Development as a Strategic Manager: A Case

Study of Heritance Kandalama

Table of Contents

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Introduction....................................................................................................................................2
Task 01: Identifying Personal Skills to Achieve Strategic Ambitions......................................2
1.1 Managerial and Leadership Competencies for Strategic Ambitions..............................2
1.2 Skills for a Strategic Leader in a Complex Environment................................................4
1.3 Future Skills and Implications............................................................................................5
Task 02: Managing Personal Leadership Development to Support Strategic Ambitions......7
2.1 Areas for Leadership Development....................................................................................7
2.2 Leadership Development Plan............................................................................................9
2.3 Progress and Leadership Style Change...........................................................................11
Task 03: Evaluating the Effectiveness of the Leadership Development Plan........................12
3.1 Contribution to Personal and Organizational Goals......................................................13
3.2 Impact on Leadership Style and Organizational Contribution.....................................14
3.3 Impact of External Influences and New Challenges.......................................................15
Task 04: Advocating an Employee Welfare Environment......................................................17
4.1 Influence of Staff Welfare Environment on Organizational Objectives.......................17
4.2 Heritance Kandalama's Welfare Culture........................................................................18
4.3 Impact of Corporate Commitment to Staff Welfare on Organizational Values..........19
References.....................................................................................................................................20

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Introduction
This comprehensive report delves into the critical aspects of personal development, leadership,
and employee welfare within the dynamic framework of Heritance Kandalama, a renowned
luxury hotel nestled in the picturesque landscape of Kandalama, Sri Lanka. As a senior manager
with responsibilities spanning functional management and organizational leadership
development, the focus is on equipping oneself for strategic ambitions and values alignment
(Bennis, 1985).

The report embarks on a multifaceted journey, commencing with an exploration of the requisite
managerial and leadership competencies vital for fulfilling the hotel's strategic aspirations. It
proceeds to identify key skills essential for strategic leaders navigating the complexities of the
modern business environment. A forward-looking perspective is then adopted to identify
emerging leadership skills necessary for the hotel's ambitions in the coming years. Subsequently,
the report delves into the development of a personalized leadership plan designed to bolster
strategic ambitions. An analysis of the progress made and transformations in leadership style
ensues (Kouzes, 2017).

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The influence of employee welfare on organizational objectives is meticulously examined,
underscored by legal duties and moral imperatives. The current welfare culture at Heritance
Kandalama is dissected, emphasizing its strengths and areas for potential enhancement.
Additionally, the impact of the hotel's commitment to staff welfare on the development of
organizational values is elucidated, underlining the alignment of these values with Heritance
Kandalama's strategic goals (O'Reilly, 2000).

The report culminates with an evaluation of the effectiveness of the leadership development plan,
highlighting its contributions to personal and organizational objectives. Furthermore, it discusses
the influence of the plan on leadership style and its broader impact within the organizational
context. The report concludes by reflecting on the influence of external factors and their potential
impact on leadership skills development, necessitating the adaptation and evolution of the plan to
meet new challenges.

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Task 01: Identifying Personal Skills to Achieve Strategic Ambitions
1.1 Managerial and Leadership Competencies for Strategic Ambitions
In the context of a luxury hotel like Heritance Kandalama, managerial and leadership
competencies play a pivotal role in driving the organization towards its strategic objectives.
These competencies are not only vital for day-to-day operations but also for charting the long-
term path and ensuring the sustained growth and excellence of the hotel. Here, we'll delve deeper
into the competencies that are crucial for a strategic leader in this industry (Bass, 2006).

Adaptability and Change Management

 Rapid Response to Market Dynamics: The hotel industry is highly susceptible to

fluctuations in demand, seasonality, and global events. A strategic leader must possess
the ability to adapt swiftly to changing market dynamics and implement effective
strategies in response (Herzberg, 2003).
 Innovative Problem-Solving: Change often brings challenges. Competent leaders in this
industry should be adept at innovative problem-solving, finding creative solutions to
unforeseen issues.

Customer-Centric Approach

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  Understanding Guest Expectations: A crucial aspect of leadership in the hotel industry is
the ability to understand and anticipate guest expectations. Leaders should continually
seek to enhance the quality of services and experiences to exceed these expectations.
 Brand Loyalty Building: Exceptional leaders recognize the significance of building brand
loyalty (Yukl, 2019). They should be capable of nurturing a customer-centric culture
throughout the organization, ensuring that all staff members understand the value of
satisfied, repeat guests.

Financial Acumen

 Strategic Financial Planning: Effective leaders in the hotel industry must have a deep
understanding of financial management. This includes creating and executing strategic
financial plans that consider revenue streams, cost management, and profit maximization.
 Resource Allocation: In a competitive environment, wise resource allocation is vital.
Leaders should know how to allocate resources efficiently to maintain high service
quality while controlling costs (Spreitzer, 1997).

Sustainability and Environmental Awareness

 Environmental Responsibility: Today's travelers often prioritize environmentally

responsible accommodations. Leaders need to incorporate sustainable practices, such as
energy conservation, waste reduction, and eco-friendly operations, to attract and satisfy
eco-conscious guests.
 Meeting Regulatory Standards: Leaders must be knowledgeable about evolving
environmental regulations and ensure that the hotel complies with these standards,
avoiding any reputational and legal issues.

In essence, these managerial and leadership competencies form the foundation for the strategic
ambitions of Heritance Kandalama. They empower leaders to tackle the complexities of the hotel
industry by fostering adaptability, exceeding customer expectations, managing finances
efficiently, and promoting sustainability. These competencies are vital not only for achieving
short-term goals but also for ensuring the long-term success and growth of the hotel (Robbins,
2017).

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1.2 Skills for a Strategic Leader in a Complex Environment
Leading in a complex environment like the hotel industry demands a unique set of skills.
Heritance Kandalama, as a luxury hotel, faces multifaceted challenges and opportunities, and a
strategic leader should be equipped with the following skills (Programme., 2021).

Crisis Management

 Risk Assessment: Leaders need to have the ability to foresee potential risks, whether they
are related to natural disasters, public health crises, or other unforeseen events. They
should be skilled in assessing these risks and developing strategies to mitigate them.
 Effective Response: In a dynamic environment, quick and effective response to crises is
essential (Daft, The leadership experience. Cengage Learning., 2018). Leaders must excel
in crisis response, ensuring the safety and well-being of guests and employees while
minimizing operational disruptions.

Cross-Cultural Competence

 Understanding Diverse Cultures: The hotel industry attracts guests from all over the
world, each with their unique cultural backgrounds and expectations. Leaders should be
culturally sensitive, understanding the diverse needs and preferences of international
guests.
 Effective Communication Across Cultures: Effective communication is key. Leaders
must be able to navigate language and cultural barriers, ensuring that staff can provide a
seamless guest experience regardless of their background (Brown, 2005).

Data Analytics and Technology

 Data-Driven Decision Making: With the wealth of data available, leaders should have the
ability to make data-driven decisions. They must understand how to gather, analyze, and
interpret data to improve guest experiences, streamline operations, and enhance
profitability (Bass, 2006).
 Leveraging Technology: In the digital age, technology plays a central role in the hotel
industry. Leaders should be tech-savvy, understanding how to leverage technology for
tasks like revenue management, digital marketing, and enhancing guest services.

Strategic Partnerships and Alliances

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  Identification of Opportunities: Leaders need to identify opportunities for strategic
partnerships and alliances that can benefit the hotel. This could include collaborations
with local businesses, tourism authorities, or international travel agencies (Liden, 2008).
 Relationship Building: Building and nurturing strategic relationships are key skills.
Effective leaders should be skilled in networking, negotiation, and maintaining long-term
partnerships.

In a complex environment like the luxury hotel industry, these skills enable a strategic leader to
navigate multifaceted challenges, capitalize on diverse opportunities, and ensure the success of
the organization. Crisis management skills prepare leaders for the unexpected, cross-cultural
competence enhances the guest experience, data analytics and technology proficiency drive
efficiency and innovation, and strategic partnerships and alliances open doors to new growth
avenues. These competencies are essential for ensuring that Heritance Kandalama thrives and
remains competitive in a dynamic and complex market (Nations., 2021).

1.3 Future Skills and Implications

As Heritance Kandalama endeavors to realize its strategic ambitions over the next 3-5 years, it is
paramount to identify the skills that will be indispensable for its strategic leaders. These skills are
vital to not only keep pace with industry trends but also to proactively shape the hotel's future in
a dynamic and evolving environment (Kouzes, 2017).

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Digital Transformation Leadership

 Skill Description: Digital transformation leadership involves a deep understanding of

emerging technologies, data analytics, and digital marketing. Leaders should have the
capacity to leverage these tools to optimize guest experiences and streamline operations.

Implications

 Investment in Technology: Heritance Kandalama will need to allocate resources for

adopting and integrating advanced technologies, such as AI-driven chatbots for guest
services, automated room management systems, and big data analytics to personalize
guest experiences (Brown, 2005).
 Training and Skill Development: The hotel's staff, including management, will require
training to effectively use and manage these technologies.
 Data Security: With the collection and storage of guest data, leaders must ensure robust
data security measures are in place to protect guest information.
 Operational Changes: The implementation of digital technologies may require changes in
operational processes and guest interactions, necessitating effective change management
(Liden, 2008).

Innovative Sustainability

 Skill Description: Innovative sustainability skills encompass finding new ways to reduce
the hotel's environmental footprint, promote eco-friendly practices, and meet evolving
sustainability standards (Herzberg, 2003).

Implications

 Capital Investment: The hotel may need to invest in renewable energy sources, waste
reduction systems, and sustainable building features, such as energy-efficient HVAC
systems and low-flow water fixtures.
 Training and Education: Staff members will require training to incorporate sustainable
practices into their daily routines and to effectively communicate the hotel's commitment
to guests.

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  Regulatory Compliance: Leaders must stay informed about and comply with evolving
environmental regulations, potentially requiring adjustments to hotel operations.
 Marketing and Branding: Sustainability initiatives can be used as a marketing tool,
enhancing the hotel's reputation among eco-conscious travelers (Organization., 2021).

Global Crisis Resilience

 Skill Description: Global crisis resilience skills encompass the ability to foresee, respond
to, and recover from global crises, such as pandemics, geopolitical turmoil, and
environmental disasters.

Implications

 Crisis Response Plans: Leaders should develop robust crisis response plans, including
risk assessments, emergency procedures, and communication strategies (Yukl, 2019).
 Supply Chain Flexibility: A global crisis can disrupt supply chains; leaders need to
ensure the flexibility and adaptability of these supply networks.
 Financial Resilience: Adequate financial planning and risk management will be essential
to weather economic downturns resulting from global crises.
 Cross-Functional Collaboration: Leaders should foster collaboration among various
departments to ensure a coordinated response during a crisis (Daft, The leadership
experience. Cengage Learning., 2015).

These future skills are pivotal for Heritance Kandalama's journey toward its strategic ambitions.
Embracing digital transformation leadership, innovative sustainability, and global crisis
resilience will not only prepare the hotel for a dynamic future but also position it as an industry
leader and a preferred choice for conscious travelers. By investing in technology, sustainability
practices, and crisis preparedness, the hotel can navigate the complexities of the hospitality
industry and emerge as a sustainable, resilient, and innovative establishment (Liden, 2008).

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Task 02: Managing Personal Leadership Development to Support Strategic
Ambitions
2.1 Areas for Leadership Development
In a rapidly evolving and complex environment, it's essential for leaders to continually improve
their skill set to drive the organization's strategic ambitions. Here are the five key areas I've
identified for leadership development (Herzberg, 2003).

1. Digital Leadership and Technology Integration

Skill Description: As digital transformation reshapes the hospitality industry, leadership needs to
encompass a deep understanding of emerging technologies, data analytics, and digital marketing.
This skill will enable leaders to harness the power of technology for enhanced guest experiences,
operational efficiency, and competitive advantage (O'Reilly, 2000).

Importance: Technology has become an integral part of the guest experience, from online
bookings to mobile check-ins and in-room automation. Leaders with digital leadership skills will
effectively navigate this shift and drive innovation in the hotel.

2. Environmental and Sustainability Leadership

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  Skill Description: Sustainability is a defining aspect of modern businesses, including
hospitality. Leaders must develop expertise in environmental practices, including energy
conservation, waste reduction, sustainable sourcing, and green building design (Senge,
2006).
 Importance: Sustainable practices not only appeal to conscious travelers but also reduce
operational costs and enhance brand reputation. Sustainability leadership ensures the
hotel remains competitive and environmentally responsible.

3. Crisis Management and Resilience

 Skill Description: In an increasingly uncertain world, the ability to manage and respond
to crises effectively is a critical skill. This involves developing crisis response plans, risk
assessments, and strategies for disaster preparedness (Northouse, 2018).
 Importance: Rapid and effective crisis management can mean the difference between the
hotel's survival and significant losses. Leadership that is well-prepared for global crises
ensures the safety of guests and staff and minimizes operational disruptions.

4. Cross-Cultural Competence

 Skill Description: The hospitality industry welcomes guests from diverse cultural
backgrounds. Cross-cultural competence involves understanding cultural nuances,
promoting a culturally sensitive workplace, and improving communication across diverse
backgrounds.
 Importance: Competence in this area enhances the guest experience, minimizes cultural
misunderstandings, and fosters an inclusive work environment. It's crucial for leaders to
bridge cultural gaps and adapt to guest and employee expectations.

5. Data-Driven Decision Making

 Skill Description: In the digital age, data is abundant. Leaders need to improve their
ability to gather, analyze, and interpret data to make informed, data-driven decisions.
This includes utilizing data for marketing, optimizing guest experiences, and streamlining
operations (Bennis, 1985).

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  Importance: Data-driven decisions lead to improved guest satisfaction, efficient
operations, and better financial performance. Leaders who understand data analytics can
make strategic choices that align with the hotel's goals (Liden, 2008).

Each of these areas for leadership development plays a critical role in navigating the
complexities of the hospitality industry, especially within the context of Heritance Kandalama.
By investing in these skills, leaders not only keep the organization relevant but also ensure it
thrives in a rapidly changing and competitive environment (Resorts., 2017). These competencies
are fundamental in achieving the hotel's strategic ambitions and maintaining its reputation as a
leader in the luxury hospitality sector.

2.2 Leadership Development Plan

Area 1: Digital Leadership and Technology Integration

 Approach: To develop digital leadership and technology integration skills, I plan to enroll
in relevant courses and workshops focused on emerging technologies, data analytics, and
digital marketing.
 Timeline: Over the next three years, I will dedicate 6-12 months for continuous learning
and skill development in this area (Organization., 2021).
 Outcomes: By the end of this period, I hope to become proficient in leveraging
technology to enhance guest services, improve marketing strategies, and streamline
operational processes.

Area 2: Environmental and Sustainability Leadership

 Approach: For environmental and sustainability leadership, I plan to collaborate with

sustainability experts, participate in sustainability initiatives within the hotel, and seek
certifications related to eco-friendly practices.
 Timeline: I anticipate dedicating a minimum of 12 months to gain expertise in
sustainability best practices (Northouse, 2018).
 Outcomes: My goal is to implement innovative sustainability solutions within Heritance
Kandalama, leading to a reduced environmental footprint and, potentially, the attainment
of environmental certifications.

Area 3: Crisis Management and Resilience

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  Approach: To improve skills in crisis management and resilience, I will participate in
crisis management workshops, study real-world case studies, and lead simulated crisis
response exercises within the organization. This hands-on approach will help me better
understand crisis dynamics (Brown, 2005).
 Timeline: I plan for continuous development in this area over the entire three-year period.
 Outcomes: With this ongoing effort, I expect to be well-prepared for global crises,
capable of guiding the organization through unexpected challenges while minimizing
risks and operational disruptions.

Area 4: Cross-Cultural Competence

 Approach: For cross-cultural competence, I will engage in cross-cultural training

programs, interact with a diverse staff and guests, and seek feedback from culturally
diverse team members (O'Reilly, 2000).
 Timeline: This will be an ongoing effort, with regular activities spread throughout the
three-year period.
 Outcomes: By consistently working on cross-cultural competence, I aim to create an
inclusive, culturally sensitive work environment and effectively communicate with staff
and guests from diverse backgrounds (Daft, The leadership experience. Cengage
Learning., 2015).

Area 5: Data-Driven Decision Making

 Approach: To improve data-driven decision-making skills, I will undertake online data

analytics courses, participate in workshops on data interpretation, and work with data
analytics tools. This will involve hands-on experience with data analysis.
 Timeline: Approximately 6-12 months will be dedicated to gaining proficiency in data-
driven decision-making (O'Reilly, 2000).
 Outcomes: With this skill development, I aim to enhance my ability to make strategic
decisions based on data, leading to improved guest experiences, operational efficiencies,
and better financial performance.

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By focusing on these areas and following this comprehensive development plan, I anticipate
significant growth in my leadership skills and a tangible impact on Heritance Kandalama's
performance.

2.3 Progress and Leadership Style Change

Over the course of three years, as I undertake the leadership development plan, I anticipate
significant progress and a transformation in my leadership style. This development is not only
vital for my growth but also for aligning my leadership approach with the strategic ambitions of
Heritance Kandalama (Cameron, 2011).

Progress

 Digital Leadership and Technology Integration: As I acquire proficiency in digital

leadership and technology integration, I will witness a shift in my ability to leverage
technology effectively (Cameron, 2011). I will become more confident in making data-
driven decisions, optimizing digital marketing strategies, and enhancing guest services
through technology.

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  Environmental and Sustainability Leadership: The development in this area will result in
a more environmentally conscious approach. I will have actively participated in
implementing sustainability initiatives, which will lead to reduced environmental impact
and potential environmental certifications (O'Reilly, 2000).
 Crisis Management and Resilience: Continuous development in crisis management will
equip me with the skills to manage crises efficiently. This progress will be evident in the
hotel's ability to respond rapidly and effectively to unforeseen challenges.
 Cross-Cultural Competence: Consistent efforts in cross-cultural competence will make
me more culturally sensitive and adept at communicating across diverse backgrounds.
 Data-Driven Decision Making: Proficiency in data-driven decision making will transform
the way I approach strategic choices. Data analytics skills will lead to more informed and
precise decision-making, which will result in better guest experiences, operational
efficiencies, and improved financial performance (Northouse, 2018).

Leadership Style Change

The leadership style change will be the outcome of this progress. As I gain expertise in the
identified areas, my leadership style will evolve in the following ways.

 Adaptability: The ability to adapt to changing technological landscapes, environmental

standards, and global crises will be at the core of my leadership style. I will be more
flexible in responding to unforeseen challenges and industry shifts (Senge, 2006).
 Data-Oriented: Data-driven decision making will become a fundamental aspect of my
leadership style. I will rely on data and analytics to guide my choices, ensuring they are
based on evidence rather than intuition.
 Environmentally Responsible: Environmental and sustainability leadership will instill a
sense of responsibility for the environment. This will reflect in my decisions to adopt
eco-friendly practices and ensure the hotel complies with environmental standards.
 Cross-Cultural Sensitivity: Cross-cultural competence will make me more culturally
sensitive. My leadership style will focus on creating a workplace where diversity is
celebrated, cultural nuances are understood, and effective communication spans various
backgrounds (Yukl, 2019).

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  Resilience and Preparedness: The development in crisis management will lead to a
leadership style that is resilient and well-prepared for global crises.

The progress and leadership style change resulting from this development plan will not only
benefit my leadership but also have a profound impact on Heritance Kandalama's success. The
hotel will be led by a more adaptable, data-savvy, environmentally responsible, culturally
sensitive, and resilient leader (Cameron, 2011).

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Task 03: Evaluating the Effectiveness of the Leadership Development Plan
In this task, we will assess how the personal development plan outlined in Task 2 has contributed
to the achievement of both personal and organizational goals within the context of Heritance
Kandalama. We will also explore where the development has made a significant impact on my
leadership style and how it has benefited the wider organizational settings. Additionally, we will
review the impact of three external influences on the hotel's strategic goals and identify new
challenges that may necessitate adjustments to the leadership development plan (Bennis, 1985).

3.1 Contribution to Personal and Organizational Goals

The personal development plan outlined in Task 2 has had a profound impact on both my
personal growth and the achievement of organizational goals within the context of Heritance
Kandalama.

Personal Goals

 Skill Enhancement: The development plan has significantly contributed to my personal

growth by enhancing my skills in various critical areas. The plan's focus on digital
leadership, sustainability practices, crisis management, cross-cultural competence, and
data-driven decision-making has equipped me with a more diverse skill set. This skill

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 enhancement has been a pivotal factor in my personal development, providing me with
the knowledge and tools to excel in my leadership role (Nations., 2021).
 Confidence and Adaptability: As a direct result of this development plan, I have gained
greater confidence in my leadership abilities. This heightened self-assurance is
particularly evident in my ability to navigate the digital landscape, adapt to unforeseen
global crises, and effectively manage cross-cultural interactions. The development plan
has not only broadened my skill set but also cultivated a sense of adaptability, enabling
me to confidently face challenges in an ever-evolving industry (Cameron, 2011).
 Leadership Effectiveness: The development plan has contributed to my personal goal of
becoming a more effective leader. By focusing on skills such as crisis management,
sustainability leadership, and data-driven decision-making, I have become better
equipped to make informed decisions, lead the organization through challenging
situations, and ensure the satisfaction of our diverse clientele.

Organizational Goals

 Digital Transformation: The enhancement of my digital leadership skills has played a

pivotal role in Heritance Kandalama's journey toward digital transformation. The ability
to leverage technology effectively has resulted in improved guest experiences,
streamlined operational processes, and a stronger online presence for the hotel. This
achievement aligns with the organizational goal of staying competitive in a digitalized
world (O'Reilly, 2000).
 Sustainability Initiatives: The development plan's emphasis on environmental and
sustainability leadership has facilitated the successful implementation of a range of eco-
friendly initiatives within the hotel. This has not only reduced the hotel's environmental
footprint but also made it more appealing to eco-conscious travelers. The
accomplishment of these sustainability goals is a testament to the plan's effectiveness.
 Crisis Preparedness: The development plan's focus on crisis management and resilience
has been invaluable in achieving the organizational goal of crisis preparedness. The
ability to manage crises proactively and respond effectively to unforeseen challenges has
ensured guest and staff safety while minimizing operational disruptions. This aligns with
the organization's goal of maintaining a safe and secure environment (Senge, 2006).

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  Cultural Sensitivity: The emphasis on cross-cultural competence within the development
plan has significantly improved the work environment's inclusivity. This focus on
diversity and cultural sensitivity has promoted a harmonious atmosphere, improved
teamwork, and enhanced guest satisfaction among international visitors. These
achievements contribute to the organizational goal of fostering a welcoming and
inclusive hotel environment.
 Data-Driven Decisions: The proficiency gained in data-driven decision-making has led to
a more efficient and profitable operation. Data-driven decisions have optimized various
aspects of the hotel's services, ultimately contributing to the goal of improved operational
efficiency, guest satisfaction, and financial performance.

3.2 Impact on Leadership Style and Organizational Contribution

The personal development plan outlined in Task 2 has not only enriched my skill set but has also
significantly impacted my leadership style, consequently making substantial contributions to the
organizational setting at Heritance Kandalama (Daft, The leadership experience. Cengage
Learning., 2015).

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Adaptability and Innovation: The development plan has played a transformative role in my
leadership style, making me a more adaptable and innovative leader. This adaptability is evident
in my willingness to embrace change, particularly technological advancements, and to lead the
hotel in exploring innovative sustainability practices. I now encourage the team to think
creatively, adapt swiftly to changes in the industry, and embrace emerging technologies (Bennis,
1985).

Proactive Crisis Management: One of the most prominent impacts of the development plan is in
the area of crisis management and resilience. Through training and practical experiences, I have
developed the ability to manage crises proactively (Liden, 2008). This has been invaluable in
dealing with global challenges like the COVID-19 pandemic. With a well-prepared crisis
response plan and the capability to swiftly adapt to changing circumstances, Heritance

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Kandalama has been able to respond to crises effectively. This proactive approach has ensured
the safety and well-being of guests and staff while minimizing operational disruptions.

Inclusive Leadership: The development plan's emphasis on cross-cultural competence has

transformed my leadership style into a more inclusive one. I now actively foster a work
environment where cultural diversity is celebrated, and the needs of a culturally diverse team are
understood and addressed. This inclusive leadership has translated into improved teamwork,
harmonious workplace interactions, and a more welcoming atmosphere for both staff and guests.
The organizational setting at Heritance Kandalama is characterized by a stronger sense of
community, where individuals from diverse backgrounds feel valued and respected (Bennis,
1985).

Data-Driven Decision-Making Culture: The plan's focus on data-driven decision making has
led to a profound cultural shift within the organization. Data-driven decision-making is no longer
limited to leadership; it has become deeply embedded in the organizational culture. The entire
team now relies on data and analytics to make informed decisions. This data-driven approach has
significantly improved operational efficiency, guest satisfaction, and financial performance. It
has empowered employees at all levels to base their decisions on evidence rather than intuition,
resulting in a more streamlined and data-savvy operation. This, in turn, contributes to the overall
success of Heritance Kandalama by ensuring that strategies and actions align with the
organization's strategic goals (O'Reilly, 2000).

3.3 Impact of External Influences and New Challenges

The hospitality industry, including Heritance Kandalama, operates within a dynamic
environment influenced by a variety of external factors. Several of these influences have
impacted the strategic goals of the hotel and introduced new challenges for leadership skills
development.

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1. Technological Advancements

 Impact: Rapid technological advancements have revolutionized the way hotels interact
with guests, manage operations, and market their services.
 Challenge: To stay competitive and meet guest expectations, leaders need to continuously
adapt to the latest technologies (Brown, 2005).
 Updated Actions Required: Leaders should incorporate continuous technological training
into their development plan. This training will enable them to remain current with
industry trends and digital tools.

2. Evolving Sustainability Standards

 Impact: Sustainability standards have evolved, with an increasing emphasis on eco-

friendly practices in the industry. Guests are becoming more environmentally conscious,
expecting hotels to adopt green practices (O'Reilly, 2000).
 Challenge: To meet evolving sustainability standards, leaders must adapt the hotel's
practices, source sustainable products, and reduce its environmental footprint.
 Updated Actions Required: Leaders should introduce enhanced sustainability training
programs to address the latest standards and practices. Additionally, they should establish
clear sustainability goals and monitor their progress towards achieving these objectives
(Daft, The leadership experience. Cengage Learning., 2015).

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3. Global Economic Uncertainty

 Impact: The global economy, particularly post-pandemic, has introduced uncertainty that
affects travel trends and consumer behaviors. Economic fluctuations have led to shifts in
guest expectations and spending patterns.
 Challenge: Leaders need to be agile in responding to economic shifts, optimizing the
hotel's offerings to match changing guest preferences, and making financially sound
decisions.
 Updated Actions Required: Leaders should focus on the development of agile decision-
making strategies that allow them to adapt to changing economic conditions (Yukl,
2019).

External influences like technological advancements, evolving sustainability standards, and

global economic uncertainty have brought about new challenges for leadership skills
development. To address these challenges effectively, leaders should include continuous
technological training, enhanced sustainability initiatives, and agile decision-making strategies in
their development plan (Schneider, 2013).

Task 04: Advocating an Employee Welfare Environment

In this task, we will focus on the importance of an employee welfare environment in achieving
organizational objectives, the existing welfare culture at Heritance Kandalama, and its impact on

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the development of organizational values (Daft, The leadership experience. Cengage Learning.,
2015).

4.1 Influence of Staff Welfare Environment on Organizational Objectives

The influence of a staff welfare environment on organizational objectives is multifaceted,
encompassing both moral and legal dimensions. It plays a pivotal role in shaping the overall
success and effectiveness of an organization. In this context, we will explore how staff welfare
impacts the achievement of organizational objectives, including reference to relevant legal duties
and obligations (O'Reilly, 2000).

Moral Imperative: First and foremost, providing a conducive staff welfare environment aligns
with a moral imperative. It reflects an organization's commitment to the well-being of its
workforce, recognizing that employees are not just resources but valuable stakeholders. This
moral commitment results in a more engaged and motivated workforce, which directly
influences the organization's ability to meet its objectives.

Employee Productivity and Engagement: A staff welfare environment directly impacts employee
productivity and engagement. When employees feel that their well-being is a priority for the
organization, they are more likely to be motivated, committed, and satisfied in their roles. This
heightened level of engagement translates into higher productivity, which is essential for

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achieving various organizational objectives, such as increased sales, improved customer service,
and enhanced operational efficiency (Daft, The leadership experience. Cengage Learning.,
2015).

Reduced Turnover and Recruitment Costs: High employee turnover can be a significant financial
burden for organizations. The costs associated with recruitment, onboarding, and training of new
employees are substantial. A strong staff welfare environment that includes competitive salaries,
benefits, and a positive workplace culture can significantly reduce turnover rates. This, in turn,
ensures a stable and experienced workforce, supporting the achievement of organizational
objectives (Programme., 2021).

Enhanced Organizational Reputation: Organizations committed to employee welfare build a

positive reputation as socially responsible employers. In today's competitive labor market,
potential employees are not just looking for a job; they are seeking organizations that value their
well-being. A positive image as a socially responsible employer can attract top talent,
contributing to the organization's ability to meet its objectives by ensuring access to skilled and
motivated personnel.

4.2 Heritance Kandalama's Welfare Culture

Heritance Kandalama has cultivated a welfare culture that reflects a deep commitment to its
employees' well-being. This culture is integral to the hotel's values and its pursuit of
organizational objectives. Let's explore the key aspects of Heritance Kandalama's welfare culture
(O'Reilly, 2000).

Competitive Compensation: Heritance Kandalama places a strong emphasis on providing

competitive compensation packages to its employees. This includes not only competitive salaries
but also an array of benefits, such as health insurance, retirement plans, and employee discounts.
This commitment ensures that employees are fairly compensated for their contributions and
encourages them to remain loyal to the organization. This competitive compensation culture
aligns with Heritance Kandalama's goal of retaining skilled and experienced staff members to
maintain the high service standards expected by its guests (Cameron, 2011).

Health and Safety Measures: Heritance Kandalama diligently complies with legal health and
safety obligations to provide a safe working environment for its employees. The hotel conducts

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regular safety drills and enforces measures for handling emergencies. This commitment to safety
is not only a legal obligation but also an integral aspect of the hotel's welfare culture. By
prioritizing the safety and well-being of its employees, Heritance Kandalama creates a work
environment where employees can perform their duties with confidence, free from concerns
about workplace hazards. This approach ensures that employees are more focused on their tasks
and less worried about safety issues, ultimately contributing to the hotel's ability to meet its
objectives (Spreitzer, 1997).

Training and Development: Heritance Kandalama is dedicated to the training and development
of its employees. The hotel offers a range of opportunities for skill enhancement and career
growth. Employees are encouraged to participate in training programs, workshops, and courses
that support their professional development. This focus on training and development aligns with
the hotel's welfare culture by providing employees with opportunities for personal and career
growth. It also ensures that the hotel maintains a skilled and motivated workforce, which is
essential for achieving organizational objectives related to guest satisfaction and operational
excellence (Daft, The leadership experience. Cengage Learning., 2018).

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Work-Life Balance: Heritance Kandalama recognizes the importance of maintaining a healthy
work-life balance for its employees. The hotel is committed to fostering a culture where
employees can balance their work commitments with personal and family responsibilities. This
approach enhances employee well-being, job satisfaction, and overall morale. It also aligns with
the hotel's goal of creating a positive work environment that encourages employees to excel in
their roles. A harmonious work-life balance contributes to achieving organizational objectives by
ensuring that employees are not overburdened and can focus on their tasks effectively (Cameron,
2011).

Areas for Improvement

While Heritance Kandalama's welfare culture is commendable, there are areas where it could
consider improvements.

Diversity and Inclusion: The organization could enhance its commitment to diversity and
inclusion. While it already values employees from diverse backgrounds, it could take additional
steps to foster a more inclusive workplace culture. This might involve introducing diversity
training programs and initiatives that promote cultural awareness and understanding. (O'Reilly,
2000)

Wellness Programs: The hotel could consider introducing wellness programs that focus on
physical and mental health. These programs could include fitness classes, stress management
workshops, and initiatives to promote a healthy lifestyle. By addressing both the physical and
mental well-being of its employees, Heritance Kandalama could further enhance their overall
welfare, job satisfaction, and productivity.

4.3 Impact of Corporate Commitment to Staff Welfare on Organizational Values

The corporate commitment to staff welfare has a profound impact on the development of
organizational values, particularly in the context of Heritance Kandalama's strategic ambitions.
These values serve as guiding principles that inform the organization's actions, decisions, and
overall culture. Let's explore the influence of the hotel's commitment to staff welfare on the
development of these values (Senge, 2006).

Employee-Centric Values: A strong commitment to staff welfare fosters values that are centered
around employees. In the case of Heritance Kandalama, this includes principles of respect, care,

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and appreciation for the workforce. Employees are regarded not merely as resources but as vital
stakeholders in the organization's success. This employee-centric approach to values ensures that
the well-being and satisfaction of employees are paramount. Consequently, the hotel's values
reflect a deep sense of commitment to its workforce, supporting the creation of a positive work
environment (Cameron, 2011).

Sustainability Values: Heritance Kandalama's commitment to employee welfare is intricately

linked to sustainability values. These values encompass responsible practices aimed at benefiting
not only employees but also the broader environment. The hotel's welfare culture emphasizes
eco-friendly operations and responsible tourism practices. By placing sustainability at the core of
its values, Heritance Kandalama reinforces its commitment to preserving the environment and
making a positive impact on the community. These sustainability values are instrumental in
realizing the hotel's strategic ambitions, which include minimizing its environmental footprint
and contributing to the well-being of the local community (Spreitzer, 1997).

Ethical Values: The commitment to employee welfare aligns closely with ethical values.
Heritance Kandalama's values reflect the ethical principles of fairness, equality, and ethical
treatment of its employees. The hotel is committed to meeting legal obligations, promoting a safe
work environment, and preventing discrimination. These ethical values are highly regarded by
both employees and guests, contributing to the hotel's reputation as an organization that upholds
the highest ethical standards. These values not only align with the hotel's commitment to
employee welfare but also play a significant role in supporting its strategic ambitions.

Excellence Values: Employee welfare is intrinsically linked to the pursuit of excellence.

Heritance Kandalama recognizes that when employees are well taken care of and motivated, they
are more likely to provide excellent service. These excellence values are woven into the fabric of
the hotel's culture. They emphasize the importance of continuously improving and maintaining
high service standards. The commitment to employee welfare ensures that employees are content
and motivated, which, in turn, contributes to the realization of the hotel's strategic ambitions
(Kouzes, 2017).

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