The paper "Leadership And Management in Action - Blue Waters Hotel " is a great example of a management case study. Most of the managers at the Blue Waters Hotel are Baby Boomers (aged between the 40s and 50s) while most of the employees are Generation Y. Baby Boomers are believed to be the creators of the office, and have a preference for the avoidance of conflict, face-to-face interaction, as well as making decisions through consensus. Baby boomers apart from valuing individual satisfaction and seeking high accomplishment, they offer the energy to get a team as well as project noticed (Greenwood & Gibson, 2009).
They contribute all their energy themselves to carry out their task and will anticipate nothing less from any worker. On the other hand, Generation Y is more tech-savvy and well educated as compared to earlier generations, but handling and managing them in the place of work poses exclusive challenges to managers. Scores of Generation Ys do not see the value of working on a daily basis and fancy the freedom to carry out their personal activities during workdays (Kian et al. , 2013, p. 53).
Evidently the state of affairs is distinct for a number of certain roles, like patient services, internship, or during times of team meeting at big companies. Therefore, managers of Blue Waters are managing a tech-savvy group of persons, who care much about themselves than work, and also they fancy tasks that are more challenging; instead of the routine boring undertakings. Blue Waters has a small administrative department, and the department managers do the majority of the hiring of employees considering that they have very limited training in HR functions.
The hotel does not understand that professionals with great Human Resource skills can add value to the organization. The added value includes recruiting and retaining talented employees, developing an industrious labor force, training managers and employees to improve productivity, making sure that the organization remains compliant, as well as raising the performance bar(Longenecker & Fink, 2013, p. 31). Undoubtedly, HR may be the distinction between achievement and failure in any business organization. Teams for HR management are accountable for a broad range of functions in the business, and as observed in Blue Waters misplaced responsibilities can result in employee dissatisfaction.
At one time, the HR department was on average just responsible for administrative functions, like recruiting as well as benefits, but in the contemporary business environment, HRM teams are also dynamically engaged in the organization’ s strategic planning (Mostaghim et al. , 2013, p. 663). Based on the SHRM (2008) study, they established that generational differences with forthcoming retirements of the Baby Boomer will heavily impact most business organizations. Considering that the Baby Boomer generation was the largest group of employees until Generation Y joined the labor force.
Evidently, Generation X became accustomed to the Boomer style of work because they were a smaller group, but Generation Y is bigger and desires a better work-life balance as well as distinct styles of management (Greenwood & Gibson, 2009). For this reason, lack of HR departments at Blue Waters has made it hard to reconsider the training programs to contain the younger workforce. Instead, the small administrative department that houses the HR department’ s roles and responsibilities are looking at conventional workplace setups, with poor telecommuting alternatives; thus making it hard for Generation Y to continue working for the hotel.