Legal Aspects of Hospitality Management - Literature review Example

LEGAL ASPECTS OF HOSPITALITY MANAGEMENT Regulation of hotel and restaurant internal affairs Introduction Managing or rather running a restaurant or a hotel is one of the most demanding jobs as well as the most amusing and rewarding task. If the manager has good traits composed of excellent leadership skills and has great followers the restaurant obtains tangible reward. If vice versa, the restaurant will crash down in sales and no one will enjoy the rewards, instead everyone will bear a heavy burden. While opening up a business adequate and competent staff is significant to managing a successful restaurant, it is also crucial that management emphasizes on public relations in addition to its sales and marketing approaches. Staff developing is imperative for restaurants and hotels to run smoothly. Discussion The hotel and the restaurant department acts as a link that joins up the various departments within the tourism, travel and hospitality management department. The hotel does not have limitations on any of the departments although they link up or relate at certain points. The hotel makes it easier for the three departments to link up and show the importance of the systems. These departments under hospitality management deal with the social part of life among the people. The department entails all the important aspects that always impress and keep the person in check. For instance, the hospitality department nurses the people who generally feel low while the department such as the tourism lets the people view the wildlife in the natural way that would make impress the person. On the other hand, travel lets the person to move around from one place to another to satisfy the urge that keeps on make the person bored at a certain point. These departments mostly work according to the wishes of the customers. The basic rule that interlinks the courses explains the importance of the customers in the business and how the customer is a boss, they work in order to satisfy the needs of the customer. The impression that a customer gives after he or she gets to visits the department determines if the fate of other customers or the consumers who will wish to have their services again. For example, if a consumer likes the services and impression within the company it is more likely that the consumer would pay a visit at the premises frequently or encourage new consumers into visiting the premises. Majorly, these companies within this course determine the consumers at their premises by checking the services they provide. In this field, it is easier to tell the best company from the services they offer the consumers. The company with the best services automatically led in the markets since they easily lure the people into making quick decisions and considering the company as the best. The regulations made in the hotel management sector revolve around the customer be it the political restrictions and the laws. All the laws made line into formation of the best rules that suit the consumers. The laws made cannot go against the people since it is not mandatory that a person visit the specified areas. Almost all the departments relate to the social part of life therefore making most of the places a zone of own person’s interest. This fact tries to explain the reason why most of the institutions within this faculties are always privately owned but not by the government. The government raises its funds through some of the faculties in this department. The government enacts laws that will protect the people than considering the business since the government protects the citizens while the hotels and the resorts depend on the wealth and the wants of the person. The management of the entire system within the manipulation of the system that connects with the policies depends on the level and the class that the hotel serves. Regulations within the management of the hotel depend on various perspectives. To ease the management and coming up with the policies the hotels and the restaurants link up to come up with the union. The unions control the entire management of the hotels and the act as the general management that enacts laws and policies that the entire hotels and restaurants group. The unions represent all the hotels and the restaurants within the union to the government in case of any plea or suggestions. The unions act as the link between the hotel and the government that fight for the people rights. This reduces the commotion between each individual hotel and restaurant across the country. The unions also present the objectives and recommendations to the government in order for considerations and they discuss and get to a consensus that will favor both the two sides. The discipline within the various departments of the hospitality and management explain and determine the rules and regulations within the various organizations. The organizations of the department explain the role of the entire group of the departments until the success of the hotels and managements. The regulations within the hotels and the restaurants need a detailed and hardworking staff that will lead to the success of the entire firm. The management requires the workforce to come up with the necessary resources and work schedule and the work forces. The workforce determines the success of the company in that the well-organized and hardworking employees lead to the development of the companies. The group of the workforces within the hospital and management faculty explains that the people need to come up with the necessary work principles that will lead to the success of the hotels and the restaurants. For example, the employees should learn to give the supervisors easy time on how to manage and therefore they save time that they could use in other developments within the hotel. This depends on the discipline of the employees and relate to their productivity within the hotel. The hotels need to take good care of the employees in order to encourage the employees to work harder. For example, the company gives better services and packages as token that will encourage the employees to feel that the company appreciates their working and will help make the employees stick to the company. However, if a certain hotel or restaurant experiences competition from another hotel the employees would not leave that specific hotel due to the packages and the concerns that the management gives its employees. The company should enact strict rules that will keep the company on its high level in that the customers would love and stick with the hotel. Rules such as the sex harassment or relationships within the premises lead to termination from the job. Relationships within the company employees lead to the less work and drop of the service works. The rules such as neatness should be mandatory within all the members from the manager to the least post of the employee. Neatness will encourage more customers to the hotel and the restaurants since the consumers will not have problems with their health. Lateness is prohibiting in the hotel and restaurants against which a late employee faces punishments and this action discourages other employees from getting late to work. The disciplinary committee in the hotels discourages the poor behavior in the hotels that leads to increase in the numbers of the customers leading to the triumph of the hotel and restaurants. A restaurant is comprised of two sectors; a Front of House (FOH) and the Back of House (BOH). The Front of House (FOH) is what the customers see. Customers are unable to see the back of the house. Back of House (BOH) is where the food is prepared and where the dishwasher is situated. According to Karen et al (123- 45) they explain that if a manager is capable of developing his staff, it ensured smooth running of the Hotel/ restaurant. The store will gain profit; both the employees and the guest will feel contented. If the staff fails to get along as expected, there is tension that grows inside the restaurant and co-workers works individually. In essence, lack of teamwork in the restaurant leads to poor management of various functions within the restaurant. In return, the customers will be unhappy and the profit is undesirable. When customers are unhappy with the visit to the restaurant, they will then disseminate the unsatisfactory services to the public. In a developing country where unemployment rate is 23.1% of the labor force (4.1 million). It is anticipated that university graduates should secure employment but there are many fails to get any employment. The labor market fluctuates between the skills deficiency on one hand and the number of graduates who are unemployed on the other. It seems inconsistent that a country with a high joblessness rate, has educated elites without work, and that professionals from other countries seeks employment into these countries. This circumstance may occur from the fact that graduates lack job skills. Behavioral (soft) skills such as those obtained through curricula that entrenched significant results such as methodical skills, teamwork, organize and manage oneself, usually deliver more proficient and employable graduates. Managers have indicated that most employees are usually unprepared for the workplace and managers end up dismissing them and hiring employees that are more competent. Employees s’ subject matter knowledge is usually satisfactory. If dismissing those employees is difficult, then the manger offers training to those employees that are incompetent but are loyal and productive to the business. In addition, the manager may initiate a strategy that helps improve and develop competencies necessary, for instance, interpersonal skills, teamwork, communication and problem solving skills, value will be added to their rational potentials increasing their employability (Karen et al 123- 45). Managers expect employees to be work-ready and embrace a range of competencies and qualities that conform to the nature tasks. Furthermore, educational institutions should be vigorous the programmes they offer and question if they nurture the suitable competencies and consider how best to ensure these are developed. Competencies (this term encompasses skills such as soft skills, behavioral skills, generic attributes), that are indispensable in any field of work and which are a significant element in undergraduate programmes (Karen et al 123- 45). It is the obligation of higher educationalists to integrate as part of their teaching and learning (Karen et al 123- 45). According to Karen et al (123- 45), this literature proposes that there is insignificant importance placed on the growth of soft skills by many higher education institutions. It is unadvisable that competencies should be checklist, instead should be incorporated, and contextualized into a curriculum. Integration of employability skills in any module should be right through the curriculum at all levels (Karen et al 123- 45).). However, faculty should consider the numerous times that attempts have been underway to incorporate attributes into the curricula without any success (Karen et al 123- 45). There are various interpretations of the term competency. Firstly, it symbolizes the characteristic of an individual (Zegward & Hodges, 2003) and based to individual traits rather than technical skills. (Gerber 36) define a skilled individual as “one who has skills and attributes related to tasks undertaken. These authors applied Birkett’s distinction between “cognitive skills are the technical knowledge, skills, and abilities, whilst behavioural skills and personal skills are principles, attitudes, values, and motives.” These terms could have a close relationship with “employability skills” (Karen et al 123- 45). Work-incorporated programmes intend to prepare students for the employment by discovering and developing the significant proficiencies necessary for managing internal affairs. Works cited Gerber, R. How do workers learn in their work? The Learning organization, 5(4), 168-175 1998 Hind, D., Moss, S. & McKellan, S. Innovative Assessment Strategies for developing Employability Skills in the Tourism and Entertainment Management Curriculum at Leeds Metropolitan University. Paper presented at the 2007 EuroCHRIE Conference, Leeds, UK, 2007. Hodges, D. & Burchell, N. Business graduate Competencies: Employers’ Views on Importance and Performance. Asia-Pacific Journal of Cooperative Education, 4(2), 16- 22, 2002 Karen L. Morris, Norman G. Cournoyer, Anthony G. Marshall, Hotel, Restaurant and Travel Law (A preventive approach), writer, 2006. involving industry employers to establish the currency of curricula, discussions are usually about technical skills that should be an outcome of the curricula and not the competencies that students should demonstrate. So it is often not clear what types of students’ employers expect higher education to produce (Maharasoa & Hay, 2001). The vocational nature of hospitality management is ideal to utilize work-integrated learning as a method of transferring classroom activities to the work place. Higher Education institutions offering such programmes have the infrastructure of physical facilities that allow for the teaching of technical skills such as reception proficiency, culinary methods and service to customers, which students will need in the workplace environment. These technical skills are then transferred to the real work environment by the students having a compulsory semester of work-integrated learning (Crebert et al., 2004; Fleming & Eames, 2005). The time spent in real life situations gives students the opportunity to apply abstract concepts learnt in the classroom. The soft skills are handled in a realistic manner rather than trying to simulate opportunities by carrying out role play or similar teaching. Faculty are depended upon for quality graduates that they produce and send in to the world of work. Their view on what generic competencies such as analytical thinking, ability and willingness to learn, self-confidence, relationship building was sought in order to compare these with the students’ views. Faculty do interact with mentors whilst visiting students in the workplace for WIL assessments and have an indication of what employers expect of graduates. The results from this research would enable faculty to ensure inclusion of these competencies whilst teaching and assessing students. The challenge though is to make students realise how important it is to have generic competencies, how these improve their employment opportunities in a highly competitive market and that they should take ownership of these (Maher & Graves, 2007). They should also be aware of the needs and be able to relate their abilities to those required by employers (Yorke & Harvey, 2005). If students do not see the need or importance, the likelihood of higher education institutions managing to convince students to instill these, will be difficult (Coll & Zegward, 2002). Read More