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Patel, Bhavisaben. "A hospitality resource booking management system /." Leeds : University of Leeds, School of Computer Studies, 2008. http://www.comp.leeds.ac.uk/fyproj/reports/0708/PatelB.pdf.
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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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Malone, Joanne. "Creative teaching methodologies for hospitality management education." Thesis, Queen's University Belfast, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.602396.
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This dissertation explores the role of creative teaching methods in hospitality management education. It examines how hospitality lecturers and students perceive the role of creativity in a selection of higher education institutions in the Republic of Ireland. It also reports on the current level of creative leaching practices within the hospitality discipline in these institutions and how effective they are within the disciplinary and institutional contexts in which they occur. A mixed methods approach was used to gather the views of lecturers and students concerning creativity and its role in higher education within the hospitality discipline. The research adopted three traditional data collection methods: survey questionnaires, interviews and focus groups. The data from the student and lecturer surveys were combined with data from interviews and focus groups to provide an indication of the current levels of creativity in teaching methods. On the whole, the hospitality lecturers and students in the study supported the use of creative teaching methods to enhance hospitality education. This position is consistent with current literature in the field. A range of factors and conditions were identified by the research as enabling or inhibiting the adoption of creative teaching methods in hospitality management education. These included challenging working conditions and a lack of available resources. Additionally, this research was used to identify what the respondents perceived as missing from hospitality education and how teaching and learning could be improved. The results suggest that questions need to be asked about the structure of many hospitality management programmes. The consensus among lecturers and students was the need for a more practically orientated curriculum and increased opportunities for structured work placements. In summary the results of this study add to our understanding of how hospitality lecturers and students perceive the role of creativity in higher education. They also indicate the current level of creative teaching practices within the hospitality discipline and how effective they are within the disciplinary and institutional contexts in which they are practised.
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Horton, Kimberley. "A hospitality management student career planning guidebook." Thesis, California State University, Long Beach, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1600054.
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The purpose of this project is to create a career planning guidebook for undergraduate hospitality management students. This guidebook will allow students to determine what their interests are in various hospitality careers. Students’ interests will be determined by performing a self assessment via the web based O*Net Interest Profiler™ instrument. The Interest Profiler report will identify students’ interests based on the six personality types adapted from John Holland’s typology of personality types and work environments.
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Boyne, Stevan. "Leadership and motivation in hospitality." Thesis, Bournemouth University, 2012. http://eprints.bournemouth.ac.uk/20767/.
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Customer contact service employees in hospitality organisations have a critical role to play in satisfying customers’ expectations. However, it is recognised that hospitality service jobs are often associated with low pay, long and anti-social hours, unstable and seasonal employment, low job status, a lack of career opportunities and poor levels of benefits. In the light of factors such as these, which are likely to militate against high levels of motivation - and consequently to reduce the quality of customer service - addressing hospitality customer service employees’ motivation can be viewed as a priority for hospitality management. Inspirational, motivational leaders can motivate employees to ‘perform beyond expectations’ and previous studies of leadership in hospitality have demonstrated a number of positive outcomes related to the presence of inspirational leaders. No studies have been identified, however, that have measured the specific influence of motivational leadership on hospitality service employees’ job performance. To evaluate the contribution of motivational leadership to employee work motivation, work motivation was measured using both employee attitudes and job performance. Data were collected from a sample of non-supervisory waiting staff in hotel businesses in the UK. In total, two hundred and thirteen usable survey forms were returned from twenty seven UK hotels with table service restaurants. All of the participating organisations were rated as three or four stars and the mean number of non-supervisory waiting staff in these hotels was twenty three. The study finds that motivational leadership, alongside employee perceptions of empowerment and employees’ work orientations, contributes positively to both work attitudes and job performance. The research also finds that motivational leadership enhances employees’ work meaning and understanding of organisational goals (mission clarity). In addition to its empirical dimensions, the research contributes to hospitality studies theory by critically appraising the leadership-related hospitality literature and making recommendations for the future progress of hospitality leadership studies.
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Jitpraphai, Supatcharajit, and n/a. "Hospitality management perspectives on casino tourism in Thailand." University of Otago. Department of Tourism, 2008. http://adt.otago.ac.nz./public/adt-NZDU20080523.122348.
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Apparently, gambling seems to be valued as a leisure activity and a form of entertainment in many parts of the world. Public attitudes toward gambling have shifted from viewing it as a vice to treating it as an opportunity to exploit (Eadington 1997, 2000). Relaxation of constraints on existing commercial gaming activities and legislative change in authorising gambling has occurred extensively. The proliferation of casinos makes people perceive gambling as a legitimate activity and as an economic hope. According to Pizam and Pokela (1985), casino gambling however is a controversial tourism development strategy. Eadington (1986) also points out that legalised gambling causes economic and social changes in communities and changes their image. Thus, both the character and reputation of the community may be altered as a result of initiating casinos as a tourist attraction.
The legalisation of gambling has been a subject of considerable debates in Thailand for a decade and it has been brought into the cabinet�s meeting from time to time. Some politicians and academic scholars suggest that casinos should be introduced as a tourism development strategy to combat the country�s economic and financial crisis. Many people are attached to strong belief that gambling is a sinful activity. It is inherently immoral and contrary to accepted family and social values. It is a voluntary regressive tax in which its effects fall most heavily on lower-income groups. It is morally wrong, and can cause an addiction that is often linked to personal and family tragedies. It also attracts criminal activities and political corruption (Piriyarangsan et al. 2003; Cornwel-Smith 2005). As social acceptance of casino gambling has globally increased, this research aims to gauge hospitality management perspectives on gambling and casino tourism. The focus of the paper is to investigate hospitality executives� attitudes towards relationship between Thai tourism and casino gambling; to explore their views on casino legalisation and regulation; as well as to examine their opinions about casino impacts, operation and management if casinos are legalised in Thailand.
Mail questionnaires were carried out during September 2003 - February 2004, resulting in 212 returns of respondents. Then, 18 semi-structured interviews with hotel and tour executives, politicians, policemen, government officials, directors of social service organisations and religious leaders were undertaken in May - July 2005 to acquire more insights into the issues. A combination of quantitative and qualitative data indicates that Thai people have mixed feelings about casino tourism. Although quantitative findings show hospitality group welcome the idea, but they do not want it in their own backyard. Qualitative results are more in opposition. Majority of interviewees hold the differing views. The study concludes that casinos gambling may function simply as a value added or an enhancement to a destination in Thailand, not a main tourism attraction. It is strongly suggested that casino gambling and Thai tourism industry should not be connected. Instead, �Thai� hospitality and cultures should be promoted as a unique tourism product of Thailand.
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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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Duncan, Shawn Adrian. "UP hotelier school : a school of hospitality management." Pretoria : [s.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-11242008-230853.
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Hine, Catherine. "Transitioning beyond undergraduate hospitality education : a dialogic analysis of final year hospitality students' narratives of employability." Thesis, University of Plymouth, 2017. http://hdl.handle.net/10026.1/10143.
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Employability has become a key consideration for graduates, and society. Increasingly the trajectory of individuals at age 18 involves the completion of an undergraduate level degree qualification. This thesis presents a sociologically grounded study into the dialogic construction of employability in final year hospitality students and recent hospitality graduates. Drawing on a nationwide sample of UK based hospitality graduates, as they transition beyond undergraduate level higher education, a new understanding of the way in which employability is narrated and individuals position themselves within the competitive context surrounding employability, has been uncovered. The study therefore evaluates the way in which employability is constructed and narrated as a result of graduates’ social and cultural capital, their experience of higher education, career focus and way in which identity is constructed. Through the utilisation of a dialogic narrative approach the social dimensions of employability have been considered within this study. As a result this research sits in contrast to the dominant conceptions of employability, whereby agency is elevated in importance, which pertain within society. The duality between structure and agency is taken into consideration by drawing on the work of Bourdieu and Giddens. Assumptions surrounding the somewhat linear trajectories into employment which are anticipated by many, are challenged and structural influences, identified through the multivoiced nature of dialogue are analysed in conjunction with the agency exhibited by individuals. Identity is also used in order to help understand employability and to frame the narrative and reflexive processes that are undertaken within the construction of graduates’ narratives of employability. Drawing on 28 interviews this study reveals how individuals narrate employability in different ways, based on their experience of higher education and intended trajectory, upon completion of their degree. The socio-cultural background of individuals is also highlighted as a mediating and influencing factor within the process of engagement with learning and development within higher education, and subsequent constructions of employability. It is argued that hospitality graduates are not effectively prepared for the transition into employment on completion of their degrees and therefore work needs to be done in order to better prepare them for employment both within and beyond the hospitality industry. The hospitality industry itself is also not doing enough in order to support the development of students and graduates in order to encourage career development within the field. This has led to a number of recommendations being made in order to better help the development of employability in hospitality graduates through undergraduate curriculum and associated work related experience.
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Gebbels, Maria. "Career paths in hospitality : a life history approach." Thesis, University of Brighton, 2016. https://research.brighton.ac.uk/en/studentTheses/da8d2704-9844-4269-8318-562d1072ae7c.
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High labour turnover and associated costs have been subjects of considerable debate in the hospitality industry. Central to this ongoing discussion is understanding why hospitality management graduates leave the industry. Research studies suggest some answers, such as the nature of work conditions in the industry or a lack of career planning by hospitality students. This doctoral thesis is concerned with the process of leaving the hospitality industry. It explores the interplay between self-efficacy and career inheritance, and its influence on career commitment by gaining insights into how hospitality management graduates arrived at the decision to leave the hospitality industry. In the context of the changing nature of careers, from traditional linear to flexible protean, this interdisciplinary research provides insights into the process that leads to the individual leaving the hospitality industry. Career commitment, conceptualised as a psychological contract between the individual and a chosen career, informs this process of leaving, which is further explored using the interplay between the concepts of self-efficacy and career inheritance. Drawing on life history methodology, which allows for an exploration of unique life experiences and an in-depth understanding of academic and career decisions, semi-structured interviews were conducted with hospitality management graduates no longer employed in the hospitality industry. Underpinning and informing data collection and analysis was critical realism, with its unique perspective on epistemology as constructed, and ontology as realist yet stratified. The interview data were analysed thematically, which involved coding participants’ responses into pre-assigned and emergent themes. Empirical evidence reveals that the decision to leave the hospitality industry is a result of a cumulative power of events. The concept of the leaving process is the original theoretical contribution of this thesis, which explains the interaction between the three concepts indicated above. It demonstrates that exiting the industry is a developmental journey punctuated by significant career turning points. The speed of decline in commitment, which is representative of the duration of leaving, is dependent on the interaction between career inheritance and self-efficacy. Alongside an integrative definition of career, characteristics of a career manager and the principles of the legacy of hospitality as further research findings, this doctoral thesis concludes by proposing a collaborative approach to career management. Limitations of this study are evaluated and avenues to further research are also proposed.
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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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Watson, Sandra. "Contextual understandings of hospitality management development - a realist approach." Thesis, Edinburgh Napier University, 2006. http://researchrepository.napier.ac.uk/Output/2540.
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The aim of my thesis is to demonstrate how my research aids the academic understanding of the sub-disciplinary field of hospitality management development. I evaluate the extent to which the unique features of the UK hospitality industry and the characteristics of hospitality management influence the training and development regime of managers. I also explore the relationship of hospitality management development processes with organisational systems and how the nature of hospitality managerial roles and skills influence the development of managers in the UK hospitality industry. I view management development from a contingent perspective, asserting that this evolves in response to both internal operating requirements and influences external to the organisation. I provide a critical analysis of key literatures in management development, culminating with the development of my own conceptual framework. I then review the nature of the hospitality industry, and hospitality management development as practised in the UK. This enables me to develop a theoretical framework for understanding management development practices in the British hospitality industry. My commentary presents a critical reflection on nine of my academic writings in the sub-discipline of hospitality management development. From a realist research approach, I assess my contribution to this field, through reviewing my research journey as evidenced by the articles chosen for this submission. I seek to demonstrate progression in my understanding of hospitality management development, and the factors influencing its scope and character, through the development of the conceptual framework. I summarise my contribution to academic understanding within this area using three themes, namely macro-environmental and industry structural influences, organisation environment dimensions and identifying development needs through exploring hospitality managerial roles and skills. Assessing the opportunities to develop this area of research further, I suggest a need for further study of management development processes at both macro-and micro levels of the industry; for investigation of the relational and subjective human aspects of hospitality management development; greater focus on individual management learning; and for more critical research studies which explore the operation of power and politics within hospitality management development.
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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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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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Berridge, Graham. "Event experiences : design, management and impact." Thesis, University of West London, 2015. https://repository.uwl.ac.uk/id/eprint/1374/.
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The papers submitted for this PhD by publication represent research centered on event experiences and their design, management and impact. They are the result of research projects that have produced seven published peer-reviewed papers and one book. The body of work has made an original, significant and sustained contribution towards the development of an emerging field of study in events. The work has made a major contribution towards furthering understanding of the human experience that results from the management of events, their design and their impact. At the heart of this submission is a consideration for how events are experienced and what factors and components contribute to the depth of that experience. The majority of papers analyses and reflects upon the construction of experience settings (their design) and essentially seeks knowledge to identify the variables that shape any experience of events (Ryan, 2012). In doing so the research undertaken has embraced a less restrictive set of methodologies usually afforded by statistical exercises in favour of a more embodied, immersive and participative approach. This has included not only observation and autoethnography, but also reflection on that which has been observed. In turn this reflection and analysis has drawn upon a range of theories and models to advance understanding of the social occasions that we call events where human interactions with the designed programme and environment illicit a range of responses that may culminate in a memorable and unique moment in time. The research therefore touches upon the emotional response to event experiences, the study and interpretation of the meaning of events, and notably their signification to an intended audience. In the course of this research I have evaluated and reflected upon the study and practice of event management across a range of event types and genres. Seeking to initially clarify the role of design in creating event experience led me to questioning the paradigmatic model for event management and resulted in the development of an alternative consideration for event planning and management - Event Experience Design Framework (EEDF). Unlike existing models this places design as the central and pivotal driving force that inhabits all areas of the event management process and upon which all events should then be based. The contribution of this body of work can therefore be summarised as follows: 1. Development of a paradigmatic concept that places design as the central and essential practice that underpins the planned event experience. 2. Theoretical positioning of how designing event experiences impacts on stakeholders 3. Recognition and application of theoretical models and tools relevant to event design and creativity, and further use of conceptual models to analyse experiential outcomes 4. Identification and awareness of the broader socio-cultural impact of planned events This submission provides evidentiary material that I have made a positive and meaningful contribution to raising the profile of events through research, teaching and learning by an acknowledged excellence in events management education and as a recognised (and first) National Teaching Fellow in Events. Furthermore, the submission provides a reflection on this research and development that has enabled me to make such a pivotal contribution to the field. It concludes with an outline of plans for the future.
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Jones, Peter. "Hospitality operations management : a systems approach to the service concept and capacity management." Thesis, University of Surrey, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.388992.
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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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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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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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Tanner, Michelle. "A literature review gap theory, the nurse-patient relationship, and the hospitality ambassador." Honors in the Major Thesis, University of Central Florida, 2011. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/520.
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Historically, hospital institutions came out of the Middle Ages. The unfortunates who found themselves in these places included the poor, pilgrims, travelers, old and the orphaned. Started by Christians to take care of their own monks, hospitals were the epitome of charity and hospitality to its consumers. The purpose of this paper is to use the Gap Theory to explore the nurse-patient relationship within a hospitality setting. This information will be used to clarify points within patients' hospital stays that could have an effect on the patients' intent to return or recommend the institution. Four key attributes were discovered through the review of literature that can help nurses and patients enhance the therapeutic relationship. Trust, hospitableness, flexibility and activation are all attributes that must be present in this relationship for it to reach the full potential. Comprehensive trainings done often can help hospitals keep their nurses and other medical staff updated and educated on these attributes. Literature supports the possibility that hospitals would benefit from an added position: the Hospitality Ambassador. This person would be able to take on non-clinical roles to help relieve the burden of the nursing staff while providing the personalized service that patients have come to expect.B.S.
Bachelors
Rosen College of Hospitality Management
Hospitality Management
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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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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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Alvarez, Luisa F. "Hispanic consumers' perspectives of green hotels." Honors in the Major Thesis, University of Central Florida, 2009. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1230.
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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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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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Watson, Megan. "Personality Type as a Factor in Career Decisions in Hospitality Management." Honors in the Major Thesis, University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/814.
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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.ucfBachelors
Rosen College of Hospitality Management
Hospitality Management
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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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Pswarayi, Jessey. "Diversity management, intersectionality and racial others in the UK hospitality sector." Thesis, Manchester Metropolitan University, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.592032.
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This study aims to investigate how and why hospitality organisations position racial others in their workplace. There is an existing belief in the literature that job positioning/job roles are influenced by such factors as social identities and the intersectionality of diversity categories. These approaches tend to focus on addressing the 'difference' and 'disadvantages' of racial others, where the other denotes a person of a different background, race or ethnicity to a self-contained social group, and who is embraced in discourses of inclusion and recognition . Hospitality organisations are represented by a multicultural workforce composed mostly of ethnic minorities/racial others and other minorities at the lower levels of the organisational structure. These workers are seen to have differences that can be useful for providing business benefits. In this sense, it can be argued that hospitality organisations' practices of diversity management are influenced by their need to meet customer needs and gain economic benefits. For this research, case studies, including semi-structured interviews with managers and employees, were undertaken to explore how hospitality managers and employees conceptualise and understand workplace diversity practices towards racial others, in order to examine the implications of assimilating or integrating racial others, and to see how these practices influence the coping strategies of minorities in the workplace. In addition, corporate web documents were used to collect data from the case studies, focusing on assessing the organisations' rationales for approaching diversity and equality and exploring the discursive practices of diversity. The evidence showed that the discourse of diversity was more rhetorical than practical, because ethnic and other minorities were seen as important elements of the workforce to meet customer needs. In addition, these employees were essentialised as ideal workers who were hard-working and reliable. The category of race was also linked with other diversity categories, such as gender, when considering the positioning or experiences of minorities in the workplace. Furthermore, there were differences between the ways that diversity was promoted in UK-based companies and those based in the US.
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Brown, Paul T. "Food Safety Knowledge of Undergraduate Nutrition Majors vs. Hospitality Management Majors." Kent State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=kent1492092442420771.
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Dunning, John Michael. "Professionalism : a study of English post-1992 university hospitality management academics." Thesis, Sheffield Hallam University, 2015. http://shura.shu.ac.uk/19584/.
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The term professionalism is endemic in the discourses of work and education. However, there is an absence of empirical work on professionalism with hospitality management academics in post-1992 universities in the UK. Changes have also occurred in the HE sector over recent decades but there has been no exploration of the impact of these on this specific group of practitioners. This research seeks to bridge this gap and contribute to a deeper understanding of professionalism in relation to these academics that have a relatively recent tradition in universities. This qualitative study does not seek to redefine professionalism, but focuses on examining and identifying specific aspects of the construct. Through a synthesis of different aspects of professionalism and a review of changes in legislation and university systems, a professionalism typology was developed. The typology was used as an analytical tool to describe the professional orientations of individual hospitality management academics. Semi-structured interviews were carried out with thirteen hospitality management academics, working in three post-1992 universities in England. Data were also gathered using mind maps and a reflective log. Inductive and deductive techniques were used to analyse and interpret the data. Findings indicate that the changes in the Higher Education sector are having a significant impact on hospitality management academics and their professionalism. As a result the professional orientations of hospitality management academics could be regarded as being stretched in order to meet the work demands made on them. This is causing conflict and tension as the pressure of economies of performance, associated with bureaucracy, managerialism and performativity in post-1992 universities collide with the ecologies of practice associated with scholarly ways of working. This research contributes to the debate about the professionalism of academics and supports a process of re-thinking their work tasks. It suggests that there should be changes in practice to strengthen the professional orientations of individual academics as part of maintaining standards in UK Higher Education.
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Perev, Borislav. "Strategies Hospitality Leaders Use to Reduce Employee Turnover." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6091.
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Employee turnover is a global problem with adverse effects on financial performance and sustainability of organizations. In the hospitality industry, employee turnover levels increased to 58.8%, and the associated cost of turnover may be more than 100% of an employee's yearly wage, with a total loss of over $25 billion a year. The purpose of this single case study was to explore strategies used by hospitality leaders in the southeastern United States to reduce employee turnover. The conceptual framework was the transformational leadership theory. Purposeful selection of participants included leaders with experience in developing and implementing strategies for reducing employee turnover. Data collection included face-to-face semistructured interviews with 8 organizational leaders and a review of declassified organizational documents. Data analysis included inductive coding and calculation of code frequency. Results indicated 3 themes: effective hiring process reduced employee turnover, supportive leadership decreased employee turnover, and continuous training and development reduced employee turnover. Reduced employee turnover may contribute to positive social change by saving organizations time, efforts, and resources, which organizational leaders may use to sustain growth and profitability and to improve the lives of their employees, their employees' families, and the communities in which they operate.
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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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Ricci, Peter. "A COMPARATIVE ANALYSIS OF JOB COMPETENCY EXPECTATIONS FOR NEW HIRES: THE RELATIVE VALUE OF A HOSPITALITY MANAGEMENT DEGREE." Doctoral diss., University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2314.
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ABSTRACT This study compared lodging managers' job competency expectations for newly hired employees in possession of four-year (baccalaureate) degrees from a college or university. Lodging managers mentally separated new hires into two distinct categories when rating the importance of specific job competencies: 1) new hires in possession of a hospitality management baccalaureate degree, and 2) new hires in possession of a non-hospitality management baccalaureate degree. Lodging managers who were current members of the Central Florida Hotel & Lodging Association (CFHLA) at the time of the survey participated and all were employed in the central Florida area at the time of the study. In the fall of 2004, lodging managers (N=156) were sent an electronic mail correspondence requesting participation. Usable responses were received from 137 lodging managers for a response rate of 87.82%. The survey instrument was developed from a literature review of hospitality job competencies and was refined to 3 content areas: knowledge, ability, and attitude. Research questions were designed to identify differences, if any, in lodging manager new hire expectations based upon several criteria: a) type of baccalaureate degree held by the new hire (hospitality management versus other field), b) gender of the manager, c) number of years the manager had worked in the lodging industry, d) whether or not the manager possessed a baccalaureate degree at the time of the survey, e) if the manager possessed a baccalaureate degree, whether the degree was hospitality or non-hospitality specific, and, f) the type of lodging facility employing the manager at the time of questionnaire completion. These comparisons were made between the two groups of new-hires with baccalaureate hospitality degrees and new-hires with non-hospitality baccalaureate degrees. Consistently, lodging managers rated higher expectations for new-hires when the newly hired employees possessed a baccalaureate degree in hospitality or lodging management versus a non-hospitality discipline. Ramifications of these findings are discussed pursuant to higher education hospitality programs, the lodging industry, and human resource professionals recruiting future lodging managers. Future research is suggested utilizing a wider regional, national, and/or international sample.Ed.D.
Department of Educational Research, Technology and Leadership
Education
Educational Leadership
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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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Gehrels, Sjoerd A. "The contextual characteristics of successful small upper segment culinary restaurant owners and their potential influence on hospitality management education." Thesis, University of Stirling, 2012. http://hdl.handle.net/1893/11011.
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The aim of this research is to explore the contextual characteristics of a particular group of Dutch restaurant owner’s (SSUSCROs) and practitioners, to examine how these contextual characteristics might be used in a professional hospitality education programme. This very small segment of the Dutch restaurant business (0,2-0,5% of the total restaurants) is known for its strong commitment to competitiveness, in delivering quality service and products. No previous research in The Netherlands had embarked on a search for connecting this specific category of practitioners to education. As owners of their restaurants, the SSUSCROs were aware of the potential contribution that participating in this research would make. The research was designed from a constructionist epistemological point of view. This means that the data supplied by the respondents, and the background and vision of the researcher provided an interplay. By using grounded theory methodology, theory is constructed from the empirical data. The main instrument for the primary research was in-depth, interviewing. Six retired and four practising restaurant owners, and a connoisseur of the business were interviewed in one to three hour depth interviews that were digitally recorded. The transcripts of the recorded interviews were analysed, applying the specific constructivist version of grounded theory methodology as described by Charmaz’s (2006). The research generated a grounded theory in the form of a narrative about the SSUSCRO social construct and its central theme ‘Living the business’. The narrative informs future practitioners i.e. students, about how they can prepare for possible future business ventures in the culinary restaurant business. Furthermore, it confronts future practitioners with the notion of particular contextual characteristics and value systems that need to be incorporated in order to successfully engage in and sustain a career in the culinary restaurant sector. Elements of the narrative, connected to Covey’s 7-Habits of Highly Effective People framework for personal leadership. The findings from this research confirmed the importance of providing students in hospitality management education with a approach towards professional development that is grounded in the social construct of a remarkable group of entrepreneurs such as the SSUSCROs. The conclusions suggested that faculty and academic management of hospitality management programmes need to become more knowledgeable about the particular nature of the discipline, and the specific category of practitioners researched here.
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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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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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Horan, Patrick. "Developing an effectiveness evaluation framework for destination management systems." Thesis, Queen Margaret University, 2010. https://eresearch.qmu.ac.uk/handle/20.500.12289/7324.
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The ever-increasing use of the Web as a channel of distribution within the tourism industry naturally leads to a situation where its effectiveness needs to be examined and justified. While there is a growing realisation of the need to assess the effectiveness of a Destination Management Systems (DMS) based websites, research into this area in the tourism domain has been quite limited and narrow in focus. This situation is further compounded by the fact that currently there is little in the way of appropriate models and techniques in place to manage a DMS based websites effectively and that there is a general lack of consensus when it comes to defining and understanding its standards and concepts. This thesis describes a methodology for the development and evaluation of a comprehensive set of weighted dimensions and criteria for measuring the effectiveness of DMS based websites. Ultimately, from a DMS perspective, website effectiveness depends on how well a website performs with respect to the related business goals. The scope of the research was limited to assessing the impact of DMS effectiveness on the accommodation sector. This research began by employing a Delphi study to generate, validate and prioritise a comprehensive set of dimensions and criteria for measuring the effectiveness of a DMS. The Delphi study successfully identified a total of 12 dimensions and 105 criteria required to assess DMS based websites effectiveness. These components were incorporated into a comprehensive evaluation framework applied specifically to evaluate the effectiveness of a DMS based websites using a diverse range of approaches and perspectives. The evaluation phase of the research took place over an eight month period and concentrated on testing this framework using VisitScotland.com as a test bed. The outcomes from the evaluation phase successfully demonstrated that the framework provides DMS management with a comprehensive method to measure and manage the effectiveness of their Web presence by not only identifying areas of the website and website strategy that needed attention but also by providing advice and suggestions on how to improve these areas.
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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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Perez, Rachel Elise. "The relationship of personality type and the service recovery process in hospitality organizations." Honors in the Major Thesis, University of Central Florida, 2007. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1043.
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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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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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Palin, Maurice George. "Quality aspects of vocational higher education, with special reference to hospitality management." Thesis, Open University, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.411249.
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Niser, John C. "Young adult development in hospitality management schools which offer craft based learning." Thesis, Anglia Ruskin University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285697.
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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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Ball, Stephen Douglas. "The leadership of university academics in research : case studies of hospitality management." Thesis, Sheffield Hallam University, 2004. http://shura.shu.ac.uk/19308/.
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The concept of leadership has become of considerable importance in the development of policy and practice in educational settings (Bennett, Crawford and Cartwright, 2003). For universities leadership is a key issue and, at a time of major change, is increasingly regarded as beneficial to improved performance across all activities. Research by academics is one area where discussions are often couched in terms of leadership. This study investigated research undertaken by university academics and took the leadership of research as its theme. The aim of this research was to develop a deeper understanding of the role of leadership as it relates to research by university academics. To this end a critical review of the literature was undertaken to examine the university context and concepts and theories of research and leadership. Through two case studies a particular focus was given to the leadership of hospitality university academics in research. More specifically the objectives of the study were: To examine the university and hospitality management education contexts and theconcepts of research and leadership. To conceptualise and theorise leadership for university research. To investigate leadership in hospitality management research at the subject group level and to explore the leadership activities of recognised research leaders. To evaluate perceived factors which influence research leadership. To field test the relevance of research leadership to the conduct of research. The primary research employed a qualitative research design and a case study strategy was adopted. Twenty semistructured face-to-face interviews were conducted with a range of academics from heads of school to lecturers in a pre-1992 and a post-1992 university. The findings derived from interview transcripts, the review of documentary materials and the analysis of reflective notes. Detailed insights and examples of academic leadership in universities were revealed and new ways of thinking about research leadership developed. A view of research leadership emerged which included that research leadership is important; the context of leadership is crucial; leadership is both formal and informal and varies according to social systems; that it is dispersed; that self-leadership exists; that it is complex and possesses many relationship patterns and that it is concerned with the leadership of people and the leadership of the subject. One of the main conclusions is that the presence of formal research leaders in universities does not mean that the leadership of academics in research will occur. Furthermore, any leadership of university academics in research is often accidental. This implies that a planned approach to the leadership of academics in research requires attention being afforded to the role and practices of the formal research leader.
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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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Berger, Monica. "Critical Thinking is a Life Relevancy: A Hospitality Management Student Case Study." Haworth, 2008. http://hdl.handle.net/10150/299602.
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This article describes a library workshop for freshman hospitality management students enrolled at New York City College of Technology, CUNY, which features a focus on critical thinking. An active learning experience uses an element of surprise. Students evaluate the website of a bankrupt company where information about the company’s situation is hidden or not present. When the instructor guides the class to find unbiased information from newspapers, many students begin to think critically about sources.
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Dahl, Joanne L. "Hospitality Education Programs in Senior Colleges and Universities in the United States." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc332618/.
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The purpose of this study was to describe senior-level hospitality programs and assess hospitality administrators' opinions concerning specialized accreditation during the 1990-91 academic year. Overall, administrators characterized the typical full-time faculty member as: being in a small program (1-3 members); being a non-ethnic minority; having a minimum four years industry work experience; having attained a doctoral degree; and holding the rank of associate professor. Part-time faculty members were described as: being in a small program (1-3 members); being a non-ethnic minority; having at leas one to three years industry work experience; having attained a master's degree; and holding the rank of instructor. Administrators characterized their programs as: located at public institutions; beginning after 1970; requiring graduates to acquire work experience; expecting increased enrollments; having placement services available; and not offering continuing education courses. Administrators indicated they were seeking accreditation or were accredited currently. They agreed slightly that accreditation would improve program image, help them meet their programs' missions and objectives, and provide assistance in planning.