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Question: Which leadership characteristic is should with hospitality industry, why? Compare type of leadership Give example. Answer: Leadership in the hospitality industry is critical to the success or failure of firms and organizations in this sector. Leadership can be defined as the sets of processes that influence individuals or groups to achieve a common purpose, goal or vision. Managers embody combinations of character traits that enable them to induce others to accomplish goals and targets within organizations. Leading and management is important in harnessing the synergies that are related in employee work engagement within an organization ( Cenki Ozcelik 2015, p. 11).The hospitality industry is primarily concerned with creating the ambience that provides comfort and relaxation to its patrons. This well-being of the customer can only be achieved under leadership that is transformational, incorporating the well-being of both the employees and the clients. Leadership styles Hospitality industry- hotels The core purpose of hotels is to provide patrons, travelers and customers with services and goods commercially for people who are far from their homes. These include shelter, refreshment and food which they could have enjoyed while in their homes. The hotel industry focuses on service to the customer and their satisfaction. The industry relies on the leisure time and disposable incomes of its customers as the driver of growth and revenue. Hotels are classified according to the size, location, level of service ownership and number of rooms. Sturman, Corgel Verma (2011, p.257) state that market and location are also used to classify the different hotels such as airport hotels, business hotels and suite hotels. Leadership and management within the hotel industry should ideally work in an equilibrium that is perfect (Oliver 2017).Leadership and direction works on two levels: management leadership and visionary leadership by the owners or principal investors. The style of leading then permeates to the entire hotel chain or brand and is seen in the distinct services and organizational culture of the hotel. The leadership within the hotel industry is tasked with setting the organizational purpose and vision, which is then institutionalized as organizational values. These values are important when providing service and also contribute to employee job satisfaction. For the hospitality industry, the autocratic and democratic styles may be applicable as it requires some measure of control and flexibility, which the two styles of leading provide. Leadership characteristics in the hospitality industry Vision-Vision is one amongst five key characteristics of leadership that are espoused within the hospitality industry (Michigan State University 2017). Vision acts as the roadmap that charts the way forward for firms involved in the hospitality industry. The vision that is posited will affect the organization corporately and the individual employees. The leader should be able to clearly see the strategic vision in the future and entrust it to the management team working with them. This is then shared across the organization and made operational at the functional level throughout the organization. Trust is essential between the vision bearer and the team tasked with implementation. Innovation-Innovation requires the leader to be a learner in order to be innovative (Robinson 2016). Reading is an important aspect that should be embraced by the leader in order to keep abreast with latest industry trends. The culture of reading also serves to improve leadership skills as a way of self-development (Soupios Mourdoukoutas 2015, p.9). The leader should also be a risk-taker when innovating new products and services within the hospitality industry (Michigan State University 2017).Risks taken call for an analysis of individual weaknesses and strengths and stepping out of the comfort zone. Failures encountered when innovating change should serve as inputs for consideration that can fast track future improvements. Inspiration- Inspiration is an important characteristic that serves to bring out the best in the associates and employees working in the hospitality industry (Michigan State University 2017). The inspiration begins with sharing the vision and enabling others to implement it. Resources necessary to implement it should be availed while the leader should be the model that inspires others to productivity. Leadership by example that allows for others to make mistakes and learn is critical in inspiring others to excellence. Building confidence in the ability of other people empowers the employees to aspire for excellence and success as personal standard. Oliver (2017, p. 36) propounds that inspired followers are generally more productive, motivated and achieve set goals and objectives. Strategic Management- The strategic management should within the parameters of having distinctive competencies, scope and resource deployment. The distinctive competency is obtained through impacting relevant industry knowledge and skills to employees (Griffin 2017). This helps to distinguish the facility as a unique brand over its competitor. Scope involves the specific market in which the facility will compete and specialize such as hotels or hostels. Resource deployment allocates resources in areas such as improved technology and less on human resources. An example is the strategic plan to expand into new markets such as China and making long-term projections that cover five to ten years. Managing and motivation- Management should motivate the employees through extrinsic and intrinsic factors according to the Herzberg two-factor theory (Nelson Quick 2011, p.160). The extrinsic factors include the status and job security of the employee, the salary being earned and fringe benefits such as bonuses paid for exemplary performance. Well paid employees who feel secure about their jobs will perform better than those who are underpaid and do not have job security. The intrinsic factors such as the potential for career growth and recognition for promotion at work will affect the levels of motivation of the employee. Emotional intelligence inculcated within employees will help them to develop positive job attitudes such as organizational commitment. An example is a sales accountant who is employed on a fixed contract which is renewable and is paid bonuses on sales targets met. Such an employee will be highly involved in their job and may exceed normal expectations. Organizing and Controlling- The leadership within the hospitality industry should have clear lines of authority that spell out the responsibility of each employee. This ensures that standards within the industry, in terms of respect to quality, quantity and performance are maintained. The organizational design should preferably be tall with narrow spans of control. This aims to delegate authority to the employees and encourage their participation in the decision making process (Griffin 2017). An example is the concierge of a hotel and how they receive hotel clients. Their interaction should be standardized according to industry standards and should not deviate from the set procedures. Organizing and control also extends to job rotation, enlargement and enrichment in order to widen the skills of the employees within a framework of the chain of command within the facility such as a hotel. Choose and compare leadership styles Transformational leadership-The two most commonly practiced styles of leadership are the transformational and transactional styles of leadership. The preferred leadership that facilitates the greatest well-being for the employee and the customer is the transformational style of leading. The key aspects of the transformational leadership include; recognizing and encouraging the ability of other workers, shaping vision which is then shared, sharing success, determination and placing the needs of others above the leader (Khan Nawaz 2016). The transformational leader seeks to fuse together their aspirations with those of their followers. Morality is given significance when setting out to achieve objectives and goals. Transformational leadership positively impacts the most common causes of stress in the hospitality industry: workload, concerns about career, stress arising because of roles, schedules, content and control of the work assigned. Transformational leadership within the industry has been shown to have greater subordinate satisfaction arising out of trusting the leader (Sudha, Shahnawaz Farhat 2016, p. 112). Performance is higher when the transformational leadership style is employed in the hospitality industry. Work is given meaning by infusing commitment with moral purpose, which translates into well-being for the followers. The critical dimensions that set apart this style of leadership are inspiring motivation, influence which is idealized, intellectual stimulation and consideration at the individual level. Transactional leadership- The transactional leadership works through clearly set out structures which set out goals and rewards (Gandolfi Stone 2017, p.24). Penalties and punishments are implicitly understood even when they are not explicitly mentioned. The assumptions underlying this style are that people are motivated by systems of punishment and reward. The other assumption is that structures of leadership work through a clear command chain. The leader gives rewards when targets are met and only intervenes when problems arise. A good example is the giving of bonuses when sales targets are met while intervening when there are customer complaints. Transactional leadership is dominated by the manager while the employee is dominant in the transformational style. Example in the industry- Ritz Carlton The style of leadership at the Ritz Carlton is transformational that is based on ladies and gentlemen serving other ladies and gentlemen. The management delegates authority to the employees that allows for discretionary service in the hotel. Every staff member is allowed to spend to a maximum of $2000 on a guest (Reiss 2009). This concept is to allow the staff to create a memorable stay for the hotel clients. This shows the leadership works with trust in the subordinates that should be to inspire excellence in customer service. Leadership defines and reinforces the appropriate norm of service which the hotel employees can then emulate. This is achieved with their traditional line-up where employees are inspired daily before beginning work. Conclusion The transformational style of leadership is important in the hospitality industry due to several reasons. Behavior that is modeled by the leader wins respect and can then be emulated in the hospitality industry. Time spent working with colleagues allows for reinforcement of cultural values with the employees. Stories that are told by the leader help the organizational culture to come alive. Vision is inspired when there is trust while employees are allowed to challenge the process in order to improve it. New opportunities for collaboration are then identified when the process is challenged. Transformational leadership is therefore important in the hospitality industry in linking managers as the leaders and the staff following them. References Cenkci, AT, zelik, G, 2015, 'Leadership Styles and Subordinate Work Engagement: The Moderating Impact of Leader Gender', Global Business Management Research, vol. 7, no. 4, pp. 8-20. Gandolfi, F, Stone, S, 2017, 'The Emergence of Leadership Styles: A Clarified Categorization', Review of International Comparative Management / Revista de Management Comparat International, vol. 18, no. 1, pp. 18-30. Griffin, R. W, 2017, Management. Boston, Cengage Learning. Khan, I, Nawaz, A, 2016, 'The Leadership styles and the employees performance: A Review', Gomal University Journal of Research, vol. 32, no. 2, pp. 144-150. 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