Good Example Of Essay On Human Resources Management in The Hospitality Industry

IN THE HOSPITALITY INDUSTRY

Question 1.
Assume that you were beginning your first (entry level) management position at a hospitality organization that is unionized. How, if all, do you think your initial work experiences would be different than if your initial employment was with a nonunionized property? Which type of beginning management position would you most like? Why?
My initial work experiences at a hospitality organization that is unionized will definitely be different than those at a nonunionized company. First of all I will have to make myself familiar with current labor contracts to make sure that I do not violate them. If I want to make some improvements to those contracts (e.g. to state some clauses more clearly and precisely) I will have to remember that these amendments will have to be approved by the union representatives first. Besides, I will have to learn how to work with union stewards in order to have them as useful assistants in managing the employees. And I will have to teach myself to treat all the employees equally, regardless of the fact that they are members of the union or not. If any disputes arise, I will have to make sure that I resolve them fairly and quickly in order to avoid grievance procedures.
I think that management positions in both unionized and nonunionized companies are alright as long as you treat all the employees fairly. But as a beginning management position I would nonetheless chose nonunionized company. The reason for this is that I would like to gain some experience in the area of HR management without constantly being terrified that I will violate or neglect some union requirement due to lack of relevant knowledge and expertise.

Question 2.

How do you think your perspectives about an organization would be affected if you were an employee and you heard rumors about the possibility of downsizing? What kind of facts would you want to know about the situation? What would be your priority concerns if you were to be terminated? If you were a survivor?
If I heard the rumors about the possibility of downsizing, I would think that the company either has some problems which it cannot solve in any other way (e.g. decreased profits, loss of its share on the market etc.), or it has found some ways to improve to working processes (e.g. automation, outsourcing) and it does not need so many employees for effective operation of the company. But in any case I will be concerned about my future and will start searching for new job opportunities. At the same time I will try to find out more information about the situation – i.e. the reasons why the downsizing will occur, which positions/processes will be eliminated, the timeframe during which the downsizing is planned to be implemented. If I were to be terminated, my priority concerns would be whether the company provides paid time-off assistance for the period till I find a new job; the amount of lay-off pay; whether the company provides assistance in finding a new job and obtaining necessary skills for a new job; the possibility of being relocated to other locations (if the company has properties there). If I were a survivor, my priority concerns would be my new responsibilities after downsizing (someone has to fulfill the responsibilities of those employees who were laid off) and whether I have the skills and knowledge required to cope with those new responsibilities; whether the company will provide training to gain these skills and knowledge; whether my salary will increase due to new responsibilities which I will have to fulfill; whether company plans to downsize again in the nearest future; whether I will receive any award or recognition.

Question 3.

How, if at all, could a career development process such as that noted in this chapter benefit you if you were just beginning your hospitality management career? If you were in an entry-level (nonmanagement) position in an operation? If you were in a middle-management position with an organization?
If I were just beginning my hospitality management career, a career development process would help first of all to obtain the knowledge, skills and experience which are necessary to perform my responsibilities properly. It would help me to discover my strong and weak sides and will show what I need to improve.
If I were in an entry-level (nonmanagement) position in an operation, a career development process would also help me to learn and obtain the necessary skills and knowledge, to understand the responsibilities and role of the operation I have a position in, to discover my talents and to reach my potential.
If I were in a middle-management position, a career development process would help me to increase the promotional opportunities in the organization.