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Dissertations / Theses on the topic 'Hospitality industry'
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Ogbeide, Godwin-Charles A. "Employability skills and students' self-perceived competence for careers in hospitality industry." Diss., Columbia, Mo. : University of Missouri-Columbia, 2006. http://hdl.handle.net/10355/4403.
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Thesis (Ph. D.) University of Missouri-Columbia, 2006.The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 7, 2007) Includes bibliographical references.
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Harris, Kimberley Jan. "Interactive video in the hospitality industry." Diss., This resource online, 1990. http://scholar.lib.vt.edu/theses/available/etd-08232007-111951/.
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Kim, Jung Hee (Ginny). "Career expectations and requirements of undergraduate hospitality students and the hospitality industry an analysis of differences : a thesis submitted to AUT University in partial fulfilment of the requirements for the degree of Master of International Hospitality Management (MIHM), 2008 /." Click here to access this resource online, 2008. http://hdl.handle.net/10292/477.
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The hospitality industry has seen rapid growth through the last three decades. The hospitality industry in New Zealand is still growing steadily. According to the Ministry of Tourism (2008, para. 3), “Visitor expenditure is forecast (from 2008 to 2014) to increase from $13.73 billion to $19.05 billion per annum, an increase of 41.4%” (Ministry of tourism, 2008b). Therefore, in response to the needs of the industry, training providers have established a number of hospitality, leisure, travel and tourism degrees (O'Mahony & Sillitoe, 2001). However, previous studies have identified that hospitality management degrees tend to lack importance in the actual world (Harkison, 2004a, 2004b; Steele; 2003). Hospitality management students seem to rate the value of their degrees higher than do employees in the industry (Collins, 2002; Raybould & Wilkins, 2005). Therefore, there are gaps between the expectations and assumptions of students and those of hospitality professionals, which have led to problems in the hospitality industry. This study has taken three steps to identify: 1) how career expectations, assumptions and requirements differ between undergraduate hospitality management students and management employees in the hospitality industry; 2) The working histories of managerial employees and their perceptions of the industry’s needs; 3) Establish the perceived value of hospitality management degrees amongst hospitality management undergraduate students and the hospitality industry. To do so, a comprehensive literature review was undertaken, and questionnaires were collected from 137 undergraduates enrolled in a Bachelor of International Hospitality Management degree at AUT University and 74 managerial employees in the hotel industry. After an analysis of the data, the researcher examined and compared the results of both groups’ data with relation to the findings of the literature review. The following key points emerged from the research: most students expected that they would work in the hospitality industry after completing their course and supposed that their first work field would be in a Food and Beverage department at a management trainee level. The results of the survey show a match between students’ long-term career expectations and the working history of employees. Students also seem to understand the environment of the hospitality industry well. These results show that students organise well, planning for their future careers, and these results were similar with those of some previous studies (Brien, 2004; Harkison, 2004b; Jenkins, 2001). The results of this study identified similarities and differences of perceptions between undergraduate students and managerial employees in the hotel industry. Similarities of students’ perceptions and managerial employees’ perceptions are; • Commitment is rated as the most important factor in determining success, while personality is rated the most important attribute for an employee in the hospitality industry. • A degree in hospitality management is not recognised as an important qualification by students or employee respondents. Working experience is more important than a bachelor degree of hospitality management for a prospective employee. • Students and managerial employees believe that the hospitality educators know the industry well, although educators and employees have different understandings of career expectations. • Both parties believe that internship might help hospitality students’ careers in the industry. Differences of perceptions between undergraduate students and managerial employees are; • Students believe that knowledge of the industry and experience are the most significant factors for a new employee in the hospitality industry but employees indicate personality. • Employees believe that using initiative skills are the most important factor for an employee’s career development, whereas students answer communication skills. • Students believe that a hospitality management bachelor degree will contribute more to the hotel business but employees believe that having three years’ experience will contribute more. • Students consider that an employee with a bachelor’s degree in hospitality will receive higher starting salaries than someone without, but employees disagree. • Students suggest that a bachelor of hospitality management degree will affect opportunities for promotion, but employees do not share that opinion. This study found that even if students and managerial employees share some common opinions, many gaps still exist between them. Therefore, the researcher suggests recommendations relating to students’ expectations and assumptions of their job entry level, the working environment in the hospitality industry, the needs of the hospitality industry, and the value of a bachelors degree of hospitality management. Furthermore, the researcher identifies some limitations of this study and areas for further research.
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Chen, Tzu-Yin. "Statistical Analysis of Hospitality Industry Fire Experience." University of Canterbury. Civil Engineering, 2001. http://hdl.handle.net/10092/8256.
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By their very nature as transient properties, the hospitality industry brings a large number of people together in unfamiliar surroundings. In this report, data collected by the New Zealand Fire Service were used to identify the trends for hospitality industry fire experience.
Overall, the hospitality industry stands not only for a high percentage of national economic development but also builds the reputation of New Zealand. A severe fire incident may cause job losses for an indefinite period of time, tradesmen and suppliers may lose a large and regular source of income, the town may lose one of its greatest assets and New Zealand's reputation might be damaged and tourism discouraged.
Generally the number of fire incidents in the New Zealand hospitality industry has decreased since 1997. It was found that over the 15 years analysed, careless action was the most common cause, followed by suspicious, but these were not the most hazardous. The most hazardous fires were shown to be bedroom fires originating in soft furnishings. Almost all the fatal fire incidents could be associated with accommodation type properties, and most of them occurred at night-time when occupants were still asleep. Since the highest percentage of fire incidents occurred in wintertime, it was suspected that more frequent usage of heating appliances was the main cause.
As opposed to fatal incidents, most incidents that lead to an injury originated in kitchens where the injured occupants were attempting to control the fire. Heat sources were mainly from cooking appliances with cooking material being ignited, and incidents mainly occurred at night-time but not during sleeping hours. Restaurant/Cafe/Diner as a subcategory of the hospitality industry stands out with the highest incidents with injury or incidents as a total.
It is therefore essential to improve the current fire protection system of the hospitality industry. Fire detection and suppression systems are urged to be installed, as well as suitable law enforcement. Regular inspection and maintenance are also required together with public education, staff training, good housekeeping, and increased security. These would go far toward reducing the number of hospitality fire incidents and, consequently, the life hazards they involve.
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Du, Ruixue. "Intangible Assets Valuation in the Hospitality Industry." Diss., Virginia Tech, 2013. http://hdl.handle.net/10919/50577.
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Market value of firms and book value of firms are rarely the same. The difference, which is attributed to unrecorded or unrecognized intangible assets, has increased significantly since the 1970s. The issue of appropriately valuing these intangible assets, however, still remains unresolved. The purpose of this study is to address this lack of understanding of valuing intangible assets in the hospitality industry. Five intangible asset investments: Research and Development, Training, Advertising, Labor, Pension, and one business model, Franchising, are chosen as the valuation constructs in this study based on previous research in the hospitality industry. The valuation models for the casual dining restaurant industry and the quick service restaurant industry are compared.
The sample of this study includes 13 casual dining restaurant firms and 12 quick service restaurant firms. Compustat North America is the primary data source for this study. The annual data for casual dining restaurant firms from 1980 to 2011 is collected from this database. There are 238 firm-years in total. Two firm-years are excluded due to systematic missing values, and 15 firm-years are excluded due to missing share price information. Thus, the final count of data points for casual dining restaurant firms usable for analysis purposes is 221. The annual data for quick service restaurant firms from 1980 to 2011 is also collected from the Compustat North America database. There are 251 firm-years in total. Eight firm-years are excluded due to systematic missing values, and 47 firm-years are excluded due to missing share price information. Thus, the final count of data points for quick service restaurant firms usable for analysis purposes is 196.
Pearson correlation and multivariate analyses are performed to answer the four research questions in this study. Two hypotheses are supported while one hypothesis is not supported and one hypothesis remains unanswered due to Multicollinearity issues identified in multiple regression models. The results of this study show that 1) R&D, training, advertising, labor and pension are all important valuation constructs in the hospitality industry, and 2) there are some differences, however, between casual dining restaurant firms and quick service restaurant firms. This study fills the gap in the current literature by providing a quantitative method to value intangible assets in the hospitality industry that uses the valuation constructs identified in previous hospitality research. The practical implications of this study will provide managers in the hospitality industry with helpful insights for strategic decision making, specifically in regards to research and development, advertising and employee compensation.Ph. D.
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Araújo, Medéia Veríssimo Silva de. "Experience marketing and the luxury hospitality industry." Master's thesis, Universidade de Aveiro, 2012. http://hdl.handle.net/10773/10478.
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Mestrado em GestãoEsta pesquisa tem por objetivo entender como os hotéis de luxo tentam criar uma experiência para os consumidores através de seus serviços. Visando este fim, foi feita uma pesquisa exploratória baseada em seis componentes que sustentam a experiência do consumidor: sensorial, emocional, cognitivo, pragmático, estilo de vida e relacional. Foram realizadas entrevistas em profundidade com trinta gerentes de hotéis de luxo, utilizando a abordagem qualitativa através da análise de conteúdo para atingir o objetivo do trabalho. As repostas destacam a importância dada pelos gerentes em integrar os seis componentes no ambiente dos hotéis. Também os principais resultados mostram que o serviço personalizado, a imagem de marca, a qualidade nos serviços, o contato com o cliente e a adaptação dos serviços, são potenciadores da experiência do consumidor em hotéis de luxo; assim como a gastronomia, decoração, serviços de bem-estar e saúde; funcionários e as mídias sociais foram as ferramentas mais citadas pelos gerentes, o que confirma o empenho das empresas em integrar as experiências como um fator importante para o setor hoteleiro.
This research aims to understand how luxury hotels try to create experiences to customers through their services. To this end, an exploratory research was made, based in six components that sustain customer’s experiences: sensorial, emotional, cognitive, pragmatic, lifestyle and relational. Also, deep interviews were made with thirty luxury hotel managers, utilizing a qualitative approach, content analysis, to reach main goal. Responses highlight importance given by hotel managers in order to sustain customer’s experiences by integrating all six components in luxury hotel’s environment. Then, main findings show that personalized service; brand image; service quality; contact to client; and adapt services are enhancers of customer experience in luxury hotels; as well as gastronomy; decoration, spa&wellness; staff and social media, are the most cited tools, confirming efforts of firms in integrate experiences as an important role for hospitality industry.
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Holston-Okae, Bettye L. "Employee Turnover Intentions in the Hospitality Industry." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3780.
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Employee turnover is detrimental to organizational performance and profitability, leading to loss of diverse financial and intellectual resources and assets. Grounded in the motivation-hygiene theory, the purpose of this correlational study was to examine the relationship between employee turnover intention and job satisfaction, employee compensation, employee engagement, employee motivation, and work environment. The population consisted of low- to mid-level hospitality employees residing in Western Georgia, Central Mississippi, and North Central Texas, over the age of 18, and employed in the hospitality industry. A convenience sample of 156 participants completed the Compensation Scale, Job Satisfaction Scale, Utrecht Work Employee Engagement Scale, Work Extrinsic and Intrinsic Motivation Scale, Work Environment Scale, and Turnover Intention Scale via an online survey. Multiple linear regression analyses and Pearson-product correlation coefficients were used to predict employee turnover. The 5 predictors accounted for approximately 36% of the variance in turnover intention and the result was statistically significant, (R-² =.36, F (5, 105) = 11.57, p < .001). The correlation between motivation and turnover intention was not significant. The findings may contribute to positive social change by increasing the potential to provide hospitality leaders with a foundation for future research on job satisfaction, employee compensation, employee engagement, employee motivation, work environment, and turnover intentions. These improvements may lead to the formulation of strategies and policies of business practices to reduce turnover intentions.
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Miranda, Pablo. "The level of technical skills and management competency demanded by the hospitality industry as perceived by hospitality recruiters 1998." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999miranda.pdf.
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Van, Oudtshoorn Clive Niel. "Elements in global hospitality expansion." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1019970.
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This study reflects an investigation into four elements that could affect global expansion strategies within the hotel industry. In both emerging and developed economies, the increased growth within the services sector has become more apparent. There is considerable knowledge and literature available on the process of internationalisation, globalisation and expansion within the services sector and as this information is important to understand the internationalisation process itself, the decision to expand (cross border) presents a number of opportunities and challenges to the hotel industry. Hotels are comprised of a number of divisions and departments, which collectively offer unique services and facilities to various markets. Within this context, careful consideration is required with respect to an organisation‟s overall strategic objectives, the internal structure and how government and cultural influences and differences affect global expansion. Organisational matters such as strategic objectives as well as operational functions such as financial, marketing and sales, human resources and organisational design must also be considered as hotels require synergy within each of these various components in order to function optimally. When international or globalisation opportunities present themselves or are proactively sought, organisations need to ensure that various factors are clearly understood, analysed and identified. These include the most appropriate strategy required, the organisations own internal capacity levels, governmental influences and cultural dynamics. An in-depth literature review regarding the internationalisation process was conducted where-after a review was compiled and interviews set up with directors of hotel groups who are responsible for global expansion within their respective organisations. The sample included three local South African and two international hotel groups who either were contemplating or who had already expanded internationally. It is evident that hotel companies have a preference to non-equity based expansion either through management contracts or joint ventures. In addition, expansion into emerging markets required a different approach to that of developed markets and a unique understanding of the government and cultural influences of the host country was required.
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Martin, Lynda (Lynda Jean). "Personality Profiles of Hospitality Students: A Comparison of These Traits to Those Preferred by the Hospitality Industry." Thesis, University of North Texas, 1991. https://digital.library.unt.edu/ark:/67531/metadc500681/.
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One problem facing the hospitality industry today is turnover. Management turnover rates of 50 and 75 percent continue to plaque all segments of the industry. Personality type theory holds that people are happier in environments that are compatible with their personalities. This study examines 229 undergraduate students enrolled in hospitality education at the University of North Texas. The Myers Briggs Type Indicator was administered to these students to determine their predominant personality types, and to compare these types to those desired by hospitality industry professionals for success within the industry. Variables such as gender, work experience, and classification were also examined in comparison to student personality types.
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Gala, Celiwe Anathi. "The extent of knowledge about the hospitality industry among life orientation teachers and learners in previously disadvantaged black schools in Cape Town, South Africa." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2429.
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Thesis (MTech (Tourism and Hospitality Management))--Cape Peninsula University of Technology, 2017.The hospitality industry is one of the most popular industries in Cape Town, where it plays a major role in the economy and offers many employment opportunities. Because of this, one might have thought that learners would be encouraged to pursue a career in the industry. But learners and Life Orientation teachers in black township schools do not know about the hospitality industry: Hospitality Studies is not offered as a subject and learners receive no career guidance about this industry. This study investigates the extent of knowledge among Grade 11 learners and LO teachers in black township high schools about the hospitality industry, with a focus on the extent to which these learners are guided towards pursuing a career in the industry. The study therefore examines the information given to Grade 11 learners about the hospitality industry and the information LO teachers have about the industry to equip them to guide learners. The aim of the study is to highlight the knowledge gap that exists amongst Grade 11 and LO teachers when it comes to the hospitality industry, with the ultimate object of enhancing awareness of the industry so that learners can make meaningful career choices informed by that awareness.
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Werner, Justin L. "Environmental management a case study in the lodging industry /." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998wernerj.pdf.
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Damrongphol, Shuensuda. "Factors influencing undergraduate students in the selection of a major in hospitality and tourism management at the University of Wisconsin-Stout." Online version, 1997. http://www.uwstout.edu/lib/thesis/1997/1997damrongphols.pdf.
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Defries, Robert J. "Minnesota hospitality industry expectations of graduates from the Hotel-Restaurant Management Program at the Alexandria Technical College." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001defriesr.pdf.
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Mendham-Whitehead, Vicki S. "An assessment of needs of the hospitality program at Nicolet Area Technical College." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001mendhamwhitev.pdf.
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Goodman, Michelle. "Evaluation of the necessity of a college level Hopitality Management program in Southwest Florida." Online version, 2002. http://www.uwstout.edu/lib/thesis/2002/2002goodmanm.pdf.
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Fredricks, Ricardo. "An investigation of African American enrollment in the Lester E. Kabacoff School of Hotel, Restaurant and Tourism Administration." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003fredricksr.pdf.
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Wood, Daniel. "Hospitality management skills an educational and workplace comparative analysis /." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003woodd.pdf.
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Shalimov, Aleksandr, and Calistus Godwin. "Relationships management in hospitality industry. : STF Svenska Touristförening." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-14920.
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Abstract Title: Relationships management in hospitality industry, STF Svenska Touristförening. Level: Final assignment for Master Degree in Business Administration Author: Aleksandr Shalimov , Calistus Godwin Supervisor: Ernst Hollander Date: 2013.01 Aim: The aim of the research is to investigate STF relationships management strategy and networking ability. This research illuminates conceptual understanding of the STF’s network and relationships management strategy. Method: In order to provide answers to the research question was used case study approach. Qualitative research method was applied, face to face interviews were conducted and in some cases email and telephone interviews was also used. Using cluster sampling, 9 people who have different backgrounds and relations to STF was interviewed. To properly analyze and present this complex relationships phenomenon, narrative approach was used, considered to be the most appropriate to work with, due to the huge amount of qualitative data. Result & Conclusions: The research showed the existence of complex relationships between STF (Svenska Touristförenengen) and different actors that are involved with STF within its market activities. Companies that are involved in the STF network, at the same time involved in the process of management of relationships, activities and network structure. Development of the network depends on the companies’ abilities to develop mutual relationships (network threads). This requires understanding of the company’s network and abilities to form network. The development of relationships management strategy is the core competence of the STF. In conclusion, looking at all the relationship that STF has built, it could be said that all have being focal to its network building but to a varying degree. Moreover within applied the study, it was noticed that STF during its 125 years of existence, has facilitated the development of tourism, infrastructure, business, sports, education, and cultural life of the country. It has created and developed social and economic relations, and communication channels. STF plays the role of an initiator, originator, pioneer and cooperator, even as a fellow worker in creating national movements and new trends. Suggestions for future research: The investigation has been started having in mind Relationships, Outsourcing and Networking theories as anchor theories to be used, but after a while, it turned out that Networking theory and Franchising theory could be used to investigate deeply into the relationships phenomenon with the actors in this case. But still within the research, it was noticed that some aspects of franchising model was not working properly and sometimes do not meet both STF and Franchisee`s expectations. Therefore suggestion for closer and deeper investigations of relationships pattern between STF and its franchisees is recommended in order to facilitate the development of more viable, functional and effective ways of cooperation. Moreover triangulation is a strategy that increases the validity and reliability of research, so it could be considered for the further research. Contribution of the thesis: Currently, under the influence of globalization in the social and economic environment, more and more attention is being paid to the study of various relationships and communications theories, for example the development of CRM, Outsourcing and Networking theories. This study involves a closer look on some aspects of the interaction of social and economic environment, particularly the development of social and business networks. The concept of STF could be used to develop other business ideas or even exported to emerging markets, base on a successful strategic implementation of the concept. STF pattern of activities shows that the creation of such organizations as STF and investigative related issues, may contribute to the development of the tourism industry both nationally and internationally. To STF and the Swedish Tourism Board, (tillvexverkert) researches could help in a lot ways by encouraging more research work to improve and better the already existing infrastructures, improve on the services and communications channels. Key words: STF (Svenska Touristförening), Networking, Relationships, Hospitality Industry, Tourism, Association.
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Hsiao, Shu-Hwa. "Student labour in the hospitality industry in Taiwan." Thesis, University of Strathclyde, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.510809.
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Ole-Sein, Kone. "Assessment of Essential Competencies in the Hospitality Industry." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc279381/.
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The hospitality industry in recent years has become intensely competitive. Better communication between industry professionals and educators is important for university programs to provide relevant learning experiences for students. The purpose of this study was to determine competencies that hotel and restaurant professionals deem necessary for the success of graduates in the industry. Thirty supervisors of hotel and restaurant management majors who graduated from the University of North Texas from 1990 through 1992 responded to the research questionnaire. The supervisors were given 36 competencies and asked to rate their level of importance. Percentages were used to identify the most important competencies. The skills most frequently identified as important by the industry professionals surveyed were leadership skills, professional ethics, personnel management, and understanding the different laws that affect hospitality operations and management.
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Anderson, Andrew. "Decreasing Voluntary Employee Turnover in the Hospitality Industry." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6508.
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The purpose of this qualitative multiple case study was to explore the strategies general managers of full-service hotels used to reduce voluntary frontline employee turnover. The conceptual framework for this study was Herzberg's motivation-hygiene theory. The 3 participants were hotel general managers in the midwestern region of the United States. Data were collected through semistructured interviews with 3 purposefully selected hotel general managers and by reviewing company documents. Data analysis consisted of gathering the data, coding for emergent themes, compiling the data into common codes, organizing the data into themes, interpreting the meaning, and reporting the themes. Four themes emerged from the data: employee retention, leadership characteristics, effective retention strategies, and ineffective retention strategies. The implications of this study for positive social change include the potential to decrease voluntary employee turnover in the hospitality industry. Positive results of decreasing voluntary employee turnover may include increased success within the hospitality industry, which might positively influence productivity, raise customer satisfaction, and increase organizational profits.
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Scott, Melvia Edna. "Strategies for Retaining Employees in the Hospitality Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1802.
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Employee retention is a critical issue for business leaders. The United States Bureau of Labor Statistics reported over 4.5 million employee separations in 2014 because of resignations, layoffs, or terminations. Hospitality managers face some of the lowest employee retention rates of any industry, which leads to poor customer satisfaction and decreased profitability. The purpose of this multiple case study was to explore the perceptions of 3 hospitality managers from 3 different mid-sized hospitality organizations in Brevard County, Florida. The conceptual framework for this study was built upon motivation theory; existence, relatedness, and growth theory; and expectancy theory. The data were collected through document and artifact review, a reflective journal, and semistructured interviews. Member checking was completed to strengthen credibility and trustworthiness of the interpretation of the participants' responses. Four themes emerged from the data: the motivational outcome, leadership characteristics, most effective retention strategies, and the least effective strategies influencing employee retention. The findings from this study may educate inform hospitality managers on how to stabilize employment, improve retention, and increase customer satisfaction and profitability.
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Wood, Stacey. "A Study of the Word "Good" Regarding Entry-Level Management Positions from Hospitality Recruiter and Hospitality Student Perspectives." Thesis, University of North Texas, 2016. https://digital.library.unt.edu/ark:/67531/metadc849644/.
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When asked to identify what characteristics are needed to fulfill an entry level management position in their companies, recruiters replied they were looking for someone “good”. When asked why they are enrolled in a 4 year hospitality program, a student may say to acquire a “good” job. The purpose of this study was to investigate the word “good” as it relates to hospitality industry recruiters in fulfilling an entry-level management position, as well as the hospitality management students perspective of “good” related to acquiring an entry level management position upon graduation from a four year hospitality degree program. This study investigated characteristics, skills, experience, and education of an entry-level manager, as defined by hospitality industry recruiters and hospitality students as “good.” There are opportunities to ensure that development is relevant and valued by both organization and students, through greater understanding of which competencies the industry recruiter is looking for in a “good” entry-level manager. Examples of good practice that enable development of existing talent should be published, in order that industry, academia and college graduates can learn from each other. Industry will ultimately determine the strengths and weaknesses of each four year hospitality degree program, based on whether or not they are able to recruit “good” entry-level managers from the program’s graduates.
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Tsang, Kee Fu Nelson. "Measuring service and service culture in the tourism industry." online access from Digital Dissertation Consortium, 2007. http://libweb.cityu.edu.hk/cgi-bin/er/db/ddcdiss.pl?3299876.
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Eichhorst, John. "Green Bay and Fox Valley area hospitality industry expectations of graduates from the Hospitality and Tourism Management Program from Fox Valley Technical College." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005eichhorstj.pdf.
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Dann, Trayton David. "The process of managerial work in the hospitality industry." Thesis, University of Surrey, 1990. http://epubs.surrey.ac.uk/1006/.
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Mhlongo, Peniel. "Factors impacting womens’ career development in the hospitality industry." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2781.
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Thesis (MTech (Tourism and Hospitality Management))--Cape Peninsula University of Technology, 2018.Factors that impact female managers in career development in the hospitality industry The hospitality industry is growing fast with the result there is a demand for more employees to assist in the various aspects of the industry. Together with this there is a noticeable increase in the number of females occupying management positions within the industry. The phenomenon that women are still restricted in career advancement is still evident. Several Studies show that the number of women in managerial positions is unbalanced compared to the percentage of women in the workforce including the hospitality industry. What does it take for female managers to attain and retain managerial positions? What challenges or obstacles are female managers confronting that are hindering their career development? This research project presented the general profile of female managers in Cape Town’s five and four star hotels, and examined the different factors that impact the female manager’s advancement in career development within the hospitality industry. The purpose was to identity the different factors that hinder female manager’s career development in hospitality industry. And the factors formulated are social, personally, cultural, economical, and professional or industry related and evaluate what the hospitality industry is doing in promoting and encouraging women’s career advancement. The target population for this study was female managers in Cape Town’s five and four star hotels. The criteria used included all female managers, in different departments within the selected Cape Town’s five or four star establishments. The research design consists of self administered questionnaires sent to a sample of five and four star hotels. Ethical consideration was considered important in the process of the research study. The results demonstrate that there are different factors hindering women in maintaining, obtaining and sustaining managerial postions within the hospitality industry. The significance of the research study will assist the female managers and the industry identity the different factors that interrupt women’s career development in the industry and identity different and appropriate strategies to promote and enhance women’s progression in the hospitality industry.
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Li, Yuan. "Three essays on corporate governance in the hospitality industry." Diss., Virginia Tech, 2019. http://hdl.handle.net/10919/103228.
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The hospitality industry, with its dynamic business environment, has experienced unprecedented disruption and reconfiguration due to the emergence and success of sharing economy firms and online travel agencies. This turbulence calls for effective governance structures that can motivate managers to act in their shareholders' best interests. Despite the importance of effective corporate governance for firm performance and the topic receiving extensive scholarly attention in the management and finance literatures, there seem to be several gaps and mixed findings in the hospitality academic field.
To facilitate scholarly advancement, identify gaps in the current knowledge base, and provide direction for future research, in the first essay I undertake a systematic review of research on corporate governance in the hospitality literature. Based on 115 peer-reviewed articles published since 1961, I identify 21 themes explored by scholars, and find that topics related to institutional ownership, executive compensation determinants, board size, and merger and acquisition (MandA) outcomes are commonly examined, whereas topics related to family ownership, debt, and regulation/law are seldom explored. This review contributes to the literature by taking stock of what we know and offering a one-stop-shop for scholars to understand and extend corporate governance literature published in the hospitality field.
While evidence in the general business literature suggests that targets, instead of acquirers, are better off after the acquisition, limited studies in the hospitality industry have shown that both bidders and targets are better off after the merger, suggesting that MandAs are more successful in the hospitality industry than in other industries. In the second essay, I empirically examine whether this is indeed the case and what may explain the potential discrepancy in merger performance. Using a comparative study design and a comprehensive sample over 41 years, I find that overall acquirers gain from MandAs, and hospitality MandAs outperform non-hospitality MandAs. Bidders in the hospitality industry are more likely than non-hospitality bidders to acquire large, related targets, using an all-cash mode of payment. Except for industry relatedness, relative size, cash payment, and unlisted target are all positively related to merger performance. This study contributes to the literature by identifying several factors that can explain the differences in MandA performance between hospitality and non-hospitality firms.
Despite the fact that MandAs are frequently pursued as a growth strategy in the hospitality industry, their effect on chief executive officer (CEO) compensation has not been systematically examined. Considering that CEO compensation is an important topic related to firm performance, management, and social responsibility, in the third essay I examine the relationship between MandAs and CEO compensation in a sample of hospitality firms consisting of 1,514 firm-year observations over a period of 27 years. The regression analyses find that CEO compensation is significantly higher in the year after large acquisitions; well-governed firms identified via tenure, the Entrenchment-index, and board independence pay their CEOs higher post-acquisition than poorly-governed firms; the fraction of equity-based compensation is unrelated to MandA propensity; and the fraction of cash-based compensation is negatively related to MandA propensity. The additional analyses indicate that CEOs are rewarded for positive stock returns but not penalized for negative stock returns, and even more so in well-governed firms after acquisition. This study finds that MandAs and corporate governance are determinants of CEO compensation and the form of CEO compensation matters to acquisition decisions in hospitality firms. The findings are of importance for shareholders and the board of directors to design compensation plans that align the interests of managers and shareholders.Doctor of Philosophy
The hospitality industry, with its dynamic business environment, has experienced unprecedented disruption and reconfiguration due to the emergence and success of sharing economy firms and online travel agencies. This turbulence calls for effective governance structures that can motivate managers to act in their shareholders' best interests. Despite the importance of effective corporate governance for firm performance and the topic receiving extensive scholarly attention in the management and finance literatures, there seem to be several gaps and mixed findings in the hospitality academic field. To facilitate scholarly advancement, identify gaps in the current knowledge base, and provide direction for future research, in the first essay I undertake a systematic review of research on corporate governance in the hospitality literature, and find that topics related to institutional ownership, executive compensation determinants, board size, and merger and acquisition (MandA) outcomes are commonly examined, whereas topics related to family ownership, debt, and regulation/law are seldom explored. This review contributes to the literature by taking stock of what we know and offering a one-stop-shop for scholars to understand and extend corporate governance literature published in the hospitality field. In the second essay, I empirically examine whether MandAs are more successful in the hospitality industry than in other industries and what may explain the potential discrepancy in merger performance. I find that overall acquirers gain from MandAs, and hospitality MandAs outperform non-hospitality MandAs. Bidders in the hospitality industry are more likely than non-hospitality bidders to acquire large, related targets, using an all-cash mode of payment. Except for industry relatedness, relative size, cash payment, and unlisted target are all positively related to merger performance. This study contributes to the literature by identifying several factors that can explain the differences in MandA performance between hospitality and non-hospitality firms. In the third essay I examine the relationship between MandAs and CEO compensation in a sample of hospitality firms, and find that CEO compensation is significantly higher in the year after large acquisitions; well-governed firms identified via tenure, the Entrenchment-index, and board independence pay their CEOs higher post-acquisition than poorly-governed firms; the fraction of equity-based compensation is unrelated to MandA propensity; and the fraction of cash-based compensation is negatively related to MandA propensity. The additional analyses indicate that CEOs are rewarded for positive stock returns but not penalized for negative stock returns, and even more so in well-governed firms after acquisition. This study finds that MandAs and corporate governance are determinants of CEO compensation and the form of CEO compensation matters to acquisition decisions in hospitality firms. The findings are of importance for shareholders and the board of directors to design compensation plans that align the interests of managers and shareholders.
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Stasinakis, Andreas. "Analyzing the effect of competition in the hospitality industry." Thesis, Linköpings universitet, Institutionen för datavetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-166053.
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Maximizing hotel's revenue is a hard and complicated task. A lot of aspects have to be taken into consideration during this procedure. One major variable is the competitors. Identifying hotel's competitors and using their behavior could be a crucial advantage for maximizing hotel's revenue. For this reason, in this thesis the effect of competitors' pricing in the demand forecasting is being studied. Five hotels with approximately 13 months of historical data are available. During the study two GLM models were tested, Poisson and Negative Binomial regression. As a baseline, the models were modeled only with time related features. Competitors' pricing features were added to the baseline models in order to test the effect of the competition. The feature extraction procedure was implemented by the author of the thesis. A LASSO regression was used for feature selection. The effect of competition is tested in terms of the performance of the models and their forecasting behavior. Moreover, it is of great interest to test, whether any of the features or class of features proposed in this study dominates among others. In order for the goals of the project to be accomplished, the evaluation procedure was split in two parts. In the first one, all models were trained into approximately 12 months of historical data. The goodness of fit was tested by a likelihood ratio test and the forecasting behavior for the remaining one month was commented. For the second part of evaluation, a cross validation forecasting error was computed for two different forecasting windows (7 days and 30 days). The evaluation metrics were RMSE, sMAPE and CMAE. The results showed that adding competitors' features improved the goodness of fit of the models. The cross validation forecasting error results differ among hotels. For some of them, adding competitors' features led to an important decrease of the error metrics. For some others, the decrease was not so high, but it still occurred. On average of all hotels, the three metrics were decreased for both 7 and 30 days of forecasting window. For the forecasting behavior, the models with competitors' features were able to capture peaks in specific days, something that the models without competitors could not. The results also showed, that none of the features or group of features proposed in this thesis dominates among others. Consequently, adding competitors' features in the models appeared to have a positive effect to the demand forecasting by improving the performance of the models.
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Clemenz, Candice E. "Measuring Perceived Quality of Training in the Hospitality Industry." Diss., Virginia Tech, 2001. http://hdl.handle.net/10919/27356.
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To explore the viability of a new training evaluation criteria, theories from the areas of service, adult education, and training, were combined to form a model of Perceived Quality of Training and Transfer. Operating from the paradigm that training is a service, a rigorous scale development process was initiated to discover the dimensions of perceived quality of training, a new construct within the realm of training evaluation based upon trainees' impressions of training. Thirty-six supporting items, representing nine dimensions of perceived quality of training, formed the scale developed in the first phase of this study.
To test and further refine the perceived quality of training scale, 164 trainees from six different instructor-led training classes in the hospitality industry completed pre-training and post-training surveys that evaluated scale items as expectations as well as perceptions of training. Comparing measurement techniques, findings indicated that a perception only measure of training quality was more highly correlated with trainees' overall quality of training ratings than was a gap measure (perceptions minus expectations).
Exploratory factor analysis conducted in phase 2 of the study revealed that the six dimensions of perceived quality of training, as determined by the perception measurement, are interactivity, climate, courtesy, relevance, tangibles, and credibility. These dimensions are similar to the dimensions of service quality, thereby giving credence to the idea of tapping into eclectic literature bases to address issues of training evaluation. Lastly, test results indicated that the perception measurement of the perceived training quality scale was significantly and positively correlated with trainees' intentions to use training when they returned to their jobs.Ph. D.
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Hobson, Josephine Mary. "English communication in the hospitality industry: the employees' perspective." Thesis, Rhodes University, 1998. http://hdl.handle.net/10962/d1002501.
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The purpose of this research project was to explore the English communicative competency of management and supervisory level employees within the South Mrican hospitality industry. The Pro lit English Written Assessment, a competency-based assessment tool, was used to establish a relatively objective measure of the English communicative competency of nineteen managers and supervisors. Thereafter thirteen of these respondents were interviewed to determine their perceptions of their English communicative competency and the impact thereof on their work situation, as well as their perceptions of their learning needs and recommendations for intervention. The researcher selected a multi-method approach to the investigation and sought both quantitative and qualitative data. The assessment revealed that the English reading and writing ability of the respondents is distinctly lower than their recorded education level and inadequate in relation to the tasks they are expected to perform at work. The interviews indicated that the respondents are not aware of their lack of English communicative competency or the implications thereof. However, the respondents expressed important insights into the factors that should be taken into account when planning an educational intervention III an organization. These included the need to incorporate English second language learning principles, to treat the learner as an individual, to involve the learner in the decision-making process, to consider the practical concerns of the learner and to ensure that the programme content is appropriate. Recommendations for human resource practices and research in the hospitality industry are presented.
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Taylor, Carolyn Yvette. "Strategies to Improve Employee Engagement in the Hospitality Industry." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6744.
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More than 50% of the workforce in the United States is disengaged, costing U.S. organizations almost $355 billion annually. Engaged employees improve customer satisfaction, perform effectively, and are committed to organizational goals. Guided by Kahn's personal engagement theory, the purpose of this multiple case study was to explore strategies business leaders in the hospitality industry used to improve employee engagement for increased productivity. A purposive sample of 1 business leader each from 6 organizations in South Korea shared their experiences with the phenomenon of employee engagement. Data were collected through face-to-face semi structured interviews and by reviewing company position descriptions and human resource policies. Yin's data analysis method revealed prevalent themes of communication, recognition and rewards, and work environment. Leaders influence employee engagement through open communication, providing rewards or recognition as performance incentives, and creating a psychologically safe work environment. Implications of this study for social change include decreased physical and mental health costs for employees and organizations. Improving employee engagement in the hospitality industry can reduce absenteeism and increase organizational profitability, sustainability, and participation in community and social programs.
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Koch, Sharron Lee. "Relationship Building and Unethical Behavior in the Hospitality Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2492.
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Relationship building is a fundamental component to develop successful businesses, although corrupt purchasing executives pay bribes in excess of $1.5 trillion dollars annually. The participants for this case study consisted of 10 national sales managers who have successfully implemented strategies to train suppliers in relationship building in a hotel in Greensville, South Carolina. The resource dependence theory grounded the study. The purpose of this single case study was to explore strategies a hotel owner in Greenville, South Carolina used to train managers on relationship building. Collection of data included 8 semi-structured telephone interviews and 2 video interviews that were audio recorded and transcribed verbatim, archived data, and field notes. Using a modified van Kaam method and methodological triangulation, 3 prominent themes were identified that included the appropriateness of relationship building activities to collect data critical to negotiations, the need to clarify unclear expectations, and developing an increased awareness of the gray areas for possible boundary violations between the vendor and the customer. The data from the results indicated the need for increased training to reduce the number of instances of unethical behavior perceived in relationship building activities. The implications for positive social change include the potential to increase the awareness of ethical issues in multicultural business settings on the part of national sales managers, which could decrease the rate of unethical behavior in the hospitality industry.
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Nilsson, Robert O. "Desirable Competencies for Middle Managers in the Hospitality Industry." Thesis, Umeå universitet, Institutionen för geografi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-166410.
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The purpose of this thesis was to gain an updated understanding of the needs of thehospitality industry, and the desirable competencies for middle managers. Most previous studieshave stated the importance of continuant research on desirable competencies to update hospitalityeducators and students. This study was conducted to explore what competencies are desirable,why they are desirable, and how one can acquire them. Few, if any previous studies haveexplored how desirable competencies can be acquired. This thesis adapted qualitative methods togain a better understanding of the informants’ perception of desirable competencies. Theinformants were the general, front-office, food and beverage, and housekeeping managers, atthree different hotels of three different hotel-chains. The informants were personally interviewedwith the use of semi-structured interview guides and fake CV’s the informants had to rank duringthe interviews. The result demonstrated desirable competencies in seven different competencydomains: conceptual/ creative, leadership, human resource, interpersonal/communication, finance,technical and culture/language. The first six competencies are similar to Sandwith’s CompetencyDomain Model (1993); however, this thesis adds another competency domain, culture/language.The competencies were found to be desirable for all manager but were utilized in various waysdepending on the manager’s position. According to the informants, most competencies could betaught and developed through a mixture of formal education and work experience, while somecompetencies were considering part of one’s personality or upbringing. The results provide abetter understanding of desirable competencies in the hospitality industry and the importance ofcultural/language competencies which has not been highlighted in previous studies.
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Mnguni, Mzobanzi Erasmus. "Towards the development of sustainable education and employment opporumities in the hospitality industry through an authentic homestead experience: A case study of Shobeni, KwaZulu-Natal." Thesis, Cape Peninsula University of Technology, 2010. http://hdl.handle.net/20.500.11838/2113.
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Thesis (DTech (Tourism and Hospitality Management))--Cape Peninsula University of Technology, 2010.Media reports show that South Africa is engulfed by the clouds of abject poverty and unemployment. These conditions lead to many social ills: hunger, a lack of self esteem, the poor performance of children at school due to malnutrition and the general low morale within communities. This condition seems to worsen as one moves towards the rural areas. As a result, the government has embarked on a number of projects in an attempt to help the destitute. This requires support from all South Africans. In view of the above, this study aimed to investigate the possibility of developing sustainable education and employment opportunities in the hospitality industry through the provision of cultural tourism at a proposed homestead Lodge. The study's objectives were firstly to explore the possibility of offering development in the form of sustainable education in the rural community of Shobeni village, located along the South Coast of KwaZulu-Natal. Secondly, the study aimed to explore the possibility of establishing a Homestead Lodge at Shobeni to provide employment opportunities to the community, while facilitating tourist access to an authentic rural experience. Lastly, it wanted to examine the possibility of linking to a teaching institution such as the Durban University of Technology to ensure the continuity of fresh ideas through research and education. The data collected revealed that the rural villages are rich in cultural tourism. The approach taken for data collection was of a qualitative nature, as thirty study participants were interviewed based on their knowledge of the subject under study. For the analysis of field data an auto/ethnographic approach was adopted. further exercise was completed to select the kind of cultural products deemed suitable for such a project. A participatory approach was employed to ensure that the community had a say in the decision-making process. The study concluded that it is possible to create a project of this nature. The recommendation is that the implementation stage should start immediately after all stakeholders have been consulted.
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Phillips, Paul A. "Organisational strategy, strategic planning system characteristics, and business performance in the UK hotel sector." Thesis, Cardiff University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.318978.
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Shi, Hong. "Modelling the dynamics of strategy : a study of two Chinese hotels and the UK experience." Thesis, University of Derby, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.269789.
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Themduangkhae, Wunporn. "What motivates senior students to work in hospitality and tourism industry a case study of senior students in Hospitality and Tourism Program at UW-Stout /." Online version, 2002. http://www.uwstout.edu/lib/thesis/2002/2002themduangkhaew.pdf.
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Lonam, Matthew W. "Hospitality education 2010 : a delphi study /." free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9953878.
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Le, Anh Hai. "Tertiary Hospitality Education in Vietnam: An Exploratory Study." Thesis, Griffith University, 2016. http://hdl.handle.net/10072/365951.
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The travel and tourism sector has become an increasingly important driver of growth and prosperity for many countries, with a reported contribution of around 9% of the World’s GDP and employment in 2013 (Crotti & Misrahi, 2015). In Vietnam this sector accounted for over $US 7 billion, or around 4.6% of 2013 GDP. While this is a significant contribution to the economy, it is markedly less than the contribution of the sector in neighbouring Thailand, with a contribution of $US 35 billion, or 9% of GDP. Given the comparatively low contribution of the tourism sector to the economy, a more in-depth exploration of aspects of the industry are worthy of further consideration. One such aspect is the human resources, the key factor exerting a major impact on the services delivered by the industry. This study focuses on the preparation of such resources through tertiary education. The aim of the study was to explore factors influencing effective tertiary hospitality higher education (HE) in Vietnam that supports the on-going development of the industry through the availability of quality human resources. In addition, the study assesses the alignment between the knowledge and skills developed in education institutions, and those required by industry professionals.Thesis (Professional Doctorate)
Doctor of Education (EdD)
School of Education and Professional Studies
Arts, Education and Law
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Clausen, Diana M. "Organizational effectiveness in hospitality the culture, process and professional growth /." Menomonie, WI : University of Wisconsin--Stout, 2004. http://www.uwstout.edu/lib/thesis/2004/2004clausend.pdf.
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Ågren, Maria, and Martina Ölund. "Storytelling : A Study of Marketing Communication in the Hospitality Industry." Thesis, Jönköping University, JIBS, EMM (Entrepreneurship, Marketing, Management), 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-897.
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There is an information surplus in the marketplace today and finding marketing resources that are both effective and affordable is difficult. As quantity and price has lost its competitive power and quality and symbolic meaning has become increasingly important, storytelling as a marketing mean can be one concept to apply, especially in the service sector.
The hospitality industry is one of the largest service sectors, facing fierce competition. Many hotels have a story to share and storytelling is today a buzzword in the industry, but it has not received much attention in the academic world. Therefore, little is known about storytelling from a business administration perspective, more specifically marketing communication, which is our field of interest in this thesis.
The purpose of this thesis is to study and analyze storytelling and how it is used as marketing communication in the Swedish hospitality industry.
To fulfill our purpose, a qualitative study with an inductive approach was chosen as suitable. Primary data was gathered through interviews with managers from nine different hotels, which all work actively with storytelling. Theories regarding service marketing, marketing communications, and storytelling helped us to collect appropriate empirical data and also to structure the analysis.
Storytelling in the hospitality industry is an identity or an image, and the purpose of using storytelling is to be remembered and to mediate a feeling. As a concept, it requires attributes and a certain level of truth is important to remain trustworthy. Furthermore, storytelling facilitates the communication process between the hotels and their customers and it often strengthens customers’ attitudes towards the hotel. Both private and business customers are attracted by stories, but it is easier to communicate the story to large groups during a conference. It is however difficult to mediate the whole concept through marketing communication tools as it is too compound. Storytelling facilitates an integrated marketing communication as it becomes an image and word of mouth is increased due to that people talk about the unexpected.
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Gelhard, Sarah, and Elisabeth Neulinger. "Female Western Leaders in the Hospitality Industry in North Africa." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-12609.
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Since North Africa is considered as one of the future hot spots for tourism development, western hotel chains increasingly expand to this region. Especially in the opening phase, these hotel groups tend to fill leading positions with male and female western managers. However, we assume that since the Arab culture is very male-dominated, the employment of women managers might cause cultural conflicts. Thus, our thesis aims to identify possible barriers for women to succeed in hotels in North Africa as well as to elaborate critical success factors for future female western leaders to overcome these barriers and to manage effectively. In order to find out about underlying attitudes towards foreigners and female superiors, we conducted a survey among Arabic hotel employees at an international five star hotel in Egypt. The results of our survey were topped up with insights from the literature and the remaining knowledge gaps were filled by holding conversations with industry experts. The findings of our study indicate a trend towards a more liberal Arabic society as well as certain openness towards foreigners and women, which could be ascribed to driving forces, such as globalization and a rise in information technology. However, there are still cases of gender inequality and religious intolerance, which shows that social practices have not yet completely changed. It is thus suggested that female western leaders still face barriers, such as chauvinistic behavior as well as suggestiveness. In order to be able to deal with these barriers, we developed critical success factors for future women managers, such as being cultural intelligent, being interested in the employees, being a coach and a team player, and trusting yourself. In addition, we provided general implications for women operating in other seemingly hostile environments, such as male-dominated industries or women-aversive surroundings.
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Kaewsaeng-On, Rudsada. "Talent management : a critical investigation in the Thai hospitality industry." Thesis, University of Salford, 2016. http://usir.salford.ac.uk/39105/.
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Talent is considered to be one of the main drivers of business success, and the ability to manage talent effectively has become critical in the current business environment. However, there is lack of clarity about the concept of talent in different industry contexts. Also, the hospitality industry is customer oriented and reliant on low skilled workers, and being able to define and manage talent effectively would help the industry to sustain competitiveness. Therefore, this research investigated the application of the concept of talent and talent management within the Thai hospitality industry, and specifically how talent is defined and managed in this industry. The research was also undertaken within the context of the introduction of the ASEAN Economic Community (AEC), which was anticipated to lead increased competition for talented workers. The research used qualitative research methods to get an in-depth understanding of the subject matter. In total 38 semi-structured interviews were conducted at the management level. Data from the interviews is supplemented by documentation and observations; and this ensured triangulation of the responses and thus increased validity of the research. This research uncovered that the concept of talent was widely applied amongst the participating hotels. Generally, talent is defined as high potential or high performance; and the qualities of talented workers include capability, competence, loyalty, and contribution. Also, talent referred to key positions — that is, ‘talent’ is a term related to some workers rather than all workers in the organisation. Moreover, talent was more an acquired rather than natural ability; and this depended on the organisation’s context and the ability of the individual to transfer previous experiences to ‘fit’ with the current environment or situation. Regarding the management of talent, this research identified two main challenges that have to be overcome — the recruitment and retention of talent. The participants indicated that they mainly use both intrinsic and extrinsic approaches to combat these challenges. Consequently, HR activities (especially recruitment and development) are linked to talent retention; with the ultimate goal being to help retain the best talent in the organisation. The implications of these research findings are that organisations need to pay more attention to the recruitment and retention of talent through ‘building good relationships and talent pipelines’ among workers and making employees feel at home within organisations. This fits in with the Thai culture which is based on the idea of the ‘collective society’. This will help organisations understand the art of winning the 'war for talent'.
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Bispo, Arménio. "Labour market segmentation an investigation into the Dutch hospitality industry /." [Rotterdam] : Rotterdam : Erasmus Research Institute of Management (ERIM), Erasmus University Rotterdam ; Erasmus University [Host], 2007. http://hdl.handle.net/1765/10283.
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Hassanien, Ahmed. "Analysing hotel repositioning through property renovation in the hospitality industry." Thesis, University of Strathclyde, 2003. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21533.
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This study addresses the renovation and repositioning activities of the hotel industry. Specifically, the primary focus of this study is to explore to what extent hoteliers deal with renovation as a repositioning tool, to explore the perception and practice of hoteliers, architects and interior designers about repositioning and renovation and to identify and analyse some aspects of the renovation process in hotels. The study is exploratory and descriptive based on a quantitative and qualitative approach. This methodology is used to elicit and represent existing practices as well as hoteliers' perceptions regarding concepts of renovation and repositioning and the relationship between them. The research had a two-phase design which progressed from a survey (phase one) to exploratory interviews and multiple case study (phase two). In other words the research moved from the general to the specific. The primary research took place in Egypt. For the first phase, three different questionnaires were designed. The first questionnaire was for the hotel General Managers, the second one was for the hotel Marketing Managers, and the third was for the Architects, Building Contractors, and Interior Designers which make up the external parties involved in the renovation process. The findings of the survey identified three avenues that have to be considered for the second phase. First, six successful renovation projects in large hotels were selected as multiple case studies. These case studies illustrate that there are different reasons that make renovation essential for hotels. Secondly, nine semi-structured interviews were conducted with the owners of 3* hotels since they were seen to be the main barrier to renovation in most three star hotels according to the quantitative survey's findings. The third avenue involved conducting ten semi-structured interviews with hotel inspectors of the Egyptian Hotel Sector as their influence was a main reason to renovate in most three and four star hotels. The study finds that renovation is used in the hotels operating in Egypt as a reactive; rather than a proactive; marketing tool. The research findings suggest that international hotels are utilising renovation as a repositioning tool more than national and local hotels. In addition, the findings reveal that there is a wide gap between the public and private hotel sectors in Egypt.
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Patiar, Shyam Sunder. "Vocational education and training in the hospitality and catering industry." Thesis, University of Liverpool, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.440769.
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Wood, Roy C. "Some conceptual issues in the study of hospitality industry employment." Thesis, University of Strathclyde, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.301398.
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Moore, Stephen. "Attitudes towards training within the hospitality industry in southeast Wales." Thesis, Cardiff Metropolitan University, 2008. http://hdl.handle.net/10369/6493.
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Training within the hospitality industry is a widely-debated issue with different stakeholders having differing views depending on their background and representation in the debate. This industry is therefore no different to other industries in the opinions that predominate. What is clear however is that the hospitality industry in the UK is currently suffering from an acute skills shortage. This study is concerned with analysing the attitudes of some of these key stakeholders towards the types of training that are employed in hospitality, and whether these approaches are suitable as training paradigms. The study focuses specifically on attitudes in Southeast Wales amongst employers, educators and training providers using a case-study methodology. The research was undertaken in three phases. The first two phases of the study were concerned with assessing the attitudes of the employers. In phase 1 local employers were initially questioned using a focus-group approach. The results informed phase 2 which involved a series of individual interviews with employers from a range of hospitality sectors (including hotels, restaurants, fast-food outlets, public houses, motorway service stations, and catering services outlets) across Southeast Wales. A typology of the vocational training models used in the different sectors, with clear identification of the perceived effectiveness and acceptability of these models to the different employer groups, was developed. The research findings from phase 1 and phase 2 were also developed into a pictogram which represents the key features influencing training within SMEs and larger hospitality companies. A recurring theme during the first two phases was the contrasting employer attitudes towards NVQs as a suitable training model. Phase 3 of the research explored these attitudes further by involving other stakeholders involved in NVQ delivery – the educators and training providers - as well as assessing whether attitudes in Southeast Wales are different to, or representative of, a larger geographical area. A series of individual interviews were therefore conducted with educators and training providers in Southeast Wales, the rest of Wales, and England. The results indicated that attitudes do not differ based on location, but instead several key themes were identified that were common to the participants. Phase 3 of the research also involved a quantitative approach to explore these themes more fully using a larger sample size. An e-questionnaire was sent to representative further education lecturers, higher education lecturers, and training providers across Wales and England. The results concluded that there are perceived strengths with the NVQ model, but that the weaknesses are significant and many respondents would welcome the introduction of an alternative training model. The study concludes by proposing an alternative model and making recommendations for future developments in hospitality skills training.