Transformational Leadership and Employee Creativity †MyAssignmenthelp

Question: Discuss about the Transformational Leadership and Employee Creativity. Answer: Introduction This literature review address and defines the problem in the department of food and beverage of a hotel. The key aim of this literature review is to provide depth assessment of the issue by classifying its main element into different variables and explaining each variable individually before developing an association between them (Cole,2016). The research issue is initially addressed the general idea regarding hospitality industry together with food and beverage department. Under the identification stage, the role of employee satisfaction is discussed. Further, the impact of career progression on job satisfaction in FB department of a hotel is addressed as the research concern. This issue is selected due to high contribution of staff and workforces in the company in hospitality sector (Dessler,2014). In the hospitality industry, employees build the goodwill of a corporation by positively interact with the guest. This interaction may put down the last impression in the customers mind and also improves the loyalty of the customer. Therefore, employee satisfaction is a significant problem for each hospitality company. The impact of career progression on job satisfaction is exemplified in the literature review chapter. In this way, career progression is defined as an independent variable by using different journal article by supporting it with theory. Moreover, job satisfaction is explained as a dependent variable by using two different theories which are supported by the different textbook, and a journal article (Robbins,et. al., 2015). In the last, this research has discussed the interrelationship between two different variables i.e. career progression and job satisfaction. Identification of the Problem There are many researchers which discuss regarding guest and their satisfaction in the hospitality sector. However, these are not explaining the role of employees and their sustainability on job satisfaction. Moreover, different factors may affect the morale and satisfaction of workforces in the hospitality sector, particularly in the food and beverage (FB) section. Although, these factors can be addressed yet, it is not limited to career progression, pay scale, and management, working hour, immediate supervision and job nature. This research problem is addressed that constancy in career progression may influence the job satisfaction in the FB section in hospitality sector (Tesone,2013). Under this research issue, career progression is independent variable and job satisfaction is the dependent variable. This literature review discusses regarding the issue of job satisfaction and career progression. Both variables are explained earlier developing an interrelationship between the same. According to Walker and Miller (2015), the hospitality organization is act as service-oriented sector and relied on the clients and guests who use these services. These facilities are transferred by the workforces at the workplace and hence they are a valuable asset to a company in the hospitality sector. In addition, the food and beverage division is developed in the front of the hotel in which employees interact with the guest. It is established with the intention of contacting the guest in the hotel. It is assessed that employees can be motivated by assigning them effective responsibility as per their skills consequently; it will satisfy them with respect to their job and make progress in their career. In contrast to this, Zainal (2012) stated that the depth understanding of the career progression, hospitality, and promotion opportunity is significant for employees. Since, in the current scenario, people highly spent more money, time and efforts to make a career in the hospitality. For gathering the information regarding food and beverage division, high amount of physical skills are essential for the workforces. As a result, these skills are effective to exhibit the knowledge of FB division. Along with this, different soft skills are required for this division to deal with the guest interaction and their satisfaction. Hospitality sector job can be complex for employees as there is need of getting satisfaction at each level of the hierarchy structure. Career progression cannot be a sole cause of the existence of career prolonged in the hospitality industry. Since, career prolonged is increased by enhancing the procedure of socialization and induction with acknowledgment of professio nal recognition of employees at the workplace. In the current scenario, hospitality career is associated with an upwards career path and hence employees want to grab the opportunities to get satisfaction with their job. In the view of Zopiatis et al. (2014), the food and beverage department is attractive for employees as compared to housekeeping and kitchen division. Further, it encourages the employees to get rapid progression and growth at higher management level as per their skills and knowledge. In the hospitality sector, employees can forget the practice of food and beverage however it is measured as one of the significant resources for promotion and growth. In the case of inadequate promotion and growth, high amount of employees can be discouraged in their existing roles and responsibilities. Therefore, career progression is one of significant aspect for workforces who want to pursue hospitality sector as their vocation. There is significant association amid the achievement of hospitality firms and selection of the right person and human resources because labors are valuable resources within hospitality firm. There is key concern regarding employee attraction within the hospitality industry. P erception about the career attractiveness in Hospitality in both short and long-term is significant factors to influence the skill and proficient employees. On the other hand, Deery and Jago (2015) evaluated that company should offer quality work experience to their employees as it will influence them to make a future career decision. It is a significant strategy to persuade the highly educated and talented employees towards the organization in the hospitality sector. It is also analyzed that employees who work in the hospitality sector are looking forward to being engaged within the large hotel and expected to build their career in the same organization. Furthermore, they have a different choice for certain divisions, sectors, and chains in the hospitality sector. There is a large number of employees who expected to reach corporate and general management position in next ten to twelve years of graduating. These expectations do not seem on the right track of their career progression during the constancy in leaving employees and job frustration among employees. As per the view of Kong et al. (2015), career is essential for each person who is emphasized on the work and wants to grow themselves both individually and professionally. To gain the knowledge about the bright future, a person should pool the facts and figures regarding a career as it is an essential component to make a career decision. Individual who focuses on their career may look for the appropriate data from secondary and primary sources. In this way, a large amount of data is persuaded by contemporary online and social network. It is analyzed that there is direct association amid career attitude and performance. Hence, individual should be high awareness about career decision making the procedure as it can reveal the career progression. In support to this, Kang et al. (2015) stated that in the current business scenario, individuals are becoming aware regarding their careers and also certain persons are paying attention to a career as well driven by their aim and objectives. In this way, there are high chances for a person to get quick growth and promotion opportunities in their career. In the hospitality industry, employees cannot get quick growth and career progression hence they get disappointed with their job. There is a deviation in the belief of hospitality students and industry experts which creates complexities for a person to get career progression. In the current era, people think that knowledge and skills are required for a good and successful career in the hospitality industry while industry experts feel that charisma with the personality of an employee is required over the skills to get career progression. McPhail et al. (2015) elaborated that people think that being a good communicator is essential to get prompt promotion with getting career progression while the experts of the hospitality industry are making believe that initiatives should be taken by employees in their work to get career progression. In the hospitality industry, manager identifies the industry values and attitudinal attitudes as compared to skills among employees. Career progression should rely on the skills and knowledge but it is not the only ones that may assess the promotion. Since, experience and temperament are essential to assess the promotion in the hospitality industry. Under the food and beverage division, charisma, appeal, and personality are integrated with the enthusiasm of taking initiatives as it effectively aids an employee to build their skills and provides a way to reach the upward position in their career. As per the view of Wan et al. (2014), the theory of career choice defines that in choosing the career in the hospitality industry, people prefer to jobs in which they can be around other people who like them. They find the atmosphere which will permit them to use their abilities and skills and demonstrate their values and attitudes for solving the problem and perform their roles. As per this theory, the behavior of a person is assessed by the link between atmosphere and personality. Further, there is six model of the occupational environment which is related to personality type named realistic, investigative, artistic, social, enterprising, and conventional. Each atmosphere is dominated by the different type of personality and is characterized by physical setting and special situations. In contrast to this, Karatepe and Karadas (2015) evaluated that career development professional highly exercises the Hollands theory of vocational choice. It is relevant to orient the people towards their work and facilitating a methodical way for their career progression. This theory is also effective to make career decision and plan. Hollands theory is contributed to management and ease of access and also directly impact on the organizational performance. This theory also addresses the career decision-making issue which is faced by individuals and youth in their career development. In the hospitality sector, the company uses Hollands theory of vocational choice in human resource issue from selection and staffing of a person to implementing mentoring and succession planning initiatives. This theory is also exercised to conduct legal action against the disputes regarding earning capacity. According to Chiang et al. (2014), a career counsel is serving as an expert witness in solving the food and beverage case. For example, Hollands theory is applied for proposing the strategy and aids food and beverage manager to make changes within the organization after the phase of absence and underemployment. This theory is also highly exercised between counselor of vocational rehabilitation to support an individual who is disabled to attain their objectives and career development. After identifying the disabled issue, this theory focuses on the ways to solve it. As a result, it can be stated that Hollands theory is effective for a person to get career progression. Dependent Variable (Employee Satisfaction) As per the view of Tongchaiprasit and Ariyabuddhiphongs (2016), an individual spends their lot of time at the workplaces particularly workforces who deals in the hospitality sector. It is analyzed that while people spend their most of time at the workplace then motivation is essential for them to conduct good job performance. In the modern practices, enthusiastic people is contributed their efforts to attain the objectives of the company due to a competitive edge. Along with this, the link amid job satisfaction and employees management is essential in the hospitality sector. It is analyzed that employees who work in good management has high morale and also provides positive job satisfaction. There are different factors which are considered in employee management such as perks, praise, appreciation, and motivation. It is beneficial to improve the employee morale in working in food and beverage division. Another way of providing the job satisfaction is involving the employees in the de cision-making process of an organization. Further, hospitality organization also emphasizes the customer satisfaction because there is a significant association between employees and customer satisfaction. It is also analyzed that employees satisfaction is not influenced by customers satisfaction, however, customers satisfaction is influenced by the employees satisfaction in the hospitality sector. It is also evaluated that perception of guest about the brand highly relies on the employees behavior. As per the view of Chen et al. (2014), Herzberg has categorized the job factors into two broad manners named hygiene and motivational factor. In this way, hygiene factors are considered as job factor which is significant for motivating the employees in food and beverage division of an organization. However, these factors do not encourage for obtaining favorable satisfaction at long-term. It is also analyzed that if these factors are absent and non-existed within an organization then it could lead to job dissatisfaction among employees at the workplace. In support of this, Karatepe et al. (2014) stated that hygiene factors provides adequate reason and pacify the employees in the job and also effective to satisfy them. These factors are extrinsic at the workplace. Hygiene factors are alias dissatisfier and safeguarding factor which is required to avoid dissatisfaction. These factors elaborate the job environment in the hospitality industry. This factor incorporates the physiological requirement that a person wants and a prospect to attain. In contrast to this, Tschopp et al. (2014) stated that hygiene factor cannot be considered as a motivator because these factors yield favorable satisfaction. These factors are highlighted on the intrinsic factor at working place. It also encourages the employees to better performance. Employees are rewarded intrinsically in the workplace in the hospitality industry. The motivator is denoted as the psychological needs. It is observed as an additional benefit. According to Walsh et al. (2015), Maslows hierarchy of needs is a motivational theory which entails five-tier models of human needs. It is demonstrated as hierarchy levels within a pyramid. It is stated that people are encouraged to attain particular needs and that certainly needs to take priority over other needs. The basic need is for physical existence and it is first things that encourage the behavior of an individual. After accomplishing the physical needs, people motivate to achieve others needs. People initially gratify the lower level shortage needs before moving ahead on higher level development needs. This theory can be used by an employee at the workplace to satisfy their needs. Thus, it can be stated that in the hospitality industry, food and beverage manager should motivate the employees by satisfying their needs as it could be beneficial to improve the organizational performance. Interrelationship between Dependant and Independent Variable Researcher develops the interrelationship between independent and dependent variable as it will aid to elaborate the research issue comprehensibly. In this way, Yang and Lau (2015) stated that career commitment and stable career is the key driving forces which affect job satisfaction of a large number of employees. Job satisfaction demonstrates the impact of peoples satisfaction on career commitment. There is high correlation amid job satisfaction and career and hence it is significant to comprehend the same by identifying each factor individually. Thus, the issue can be understood by a combination of two variables. Job satisfactory of a person highly relies on their career progression. Along with this, career progression is not depending on the satisfaction of employees as it relies on different factors. Job satisfaction may have a favorable impact on the working skills and abilities of employees (Lee, et. al., 2015). As a result, it can be stated that job satisfaction could aid emp loyees in growing their career however it does not demonstrate their direct effects on a career while career progression has a direct impact on the satisfaction level of employees. In support of this, Chan and Mai (2015) stated that the key cause of participating and involving the employees in the decision-making process is increasing the opportunity for career progression and advancement. In the current business scenario, it is analyzed that business is losing their employees and also unable to replace them. Further, in the hospitality sector, mid-level managers and senior level managers are remaining half in five years. These are concerning statistics for an organization because it loses their amount of investment in recruiting new people and staff turnover. In the hospitality sector, it is also analyzed that cost of hiring new employees is twice of old one. Thus, managers should hire the skill and talented person to compete in the market even in the cut-throat competition in the hospitality industry. Furthermore, appreciating, empowering, motivating, and offering a growth opportunity to employees is beneficial to meet the business needs (Wang, et. al., 2014) . These factors satisfy them to get the career progression. In the food and beverage division, there is high pressure on dealing with different kinds of guest as hotel manager should use the empowerment and motivation technique to encourage the employees towards the work. As per the above analysis and interpretation, it can be concluded that there is a strong association between job satisfaction of employees and their career progression. It is evaluated that career progression is identified as independent variable while job satisfaction is recognized as the dependent variable. Career progression is discussed by using the different journal article and textbooks. The literature review exemplified that career progression is a significant factor in current scenario as it is driven by aim and objectives. Further, it is evaluated that a large number of people uses the career-centric approach in their life. Hence, they expected to get rapid development and promotion opportunities at the workplace. It is also analyzed that employees satisfaction is used as dependent variable. Employees satisfaction relies on different factors like nature of the job, working hour, immediate management and remuneration. The organization should measure the satisfaction level amo ng their employees. There are different theory is used in the dependent variable part that could be used by the company to enhance the employee satisfaction. At the last, it can be concluded that there is an interrelationship between two variables. It shows that job satisfaction is persuaded by the career opportunities in the hospitality sector. Thus, it could be stated that dependent variable i.e. job satisfaction highly depends on the independent variable i.e. career progression. It can be also summarized that there are few statistical constraint and data limitation which shows the facts and figures regarding both variables in the individual discussion. This chapter of research demonstrates the techniques that will be used in the actual research. As a result, it will aid to gain depth understanding research issue and reach the reliable and valid conclusion. Further, this research will also use mix research design to attain the research objectives in a systematic manner. This research design is selected due to containing the characteristics of both qualitative and quantitative research design. Qualitative research design would be effective to provide theoretical information regarding research issue while quantitative research design will be used to pool the statistical data associated with the research topic. This data will be collected via interview (Karatepe, and Karadas, 2014). This report also explains that sample of the population will be used to conduct the interview to support the research. These samples will be selected from different sampling tools and population sample. It also discusses that data collection technique which will be used to complete the research in a systematic way. This research also describes the ethical consideration which should be used by a researcher during data collection to complete the research in ethical boundaries. At the last, this research describes the limitation which will confront by the researcher to carry out the research (Lpez-Cabarcos, et. al., 2015). The methodology can be defined as the devise or concept that researchers use in their research to assess the facts. But, the methodology can be exercised in the larger structure of research description. This research will use qualitative methodology approach by conducting the interview with employees from Food and beverage division. As a result, it could be beneficial to reach the findings and conclusions. It is analyzed that axial coding is a significant technique which aids to disaggregating the core theme in a qualitative analysis. It can be stated that career progression and employees satisfaction is two different aspects which are used in this research and axial coding will aid to segregate them during the literature review (Mostafa, and Gould-Williams, 2014). Population, Sampling Technique, Population sample (Characteristics) The population is used for the qualitative research in which hotels in Australia are used as population and food and beverage division of Hilton Sydney Hotel is used as a sample. Furthermore, 50 employees who work in food and beverage division of Hilton Sydney Hotel will be selected as sample size. Sampling technique is used to select the adequate number of components from vast population hence result analyzed from the sample could be generalized. For this research, individual will be selected from the same department like food and beverage division who gone through the career progression and have a high and low level of job satisfaction during this phase. These people will be selected to acquire reliable and valid findings from their experience. For this research, non-probability sampling will be used to select the sample size. Under this, convenience sampling will be used to select the respondents as per the convenience (Jung, and Yoon, 2015). Data collection is defined as a procedure to gather the data and then determining the same in systematic manner as it could help to evaluate the result. Innovation in data collection is effective to measure the behavior of participants. Hence, it would be beneficial to get the reliable and valid outcome regarding research. Data collection is based on the two sources named secondary and primary. For this research, primary data will be collected by the researcher to get fresh information and reach a reliable conclusion while secondary data is collected from existing sources. The researchers will also useful sources of primary data to conduct the research in an authentic manner because this information is obtained from first hand instead using available resources. Primary data can be collected via observation, interview, survey through questionnaire and focus group (Cheung, et. al., 2014). In this research, the researcher will use interview method to collect the primary data. In conduct ing the interview, research will use structure interview as it would be beneficial to gather the depth information regarding research issue. Data analysis is a key factor which influences the results and obtains findings of qualitative research. This method demonstrates the single phase from different alternatives of the qualitative research process. Data analysis part highly relies on the research model. In the certain model, data analysis is intangible and can be implemented in parallel while, in a certain model, analysis can be conducted after data gathering process (Lee, 2016). Further, quantitative data analysis approach will be used a researcher to make valid inferences from obtained collected data by interviewing the employees in FB division. Along with this, data reduction technique can be used to rearrange and combine the pooled data into the theoretical form. These data will be shown by research in a systematic manner which is convenience and ease to make conclusion and findings. This research will also use the inductive approach in which impact of career progression on job satisfaction will be observed to accomplish the research objectives (Brown, et. al., 2014). This approach is also called post-positivism approach. Ethical Considerations Ethical consideration should be used to decide the ethical boundaries of research. There is a certain restriction which will be used to avoid unethical conduct from research. It is analyzed that pooling information through quantitative research could be unproblematic as compared to qualitative research hence researcher should use ethical guidelines. Moreover, confidentiality and consent of participants is a key issue for the researcher. This research will be conducted by focusing on ethical limitation and boundaries. In this way, the researcher will take care to provide respect and keep the dignity of participants by helping them (Prayag, and Hosany, 2015). The researcher will also not use the confidential data which can harm and injury to the participant and also be cautious to provide care to them. Every research has a certain limitation in a different manner. It is analyzed that this research can face certain limitation during the research and to reach the conclusion. This research is conducted to analyze the impact of career progression on job satisfaction of any workforces who are in food and beverage division of a hotel. The researcher will gather the data from 50 employees which would hard to select to reach the specific conclusion (Lee, 2016). Conclusion As per the above interpretation, it can be concluded that this methodology defines the different kinds of research methods that will be used to aid the particular research in order to reach a specific conclusion. It can be also summarized that research methodology is developed to explain the population, sampling techniques, and sample size which will be used to conduct actual research. Along with this, data gathering technique is implemented for this research to move forwards on the data analysis strategy. This research also demonstrates the ethical consideration and limitation that should be considered by the researcher during the research. References Brown, E. A., Arendt, S. W., Bosselman, R. H. (2014). Hospitality management graduates perceptions of career factor importance and career factor experience.International Journal of Hospitality Management,37, 58-67. Chan, S. H. J., Mai, X. (2015). 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