Family fun hotel Case Analysis

Francisco Garcia nicknamed “paco” is the current manager of the family fun hotel situated at Marbella, Costa del Sol. however, things take a different shape fifteen years after when “paco” is admitted in the hospital to receive medications after an accident. This paper explores some of the problems that occur in the hotel and the way they should have been handled. The hotel had gained a competitive advantage by providing services and products designed towards meeting the needs of families. Its customer value proposition is structured in a manner that it captures the desires of the target market, people with families. Changing the services offered by the hotel from family-centered so that to focus on the business class is not a bad idea.

However, the new manager needs to carry out exhaustive strategy formulation techniques. The new manager should explore various factors that are likely to be operating below the required standards and try to fix them. Therefore, comprehensive researches on different features in the hotel industry need to be exploited so that to decrease the costs, which are important in the market but are not provided in the current level. Equally, he should examine various factors that are below the desired market standard. A physiological arousal attached to the advantages and experiences achieved by using a particular product or service is fundamental to the success of the organization. Altering the way in which services are offered has a high potential of shifting the emotional benefits liked to the hotel.

Thus, the new features should be introduced gradually and strategically so that not to temper with the structural contributions of the hotel. According to Keet (2010), emotional benefits are usually complex and hard to maintain. It is significant for the manager to ensure that the targeted and the current market base can easily find some level of attachment with the newly established features. Therefore, altering the strategies is likely to leave the hotel behind while the new manager moves about with his desired outcomes (Burns, 2012). Despite the intention of the new manager, the implementation of features is likely to follow the same path, thereby resulting in confusion and eventual failure of new ideas. Thus, the new manager is required to adapt frameworks that are structure to break inertia while at the same time aligning to the changes.

The new manager requires integrating well with the existing departmental managers so that to ensure his strategies are well received and executed. Therefore, he needs to understand the personality characters of each one of them. Although he is slow, he easily forms attachments with others. Tracey is a thinker and is always keen to come up with solutions in every challenging situation. He pays more attention to activities so that to explore each detail before coming up with expansive outcomes. Scott is a socializer and depends on the acknowledgement from other people. Through his communication, he comes up with great ideas but he is known to execute them improperly. Allowing himself to get in touch with the reality and views of the departmental managers, his level of dedication is expected to increase.

Equally, his ability to face new challenges and provide plausible solutions becomes better. The new environment requires the manager to understand various dynamics surrounding the market. This enables him to explore the best-situated options that are engineered to ensure his ideas become successful. Objections are part and parcel of every workplace. Therefore, the new manager should have explained why focusing on business people was important. He should have prepared a statistical support for his concept using data from thoroughly researched studies. The success of a company and the employees therein is usually dependent on the managers. They make sure that all members have all items that are needed to ensure productivity. In this case, Mr. Usually, people have distinct expectations, which mostly lead to conflicts.

In this case, Mr. Francisco Garcia collaborates with the departmental managers. Collaboration is a conflict management technique that is considered to be both assertive and cooperative whereby Mr. Francisco Garcia works with everybody to come up with solutions that satisfy their views. Sometimes culture creates some conflicts among people in situations where they fail to understand and appreciate the differences. Intolerance to other cultures and inability to explore the dynamics therein is likely to lead to the downfall of organizations. The new manager went to another country but did not take his time to examine the differences in culture and uses it while making decisions. He misinterpreted and misunderstood the people’s culture. It is significant to note that businesses are usually sensitive to cultures.