|
Showing 1 - 4 of
4 matches in All Departments
Over the last decade, human resource management has come to be viewed as the dominant paradigm within which analyses of the world of work have been located. This volume examines the nature and assesses the impact of HRM within a highly under-researched division of the service sector, namely the UK hotel industry. Common perceptions of management practices in the hotel industry typically include work intensification, high labour turnover, lack of training and poor career prospects, and casualised terms and conditions of employment. Using data from a survey of over 200 hotels, this book challenges such stereotypes by demonstrating that this part of the service sector is just as likely to have experimented with new approaches to HRM as the manufacturing industry. It suggests that primary influences on managerial decision-making in the hotel industry are no different from the primary influences affecting decision-making elsewhere, countering the argument that mainstream management theories are inapplicable within the hotel industry. Furthermore, where hotels emphasise the importance of service quality enhancement and where they introduce HRM as an integrated, mutually supporting package of practices, a strong relationship between HRM and organisational performance is proposed. eBook available with sample pages: 0203020863
As we begin the third decade of the twenty-first century, women
have entered the workplace in unprecedented numbers, are now
outperforming men in terms of educational qualifications, and are
excelling across a range of professional fields. Yet men continue
to occupy the positions of real power in large corporations. This
book draws on unique, unprecedented access to Chairs of FTSE 350
Chairs, boardroom aspirants and executive head-hunters, to explain
why this is the case. The analysis it presents establishes that the
relative absence of women in boardroom roles is not explained by
their lack of relevant skills, experience or ambition, but instead
by their exclusion from the powerful male-dominated networks of key
organisational decision-makers. It is from within these networks
that candidates are sourced, endorsed, sponsored, and championed.
Yet women's efforts to penetrate these networks are instead likely
to trap them into network relationships that will be of little
value in helping them to fulfil their career aspirations. The
analysis also identifies why women struggle to gain access to these
networks, and in doing so, it demonstrates that the network trap in
which women find themselves will not be overcome simply by
encouraging them to change their networking behaviours. Instead,
there is a need for a fundamental reconsideration of how boardroom
recruitment and selection is conducted and regulated, to ensure the
development of a more open, transparent and equitable process.
Over the last decade, human resource management has come to be
viewed as the dominant paradigm within which analyses of the world
of work have been located. This volume examines the nature and
assesses the impact of HRM within a highly under-researched
division of the service sector, namely the UK hotel industry.
Common perceptions of management practices in the hotel industry
typically include work intensification, high labour turnover, lack
of training and poor career prospects, and casualised terms and
conditions of employment. Using data from a survey of over 200
hotels, this book challenges such stereotypes by demonstrating that
this part of the service sector is just as likely to have
experimented with new approaches to HRM as the manufacturing
industry. It suggests that primary influences on managerial
decision-making in the hotel industry are no different from the
primary influences affecting decision-making elsewhere, countering
the argument that mainstream management theories are inapplicable
within the hotel industry. Furthermore, where hotels emphasise the
importance of service quality enhancement and where they introduce
HRM as an integrated, mutually supporting package of practices, a
strong relationship between HRM and organisational performance is
proposed.
As we begin the third decade of the twenty-first century, women
have entered the workplace in unprecedented numbers, are now
outperforming men in terms of educational qualifications, and are
excelling across a range of professional fields. Yet men continue
to occupy the positions of real power in large corporations. This
book draws on unique, unprecedented access to Chairs of FTSE 350
Chairs, boardroom aspirants and executive head-hunters, to explain
why this is the case. The analysis it presents establishes that the
relative absence of women in boardroom roles is not explained by
their lack of relevant skills, experience or ambition, but instead
by their exclusion from the powerful male-dominated networks of key
organisational decision-makers. It is from within these networks
that candidates are sourced, endorsed, sponsored, and championed.
Yet women's efforts to penetrate these networks are instead likely
to trap them into network relationships that will be of little
value in helping them to fulfil their career aspirations. The
analysis also identifies why women struggle to gain access to these
networks, and in doing so, it demonstrates that the network trap in
which women find themselves will not be overcome simply by
encouraging them to change their networking behaviours. Instead,
there is a need for a fundamental reconsideration of how boardroom
recruitment and selection is conducted and regulated, to ensure the
development of a more open, transparent and equitable process.
|
|