Essay on Hilton Worldwide & Coca-Cola: Targeting Middle & Senior-Aged Professionals

1.1 Introduction

The selected organizations include Hilton worldwide and Coca-cola. Hilton worldwide is a multinational hospitality company headquartered in McLean, Virginia (Forbes.com). Through its subsidiaries, the company provides hospitality services. Hilton Worldwide owns and manages hotels, resorts, and timeshare properties all over the world. The company targets customers who are middle and senior aged professionals with high-income levels and originating from upper social class. The goal of the corporation is to be the most profitable hospitable company in the world by establishing cordial experiences for customers. (Hilton.com). Currently, the organization is led by Christopher J. Nassetta, the organization's president and Chief Executive Officer (CEO).

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Coca-cola is a multinational beverage company situated in Atlanta, Georgia. The company produces and sells beverage products such as coca-cola, Fanta, Diet Coke, and Sprite. Other top brands are Powerade, Minute Maid, and vitamin water (Coca-colacompany.com). Coca-cola also owns and markets over 500 beverage brands, mainly sparkling drinks, juice drinks, sports drinks, and energy, and ready-to-drink teas and coffees (Coca-colacompany.com). The corporation's goal is to maximize profits while maintaining a long-lasting, sustainable growth within the beverage industry. Coca Cola targets the youth of both genders. Currently, the organization is headed by the chairman and CEO of Coca-Cola, James Quincey (coca-cola.com).

1.2 Selected Leaders

Christopher J. Nassetta is the president and the CEO of Hilton worldwide. Before joining Hilton in 2007, Christopher was the president and the CEO of Host Hotels & Resorts Incorporation since 2000 (Linkedin.com). He joined Host Hotels & Resorts in 1995 as Executive vice president and was elected Chief Operating Officer (COO) in 1997. Christopher also serves on various boards, including the World Travel & Tourism Council (WTTC), where he is the chairman (Linkedin.com). He holds a degree in Finance from the University Of Virginia McIntire School Of Commerce.

James Quincey is the President and CEO of the Coca-Cola Company. Before holding The CEO position on May 1, 2017, Quincey led all the corporation's operating units in the world as presidents and COO from August 2015 (Businessroundtable.org). He was also a partner in strategy consulting at The Kalchas Group before joining Coca-cola. From 2013 to 2015, he served as president of the Coca-Cola's Europe Group, which consists of 38 countries (Businessroundtable.org). Under the leadership of Quincey, the Europe Group strategically expanded its brand portfolio around the world. Quincey holds a Bachelor's degree in Electrical Engineering from the University of Liverpool (Linkedin.com).

2. Motivation and Employee Engagement

2.1. Selected Leaders' Behaviour

Nassetta motivates his employees by developing a culture and creating an environment where they feel they are part of something bigger than they are (Nassetta, 2016). In an interview with Fortune Magazine, Nassetta said that establishes a culture where he empowers employees to operate with freedom within a framework. He also empowers everybody to take part in revitalizing the company. In this case, the CEO treats people like family and gives them the freedom to be themselves, to innovate, and to be creative (Nassetta, 2016). By doing so, Nassetta demonstrates the core values of the business and entrust employees to pick a path that aligns with those values. Another way Nassetta inspires his team is by having steady hands on the tiller. According to Nassetta, he believes in the principle that a leader must know who they are, who they stand for, and where they are going. This principle allows Nassetta to lead by example, guide the team in the same direction, and control every situation in a calm manner.

In his leadership role, Quincey encourages the work environment that missions the employees to be quick decision-makers. He focuses on accountability, inclusion, and empowerment. According to Parker (2018), Quincey gives his leadership team and all employees the authority to make decisions. He also believes in empowerment at all corporate levels. Whether it is a new employee or an experienced executive, Quincey thinks that the principal goal is to help people improve on their performances (Parker, 2018). As such, he listens to all levels of people to achieve positive results. The coca-cola CEO also stands up for his employees. When a problem occurs in the company, Quincey stands up for his employees and spells things out clearly by identifying the problem and solving it appropriately.

2.2 Strategy to Enhance the Staff's Motivation and Engagement

Nassetta can enhance the staff's motivation and engagement by creating a friendly work environment. In this context, Nassetta can promote respect and open communication in the company. These two elements are essential factors in the workplace because they retain employees. Respect encourages employees to contribute freely to the company's decision-making. It makes them deliver their opinion without fear of rejection. Open communication promotes freedom, thus, leads to a happier work environment.

Quincey can enhance the staff's motivation and engagement by empowering problem-solving and learning. In this strategy, the CEO can create a space for the team to solve their own problems. He can support and guide the staff, but it is essential to let them lead with their own ideas and solutions. This approach will give the team the impression that their skills and perspectives are valued.

3. Communicating in Teams and Organization

3.1 Interdependence and Team Cohesion

Hilton and Coca-Cola companies value teamwork. It is through cooperation that employees effectively meet the set objectives of the organization. Collaboration encourages innovation, speeds up decision-making, and increases accountability between members. Interdependence and team cohesion collectively encourage employees to work as a group to attain the company's objectives. This improves productivity or employees and profitability of both Hilton and Coca-cola.

3.2 Team Dynamics

At Hilton Worldwide, diversity and inclusion are among the significant aspects of team dynamics that are working well in the organization. Diversity and inclusion are at the core of the company's vision, mission, and values (Hilton.com). Hilton is committed to an inclusive workforce that fully represents various cultures, viewpoints, and backgrounds. Diversity of culture, age, gender and life experiences creates a positive exchange of ideas and creative collaboration among team members. A pivotal component of improving Hilton's diversity and inclusion agenda in Hilton Worldwide is giving women senior leadership roles.

For Coca-Cola, participative leadership is working well. Participative leadership invites employees' input on all or most decisions of the company. It gives the staff pertinent information concerning the issues, and the majority's opinions determine the course of action taken by the firm. According to Sax & Torp (2015), participative leaders make employees feel valued as an integral part of the team and make the team members achieve the goals through relationships and cooperative teamwork. This leadership style applies to Coca-Cola. As noted, the CEO of the company gives his leadership team and all employees the authority to make decisions. Participatory leadership can be improved by respecting the opinions of the individual members of the group.

3.3 Effectiveness of Communication Strategy

Nassetta encourages open communication where all parties can express their ideas in a conversation or debate. In this case, Nassetta ensures that he gives any employee a chance to express themselves to establish an inclusive culture. Open communication employed by the CEO at Hilton has allowed the team members to be more engaged in the organizational activities. It has also encourages innovation. The freedom granted to the employees to openly communicate ideas without fear or ridicule enables them to bring their ideas to the table. Innovation depends heavily on different ideas, and since Nassetta encourages open communication, he encourages innovative employees. Therefore, open communication has enabled Nassetta to strengthen transparency and team building in the company. Through openness and teambuilding, the company has been able to increase its profit.

Since Quincey employs a participative leadership style in his management, his communication strategy is similar to that of Nasseta. He authorizes the employees to make decisions. Through this strategy, he gives the employees a voice. As mentioned earlier, employee satisfaction and retention depend on the impression given to them that they are valued. The free communication and relationship with their CEO makes them feel valued. And this encourages the staff to be the focus on meeting the organizational goals. It also motivates them to work hard and remain loyal to the company.

3.4 Barriers to Communication

The principal barrier to the communication barrier between Nassetta and the team in the organization is language differences. According to his Biography, Nassetta can fluently communicate only in English. However, he manages employees from diverse countries that do not speak English. Communicating with such employees, especially those from non-English speaking countries, is a significant problem for Nassetta due to difficulty in understanding unfamiliar language and accent.

For Quincey, a cultural difference is the communication barrier that exists between him and the team. Gut, Wilczewski, & Gorbaniuk (2017) noted that cultural barriers affect communication in three ways. First, the communication norms vary between cultures, such as personal space. Secondly, People can make assumptions according to the stereotypes of the culture of another person. Thirdly, work cultures differ between companies implying that a leader must adapt to their company's culture to communicate effectively. Quincey is a British; therefore, he finds it challenging to adjust to social interaction norms from different cultures.

3.5 Strategies to Improve the Effectiveness of Communication

One of the strategies Nassetta can use to improve the effectiveness of communication is by attending Question and Answer (Q&A) sessions. Q&A session is a significant way to solicit feedback and how a commitment to transparency. The CEO can hold open Q&As every month to engage employees in open communications. Employees can be asked to submit questions before the event or ask them in person during the meeting. Through this strategy, the employees feel free to interact with the leader. Nassetta can also inform and inspire. Many people look up to him because he is an international business leader. As such, the CEO can ensure that his communication efforts inspire and educate the team members.

Quincey can improve the effectiveness of communication in the organization by engaging in active listening and creating a communication-friendly space. Active listening is a communication technique that is helpful in the organization. As an organizational leader, Quincey can organize various meetings with the staff and employees to listen to the views and grievances of the workers. This is one way the leader can engage the team in direct and open communication. By doing so, Quincey can create a friendly environment where workers feel valued and appreciated.

4. Power and Influence

4.1 Sources of Power

Nassetta holds legitimate or positional power. This source of power is obtained from the position held by an individual in the hierarchy of a company (Walls & Berrone, 2017). For instance, job descriptions...