Labour Turnover and Customer Service in Restaurants Essay

Labour Turnover and Customer Service in Restaurants - Essay Example As the discussion stresses restaurant, hotel and leisure industry is very much dependent on their employees for keeping their customer satisfied. This is a service industry where the intangibility, inseparability and heterogeneity of the service make it very challenging for the service provider to maintain consistency and increase the level of satisfaction received by the consumers.This discussion outlines that the labour turnover in the service industry is high. The high rate of turnover is result of various factors like lack of opportunities and growth, low income level and other reasons. The employees are the face of the service providing company. High employee turnover rate also indicates towards the management problems and internal issues of the organisation. Organisation is questioned for not able to retain its employees.  In this situation, it becomes very challenging for the human resource management professionals or business owner to ensure the stability of employees. Ther e are various strategies that a company adopts to attract and retain employees and maintain their image in the job market. Restaurant companies offer different types of monetary and non monetary benefits to its employees. The monetary benefits are incentives, bonus, stock options and others cash components.  The non monetary benefits include insurance, heath benefits, maternity and paternity leaves, education sponsorship, education assistance etc.

Labour Turnover and Customer Service in Restaurants Essay

Labour Turnover and Customer Service in Restaurants - Essay Example As the discussion stresses restaurant, hotel and leisure industry is very much dependent on their employees for keeping their customer satisfied. This is a service industry where the intangibility, inseparability and heterogeneity of the service make it very challenging for the service provider to maintain consistency and increase the level of satisfaction received by the consumers.This discussion outlines that the labour turnover in the service industry is high. The high rate of turnover is result of various factors like lack of opportunities and growth, low income level and other reasons. The employees are the face of the service providing company. High employee turnover rate also indicates towards the management problems and internal issues of the organisation. Organisation is questioned for not able to retain its employees.  In this situation, it becomes very challenging for the human resource management professionals or business owner to ensure the stability of employees. Ther e are various strategies that a company adopts to attract and retain employees and maintain their image in the job market. Restaurant companies offer different types of monetary and non monetary benefits to its employees. The monetary benefits are incentives, bonus, stock options and others cash components.  The non monetary benefits include insurance, heath benefits, maternity and paternity leaves, education sponsorship, education assistance etc.

Final Human Resource Management Paper Essay Example | Topics and Well Written Essays - 1750 words

Final Human Resource Management Paper - Essay Example In order to achieve those organizational goals there should be a very good leadership style in organizational environment. There are many different leadership styles in the modern business world and almost every one of them has a particular reason or reasons for its existence. According to Burns (1978) transformational leadership has a set of category constructs such as values, morals, farsightedness, long term goals, principles, acute awareness about the dividing line between causes and symptoms, mission statements, strategic perspectives and human resources. Transformational leadership is primarily and immediately concerned with winning the support of those subordinates to achieve predefined organizational goals. While many such objectives are not realized in the short run due to a variety of reasons such as inadequate planning and wrong forecasts about cash flow, sales revenue and profits, there can be some recovery in the long term. Transformational leader seeks with fervent hope to inculcate a sense of responsibility and pride in achievements among the subordinates. A critical theoretical perspective that has been developed on this particular aspect looks at the transformational leader’s attitude towards his\her subordinates as power-sharing partners whose contribution to the productive process is rewarded with acknowledgment. However according to the leadership style in People Express it was centered on a hybrid model of the time, i.e. a good admixture of people orientation and share ownership in the company would motivate the average employee to perform better. The former is directly related to the transactional leadership theory while the latter is linked to the then populist ideological concept of ‘share owning democracy’ (www.harvardbusiness.org). Neither of them worked. Instead Burr should have focused on the very management and organizational culture at People Express. For instance he