EMPLOYEE RELATIONS
EMPLOYEE RELATIONS
Employee relations in hotels and catering is about the management of employment and work relationships between managers and workers and, sometimes, customers.
The employee relations can be briefly divided in some “factors” i.e.:
Unionisation
Structure
Culture
Collective bargaining
Negotiation
Consultation
Conflict Management
Empowerment
Grievance & disciplinary
1.1. Unionisation
All employees, in every kind of business, are united by “unionisations”, which are employees’ organisations, created to gain greater power and security at work. In fact union membership can provide greater influence collectively with employers than workers have as separate individuals.
Within the hospitality industry, unfortunately, there is a low number of union’s membership for the following reasons:
There is a large number of small hotels that make more difficult for the trade union to organise meetings.
There is a high number of young workers and part-time/occasional workers that are not really interested in belonging to trade unions.
There is a large number of foreign people that are working in this industry in the UK and that are staying here just for short-time periods etc…
For example teachers have one of the best trade union in the UK because there are not “secret contract”, there is a large workforce and primarily there is just a really low number of part-time workers.
1.2. Culture
Cultures within workplaces are made up by traditions, habits, ways of organising and relationship at work.
Organisational Culture can basically be defined as "the collective programming of the mind that distinguishes the members of one organisation from others."
People who are in charge of a company decide how to let people act, through the encouragement to do something appreciated by them or even discouraging the staff to do something not good seen by them.
The organizational culture can be divided in some key factors i.e.:
Mission content
Management style
Language and
Employee relations in hotels and catering is about the management of employment and work relationships between managers and workers and, sometimes, customers.
The employee relations can be briefly divided in some “factors” i.e.:
Unionisation
Structure
Culture
Collective bargaining
Negotiation
Consultation
Conflict Management
Empowerment
Grievance & disciplinary
1.1. Unionisation
All employees, in every kind of business, are united by “unionisations”, which are employees’ organisations, created to gain greater power and security at work. In fact union membership can provide greater influence collectively with employers than workers have as separate individuals.
Within the hospitality industry, unfortunately, there is a low number of union’s membership for the following reasons:
There is a large number of small hotels that make more difficult for the trade union to organise meetings.
There is a high number of young workers and part-time/occasional workers that are not really interested in belonging to trade unions.
There is a large number of foreign people that are working in this industry in the UK and that are staying here just for short-time periods etc…
For example teachers have one of the best trade union in the UK because there are not “secret contract”, there is a large workforce and primarily there is just a really low number of part-time workers.
1.2. Culture
Cultures within workplaces are made up by traditions, habits, ways of organising and relationship at work.
Organisational Culture can basically be defined as "the collective programming of the mind that distinguishes the members of one organisation from others."
People who are in charge of a company decide how to let people act, through the encouragement to do something appreciated by them or even discouraging the staff to do something not good seen by them.
The organizational culture can be divided in some key factors i.e.:
Mission content
Management style
Language and