MOTIVES FOR SELECTING HOUSEKEEPING DEPARTMENT AS A CAREER- A STUDY OF SELECTED HOTELS OF NORTH INDIA
DOI:
https://doi.org/10.29121/granthaalayah.v5.i7.2017.2137Keywords:
Housekeeping, Motives, North IndiaAbstract [English]
Hotel Industry around the world is a marginal revenue generator which provides comfortable and luxurious services from lodging, food, entertainment, business and leisure needs to the individuals at any given moment. Out of all the departments which run the hotels, Housekeeping has been always stayed back of the house and performed to its never ending duties 24x7x365 in pursuit of providing clean, hygienic, fresh environment and comfort to every individual stepping into the hotel. A hotel may be a budget or a 5 star categorized one but nothing sends a stronger message than cleanliness in a hospitality operation and that’s always maintained by the housekeeping department. Like any other department housekeeping also offers and individual to make a successful career and achieve different heights in the management up to the level of General Manager. As the job opportunities increases in hotels, and housekeeping department being the largest employer alone department wise as stated in a report by National Skill Development Corporation 2012, it is definitely a great time for employees who wish to advance their career or choose housekeeping as their career choice.
The purpose of this paper is to examine the motives and factors that influence the employee engagement in housekeeping department. Four independent variables have been identified as the factors that are going to be tested in this research which will provide us with essential data on different motives.
Downloads
References
Das, B. and Baruah, M. (2013) “Employee Retention: A Review of Literature”. Journal of Business and Management 14 (2): pp 8-16 (Online) Available from: http://iosrjournals.org/iosr-jbm/papers/Vol14-issue2/B01420816.pdf DOI: https://doi.org/10.9790/487X-1420816
Jones, P. and Lockwood, A., (2002), the Management of Hotel Operations. London: Cengage Learning.
Linder, J.R. (1998). Understanding Employee Motivation. Journal of Extension, 36(3):28-43.
Nelson, B. (1996). Dump the Cash, Load on The Praise. Personnel Journal, 75 (7): 65-70.
Alain Cohn, Michel André Maréchal(2015),Job History, Work Attitude, and Employability, Technical Report. DOI: https://doi.org/10.2139/ssrn.2689528
Yijing Lyu, Xing Zhou, Weiwen Li (2016), The impact of abusive supervision on service employees’ proactive customer service performance in the hotel industry, International Journal of Contemporary Hospitality Management. DOI: https://doi.org/10.1108/IJCHM-03-2015-0128
Richard N. S. Robinson, Anna Kralj, Solnet David, Victor J. Callan (2016), Attitudinal similarities and differences of hotel frontline occupations, International Journal of Contemporary Hospitality Management 28(5):1051-1072. DOI: https://doi.org/10.1108/IJCHM-08-2014-0391
Parasuraman, S. and Simmers, C.A. (2001), “Type of employment, work-family conflict and Well- being: a comparative study”, Journal of Organizational Behaviour, 22, pp. 551-68. DOI: https://doi.org/10.1002/job.102
Poulston, J. (2008) ‘Hospitality Workplace Problems and Poor Training: A Close Relationship’, International Journal of Contemporary Hospitality Management, 20(4):pp.412-427 DOI: https://doi.org/10.1108/09596110810873525
Walker, J.W. (2001). “Perspectives” Human resource planning.24 (1):pp. 6-10
Wong, S., & Pang, L. (2003). Motivators to creativity in the hotel industry perspectives of managers and supervisors. Tourism management, 24: 551-559.
National Skill development Corporation, Human Resource and skill requirement in hotel industry, Study on mapping human resource skill gaps in India till 2022.
World Travel and Tourism Council, Economic impact report 2017 India.
Ning Kuang Chuang, Mary Dellmann-Jenkins (2010) Career Decision Making and Intention: a Study of Hospitality Undergraduate Students, Journal of Hospitality & Tourism Research 34(4):512-530 DOI: https://doi.org/10.1177/1096348010370867
Downloads
Published
How to Cite
Issue
Section
License
With the licence CC-BY, authors retain the copyright, allowing anyone to download, reuse, re-print, modify, distribute, and/or copy their contribution. The work must be properly attributed to its author.
It is not necessary to ask for further permission from the author or journal board.
This journal provides immediate open access to its content on the principle that making research freely available to the public supports a greater global exchange of knowledge.