Organisational Behavior in Hospitality Industry Essay

Organisational Behavior in Hospitality Industry - Essay Example Therefore, it would not be wrong to assert that organisational behavior impacts employee loyalty and vice versa. The scope of this paper is to assess the positive or negative impact of organisational behavior upon employee relations and to what extent employment relations are flexible to adapt to the changing trends of service training and leadership. This paper describes a unique combination of how and why managers despite using supportive leadership vision remains unable to make effective usage of managerial control strategies to change, maintain or build a specific type of 'employee committed' culture and face challenges in the form of high turnover rate. Various factors that affect employee loyalty in the British hospitality workplaces in the context of national and private service sector patterns cannot ignore the fact that employment in service sector is subject to regulation in areas such as minimum wages, lack of pay and reward system, traditional managerial approach, gender issues etc. But beside regulations what matters, is the different economic, social, legal and political factors that create particular cultures and diverse employment systems to understand the context in which employee loyalty can be understood and measured. Despite the efforts to make employment relations in the British service industry from 'vulnerable' to 'secure', there is a difference when national service sector is compared with the private one. On one hand, employment policies and practices are responsible for conforming to the management-driven ungoverned individualism thesis which is based on cost-control, whereas on the other they reflect a more af filiated and liberal managerial approach within a customer-service attribute. It is not necessary to alienate employees, however they may trade off low pay for other compensations demonstrating enfranchised pragmatism. The employment relationship is based upon transactional, relational, and exploited recruitment. What is important in employee management is to realise that front-office or other hotel employees are different and they are subjected to a unique compelling task that trade unions face. Managers need to develop an attitude to measure their attempts in recruiting members and organise workplaces while understanding the nature of the common barriers between managers and employees. This help them to visualise what they do not share as commonly held assumptions of 'good' employment relations. This paper analyses the leadership and management style adopted in circumstances which escorts the managers to face challenges like employee shortage and lack of loyalty. The impact of Leadership on Employee Loyalty There was a time when managers used to deploy strict procedures and peer support while approaching bureaucratic managerial style. Contemporary management has no room for bureaucracy and prefer charismatic leadership, and when it comes to hospitality management, leadership does not require a simple set of traits to function but is more likely to be dependent upon a range of interacting elements that require genetically as well as culturally determined traits like attitudes towards employees, rational expectations, accent and emotions towards