Discuss about the Hospitality for Economic Uncertainty and Climate Change.
The main role of the General Manager regarding the ultimate responsibility of the compliance with the present legal and the licensing requirements for the Hotel ANIBT is as follows:
For the better establishment and to perpetuate a good will of the Hotel the GM must make strict rule about the consumption and selling of the liquor. In Australia the current legal age of the drinking is 18 years. The GM has to look after the matter that liquor should not be sold to the individual below the age of 18 years from their Hotel. Also all the tourists have to provide their age proof to avail the liquor and the age prove should be their passport only (Manoharan et al. 2014). If the management of the hotel does not follow the rules then there would be a risk of the cancellation of the license of the hotel to perform their business. The consequence will be that the hotel will be closed.
Producing safe food is very essential for the success of the business of the hotels as the customers expects that the food products are safe. For the verification of the quality and safety of the food products to be exported in the markets and in other business there are certain regulation that are established by the Australian government in the Food Production (Safety) Act 2006 and the Food Production (Safety) Regulation 2014. This is present in the in the Food Standards Australia New Zealand (FSANZ). The risk factor in this case is the chances of the spoilage of the food and if these types of spoil foods are provided to the customer it will had a bad impact over the customers.
The consumer protection is mandatory for the business of the hotels. The Australian law of consumer protection promotes a fair competition and trade so that the customers, community, and the business get benefited. It also regulates the services of the national infrastructures. These laws related consumer protection ensures individuals and the businesses comply with the competition of Australia and fair trading. These laws are approved according to the Australian Consumer Law (ACL) 2011. If there is no customer protection then it will become a risk factor and no customer will want to stay at in that hotel and the consequences will be the hotel will lose its customers.
The innkeepers should accept all the inoffensive persons offering themselves as their guests, but on condition that the innkeeper has an availability of the accommodation and the guest is ready to pay the decided reasonable charge for that accommodation. The innkeepers should possess very strong proper grounds for making refusal to receiving of any proposed guest. These types of instances are normally restricted. However, it is accepted only in case of unsuitability of the guest or lack of accommodation. If this protocol is not followed then the risk that arises is the customer and the visitor will feel that they are ill treated and consequently they will move to another hotel.
In Australia the laws that are followed for the compensation of the workers are all followed according to the Safety, Rehabilitation and Compensation Act 1988. The main protocols of this act are:
The risk factors that prevails with is particular issue is that if these facilities will not be there then the workers will move on to the organization which is providing these facilities and the result will be the company won’t get any workforce for their work.
In Australia the Work place Health and safety is strictly followed which includes regulations that sets the standards required to meet up the particular hazards and the risk factors like the noise, manual handling and the machinery and it is same in almost every state of Australia.
For the Industrial relation in Australia there is an Industrial Relation Act 1996 that is AIRC Rules which states that a minimum condition and terms have to be followed for employments, there should be rule for the governing of the industrial actions, provisions for the flexibility of the individual workers and the employer for making arrangement of flexible work, and protection against the unlawful and unfair termination of the employment (Segon et al. 2015).
In the Australia the state and the national laws covers up the opportunity for the equal employment and the maintenance of the anti-discrimination environment in the workplace. There are laws present for the creation of the workplace which will be free from the adverse affect of the harassment and discrimination. The risk for this particular issue will be that the workers and the employees will to not provide their 100 percent of work for the organization and consequently the quality of the facilities given to the visitors and the customers will get hampered.
Superannuation is present in Australia are the arrangements that enables people in Australia to accumulate some funds so that they are made to provided with some income after their retirements. This technique almost partly compulsory in Australia and it is further encouraged by the Australian government, the tax benefit also support this method. A minimum standard had been set by the government for contribution of the employees and also the superannuation fund managements (Campbell et al. 2016). The facility of Superannuation should be there otherwise risk factor that the workers will feel that they have no assurance of their future and as a result they will move on to another organization.
There is no discrimination on the religion, race, gender, colour, age, sexual preference, marital status, pregnancy, political opinion and social origin for the selection of the employees in Australia. It is very unlawful to make any type of discrimination to the jobseekers and employees on the basis of the above mentioned factors (Casino, 2016). The risk factor with discrimination is that discrimination destroy the environment of the workplace and a result is that output of good work is not possible.
The rules are very severe for the maintenance of the ambient workplace environment under the Workplace health and safety act and regulation which states that the workers should be provided with the facilities like the toilets, washing and dining areas, drinking water, shelter, changing rooms and personal storage facilities. These laws also states workplace should have lighting and ventilation (Townsend and Wilkinson, 2013). The risk factor regarding the environment of the workplace is that if it is not maintained then the workers will not be ready to do the work. The result will be that the organization will not get any workforce to perform the regular daily work.
The facility of insurance is mandatory for the workers in Australia. Each of the organizations has to provide insurance for the workers and the employees. At the common wealth level the compensation is payable to the employees until the age of 65 years, However in certain cases it can be increased.
Every company and organization established in Australia has to pay the Goods and Service Tax Act (GST). In most of the goods and the service sales it is 10 percent. The GST is levied on maximum number of transaction during the process of the production, however it is refunded to the all parties who are involved in the chain of the process of production except the final consumer (Van der Wagen and Goonetilleke, 2015). The organization which does not give the goods and service tax then the risk factor that arises is the chances of the cancellation of the license of the organization of doing their business. The consequences of this will be that they have to close their organization.
The people and the employers who are in control of the work place where there are presences of the hazardous substances then risk assessment must be performed on the substances that are hazardous so that the exposure of the substance can be minimized and the well being and the health of the staffs of the organization can be protected (Rice, 2014). If these things are not controlled then there remains a risk factor of the chance of occurring accident and it will not be beneficial for the impression of the organization.
For the encouragement of the staff there should an awards giving sessions of the staffs on the periodical basis and the also there must be scope of promotion on the basis of the performance of the employees. These thing will decrease the chance of the risk factors like the de-motivation of the employees to do their work and the consequence they will leave the organization.
Reference
Campbell, I., Boese, M., and Tham, J. C. 2016. Inhospitable workplaces? International students and paid work in food services.
Casino, H. 2016. Miller Harris supports maternal health. Circulation, 10.
Manoharan, A., Gross, M. J., and Sardeshmukh, S. R. 2014. Identity-conscious vs identity-blind: Hotel managers’ use of formal and informal diversity management practices. International Journal of Hospitality Management, 41, 1-9.
Rice, P. 2014. Universal management: a proposal to change the direction of accessibility management in the Australian tourism industry to create benefits for all Australians and visitors to Australia. Review of Disability Studies: An International Journal, 2(2).
Segon, M., Booth, C., and Shi, E. 2015. Job Security, Economic Uncertainty and Climate Change and their Influence on Ski Industry Workers in Japan. World, 6(2).
Townsend, K., and Wilkinson, A. 2013. Contingent management plans awaiting a contingency: the GFC and workplace change in the Australian hotels sector. Asia Pacific Business Review, 19(2), 266-278.
Van der Wagen, L., and Goonetilleke, A. 2015. Hospitality Management, Strategy and Operations. Pearson Higher Education AU.
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