Current Scale, Scope and Diversity of the Hospitality Industry Assignment

Current Scale, Scope and Diversity of the Hospitality Industry - Assignment Example The scope of the hospitality industry consists of businesses, like entertainment, food and accommodation. Under hospitality industry, a tourist is facilitated, as they are taken to theme parks, they are provided with transportation, and event planning services. The reason why hospitality industry is called a diverse industry is that they offer diverse services, for example, accommodation and entertainment are diverse fields. Moreover, the hotel industry offers diversification, because of the different types of job opportunities it creates. In a hotel industry, there are caterers working to provide food and beverages for the hotel guests. Then there is the management of the hotel, which consists of a human resource manager, operations manager, staff manager, kitchen workers, porters, bartenders and housekeepers. There are people who are responsible for managing entertainment for the guests, which can be in shape of a karaoke night, gaming arena, or a concert. Another important aspect of this diversity is the marketing manager of the hotel, which looks after attracting tourists towards their hotel and making sure that they reach a wide audience. There are different management roles in a hospitality industry, which are compulsory to run an effective hotel. The management functions of a hospitality industry include asset management, staff management, risk management, business management, logistics, financial management and statutory compliance. To train for these roles, the skills set needs to be strong and the qualifications need to be well integrated. If an employee is in business management, then he would need an MBA degree, to better understand his department; MBA is also known to be a benchmark, for management roles at a senior level. Moreover, if an employee is applying for Chief Financial Officer, then they need to have knowledge of preparing budgets for the hotel, making financial statements, managing the payroll of employees, making invoices and payments to suppliers and doing bank reconciliations, because these are the responsibilities of a CFO.  Ã‚  

Biases and Judgment Essay Example | Topics and Well Written Essays - 500 words

Biases and Judgment - Essay Example Several biases impact decisions, such as bias, or ethical issues related to the availability heuristic and bias related to the representative heuristic. Bias related to the availability heuristic pertains to being biased for information that is easier to recall and presumed as related (Korte, 2003, p.447). Bias related to the representative heuristic refers to evaluating situations using traits that represent stereotyped beliefs and values (Korte, 2003, p.447). The first judgment bias that I dealt with is related to anchoring and adjustment. Anchoring refers to focusing too much on an â€Å"anchor† or specific value in making decisions (Korte, 2003, p.447). Adjustment of decision-making occurs, when the decision becomes solely or greatly based on this anchor, instead of a wide range of factors (Korte, 2003, p.447). In order to deal with this bias, I used reflective decision-making, with expedient factors. Reflective decision-making pertains to having a long-term approach to decision-making, while expedience requires making fast decisions, often to achieve short-term goals (Hoch & Kunreuther, 2001, p.106). I needed to use reflective thinking, because I wanted to determine the potential anchors that I tend to use during making decisions. For instance, identifying the criteria for establishing an effective and efficient human resource department requires selecting the right factors and weighing them appropriately. I avoided anchoring a nd adjustment by considering different aspects of the problem, such as employee sentiments, resources, and situational factors. The organizations needs a more concrete HR system, but they cannot afford a whole-unit approach to HR. Some people would also not be open to professionalizing their HR systems, because of fear for drastic organizational changes that will upset the status quo. Instead,