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Critically assess the gender differences in career development in the hospitality industry

Hospitality refers to the affiliation process stuck between a guest and a host and also refers to the practice of being hospitable, i. e. , welcoming and amusing guests, visitors or outsiders, with openhandedness and friendliness. Hospitality often refers to the hospitality business jobs for hotels, resorts, restaurants, casinos, catering, clubs and any other service positions. As hospitality and tourism unite to make one of the major service industries in the globe, there are numerous opportunities for mutually good and bad deeds by tourism and hospitality practitioners.

Ethics in these businesses can be directed by codes of conduct, worker manuals or industry standards. (Walker 2007). Leisure and hospitality comprises of industries within the food services, recreation, accommodation and entertainment sectors, accommodation can be provided by hotels, resorts, inns, motels, etc while the bar clubs, the services of the travel agents and the airline cabin staff also come under the hospitability industry.

Customers are very quality conscious nowadays and also want value pricing for the services they receive, therefore best customer services should be provided to them so that the existing customers can be retained rather than spending money to attract new customers. It is also important for the industry to provide online

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services as the world today is very fast and people want information at their finger tips without wanting to wait. The employees of Ritz Carlton Hotel are very well trained and they provide the best services to the customers.

Moreover, they have a complete database of the customers in which the likes, the dislikes and even the important dates such as the birthdays of their loved ones are stored. In this way, they retain lots of customers each year and are able to generate huge profits. As the number of qualified applicants for management spots increases, the base line on selection conclusions are often a subject of gut response as well as rational assessment.

A mounting body of study has inspected personality traits and their possible impact on the vocation achievement of hospitality managers. The two topics mentioned below are of meticulous interest. Firstly, there has been this rumor that the individuality traits that make hospitality managers effectual differ from those that make managers in other kinds of organizations effectual. Industry practitioners have recommended that the hospitality industry is exclusive and consequently requires an exacting set of individual competencies.

Normann, for example, refers to the industry as “personality intensive,” as manager’s’ connections with guests are professed as part of the service itself and their individual influence on workers affects client connections at all stages. Secondly, an affluence of literature on individuality distinctiveness and their relation to managerial effectiveness advises that the individuality characteristics that add to the insight of high appearance may be gender-linked.

Though fewer studies have scrutinized women in hospitality-management careers the concern is of meticulous importance in an industry typified by a varied workforce. The boost in the number of top feminine executives have assisted a feminine management approach typified by a stronger affiliation orientation, more sharing of information and more concern for workers’ outlook of self-worth. Moreover, it is also necessary for the people wanting to pursue their career in this industry to have a stronger preference for judging.

A survey reported in the Wall Street Journal also proposes that feminine managers are more concerned to employees’ individual issues, in this study feminine general managers’ self-reports of the individuality character that added to their career progression present an outline characterized by willpower, outstanding communication skills and hard work. The women in addition relied on their keenness and optimistic attitude in building their way from side to side the organization. Although the males also relied on effectual communication, fortitude and hard work, two extra characteristics that time after time emerged were honesty and allegiance.

Shamir suggests, e. g. , that hospitality managers’ most significant values are sincerity and accountability. Of the 16 chief characteristics acknowledged by the two examples, those that are male individuality, in terms of what researchers have measured male and female stereotypes, comprise ambitiousness, goal direction and sturdy financial ability. The present literature concerning female stereotypes comprises compassion, eagerness and suppleness. Though, in the present study the self reports of mutually male and female examples conform to only slightly stereotypical notions of gender-linked distinctiveness.

With respect to traits that are stereotypically masculine, 14% of the women and only 4% of men explained their actions as ambitious. About the identical percentage of men and women (11 and 9 %) reported that their aim orientation added to their profession progression. Whilst no women recognized financial aptitude as a key attribute, almost 12% of the men reported it as one of the three most significant characters. Changing to the characteristics frequently linked with women, we discover that both sympathy and suppleness were reported evenly by the two groups, while interest characterized the women (26%) much additional than the men (2%).

(Judi 1994). It comes into view, then, that females who have enthused into upper-level management places are more probable than men to recognize their ambitiousness, positive attitude and keenness as assets. Bibliography: Judi, B. (1994). Personality and career development: a study of gender differences. June 22nd, 2009. Retrieved from: http://www. allbusiness. com/human-resources/462367-1. html Walker, J. R. (2007). Exploring the Hospitality Industry. Prentice Hall

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