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Burnt Hotels Plc has acquired a chain of hotels and properties in France and wants to re-open them in the next few weeks. Brunt Hotels intends to send their existing managerial staff from UK to complete this exercise, manage re-branding, complete recruitment and re-open the hotels rapidly. This is the first time that the hotel has acquired any properties overseas and it is the first time that they are managing overseas. This exercise needs to be undertaken with caution and will go on to serve as a model for future acquisitions depending on how successful it is.
Since Brunt Hotels do not have prior experience, they have retained the services of management consultants to advise them on various aspects of integration. The first key element that the consultant is poised for the recruitment and the following parameters are recommended for it and also the opportunity must be used to publicise the fact that Brunt is opening up operations overseas.
Heading: Looking for a dynamic Hotel Manager for our French Properties
Body:
Brunt Hotels is in the process of opening its own branded properties across France and we are looking for a dynamic manager to take the responsibility of heading our French Operations
Brunt Hotels is known for its cost effective rooms with excellent customer service as a hall mark of its offerings. Brunt Hotels is known to offer clean and well maintained rooms to its business and casual travel guests. Brunt Hotels offers excellent work atmosphere, freedom and latitude to operate as well as good growth prospects.
The ideal candidate for this position must be a qualified hotel management Graduate with over 15 years of all-round experience involving client servicing, sales, banquets, F&B operations, Marketing and hospitality excellence. Special consideration for any candidate who has any kind of recognition for customer service excellence.
The candidate must be willing to report at the London Headquarters for a brief period of orientation and relocate to France on a permanent basis. Family travel, relocation expenses and school expenses for children will be given along with a 3-month sign on bonus.
Other qualifications would include excellent command of French, Experience of working in France would be an added advantage. The person must be willing to travel often between France and London. Must be excellent at using computers, MS-Office and email packages.
Responsibilities for this position include recruitment of staff, complete rebranding and positioning of Brunt Brand, collaborating with Headquarters in London for instructions and closely working with the top management team.
Compensation would include attractive remuneration, retirement benefits, healthcare benefits, travel benefits, relocation benefits and employee stock options.
<End of Advertisement>
The recruited manager(s) must be firstly familiar with the way Brunt Functions and this is the most important aspect of the entire exercise of being able to take the Brunt culture and way of working into the new operations in France. Since this is being seen as a pilot model for the expansion operations, it is vital that the Managers be given excellent orientation of how Brunt approaches its customers, operational aspects of Brunt hotel daily operations, reporting procedures, internal communication norms as well as exposure to the culture of the hotel in United Kingdom.
It is very important the newly recruited managers first and the foremost become familiar with how Brunt operates, Every hotel and property has its own unique set of operational procedures, standard operating procedures, methods and approaches. This becomes all the more important when business is operating in a foreign country in isolation. The Manager becomes the representative of the management of the hotel and carries the flag of the organization on his shoulders. He is expected to be in the know of things completely and guide the new team at the new locations. Hence the Manager must be thoroughly trained in the operational aspects of Brunt style of hotel management.
Managing in a cross-cultural environment also has its own set of demands. For instance there are several nuances that the manager needs to understand and even by familiar with the laws of the land in France. There is a specific law that states that, if a person who was working with the earlier operations comes back, he is essentially to be absorbed. Such finer aspects of the law requires careful examination and implementation.
The French labour force is highly unionised. They are run by powerful leaders who hold considerable sway on the working force in France. It is important for the new manager to be able to quickly network with them and exhibit the fact that Brunt is indeed a employee friendly organization and genuinely is interested in their welfare. The new managers must be able to quickly showcase the strengths of Brunt as an organization and build trust with the union leaders in the new country. Being friendly and being able to quickly network are also necessary part of the job.
Another important aspect of French working culture is the importance that they have on the families. So the new manager is encouraged to have activities like Employee days and have the families come over and visit the Hotel. It is at this point that the manager and the new team must communicate the importance of the employee’s work in the organization to the families. This builds a sense of pride in the families as improves the bonding of the employee with the organization.
The above steps indicated are few of the things that the new manager must be able to do. This must become a part of his training before he is deputed at the property.
Indian Minister:
Variety of cultures across the world have different cultures and especially cross gender behaviour tends to get highlighted quickly. India as a country is known for its conservative culture but highly advanced and forward thinking.
India is a nation that prides on the qualifications and merits of an individual. The power is a very important aspect in the day-to-day lives of the people. For instance though kings and kingdoms have been barred in the country, even today some of the erstwhile royal families continue to hold conservable sway on the people and manage to influence them.
Women are highly respected and regarded in the Indian culture. Normally cross-gender touching is not looked favourably in the country and the lady could take serious offence to being touched.
It is in the above context that the engagement with the minister be seen. If the Indian minister extends her hand to shake it is ok to reciprocate but it is not advisable to initiate the hand shake. Kissing / pecking on the cheek is strictly forbidden and may not be looked at kindly at all.
The visiting dignitaries / delegation is advised not to indulge in any such act of familiarity. While it is acceptable in the English culture to kiss a lady’s hand it is not seen as an acceptable form of greeting in India.
References
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BusinessCulture.org. (2014). Negotiation Process. Retrieved November 13, 2014, from BusinessCulture.org: http://businessculture.org/southern-europe/business-culture-in-slovenia/meeting-etiquette-in-slovenia/
Erez, E. (2000). Immigration, culture conflict and domestic violence/woman battering. Crime Prevention and Community Safety: An International Journal, 2 (1), 27-36.
Munter, M. (1993). Cross-cultural Communication for Managers. Business Horizons, Vol: 36, Issue: 3.
Nakayama, J. N. (2010). Intercultural Communication in Contexts (5th Edition). New York, NY: Mc-Graw Hill.
Sarup, M. (1996). Identity, Culture and the Postmodern World. Edinburgh: Eidnburgh University Press.
Schuller, A. (2003). Tips for successful Cross-cultural communication. Retrieved October 11, 2014, from Cross Cultural Communication: http://www.schulersolutions.com/cross_cultural_communication.html
Shahzad, F. (2012). Impact of Organizational Culture on Organizational Performance: An Overview. Interdisciplinary Journal of Contemporary Research in Business. 3(9), 975-979.
