As a result of this constant sharing of working space there remains a high chance of the workers in the hospitality industry getting romantically involved with each other. Every worker spends a considerable amount of the day in his or her office. Above that the workers in the hospitality industry work under stressful conditions like round the day duties and living up to the demands of people of different kinds. As a result seeking supports from co-workers and consequent blooming of romance between them is prevalent trend in this industry. In any office environment the co-workers share a lot of feeling like experiences, interests, fears, setbacks and achievements with each other. Therefore it can be seen that the factors responsible for giving birth to romance are always present in the working environment. The constant sharing of emotions may lead to the development of emotional and romantic leanings on each other. The usual office romance varies from casual flings and affairs to the more serious relationships. In the hospitality industry there are also many instances of sexual harassment between co-workers and the scholars have distinguished the workplace romance from sexual advances. Workplaces romances in have been defined as relationship based on mutual desire and physical attraction between the workers of the same organization. It is also necessary that the people have found each other through the course of their work and the relationship is consensual. For romance between workers separated by hierarchy it is important that the romance spreads beyond the traditional employer employee relationship. Workers from all age group have been found to be associated with workplace romance. However the highest probability of romance between colleagues lies in the age group from 35 to 44. In a survey almost 44% of the interviewee in this age group has admitted to date their co-workers (Pearce, 2010). Some very important points of discussion about workplace romance have been the causes for the development of the romance, the effect of office romance on the peers and environment of the office as well as on the people involved directly and the managerial decision or attitude towards accepting the romance (Odgers, 2004, pp 221-222; Burke, Mattis, 2005 p 153; Sias, 2009, p 140). It will be relevant to mention that many of the organizations have a defined policy on workplace romance though no such references could be found directly for the hospitality industry. It has often been debated whether workplace romance leads to better performance of the employees and also the effect of romance on the other co-workers Reasons and the Consequences of Office Romance According to Fiona M. Wilson (2007) the study of romance in office as a sociological subject started 30 years ago. Such studies were of immense interest for the management who wanted to know the consequence on the organization as a result of romances between the workers. According to Peter Corser (2011), a person spends a third of their day in their office. Under such a situation the author finds it natural for romance to brew between the co-workers. Moreover it can also be mentioned here that for people working in a team the skills, experiences and the knowledge are very similar. Therefore there is a high chance of people sharing common interests and therefore finding each other attractive. However he has also noted that many organizations have discouraging policies for such romances. The organization has
Unlike some other industries like the construction industry the participation of women in the hospital industry has had a long history and in the recent times the participation extends from low skilled jobs like receptionists, chambermaids or housekeeping staffs to managers and administrators…
The human resources within the hospitality industry are vulnerable to these sexual harassing behaviors. Since their primary concern is to meet customer satisfaction, thus, its services are confused with what is generally considered as pleasing to the customers in the name of satisfaction and gratification (Þuclea & Pãdurean, 2008; Ispas, 2010).
Hospitality industry is more volatile according to the changes in economy than the other industries. This industry is mainly of two types. a) Entertainment areas like clubs and bars. b) Accommodation. Both these sectors of hospitality industry give large employment.
56-1003 (3)d.) Ordinarily, the safety rules are implemented to semi-public pools that include hotels and motels of the hospitality industry and the public pools maintained by municipalities, public schools, community and institutions. Step 1. Legal cases.
In 1977 Robert E. Quinn became renowned for his groundbreaking research on office romances and its management. The author’s essay was the first one to ever bring the issue in light and therefore, described its prevalence in the modern contemporary world.
Switzerland is a Headquarter for many international companies. A recent survey finding by (Swiss Statistics, 2000) shows that 74% of European countries would prefer to make Switzerland their companies’ home. Business executive rates Switzerland at 71% in terms of quality of life (Swiss Statistics, 2000).
The author analyzes different segments of the hospitality industry. At the end of the paper, the researcher comes to the interesting conclusions and gives his recommendations. Thus, the author thinks that the cruise industry segment could be the most interesting field of the business in the next couple years.
Better hospitality services; involve maximum cooperation between managers and leaders of both hospitality, and human resource. It is important for them to have an agreement that, for them to achieve their goals, they should recognize their customers and do their best to please them.
ng the requirements of the modern customer is proving to be a tricky affair for hoteliers, who are more than any other time in the past, are continuingly pressed hard with a competitive challenge of differentiating their services for a secure growth momentum into the future
Then the viewpoints of the manager and the employee are presented. The mismatch between expectations and reality are described here. The next section deals with employee turnover. Since employee retention is the goal of any