Professional Documents
Culture Documents
With the reference to the relevant literature, discuss the notion that a career in the
national hospitality and tourism industry is not a good idea.
In recent years the term ’hospitality’ has become increasingly popular as an all-
embracing nomenclature for a larger grouping of organizations including hotels. As a
collective term, the hospitality industry may be interpreted in a number of ways
(Mullins.2001). For example according to an HCTC report it includes’ hotels, restaurants,
pubs, clubs, cafes, guest houses, contract catering, public sector, industrial, hospital,
education and leisure catering.
Statement above could not convince most of the people that hospitality and
tourism industry is a good career choice. For examples, Douglas Coupland, the notable
cultural commentator, has for many captured the zeitgeist when he talks pejoratively of
‘McJob’(Jobs offered by fast food sector leader McDonalds Company) which he
describes as ‘A low-pay, low-prestige, low-dignity, low-benefit, no-future job in the
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service sector. Frequently considered a satisfying career choice by people who have
never held one’ (Riley,1995)
The poor treatment to the staff in hospitality industry can be clearly sees in
Loannides and Hickmore’s press release, ‘Salaries, with the exception of the front office,
have not grown with inflation and this drives competent staff from the industry. The
industry must reward those who put in the effort.’
This social orientation to work often extended to a particular group of part time
employees, as Lindsay mentioned “getting on really well” with the group was important,
work was “good fun”, even on their day off staff met and went out together. Indeed, the
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owner of one establishment commented that nearly all of the waitresses knew one
another outside of work as they attended the same college, and a Friday or Saturday
night was like a “mothers meeting” or “gossiptastic”, as he commented, “I know all about
fashion and haircuts and what they did on Friday night. I'm like shut up, you see one
another every day”. (Martin,2004). From the statement above we can know that due to
the shift system in hospitality industry, most of the staff can only hang out with colleague
or friends that they met in the same company or same industry. It is hard for them to
extend their social network.
According to Riley (1996), there are 3 basic dangers especially when labor
turnover is high and need staff to work overtime. First, it can run out of control, second, it
can undermine recruitment and third, it can undermine supervision and therefore the
quality of the service.
Part of the unskilled workforce will not attach to this industry’s labor market
permanently as they will only treat it as a job but not their career. People who categorize
under this statement are normally part-timer, housewife, graduates who waiting for
further study etc.
Crompton and Sanderson have discussed how a significant proportion of the jobs
where women predominate in the industry reflect their labor market position as
disadvantaged workers. Women work in such jobs as a result of employers’ pursuit of
economic advantage rather than gendered preferences; mostly industry prefer to
hire lower cost workers, and women - particularly, married women seeking part-time
work - have historically been available for employment for lower average rates of pay
than men; partly reflecting their status as “component” rather than “breadwinner” wage
earners. From appendix 1, we can see that in spring 1995, the last date to which this
figure refers, women were 43.7 per cent of employees, but 52.7 per cent of those on
fixed contract and 68.1 per cent of those on other temporary work.
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According to the research that done by United Nation Economic Commission for
Europe , more than half of the women in employment, but only 11% of the men, work
part time. Part-time work is thus a typical feature of female employment. On the one
hand, part-time employment frequently means insecure working conditions, poorer social
security arrangements (e.g. with pension funds) as well as fewer further training and
career opportunities. On the other hand, it offers both women and men an opportunity to
take on other work, comparing their gainful employment, such as looking after children,
honorary activities, providing assistance and doing housework. If there are no children
under 15 in the household, women are more frequently in full-time employment.
However, if there are children in the household, women mainly work part-time or are not
economically active. In the case of men, the existence of children in the household has
little effect on the occupation rate.
It isn't easy working in the hospitality industry -- guests can be rude, the holiday
rush is nightmarish and employees work seven days a week. Hotel workers must put the
needs of their guests first and maintain a sunny and accommodating disposition at all
times -- not easy when you have been working for 12 hours on Christmas Day without a
break. However, the perks in the business are such that hospitality workers put up with
the disadvantages of the industry.
Conclusion
I am totally agreed with the statement that Hospitality and Tourism industry is a
poor career choice as according to the details or information that I have found. Despite
of low level of salary, low status, but also long and unstable working time as
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management may ask for extra working hour if lack of staff which cause by high staff
turnover and lot more reason. All of these reasons will cause to problems such as exploit
the family time, no personal social life, and also ability to provide better standard of living
for family by the staff.
(1,623 words)
Appendix 1
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Figure 1Temporary employees as a percentage of all employeesWebsite:
http://www.emeraldinsight.com/Insight/ViewContentServlet?
Filename=Published/EmeraldFullTextArticle/Articles/0530110502.html
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Reference
Nankervis & Debrah (1995) A. Nankervis and Y. Debrah, Human resource management
in hotels: A comparative study, Tourism Management 16 (1995), pp. 507–514 A.
Nankervis and Y. Debrah, Human resource management in hotels: A comparative study,
Tourism Management 16 (1995), pp. 507–514.
Dennis Nickson. (2007). Human Resource Management for the Hospitality and Tourism
Industries. (1st ed.). Oxford: Butterworth- Heinemann
Kate Purcell. (1996). The Relationship between career and job opportunities: women’s
employment in the hospitality industry as a microcosm of women’s employment. Women
in Management Review. 11;5, pp 17-24.
Laurie J.Mullins. (2001). Hospitality Management and Organisational Behaviour. (4th
ed.). Petaling Jaya: Pearson-Longman.
Lucas Ioannides, Stephen Hickmore. How to recruit and retain good staff. [Online].
Retrieved on 16th October 2009 at 8.41pm
from:http://www.hotelandrestaurant.co.za/news/2007/02/recruit.asp
Lucas, R. (1995), Managing Employee Relations in the Hotel and Catering Industry,
Cassell, London.
Micheal Riley. (1996). Human Resource Management in the Hospitality and Tourism
Industry. (2nd ed.). Oxford: Butterworth- Heinemann
United Nation Economic Comission for Europe: On the way to Gender Equality. (2004).
[Online]. Retrieved on 20th October 2009 at 1.51pm from:
http://www.unece.org/stats/gender/publications/Switzerland/on_the_way_to_gender_equ
ality.pdf
World Travel and Tourism Council : Tourism data and impact forecasts. [Online].
Retrieved on 16th October 2009 at 8.22pm from:
http://www.wttc.org/eng/Tourism_Research/Tourism_Economic_Research/
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