Supervision in the Hospitality Industry: Leading Human Resources, 6th Edition

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  • Format: eBook
  • Copyright: 2008-12-01
  • Publisher: Wiley
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Human resources are led, not managed. Supervision in the Hospitality Industry: Leading Human Resources, Sixth Edition is about leading the people who cook, serve, tend bar, check guests in and out, carry bags, clean rooms, mop floors-the people on whom success or failure of every hospitality enterprise depends. It is a book about first-line supervision, written especially for the beginning leader, newly promoted supervisor, or anyone planning a career in the hospitality field. Even experienced managers will find if full of useful ideas and insights. Revised and updated to include increased coverage of contemporary diversity initiatives, with information on recruitment and retention, and additional profiles of individuals and companies, Supervision in the Hospitality Industry provides a basic understanding of a leader's role and responsibilities applied to the hospitality industry.

Table of Contents

Leading Human Resources, Equal Opportunity, Diversity, and Planning
Leading Human Resources
The Practice of Leading Human Resources
The Importance of Leading Human Resources
The Human Resources Department
The Challenge of Leading Human Resources
Leaders, Supervisors, and Associates
Characteristics of Leaders
The Nature of Leadership
Leadership Styles
The Old-Style Boss
Theory X and Theory Y
Situational Leadership
Transactional Leadership
Transformational Leadership
Practices of Leaders
Developing Your Own Style
The Leader as Mentor
Equal Opportunity Laws and Diversity
Equal Opportunity
EEO and Diversity
Equal Employment Opportunity Laws
EEO La*ws and the Hiring Process
Equal Opportunity in the Workplace: What Leaders Need To Know
Q & A: Race, Ethnicity, Color"What Practices Are Discriminatory"
Why Does Cultural Diversity Matter?
Developing Cross-Cultural Interaction
How to Increase Personal Awareness
Learning About Other Cultures
How to Recognize and Practice Cross-Cultural Interaction
The Value of Cultural Diversity
Leading Cultural Diversity in the Workplace
Establishing a Diversity and Inclusion Program
Leading Diversity Issues Positively
General Guidelines
Gender Issues
Cultural Issues
Religious Issues
Age Issues
Physically and or Mentally Challenged Issues
Human Resources Planning, Job Analysis, Job Description, and Organizing
The Nature of Human Resource Planning
Levels of Planning
The Planning Process
Goals and Goal Setting
SWOT Analysis
The Risk Factor
Qualities of a Good Plan
Types of Plans and Planning
Standing Plans
Single-Use Plans
Day-by-Day Planning
Planning for Change
How Associates Respond to Change
How to Deal with Resistance
Example of Planning for Change
Planning Your Own Time
Job Descriptions
Job Analysis
The Uses of Job Analysis
Job Description
Other Parts of the Job Description
Organizing for Success
Sourcing, Compensation, and Benefits
Sourcing: Recruitment, Selection, and Orientation
The Labor Market
Jobs To Be Filled
Days and Hours of Work
Sources of Employees
Characteristics of Your Labor Area
Determining Labor Needs
Defining Job Qualifications
Forecasting Staffing Needs
Training Versus Buying Skills
General Recruiting Principles
On-Line Applicants and Selection Tests
Internal Recruiting
External Recruiting
Evaluating Your Recruiting
Selecting the Right Person
Application Form
The Interview
Reference Check
Making the Choice
Making the Offer
Negligent Hiring
Creating a Positive Response
Communicating the Necessary Information
Compensation and Benefits
Compensation Programs
Compensation Philosophy
Compensation Leadership
Compensation Goals and Strategies
Labor Market Conditions
Legislation and Legal Issues of Compensation
Developing a Compensation Plan
Establishing Pay Rates
Establish Pay Grades
Pay for Performance
Profit-Sharing Plans
Cost of Living Adjustments
Tipping and Service Charges
Employee Benefit Programs
Employee Benefits Required by Law
Table of Contents provided by Publisher. All Rights Reserved.

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