Hospitality Management International Labor Organization

Question: Write about theHospitality Managementfor International Labor Organization. Answer: Career decision-making is a process that helps in describing the options that a person makes while they are selecting their career options. It helps in identifying the different factors that involves the decision-making process of the person and helps in understanding the options through which these factors create an impact on the choices and decisions of the individual. The choices are based on three factors, which include firstly a proper understanding of oneself and the abilities, aptitudes, interests, ambition and knowledge. Secondly, it consists of the knowledge of requirements and the advantages and disadvantages, opportunities and threats in that particular line of work and thirdly, the relationship of the facts between two groups, which are based on proper reasoning. These factors will act as necessary guidelines when the individual decides to choose their career and what to do with the information that is provided to them for a proper decision-making process (Walsh Osipow, 2014). The hospitality industry is growing at a faster pace in the modern world recently. According to the International Labor Organization (ILO), this industry had a growth rate of 3 percent in 1999 and rose to 8 percent in the year 2010, which shows the steady increase in the number of jobs and in the interests of the people. This has provided greater rate of job opportunities as the industry is labor-intensive in nature. This industry provides career opportunities for the employees so that it helps them in developing their career paths. the development of career in a hospitality industry is not easy as the mode of entry in this industry depends on a variety of factors ( Ferrell Fraedrich, 2015). In hospitality industry, being self-aware helps in getting better attention and in raising the performance within the organization. The leaders having high levels of self-awareness are not better off as they have to have the honesty and have courage in admitting the failures and correcting it immediately within the workplace. It helps in making a strong journey within the organization for the employees who do not know well about themselves. Self-awareness among the individuals help in identifying the missing gaps that is required in the management and promotion of the skills. The development of the skills will help in assessing the gaps that is present in the current situation as well as for the future. It directly helps in revealing the skill gaps that the individual wants to work on. Self-awareness helps in the identification of the strengths and deal with the weaknesses within the individual. For example, if the individual has a good sense of developing the future within the hospi tality industry but lacks in analyzing the details that is required to make the outcome positive in the future (Wals Osipow, 2014). Self-awareness helps in reducing the stress as it helps in understanding the jobs and finds out the level of compatibility that the individual may have with respect to the job. This does not mean that one should not take up a job if it does not suit that person but it will require the development of extra skills so that those jobs can be fulfilled. Self-awareness helps in revealing the problems that are present with the performance in the hospitality industry and identifies the steps that help in improving these performances (Derlaga Berg, 2013). Personal priorities or values are the things that the individual believes and has been following for his entire life. It helps in creating a identity by prioritizing the balance between life and work. The values helps in the decision-making process, behavior and lifestyle of the individual, which eventually leads to happiness, contentment and satisfaction in their lives. The conflicts between the personal priorities and the job that the individual is doing in the hospitality industry have a major impact on the quality of life. Being aware of the personal life helps in understanding what kind of a job the individual should pursue within the industry, whether to accept a promotion or not and to leave or stay in the job. These things can be decided if the person is well aware of oneself and the sacrifices that the individual has to make to attain growth in their lives through the job. These issues have a negative impact on how the job needs to be carried out by the individual (Verbert e t al., 2014). The individual needs to give priority to the family as well and decide upon the type of job that he wants to apply in the hospitality sector. The factors that should be kept in mind is that if the individual wants the job within the same locality or the specified home town, which is close to family and friends (Shepherd, Williams Patzelt, 2015). To develop a short and medium-term action plan with respect to building the career, it is necessary to keep certain things in mind. Firstly, it is important to identify oneself as being analytical in nature along with driven by ambition. For the hospitality industry, education needs by minimum bachelors followed by higher studies. If the individual has any past employment, then it is necessary to notify it in the action plan (Hayes, 2014). Secondly, the personal preference of the individual needs to be given such as the preference of being involved in a competitive place if there are opportunities to perform. The values such as timely returns, creation of efficiencies and contribution to meet the objectives of the team needs to be mentioned so that it helps in understanding the job. However, the limitations need to be mentioned as it will help in understanding the drawbacks of the individuals (Verbert et al., 2014). The goals maybe divided into short, mid and long-term. The short-term goal will be to secure a position in the organization, which will help in getting a foothold and demonstrate the ability to work in front of everyone. The mid-term goal will be to develop in the organization and secure a senior role within the organization. The competencies, skills and knowledge experience should be based on the logistics and the systems that exist in the organization along with the interest rates of the market in the future (Gilbert, 2014). Self-promotion will help in promoting the agendas that will help in the identification of the customer needs and can be used as strength in promoting the services or the products. The personal skills help in focusing on the career management skills in implementing the decisions that helps in determining the career of the individual. The focus on the transferable skills of the individual acts helps in analyzing the result based on the decisions and transitions. The individual has to take up chances in the organization so that it will help him in the growth of the organization as well as of oneself. This will give the individual a chance to develop the personal skills by taking up risks and challenges so that they become aware of the situations if they fail in implementing their ideas (Turner Guilding, 2014). Chance plays an important role, as it will also help the individual to identify the risks that are present in the workplace and will help in developing them. If the result turns out to be positive then it will help the individual to be recognized among the other employees, which will help the individual in earning recognition. If the chance turns out to be negative, then the individual has to bear the consequences that are present in the hospitality organization. That may include a negative impact on the salary at the end of the month (Brady, 2015). The individual in the hospitality industry needs to execute the plans carefully so that they do not face the risk of failure in their execution of the ideas. The strategies that will be taken up by the individual have to be linked to the goals of the fellow employees so that it can easily achieved (Fullan, 2014). Firstly, the priorities need to be set in the first place, which will help in identifying the importance of each priorities and the time that will be required to place the priority in place. Any one of the priorities needs to be implemented so that it will help in testing out the strategies that has been taken up in the hospitality organization (Sharf, 2016). After implementing the strategy, it is important to collect and analyze the data so that it will help in understanding if the strategy is taking place in the organization or not. This will help in getting a positive or a negative result so that it will help in developing the key performance indicators (KPI), which can b e measured and monitored on an ongoing basis. This will help in understanding the indicators that will help in bringing out positive results within the organization (Rothwell et al., 2015). Reference List Brady, J. (2015). The Financial, Social, and Environmental Impacts of Sustainable Practices on the Las Vegas Hospitality Market. Derlaga, V. J., Berg, J. H. (Eds.). (2013).Self-disclosure: Theory, research, and therapy. Springer Science Business Media. Ferrell, O. C., Fraedrich, J. (2015).Business ethics: Ethical decision making cases. Nelson Education. Fullan, M. (2014).Leading in a culture of change personal action guide and workbook. John Wiley Sons. Gilbert, L. A. (2014).Men in dual-career families: Current realities and future prospects. Psychology Press. Hayes, J. (2014).The theory and practice of change management. Palgrave Macmillan. Rothwell, W. J., Jackson, R. D., Ressler, C. L., Jones, M. C., Brower, M. (2015).Career Planning and Succession Management: Developing Your Organization's Talentfor Today and Tomorrow: Developing Your Organizations Talentfor Today and Tomorrow. ABC-CLIO. Sharf, R. S. (2016).Applying career development theory to counseling. Cengage Learning. Shepherd, D. A., Williams, T. A., Patzelt, H. (2015). Thinking about entrepreneurial decision making: Review and research agenda.Journal of management,41(1), 11-46. Turner, M. J., Guilding, C. (2014). An investigation of Australian and New Zealand hotel ownership.Journal of Hospitality and Tourism Management,21, 76-89. Verbert, K., Govaerts, S., Duval, E., Santos, J. L., Van Assche, F., Parra, G., Klerkx, J. (2014). Learning dashboards: an overview and future research opportunities.Personal and Ubiquitous Computing,18(6), 1499-1514. Walsh, W. B., Osipow, S. H. (Eds.). (2014).Career decision making. Routledge.