Marriott leadership program

Our Global Voyage Leadership Development Program is offered in more than 50 countries around the world for recent university graduates and provides a combination of practical hands-on experience and leadership training.

Upon successful completion of the program, participants will have gained the confidence and skillset needed to embark on a successful career with Marriott International. Voyage is a self-paced month program.

Timing can depend on the discipline and country you are working in. The program is designed to prepare participants for an entry-level management role after successful completion of the program. To participate in Voyage, permanent work authorization for that country is required. We do not provide work authorizations so please be sure you have authorization before you apply.

The process is different in the Middle East and Africa — you should work with local authorities to acquire appropriate permits to work in a particular country. Our interviewers will be able to provide you with information on the right to work in any particular country during the screening process. If you are a student or recent graduate interested in working in the U.

It varies from year to year but we anticipate hiring approximately Voyagers annually around the world. Voyage is offered in more than 50 countries around the world.

Search Voyage postings in North America or Internationally to see if Voyage is currently hiring near you. At this time, Voyage is designed for external applicants only.

The only exceptions are interns or students who may be working part-time at a Marriott hotel while pursuing their undergraduate degree. Please find the location in which you attend school above to apply to Voyage. If you are a qualified applicant, you will receive an email inviting you to the next stage of the process, which varies by region and may include:.

Please connect with us on Facebook! We have more than 30 HR professionals some Voyagers included! Opportunities for Post Graduates. Apply U. Apply Canada. Apply International. See International Positions. Click or tap to expand the story. Jonah F. Frederico B. Madeline B. Brooke B. Sarah H. David H. Sasha I. Anthony S. Melissa M. In its turn, the relations-oriented leadership has a significant impact on the actual operations and management in hotels and restaurants of the chain globally.

While focusing on the transformational leadership adopted at Marriott International, it is possible to state that the main positive outcome of such behavior to the organization is the opportunity to motivate employees to see the benefits for the company as personal benefits. Also, much attention is paid to communication practices that are followed by leaders to contact employees and used to develop interpersonal relations at lower levels.

Friendliness is the key to communication at all levels, and this approach is discussed as advantageous by De Vries, Bakker-Pieper, and Oostenveld Thus, the usual task of CEO at Marriott International is to communicate reasons for changes and new policies in the friendliest manner while focusing on the opinions of the decision-making group and stimulating them to become aware of outcomes and benefits or to debate the question actively. However, while discussing the results of the leadership style, it is possible to focus on weaknesses and such professional and ethical questions as dominance, the developed ideology, and the centralized authority Yukl, The opinion of Mr.

Marriott remains to be dominating in discussing strategies and possible changes, the mission of the company is oriented to developing the ideological vision of Marriott International, as well as its values Marriott, Thus, employees are treated as belonging to the specific community and culture.

On the one hand, such outcome of the transformational leadership leads to creating the strong organizational culture and ethics. The effects of the relations-oriented leadership should also be discussed because these outcomes demonstrate the success of interpersonal interactions between leaders and employees in Marriott hotels directly.

If employees have an opportunity to contact their managers regarding problematic issues directly, with the help of e-mails or in meetings, as it is at Marriott International, the outcomes of positive leadership increase. Promoted values and principles include transparency, integrity, and honesty Marriott business conduct and corporate responsibility , , p. It is expected that leaders serve as ethical role models who demonstrate the consistency between proclaimed values and behaviors.

According to the theory of transforming leadership by Burns, effective leaders, like directors at Marriott International, should motivate employees to follow their principles of justice and honesty while appealing to their moral values Yukl, Situations, when leaders can develop favoritism or discrimination toward employees, are prohibited at Marriott International.

In addition, hostility, discrimination, and stealing are also forbidden in the company, and all employees participate in unified training sessions to learn the ethical principles followed in Marriott International hotels. Thus, job satisfaction of employees decreases significantly. The intensive job tension is a result of the destructive leadership and ineffective communication strategies used by managers.

In the U. In Marriott International hotels globally, destructive leadership, the focus on unethical practices, and the choice of authoritative communication style are associated with cultural and ideological barriers, and leaders see tension as the only way to manage diverse employees and address Marriott International quality standards.

The reason is in the fact that more than 4, properties are opened in about 80 countries, and not all middle-level leaders follow the relations-oriented leadership style appropriate for working with the diverse staff. In spite of the fact that the relations-oriented leadership with the elements of the changed-oriented leadership is the target for managers and directors in many Marriott hotels, the choice of the leadership style often depends on the culture of different countries Zopiatis, A.

As a result, in those hotels where the top management is presented only by nationals, the percentage of directors following the authoritative and task-oriented leadership styles is the highest one. There are many Marriott hotels in different countries where the top management is presented by only Americans or only nationals.

Having summarized the discussion of leadership issues associated with the activities of Marriott International hotels, it is possible to determine the following problems that require the further solution: 1 presence of ineffective leadership styles in Marriott International hotels globally; 2 the ineffective communication between Americans taking the leading positions in Marriott International hotels in different cultures and employees represented by nationals; and 3 the negative impact of the followed ineffective leadership patterns on ethical practices in Marriott International hotels.

The solution to the problem of following ineffective leadership styles at the middle and lower levels can be based on providing clear guidelines for appointed leaders regarding the followed visions and values, preferred communication styles, and appropriate management approaches.

Thus, the candidates of newly appointed leaders should be approved by the members of the special committee. As a result, the procedure of appointing persons to leading positions in local hotels will be improved, addressing the need for unifying the leadership style. It is possible to predict that the improvement of the recruitment and approval procedures will lead to advancing the management in Marriott hotels globally with the focus on supporting positive relations between leaders and the staff.

Another leadership problem that needs to be resolved at Marriott International is the ineffective communication of leaders and employees in hotels and restaurants when these persons have the different cultural and ethnic backgrounds. This problem is also associated with the use of ineffective leadership styles in Marriott hotels globally, where the top management is presented by nationals Tavitiyaman et al. The solution to this problem depends on the revised approach to appointing directors and managers in Marriott hotels.

The company needs to discuss the opportunity to selecting persons for leading positions in Marriott International hotels and restaurants with different ethnic backgrounds, including nationals and persons having the experience of working in Marriott hotels located in the United States.

The most efficient approach to promoting the leadership ideals among all managers at Marriott International is to improve the existing leadership training program. Currently, managers and directors at Marriott International have the opportunity to receive a necessary training to develop such leadership skills as communication, organization, and management skills along with skills in leading change and managing diversity.

Still, this program needs to be further enhanced to address the problem of leadership in highly diverse environments. Marriott International is an actively developing international company that demonstrates the leadership excellence in almost all spheres.

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