A discussion on the family responsibilities that might affect the progression of women into senior management positions within organizations and businesses that are in the hospitality industry.
# 151370 | 1,451 words | 20 sources | APA | 2010 |
Published on Jun 08, 2012 in Business (Industries) , Women Studies (General) , Gender and Sexuality (General)
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This paper looks at the work-life balance initiatives that working women can be able to use to progress in their careers. Over the years, more and more women have joined the labour market electing to relegate the role of being a mother and homemaker to the back. It also examines how more women have now joined the global work force with a growing number of this population taking up managerial positions within different organizations around the world. In particular the paper also looks at work-life balance strategies that can be incorporated by businesses in the hospitality industry such as parental leave and working from home.
From the Paper:"According to a report released by People 1st on female workers within the hospitality industry, 310,000 female workers were reported to have left hospitality industry sectors such as leisure, travel and tourism sectors every year around the world. This meant that the hospitality industry lost L2.8 billion every year as a result of replacement recruitment programs and also additional training to ensure that the employees were conversant with their work duties. The report highlighted five major barriers that prevented women from advancing to senior management roles within the hospitality industry which included the challenge of balancing between work and family, gender bias and inequality in the work place especially in the case of female head chefs and sous chefs, poor networking on the part of women, a lack of visible women in managerial positions within the hospitality industry and a dominant male culture for certain positions within the industry especially in the case of hospitality where most managers and head chefs have been predominantly male (Bracken 2010)."
Sample of Sources Used:
- Bracken, M., (2010) Over 300,000 female workers leave the hospitality industry every year. Available at: http://www.craftguildofchefs.org/news-item/over-300000-female-workers-leave-the-hospitality-industry-every-year-finds-research/12318 [Accessed 29 January 2010]
- Clements, P. and Spinks, T. (2009) The Equal Opportunities Handbook. London, UK : Kogan Page
- Clutterbuck,D. (2003) Managing work-life balance. London, UK : CIPD
- Davidson, M.J. and Burke, R.J. (2002) Women in Management. London, UK : Sage.
- Deery, M. (2008) Talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management , Vol. 20, No. 7, pp 23-28.
Cite this Research Paper:
Family Responsibilities and Discrimination (2012, June 08) Retrieved September 25, 2020, from https://www.academon.com/research-paper/family-responsibilities-and-discrimination-151370/
"Family Responsibilities and Discrimination" 08 June 2012. Web. 25 September. 2020. <https://www.academon.com/research-paper/family-responsibilities-and-discrimination-151370/>