Zero Hour Contracts in the Hospitality Industry Essay

Zero Hour Contracts in the Hospitality Industry - Essay Example Observably, this sort of contract is argued to possess both negatives and positives influencing the commitment levels of both the employer and the employee and hence, affecting organisational efficiency at large. However, such contract accompanies with aspects including lack of job and financial security for the employees and lack of availability of skilled and loyal staff for the company. With due considerations to all these aspects, certain recommendations have been made to Hyatt Regency London when applying the policy of zero-hour contract. The Policy Background The policy depicted in this briefing is based on the concept of ‘Zero-Hour’ Contracts. As the name itself suggests, ‘Zero-Hour’ Contracts is a type of employment contract that is usually used in the UK in compliance with the Employment Rights Act of 1996 of the country. Basically, this contract is drawn in a written format, where it contains a statement regarding the terms and conditions of employ ment built amid an employer and an employee. Under such contracts, an employer does not guarantee an employee to provide work and pays for the work that is actually being done. In precise, the contract provides right to the employers that enables them to take a call on staffs when they are not needed and does not pay them for that duration, which further makes the entire process a time-efficient one. It has recently been one of the major issues and a component of extensive debate worldwide. It can be considered as a rising issue in various sectors of business including the hospitality industry owing to the fact that it regarded as an approach, which employers find attractive as it is quite a cost saving measure. In the hospitality sector, companies are therefore observed to be recruiting staff members on the basis of ‘Zero-Hour’ Contracts. However, it is deemed that the aspect of ‘Zero-Hour ’ Contracts is not quite a profitable prospect for the employees as it is for the employers in the UK hotel industry, as they are only entitled for salary nominal payment for the period they actually worked for the business with no financial security. Moreover, the concept of ‘Zero-Hour ’ Contracts is also seem to be violating some of the key employment rights that further make it a serious issue altogether (Grice, 2013; ACAS, 2012). Since, the concept has certain major advantages and loopholes at the same time; its extensive implementation has become quite uncertain and a major point of discussion, which further presents it as a major issue in the modern day context. As addressed above, the policy of ‘Zero-Hour’ Contracts has major impacts on both the employer and the employees as the major stakeholders of the policy issue. Owing to this contract, employers are entitled to be benefited with greater flexibility to meet the demands of the customers. It also reduces cost of the company as very little has to be spent on emplo yee recruitment and training. Furthermore, as per the contract, employees will be able to get flexible hours to maintain a better work-life balance. These aspects encourage many to support the concept. While the opposers to the policy issue argue upon certain facts including violations of employment rights and salary payment approach under such contracts (Grice, 2013; ACAS, 2012; Barnett & Scrope, 2008). Assessment of the Debate to Date The concept of Zero-Hour ’ Contracts has become an importance topic of debate all over the world, especially in the hospitality

Leadership and decision making in organizations Assignment

Leadership and decision making in organizations - Assignment Example le in order to fulfil targets with honesty, acting in a transparent manner and possessing skilfulness, particularly in executing planning functions (Leatherman, 2008). Conceptually, these mentioned qualities strongly affirm that leadership often contributes in managing organisations in an effective manner, mitigating any possible threat, risk or vulnerability to the organisations’ sustainability. In this regard, leadership supports in managing organisations, facilitating effective communication amid every organisational member, fostering teamwork, exploiting the accessible resources effectively and most vitally making crucial decisions (Clegg & et. al., 2011; Grey, 2012). On the other hand, decision-making is often viewed as a cognitive procedure, which may result in selecting relevant course of actions amid numerous available options or alternative scenarios. Decision making is often viewed as one of the imperative responsibilities for leaders towards the accomplishment of or ganisational goals and objectives. Correspondingly, making effective decisions by a leader ultimately impose extensive impacts upon developing the overall performances and managing various crucial aspects of an organisation. The significance of decision-making is usually attributed to the fact that the decisions are generally made by the leaders in an organisation, demonstrating the values of the people associated within it, either directly or indirectly, which results in improving the overall performances of the organisation (Johnson, 2010). Correspondingly, this paper intends to discuss about the negative effects of leadership, particularly on employee and organisational productions. Moreover, a critical evaluation regarding the interrelation between leadership and production in organisations...On the other hand, decision-making is often viewed as a cognitive procedure, which may result in selecting relevant course of actions amid numerous available options or alternative scenario s. Decision making is often viewed as one of the imperative responsibilities for leaders towards the accomplishment of organisational goals and objectives. Correspondingly, making effective decisions by a leader ultimately impose extensive impacts upon developing the overall performances and managing various crucial aspects of an organisation. The significance of decision-making is usually attributed to the fact that the decisions are generally made by the leaders in an organisation, demonstrating the values of the people associated within it, either directly or indirectly, which results in improving the overall performances of the organisation (Johnson, 2010). Correspondingly, this paper intends to discuss about the negative effects of leadership, particularly on employee and organisational productions. Moreover, a critical evaluation regarding the interrelation between leadership and production in organisations along with the implications of stress generated by leadership and authority on the work environment, would also be conducted in the following discussion. Various aspects, such as the contribution of leadership to team environment and decision sharing between managers and employees will also be prudently analysed in this paper.