Given the principal characteristics of hotel and catering industry
employment – low pay, low job security, high labour turnover,
often arbitrary management – it is a matter of some interest that
the industry is unionized to only a limited extent. Offers a brief
summary of the principal reasons advanced for explaining low
unionization in the industry before proceeding to focus on the attitudes
of hotel managers towards these explanations. Reports research based on
interviews with managers in Scotland, during which individuals were
asked to respond to a range of points with a view to ascertaining the
continuing relevance or otherwise of the findings of previous research.
Principal findings are that a tension exists between a general, if
reluctant, acceptance of the need, by managers, for union representation
in the industry and a belief in their own managerial efficacy which
makes unions irrelevant to their particular circumstances.
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