The Problem

Although Halifax initially dominated the hospitality market since its establishment in 1987,
market instability and shifts in customer preferences resulted in the loss of its market
position and competitive edge (Ross, 1995). Consequently, there is a pressing need for a
fresh, innovative approach and strategic plan to foster the company's growth and navigate
the substantial changes in the local market. The decision to adopt the Total Quality
Management (TQM) approach is driven by the aim to enable the company to anticipate and
meet customer expectations effectively, setting itself apart from competitors (Ross, 1995).

Employee engagement, as highlighted in the case, is essential for the firm's success.
According to Daniel Pink, Autonomy, Mastery, and purpose are crucial for employee
engagement (Crucial Learning, 2013). Daniel Pink provides incredible insights on how
autonomy is essential for accountability and self-direction. Do watch the video for
deeper learning.

Reference:
Crucial Learning. (2013, October 1). Driving Employee Engagement | Daniel Pink [Video].
YouTube.

Thank you for your insightful post.

I like your emphasis on the importance of phased implementation as a consideration
for employee objections. The emphasis on training, communication, and motivation is
consistent with best practices in change management. The focus on building a unique
vision, effective communication, and fostering a culture of teamwork is also excellent!!