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Inspiring People Portfolio

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  • Course
  • Inspiring People (CITM3.IP01)
  • Institution
  • NHTV (NHTV)

This portfolio for Inspiring People has been used for the written exam at the NHTV/BUAS. This portfolio includes many articles about inspiring people and how to be a good manager. Therefore, there is a lot of APA sourcing. Topics that are discussed are for example: vitality, work-life balance, incr...

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Document information

  • March 3, 2021
  • 23
  • 2020/2021
  • Essay
  • Unknown
  • A

Subjects

  • branding
  • self managing teams
  • incremental change
  • diversity
  • recruiting
  • hrm
  • human resource management
  • vitality
  • work life balance
  • sustainability
  • inspiring people

Written for

  • NHTV (NHTV)
  • International Tourism Management
  • Inspiring People (CITM3.IP01)
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Inspiring people




Done By: Rafael Houtepen
Class: Tourism Business - Class 03
Teacher: Jos van der Sterren
Due Date: November 24th, 2020
Course Code: CITM3.IP-01




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,Table of Contents
Elaboration week 1......................................................................................................................................3
Article argumentation week 1:................................................................................................................5
Elaboration week 2......................................................................................................................................6
Article argumentation week 2:................................................................................................................8
Elaboration week 3......................................................................................................................................9
Article argumentation week 3:..............................................................................................................10
Elaboration week 4....................................................................................................................................11
Article argumentation week 4:..............................................................................................................13
Article argumentation week 5:..............................................................................................................14
Bibliography Group Part............................................................................................................................15
Appendix I: Individual Part, Rafael Houtepen............................................................................................17
Reflection leadership test:.....................................................................................................................17
Reflection DISC test:..............................................................................................................................18
Inspirational topic week 5: Sustainable workplace................................................................................19
The 7 points plan:..................................................................................................................................20
Bibliography Individual Part.......................................................................................................................22




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,Elaboration week 1
In the first week we had to do research on what makes a company an inspirational employer.
During this research we conducted desk research on related articles with this topic of an
inspirational employer. Therefore, we obtained a lot of knowledge on which we are going to
elaborate in the coming three sections.

The Four main ways a company can be an inspirational employer are written below.
Make their vision clear- As a CEO, or senior manager, you should be able to paint an inspiring
vision on where your business is heading and what goals you have for the future. Making your
vision clear to all the employees is motivating to them because for them, it is clear on why the
company exists and how they can contribute to the BHAGs (big, hairy, audacious goals). BHAGs
are huge and inspiring goals that get people excited about coming to work every morning. To
get your employees excited, as a CEO or senior manager you should portray a picture of what
things will be like once the BHAGs are accomplished.

Connect every employee to that vision- Once it is communicated on how the vision and goals
can be accomplished, this can motivate employees to get the work done faster and they can
come to work with an inspired perspective on a daily basis. When people understand what role,
they play in achieving your vision, they will feel a sense of personal pride and engagement that
will help drive your business forward.

Build a company culture- By creating a great company culture that employees love, the energy
in the work area will feel different and everyone will feel more motivated. Employees will feel
uplifted, secure and comfortable. The more relaxed and comfortable your employees are, the
more aspirational they will be. If your employees are aspirational and they are motivated this
helps your company to increase revenue growth, employment growth, stock price growth and
net income growth.

Reward and recognize employees- You should always reward employees who are fully engaged
and are always trying their best for the business. Even failures can sometimes be positive for
your company. This shows that employees had the courage and inspiration to try something
new and put their time and effort into something new even though it did not work out.
Employees learn lessons from these failures and use it to their advantage for the next time.
Rewards also do not always have to be financial rewards; non-financial rewards are also
appreciated. Inspired and engaged employees are worth weight in gold and as a company, you
must do everything possible to keep them happy.

A good employer is one who wants employees to be part of the company, therefore they
should express that through their job market process. Employees' welfare will always come first
through implementing processes that address them instantly as they happen. He will always
invest in processes and training that ensure employees develop both in terms of personal and
career. They will always invest in the sustainability of all aspects that affect both their firm and


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, employees. They take issues of environmental conservation, justice, technological
development, and culture seriously (Garton, 2017).

Being a good employer will have positive effects on the labour market. The recruitment process
will be undertaken with reduced costs, and it will attract quality candidates coming on-board
because of the processes in place. The performance of the employees and that of the general
organization will increase due to increased morale and motivation (Garton, 2017). Customer
experience will rise as employees will ensure that clients are handled with professionalism.
Lastly, the employer will be able to retain high-performing employees with ease.

To become an employer of choice, it is important to have a distinct brand that takes serious
attributes of quality, good organization, superior employee experience, and attractive to people
who excel and perform well in such a culture. However, to become an inspirational employer,
you have to ensure employee experience is at its best. Employers have to ensure progressive
consideration of issues related to employee management and make them better.

Understanding employees needs it vital for a business to be inspirational. With progressive
experience and developments in technology, employees also change their culture and way of
doing things (Economy, 2018). Therefore, it is important to ensure that employees’ aspects are
also aligned to the current needs and emerging culture. Through this, employees will be able to
perform better and be committed to the organizational goals.

We chose KLM as a company because they score really high in their employee satisfaction. The
reviews are saying that within the company there is a lot of freedom, training opportunities and
career opportunities. Moreover, there is a lot of flexibility within the company, a good working
atmosphere, room for innovation and it contains a flat hierarchy.

The KLM recruitment process looks very traditional, since they first ask for your application
form. This form includes your CV, diplomas, flying experience, a list of rules you must agree
upon, and questions about visible piercings and tattoos, height and eyesight.
In the second step, you have the initial interview, which includes a formal one-to-one interview
at Schiphol.
In the third step, you have the assessment day, which includes group activities which will be
graded on your skills in communication and dealing with difficult situations.
In the final step, you have the final interview, which includes questions about your previous
experiences with customer services and how you approach problem-solving situations.
To conclude this process, it can be seen that it is being done very traditionally by assessing the
applications forms and afterwards having a few stages in which non potential employees drop
out and potential employees survive the tests (Cabin crew wings team, 2020). Therefore, KLM
does not take into account the values and needs of their potential employees. Furthermore,
this is not in line with their brand values, since they are very strict and formal during this
process. This does not give an honest view on the company, since KLM stands for being a
family. KLM should change their traditional recruitment process, into a modern one in which

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