Joie de Vivre, Case Study Example

Considering the first question about the way Joie De Vivre Hospitality makes its boutique hotels different from the other hotel offerings, it is worth saying that JDV since its foundation in 1987 proved to be mainly focused on building a reputation; the thing is that Chip Conley, the founder of Joie de Vivre Hospitality, aimed to create an extraordinary chain of boutique hotels offering absolutely different approach to cooperating with its customers as well as the employees. Analyzing the strategic management that Chip Conley decided to utilize since the very beginning of JVD, it becomes apparent that the founder skipped with the idea of rapid growth and basically drew attention to maintaining an empowering boutique hotel business culture.

Obviously, apart from the accessibility of JVD that enabled absolutely different categories of people to afford booking a room, Joie de Vivre Hospitality managed to preserve the primary business culture that Chip Conley laid in 1987 when he borrowed 1 million dollars in order to start a company. Moreover, CEO succeeded in following “…an uncovered guest’s desire.” (Cuenllas) It is also worth taking into account the thing that Chip Conley did his best so as to empower JVD’s personnel at the lowest level of the enterprise. The abovementioned aspects have resulted in the long term success of Joie de Vivre Hospitality. The flexible policy of JVD made it possible rethink the attitude towards running a successful business.

Considering the internal policy that Chip Conley managed to implement, one should be aware that the initial company rules were strictly obeyed (Cuenllas). Moreover, the employees of low-level, middle-level, and top-level appeared to be equally treated. The thing is that, in accordance with the company rules, each employee is considered as the integral part of JVD. Moreover, the pay cuts taken by the senior managers in the period of great recession demonstrated the willingness to prevent the layoffs and the focus on valuing the employees.

As for the second question requiring to list five human resource management practices aimed to produce the employee behavior necessary to reach strategic objectives, it is possible to emphasize the following top five practices: pre-employment, employee testing, recognition and rewards, performance appraisals, and talent acquisition.

• Pre-employment

As for the first human resource management practice to discuss, it is pre-employment. The thing is that it can evidently influence an employee behavior in a good way, since the practice gives the chance to the potential employee to become aware of the company rules before being accepted for employment.

• Employee testing

As for the employee testing, it occurs as an integral part of the final phase of polishing the employee. Despite the fact that the employee has passed through the trials of submitting the application, it is still necessary to keep monitoring the employee for some time; the thing is that a newbie often gets confused due to a wide range of duties to abide. As a result, employee testing is a great opportunity to figure out the reliability in terms of meeting the requirements.

• Recognition and rewards

As for the practice of recognition, one should be aware that it has proved to be a positive way of producing an employee behavior necessary to achieve strategic goals. It is important to make mention that an employee recognition is likely to incite the motivation, which matters from the perspective of training the required behavior.

• Performance appraisals

Considering this very practice, it is necessary to admit that performance appraisals are likely to improve an employee behavior, since the evaluation of the employee’s performance is aimed at highlighting the weaknesses that the employees should fix and move further.

• Talent acquisition

The abovementioned human resource management practice is efficient in terms of producing appropriate employee behaviour, since once the person is smart enough to work on certain projects, it gives the chance to built a reputation for creating a steady business ethics.

References

Cuenllas, A. (2013, April 29). Joie de Vivre hospitality: Case Study and Management

Analysis. Hospitality Net: Latest Industry News. Retrieved from http://www.hospitalitynet.org/news/4060459.html