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TOURISM

TOURISM. PETER ROBINSON MICHAEL LÜCK STEPHEN L. J. SMITH. 3. Tourism as Employer. Learning Objectives. To understand the scope of the tourism sector as an employer To evaluate the skills required to work within the tourism sector

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TOURISM

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  1. TOURISM PETER ROBINSON MICHAEL LÜCK STEPHEN L. J. SMITH

  2. 3 Tourism as Employer

  3. Learning Objectives • To understand the scope of the tourism sector as an employer • To evaluate the skills required to work within the tourism sector • To understand the roles, responsibilities and structures that exist within tourism employment

  4. Working in Tourism • A major employer in many nations • Still evolving as a career choice • Reputation for low pay, lack of career advancement • Programmes in some nations to change status of tourism and hospitality careers • Very few large employers • Dominated by SMEs or even individual business owners

  5. Trends in Tourism Jobs • Increasing professionalism • Continuing challenges • Low pay with long hours in some cases • Many jobs are seasonal only (both a weakness and a strength) • Overwhelming percentage of firms are SME but employment is dominated by a small number of large enterprises • Some occupations becoming ‘deskilled’

  6. Rewards of Tourism Employment • Location of job • Chance to travel • Co-workers • Making people happy • Working in conservation, arts, community • Chance to develop broad skill set

  7. Management of Tourism Organizations • Structure often represented by organizational chart • Larger organizations: more job specialization; less so in smaller organizations • Structure likely to change over time – more staff, new challenges for organization

  8. Management of Tourism Organizations • Balance in achieving goals, accomplishing immediate tasks, rewarding good employees • Models • ‘Scientific’ management or ‘Taylorism’ • Bureaucratic management • Administrative management • Operations management

  9. Management of Tourism Organizations • Special challenges • Volunteer management • Essential in many organizations • Motivations and rewards are different than for paid employees • Must recognize obligation to organization and clients/guests • Can bring valuable perspectives to task

  10. Management of Tourism Organizations • Special challenges • Managing retention • High turnover common in tourism • Give future employees a realistic job preview • Make line managers accountable for staff turnover in their teams • Maximize opportunities for promotion • Ensure employees have a ‘voice’ • Provide flexible working hours and as much job security as possible

  11. General Skills Required for Tourism Employees • Personal effectiveness/good decisions • Communication • Teamwork • Critical thinking • Reflection

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