|dc.description.abstract||Based on the valued contributions, formed as evidence in the findings, the following
assumptions and recommendations have been made. It is clear from the findings that it is imperative that the management feel a sense of inclusion in their role. One of the highlighted problems in the organisation is the lack of communication and this will have an effect on the overall success of the change process. The managers also feel a sense of compliance in their efforts as managers, as although they perform their role positively for the sake of their teams, they can feel an innate need to just continue with their job because there is no other choice. It would be recommended that the Management Company, M & T trying to encourage a broader sense of communication with their management within the organisation to embrace a valued sense of commitment, which can ultimately help to achieve a greater sense of achievement.
It is also recommended that the management company try to elaborate on any change
process that will be implemented within the hotel. This will try to relieve the worries
of their staff that are uncertain about the future.
From an overall view of the findings, it is clear that the management team at Ellenborough Park feel committed to the organisation, even as time goes by,
acknowledging and accepting that the changes that have been introduced have been
needed and are now working well. However, to have had assisted them in the start and
to have shown their support, it is recommended that the management company and
the senior management team within the organisation engage with the managers as
inclusion will help to ensure all future moments of transition will be far more efficient