Employee perceptions of well-being and organizational wellness offerings: A study of line-level employees in select-service hotels

ABSTRACT

This research assessed line-level employee perceptions of their own well-being and their awareness of wellness benefits offered by their organizations. Completed questionnaires were collected from 187 employees of select-service hotels in the Midwest. Employees had above average levels of well-being with full-time employees having significantly higher levels of well-being than part-time employees. Employees who are aware of available wellness programs had higher levels of well-being than those who are not aware of these programs. The findings suggest the need for organizations and managers to implement and communicate wellness program offerings to all employees.     

Hospitality and tourism student and alumni perspectives: promotion expectations,academic and experience adjustments,and career growth

Preparing qualified graduates for the tourism and hospitality industry who will stay and achieve promotional success is paramount. The objectives of this research project were to determine promotional advancement expectations and strategies to improve promotional opportunities. Two separate questionnaires, with both open and close-ended questions, were sent to upper classmen/women in hospitality and tourism programs and alumni of the same programs. In total, 717 (409 students and 308 alumni) completed the questionnaires. Chi-square tests were run to determine differences between student and alumni responses. To assist in analysis of open-ended responses, Atlas.ti was used. There was a statistically significant difference between students and alumni responses in regards to promotional expectations; students expected it to take a significantly longer time to receive a promotion to supervisor or manager than alumni. Overall, students and alumni indicated strategies such as more real-world-focused courses with hands-on experiences.     

Men and women as managers: A significant case of no significant difference

What does it all mean? We've reviewed five studies involving almost 2,000 people compared on a total of 43 scales. We've studied matched pairs and controlled for level of managerial achievement. And after all is said and done, we have detected a total of two overall differences between male and female managers. One of these, involving managerial work motivation, favors females: Their work motivation profiles are more “achieving” than those of their male counter-parts. The other difference, pertaining to interpersonal competence, favors the male managers: They are more open and candid with their colleagues than are females. Add to these the more titillating than significant anomalies of differing back-up style preferences and we are left with one conclusion: Women, in general, do not differ from men, in general, in the ways in which they administer the management process.Managers themselves and their subordinates concur. It seems that the disproportionately low numbers of women in management can no longer be explained away by the contention that women practice a different brand of management from that practiced by men. Whereas this may amount to good news in some quarters, we ought not be prematurely elated by discovering that women manage just the way men do. Carolyn Sherif has pointedly called attention to the fact that all is not necessarily well in today's male-oriented management activities.We of course view management in its more global aspects: The important issue to us is how an individual manages in relation to achievement criteria. Individual achievement and organizational health ultimately depend on the way management is practiced. And we now see that the way management is practiced is not related to the sex of the manager — the issue is generic rather than gender-bound.     

Behavioural Orientations of Non‐Profit Boards as a Factor in Entrepreneurial Performance: Does Governance Matter?

Relatively little is understood about factors triggering entrepreneurial behaviour within organizations not driven by profit motives. Governance plays an important role in non‐profits, particularly boards of directors. Integrating resource‐based theory and entrepreneurial orientation research, we examine the influence of non‐profit boards as strategic resources shaping the organization's entrepreneurial orientation and performance. In particular, we focus on the non‐profit board's underlying behavioural orientations, or the extent to which the board is strategic, activist, conservative, and cohesive. Findings from a cross‐sectional survey on arts and culture organizations demonstrate that three of these behavioural orientations impact levels of entrepreneurship occurring within non‐profits. Higher levels of entrepreneurship affect social performance, but not financial performance.     

Planning Histories and Practices of Circulating Urban Knowledge

This symposium creates and stimulates new dialogue and cross‐disciplinary exchange between planning theorists and geographers in researching the transfer of urban policy and planning models, ideas and techniques. The symposium challenges a restricted historical focus in much of the emerging geographical literature on urban policy mobilities by drawing on a rich tradition within planning history of exploring and documenting the trans‐urban travel of planning ideas and models over the last 150 years. It is argued that this longer‐term perspective is required to highlight important historical continuities and institutional legacies to contemporary urban policy circuits and pathways and to question what is particularly new, distinct and innovative about an intensification in the travel of urban ideas, plans and policies over the past decade — and the accompanying scholarly interest in them. The symposium also uses the emphasis on particular details and specific experiences within planning histories to foreground and develop approaches, particularly from recent geographical scholarship, that investigate the contingent and embodied practices and wider epistemic contexts that enable — or hinder — contemporary policy transfer.     

Membership,influence and voice: a discussion of trade union renewal in the French context

Union density in France has fallen to exceptionally low levels, yet unions are able to mobilise millions of supporters against government austerity measures. Some authors therefore argue that the union revitalisation literature overemphasises density over other power resources. The article first confirms the decline of density and the scale of the challenges unions face in organising in the face of restructuring and casualisation. Second, it is argued that unions have retained some policy influence by forming strategic alliances among themselves, although pressures for fragmentation remain strong. Third, unions' mobilising capacity indicates the need to find new ways of coordinating action at all levels. The article thus not only confirms the inadequacy of density alone as a measure of union vitality but also highlights the challenges, and some opportunities, facing unions in hostile economic conditions.     

摒弃文档低效率节约纳税人资金

2007年国际团队卓越竞赛(International Team Excellence Competition)的三位银奖获得者之一,来自佛罗里达州的一个团队,他们创造了一项绝佳的解决方案,该方案可以节约佛罗里达州纳税人1800万美元的资金.