What support does the hotel group need to operate its website?

You must have a good reputation, your character must be good, your words must be weighty, you must stand by your side, and let others recognize that you are right. Keep your word, you'd better fire an irresponsible employee first, kill the chicken to respect the monkey, establish your prestige, and admit your mistakes if they happen. (You must be eloquent as a prerequisite) You must have the habit of careful observation to see the shortcomings and advantages of your hotel so that you can improve it. Put yourself in the shoes of your customers and employees.

A 5-star hotel won’t let you take care of everything. Find someone you trust to take care of the accounting. Remember to be careful and guard against others!

As long as you can understand English, don’t mention that you want to cooperate with foreign investors to open a hotel, it’s enough.

For computers, communication tools such as MSN email and online banking are required. The typing speed should be fast, and the more important things should be recorded on the computer on time and reminded on time. Just call a secretary

Don't be too lazy and come out more often to see how the hotel is doing.

Leaders in enterprises come in all shapes and sizes, and being a good leader for your own enterprise is nothing more than working hard on management.

As a leader of an enterprise, what should you do for the enterprise, what should you do for your employees, and what should you do for the market? This is entirely a management and decision-making ability of the leader, and it also depends on the leader's own ability and quality.

The leaders of the enterprise must be practical in their management of the enterprise: that is, standardizing and improving the enterprise's system. Of course, they must also understand what the current situation is, so that they can prescribe the right medicine. If you only see the superficial problems and only make decisions about the current problems, it will inevitably lead to a resurgence. Now many companies only see ways to cure headaches and feet, without fundamentally solving the problem. location, it will affect the entire enterprise over time.

Of course you don’t just let the system put it in your mouth, you have to express it and do it from your heart, and keep it in your heart at all times. The system is to regulate the enterprise, not to be used as a sword by the enterprise. It is to be observed by the employees of the enterprise at all times. It is regarded as a kind of enterprise culture. Everyone must learn this culture. Of course, this must start from the leadership. Starting from ourselves, we must play the role of leadership to drive the enthusiasm and consciousness of the company's employees. We cannot just tighten it like a screw and sit back and relax.

The leader's decision-making is the foundation for the development of the enterprise. If the enterprise does not have the leader's decision-making, it is like a fish without water. Therefore, the leader's decision-making is the key to the forward development of the enterprise. Therefore, the quality and cultural level of the enterprise leader itself and the needs of market development must follow the pace of modern enterprise management and development. Youdao is the finishing touch, which can be said to be the leadership of an enterprise, the essence of the entire enterprise, and all the standards of the enterprise leaders will also reflect the enterprise's standards. What is important is what is the level of corporate leaders themselves, and where should we start? Where should the intensity of action be? Often leaders start from a comprehensive perspective, but they cannot see the cause of the problem and cannot start from where, so they can only allow it to develop until it ends up being a mess. The leader says that the employees do not work well and do not obey. Regarding management, employees say that the leader is incompetent, bad, or even scold the leader. Negotiating these aspects is the most difficult thing for enterprises to solve. To solve the problem fundamentally, as a leader, you must see clearly the reasons why things appear and find the root cause. Why do they appear? Where did it appear? What can we do to prevent similar things from happening again in the future? Instead of showing up! I will use the system to deal with you so that you will not dare to do it again. In this case, employees will not be convinced by what the leader has done, and it will further intensify the contradiction between the leader and the employees.

We must also divide work, positions, duties, and positions in terms of work. Employees will have a stronger sense of responsibility after they have their own positions. (People are selfish, and if they do their job well, they will have time and energy to help others.) This means that the division of labor must be clear and the original large collective must be fundamentally broken. Thought.

When dividing labor between employees, we must fully recognize their own interests and hobbies. (Interest is the best teacher)

Business leaders need to know the needs of employees, know how to meet their needs, and know the precautions and handling skills at different times in the process of meeting employees' needs.

When looking at employees, business leaders must understand the common needs of employees and achieve the leadership capabilities of the leaders themselves:

First, they must see a job that makes employees feel good, that is, salary Income, but the most important thing is that it is mainly a psychological feeling, which can meet the employees' own life and various needs, and is at an upper-middle level compared with various industries and positions. This can make employees have a sense of pride in the company.

The second is to give employees a stage to show themselves so that they have a sense of accomplishment. This stage can enable employees to use their knowledge, unleash their abilities, and demonstrate their wisdom, and employees will have a sense of accomplishment. No matter what, ordinary employees also long for a sense of stage and achievement. Because everyone has the same need, that is, to be respected by organizational members. How can you win the respect of other members of your organization? The most important thing is your excellent ability, which is reflected in the knowledge needed and recognized by the organization, the ability to solve practical work problems, and the wisdom required for organizational development. If the knowledge, ability and wisdom possessed by an employee are not needed by the organization, or are even criticized and rejected by the organization, then the employee will not be respected by other members of the organization, and may even be ridiculed), that is If the knowledge, abilities and wisdom possessed by employees cannot be used and brought into play in the organization, employees will have no sense of stage or achievement.

The third is to give employees enough room for growth. While employees can put their knowledge to use, develop their abilities, and demonstrate their wisdom, they also need to learn new knowledge, improve their abilities, and enhance their abilities. own wisdom. Only in this way can employees feel that they are growing. Otherwise, employees will feel hollowed out, feel that they are being squeezed by the corporate organization, and lack a sense of security. At this time, employees will want to recharge. Therefore, if an enterprise organization is purely a mechanical workplace rather than a learning organization, it will not be able to retain talents. The reason why many companies have grown to a certain scale and many backbones will change jobs or set up their own businesses is that the company cannot meet the growth needs of these employees who are in urgent need of growth. Therefore, sustainable growth of corporate organizations is a more effective way to satisfy employees than high salaries.

Fourthly, employees should be given full opportunities and opportunities based on their age, experience and time at work. Young people who have just joined the workforce have a strong sense of growth. Because people who have just joined the workforce have zero status in terms of career and skills, they are eager to grow, otherwise they will not be able to discuss other needs. After working for a period of time, after learning certain professional skills and accumulating certain work experience, I hope to be recognized and respected by the members of the organization, so I have a strong desire for a sense of accomplishment.

The important thing is that business leaders should not make promises easily. Once they whet the appetite of employees, they may not be able to fulfill their promises and will break their trust. At the same time, do not restrict things too much to avoid intensifying conflicts. You can remove the parts that are obviously unreasonable and don't change them easily.

The market is no longer an era where products can be sold just by sitting at home. We must fully understand the market and follow the pace of market development, understand the current market demand and product selling points, and develop what customers want. New products and the credibility, service and quality of a business that customers aspire to. We can no longer produce products and then sell them on the market like the previous planned economy.

For salesmen, we must always motivate them. Whether they are excellent or not excellent salesmen, we need to pay attention to them. For salesmen: they are like nails, which will hit you left or right in the market. It will bend when you touch it. When you return to the company, and the leaders complain about the low sales volume and insufficient payment, then the nails are not driven straight accordingly, and it is impossible to nail them well, that is, the salesmen do not After getting good incentives and complaining a lot, can we still sell the product?

As a leader of an enterprise, we must see clearly, recognize, and find the root of the problem, use the correct ideas for enterprise decision-making and give full play to the employees' own advantages, implement the problem into practice, and constantly observe the development laws of the market. , Understand what customers think and need. To truly run a business well, that is the role, level, quality and talent of a business leader.

The focus of a good leader's work is management and employment. You said it well enough. He should not be too indecisive or too forward-thinking at work. In addition, he should Know how to understand the psychology of employees, know how to establish your own prestige, make yourself comprehensive, perform well, and make people around you feel that you are the best, that is, let them convince you, and also You need a group of "good brothers" to help you build your personal image. As for the specific matters of operation and management, each industry is different, and I can't say for sure. Here is an article for you to read. I hope it will be helpful to you. Helped:

Build excellent leadership

Learn from each other's strengths to build the core team of the enterprise

Use various leadership methods according to local conditions

If an enterprise wants To remain invincible in the fierce competition, achieve sustained and healthy development, and build excellent leadership are the keys. To cultivate excellent leadership, companies must first build a strong core team and make it operate efficiently. Secondly, as the leader of an enterprise, he should use various leadership methods in a targeted and targeted manner based on the actual situation, local conditions. Corporate culture and leadership are two sides of the same problem. To create excellent leadership, a company must shape its own values ??and always use this value to guide its actions.

Building the core team of the enterprise

To develop, an enterprise needs a stable and reliable core team. This is what everyone usually calls "team building." As a business leader, building an excellent core team is the first priority and an important manifestation of leadership. A strong core team can promote the improvement of corporate leadership.

Select core team members

How to build this team, the first thing business leaders must face is the selection of core team members. Judging from the source, there are nothing more than two methods: internal training and external recruitment. Whether they are brought up by themselves or hired from outside, core team members must have different levels and expertise so that members can learn from each other's strengths and cooperate with each other to achieve the effect of "1+1>2". If everyone in a core team has similar expertise, capabilities, and experience, it means that the entire team has less expertise in many other important areas, which will create management "shortcomings."

In addition to the need for complementary expertise, capabilities and experience, the development stage of the company should also be considered when selecting team members. Enterprises are at different stages of development and have different requirements for core team members. Teams in the entrepreneurial period generally have fewer core members, ranging from three or four to as many as ten. At this time, they should choose classmates, friends, alumni or fellow villagers who are familiar with each other, which is conducive to quickly forming the centripetal force and unity of the team. Cohesion. For example, Shanghai Fosun High-tech Group, one of the top three private enterprises in China, has five entrepreneurial team members who all graduated from Fudan University. They know each other well and can make a reasonable division of labor based on the capabilities and characteristics of each member at the beginning of the business. , formed a core team with strong combat effectiveness, and created the myth of nearly 10 billion net assets in 10 years. When an enterprise develops to a certain stage, the core members cannot be limited to those in the entrepreneurial period, but should be balanced in terms of cultural background, knowledge structure, etc. Otherwise, it will not only affect the development speed of the enterprise, but also may hinder the long-term development of the enterprise. Laying deadly hidden dangers.

Build a trusting relationship

The correct selection of core team members is only the basis for team building. It is necessary to ensure that these core members can think in one place and work hard to truly form a team. For high-performing teams, building trusting relationships is the most important thing. How can an efficient, cohesive and combative team be formed if team members appear to be incompatible and suspicious of each other? Therefore, as a business leader, you should create an atmosphere of mutual trust within your team.

Creating an atmosphere of mutual trust requires consideration from both horizontal and vertical aspects. On the horizontal side, team members can build trust among each other by strengthening communication, enhancing understanding, and supporting each other's correct views. In the vertical aspect, as a leader of an enterprise, in addition to using the above methods to enhance trust with core members, delegation is also an effective way to establish trusting relationships with subordinates.

When authorizing, you must have clear and challenging goals. If the goals are unclear or unchallenging, it will not only fail to motivate team members, but also fail to make team members feel fully trusted. , and it will also make them confused and even cause unnecessary misunderstandings. For example, if you say to a newly appointed product manager: "You are responsible for the promotion of product A this year. If you do a good job, the company will give you generous rewards." Then he may look confused and don't know the direction of his efforts. , and may even doubt whether you really trust him. For the same authorization, if you clearly tell him: "You are responsible for the promotion of product A this year, and if you can achieve 30% market share in the country, the company will give you a reward of 500,000 yuan." He may give you a reward of 500,000 yuan. I am proud to be given this challenging task and fully mobilize my potential.

Never give repeated authorization, and never be hesitant or erratic when authorizing, otherwise it will destroy the trust relationship between the team. Unfortunately, this kind of arbitrary delegation occurs all too often in domestic companies. When I worked for a software company, the general manager authorized the R&D department’s travel expense review to the R&D manager, and then took back the approval authority in less than three months. The R&D manager felt that the company did not trust him, and he was even insulted. I felt so bad that I left the company on the third day after my approval rights were withdrawn. Of course, I am giving this example not to say that power cannot be withdrawn after delegation, but to warn leaders that before delegation, you should consider the possible risks and develop corresponding control measures. This may be better than withdrawing it after delegation. Power is more effective!

Effective use of conflict

Although the team strives to form a cooperative relationship among members, this does not mean that different opinions are not allowed in the team. In fact, conflicts on the team may occur at any time, some are explicit, some are implicit; some are constructive, some are destructive; some are cognitive, some are emotional; It may endanger the survival of the enterprise, and some may not be worth mentioning. Faced with conflicts that occur in the core team of an enterprise, business leaders should face it correctly, analyze it, and resolve it, so as to clarify the team atmosphere and improve the overall performance of the team.

If there is no conflict in your core team, everyone is harmonious, and they all agree with the proposals proposed by the leader or other members, and no objections are heard, then as the leader of the team, you must be careful . Wrigley Chewing Gum CEO William Legley Jr. once said: "If two people always agree, it means that one of them is not needed." If we continue to reason according to this statement, does it mean that the leader has actually Became a "glorious commander"? At this time, leaders should thoroughly review your leadership capabilities. Is it a crisis of trust? Is it an autocratic leadership style? Or is there a problem with the management system?

Flexibly use leadership methods and leadership styles

With the continuous development of leadership science and people’s in-depth research on leadership practice, many scholars have summarized many leadership methods and leadership styles from different angles . For example, Daniel Goleman used a global database of 20,000 professional managers as a sample and summarized six leadership styles that are common in global enterprises today, namely coercive leadership, authoritative leadership, alliance leadership, democratic leadership, and taking the lead. leadership and coaching leadership.

In terms of leadership methods and leadership styles themselves, there are no good or bad ones. As a leader of an enterprise, if you can understand the advantages and disadvantages of these different leadership methods and leadership styles, it will help to form your own unique leadership methods and leadership styles, which can in turn affect the potential of employees and the performance of the entire enterprise. . Judging from the practice of many leaders at home and abroad, successful leaders should use various leadership methods to guide, educate, and motivate employees according to the actual situation, local conditions, and purposefully, and freely switch between various methods. , to give full play to excellent leadership.

Match with the development of the enterprise

An excellent leader should adjust his leadership style and methods at any time according to the different stages of the company's development, size and management objects. As Konosuke Matsushita said: "When I have 100 employees, I have to stand at the front of the employees and command my subordinates; when the number of employees increases to 1,000, I must stand in the middle of the employees and plead for their full help; when the number of employees reaches 100, When there are thousands of people, I just need to stand behind my employees and be grateful.”

Different development stages and scales should adopt different leadership methods.

For example, in small businesses and start-ups, due to the small number of employees, business leaders can take the lead, establish their authority and role model through actions, and guide employees to follow suit, that is, adopt a "lead by example" leadership style; It can also be combined with the "patient persuasive" leadership style, focusing on family management, listening to each member's complaints and persuading them. As the company continues to develop and the employee team gradually grows, the "patient and persuasive" leadership style may no longer be practical. At this time, it should gradually shift to an institutionalized direction and adopt other more effective leadership methods.

Adapt to the cultural background

Each country or region has its own unique cultural background. For example, Western culture is very direct, while Eastern culture is more subtle. Even China and Japan, which both belong to Eastern culture, have very different ways of thinking and values. Therefore, for business leaders in cross-cultural management, they should adopt different leadership methods for teams or personnel with different cultural backgrounds. Otherwise, it will affect the performance of leadership, and in severe cases, it may lead to cultural conflicts with disastrous consequences.

For example, companies often use the "brainstorming method" when making decisions. When brainstorming in countries such as Europe and the United States, participants write their opinions on a piece of paper and explain their ideas and opinions in front of everyone, and then everyone organizes the ideas and opinions into a framework. , discussing the entire framework, the effect is very good. But in Japan, brainstorming in this way doesn't work at all. You can get them to write down their ideas in private, but it's very difficult to get them to explain their ideas in public, let alone to others. Therefore, it is impossible to achieve the desired effect at all. In this case, we must change our leadership style, for example, organize the ideas or opinions raised by everyone in private, so that no one knows who raised what opinions, and there will be much fewer concerns during discussions.

Build corporate culture to strengthen leadership

Culture and leadership are two aspects of the same problem and cannot be understood separately. On the one hand, in a sense, corporate culture is the culture of corporate leaders, and their recognition and support are the key to the success of corporate culture construction. Therefore, leaders must have unique abilities to create, integrate, and manage culture. On the other hand, the formation of corporate culture and the widespread recognition of corporate values ??by members will give every member of the company a sense of mission, which will further enhance the company's leadership.

The core of corporate culture is the same values. Different types of companies require different values ??to match them. For example, high-tech companies that focus on R&D can make organizational innovation and technological innovation one of their corporate cultures, because only continuous innovation can bring competitive advantages to the company. For traditional processing and manufacturing enterprises that mainly focus on assembly line production, they should promote a corporate culture with rigor, order and discipline as the core, rather than one-sided encouragement of innovation.

The success of a company lies not only in having a set of core values, but more importantly, in being able to always use these values ??to guide actions, so that corporate leadership can be sublimated. If the company's values ??are only used as slogans and leaders show off at conferences and small meetings, but do not actually use the company's values ??to guide their actions, it will only give people a hypocritical impression and create confusion among employees. , If you lose your prestige in front of customers, your leadership will disappear over time.

For example, the world-famous shoe manufacturer Nike has two basic values: one is innovation, and the other is enjoying the fun of ruthlessly destroying competitors. The principle of competition has become supreme over all other principles. belief. This value may not contribute much to society, but Nike has always followed it, which has led to success. Enron, once hailed as a model of the American new economy, had created the core values ??of "communication, respect, integrity, and excellence", but it did not consistently adhere to them and resorted to deceptive means while shouting about integrity. Seeking huge profits means lacking the ability to adhere to values ??and use values ??to guide actions, so the final outcome can only be bankruptcy.

Of course, sometimes sticking to the team's values ??may bring disaster to the team. If there is a conflict between the core values ??of an enterprise and the values ??of society, then the enterprise should realize the strategic significance of complying with social values.

Society can put pressure on companies, but it cannot impose values ??on companies. As a leader of a company, you should give full play to your leadership and initiate the revision of corporate values. For example, as the public's awareness of environmental protection increases, if your company has not yet established environmental awareness, your products or services will not be popular with the public. In this case, the value of environmental protection has become a strategic need for corporate development.