own experience in hotel (HR department)

responds to my classmate,this could be a example for u(write personal experiences)
:My Personal Experiences Posted by Zining Yuen at Friday, 20 April 11:12:56 PM EST
Hey people! I am currently studying full time and not working under any tourism & hospitality related organisation. However, I had previously held several part time positions such as an events assistant, waitress as well as a retail assistant separately.

Through my experiences, I have noticed that both my manager and I have applied several quadrants of the CVF in our management. For instance, I find that my colleagues and I work best under the human relations model and the internal process model. This is because our manager acts as a facilitator to us by fostering cohesion among us and encourages team work and team building. As many at times we are required to work as a team, problems may arise among us due to either internal or external factors, causing disorder which affected our work performance and morale. Our manager then had to take on the role of a mentor which in my opinion, worked best for our situation. She stepped up and showed her concerns, understood our situation and advised us accordingly. Fortunately for me, I get to learn the ropes first hand from my managers regards to my various work experiences. Therefore I felt that the human relations model that my managers adopted had allowed me to speak freely and cleared up any doubts as they have all been very approachable and helpful, which in turn allowed me to excel and achieve my best performance to meet the targets and requirements of my organisation. This has also motivated me to be more initiative and I am able to learn as much as I could, developing me further as a person.

Further down the track, I am given the task to mentor the subsequent staff under me, making sure that they understand and perform their roles as required. I then had the chance to experience firsthand the importance and appreciate the value of different managerial styles. For example, I had to rotate and adopt different models for different situation. I would say that mainly for me, I would work between the human relations model and internal process initially as well, so as to create a healthy and happy working environment for all of us, and also get to know the problems that they are facing so as to achieve better efficiency of our progress. After which when we are reaching our deadline or facing some urgent issues that needs to be done, I would switch towards the rational goal model to maximize the output, pushing for better or faster productivity, all along not solely focusing on rational goal model itself as I believe that to maximize a holistic performance, we do not focus on just one model at any one time.

I felt that though it is evident my managers adopted the open systems model, it is not as often seen. For example, I once worked as a florist. Both my manager and I had to be an innovator and a broker by constantly adapting to the changes from the external environment (e.g. our supply, the availability and cost, of flowers change seasonally), and have to obtain resources from other suppliers. We too have to constantly come up with new ideas and arrangement or promotions to attract customers and keep our competitiveness high. Anyone else have similar work experiences? 🙂


Quinn, R., 1988, The Competing Values Model: redefining organizational effectiveness and change. In Beyond Rational Management: Mastering the paradoxes and competing demands of high performance, Jossey-Bass, San Francisco.

Quinn, RE, Faerman, SR, Thompson, MP, McGrath, MR & St Clair, LS 2011, Becoming A Master Manager: A Competing Values Approach, 5th edn, John Wiley & Sons Inc., New York

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