Essays on Human Resources Management for Hospitality Essay

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The paper 'Human Resources Management for Hospitality' is a wonderful example of a Management Essay. The industry of policy is necessarily the most important and viable industry given that it provides a greater scope of careers to trained and qualified personnel. Its continuous fast-pace growth can, then, be attributed to this factor. There a number of sectors recognizable in this industry and these include tourism, travel, hotel, catering, and aviation. Deductively, the sectors hotel management and tourism have been chosen for combined discussion in this paper, due to the fact that these sectors experience the most significant cultural and social interactions.

Nevertheless, these sectors have a shortage of skilled labor and most of those in it are not really well trained. This essay, therefore, explains the nature of labor market issues in the industry of hospitality. The paper discusses the current labor market trends in this industry with the proper definition of labor and the factors that affect its quality supply to the sectors. In countries like the United States of America, labor shortages in the hospitality industry for these sectors have evident effects.

Proof to this is seen in the search for personnel, by recruiters and employers (Tanke 2001). In any respect, the relationship between an employer and their employees become important to give a perspective on the major labor market issues (Lucas 2004). Based on recruitment, induction, disciplining, or rewarding, working relationships go beyond that between managers and employees between the employees themselves and with the society as well. The relationship can, therefore, be either personal or collective. Most industrial relationships, which are actually categorized in the collective relationship group, are mostly concerned with economic issues.

Boella (2000) writes that this is resultant of the changing nature of trade union roles and powers. In this subject industry of hospitality, the degree of organization of employees in their respective unions varies. As unions and organizations only exhibit employment relationships, variance in the labor market is influenced by a number of factors such as cultural diversification in the global workplace. Cultural Diversification in the Industrial Hospitality Global Workplace Various researches, inclusive of that by Gong (2008), indicate that inclusive of other countries, Cultural diversity has become a major issue that influences the nature of the labor market in the hospitality industry of the United States.

By discussing the opportunities, benefits, and challenges of cultural diversity, Gong (2008) comes up with a possible training module for human resource managers. This is because, in America, the entry of many in the industry is more challenging for the managers than any other person or administrator. The hotel and tourism sectors of the hospitality industry are subjects of global attention since the business involved is international in nature.

Now, diversity in the culture is a subject of global concern also only grows concerned with its part of labor migration. To understand the extent to which culture influences the labor market in the hospitality industry, it is vital to establish the meanings of cultural diversification itself. The understanding of culture is relative to an individual’ s origin, point of view, and is mostly biased to one’ s particular cultural background. This makes it almost impossible to have a universally accepted definition of culture. Notwithstanding this, all perspectives agree that in the global sense, it is all about attributing an appreciable value to the differences between cultures of people and the ways in which these differences influence, affect or contribute to a more creative and more productive working environment, this is common to all industries.

Race, age, gender, sexual orientation, disability, and religions are the identifiable parts of culture but the race remains the most dominant. All in all, appreciation and management with cultural diversity begins by accepting the existence of different cultures.


Boella, M. J. 2000. Human Resource Management in the Hospitality Industry. 7th ed. Cheltenham: Nelson Thornes.

Gong, Y. 2008. Managing Cultural Diversity in Hospitality Industry. Las Vegas: University of Nevada.

Humphrey, A. Costigan, P. Pickering, K. Stratford, N. & Barnes, M. 2003. Factors Affecting the Labour Market Participation of Older Workers. Huddersfield: Department for Work and Pensions.

Lucas, R. 2004. Employment Relations in the Hospitality and Tourism Industries: Routledge Studies in Employment Relations Series. London: Taylor & Francis.

Nord, T. 2006. Corporate Social Responsibility in the Hotel Industry. Stockholm: Stockholm University.

Suddaby, C. 2006. The Top Ten Issues for 2007, Fort Quarter. [Online] Available at: [Accessed 24 February 2013].

Tanke, M. L. 2001. Human Resources Management for Hospitality. Stamford: Cengage Learning.

Veleva, V. & Ellenbecker, M. 2000. A Proposal for Measuring Business Sustainability. Greener Management International 31.

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