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Dissertations / Theses on the topic 'Hospitality industry – Zimbabwe – Management'

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Published: 4 June 2021
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1

Shalimov, Aleksandr, and Calistus Godwin. "Relationships management in hospitality industry. : STF Svenska Touristförening." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-14920.

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Abstract Title: Relationships management in hospitality industry, STF Svenska   Touristförening.   Level: Final assignment for Master Degree in Business Administration   Author: Aleksandr Shalimov , Calistus Godwin   Supervisor: Ernst Hollander   Date: 2013.01   Aim:  The aim of the research is to investigate STF relationships management strategy and networking ability. This research illuminates conceptual understanding of the STF’s network and relationships management strategy.    Method: In order to provide answers to the research question was used case study approach. Qualitative research method was applied, face to face interviews were conducted and in some cases email and telephone interviews was also used. Using cluster sampling, 9 people who have different backgrounds and relations to STF was interviewed. To properly analyze and present this complex relationships phenomenon, narrative approach was used, considered to be the most appropriate to work with, due to the huge amount of qualitative data.   Result & Conclusions: The research showed the existence of complex relationships between STF (Svenska Touristförenengen) and different actors that are involved with STF within its market activities. Companies that are involved in the STF network, at the same time involved in the process of management of relationships, activities and network structure. Development of the network depends on the companies’ abilities to develop mutual relationships (network threads). This requires understanding of the company’s network and abilities to form network. The development of relationships management strategy is the core competence of the STF. In conclusion, looking at all the relationship that STF has built, it could be said that all have being focal to its network building but to a varying degree.  Moreover within applied the study, it was noticed that STF during its 125 years of existence, has facilitated the development of tourism, infrastructure, business, sports, education, and cultural life of the country. It has created and developed social and economic relations, and communication channels. STF plays the role of an initiator, originator, pioneer and cooperator, even as a fellow worker in creating national movements and new trends.   Suggestions for future research: The investigation has been started having in mind Relationships, Outsourcing and Networking theories as anchor theories to be used, but after a while, it turned out that Networking theory and Franchising theory could be used to investigate deeply into the relationships phenomenon with the actors in this case.  But still within the research, it was noticed that some aspects of franchising model was not working properly and sometimes do not meet both STF and Franchisee`s expectations. Therefore suggestion for closer and deeper investigations of relationships pattern between STF and its franchisees is recommended in order to facilitate the development of more viable, functional and effective ways of cooperation. Moreover triangulation is a strategy that increases the validity and reliability of research, so it could be considered for the further research.     Contribution of the thesis: Currently, under the influence of globalization in the social and economic environment, more and more attention is being paid to the study of various relationships and communications theories, for example the development of CRM, Outsourcing and Networking theories. This study involves a closer look on some aspects of the interaction of social and economic environment, particularly the development of social and business networks. The concept of STF could be used to develop other business ideas or even exported to emerging markets, base on a successful strategic implementation of the concept. STF pattern of activities shows that the creation of such organizations as STF and investigative related issues, may contribute to the development of the tourism industry both nationally and internationally. To STF and the Swedish Tourism Board, (tillvexverkert) researches could help in a lot ways by encouraging more research work to improve and better the already existing infrastructures, improve on the services and communications channels.   Key words: STF (Svenska Touristförening), Networking, Relationships, Hospitality Industry, Tourism, Association.
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Ole-Sein, Kone. "Assessment of Essential Competencies in the Hospitality Industry." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc279381/.

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The hospitality industry in recent years has become intensely competitive. Better communication between industry professionals and educators is important for university programs to provide relevant learning experiences for students. The purpose of this study was to determine competencies that hotel and restaurant professionals deem necessary for the success of graduates in the industry. Thirty supervisors of hotel and restaurant management majors who graduated from the University of North Texas from 1990 through 1992 responded to the research questionnaire. The supervisors were given 36 competencies and asked to rate their level of importance. Percentages were used to identify the most important competencies. The skills most frequently identified as important by the industry professionals surveyed were leadership skills, professional ethics, personnel management, and understanding the different laws that affect hospitality operations and management.
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Werner, Justin L. "Environmental management a case study in the lodging industry /." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998wernerj.pdf.

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Wood, Daniel. "Hospitality management skills an educational and workplace comparative analysis /." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003woodd.pdf.

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Scott, Melvia Edna. "Strategies for Retaining Employees in the Hospitality Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1802.

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Employee retention is a critical issue for business leaders. The United States Bureau of Labor Statistics reported over 4.5 million employee separations in 2014 because of resignations, layoffs, or terminations. Hospitality managers face some of the lowest employee retention rates of any industry, which leads to poor customer satisfaction and decreased profitability. The purpose of this multiple case study was to explore the perceptions of 3 hospitality managers from 3 different mid-sized hospitality organizations in Brevard County, Florida. The conceptual framework for this study was built upon motivation theory; existence, relatedness, and growth theory; and expectancy theory. The data were collected through document and artifact review, a reflective journal, and semistructured interviews. Member checking was completed to strengthen credibility and trustworthiness of the interpretation of the participants' responses. Four themes emerged from the data: the motivational outcome, leadership characteristics, most effective retention strategies, and the least effective strategies influencing employee retention. The findings from this study may educate inform hospitality managers on how to stabilize employment, improve retention, and increase customer satisfaction and profitability.
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Lonam, Matthew W. "Hospitality education 2010 : a delphi study /." free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9953878.

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7

Luke, David William. "Making hospitality management programmes relevant to industry : a case study." Thesis, University of Bristol, 1999. http://hdl.handle.net/1983/3271eb2d-041f-411f-8b34-6d64dd0ef073.

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There has been a considerable debate in recent years about the 'fit' between hospitality management education and the needs of the hospitality and tourism industries, with allegations of disproportionate 'wastage' of vocationally labour market entrants to other sectors of the economy. This study began by outlining the evolution of hospitality education in the UK. The study then reviewed models of vocational education and discussed their relevance to hospitality management education. A discussion of the effects of political, industrial and educational debate has been included. A case study has provided an historical review of the evolution of the BA Honours Degree in Hospitality Business Management in an important FHE college, which is the largest single provider of hospitality education in the UK. The study goes on to highlight the transition of graduates into the workplace from 1992 to the present time. The first sections of the study were completed using exhaustive secondary research carried out using all of the library resources at my disposal. The case study was achieved using primary research techniques of questionnaire and follow-up interviews with the graduates and with senior programme administrators from the college. Use of the Dillman (1977) method ensured an exceptionally high response rate to the questionnaire, although it is probably true that my power-distance relationship with the respondents also had a positive effect on the response rate. The researcher also believes that the responses received from the graduates truthfully reflected their views on the questions asked. The final section of this dissertation discusses and analyses the results of the primary research and this is the major innovative part of the work. During the course of the research, a number of themes emerged, and the discussion is aligned with these themes, providing a framework for the analysis. The content of the courses, comprising the four-year programme were generally seen as appropriate by the respondents. However, a number of possible changes were identified which might improve the programme. One surprising result was that it emerged that no change would be needed to fit graduates for the industry for the next decade. A second surprise was the low ranking given to information technology and numeracy by the respondents. This must surely be a misconception by the graduates and this finding is in need of further research. The term 'graduateness' was generally little understood by the respondents. However, once they were familiarised by the meaning underpinning the term, they did comprehend that graduate skills were of considerable importance. Indeed their understanding of graduate skills related very closely to those defined NAB (1986). However, the discussion of their evaluation of numeracy has already been outlined. Not surprisingly, there was considerable overlap between discussion of course content and teaching methods. However, it is important to mention that one of the main issues arising was that of the use of information technology and multimedia in course delivery. This research has found that these methods are seen to be of growing importance for communication and dissemination of information between students. industrialists and educationalists in the hospitality industry, being a truly world-wide industry. One major area of discussion which has arisen in my research is the industrial placement experience. An important finding has been that despite whether the students had received a successful industrial placement experience or not, almost all agreed that industrial placement experience was an essential component of the programme. In fact the research identified that industrial placement is so important, that the government should consider funding research to investigate the value added to students on vocational programmes, with a view to extending the benefits to other subject areas before they undertake primary cost reduction by cutting funding for industrial placement in hospitality management programmes. With regard to employment issues, there were three issues that arose. First, the changing character of the hotel industry, which is likely to provide less opportunity for management development for graduates. Nevertheless, the research identified despite this trend that a very large percentage of graduates were still finding employment in hotels at the present time. Second, the limited language skills of UK graduates, which the research considers as an important negative factor for UK graduates in a time of globalisation and EU aggregation. Finally, UK educational institutions depend to some extent upon recruitment of students from overseas (full fee paying). The recessionary developments in the global economy, especially in the Far East, should give cause for some alarm by UK universities and colleges in this respect.
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Kaewsaeng-On, Rudsada. "Talent management : a critical investigation in the Thai hospitality industry." Thesis, University of Salford, 2016. http://usir.salford.ac.uk/39105/.

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Talent is considered to be one of the main drivers of business success, and the ability to manage talent effectively has become critical in the current business environment. However, there is lack of clarity about the concept of talent in different industry contexts. Also, the hospitality industry is customer oriented and reliant on low skilled workers, and being able to define and manage talent effectively would help the industry to sustain competitiveness. Therefore, this research investigated the application of the concept of talent and talent management within the Thai hospitality industry, and specifically how talent is defined and managed in this industry. The research was also undertaken within the context of the introduction of the ASEAN Economic Community (AEC), which was anticipated to lead increased competition for talented workers. The research used qualitative research methods to get an in-depth understanding of the subject matter. In total 38 semi-structured interviews were conducted at the management level. Data from the interviews is supplemented by documentation and observations; and this ensured triangulation of the responses and thus increased validity of the research. This research uncovered that the concept of talent was widely applied amongst the participating hotels. Generally, talent is defined as high potential or high performance; and the qualities of talented workers include capability, competence, loyalty, and contribution. Also, talent referred to key positions — that is, ‘talent’ is a term related to some workers rather than all workers in the organisation. Moreover, talent was more an acquired rather than natural ability; and this depended on the organisation’s context and the ability of the individual to transfer previous experiences to ‘fit’ with the current environment or situation. Regarding the management of talent, this research identified two main challenges that have to be overcome — the recruitment and retention of talent. The participants indicated that they mainly use both intrinsic and extrinsic approaches to combat these challenges. Consequently, HR activities (especially recruitment and development) are linked to talent retention; with the ultimate goal being to help retain the best talent in the organisation. The implications of these research findings are that organisations need to pay more attention to the recruitment and retention of talent through ‘building good relationships and talent pipelines’ among workers and making employees feel at home within organisations. This fits in with the Thai culture which is based on the idea of the ‘collective society’. This will help organisations understand the art of winning the 'war for talent'.
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Miranda, Pablo. "The level of technical skills and management competency demanded by the hospitality industry as perceived by hospitality recruiters 1998." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999miranda.pdf.

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Nilsson, Robert O. "Desirable Competencies for Middle Managers in the Hospitality Industry." Thesis, Umeå universitet, Institutionen för geografi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-166410.

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The purpose of this thesis was to gain an updated understanding of the needs of thehospitality industry, and the desirable competencies for middle managers. Most previous studieshave stated the importance of continuant research on desirable competencies to update hospitalityeducators and students. This study was conducted to explore what competencies are desirable,why they are desirable, and how one can acquire them. Few, if any previous studies haveexplored how desirable competencies can be acquired. This thesis adapted qualitative methods togain a better understanding of the informants’ perception of desirable competencies. Theinformants were the general, front-office, food and beverage, and housekeeping managers, atthree different hotels of three different hotel-chains. The informants were personally interviewedwith the use of semi-structured interview guides and fake CV’s the informants had to rank duringthe interviews. The result demonstrated desirable competencies in seven different competencydomains: conceptual/ creative, leadership, human resource, interpersonal/communication, finance,technical and culture/language. The first six competencies are similar to Sandwith’s CompetencyDomain Model (1993); however, this thesis adds another competency domain, culture/language.The competencies were found to be desirable for all manager but were utilized in various waysdepending on the manager’s position. According to the informants, most competencies could betaught and developed through a mixture of formal education and work experience, while somecompetencies were considering part of one’s personality or upbringing. The results provide abetter understanding of desirable competencies in the hospitality industry and the importance ofcultural/language competencies which has not been highlighted in previous studies.
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Wood, Stacey. "A Study of the Word "Good" Regarding Entry-Level Management Positions from Hospitality Recruiter and Hospitality Student Perspectives." Thesis, University of North Texas, 2016. https://digital.library.unt.edu/ark:/67531/metadc849644/.

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When asked to identify what characteristics are needed to fulfill an entry level management position in their companies, recruiters replied they were looking for someone “good”. When asked why they are enrolled in a 4 year hospitality program, a student may say to acquire a “good” job. The purpose of this study was to investigate the word “good” as it relates to hospitality industry recruiters in fulfilling an entry-level management position, as well as the hospitality management students perspective of “good” related to acquiring an entry level management position upon graduation from a four year hospitality degree program. This study investigated characteristics, skills, experience, and education of an entry-level manager, as defined by hospitality industry recruiters and hospitality students as “good.” There are opportunities to ensure that development is relevant and valued by both organization and students, through greater understanding of which competencies the industry recruiter is looking for in a “good” entry-level manager. Examples of good practice that enable development of existing talent should be published, in order that industry, academia and college graduates can learn from each other. Industry will ultimately determine the strengths and weaknesses of each four year hospitality degree program, based on whether or not they are able to recruit “good” entry-level managers from the program’s graduates.
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Goodman, Michelle. "Evaluation of the necessity of a college level Hopitality Management program in Southwest Florida." Online version, 2002. http://www.uwstout.edu/lib/thesis/2002/2002goodmanm.pdf.

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Yang, Hui-O. "Human resource management in the hotel industry in Taiwan." Australasian Digital Thesis Program, 2007. http://adt.lib.swin.edu.au/public/adt-VSWT20070704.091205/index.html.

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Thesis (DBA) -- Swinburne University of Technology, Australian Graduate School of Entrepreneurship, 2007.
Doctor of Business Administration, Australian Graduate School of Entrepreneurship, Swinburne University of Technology, 2007. Typescript. Includes bibliographical references (p. 264-285).
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Defries, Robert J. "Minnesota hospitality industry expectations of graduates from the Hotel-Restaurant Management Program at the Alexandria Technical College." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001defriesr.pdf.

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15

Anderson, Andrew. "Decreasing Voluntary Employee Turnover in the Hospitality Industry." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6508.

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The purpose of this qualitative multiple case study was to explore the strategies general managers of full-service hotels used to reduce voluntary frontline employee turnover. The conceptual framework for this study was Herzberg's motivation-hygiene theory. The 3 participants were hotel general managers in the midwestern region of the United States. Data were collected through semistructured interviews with 3 purposefully selected hotel general managers and by reviewing company documents. Data analysis consisted of gathering the data, coding for emergent themes, compiling the data into common codes, organizing the data into themes, interpreting the meaning, and reporting the themes. Four themes emerged from the data: employee retention, leadership characteristics, effective retention strategies, and ineffective retention strategies. The implications of this study for positive social change include the potential to decrease voluntary employee turnover in the hospitality industry. Positive results of decreasing voluntary employee turnover may include increased success within the hospitality industry, which might positively influence productivity, raise customer satisfaction, and increase organizational profits.
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Kim, Jung Hee (Ginny). "Career expectations and requirements of undergraduate hospitality students and the hospitality industry an analysis of differences : a thesis submitted to AUT University in partial fulfilment of the requirements for the degree of Master of International Hospitality Management (MIHM), 2008 /." Click here to access this resource online, 2008. http://hdl.handle.net/10292/477.

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The hospitality industry has seen rapid growth through the last three decades. The hospitality industry in New Zealand is still growing steadily. According to the Ministry of Tourism (2008, para. 3), “Visitor expenditure is forecast (from 2008 to 2014) to increase from $13.73 billion to $19.05 billion per annum, an increase of 41.4%” (Ministry of tourism, 2008b). Therefore, in response to the needs of the industry, training providers have established a number of hospitality, leisure, travel and tourism degrees (O'Mahony & Sillitoe, 2001). However, previous studies have identified that hospitality management degrees tend to lack importance in the actual world (Harkison, 2004a, 2004b; Steele; 2003). Hospitality management students seem to rate the value of their degrees higher than do employees in the industry (Collins, 2002; Raybould & Wilkins, 2005). Therefore, there are gaps between the expectations and assumptions of students and those of hospitality professionals, which have led to problems in the hospitality industry. This study has taken three steps to identify: 1) how career expectations, assumptions and requirements differ between undergraduate hospitality management students and management employees in the hospitality industry; 2) The working histories of managerial employees and their perceptions of the industry’s needs; 3) Establish the perceived value of hospitality management degrees amongst hospitality management undergraduate students and the hospitality industry. To do so, a comprehensive literature review was undertaken, and questionnaires were collected from 137 undergraduates enrolled in a Bachelor of International Hospitality Management degree at AUT University and 74 managerial employees in the hotel industry. After an analysis of the data, the researcher examined and compared the results of both groups’ data with relation to the findings of the literature review. The following key points emerged from the research: most students expected that they would work in the hospitality industry after completing their course and supposed that their first work field would be in a Food and Beverage department at a management trainee level. The results of the survey show a match between students’ long-term career expectations and the working history of employees. Students also seem to understand the environment of the hospitality industry well. These results show that students organise well, planning for their future careers, and these results were similar with those of some previous studies (Brien, 2004; Harkison, 2004b; Jenkins, 2001). The results of this study identified similarities and differences of perceptions between undergraduate students and managerial employees in the hotel industry. Similarities of students’ perceptions and managerial employees’ perceptions are; • Commitment is rated as the most important factor in determining success, while personality is rated the most important attribute for an employee in the hospitality industry. • A degree in hospitality management is not recognised as an important qualification by students or employee respondents. Working experience is more important than a bachelor degree of hospitality management for a prospective employee. • Students and managerial employees believe that the hospitality educators know the industry well, although educators and employees have different understandings of career expectations. • Both parties believe that internship might help hospitality students’ careers in the industry. Differences of perceptions between undergraduate students and managerial employees are; • Students believe that knowledge of the industry and experience are the most significant factors for a new employee in the hospitality industry but employees indicate personality. • Employees believe that using initiative skills are the most important factor for an employee’s career development, whereas students answer communication skills. • Students believe that a hospitality management bachelor degree will contribute more to the hotel business but employees believe that having three years’ experience will contribute more. • Students consider that an employee with a bachelor’s degree in hospitality will receive higher starting salaries than someone without, but employees disagree. • Students suggest that a bachelor of hospitality management degree will affect opportunities for promotion, but employees do not share that opinion. This study found that even if students and managerial employees share some common opinions, many gaps still exist between them. Therefore, the researcher suggests recommendations relating to students’ expectations and assumptions of their job entry level, the working environment in the hospitality industry, the needs of the hospitality industry, and the value of a bachelors degree of hospitality management. Furthermore, the researcher identifies some limitations of this study and areas for further research.
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Damrongphol, Shuensuda. "Factors influencing undergraduate students in the selection of a major in hospitality and tourism management at the University of Wisconsin-Stout." Online version, 1997. http://www.uwstout.edu/lib/thesis/1997/1997damrongphols.pdf.

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Akkaranggoon, Supalak. "Supply chain management practices in the hotel industry." Thesis, University of Exeter, 2010. http://hdl.handle.net/10036/3160.

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This thesis examines hotel food supply chain management practices and hotel food supply chains. The study is informed by qualitative data from 20 hotels of different characteristics. The results show three models of strategic sourcing strategy for affiliated hotels (chef-centred sourcing, centralised sourcing and flexible-centralised sourcing) and two models for independent hotel (chef-centred sourcing, and chef and owner sourcing strategy). Chef-centred sourcing can be a sourcing strategy for any type of hotel regardless of their affiliation; this sourcing strategy, however, is common among small group hotels, independent hotels and high-end hotel restaurants. Group hotels, however, are likely to employ a centralised-sourcing strategy with a degree of flexibility regarding supplier selection at property level. It was found that the higher the level of service, the more flexible the centralised sourcing strategy. These sourcing strategies have a strong, direct effect on how individual hotels source their food and therefore their food supply chain network structures. It is apparent that hotel food sourcing practice is complex and dynamic, and hotel business format is the main factor influencing individual hotel sourcing strategies. Hotel foodservice is characterised by low exploitation of information technology and manual-based supply chain activities with a high level of dependency on head chefs regarding supply chain performance. There is low level of implementation of supply chain initiatives among hotels in this study and the reason for this may be the products and production characteristics which differ from those in the retail sector. Although supplier cooperation and relationships between head chef and suppliers were found, there was an overall low level of collaboration between buyer and supplier. Consumer - ii - usage information was underutilised and under cultivated. Traditional arms-length buyer-seller relationships were commonly found in group hotels at both company level and property level. Overall hotel food SCM practice still displays traditional management characteristics and price-led decisions being apparent. An exception was found in high-end foodservice outlets and some outlets with chef sourcing strategies, where close long-term relationships between chefs and suppliers were found. The originality of this research lies in its attempt to fill a significant gap in hospitality management literature as well as to synthesise literature in the realms of supply chain management and hospitality management.
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Mhlongo, Peniel. "Factors impacting womens’ career development in the hospitality industry." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2781.

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Thesis (MTech (Tourism and Hospitality Management))--Cape Peninsula University of Technology, 2018.
Factors that impact female managers in career development in the hospitality industry The hospitality industry is growing fast with the result there is a demand for more employees to assist in the various aspects of the industry. Together with this there is a noticeable increase in the number of females occupying management positions within the industry. The phenomenon that women are still restricted in career advancement is still evident. Several Studies show that the number of women in managerial positions is unbalanced compared to the percentage of women in the workforce including the hospitality industry. What does it take for female managers to attain and retain managerial positions? What challenges or obstacles are female managers confronting that are hindering their career development? This research project presented the general profile of female managers in Cape Town’s five and four star hotels, and examined the different factors that impact the female manager’s advancement in career development within the hospitality industry. The purpose was to identity the different factors that hinder female manager’s career development in hospitality industry. And the factors formulated are social, personally, cultural, economical, and professional or industry related and evaluate what the hospitality industry is doing in promoting and encouraging women’s career advancement. The target population for this study was female managers in Cape Town’s five and four star hotels. The criteria used included all female managers, in different departments within the selected Cape Town’s five or four star establishments. The research design consists of self administered questionnaires sent to a sample of five and four star hotels. Ethical consideration was considered important in the process of the research study. The results demonstrate that there are different factors hindering women in maintaining, obtaining and sustaining managerial postions within the hospitality industry. The significance of the research study will assist the female managers and the industry identity the different factors that interrupt women’s career development in the industry and identity different and appropriate strategies to promote and enhance women’s progression in the hospitality industry.
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Kim, Chol Yong. "Development of a framework for identification of political environmental issues faced by multinational hotel chains in newly industrialized countries in Asia." Diss., This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-07122007-103936/.

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Griffin, Robert K. "Critical success factors of lodging yield management systems : an empirical study /." Diss., This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-07102007-142522/.

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Turkson, Elizabeth Rosalind. "A study of applied management knowledge : the case of the hospitality industry." Thesis, University of Surrey, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.435199.

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Yap, Matthew Hong Tai. "Human immunodeficiency virus and diversity management in the hospitality industry in Asia." Thesis, Manchester Metropolitan University, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.426941.

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Fouejio-Tsobze, Brice. "Energy management in the South African hotel industry." Thesis, Cape Peninsula University of Technology, 2010. http://hdl.handle.net/20.500.11838/2211.

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Thesis (MTech (Electrical Engineering))--Cape Peninsula University of Technology, 2010.
In recent years, the South African hotel industry has experienced increasing demand for hotel's services. At the same time, mounting costs of energy affects energy performance and public image. Energy management is a new approach to address those widespread problems. This study aimed to suggest good management practices and develop a "self-help" approach, to reduce the demand and costs of energy for the South Africa hotel industry. This is expected to result in monetary savings and conservation of energy resources. This has been done by conducting survey within seven selected hotels in Cape Town, metropolitan of South Africa. In addition, through the "self-help" guide, approaches to energy management system are also described, showing the ways for hotels to achieve better energy performance. Potentials for savings from good housekeeping are estimated to 10 - 15%. The "self-help" guide is recommended to be improved through implementation in pilot hotels; and the proposal set of benchmarks need to be different for hotels in different provinces of South Africa considering the differences in climate conditions. The result of this study range from presenting the energy conservation awareness, barriers, method of conservation, financial and institution mechanisms, policy measures, status of energy use and propose strategy to develop a "Self-help" guide for energy management in South African Hotel industry. It has been found that energy monitoring has been done in the South African Cape Town hotels. From the total energy consumed by this industry, electricity accounts 80% of it of which air conditioning takes the biggest share (about 50%) and the remaining for Liquefied Petroleum Gas (LPG), diesel and others fuels. In addition, through the "self-help" guide, approaches to energy management system are also described, showing the ways for hotels to achieve better energy performance. Potentials for savings from good housekeeping are estimated to 10 - 15%. The "self-help" guide is recommended to be improved through implementation in pilot hotels; and the proposal set of benchmarks need to be different for hotels in different provinces of South Africa considering the differences in climate conditions.
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Eichhorst, John. "Green Bay and Fox Valley area hospitality industry expectations of graduates from the Hospitality and Tourism Management Program from Fox Valley Technical College." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005eichhorstj.pdf.

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Quintano, Alfred. "Hospitality industry decision analysis in Malta : application of a hybrid-balanced scorecard." Thesis, University of Portsmouth, 2015. https://researchportal.port.ac.uk/portal/en/theses/hospitality-industry-decision-analysis-in-malta(a8c7ad48-612d-4c62-ae39-9243177e4fd0).html.

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The primary elements of the travel experience are transportation and accommodation. Travellers choose between various suppliers with the final choice being determined by an evaluation of a number of criteria. In the case of hotel accommodation, the choice is based on a multi-criteria assessment of a hotel’s perceived attributes. The aim of the thesis is to determine and analyse the weighting and ranking attributed by potential customers to a number of criteria used in selecting a 5-star hotel framed in the four perspectives of the balanced scorecard and confront with those made by hotel managers. The customer decision criteria identified in this study mirror key result areas used in hospitality management performance measurement tools such as the balanced scorecard. The 5-star hotel industry in Malta has performed exceptionally well in recent years, in a dramatically changed scenario in which the source of bookings for Malta visits changed from 70% package tours in 2006 to 45% in 2014, with 55% individual bookings. This was driven by the introduction of low cost carriers. Disintermediation necessitated a customer-centric approach by hotel managers entailing their full awareness of what the customer expects from a 5-Star hotel. This research study set out to confirm or otherwise reject this hypothesis by a survey of potential 5-star hotel customers complemented by a survey targeting managers in 5-star hotels in Malta. Strong correlation between survey results is noted and both sets of findings are subjected to sensitivity analysis, and practical implications are drawn.
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Cameron, Ann. "Information and communication technology in Auckland hotels context and impact : thesis submitted to Auckland University of Technology University in fulfilment of the degree of Master of Philosophy, April 2007 /." Click here to access this resource online, 2007. http://aut.researchgateway.ac.nz/handle/10292/212.

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Pinto, Erica S. "The information needs of finance executives in the hospitality industry." Thesis, Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/101317.

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This exploratory and descriptive study examined the information needs, sources and uses of Chief Financial Officers in the Hospitality Industry, for strategic capital investment decision making. The amount of environmental scanning currently being conducted for use in the strategic capital investment decision making process was also investigated. A survey questionnaire was used to gather information from 200 Chief Financial Officers. 46 questionnaires were returned, resulting in a response rate of 23.00%. Content analysis and statistical analysis were used to analyze the the data collected. Content analysis of publications cited was used to identify which areas of the environment were emphasized as most important to Chief Financial Officers for strategic capital investment decision making. The economic sector clearly dominated the literature, though there does appear to be a need for more adequate information concerning all segments of the external environment (Social, Technological, Political, and Economic). Finance executives were found to rely much more on external documentary sources of strategic information, than on internal or personal sources. Newspapers and trade journals were perceived to be the most important sources of external strategic information, and were also the most frequently cited sources. Based on the results of the statistical analysis conducted, there is a relationship between the size and complexity of an organization, and the amount of information needed by decision makers in the organization. In organizations without an environmental scanning function, it was found that the marketing and research & development functions were more involved in environmental scanning; and in organizations with neither an environmental scanning nor a research & development function, the accounting function was more involved in environmental scanning.
M.S.
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Newham, Nicole. "Customer relationship management in the hospitality industry : identifying approaches to add stakeholder value." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/967.

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Thesis (MBA (Business Management))--Stellenbosch University, 2008.
ENGLISH ABSTRACT: The aim of this study was to determine approaches to CRM within the luxury hotel sector in Cape Town in order to add value not only to guests, but to all stakeholders of the hotel. This was done by conducting a literature review, supported by a sound base of primary research. The findings proved that CRM theory holds true for most luxury hotels and the notion that luxury hotels in modern times cannot afford to be without a CRM initiative, was underpinned. Furthermore, the concept of an aligned strategy and vision in terms of a hotel's CRM approach was found to be integral. Staff buy-in and co-operation are of utmost importance for any hotel property implementing a CRM initiative. Additionally, training and education on the importance of CRM was highlighted as an important factor to get all staff on board. Management needs to become customer relationship management experts themselves in order to inspire and motivate staff to excel at building relationships with guests. Moreover, the common mistake of hotels to place greater impetus on CRM technology than training and lack of leveraging CRM investments was examined as some of the main reasons for the failure of CRM initiatives. Although CRM technologies are extremely powerful tools and may facilitate a hotel's CRM strategy, they cannot be viewed in isolation and made responsible for the success of such a programme. Training is vital to enable staff to use these systems optimally and to turn guest data into gold. The importance of people was also emphasised in the light of personalisation of service; having the correct staff with an aptitude for guest service and hospitality is imperative. Lastly, the concept of customer-centric processes and systems was stressed. Everything a hotel does in terms of CRM efforts should be derived from the notion of guest satisfaction. Guest satisfaction is the one essential element that will enable a hotel to flourish and enjoy a firm base of repeat business. Repeat business is the most rewarding type of business for a hotel as it means that guests are satisfied with their service and will promote the hotel to others at no additional cost to the hotel.
AFRIKAANSE OPSOMMING: Die doel van hierdie navorsingstuk was om die houding van luukse hotelle in Kaapstad teenoor kliënte verhoudingsbestuur (KVB) te bepaal en vas te stel hoe alle aandeelhouers van die hotel voordeel kan trek uit KVB. Die doelwit was bereik met behulp van primêre en sekondêre navorsing. Die bevindinge het bewys dat KVB teoreties waarde toevoeg tot meeste luukse hotelle. Die feit is geboekstaaf dat luukse hotelle nie sonder KVB kan oorleef nie. Dit was ook gevind dat 'n geintegreerde strategie en visie van uiterste belang is in KVB in hotelle. Personeel samewerking en entoesiasme is ook uitgelig as belangrike elemente wat die sukses van KVB bepaal. In hierdie opsig, was opleiding 'n integrale faktor tot die bevordering van personeel deelname. Die bestuur van hotelle moet self kundiges raak op die gebied van KVB om sodoende personeel te inspireer en motiveer om ook waardevolle kliënteverhoudinge te bou. Algemene foute wat hotelle begaan in terme van KVB is die feit dat meer klem gelê word op KVB tegnologie as op opleiding en dat die opbrengs op die inisiële belegging in KVB nie in ag geneem word nie. Alhoewel KVB tegnologie van onskatbare waarde is om 'n hotel se KVB strategie suksesvol te maak, kan die sukses van so 'n strategie nie alleenlik daaraan toegeskryf word nie. Ten einde die personeel te bemagtig om hierdie sisteme optimaal te benut, moet opleiding weereens as 'n area van belang beklemtoon word. Nog 'n prioriteit is die kwaliteit van personeel wat aangestel word; personeel moet 'n natuurlike aanvoeling hê vir kliënte diens en persoonlike interaksie.
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Zimmerman, Kenneth L. "Perceived and preferred organizational culture on behavior intentions in the hospitality industry." Thesis, Capella University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10255105.

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Already a challenge to human resource professionals is retaining talented employees. Increasing human resource management’s knowledge of how employees’ perceived and preferred organizational culture contributes to job satisfaction, intent to remain, and willingness to recommend the organization could have a significant positive impact on the reduction of turnover intention. In this quantitative, nonexperimental, correlational study, the researcher investigated the relationships between the independent variables (i.e., employees’ perceived culture and employees’ preferred culture) and the dependent variables (i.e., employee job satisfaction, intent to remain, and willingness to recommend the organization), while controlling for specific demographics. The Hospitality Industry Culture Profile (HICP) was used to measure the independent, dependent, and control variables. There were total of 143 survey participants actively working in the hospitality industry resulted in 88 completed surveys for a response rate of 62%. Regression analyses were conducted to assess the relationships among perceived and preferred organizational culture, job satisfaction, intent to remain with the organization, or willingness to recommend the organization. The coefficient of determination (R 2) indicated that there was a 25% variability in job satisfaction, 23% variability in intent to remain, and up to 44% variability in willingness to recommend. The results of this research identified that a relationship does exist between the employees’ perceived organizational culture and the behavioral intentions of job satisfaction, intent to remain, and their willingness to recommend the organization as a good place to work. Because of the lack of younger workers that participated in the study in the age category of 22-34 (n=27, 19%), a recommendation for future research would be to conduct a study directed at the millennials who are working in the hospitality industry. This may add to the body of knowledge and have a practical application for human resource management when making adjustments to the culture of the organization.

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Collier, Eric. "Managing disciplinary application in the hotel industry." Thesis, Cape Technikon, 2004. http://hdl.handle.net/20.500.11838/1587.

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Thesis (MTech (Tourism and Hospitality Management)--Cape Technikon, Cape Town, 2004
The problem of managing discipline in the hotel industry ranges from senior managers failing to manage discipline correctly, to junior/middle managers having insufficient practical experience and confidence to discipline effectively and justify the decisions they have made. Senior managers therefore lack confidence in junior/middle management's ability to manage discipline. The objective of this study is to provide senior management with simple, workable solutions to manage discipline correctly. This will enable senior management to delegate the management of discipline to junior/middle management correctly; to improve the confidence of junior/middle management in the management of practical discipline; to improve the confidence level of senior management in the ability of junior/middle management to manage discipline; and to .improve the ability of junior/middle management to correctly and confidently justify disciplinary decisions they have made. The study recommends that: senior management should take the lead and initiative to allocate time with junior/middle management to plan how to manage discipline effectively; the success of senior management's performance should be measured by how well junior/middle management achieve the performance competence to formally and practically manage discipline; senior management should provide structured feedback, coaching and counselling to junior/middle management on their performance; and senior management should coach junior/middle management on how to justify disciplinary decisions. The cost of this change, namely, coaching and influencing people, is not monetary, but one of commitment. It is the choice senior management should make. The choice is to want control or to coach, namely, to use power to change or influence change, to compel or develop people to take responsibility and ownership for what they were employed to do.
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Rash, Catherine I. "Critical success factors in Florida's bed and breakfast industry." Honors in the Major Thesis, University of Central Florida, 2009. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1313.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.
Bachelors
Rosen College of Hospitality Management
Hospitality Management
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Gheliji, Elham. "Human Resource Management Strategies in Hospitality Industry : Employees’ competence, attitude, behavior and organizational operation (management perspective)." Thesis, Högskolan Dalarna, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:du-29713.

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The current study demonstrates human resource strategies in hospitality industry (Hotel segment) and its impact on employee competencies and skills. The human resource management enhances employee performance and their credibility to maximize overall firm goals in hotel segment. Employees with level of attitude and behavior provide best services and performances. In this regard, service managers need to support and improve their employees’ skills and competencies related to the organization structure and strategy. Therefore, it is necessary for organization to have strong human resource management strategies to optimize the employees’ competencies and performance which drives higher organizational productivity. The research question of this thesis is how managers perceive that human resource management strategies influence on employees’ skill and competence in the hotel segment of Gothenburg? The data collection indicates that different human resource strategies executed to sustain employee roles and responsibilities. Various human resource strategies should implement to achieve valuable outcomes contributing to employees’ satisfaction and organization performance. Training practices, recruitment and selection, compensation and incentive practices, performance management and job design are essential human resource strategies which are identified in this research study. The thesis applies qualitative approach. Empirical data are collected through structured interviews. Moreover, the interactive model is used to analyze the collected empirical data.
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Alamu, Abimbola Peter. "Human Capital Development Strategies for the Tourism, Hospitality, and Leisure Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2513.

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A shortage of skilled labor could cost the tourism, hospitality, and leisure industry (THL) a loss of $610 billion and 14 million jobs by 2024. The literature contains the contributions of specialist THL institutions but not that of the industry leaders to ameliorating this human capital (HC) challenge. The purpose of this multicase study was to explore the HC productivity strategies used by THL business leaders in Nigeria that improved employee productivity despite the lack of specialist THL institutions. The human capital theory (HCT) was the conceptual framework of the study. Coding of data derived from semistructured interviews with 3 THL industry leaders followed the modified Stevick-Colaizzi-Keen method. Triangulation of the interview data, site observations and company documents resulted in 5 strategy themes. The study indicated that recruiting persons with essential social capital, inducting them into high ethical standards, providing in-house training, motivating with reward and recognition, and adoption of affordable technologies are key industry strategies for THL HC development. The study findings can be adopted into THL organizations human resource management strategies and as input for training managers in the THL industry. The results of this study may contribute to social change by keeping more people gainfully engaged, increasing the dignity and prosperity of THL employees and their families, and reducing the undesirable effects of unemployment such as the high crime rate in southern Nigeria.
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Gibney, Laura (Laura Margaret). "Limitations of a state-initiated and controlled system of worker participation in industry : the Zimbabwean example." Thesis, McGill University, 1986. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=65488.

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Sorensen, Matthew J. "Industry expectations of tourism and hospitality management education at Mount Saint Vincent University." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0017/MQ49234.pdf.

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Simmons, Jona Cary Hubbard Susan Sorrells. "Hospitality internships as a career development tool stakeholder perceptions and expectations /." Auburn, Ala., 2006. http://hdl.handle.net/10415/1303.

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Song, Haitao. "Information management in the travel industry: The role and impact of the Internet." Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=init_6662_1178282746.

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In this information age, the Internet has found a role in various industries such as transportation, advertising, etc. The travel industry, in which communication between travellers and travel service providers is a very important component, has as much potential as any other industry to make full use of this new medium. Already, most travel agencies and travel service providers promote their products and services using web sites. Searching for information online is now seen by many people as a way to save time and cost, especially in their travel activities. In order to fully deploy the Internet within the travel industry, understanding the use of the Internet in tourism is critical. This research sets out initially to examine the role and the impact of the Internet in the whole of the travel industry. But in order to define an achievable scope of work and because of its importance in South Africa at this time, tourism within the travel industry was chosen as the focus of the work.

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Simbi, Joseph. "Levels of selected gaseous pollutants in ambient air in the vicinity of a chemical industry, Kwekwe, Zimbabwe." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2015.

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Thesis (MTech (Environmental Management))--Cape Peninsula University of Technology, 2015.
The integrity of natural air has been compromised due to the deposition of chemical, biological and particulate substances from natural and anthropogenic sources. Adverse health consequences arising from the exposure of plants, animals and human to elevated atmospheric concentrations have been reported severally. The ambient baseline levels of many air contaminants in urban and industrial layouts of many Africa cities, especially Zimbabwe have not been fully characterized. Information on levels of these contaminants and their real time variability is therefore scarce and scanty. In this study, the ambient air concentration levels of selected gaseous pollutants in the vicinity of a fertilizer production facility in Zimbabwe were investigated. Nine sampling stations were systematically and randomly identified for the measurement of selected air pollutants (SO2, NO2, and NH3) the fertilizer production factory to capture air quality data on all wind directions. The electrochemical Drager Sensors which rely on electrochemical measuring transducer for measuring concentration of gases under atmospheric conditions was used for the measurement of NH3, SO2, and NO2. The ambient air monitored was allowed to diffuse through a membrane into the sensor liquid electrolytes, containing a sensing electrode, a counter electrode, a reference electrode, and an electronic potentiostat-circuit which ensures constant electrical voltage between the sensing electrode and the reference electrode. The flow of electrons, generated by the reaction is proportional to the concentration of the measured gas. The observed concentrations of NH3, SO2, and NO2 measured within and around the study site were very variable. Levels of NH3 ranged between 0.36 - 7.36 ppm; corresponding values for SO2 and NO2 were 0.02 - 84.61 ppm and 0.61 - 34.78 ppm respectively. These concentrations were significantly higher (p < 0.05) than measured (NH3; 0.01 - 0.05 ppm: SO2; 0.03 - 0.18 ppm: NO2; 0.17 - 1.30 ppm) at the control sampling station about 5 km from the industry. Isokinetic and dissipation of the measured gases, governed by the processes of molecular diffusion and convection, confirmed a common pattern of distance dissipation. Thus, the cloud concentrations of NH3, SO2, and NO2 within the facility were higher than observed distances away from the fertilizer factory.
Zimbabwe Presidential Scholarship
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Palin, Maurice George. "Quality aspects of vocational higher education, with special reference to hospitality management." n.p, 2004. http://ethos.bl.uk/.

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Safari, Ernest. "Perceptions of the accomodation sector regarding the tourism value chain with specific reference to the Western Province of Rwanda." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/1600.

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Thesis ( M Tech( Tourism and Hospitality Management))--Cape Peninsula University of Technology, 2011
This study investigates the perceptions of the accommodation sector regarding the tourism value chain in the Western Province of Rwanda. The fact that the study could assist local communities with poverty alleviation in Rwanda has raised the issue of how the perceptions of the accommodation sector could be used to enhance the value chain so that it would benefit all the participants in the industry in that province.The study is undertaken to improve the understanding of the perceptions held by accommodation service providers regarding the tourism value chain. In order to achieve this, the researcher set out to gain a greater knowledge of tourism development planning, as well as to investigate the possible socio-cultural, economic and political impacts that could follow the effective implementation of the tourism value chain on the accommodation sector. Both the positive and the negative impacts of a tourism value chain on the local communities in Western Province of Rwanda were examined.In terms of the national tourism policy, tourism has become a priority. It is regarded as an economic activity that can contribute more than any other sector to poverty alleviation. This study therefore examines the current perceptions held by the practitioners of the industry as they develop tourism products and services in the country. In addition, the study examines the key benefits and concerns of the accommodation establishments about the tourism value chain
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Doherty, Elizabeth Jane. "An evaluation of human resource management in the UK hospitality industry from 1990-2000." Thesis, Oxford Brookes University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.247599.

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Wilson, Mervyn Daniel James. "Management competencies in the contract catering sector of the hospitality industry in Northern Ireland." Thesis, University of Ulster, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.264812.

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44

Wilkinson, Richard F. "Hospitality management student work aspect preferences and reinforcers in the quick service restaurant industry /." free to MU campus, to others for purchase, 1997. http://wwwlib.umi.com/cr/mo/fullcit?p9841193.

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Yupa, Nanthachai Riegle Rodney P. Padavil George. "Desirable competencies for hospitality educators in Thailand a Delphi approach /." Normal, Ill. Illinois State University, 2002. http://wwwlib.umi.com/cr/ilstu/fullcit?p3064535.

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Thesis (Ph. D.)--Illinois State University, 2002.
Title from title page screen, viewed January 24, 2006. Dissertation Committee: Rodney P. Riegle, George Padavil (co-chairs), Barbara Heyl, Mohamed Nur-Awaleh, Somchai Hiranyakit. Includes bibliographical references (leaves 123-129) and abstract. Also available in print.
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Deighton, Jennifer. "DETERMINING PREDICTIVE FACTORS OF INTENT TO STAY WITHIN THE HOSPITALITY INDUSTRY." Kent State University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=kent1604663882181397.

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47

Simillidou, Aspasia. "Managing emotional labour consequences during aggressive customers' interactions : a study of the Cyprus hospitality industry." Thesis, University of Gloucestershire, 2016. http://eprints.glos.ac.uk/4677/.

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This doctoral investigation explores the area of emotional labour in relation to aggressive customers’ behaviours. In more detail, it is focussing on the way employees engage in emotional labour, which can be done either by surface acting or deep acting, when they are interacting with aggressive customers and the consequences that may arise due to this method. The thematic and narrative literature review conducted by the researcher on the initial stages of this thesis provided the basis and foundations of the creation of the initial conceptual framework on managing the negative consequences of surface acting when interacting with aggressive customers and achieving the desired deep acting during those interactions. The researcher follows the constructivist / interpretivist philosophical approach in her study, and adopts the methodological triangulation for conducting her primary research by using a combination of two qualitative methods, semi-structured interviews and focus groups. The semi-structured interviews were contacted first, and the focus groups, as an additional method, had the purpose of either validating the results or adding to them accordingly. This study revealed that employees are only engaging in surface acting when they are interacting with aggressive customers. This results in a number of negative consequences. The current research has focussed on how to overcome those negative consequences. It further explored the ways that would engage employees in deep acting during those challenging interactions with aggressive customers and the positive effects. The results were presented in the empirically validated conceptual framework that has been created. The findings of this doctoral investigation have contributed both in theory as well as practice. The theoretical contributions include innovative additions to the existing theoretical gaps in the area of emotional labour in terms of how to overcome the negative consequences of surface acting and enhance the use of deep acting during interactions with aggressive customers. Further on, there are also contributions in the literature of the hospitality industry that has been under-researched in regards to this area. In addition, this research is adding to the existing knowledge of how to handle aggressive customers since it is including important findings on how to handle employees’ emotions so that aggressive customers are being treated more effectively. This also benefits the theory of marketing by offering the opportunity for further researchers to use the current empirically tested theoretical framework in order to test the relationship between engaging in deep acting and eliminating customer dissatisfaction. In terms of practical contributions, this research is adding knowledge to the hospitality industry employees, the management and the industry as a whole. While utilising this framework, both management and employees will be able to offer more genuine emotions to their aggressive customers and therefore be able to achieve the best possible results for the organisations they are working for.
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Farren, Sean Michael. "An evaluation of whether the management practices of four companies (representing the printing industry in Bulawayo, Zimbabwe) have affected their profitability and success in the period 2003-2004." Thesis, Rhodes University, 2005. http://hdl.handle.net/10962/d1007926.

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Nohria, Joyce and Roberson, a trio of academics in the United States, wrote an article in the July issue of the Harvard Business Review in 2003 entitled "What Really Works". For several years they had studied the management practices of 160 companies in the United States with a view to determining what made certain companies consistently successful. They found that the most profitable companies in their study were not successful because they utilised the latest management tools and techniques, but rather that they had a strong grasp of business basics. Companies outperformed their industrial peers, because they excelled at what they called the four primary management practices - Strategy, Execution, Culture and Structure. These practices were supplemented by a proficiency in any two out of four secondary practices - Talent, Innovation, Leadership and Mergers and Partnerships. They called this winning combination the 4 + 2 Formula for business success. The purpose of this thesis is to determine whether competence in these management practices applies in the Third World. The study will concentrate on four companies representing the printing industry in Bulawayo, Zimbabwe. Zimbabwean companies are faced with a number of unusual obstacles that do not exist in First World free market economies. This study will attempt to examine the nature of the obstacles faced and how each company deals with them. It will determine whether the management practices outlined by Nohria et ai, are valued to the same degree in the Zimbabwean context, and how far they contribute to profitability.Because of the pace of change in Zimbabwe, the research will focus on the period 2003 - 2004 and evaluate another management practice - change management. The forces of change can often be so radically negative, that if companies are not adequately prepared, they may face imminent collapse. Change management, the process of anticipating, reacting to and driving forces of change, has become a vital competency. Without it, the prospects of profitability and success in the Zimbabwean environment are slim. For this reason, this management practice will be given the same focus as those eight discussed by Nohria et al.
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Roni, Saouma. "Risk Management in the Swedish Hotel Industry : Managing Safety & Security Infra Hospitium." Thesis, Södertörns högskola, Institutionen för ekonomi och företagande, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-9940.

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The hotel industry prides itself in its welcoming attitude towards its guests by offering hospitality, comfort and privacy. At the same guest safety and security has been argued to be of primary concern in the industry. The aim of this thesis is a) to study how hoteliers develop and implement risk management plans and procedures to ensure safe hotel operations, and b) to study how it is possible to gap the bridge between providing hospitable services, which at the same time are safe and secure. A qualitative, cross-case study has been applied. The study builds on theories composed primarily of established step-by-step risk management processes. In-depth interviews were carried out with four managers at different hotels across Sweden. The study found that the hotel industry in Sweden lacks a common risk management framework for which to implement consistently and coherently. A common framework would enable hotels to embrace risk management and be able to utilize it in their operation. Furthermore, it was found that risk management ought to be integrated in all organizational activities and processes. It should not be an isolated event, but rather implemented on an on-going basis. It is imperative for hoteliers to realize that hospitality is not only related to offering qualitative services, but also that ensuring guests of their safety/security is a major part of the overall service. In addition, providing hospitable services that are safe at the same time necessitates that risk management is implemented consistently by regularly aiming to raise current standard. Hence, continuous improvement ought to be of fundamental importance in any organization that is fully committed to risk management. This thesis, therefore, suggests a model that interlinks risk- and quality management.
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Hanekom, Gertruida Catharina. "An Operational environmental guideline for the hospitality industry according to ISO 14000." Pretoria : [s.n.], 2003. http://upetd.up.ac.za/thesis/available/etd-10312003-124732.

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