By Rosemary Lucas
Uniquely combining employment family members and the hospitality and tourism fields, this e-book attracts on lately released assets to offer readers a finished and across the world comparative point of view at the topic sector. It boldly extends the conventional research of employment kin by means of integrating new themes corresponding to the position of shoppers and the implication of gender at paintings, into the dialogue. It additionally explores problems with continuity and alter in a particular carrier area, interpreting the by means of office measurement and sub-sector. This well timed publication is likely one of the first of its sort to contemplate modern matters akin to talents shortages, labour turnover and coaching, in addition to alterations in employment safeguard legislations in several components of the hospitality undefined. This ebook is a useful source for a person learning hospitality and tourism, commercial family members and human source administration. it's illustrated with quite a few case reviews, and comprises fabric from fifty international locations, throughout all continents, making sure a completely foreign view is gifted.
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Additional resources for Employment Relations in the Hospitality and Tourism Industries (Routledge Studies in Employment Relations)
Example text
A different approach based on legal intervention in employment relations began to develop, based on employment protection for individual 10 Whither employment relations and hospitality? employees. Early employment protection rights of the 1960s included the right to a written statement of terms and conditions of employment, statutory redundancy pay and equal pay. Workers lacking the protection of a trade union and with no recourse to formal workplace procedures could resolve employment disputes, that is those in scope of the law, by going to an industrial (now employment) tribunal.
Workers lacking the protection of a trade union and with no recourse to formal workplace procedures could resolve employment disputes, that is those in scope of the law, by going to an industrial (now employment) tribunal. The 1970s represented a significant turning point for legal intervention in employment relations. Britain joined the European Economic Community (EEC) in 1972. This heralded the start of a wide-ranging programme designed to establish a floor of new rights relating to matters including unfair dismissal, maternity leave, sex and race discrimination and health and safety at work.
In this low trust strategy (Fox, 1974) worker behaviour is controlled through the use of standardized scripts in the service encounter (see Chapter 2). In Friedman’s alternative of ‘responsible autonomy’, a high trust approach, managers delegate control to relatively privileged skilled workers who may already have elements of job control and discretion. The objective is to get workers to identify with the competitive aims of the organization so they will behave responsibly with minimum supervision.