Enhancing Management Skills in Hospitality Industry through Mentoring

to develop the skills of personnel working at management level. In case of hospitality industry, the personnel need to be highly competent to deal with distinct set of stakeholders.

Contemporary Issues

TOPIC: CONTEMPORARY ISSUES IN HOSPITALITY INDUSTRY
The hospitality industry is functioning over the larger scale within the economy of UK.
Major contribution into the economy is done with the help of the revenue that is generated from
the services that are rendered by hospitality industry to different stakeholders (Airey, Dredge and
Gross, 2015). There are various approaches which can be identified and used in order to deal
with the issues that act as the challenge in the development path of the employees and affect their
potentiality. All the aspects are evaluated in an appropriate manner so that challenges within the
UK hospitality industry are handled properly.
The contemporary issues act as a challenge for the hospitality industry of UK. In UK, the
hospitality industry employs a greater number of workforces to manage the entire working. The
hospitality industry of UK encompasses of large chains of hotel to provide the quality stay the
customers (Frangos, 2015). Despite of effective management and development, employees’
performance is not materialized and results in the biggest challenge for UK hospitality industry.
It can be said that the hospitality industry in UK faces an issue with the management
development.
In today's context, the competition is expanded and several issues are faced by the hotel
that is operational within the same industry. In order to deal with these issues, proper evaluation
of employees working is required so that the hurdles are resolved in an effectual manner. The
businesses need to work on developing skills and potential of employees at managerial level. For
effective evaluation, mentoring is an appropriate approach to address the challenges that are
encountered in hospitality industry of UK. Mentoring dictates the professional relationship with
the expert to manage the operations in order to attain the goals of the organization. It is an
effectual way to deal with the issues which are encountered by the employees while performing
the respective operations as per their job role (Johnson and Ridley, 2015). Positive relationship is
being developed with the help of mentoring through which overall skills are improved within the
personnel.
Within hospitality industry, a hierarchy is framed up to manage the entire operations
through which activities are delegated properly to the each personnel. It facilitates smooth
functioning and operations of the business organization (Alavi and Majidi, 2015). Beside this,
mentoring represents the two-way relationship that provides opportunities for employees to learn
different concepts to perform several activities with the help of expert proficiency. Within the

work environment, Mentoring is the effective approach through which challenges are resolved in
an appropriate manner. The informal mentoring occurs within the workplace very spontaneously
in order to manage the entire working and develop the potentiality of the employees. It is very
beneficial as the challenges are handled in an effectual manner (Alred and Garvey, 2014). In this,
the learning of the employee is monitored properly by the supervisors to provide the effective
feedback so that employees can develop their skills to meet up the challenges. This relationship
lasts for the longer duration of time so that the employees effectively manage the working to deal
with the customers in an appropriate manner.
Formal mentoring defines the specific structure and guidelines that needs to be followed
by the employees to manage the work within the organization as it is the formalised approach
(Long and et.al, 2012). The major objective of formal mentoring is to help the employee to
enhance their performance aspect so that the stakeholders are handled properly. The relationship
lasts for the finite time period and is focused on the specific organizational objectives. All the
strategies are discussed properly so that the employees can effectively perform their roles and
responsibilities that help in attainment of the organizational goals.
Mentoring plays an important role in managing the entire working of the employees who
are engaged in the various operations to deal with the different stakeholders and manage the
entire working (Johnson and Ridley, 2015). Development is the important aspect which is
associated with the functioning of each employee in order to serve the organization for longer
duration. In today's context, there are various challenges that need to be deal out so the
development is managed effectively. In much organization the working structure is very complex
and they are required to follow the proper structure to manage the entire working. This can be
done with the proper guidelines and under the supervision of the expertise.
The hospitality industry of UK is operating globally to serve the customers and generate
ample amount of revenues out of it. With effective mentoring; the employees develop their
competencies to manage the work in proper way (Hallegatte and Rentschler, 2015). If they are
new within the organization; they are assigned with the basic work so that they effectively
perform the activity under the supervision of the expertise and effective develop their growth
perspective. Effective management of growth and development, employee’s performance is not
materialized and result in biggest challenge for UK hospitality industry.

Growth and development is the perspective that needs to be deal out in an effective
manner as they help the individual to enhance their potential to manage the entire working (Long
and et.al., 2012). These major issues discussed below affect the growth and development of the
employees in the absence of effective mentoring. With the modification in the work environment
hinders the overall performance of the employees as they have to start up again from the initial
stage. Thus, it results in the poor performance of the employees as they have to learn different
aspect to deal out in proper manner. The working terminology of the employees’ changes with
the alterations and the employees lack to certain extent and growth objective is affected (Kerry
and Mayes, 2014). Entire management of the working gets affected as the employees are not able
to access the aspects which are beneficial for their growth and development. The result is
foreseen in form of improper functioning and the poor performance of the employees as the
environment which is present in front of them is entirely different and not the reflective of the
previous one. With poor mentoring the employees are not able to make a proper balance with the
role and responsibilities and their working is affected to a greater extent. The growth aspect
remains at the same level as they are not able to meet up with the advancement.
Due to intense competition within the hospitality industry the switching power is
extended to a wider scale as to develop over the larger perspectives. This also affects the
performance of the employees as they quickly switches from one organization to another for the
growth and development (Alred and Garvey, 2014). Employees have to develop their
competencies in more effective manner so that they remain within the organization for a longer
basis. Many personnel lack in competencies to deal with the new technology which is introduced
within the organization in order to compete with the other competitors and sustain for long run.
In the absence of mentoring; the employees are not able to manage the working as they are not
familiar with the new advancement into the organization.
As the work culture of the hospitality industry of UK require advancement in order to
sustain for the longer duration of time. But the employees does not resist easily with the changes
as they remain with the old working pattern to serve and perform their job role that is assigned to
them (Bottoms and et.al, 2013). The adaptability of the some employees is very poor as they are
not mentored properly to accept the advancement within the work culture. As the advancement
within the work-culture of the organization focuses on the quality of services which they are
rendering to the customers. This makes the employees more conscious and result in poor

performance as they are allocated with the multiple tasks. With absence of mentoring, the
employees are not able to gain those competencies through which the entire working of the
organization is managed.
It is essential for the hospitality industry in UK to develop the skills of personnel working
at management level. In case of hospitality industry, the personnel need to be highly competent
to deal with distinct set of stakeholders. Moreover, the job profile is highly challenging in nature
at managerial level where group of individuals need to be managed. It is through continuous
mentoring that the skills and talent are acquired among employees within hospitality industry.
The mentoring helps in overall personality development of employees so as to have competent
staff at middle level of management.
Poor prioritizing of the work affect the entire working within the organization as the
employees lack into the appropriate management of the work (Chang, Longman and Franco,
2014). The growth and development perspective of the employee are hinder to certain extend as
proper mentoring is not being done and this affect the performance of the employees along with
the organization within the hospitality industry. Poor allocation lead in the in-completion' of the
task that are assigned to them. Hence, the organizational objectives are not attained in an
effective manner due to absence of mentoring of the employees.
Proper mentoring of the employees help to enhance their efficiency to manage the entire
working in an appropriate manner with the adoption of the approaches that are beneficial for the
growth and development of the employees.

REFERENCES
Books and Journals
Airey, D., Dredge, D. and Gross, M., 2015. Tourism, hospitality and events education in an age
of change (Doctoral dissertation, Routledge).
Alavi, M. and MAJIDI, A., 2015. Identifying and Prioritizing Effective Factors on Assessing
Service Quality of E-Government. Cumhuriyet Science Journal. 36(3). pp.2526-2534.
Alred, G. and Garvey, B., 2014. Mentoring pocketbook. Management Pocketbooks.
Bottoms, S. and et.al., 2013. Mentoring from the outside: The role of a peer mentoring
community in the development of early career education faculty. Mentoring & Tutoring:
Partnership in Learning, 21(2), pp.195-218.
Chang, H., Longman, K.A. and Franco, M.A., 2014. Leadership Development through
Mentoring in Higher Education: A Collaborative Autoethnography of Leaders of Color.
Mentoring & Tutoring: Partnership in Learning. 22(4). pp.373-389.
Hallegatte, S. and Rentschler, J., 2015. Risk Management for Development—Assessing
Obstacles and Prioritizing Action. Risk Analysis,.35(2). pp.193-210.
Johnson, W.B. and Ridley, C.R., 2015. The elements of mentoring. Macmillan.
Kerry, T. and Mayes, A.S., 2014. Issues in mentoring. Routledge.
Long, J.A. and et.al., 2012. Peer mentoring and financial incentives to improve glucose control
in African American veterans: a randomized trial. Annals of internal medicine. 156(6).
pp.416-424.
Online
Frangos, N., 2015. The 4CI’s (Contemporary Issues) in the Hospitality Industry. [Online].
Available through:< http://www.hospitalitynet.org/news/4071106.html>. [Accessed on
10th February 2016].