Challenges of Sustainability Within the Hospitality Industry

High employee turnover, where workers frequently leave and must be replaced, leads to increased spending on recruitment and training and can indicate management problems. Employees often have good reasons for moving on but if too many are leaving an organisation, can be very disruptive.

Resistance to change is an expected reaction of human nature. We are not accustomed to change, as it is possible to lead to failure; however, there are also ways to manage the resistance within the company.

In this paper Team C has discussed the issue of poor employee retention concluding in a high employee turnover rate. This is an issue that can be common among some companies and that is a great example of

The resistance from employees and managers is normal and can be addressed. Persistent resistance, however, can threaten a project. The change management team needs to identify understand and help their leaders manage resistance throughout the organization. Resistance manage is the process and tools used by managers and executives with the support of the change

Communication of the high need of sustainability goals to all members of the company, Everyone needs to understand and be committed to ensuring that the same is met.

Sustainability is important to maintain the way humans and nature are treated to have healthy organisms and reproduction. Unfortunately, nature and animals are not treated the way they should be. Many livestock are forced reproduced and kept in unlivable conditions. Plants are overwatered or left in drought and given GMO’s to survive. There are many different ways we can change our ways and allow organisms to survive naturally without the use of pesticides and animals to live happy. If a hotel practiced sustainable practices they would be very well known and enjoyed in the community.

The organization must implement specific strategies to identify and resolve resistance to change. O Connor (1993) stated "In an organization, resistance is opposition or witholding of support for specific plans or ideas. It can either be intentional or unintentional, covert or overt" (p. 30). Employees will likely consider how change affects them personally and that may naturally cause some resistance. One of the most important things an organization can do to minimize resistance is to address these personal concerns. It is also important to identify any potential loss or gain that comes from implementing, or not implementing, the change initiative. Leaders

As employee turnover increase, it is the role of the HR manager to keep that from happening, by being more engaged with employers, Richard P. Finnegan introduced this in his book ‘The Rethinking Retention in Good Times and Bad, Breakthrough Ideas for Keeping Your Best Workers’. Mr. Finnegan spoke of the ten principles he believe will decrease the employee turnover, in addition to improving HR and employer’s relationship, he conducted research through surveys, and through experience.

Because of this, the jobs are more secure, service-oriented and, in general, more productive. Moreover, the main result lies at the expense of well-chosen strategy, «Hyatt» well ahead of its competitors. At the heart of the corporate principles of the company have the task of giving employees the opportunity to grow by providing opportunities for growth in a career, not just a work in Hyatt hotels and resorts. Compared with the company Marriott, Hyatt provides more opportunities for development and training of its staff. It does not just "values" of its employees, but also the "grows" them, guiding them on the initial steps to the top of the career ladder.

According to Palmer, Dunford, and Akin (2009) there are six different approaches to managing resistance to change which are, situational, let nature take its course, thought self-leadership, creative counters, tinkering, kludging, and pacing approach, and finally the power of resistance approach. While all of these different methods or approaches for dealing with change have positives and negatives, some are better than others. For example, Kotter and Schlesinger’s situational method is great in that it recognizes some situations need to be treated differently than others. However, they suggest that manipulation could be used and while they explain the dangers of this approach, its application is very limited and the rewards don’t outweigh the risks.

During the recent past however, when the company became a more dominant global competitor and a publicly traded conglomerate, the numbers of employees leaving the firm have increased, generating adjacent problems of employee recruitment, training and retention. In other words, the major challenges currently faced by the company are related to talent management. At a more specific level, the issues refer to the following:

Workforce turnover is a complex and important issue amongst today's organisations. It is perhaps one of the most often cited cause of increased cost and decreased productivity. No wonder people management has become an important frontier to extract and create more value from company assets. On comprehending the articles, it has become evident that organisations have moved beyond the traditional approach of only investing in core business activities, to invest in employee retention strategies. Many organisations, for example St. George Bank

Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at

Every living being are directly or indirectly depend on natural environment. Sustainability helps to balance financial, social, and environmental factors to facilitate responsible business decision making over the immediate and long term. . Sustainability refers to meeting the needs of present generation without compromising the ability of future generations to meet their own needs (Oxford University press 1987, p.43). Sustainability is also being protective and aware of use of natural resources and development that meets the need of present and everything that is need for our survival and well being depends, directly or indirectly on our natural environment. According to Environmental Protection Agency (EPA) Sustainability is

Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at