Compare this to a conventional international hospitality chain where there are clear protocols about almost everything and staff have unambiguous roles according to their classification. Its culture may be described as structured and safe. Sometimes there is a publicly stated culture and also an underlying (or unwritten) one. Most managers take their lead from the culture, but if the underlying culture is negative, many will try to turn this around so that at least their unit has a positive approach to its work. Their preferred style of operation Managers are people with different personalities. They feel comfortable working in a way that reflects their personal style. This is not to say that managers cannot and should not learn, but it is an acknowledgment that management should know their strengths and build on these. They should also know their shortfalls and work towards improving these. Their management style could be: Laissez faire Team-oriented Task-oriented Autocratic Outgoing and many more. For example, Tara is a shy and quiet person by nature. She gets on with her job, is good at what she does, and has the respect of her fellow workers who report to her. She knows that she needs to work on her people skills as she tends to wait for staff to come to her rather than asking them questions about how they are going.
Compare this to a conventional international hospitality chain where there are clear protocols about almost everything and staff have unambiguous roles according to their classification. Its culture may be described as structured and safe. Sometimes there is a publicly stated culture and also an underlying (or unwritten) one. Most managers take their lead from the culture, but if the underlying culture is negative, many will try to turn this around so that at least their unit has a positive approach to its work. Their preferred style of operation Managers are people with different personalities. They feel comfortable working in a way that reflects their personal style. This is not to say that managers cannot and should not learn, but it is an acknowledgment that management should know their strengths and build on these. They should also know their shortfalls and work towards improving these. Their management style could be: Laissez faire Team-oriented Task-oriented Autocratic Outgoing and many more. For example, Tara is a shy and quiet person by nature. She gets on with her job, is good at what she does, and has the respect of her fellow workers who report to her. She knows that she needs to work on her people skills as she tends to wait for staff to come to her rather than asking them questions about how they are going.