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
Within the Brookfield’s Restaurant organization there is a problem of having a high turnover rate, which is dependent on employee’s motivation as well as how much they feel they are involved in the company culture. Since the restaurant is a fast paced food service industry that requires employees to be capable of handling the pressure of dealing with many customers’ demands while also providing a high level of service to each guest which can be hard for many, making them less motivated to work. Also, the company culture is important by making the employees feel welcomed in the company and to help support them while on the job, so as to the employees want to stay on the job and not wanting to leave. We will provide an analysis showing employee’s work motivations and involvement in the company culture to determine if these factors are the cause of the high turnover rate.
Simon, E. (2003). Successful hotels use hands-on hiring, retention practices. Hotel & Motel Management, 218(11), 54.
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.
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.
fixed costs to total costs. The high level of these costs stem from the fact that hotels must constantly be managed to achieve the most costeffective usage of resources applied to decor, equipment, preoperational expenses and finance. The aim of hotels is to fill their rooms as profitable as possible as a result some of the most important thing that the hotel industry must realize is that it must be able to market themselves and provide quality services so that customers will want to return back to the hotel. The demands of these two characteristics are very high and it requires a lot of effort. In terms of building a hotel, the capital requirements for a hotel project are so high that hotel cannot easily be traded and must remain as a longterm investment purpose. As a result the industry is subjected to large amounts of cost advantages or disadvantages based on the size of the hotel. Furthermore the success of a hotel is also sensitive to the location, management, and the quality and expertise of the staff which is vital to the functionality of the hospitality industry.
Traditionally, the hotel industry has catered to the lodging, dining and other amenities of travellers or guests. The industry operates across the different value chain by offering services and facilities as per the preferences and paying capacity of guests’. Typically, players in this industry own assets and or franchise their brands or manage third party assets. The hotel business is highly capital intensive but at the same time highly competitive, this is due to the presence of a large number of players across the different value chain. The industry being highly regional in nature, the hotel business is directly impacted by overall economic or business activity and tourist movement
The travel and tourism industry in India is booming steadily from the last two decades. With the help of this positive growth the Indian tourism industry became a prominent industry. This tourism industry is considering as one of the major foreign exchange earning and provide job for millions of people.
"Any hotel is only as good as its personnel." This statement made by Gordon McGregor, the hotel manager, clearly portrays Corporate Strategy influencing HR policies and procedures. When Natalie Sharp the Director of Personnel, Gordon and the Supervisory Staff adjourned their meeting on contemplating how they might develop a good HR strategy to attract good work candidates, and fill the remaining available positions at the hotel. Another way corporate strategy influences HR strategy is through Distinctive Competence. Gordon has 15 years experience with this chain and for the last two years he has been highly involved in the planning of Tall Pines Center. Natalie has worked with 2 other hotel chains and helped open a new 100-room motel in the southwest recently. Their experience combined wi...
My view of the hospitality literature was that of a navigator. The resort’s training and management development literature saw employee turnover as a problem, with potential of a negative impact within the local hospitality industry. I would also define the resorts employee turnover as continual and is something that must be faced, head-on. Managers in this industry can follow the recommendations within the literature. I feel the literature is a navigator rather than director, as it may only offer routine
If the amount of rise in income is significant compared to the inflation it implies that there is more disposable income. As a result domestic expenditure on tourism has increased with changing lifestyles. The Hotel Industry was not affected much by the slump in the value of Indian currency as a large portion of its consumers are foreign travellers. The hotel business needs huge capital expenditure, large sums of money needs to be invested initially and it may be several years profits are realised. Add to this, the Govt. of India taxes luxury hotels heavily. (2)The section 10(5)(B) of Income Tax Act defines that concession should be offered to hotel industry on the income taxes paid by employer on salaries and wages of specified class of employees. The government also plans to rationalize the taxation scheme on hotels and guide it more towards a single tax structure which should reduce bureaucracy and procedural
There are diverse career oppurtunites in field of hospitality management . Tourism is one of the fastest germinating industries in the world. Tourism is directly related to hospitality education and industry. Tourism kicks off many economic enterprises which in turn draw investment, revenue, and economic proliferation. With the augmentation of tourism, desire for skilled maestros in the fields of cruises, hotels, adventure, medical, wellness, sports, MICE, eco-tourism, film, rural and religious tourism. According to www.ibef.org total benefaction by travel and tourism sector to India’s GDP is expected to increase from US$ 136.3 billion in 2015 to US$ 275.2 billion in 2025. Hence, there is lots of prospective
Choo & Nasurdin (2016) on their study of supervisor support and work engagement of hotel employees in Malaysia showing that the important of work-related resource is much useful to supervisor support in order to enhances customer-contact employee work engagement. This is similarly with the previous finding by Bakker et al., (2007); and Othman and Nasurdin, (2012) which is highlight the importance of instrumental supervisor support in assisting employees to fulfil their responsibility towards their organization and help to reduce jobs demand.
The combination of the hotel industry is playing a significant part in the development of the tourism industry in the transformational world of design in accordance’s with the services delivered to the guests and the key in provision of these services in any condition within the hotel is the staff (Ahmadi, Homauni, & Jafari, 2011). The ultimate quality is weighed on the collective ability of managers upon the training and individual motivational programs for producing the highest level of services that are demanded by the guest in the hotel industry. In the considered study, first the clear identity to the concept of management styles and motivation through the literature background
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.
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...