Organizational Behavior in Regency Grand Hotel: Examining Employee Performance and Relationships

Introduction

Organizational behavior is studying employees' activities in their workplace and how they relate to one another. The field involves an examination of a working environment concerning employees and how it controls the overall performance of employees. It also consists in studying how people in different organizations relate with one another. "Regency Grand Hotel" shows how employees behave differently in various environments in their working institutions, the employees of the hotel enjoy working in the organization as the hotel was highly regarded in Bangkok, Thailand. Being associated with Regency Grand Hotel, makes the employees work best and feel proud of their work. The workers of Regency Grand Hotel optimally work because they are happy with their place of work. This paper focusses on how different working conditions affect the behavior of employees of the "Regency Grand Hotel" resulting in its success.

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"The Regency Grand Hotel" Organizational Behaviors

The hotel provides proper welfare with benefits to their employees. When employees are motivated with honors in their working conditions, they work optimally, leading to the success of the hotel. The hotel decided to reward its employees during all seasons as the motivation of employees enables them to interact well, bringing out an efficient human resource. The hotel gives its employees an excellent year-end bonus to ensure that the workers are satisfied and motivated in their working places and work effectively to improve the output per unit labor of the company. Safiullah (2015), highlights that when the workforce in an organization is motivated, they work effectively and have a sense of belonging to the organization.

Employees felt proud due to their association with the successful company. The pride of working with the hotel enabled the employees to work best, resulting in a positive working environment in the hotel and, therefore, success. The workers were driven by their pride to work effectively for the company leading to improved customer services leading to success. Safiullah (2015) emphasizes that when employees are motivated to work, they improve the organization's working environment leading to the success of the company. The motivation in the hotel was the employee's association with the prestigious hotel.

Job security to the employees. The positivity of workers having job security ensured that they work stress-free, thereby working optimally and improving customer services, this led to the success of the hotel. The company was prompted to ensure the job security of its employees to ensure they work unstressed. Jiang (2015) highlights that when the employees have guaranteed job security, they trust the management resulting in an improved working environment for the firm; this results in the success of the firm as witnessed by the hotel.

The hotel rewards its employees in all seasons. Rewarding employees make them feel appreciated and tends to work better in their organizations. The hotel knows that changes in economic may affect its performance; however, they reward their employees so that they perform effectively at all economic times. Safiullah (2015) affirms that a motivated workforce work optimally with minimum supervision, and this promotes a right working environment for employees and their management resulting in the success of the business.

After the selling of the hotel, the new management retains its employees. The employees felt appreciated due to their retention. The new administration maintained the employees as they were all experienced in their fields; thus, they would continue working effectively. Humphreys (2017) acknowledges that the retention of workers during a takeover, they tend to work well as they feel that their contribution to the success of the former company is appreciated.

The new administration picked an experienced worker to the managerial position. The employees have appreciated the action by the management to hire a person with experience after the manager went for early retirement. The American with ten years experienced understood the dynamics of the hotel market, and effective management thus was best selected to run the business effectively. Humphreys (2017) highlights that the promotion of experienced employees to run the business results to more success as the relationship between the employees and the new management improves as the promoted employee understands the working environment of the employees.

The management of the hotel works well with its employees to enable the employees work effectively under their management, leading to improved customer service, this brought the success to the company. Raziq (2015) asserts that the right working environment creates enabling working conditions for optimal productivity of human resources; therefore, the success of the hotel was majorly contributed by the enabling environment accorded to the workforce.

Effective management. The previous administration discouraged the use of ideas that had not been certified and verified for use; this was effective and positive as it ensured that the workers avoided mistakes associated with trying out new ideas. The administration was successful due to the depreciation of errors, and those that made them were held accountable. Brzezinski (2015) states that when employees effective management, there is output per given person is maximized and the minimization of losses per unit human resource. Effective management of the hotel ensured that the employees knew what was expected of them while working.

Empowerment of employees. When Becker introduced authorization to the employees, he reduced the bureaucracy in management; therefore, employees had their issues addressed with no bottlenecks. Addressing social issues of employees enables them to work effectively as no problem hinders workers from functioning optimally. Nouri (2018) highlights that there is a direct correlation between the successes of a business and employees' empowerment. When employees are empowered, the company manages to succeed.

Conclusion

The proper working environment for the company results in improved employee's productivity and growth. The success of "Regency Grand Hotel" was because of the improved working conditions for employees due to the issue of assurance of job security. With appreciations and job security, the employees improved customer services leading to the success of the company. The efficient management of the hotel created an enabling environment for good inter worker relations, which improved working conditions in the hotel, and the employees minimized mistakes as they knew the manager's expectation of them. The administration was in good terms with its workforce. The employees were able to work effectively under minimum supervision and deliver quality services; this promoted the success of the hotel. For a company to have the right working environment for its employees, it must ensure that the workers have a friendly working relationship with the administration and appreciate workers for their efforts and this results in the success of the company.

References

Brzezinski, S., & Bak, A. (2015). Management of employees' commitment to the process of organizational transformation. Procedia Economics and Finance, 27, 109-115.

Humphreys, J., Wakerman, J., Kuipers, P., Russell, D., Siegloff, S., Homer, K., & Wells, R. (2017). Improving workforce retention: Developing an integrated logic model to maximize the sustainability of small rural and remote health care services.

Jiang, L., & Probst, T. M. (2015). Do your employees (collectively) trust you? The importance of trust climate beyond individual trust. Scandinavian Journal of Management, 31(4), 526-535.

Nouri, B. A., & Mousavi, M. M. Effect of cooperative management on organizational agility with the mediating role of employee empowerment in the public transportation sector.

Raziq, A., & Maulabakhsh, R. (2015). Impact of working environment on job satisfaction. Procedia Economics and Finance, 23, 717-725.

Safiullah, A. B. (2015). Employee motivation and its most influential factors: A Study on the telecommunication industry in Bangladesh. World, 5(1), 79-92.