Hotel industry has been considered as one of the key sector of the Indian economy, plays a significant role in the growth of the country and contributing 12.4 percent of the total employment to the country. This sector is one of the prosperous sectors, offers a variety of services to foreign tourists as well as increased tourist movement within the country and it has become one of the leading players in the global industry. It is amongst top 10 sectors to attract the highest foreign direct investment. According to department of industrial policy and promotion (DIPP) from April 2000-November 2014, this sector involved around US$7661.6 million of FDI. The market is expected to reach US$ 30 billion by 2015. Government of India increased spends working environment, Growth and possibility of growth; work itself, are as antecedents of employee turnover and job satisfaction (Ronra & Chaisawat, 2010). Lee (1988) used Mobley model which could be used effectively in hotel industry and shows different levels of turnover process from initially thinking about quitting as a result of job dissatisfaction to the intention to quit and ultimate employee turnover (Mobley, 1982; Robinson & Beesley, 2010; Tracey & Hinkin, 2008). However, only handful of research has been found in which some statistical relationship between the organizational factors and job outcomes of this sector has been worked out. Overall, the extant literature highlights a strong paucity of research on the antecedents and consequents of high attrition rate in hotel industry in India. It is considered one of the fastest global rising industries, contributing to more than one third of the service business (ILO, 2010 cited in Bharwani, 2012) and a significant impact on the Indian economy, it is important to highlight the organizational factors of hotel industry and its impact on job outcomes of Therefore, it is not highly surprising that organizational factors are often found to be a great indicator of job outcomes in the hotel sector. This has led researchers to emphasize the importance of reviewing the organizational factors that influence employee’s job satisfaction, organizational commitment with an organization (Lumley 2010), employee engagement and employee
Slåtten, T., & Mehmetoglu, M. (2011). Antecedents and effects of engaged frontline employees: A study from the hospitality industry. Managing Service Quality, 21(1), 88-107.
This case study was about the president of Bubba Gump Shrimp Company, a restaurant chain specializing in seafood, whose practice structure and secret to success was to have and maintain minimal management turnover. In fact, his focus on turnover was so successful that he did not have a general manager leave for 3 years, and he has decreased management turnover from 36% to 16% in 2 years. The motivation of an organization’s employees significantly affects it success. Additionally, employee turnover, absenteeism, and tardiness weaken employee productivity.
Alongside job satisfaction, it is one of the two key attitudes in the workplace that affects an employee’s decision to quit their job. Organizational commitment is defined as “an attitude that reflects the strength of the linkage between an employee and an organization” (Johns & Saks, 2014, p. 140). By the definition alone, it is clear that this attitude would play an important role in causing someone to remain at their current position. Conversely, low levels of organizational commitment would mean that employees would not likely hesitate to leave their job. Three types of organizational commitment exist: affective, continuance, and normative. The difference between the three is simply the motivation for the commitment to the organization. Affective commitment reflects an intrinsic desire to stay with the organization stemming from identity and involvement, continuance commitment is the need to stay with an organization, and normative commitment stems from an ideological or feeling of obligation to remain (Johns & Saks, 2014, p.
In the hospitality and tourism industry, the high turnover rate has become the most problematic managerial topic, as the turnover rate is continuously higher compare to other industries (Cho et al., 2006). Iverson and Deery (1997) mentioned “turnover culture” has become a most significant explanation for high turnover in the hospitality industry, which many organizations will rather accept the turnover as part of workplace culture instead of finding solution to overcome it. With an excessive turnover in this
The Hotel industry in India follows a mixed strategy of advertising, they go for online advertising through websites like Expedia.co.in , Yatra.com etc. where they give different promotional offers in terms of price discount and complementary services.
Employee satisfaction, employee turnover, and workplace environment are inseparably linked. Workplace environments heavily influence employee satisfaction, which directly affects employee turnover rates. When employees feel they are not being supported within their first months of hire, they will inevitably leave the company. Employees want to have the security that if they need assistance, someone will be there to guide them. Therefore, it is imperative for organizations to develop a thorough onboarding program and a long-term retention plan.
Helped With unique efforts by government and all other stakeholders, including hotel owners, resort managers, tour and travel operators and employees who work in the sector, Indian hospitality industry has gained a level of acceptance world over. It has yet to go miles for recognition as a world leader of hospitality.
I have managed a McDonald 's for over 11 years. There are plenty of potential problems that I deal with daily. One of the biggest issues I have to deal with is turnover. With any job turnover is bound to happen. Especially in a fast paced job with high customer demands. There two sides to this argument involve the pros and cons of turnover. Not all turnover is considered bad, however it can become very expensive if turnover rate is extremely high. I plan to approach this problem in my project my looking into ways of retaining employees and finding ways to reduce turnover. My main objective is how turnover specifically relates to employee engagement and management leadership skills.
Investment in India has increased significantly since the 2001 Indian Government’s approval of Foreign Direct Investment (FDI) reform. In mid-year meetings of 2001, the Government liberalized the restrictions on FDI into India in select industries. The infrastructure of the Indian Government is increasingly interested and actively pursuing FDI from countries such as the United States. India is currently offering automatic business approvals for new businesses that have an initial investment of 100% foreign capital in industries that are considered tourism based. (Indian Embassy, 2001) According to the 2001 guidelines issued under section 4 (iv.), Businesses that are considered to be “commercial premises, hotels, resorts, city and regional level urban infrastructure facilities…” which qualify for up to100% FDI.
The Hotel industry has become very important in the past years due to immense traveling and growth of international business. Hotel industry not only plays an important role in the life of people but as well as the economy of the country. Development and advancement in the Hotel industry have rapidly been taking place and especially since the rapid change in technology, it is very important for hotels to be promptly keeping up to date. When the hotel industry is spoken of, there are many famous hotels but one hotel company that has been outstanding in growth and other aspects of business, like in Leadership, Teamwork (Employee turnover), Motivation (Customer retention and satisfaction, Goals and objectives, (changing the way hotel business has worked), and Change within the company; structurally inside and physically outside, adding elements, like entertainment, gaming, and outdoor activities, is the Hilton Hotel Company.
Hari Shankar Patel (1374360) ACKNOWLEDGEMENT OBJECTIVES OF THE PROJECT • To understand • To analyse • To examine • To study LIMITATIONS OF THE PROJECT • To fit the entire document in a specific word limit was a difficult task for me. • It was difficult to get the information from a few companies as they were not willing to share the information due to their privacy policy. is an American hospitality industry that provide hotels and related lodging. 2.2) HISTORY:
Employee turnover in organization is one of the main issues that extensively affect the overall performance of a workplace (Tariq, Ramzan and Riaz, 2013). Various studies show that employee turnover negatively affect the overall efficiency at the organization (Tariq, Ramzan and Riaz, 2013). Xiancheng, (2013) mentioned the employee turnover is a method of personal issues who decided to stop associate with the company for better advantage. There are two types of turnover which are voluntary and involuntary turnover. Voluntary turnover can be defined as the termination of the official and the psychological contract between the employee and employer (Krausz, 2002; Macdonald, 1999; Mclean Parks et al, 1999; Rousseau, 1995) while involuntary turnover inescapably lead to direct negative results such as current job is insecurity, work difficulty, and status fluctuation (Gowan and Gatewood, 1997). However, other researchers such as Haven-Tang and Jones, (2012) concluded poor management, lack of salary, bad working environment and paucity of job opportunities could be the highest causes of turnover among organization. This statement was support by Kusluvan et al., (2010) where is they had stated that poor management, low payment of salary, work environment and lack of employees’ job opportunities on the organization will make employee want to quit from their job. Turnover intention situation will appear when labour had feeling that they want to quit from current job, so voluntary and involuntary turnover will become final stage for them as their decision (AlBattat and Mat Som, 2013) but it is different for researchers such as Mosadeghrad, Ferlie and Rosbenberg (2013) when they conclude that employee turno...
Additionally, employee satisfaction are directly correlated to employee commitment and the loyalty which again directly related with the business and work productivity (Papazisi, Raidén, and Sheehan, 1995). Smart leaders knows that keeping their employee satisfied and motivated are essential for their organization (Sher, Bakhtiar, Muhammad &Ali, 2010).
Singh, P., & Loncar, N. (2010). Pay satisfaction, job satisfaction and turnover intent. Relation Industrielles, 65(3), 470-490. Retrieved from: http://search.proquest.com/docview/756743994?accountid=27313
The Hotel industry has become very important in the past years due to immense traveling and growth of international business. The Hotel industry not only plays an important role in the life of people but as well as the economy of the country. I spent an hour of my day relaxing in the lobby at the Fontainebleau resort in Miami, while on vacation with my family visiting from out of state. It was my first time staying at the resort so I was eager to check it out, after seeing such great reviews on Yelp and hearing great things from friends who have been there in the past. The employees working at the resort were very welcoming, professional and willing to go above and beyond to help their guests. The check-in process was very quick due to having