Discuss About The Environmental Management The Hospitality?
The hospitality industry is one of the most profitable industry. In almost every country, a large number of organizations operate within this industry, providing people with accommodation, hotels and other entertaining services. The industry also has a large number of organizations within it, which operate internationally, with a large number of them have expanded their operations to more than 50 countries. Like all other industries, this industry faces certain unique challenges, with the majority of them being associated with the aspect of employee recruitment. An example of a challenge is the language barrier challenge, mostly because some of the visitors that may require accommodation in an organization may not be well conversant with the native language of the hotel where they are seeking accommodation. Another important aspect of consideration is a large number of individuals within this industry who seek employment opportunities but lack experience in serving customers effectively. With this understanding, the hospitality industry has significant employee recruitment challenges which require solutions that will enable them to be fully capable of operating in an effective way (Flaxman, Bond, & Livheim, 2013).
As explained earlier, the hospitality industry is one of the broadest and common industries that currently operate both locally and internationally in almost all countries. This industry consists of some service rendering fields among which include transportation, lodging, event planning, cruise line and theme parks among others (Debrincat, 2015). This industry mainly depends on the aspects of individuals having leisure time and the need to be entertained. It also depends on people being able to have spare money, which they will utilize for certain reasons and purposes. To begin with, an individual can pay a large amount of money to sleep in a luxurious room that is well furnished and established for a single night. This aspect is considered as the individual’s need for entertainment and spending leisure time effectively, an aspect that is a major factor which plays in the hospitality industry (Sloan, Legrand, & Chen, 2016).
In this industry, people also choose to make important decisions like save their money for a long time, which they intend to utilize on a certain vacation time. Such occurrences help individuals attain the funds that they will need throughout the vacation time, and utilize it in the most entertaining way. With this understanding, therefore, it is clear that the quality of services that employees in the hospitality industry are one of the main concerns and determiner of customers’ satisfaction for the organizations that operate in this industry. The other major aspect of consideration in this industry is language. Sometimes, people plan to visit different regions at different times, which may however not be places where their native language is spoken. The hospitality industry, therefore, has the need to ensure that it has employees with capabilities of communicating with other individuals effectively from different regions of the world and speaking at significantly diversified languages (Sloan, Legrand, & Chen, 2013).
Another unique aspect of this industry is the services offered by the tourism category. Tourism is considered one of the most attracting aspects where individuals are fully attracted to. Any time a tourist decides to visit a certain region for exploration and entertainment purposes, the individual will need a place where he or she can reside, take a shower and be fully accommodated in. The hotel industry provides these services in an effective manner. Since the individual is most likely able to pay for the best services offered, he or she requires the most luxurious and well-furnished rooms with the best services in the hotel. This aspect is major for concern by this industry since it defines how satisfied the individuals in the industry are on the services that organizations in these industries provide (Brotherton, 2003).
As explained earlier, the hospitality industry is one of the industries where the quality of service is of paramount importance. The individuals operating in this industry need to ensure that they main a high level of effectiveness so that they can manage to satisfy customers who expect nothing but the best services provided for them. To reach such high levels of standards in operation, the industry requires employees that are highly skilled, motivated and experienced in providing good quality services to the customers. Unlike in many other industries, therefore, quality of service provision in this industry contributes significantly high in the ability of the organization to attract more customers and make them loyal (Finkelstein, 2015).
Being individuals whose main reason is to spend leisure time in the most appropriate way and having the will to spend a lot of money to attain this aspect, customers of the hospitality industry are mainly interested in receiving the highest and best quality services from the hotels where they seek accommodation. Like the case of all other employees in other industry, an employee is more effective in his or her work when he or she is more motivated, skilled and experienced in carrying out the work. There is, therefore, a significant need to ensure that the individuals in question have all the important and appropriate needs of managing to remain effective in the activities that they require to involve in (Barth, & Hayes, 2006).
When an organization in this industry manage to have highly skilled employees that are also motivated in carrying out their duties and targets, it attains the ability to satisfy its customers completely with its operations. This aspect benefits individuals significantly, an aspect that is highly beneficial in all the operations that it involves in. With this regard, organizations have the ability to ensure that they provide their customers with high-quality services and that they satisfy their needs completely, simply by making their employees highly motivated to carry out their duties and services, and ensure that these employees have all the skills they need to address the services required by their customers. Without proper concern about the employees in this industry, therefore, employees are less likely to deliver the services needed at the standards that the customers expect (Andrews, 2011). When such an occurrence takes place, the organizations face a customer challenge where they are less rated, and thus the number of customers they obtain reduces significantly. With this understanding, therefore, the effectiveness of employees in this industry is of paramount importance to the success of organizations within it (Wells, 2003).
The activity of recruiting employees is common in all industries. Organizations keep having many opportunities for recruits, while at the same time new organizations are established. With this understanding, the first important aspect to consider is the means through which individuals can manage to operate effectively, without the challenge of being less capable and effective in operating efficiency. Significant challenges, however, occur, which hinder organizations from managing to attain highly skilled and capable employees. The challenges also hinder the organizations from being able to provide the high standards of quality services which they aim to provide to their customers (Vance, & Paik, 2015).
The first main challenge that these individuals experience is the challenge of the language barrier. As explained earlier, a large number of visitors who visit various hotel organizations speak in languages different from the native language spoken in the areas where they intend to provide the individuals in question. With this understanding, the organizations require hiring employees who can communicate in a large number of diversified languages and thus they can manage to communicate effectively with the majority of the visitors that visit the organization despite the language which they can communicate with comfortably. To obtain such employees is however significantly difficult. Most of the individuals seeking employment in the hospitality industry are however experts in the delivery of service provisions but do not consider the aspect of language. This aspect leads to organizations seeking to employ language experts, and thus they incur additional cost (Robertson, Callinan, & Bartram, 2002).
The other recruitment challenge that organizations pass through when recruiting employees is the challenge of establishing training problems for the employees that they obtain. Like the case of all other organizations, one of the most effective way through which organizations attain the ability to address employee issues is by establishing training programs through which employees within the organizations are trained and provided with tips that will increase their operational effectiveness. The case of the employees from this industry is however different since there is little time to spare for employees to obtain the training. In the hotels and other organizations in this industry, employees have a lot of work which keeps them occupied throughout the hours that they are required to work. Due to this aspect, the time through which through which they can obtain the training exercise is significantly difficult for them to obtain. This challenge, therefore, makes it difficult for the organization to establish a training program which will help them manage to obtain the effectiveness needed (Richard, Emener, & Hutchison, 2009).
Conclusion
In conclusion, the hospitality industry is one of the main industries where the effectiveness of employees is significantly considered important. An organization within this industry that cannot provide quality services to its customers also lacks the ability to remain competitive and obtain loyal customers who can boost its gains. With this regard, therefore it is extremely important for organizations to establish specific strategies through which they can manage to establish effectiveness and improve the skills and capabilities of their employees. Implementation of the following recommendations can help the organizations manage to improve how effective their employees are and thus increase their gains significantly (Melichar, Boyle, & Flores, 2011).
The first recommendation is the establishment of a highly strict recruitment program which will enable the organization only to obtain the individuals who are highly skilled in carrying out the roles that the organization requires. This aspect will reduce the need to train employees after they have already been employed. The second recommendation is establishing training programs to employees immediately after they have been employed even before they begin working in the organization. This recommendation will help to solve the problem of having the employees being unable to train because they are extremely busy. The other recommendation is the establishment of employee motivation programs within the operations of the organization, to ensure that all the organizational employees manage to remain completely motivated as they continue carrying out their duties and roles within the organization. Implementation of this strategy will help the organization manage to remain completely effective in the activity that it involves in completely (Hodgkinson, & Ford, 2010).
References
Andrews, S. (2011). Introduction to tourism and hospitality industry. New Delhi: Tata McGraw-Hill.
Barth, S. & Hayes, D. (2006). Hospitality law : managing legal issues in the hospitality industry. Hoboken, N.J: John Wiley & Sons.
Brotherton, B. (2003). The International hospitality industry : structure, characteristics and issues. Oxford Boston: Butterworth-Heinemann.
Debrincat, G. (2015). The effectiveness of performance appraisal systems : employee relations and human resource management. Hamburg: Anchor Academic Publishing.
Finkelstein, L. (2015). Facing the challenges of a multi-age workforce : a use-inspired approach. New York: Routledge.
Flaxman, P., Bond, F. & Livheim, F. (2013). The Mindful and Effective Employee : An Acceptance and Commitment Therapy Training Manual for Improving Well-Being and Performance. Oakland, CA: New Harbinger Publications, Inc.
Hodgkinson, G. & Ford, J. (2010). International review of industrial and organizational psychology. Chichester, West Sussex: Wiley-Blackwell.
Melichar, D., Boyle, A. & Flores, C. (2011). Assisted living administration and management : effective practices and model programs in elder care. New York: Springer Pub.
Richard, M., Emener, W. & Hutchison, W. (2009). Employee Assistance Programs : Wellness/Enhancement Programming. Springfield: Charles C Thomas Publisher, LTD.
Robertson, I., Callinan, M. & Bartram, D. (2002). Organizational effectiveness : the role of psychology. Chichester New York: Wiley.
Sloan, P., Legrand, W. & Chen, J. (2013). Sustainability in the Hospitality Industry 2nd Ed : Principles of Sustainable Operations. City: Routledge.
Sloan, P., Legrand, W. & Chen, J. (2016). Sustainability in the hospitality industry : principles of sustainable operations. Abingdon, Oxon New York, NY: Routledge.
Vance, C. & Paik, Y. (2015). Managing a global workforce : challenges and opportunities in international human resource management. New York, NY: Routledge.
Webster, K. (2000). Environmental management in the hospitality industry : a guide for students and managers. London: Cassell.
Wells, J. (2003). Energy markets : concerted actions needed by ferc to confront challenges that impede effective. Place of publication not identified: Diane Pub Co.
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