Consider again the proposed changes at the Turnadot Hotel and the analysis presented. Here you are asked to consider a scenario and prepare a response from the perspective of the hotel manager, Turnadot.
Suppose the owner expresses a strong desire for the FF&E loan option to fund the new Sophie’s Restaurant in lieu of funding as an additional capital investment. In addition, the owner insists that Turnadot waive its brand standards and close the existing restaurant, allowing Sophie’s to operate during breakfast and to provide room service. However, the manager, Turnadot, believes the additional capital investment model is a more equitable arrangement in which both parties share the benefits from the investment.
Considering the dispute resolution process provided earlier, create a post that provides your recommendations to Turnadot on the following:
How far should Turnadot go in the dispute resolution process to convince the owner to agree to the additional capital investment option and to reconsider the brand standards requiring Turnadot to operate one restaurant?
How should Turnadot approach the owner and how hard should it push the negotiations? What do you foresee as the consequences of this approach?
In your post, provide Turnadot with the following three positions: 1. The most desirable outcome for Turnadot; 2. The least desirable outcome that is still acceptable; 3. The outcome that is most fair to both parties.
You should post your recommendation and are encouraged to respond to the posting of at least one classmate, preferably one who makes a different recommendation than your own.
Einarsen (1999) states that a lassa-faire leadership can create friction within the groups due to the lack of leadership. Although this maybe the case, due to the small group of the crew. The MERIT team used a very autocratic leaderships due to the possible seriousness of the wounds, as this method provided clear instructions on what needed to be done without having to worry about why (Stanley, 2016). A democratic leadership style may have worked well due to it allowing the delegation of the work to varying crew members to do the tasks required (Gastil, 1994) However due to the nature of injuries to the patient, they would not have benefitted from a democratic leadership style, as Frandsen (2014) states this style takes time to collect on the information and is slow. Frandsen (2014) states a more relaxed style, such as democratic, would have been good to put the patient at ease and be able gather the opinions of everyone who was there, which can lead to better staff satisfaction as their opinions are seen as of value. Frandsen (2014) does go on to explain that this process takes a long time to process the opinions and can lead to anxiety in experienced staff. This style of leadership would not have been effective as the situation required a rapid decision process. After the patient had been transferred to the major trauma centre for further assessment, I was able to reflect on the job with the senior paramedic and the MERIT team doctor about how the incident went. Pegg (2003) described the 5C’s of the mentoring model that works Discussing the challenges that we faced when dealing with the patient, the choices that we had, the consequences of our actions, what solutions that we could create and finally what was the conclusion of all our efforts. The author goes on to name this theory as the “pulling and pushing” methods between the mentor and the mentee. This type of method is a long term ongoing development style and was helpful after the situation to be able to look at how I had performed in my first trauma situation. Conclusion Zenger, Folkman & Stinnett (2010) suggest that the best leaders are often those who are able to inspire people to do the best work are leaders who are able to connect on an emotional level. Goleman (2011) states that the best leaders, no matter what style they use or what skills they have, are able to connect on an emotional level with those around them by having “emotional intelligence”. I initially chose the authoritative role as stated by Feldman et al (201>GET ANSWER