Tourism Case Study

Undeniably, other than pay increase, there are a number of reasons that push worker into seeking alternative employment opportunities. These reasons include the fact that some employees do not get promotions, allowances and other benefits such as medical covers. Organizations have to ensure constant motivation in the workplace for the recruited staff to ensure that they stay in the organization. Retain qualified personnel can be achieved through monetary benefits or growth in the organization. The possibility to rise in rank will enable the organization to retain qualified personnel. Additionally, it is also important that more talented workers get paid more for their contributions to the organization. Such workers are responsible for the organization, strategic approach towards competition and dealing with the customers. Recruitment should be done regularly to ensure that the organization has a constant supply of qualified personnel in the organization. Recruitment ensures that organization’s performance standards are maintained and departure of specialized staff does not affect the organization negatively (Mathis, & Jackson, 2010).
Benefits relate to the added advantages that are attached to the workplace. Many employees opt to seek for alternative employments if they do not get such benefits where they work. Working in an organization may attract high benefits such as a comprehensive health package that enables the worker to receive medical care from the best medical institutions in the state. Apart from medical benefits, housing, savings and parking benefits are also used to attract a competitive work force (Mathis, & Jackson, 2010). Tourism industries offer competitive loan packages to enable its members to acquire property at a reduced cost. This strategy can be used to attract talented staff from the same organization or even different organizations.
The specific real and potential disadvantages of my organization losing an employee like Andrian are unbearable. Adrian being one of the best and very talented banquet managers on the staff hotel is an asset to any organization. Losing him would mean starting to look for a new manager. The chances of getting an employee like Andrian are close to zero. Adrian is a skillful and well talented manager. It would not be possible to get any other employe like him. Therefore, losing an employee like him would be a great blow the hotel. The organization will have to start looking for a new manager, which may take longer. The new manager would ask for a higher pay than Andrian and there will not be guaranteed that he will deliver like Andrian did. Moreover, bringing someone new in such a position will require training them and ensuring that they well aware and familiar with the environment, the job, as well as the rest of the employees. All these would require a lot time and clearly, this would be the beginning of the hotel’s downfall (Mathis, & Jackson, 2010).
Assuming that Sara is hired and that her salary rate $3 per hour higher than the average pay for the other employees, then it would raise a lot of tension. To start with, when the rest of employees find out about it, they will feel unappreciated. They will begin to ask themselves, what is it that Sara does better that them. They would feel less appreciated and not valued in the organization. The possible outcomes of such an action would be that the rest of the employees would start discriminating against Sara, they will begin to start treating her as if she is not their equal. Likewise, Sara would also feel special and start looking down at her fellow employees. The other possible outcome would be that the rest of the employees would threaten to quit their jobs so as to get a salary increment. It is only professional for bosses to treat their works equally. Every employer is supposed to follow the provisions of the equal employment opportunity legislation (Mathis, & Jackson, 2010). The equal employment opportunity legislation provides that employers uphold appropriate treatment and fairness to all employees in all facets of employment. Under this legislation, employers are required to provide safe and good working conditions while identifying and eliminating procedures and policies that perpetuate or causes inequality and discrimination in regard to employment. Nonetheless, equal employment opportunity brings in calm, parity and enhances cultural diversity hence profitability and productivity in an organization.
If I were Tim, I would have advised LeeAnn not to pursue Sara as a potential employee because as an employee, one is not supposed to be easily convinced to leave their position for the same position in another organization. Instead, I would have advised LeeAnn to look for someone else who has if from a different place. It is always good for organizations to hire the best workers in order to improve their services, However, in this case, LeeAnn was making a big mistake (Ivancevich, 2007). To start with, Sara was leaving the other organization for the wrong reasons. It would have been more professional for LeeAnn not to hire someone from a neighboring organization because organizations that operate in the same area are expected to operate in peace without proposing better deals to other organization’s employees each others employees. Secondly, I would have advised LeeAnn not to pursue Sara as an employee because Sara was a loyal employee. She had the potential of leaving the hotel for another hotel anytime she would get another offer, however not attractive it would be. Lastly, each organization has its own secrets that make to thrive or unique. In this case, hotels have their secret recipes and other secrets that makes them outstanding. Nothing would stop Sara from sharing this information with LeeAnn. This would be a plus for LeeAnn, but the same would happen to her in the event that Sara leaves his hotel for another hotel, which was bound to happen anytime.
Assuming that am LeeAnn, the specific problem within my departmental compensation would be that I do not increase my employees’ salaries. This is a very big problem that scares employees away. Many people wish to work in organizations where they get to grow in all dimensions. However, whenever they find themselves stuck in an organization that does not increase their salaries with time, they get bored and discouraged. Such employees easily move to other places, whenever, they are offered better deals than the ones they have. With time, it is important to appreciate employees. This can be done through promotions to higher levels or salary increment. Without such motivational strategies, employees will be less motivated and they will only work in an organization for as long as they are not able to acquire employment elsewhere (Ivancevich, 2007).
In conclusion, it is evident that other than pay increase, there are a number of reasons that push worker into seeking alternative employment opportunities. These reasons include the fact that some employees do not get promotions, allowances and other benefits such as medical covers. In the case of Andrian, he would have thought of leaving the hotel, if all only he had been well compensated for his skills and experience. Additionally, in the case of Sara, it is not right for her to get paid more that the rest of the employees because it was bound to bring problems. It is also important that bosses become sensitive to the needs and request of their employees to avoid losing them to the other organization.

References

Ivancevich, J. M. (2007). Human resource management. Boston: McGraw-Hill Irwin.
Mathis, R. L., & Jackson, J. H. (2010). Human resource management. Mason, OH: Thomson/South-western.