxation can be given by offering to
visits different hotels and employees to gain experience and relaxation.
iv. Motivation: Different incentive should be offered to improve the performance by
motivating the employee. These incentive packages can be a tour package.

1.4 Review how motivational techniques can be used to improve the quality of
performance

Motivational theories are applied at different level of the organization to get the desired
performance of the employee. Different motivational theories are used as motivational
techniques to improve the performance of employees of Travelodge Hotel. These are

Maslows needs hierarchy theory: As an assistant director at Travelodge, Maslows

need hierarchy theory can be used to identify the needs of the staffs at different levels
and fulfilling those needs to motivate the employee to perform better. These needs can
be psychological or social because people not only want to fulfill basic needs but also
want to get social status and respect. This will motivate them to work for the best
interest of the organization.

7
 Figure 1: Maslow Hierarchy of needs
Source: (www. Studiousguy.com)

The techniques to motivate the employees of Travelodge are

i. Rewards and incentives: Giving incentives and reward to the employee will
motivate them to perform better. There are positive results with performance and
reward.
ii. Managerial role: Different managerial roles and styles motivate the employee to
give better performance. The employees seek for a flexible and positive
management style. The manager should assign task that best suit the
employees.
iii. Job security: The manager should appreciate the subordinate which make them
secure about their jobs. Morgenstern (2004) stated that determination and
dedication come from job security.

8
 Task 2

2.1 Develop solutions to work based problems

Work-based problems refer the problems that takes place at, for or from work-in other
words; it takes place at the workplace (Jones, and Jenkins, 2006). Every employee
faces different problems in the workplace for different reasons. However, the two
problems I face in the workplace and the solutions for the problems are discussed
below

i. Communication: There are different types of people in the travel and tourism
sector from different cultures. Theres communication problem arises due to
differences in personality, language, cultures etc. Nutley (2008) stated that its
major problems in todays competitive world to have lower communication skill.
The problem is getting more evident because of the expansion and involvements
with several issues. The potential solution for the problem is to be patient and
learning through interaction with different people at different level of the
organization. The communication should be two way by listening and
understanding the other person and giving best solution by identifying their
needs. There can be training to improve skills. The employees can learn different
gestures to communicate with people with special needs.
ii. Determining performance: Determining the satisfactory level of performance is
challenging. Its subjective what are the best performance measures, what are
the determinants factors. The solution to the problem is to follow the
performance measurement system that the whole organization follows. It will help
in determining the individual performance and productivity by taking the
appropriate measures into consideration. Assistant director needs to report the
performance; hence its important to follow an acceptable measure that benefits
both employees and the organization.

9
2.2 Communicate in a variety of styles and appropriate manner at various levels

Communication is the most important indicator for success in the hospitality industry.
The effective communication requires different techniques in the organization. The
communication can be written or verbal. Travelodge can follow the following
communication style at different level

Figure 1: Communication process

i. Verbal Communication: Verbal communication involves the use of words and

speeches. Verbal communication is the most important tool in communicating
with colleagues, staffs etc. Verbal communication is the most important medium
in a team discussion.
ii. Non verbal communication: Non verbal communication uses the body
language, gestures, signs etc. This type of communication style is important to
deal with customers with special needs.
iii. Written communication: Written communication style is the written form of
communication in business where these written forms are used as evidence
making for different decisions.
iv. Visual Communication: Visuals communication uses different images, graphs,
tables, information to share and present a idea. This type of communication is
important in the business meeting.

10
2.3 Identify effective time management strategies

Proper management of time a corporate level requires following time management

strategies in order to achieve objectives on time.
Paretos 80-20 Theory: Paretos 80-20 theory is widely applicable in managing time.
The theory implies that 20 percent of input will produce 80 percent of the output. This
theory is applicable for Travelodge that is, 20 percent of the staffs will complete 80
percent work. Therefore, Management needs to allocate task to these 20 percent in a
way that will save time ensuring quality and maximum output.

Figure 2: 80/20 rules of time management

Source: (http://benmbartlett.com/powerful-strategic-planning-rules-that-could-
revolutionize-your-business-and-life/)

Swiss cheese: This strategy is used to divide the lengthy tasks into smaller tasks which
will enable employee to complete the tasks within given time. In Travelodge,
management needs to assign smaller tasks to team members than giving the task to
one person.

11
 Figure 3: Swiss cheese method

Source: (www.dangereller.com)

Travelodge can apply these techniques to properly manage their time because time
management is an indicator for success in travel and tourism sector.

12
 Task 3

3.1 Explain the roles people play in a team and how they can work together to
achieve shared goals

Team members need to work together to achieve shared goals because teams are
formed to achieve a particular goal.
Belbins team theory: Belbins team theory is used to understand the role people play
in a team.

Figure 4: Belbins team roles model

13
 Source: (www.linkedin.com)

Cook (2009) stated that it will give a scenario that individual plays within the team.
Investigator brings new idea, team worker makes each other to work together, co-
coordinator allocates work, planters are creative and can solve problems, monitors
make judgments whenever required, specialist provides depth knowledge, Sharper
focuses on momentum, implementer brings strategies and finisher ends the task
maintain quality and standards.

The team members can achieve the shared goals by working together within their best
capabilities. It may be difficult in adopting the roles at different setting but team
members should be ready to take challenges. The team leader needs to direct, motivate
them to work together within the goal by creating a friendly team environment so that all
team members get chance to contribute.

3.2 Analyze team dynamics

Tuckmans model is used to analyze the team dynamics. There are four stages which
are explained below

14
 Figure 1: Tuckmans model

Source: Google (2017)

1. Forming: Team members get to know each other, the tasks, challenge, goals
and agreed to work together to achieve the goal. They team members behave
well at this stage.
2. Storming: The team members want to dominate by opposing each others
actions which creates dispute in the team. Team members want to present
themselves as most resourceful person and are not accepting towards other
points of view or their solutions. The team leader will play a role in solving the
disputes. Eventually the members will try to solve the disputes.
3. Norming: At this stage team members try to accept others opinion and focuses
on avoiding any conflicts. It requires positive communication with other team
members. Team members are strongly willing to achieve the common goals.
4. Performing: Team goals and roles are set, team members focuses on achieving
common goals, often reaching high level of success. (Chatfield, 2017)

3.3 Suggest alternative ways to complete task and achieve team goals

Team needs to achieve its goal. There can some alternatives way to complete tasks
and achieve team goals. These are discussed below
i. Appreciating others contribution: Every team members try to contribute in a
team even though few members dominate. Therefore, team members should
appreciate each others contribution which works as motivational factor to
achieve the goal. This way the team will be positive and directed towards
achieving the goals.
ii. Different perspective: In a team there are members who can analyze things
from different perspective. This will allow finding best solutions by analyzing the
situation from different angle and accepting different individuals point of view for
same objective.

15
 iii. Technology: Smart use of different technology will help in achieving the goals in
a cost effective way. These technologies are widely accepted as the analysis tool
for better decision making which saves time and cost.
iv. Inter-personal skills: People develop different inter personal skills while working
in the organization. These skills can be used in the group to achieve the shared
goals.

Task 4

4.1Evaluate tools and methods for developing solutions to problems with

reference to Travelodge Hotel

The first step to solve a problem is identifying the problem and alternatives to the
problems. The next step involves in analyzing the advantages and disadvantages of the
problem. Then, the solution can be found analyzing these. Then, we need to find out
whether these solutions are working in favor of the Travelodge or not. There are several
problems that are indentified in the Travelodge hotel. These are communication
problem, service problems, negotiation problems, team formation problem etc. There
are several tools are used to solve these problems. The problem solving tools and
methods are evaluated below
i. SWOT Analysis: Strengths, Weakness, Opportunity, and Threat (SWOT)
analysis is popular method of developing a solution to a problem. The scenario is
analyzed in terms of internal strengths and weakness and external threats and
opportunities. This analysis will give a solution that will serve the best interest of
the organization. The Travelodge hotel has communication and negotiation
problem with its customers. The SWOT analysis for the problem will be;
Strengths for Travelodge is that, it has experienced stuffs, are educated, has
good communication skills. The weaknesses are the foreign language, culture
and non-English speaking clients. The opportunities are, learning new language,
cultures etc while the threats involve customers changing hotels. So the solution

16
 to the problem will be experienced staffs learning new language and culture as
well as appointing staffs who understand different language. In this way the
communication problem will be solved and can be negotiated with customers.
Ronald (2013) stated that SWOT analysis enables organizations to take visions
and produce practical and efficient outcomes that will help organizations to
gather meaningful information to maximize their potential.
ii. Mind mapping: Mind mapping is used to visualize different organized
information to find solution to a problem. It is basically a graphical diagram that
shows relationship between different information. Suppose Travelodge has
problem in determining individual efforts. The manager can mind map the staffs
effort and can reach a solution that can be achieved by linking different pieces of
information available to the manager. Cambridge Dictionary (2010) defined mind
map as a type of spider diagram.

Figure 2: Mind mapping

Source: goconqr (2017)

Management tools and techniques can be used to develop solutions to different

managerial problems like operating problems, strategic problems etc.

17
4.2 Developing an appropriate strategy for resolving them labor turnover of
Travelodge

Travelodge can follow the strategies for resolving labor turnover. These strategies are
discussed below
i. Rewards and Incentives: Travelodge can give different rewards and incentives
to its labor as rewards make employee satisfied with their job and make them
loyal towards their job. These motivation factors are important to resolve
employee turnover and increase their performance. According to Jacobsen
(2013), Incentives and rewards will keep employee motivated, this will help in
reducing employee turnover.
ii. Training and development: Employee needs training regularly to learn and
enhance their skills. Once labors are trained and get the required skill they will
work to achieve their job requirement which will help in reducing labor turnover of
Travelodge.
iii. Flexibility: The labors of Travelodge should be given flexibility in their workplace
to balance between personal and professional life. This will help in reducing
employee turnover.
iv. Task allocation: The task should be allocated based on labors individual
expertise, workload, time and experience. This will enable lesser turnover.

4.3 Evaluate the potential impact on the business of implementing the strategy

The financial and non-financial impacts on the business of implementing the strategy
are discussed below
i. Financial Impacts: Implementing the strategy to retain labor will have some
financial impacts on Travelodge. This will be considered as cost for the
Travelodge. The Travelodge Hotel will have to spent significant amount on
retaining the labor by giving rewards and incentives. Sometimes some monetary
benefits are given, training and development requires money. Though this will be

18
 cost for Travelodge, at the same time it may decrease the cost of hiring new
labor at a higher price.
ii. Non-financial impacts: Non-financial impacts on Travelodge will be bigger.
Since labor will be motivated they will work for the best interest of the
organization, they will work as team, try to give better performance, and the
goodwill will increase. The labor will have positive attitude towards the business
and this is key to achieve bigger goals in future. The labor will get flexible
working hour, task and requirements based on their expertise which is important
to achieve the organizational goal. At the same time, employees will feel
important and will try to provide better performance to prove themselves because
of the trust management have on them. They will try to participate in different
activities creating a favorable business environment.

Merit: An individual i.e., Assistant Director needs to define his responsibilities and
performance objectives which will enable to evaluate performance with defined
objectives. This will give him chances to find the areas to improve and Assistant director
can use different motivational techniques to improve quality of the performance. Another
way is to improve the communication skills required in the job. Proper communication
skill will enable performing with the team and staffs.

Distinction: Assistant director needs to evaluate his performance with the set standards.
If the performance is not satisfactory, he can improve performance by training,
motivation, improving communication skills. Communication skills can be improved by
listening and improving through interactions. There might be needed to learn new
language, culture, gestures to meet the need with the special needs people. This will
also help in understanding the team dynamics and maintaining proper interactions.
Travelodge can use different strategies like SWOT analysis and mind mapping to
develop solutions to a problem. These strategies will cost money but will give higher
financial and non financial benefits that can be found by deducting the expenses
Travelodge made from the benefits Travelodge earned.

19
Conclusions: The study will help in developing job responsibilities and performance
objectives to achieve the organizational goals within given job description. Different
motivational techniques like rewards, appreciations, training can be used to boost the
performance. On the other hand, communication is important to achieve the set goals.
Communication is important to balance between directors and the subordinates as well
as to work within a team, understanding the team dynamics by using effective time
management strategies like prioritizing work, setting objectives, allocating time etc.
Finally, different tools like SWOT analysis, mind mapping can be used to solve a
problem.

20
References:

Belbin, R. (2010) Team roles at work. Oxford: Butterworth-Heinemann.

Matiza, L., (2013) Human Resource Management. GRIN Verlag.
Nutley, T., (2008) The Little Book of Personal Development. 2nd ed. Lulu.com.
Rose, C., (2008) The Personal Development Group: The Students' Guide. Karnac
Books.
Travelodge.co.uk, (2017)
Cushway, B., (2014) The Employer's Handbook 2014-15: An Essential Guide to
Employment Law, Personnel Policies and Procedures. Kogan Page Publishers.
Cook, S., (2009) Building a High-Performance Team. Ely: IT Governance Pub.
DuBrin, A.J., (2013) Fundamentals of organizational behavior: An applied perspective.
Elsevier.
Hartman, L.P., DesJardins, J.R. and MacDonald, C., (2014) Business ethics: Decision
making for personal integrity and social responsibility. McGraw-Hill.
Keyton, J., (2010) Communication and organizational culture: A key to understanding
work experiences. Sage Publications.
Jones, R. and Jenkins, F. (2006) Developing the Allied Health Professional. Oxon:
Radcliffe Publishing
Ronal, Q., (2013) SWOT Analysis: Raising capacity of your organization. Rutgers
School of Social Work.
Cambridge Dictionary (2010) Mind Map noun - definition in the British English Dictionary
& Thesaurus - Cambridge Dictionaries Online".

21