...keeping talented people is having a catastrophic impact on many businesses and industries throughout the world. Money and benefits are important, but studies show most employees leave for other reasons. Employers have the need to retain the talents they have to attain the desired organizational goals which could include quality, customer satisfaction and the bottom line. Earle (2003) observes that workers today are demanding more from their employers than they ever have in the past, not just in terms of salaries and perks, but also in terms of the work experience itself and the cultural context in which it occurs. Many companies are finding that providing a productive, flexible and dynamic work environment can be a critical asset in attracting and retaining valuable employees. The hotel industry experiences high turnover if compared against a benchmark of Best Practice Forum's Benchmark Index of 26.5% by Horwath Consulting. Caterersearch, (2009) first benchmarking exercise reported an average annual staff turnover of 33.4%. That compared with an average of just over 26% on the Best Practice Forum's Benchmark Index, which surveys 2,000 hospitality businesses is relatively high. Gautam (2005) states that world wide research has suggested that employee turnover is among the highest in the hospitality industry. Studies by American Hotel and Motel Association (2001) have shown that the average turnover level; among non- management hotel employees in the US is about 50% and about...
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...Analysing Staff Turnover, its Cost and Effects on the Business and Developing Strategies to Improve Staff Retention: Student Name: Fabio De Souza Lima Student Number: 0053455T Lecturer: Nathalie Hudson Sunday, 28 July 2013, 11:55pm In comparison with other types of industry, excess of labour turnover has become a chronic problem for Tourism related enterprises, especially in the Hospitality sector. It has the potential to cause (directly or indirectly) serious issues and generate a multitude of costs to a business. For example, the whole process of recruitment and training can be very expensive and, even costlier can be the potential decline in the levels of service quality and productivity, which can culminate in customer dissatisfaction and consequential weakening of the business. This paper seeks to analyse such scenario by investigating staff turnover cases occurred throughout a variety of corporations in the hospitality industry. It discusses how such situation will affect businesses and, at the same time, suggests how Human Resource Departments should approach the issue, in order to help companies retain its most valuable asset, the employees. The difference between staff turnover rates amongst managerial positions and other more peripheral positions became evident after research and so did the notion that staff turnover rates will vary depending on the size of corporations. But, above all, the most influential factor that appear to be affecting staff turnover levels is...
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...High Employee Turn Over in Department of Family Protective Services and How to Reduce Turnover: Fort Bend County As Case Study. Leadership and Organization Behavior (MGMT-591) ABSTRACT A brief discussion about the Department of Family and Protective Services and the issue of high turnover of the workforce and suggestion on what the department can do further in ensuring workers retention becomes high. The agency is charged with one of the most difficult societal task and needs qualified and experience workforce in order to fulfil their mission and objectives. However in a world with many organization demanding the skills and services of may able bodied workforce it is becoming increasingly difficult for the agency to retain old workers and keep the new one at the agency. The paper looks at the agency from the eye on an insider and suggests some areas where the agency can focus its attention in ensuring workers stay and have a fulfilled career at the agency. The department of family and planning services is one of the social services organization charged with keeping the family structure together and functional and to ensure the safety of children in the home. Its powers and legality are founded under the Texas family code. It’s an organization that strives to ensure the safety of all children from abuse and neglect while keeping the family structure together as much as possible without excessive governmental intrusion. I work as an investigator for this department. My...
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...edu/thesesdissertations Part of the Hospitality Administration and Management Commons, and the Work, Economy and Organizations Commons Repository Citation Gumbiner, Michael D., "Manager retention and the Steamboat Ski Resort" (2007). UNLV Theses/Dissertations/Professional Papers/ Capstones. Paper 481. This Professional Paper is brought to you for free and open access by Digital Scholarship@UNLV. It has been accepted for inclusion in UNLV Theses/ Dissertations/Professional Papers/Capstones by an authorized administrator of Digital Scholarship@UNLV. For more information, please contact marianne.buehler@unlv.edu. MANAGER RETENTION AND THE STEAMBOAT SKI RESORT by Michael D. Gumbiner Bachelor of Arts California State University Fullerton 1987 A professional paper submitted in partial fulfillment of the requirements for the Master of Hospitality Administration William F. Harrah College of Hotel Administration Graduate College University of Nevada, Las Vegas May 2007 1 PART ONE Introduction The material for this paper centers on the Steamboat Ski Resort Corp. The ski resort was chosen for this study because of its need for a management retention plan. Steamboat was ranked as a top 10 international ski resort in North America by Snow Country Magazine (“Top 50 ski resorts,” 1997). It has maintained this distinction for many years. It has been noted for its idealistic “champion power” and its unpopulated vast terrain. In particular, it has always scored high in the customer experience...
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...Hospitality and Tourism Education and Training A Case Study of Scotland. Geno Trapaidze The Department of Hospitality and Tourism Management University of Strathclyde A thesis submitted in part of the requirements for the degree of MSc in International Hospitality Management September, 2007. ABSTRACT 1 The purpose of this study is to examine the role of education and training and its impact on labour supply to the Scotland hospitality and tourism industry; what are the current issues are there? And how those issues can be minimised? Its also seeks to identify the relation between the customer satisfaction and the service employees via service quality for maintain the growth of the hospitality and tourism industry. It also tries to identify the current labour market issues of the hospitality and tourism sector in Scotland, and how these issues can be minimised. Research will be conducted through five individual interviews. This research should help the hospitality and tourism managers/employers understand the importance of retaining staff. Also it will aim to make educational institutions aware of the gap between the content and the design of their hospitality and tourism courses/degree programmes in relation to industry demand, as highlighted in relation to current labour market issues such as staff turnover rate, retention problems, and the image of the hospitality and tourism industry in Scotland. Key words: Service quality, staff turnover, poor image...
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...Essays on Productivity Analysis in the Canadian Tourism and Hospitality Industries by Xiaofeng Li A Thesis presented to The University of Guelph In partial fulfilment of requirements for the degree of |Doctor of Philosophy in Economics Guelph, Ontario, Canada © Xiaofeng Li, December, 2011 ABSTRACT ESSAYS ON PRODUCTIVITY ANALYSIS IN THE CANADIAN TOURISM AND HOSPITALITY INDUSTRIES Xiaofeng Li University of Guelph, 2011 Advisor: Professor David M Prescott This thesis is to investigate the relationship between the productivity in the Canadian tourism and hospitality industries and workforce characteristics, human resources management practice, technology change. The productivity analysis is conducted with different measures of productivity, such as labour productivity and total factor productivity. The first chapter is to calculate labour productivity using the Canadian National Tourism Indicator (NTI) and the Canadian Human Resource Module of Tourism Satellite Account (HRM) for six tourism industries during the period 1997-2008 and to estimate an econometric model of labour productivity. Labour productivity is found to increase with the capital labour ratio, the proportion of part-time hours, the share of immigrant workers and by the proportion of the most experienced workers. The second chapter decomposes the total factor productivity growth for the Canadian tourism/hospitality industries with dynamic factor demand models which is estimated with nonlinear Full Information...
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...اﻟﻤﺆﺗﻤﺮ اﻟﻌﺮﺑﻲ اﻟﺴﻨﻮي اﻟﺨﺎﻣﺲ ﻓﻲ اﻹدارة اﻹﺑﺪاع واﻟﺘﺠﺪﻳﺪ دور اﻟﻤﺪﻳﺮ اﻟﻌﺮﺑﻲ ﻓﻲ اﻹﺑﺪاع واﻟﺘﻤﻴﺰ ﺷﺮم اﻟﺸﻴﺦ – ﺝﻤﻬﻮرﻳﺔ ﻡﺼﺮ اﻟﻌﺮﺑﻴﺔ 72-92 ﻥﻮﻓﻤﺒﺮ )ﺗﺸﺮﻳﻦ ﺛﺎن( 4002 - Significant conditions in Employees Empowerment: the Case of Jordanian four Star hotels د. ﻳﺤﻴﻰ ﻡﻠﺤﻢ ﺟﺎﻣﻌﺔ اﻟﻴﺮﻣﻮك اﻟﻤﻤﻠﻜﺔ اﻷردﻥﻴﺔ اﻟﻬﺎﺵﻤﻴﺔ 233 Abstract Data from 95 frontline hotel employees in 10 four star hotel in Jordan show strong association between three significant conditions (communication and information-flow, incentives, and knowledge and skill) and employee empowerment. The findings in this research suggest that communication and information-flow, incentives, knowledge and skill and autonomy among hotel service-employees may have a direct and strong impact on the empowerment of hotel service employees. These four conditions accounted for significant variation in the levels of employee empowerment in four star hotels in Jordan. Levels of empowerment seem to further impact the level of employee job satisfaction indicating a significant association. Implications for future research and for management practice are discussed. Introduction In a competitive environment in which organizations must be faster, leaner, provide better service quality, be more efficient, and more profitable, an empowered and proactive service worker is thought to be essential (Bowen and Lawer, 1992; Fulford and Enz, 1995; Bowen and Lawler, 1995). However, delegation of authority for a long period...
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...Module 3 – Assignment 5 Practice Case Examination Backgrounder The background information relating to the Case Examination (Backgrounder) is provided to candidates in advance of the examination date. The Backgrounder contains information about both the company and the industry involved in the case. Candidates are expected to familiarize themselves with this information in preparation for the analysis that will be required during the Case Examination. Candidates should note that they will not be allowed to bring any written material, including the advance copy of this Backgrounder, into the examination centre. A new copy of this Backgrounder, together with Additional Information about the company and a supplement of formulae and tables, will be provided at the writing centre for the Case Examination. Only the following models of calculators are authorized for use during the Case Examination: 1. Texas Instruments 2. Hewlett Packard 3. Sharp TI BA II Plus (including the professional model) HP 10bII+ (or HP 10bll) EL-738C (or EL-738) Candidates are reminded that no outside research on the industry related to this case is required. Examination responses will be evaluated on the basis of the industry information provided in the Backgrounder and the question paper (Additional Information). © 2014 The Society of Management Accountants of Canada. All rights reserved. ®/™ Registered Trade-Marks/Trade-Marks are owned by The Society of Management Accountants of Canada. No part of this...
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...Total Quality Management Vol. 23, No. 11, November 2012, 1227–1239 Which HRM practices contribute to service culture? Akiko Ueno∗ ,† Royal Docks Business School, University of East London, Docklands Campus, 4-6 University Way, London, E16 2RD, UK It is known that Human Resources Management (HRM) can help to develop service culture, which will in turn improve service quality. The purpose of this article is to determine the relative importance of six HRM practices in terms of their impact on culture. A questionnaire survey of medium and large-sized UK service businesses was conducted. The results reveal that there is a strong association between culture and HRM practices, and that some management practices are more strongly associated with culture than others. Further research should explore the reasons why some HRM practices are more contributory to culture than others. Service businesses in pursuit of service quality should make use of these HRM practices for developing service culture in their organisations. This research has confirmed a strong association between culture and HRM practices, and also clarified the relative importance of HRM practices in terms of their impact on culture in order to improve service quality. Keywords: culture; HRM; services Introduction This article investigates the relative importance of six Human Resources Management (HRM) practices in terms of their impact on culture in order to improve service quality. In a previous study, it was found...
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...International Journal of Contemporary Hospitality Management Emerald Article: Expatriation in the hotel industry: An exploratory study of management skills and cultural training Gina Fe Causin, Baker Ayoun, Patrick Moreo Article information: To cite this document: Gina Fe Causin, Baker Ayoun, Patrick Moreo, (2011),"Expatriation in the hotel industry: An exploratory study of management skills and cultural training", International Journal of Contemporary Hospitality Management, Vol. 23 Iss: 7 pp. 885 - 901 Permanent link to this document: http://dx.doi.org/10.1108/09596111111167515 Downloaded on: 29-09-2012 References: This document contains references to 43 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 2118 times since 2011. * Users who downloaded this Article also downloaded: * Judie Gannon, Angela Roper, Liz Doherty, (2010),"The impact of hotel management contracting on IHRM practices: Understanding the bricks and brains split", International Journal of Contemporary Hospitality Management, Vol. 22 Iss: 5 pp. 638 - 658 http://dx.doi.org/10.1108/09596111011053783 Hui Chen, Miguel Baptista Nunes, Lihong Zhou, Guo Chao Peng, (2011),"Expanding the concept of requirements traceability: The role of electronic records management in gathering evidence of crucial communications and negotiations", Aslib Proceedings, Vol. 63 Iss: 2 pp. 168 - 187 http://dx.doi.org/10.1108/00012531111135646 François Des Rosiers...
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...BTEC QCF HND in Hospitality Management Investigating Rooms Division Submitted to: Chris Maugino Submitted by: Md Rashedul Hasan, Date: 15.08.2011 1 Acknowledgement I would like to give my special thanks to my course teacher Chris Maugino for giving me such kind of excellent opportunity to prepare the interesting assignment and proper guidance to complete this work. I am grateful to my friends for their help and support when preparing this assignment especially in group study. I also give thanks to the manager of Park Plaza Sherlock Holmes who helped me a lot to make my report on interior design successfully. Other staff also helped me that make my report very easy and interesting. They are such a good person and gave me the full information as well as the data to complete this report. Finally, I like to say that, I have prepared this assignment from own experience. I am ready to accept my unwilling errors and omission which belong to me. 2 Table of content 1. Title Page ...........................................1 2. Table of Content.................................. 3 3. Introduction........................................ 4 4. Activity 2..............................................5 5. Activity 3..............................................17 6. Activity 4 ..............................................22 7. Activity 5...............................................28 8. Activity 7..............................................38 9. Activity...
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...ECONOMIC IMPACT OF TOURISM ON HOTEL DEVELOPMENT (A STUDY OF SHERATON HOTEL, IKEJA, LAGOS) A RESEARCH PROJECT SUBMITTED BY ODEODE FAITH EBANEHITA (Matric. No: RUN06-07/925) IN PARTIAL FULFILMENT OF REQUIREMENTS FOR THE AWARD BACHELOR OF SCIENCE (B. SC) DEGREE IN TOURISM MANAGEMENT TO THE DEPARTMENT OF TRANSPORT AND TOURISM STUDIES, COLLEGE OF MANAGEMENT SCIENCES, REDEEMER’S UNIVERSITY, OGUN STATE. MAY 2010 CERTIFICATION I certify that this research project titled ECONOMIC IMPACT OF TOURISM ON HOTEL DEVELOPMENT (A STUDY OF SHERATON HOTEL, IKEJA, LAGOS) .................................................................................................. Was conducted and written by ODEODE FAITH EBANEHITA Run06-07/925 ........................................................ ........................ Name Matric No Under my supervision In partial fulfilment of the requirement for the award of (B. SC) TOURISM MANAGEMENT ............................................................. In the College of Management Sciences Redeemer’s University, Redemption City, Ogun State, Nigeria Mrs. A.O. Idowu Dr. (Mrs.) B.O. Adeleke _______________________ ____________________ Name, Signature and Date ...
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...HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL COMMITMENT AND INTENTION TO LEAVE: THE MEDIATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT AND PSYCHOLOGICAL CONTRACTS A Thesis presented to The Faculty of the Graduate School At the University of Missouri-Columbia In Partial Fulfillment of the Requirements for the Degree Master of Science by PRIYANKO GUCHAIT Dr. Seonghee Cho, Thesis Advisor AUGUST 2007 The undersigned, appointed by the dean of the Graduate School, have examined the thesis entitled HUMAN RESOURCE MANAGEMENT PRACTICES, ORGANIZATIONAL COMMITMENT AND INTENTION TO LEAVE: THE MEDIATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT AND PSYCHOLOGICAL CONTRACTS presented by Priyanko Guchait a candidate for the degree of master of science, and hereby certify that, in their opinion, it is worthy of acceptance. Dr. Seonghee Cho, Food Science (HRM) Dr. Dae-Young Kim, Food Science (HRM) Dr. Robert Torres, Agricultural Education ACKNOWLEDGEMENTS The thesis could not have been completed without the support of many people who are gratefully acknowledged herein. First of all, I would like to express my sincere gratitude and appreciation to my Committee Chair and Advisor, Dr. Seonghee Cho, for her guidance and support throughout the completion of this thesis and my study at University of MissouriColumbia. Without her mentorship I would not have been able to undertake this thesis and my education at University of Missouri-Columbia. I would also like to...
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...to help an organization assess its strategy. The Diversity Audit Tool (DAT) was developed from an analysis of current diversity practices in the Information Communications and Technology (ICT) Sector in Canada. This paper will review the dimensions of the tool and compare it to six other diversity lenses. Keywords: Diversity assessment, diversity audit tool, diversity lens, “business” case for diversity. Increasingly corporations in Canada have stressed the importance of embracing diversity and have stressed the benefits of creating inclusive work environments which: Promote the work of all organizational members and ensures that it is acknowledged, respected, and that employees are compensated equitably for it Value diversity both within the organization and outside of it Implement a meritocracy – rather than non-job-related ascribed characteristics – ensuring the need for equality and fairness underpins the organizational culture Emphasize individual accountability at all levels of the organization Constantly communicate the organization’s commitment to diversity both through language and through action and in a clear manner (Digh, 1998; D’Netto & Sohal, 1999; Schmidt, 2004; Beaver & Hutchings, 2005; Conference Board of Canada, 2006; Conference Board of Canada, 2008; Shen et al., 2009) In other words, inclusive work environments do not simply recognize that differences exist among different...
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...During the 1970s and 1980s, the company expanded its beverage portfolio by entering into other non-alcoholic beverage categories, such as fruit and milk-based drinks. Entry into the snack food market was recently undertaken in response to declining consumption of carbonated soft drinks (CSDs), the company’s traditional area of business strength. This move also enabled ABL to leverage its strong distribution capabilities to supermarkets, convenience stores and hospitality channels by adding adding such complementary food products to non-alcoholic beverages. Nevertheless, CSDs still accounted for 90 per cent of company revenue in 2004. Tom Dwyer, the current managing director, has been with the company since 2005. He joined the company at a time when CSD growth was stagnating and shareholder confidence in the company was waning. This had resulted in the share price declining by 15 per cent in the two years prior to his appointment. In order to restore shareholder confidence, Dwyer established a strategic planning team within the company to assess the current product portfolio and identify organic and acquisition growth opportunities. From this review the importance of operational excellence was identified and strong investment was made in world class manufacturing facilities and systems. Process re-engineering was implemented to reduce costs of manufacture and time to market. Having finalised the integration of a snack food business acquisition just over 12 months ago, Dwyer is now...
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