By Rosemary Lucas
Uniquely combining employment kin and the hospitality and tourism fields, this ebook attracts on lately released resources to provide readers a entire and across the world comparative standpoint at the topic region. It boldly extends the normal research of employment family members by way of integrating new issues reminiscent of the function of consumers and the implication of gender at paintings, into the dialogue. It additionally explores problems with continuity and alter in a particular provider quarter, reading the by means of office dimension and sub-sector. This well timed booklet is without doubt one of the first of its type to contemplate modern concerns equivalent to talents shortages, labour turnover and coaching, in addition to alterations in employment safety legislation in several components of the hospitality undefined. This publication is a useful source for someone learning hospitality and tourism, business kinfolk and human source administration. it truly is illustrated with quite a few case reports, and contains fabric from fifty international locations, throughout all continents, making sure a completely foreign view is gifted.
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Extra info for Employment Relations in the Hospitality and Tourism Industries (Routledge Studies in Employment Relations)
Figures are not available for the US or the UK. 6 per enterprise (ILO, 2001: 70). 3 employees per establishment. 4). 17 for WERS). Many characterize Levitt’s (1972) industrialization of services, as they offer less labour-intensive products and use new technology. 17 for WERS). Employment and work 11 11 11 Labour force characteristics Both the TI and the HI rely heavily on young and/or female labour. In terms of the former, for both females and males it may be their ﬁrst entry into the world of work as students working part-time during the term and vacations (ILO, 2001; Lucas and Langlois, 2001).
The consequent effect on workers’ performance may have positive or negative implications for the rules of employment: what they can earn (from good tips to no tips), their prospects of promotion (satisfactory manager and customer appraisal) or actually keeping their job (customer complaint leading to disciplinary sanctions or closure). Unequivocally the worker–customer relationship affects the rules governing employment10 and workplace behaviour. But so do employer– customer relationships, hence the employment relationship embodies a triadic set of power relations.
Notes: *Excluding the self-employed. Based on AES (1996) and LFS (1998), excluding hospitality services. non-remunerated family members. Peru has the highest proportion of unpaid employment (70 per cent), followed by Korea (55 per cent). Greece (48 per cent), Italy1 and Belgium (45 per cent) have the highest proportion of unpaid employment in Europe, while in Spain and Portugal it stands at one-third. Unpaid employment is much lower in Northern, Central and Eastern Europe. Figures are not available for the US or the UK.