Reflection Paper




Mantixis a company in the spa and hotel industry. Located in Dubai, it canbe found on Emirates Road beside the Khail roundabout. The targetpopulation of this company is usually tourists, and families withchildren. Analysis has enabled the company uncover opportunities andhelped understand the weaknesses of the company. Our strength is thatwe offer quality products compared to our competitors we have aready market and the cost of labor is low. Our weakness is that ourbusiness is strongly focused on one market. The opportunities aremaximization of the internet as a marketing tool. Our threats arestronger established brand names of competitors and strongerrelationship between competitors and the local authority.

Duringthe summer season, we usually have a decline in services needed thisis contributed to the fact that most tourists and locals visit othercountries for summer. Employees have ingrained the idea that summeris a time of relaxation leading to demotivation, the contributingfactor is that most employees take their vacations during the summerseason. Most of the top executives of the company take their holidaysduring this period, thus the employees available lag in their dutiesbecause they are aware that nothing can be done because the topmanagement is not present.

Thechallenges likely to be faced by the company during the summer monthsare, problem with recruitment, talent retention, stress management,work management, financial management, monitoring performance,regulation and compliance, maintaining reputation and customerservice

Thesechallenges will affect employees and the Human Resource department.There will be a challenge with recruiting employees, because this isthe summer season, employees would demand better packages and settlefor the best package. Finding talented experienced employees will bethe hardest to do because these employees are in high demand and theywould prefer to take a break.

Talentretention will be an uphill task because the existing talentedemployees are seeking better pay and better vacation plans. Employeeswho are in high demand start searching for better options. It is adifficult task for the human resource to determine the equilibriumbetween pay, benefits and productivity.

Withmany employees gone for the holidays, those left behind will feellike they have been excluded and this feelings could bring aboutstress. With many employees on leave, there comes an increase in workload. This too may prove stressful to the employees, leading to poorperformance and under production.

Workmanagement is another issue that the department has to deal with.With an increase in workload employees strain to produce and strainleads to fatigue. This makes employees ineffective and unproductive.The human resource department ought to come up with strategies toinfluence the rise of employee moods.

Financesduring the summer period are low this may lead to reduction in payfor the employees, or layoffs in order to gain profits. To the humanresources it would mean retaining the best people you got. This canbe countered by a motivated determined employee force that workstowards better service provision in order to regain profit.

Performancewill be affected too because, considering the other effects, low pay,increase in work load and stress, employees will be distracted byworries of job retention and mental health to perform optimallyresulting in poor performance.

Regulationcompliance will affect the human resource department it will need tokeep the employees on toes in order to produce the desired standardof service expected. With a consistent production of quality serviceswith a reduced workforce, the company will retain its position in thebusiness world, if not grow it.

Customerservice will need the best from the employees, even though they aredemotivated. Employees would need to better their customer-employeeinteractions relationship satisfaction in order to retain loyaltyand it is the responsibility of the human resource department to dothat.

Thehuman resource department needs to adopt strategies to deal withthese issues. Training of employees should be adopted they need toattend workshops and seminars to understand the dynamics ofproduction. Through training, employers help employees to appreciateand understand what is going during the summer season (Mello, 2014).

Mentoringprograms should be adopted by the company. These programs should begoal oriented, where the company is able to get feedback. Mentoringnew employees with experienced ones will help the development ofspecific competencies that the management needs, the company will getfeedback and employees will work the low seasons with satisfaction,developing their career paths (Mello,2014).

Thecompany should introduce a culture of positivity this will beaccomplished by maximizing on given values, honesty, teamwork,respect, attitude and excellence. With this the company can alwayshave the right kind of employees no matter the season. Even whenthere are fewer employees a company can still be productive (Mello,2014).

Communicationshould be encouraged within a company, no matter the size of theworkforce employees should be able to communicate what they feel tothe management. It is also important for the staff to know that themanagement is listening and responds to employees input. The companycan show appreciation to employees by providing benefits andcompensation. These will show the employees that they are appreciatedand are important to the company. With benefits like bonus programs,paid time off, health plans, profit sharing and pensions, theemployees will be always motivated to work (Mello,2014).

Companiescan coach employees so that they stay aware of the expectations ofthe company and meet them. The employers should mingle with theemployees informally to create personal bonds. With this theemployees will always be aware of what is expected of them whateverthe situation the company is in (Mello,2014).

Theorganization should provide growth opportunities to the employees,with the employees understanding what they want from their careers,they will be able to set goals. According to Mello (2014), employeeswill most likely commit to their jobs and the company that invests inthem and their career development. Valuing employees will make themfeel responsible for what they have achieved, making them feel theworth of their jobs. They will believe in their jobs and utilizetheir skills maximally this way they will be proud to work for thecompany always (Mello,2014).

Thecompany should provide better working conditions where the employeeswill be happy to work from with a favorable working space employeeswill do their best to improve the situation at work because itconcerns them directly.There should be a balance of work and employees life. The companyshould strive to create this balance in order to benefit the employeeas well. With a well-structured balance, both the employee and theemployer benefit. This could be achieved by creating nontraditionalworking schedules. With a well-rested, less stressed and healthieremployee, production will increase especially during the off season(Mello,2014).

Trustand confidence should be fostered in senior leaders, this includesthe supervisors. If the employees believe that the supervisors aretrustworthy, responsible, and competent, they will obey them and thecompany will succeed. This is especially helpful when the managershave taken leave during the summer and it is supervisors who are leftin charge of operations. This can be achieved by discarding theauthoritarian style of leadership (Mello,2014).

Lastly,due to the fact that most productions are low during the summer andthe employee motivation is usually down, employees should beencouraged to take their vacations during the summer period. Only theessential staff should be present and they could get a weekly off andreplaced by a new group. This will help maximize production and makeemployees comeback refreshed after summer (Mello,2014).

Itis clear that having proper strategies to employ during the summer isimportant. According to Mello, in order to have an environment whereemployees are motivated, management should introduce motivationpractices into their culture. These practices include valuingemployee opinion, rewarding when deserved, and guiding them in theircareer growth. All these work better to motivate employees duringtimes when business has slowed down and employees are not motivatedto work. In this case, motivating and rewarding employees will go along way in ensuring profits. This will be achieved because employeeswill be happy (Mello,2014).


Mello,&nbspJ.&nbspA.(2014). StrategicHuman Resource Management(4th&nbsped.). Boston: Cengage Learning.