Example research essay topic: Number Of Years Hospitality Management - 538 words

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This means may serve as very effective method of rewarding the employees in hospitality sector. However, in this relation another question arises as the characters, demands and requirements of customers vary greatly, and the level of their personal attitude displayed in the application suggested, is not always the true reflection of the service provided should this method be used in combination with the independent monitoring, and will the expenses for this monitoring pay off? 'Last year in Portland, Oregon, president and CEO Jane Shaw discontinued a bonus program for the 150 employees at Portland Marriott City Center. The managers, Shaw states, begged her to discontinue the program because employees were letting down other employees to meet quotas, and to achieve bonuses. ' (Shaw, 2004) What are the guarantees that employees won't let each other down in their personal striving for better performance? What are the guarantees that instead of using personal growth for acquiring better rewards the employee won't use illegal methods of creating negative impression about other workers? This is one of the so-called 'slippery slopes' of the PFP in hospitality industry. Hospitality management may look at PFP as the basis for creating a special system of motivating workers, and not use it blindly without any changes.

The requirements for the level of service in hospitality management constantly changes, and thus the PFP requirements must follow these changes. This is essential for the success of this program of rewards. The word 'hospitality's peaks for itself, and the client's demands towards hospitality grow every day. 3. One of the leading CEO sates, that 'longevity should not be underestimated'. One of the popular means of rewarding the employees is using the PFP reward for the value of this or that employee, displayed through the number of years he has worked for the hospitality entity. However, another question here becomes evident in the hospitality management, where novelty of services often becomes the decisive factor of popularity and profitability of the enterprise, is it really worth rewarding the worker for having spent a number of years in the hospitality enterprise without providing it with any novelties or breakthroughs in performance?

I guess, for the hospitality industry, this means is not to be used separately, but in combination with other important factors longevity alone does not work, as I assume and thus it is to be used with, for example, improvements brought by the employee into the customer service provision, etc. On the other hand, there also exists a psychological factor customer often choose 'their favorites' among the personnel, and thus the level of their satisfaction depends on the presence or absence of this or that employee. The rewards designed for the employees, who are very much desired to stay, may become the means of attracting and supporting repeated customs and thus gaining higher profits through the higher level of their satisfaction. These are the two sides of one issue, and it is difficult to make the exact measurement and borderline between them. This is another proof for the assumption, that PFP plans are not to be used separately in hospitality management they are to be applied in combination with other means of rewards; depending on the exact way the enterprise works.

Research essay sample on Number Of Years Hospitality Management