scholarly journals Dealing with High Talent Turnover through Talent Engagement Strategies: A Study of the Hotel Sector in Thailand

TEM Journal ◽  
2021 ◽  
pp. 1668-1678
Author(s):  
Rudsada Kaewsaeng-on ◽  
Mohamed Branine ◽  
Sinini Vundla ◽  
Prachuab Tongsri ◽  
Saqib Mehmood
Keyword(s):  
National Culture ◽  
Interpersonal Relationships ◽  
Team Member ◽  
Talent Management ◽  
Structured Interviews ◽  
Management Level ◽  
Engagement Strategies ◽  
World Class ◽  
Hotel Sector ◽  
Thai Culture

The hotel sector faces high team member turnover, incredibly talented workers who can contribute to outstanding performance and levelling world-class standards. Hotels need strategies to engage their talent effectively to maintain competitiveness. This paper used qualitative research, of which (38) semi-structured interviews were accompanied by key informants at the management level and supplemented by documentation and observation. The research revealed that effective talent engagement is linked directly to the well-known theory of effective talent management. Thus, the national culture influences talent engagement strategies. Within Thai culture, managers act as ‘parents’ and build strong interpersonal relationships.

Talent management and unions

2019 ◽  
Vol 31 (10) ◽  
pp. 3838-3854 ◽  
Author(s):  
David Williamson ◽  
Candice Harris
Keyword(s):  
New Zealand ◽  
Talent Management ◽  
Employment Relations ◽  
Structured Interviews ◽  
Content Type ◽  
History Of ◽  
Hospitality Sector ◽  
Hotel Sector ◽  
Hotel Workers ◽  
Management Issues

PurposeThe purpose of this paper is to examine the Hotel Workers Union and its impact on talent management in the New Zealand hospitality sector using the corporatist framework drawing primarily on the works of Schmitter (1979) to construct a critical, historical employment relations approach.Design/methodology/approachThe data for this paper were gathered as part of a history of employment relations in the New Zealand hotel sector from 1955 to 2000. The main methods were, namely, semi-structured interviews and archival research.FindingsThis study found a historical employment environment of multiple actors in the employment relationship, with hotel unions playing a more complex and nuanced role to influence talent management in the New Zealand hotel sector. The paper suggests that neither the hotel union nor employers effectively addressed talent management challenges in this sector.Research limitations/implicationsThe study contributes detailed empirical knowledge about historical relationships between hotel unions and talent management issues in New Zealand.Originality/valueThe paper argues that applying a corporatist perspective to the history of the Hotel Workers Union and the issues of talent management that result from that history provides a unique and insightful contribution to the field

A Qualitative Analysis of Factors Affecting the Successful Completion of Postgraduate Studies

2021 ◽  
Vol 12 (3) ◽  
pp. 152-161
Author(s):  
Abdul Munir Ismail Et.al
Keyword(s):  
Interpersonal Relationships ◽  
Relevant Information ◽  
Learning Approaches ◽  
Successful Completion ◽  
Structured Interviews ◽  
Postgraduate Students ◽  
Factors Affecting ◽  
Face To Face ◽  
Postgraduate Studies ◽  
Research Findings

The study aims to highlight the current learning approaches used by postgraduate students to complete their postgraduate studies on time, as studies have shown many students have failed to finish their studies as planned. In particular, this study focuses on factors and methods that are perceived to be most effective by students to help them complete their studies on time.  Methodology: Thisstudy was based on a qualitative approach involving semi-structured interviews. The study sample consisted of 14 postgraduate students and one lecturers as respondents. The research instrument was based on interview questions to elicit relevant information on their demography and learning practices. Data were collected and organized into four themes and were subsequently analyzed descriptively.     Findings: The findings showed that face-to-face discussions were the most popular practice adopted by the respondents. The findings also showed several factors had significant impacts on student learning, such as interpersonal relationships between students and supervisors, commitment, financial commitment, and moral support, which needs to be taken into account in helping students to complete on time.     Significance: The research findings can inform all the stakeholders, notably students, supervisors, and administrative officers, factors that have profound impacts on postgraduate students’ efforts to graduate on time.

scholarly journals Batswana female managers’ career experiences and perspectives on corporate mobility and success

2014 ◽  
Vol 14 (1) ◽  
Author(s):  
Mpho M. Pheko
Keyword(s):  
Past Research ◽  
Women In Leadership ◽  
Structured Interviews ◽  
Management Level ◽  
Female Managers ◽  
Management Positions ◽  
Managerial Implications ◽  
Managerial Positions ◽  
The Impact ◽  
Corporate Mobility

Orientation: Corporate mobility remains elusive for female managers.Research purpose: To investigate Batswana female managers’ strategies for entering and succeeding in managerial positions, the challenges they face and the consequences of success.Motivation for the study: There is a lack of research into the way Batswana female managers obtain management positions, as well as their experiences as female managers.Research approach, design and method: An interpretive approach using a case study strategy was employed. Semi-structured interviews were conducted which were shaped by the objectives of the study. A sample of female employees (n = 10), representing different organisations and professions, was obtained from various organisations in Botswana.Main findings: Findings revealed that female managers do experience a number of challenges. Various factors were identified that accounted for their career advancement as well as the consequences of success. The consequences of success were identified as being both positive and negative.Practical/managerial implications: The current study is important as the strategies for success that were identified can be used to assist interested women to obtain management-level positions. Furthermore, the challenges identified may assist both researchers and practitioners to design interventions that help to mitigate the challenges, in turn enabling the inclusion and advancement of women in leadership or managerial positions.Contributions: The current study may contribute new knowledge as past research conducted in Botswana seems to have focused mainly on the impact of regulatory and legislative challenges on women’s advancement. Such a focus ignores the other aspects of female managers’ experiences, which are addressed by the current study.

scholarly journals Social support from the perspective of adolescent victims of domestic violence

2014 ◽  
Vol 48 (4) ◽  
pp. 610-617 ◽  
Author(s):  
Diene Monique Carlos ◽  
Maria das Graças Carvalho Ferriani ◽  
Michelly Rodrigues Esteves ◽  
Lygia Maria Pereira da Silva ◽  
Liliana Scatena
Keyword(s):  
Social Support ◽  
Domestic Violence ◽  
Content Analysis ◽  
Qualitative Study ◽  
Interpersonal Relationships ◽  
Extended Family ◽  
Structured Interviews ◽  
The Social ◽  
Sources Of Support ◽  
Adolescent Victims

Objective: Assess the understanding of adolescents regarding the social support received in situations of domestic violence. Method: A qualitative study with data collection carried out through focus groups with 17 adolescent victims of domestic violence, institutionally welcomed in Campinas-SP, and through semi-structured interviews with seven of these adolescents. Information was analyzed by content analysis, thematic modality. Results: Observing the thematic categories it was found that social support for the subjects came from the extended family, the community, the Guardianship Council, the interpersonal relationships established at the user embracement institution and from the religiosity/spirituality. Conclusion: The mentioned sources of support deserve to be enhanced and expanded. With the current complexity of the morbidity and mortality profiles, especially in children and adolescents, the (re)signification and the (re)construction of health actions is imperative.



scholarly journals DECISION-MAKING AT THE FIRST MANAGEMENT LEVEL: THE INTERFERENCE OF THE ORGANIZATIONAL CULTURE

2018 ◽  
Vol 19 (3) ◽  
Author(s):  
GUSTAVO G. MARCHISOTTI ◽  
MARIA DE L. C. DOMINGOS ◽  
RODRIGO L. DE ALMEIDA
Keyword(s):  
Decision Making ◽  
Organizational Culture ◽  
Treatment Technique ◽  
Exploratory Research ◽  
Structured Interviews ◽  
Management Level ◽  
Decision Making Capacity ◽  
Practical Usefulness ◽  
The One ◽  
Different Origins

ABSTRACT Purpose: This article aims at explaining how a decision is made in the first management level, within five different organizations, from different origins - American, Brazilian and Chinese - in different branches of activity. Originality/value: This is an original work, since it goes beyond the frontiers of knowledge about the subject researched, both for its approach and for its practical usefulness in the day-to-day of the decision makers, being useful for both professionals - and decision making - and for companies - on how to improve the decision-making capacity of their managers. Design/methodology/approach: Fifty managers were interviewed, through the application of a qualitative exploratory research, with the collection of data through semi-structured interviews and content analysis as data analysis and treatment technique. Findings: One may conclude that the decision-making of the first level decision-making managers is more rational. Also, the organizational culture, among the studied variables is the one with the greater impact in the way this management level makes the decisions. This influence of the organizational culture contains three important elements: 1. the need of the manager to act procedurally, using the rules and standards of the company, 2. the use of supporting tools for the decision-making and 3. the learning from the current relationship - or from the past one - with their peers. To go deeper in the theme, we suggest the analysis of the influence of gender in decision-making, under the focus of rationality or intuition, in the first level of the managerial function of the organizations.

scholarly journals CHALLENGES OF CIVIC ENGAGEMENT IN THE (POST-SOCIALIST) TRANSITIONAL SOCIETY: EXPERIENCES FROM WATERFRONT URBAN AREAS MEZAPARK IN RIGA AND KALARAND IN TALLINN

2020 ◽  
Vol 44 (2) ◽  
pp. 109-121
Author(s):  
Viktorija Prilenska ◽  
Katrin Paadam ◽  
Roode Liias
Keyword(s):  
Civic Engagement ◽  
Urban Areas ◽  
Local Planning ◽  
Structured Interviews ◽  
Current Case ◽  
Engagement Strategies ◽  
Public Expectations ◽  
Key Stakeholders ◽  
Planning Culture ◽  
The City

Current case studies examine the shortcomings of civic engagement strategies during the design process and ratification of detailed plans for urban areas of strategic importance − Mezapark in Riga and Kalarand in Tallinn. Detailed plans caused public outcries and led to long-lasting and distressful negotiations between local communities, developers, designers and municipalities over the future development and use of these areas. The debates about detailed plans raised an increasing public interest in planning related issues and growing demands for greater civic engagement in decisions shaping the city. At the same time, the debates demonstrated the inability of local planning frameworks to meet public expectations. There appears a salient need for changing the planning culture. This paper studies the shortcomings of civic engagement strategies and the desirable changes through a series of semi-structured interviews with key stakeholders involved and the analysis of planning related documentation.

scholarly journals A Model to align the organizational culture to Lean

2018 ◽  
Vol 11 (2) ◽  
pp. 207 ◽  
Author(s):  
Mehrsa Taherimashhadi ◽  
Imma Ribas
Keyword(s):  
Organizational Culture ◽  
National Culture ◽  
Corporate Culture ◽  
Lean Manufacturing ◽  
Success Factors ◽  
Evaluation Model ◽  
Structured Interviews ◽  
Implementation Barriers ◽  
Lean Implementation ◽  
Lean Transformation

Purpose: Since the emergence of Lean Manufacturing many organizations strived to implement it. Nonetheless, sustainable Lean transformation is not as easy as to be simply achieved. Several aspects need to be taken into account before Lean implementation which national and organizational culture are important. By considering influences of national culture on the organizational culture, this paper aims at proposing an evaluation model to determine the cultural weaknesses of an organization and give some recommendations to manage people before implementing Lean.Design/methodology/approach: This research has been conducted based on literature review survey and semi-structured interviews. Research papers, conference proceedings, books, and official websites regarding Lean philosophy were reviewed to find the influence of national culture in Lean implementation. Different databases were scrutinized, from 2015 to 2017, containing Scopus and Web of Science with the time period of 1996-2016. A set of key terms and their combinations were used including: Toyota Production system, Lean production, Lean manufacturing, Lean management, Transformation, Implementation, Barriers/ Impediments/Challenges/Difficulties, Human resources, Success factors, Organizational culture, and National culture.Findings: The proposed evaluation model is a guide for organizations to determine cultural misalignments between the corporate culture and the Lean culture before its implementation and gives some managerial recommendations to correct them.Originality/value: This study is the first attempt to integrate the national models   with Lean culture to provide an evaluation model and some recommendations to help the organization to align its culture to Lean culture before its implementation.  

CONSIDERATIONS OF TALENT MANAGEMENT IN RETENTION OF ACADEMICS IN THE NATIONAL UNIVERSITY OF LESOTHO

2021 ◽  
Author(s):  
Theressa Madzingesu Zengeya ◽  
◽  
Gregory Alexander ◽  
Desiree Pearl Larey ◽  
◽  
...  
Keyword(s):  
Social Theory ◽  
Qualitative Methodology ◽  
Management Practices ◽  
Talent Management ◽  
Symbolic Capital ◽  
Management Program ◽  
Structured Interviews ◽  
Design And Implementation ◽  
National University ◽  
The University

The aim of the study was to examine the contribution of talent management practices at the National University of Lesotho in the retention of talented academics. The university has immense competition within the local, regional and international labour market. It isthreatened by high mobility and low retention of highly qualified staff, which has affected the quality of learning, especially postgraduate programmes. The study employed Bourdieu’s social theory and Adam’s theory of equity as a theoretical lens to understand talent management practices to retain talented academics. Bourdieu’s theory was used to offer insight on the various forms of capital, and how the capitals could be instrumental in the design and implementation of talent management practices in order to increase retention of talent in universities. In this study ‘talent’ is used to refer to holders of doctorates, associate professors and professors or researchers of new information and theories and inventors of new technology with great potential to make a significant impact on the university’s productivity. A literature review was undertaken to examine how the social theory of Bourdieu, particularly the conversion of different kinds of capital (symbolic capital) are used by the university to recognise the value of talented academics in order to retain these academics. Following a qualitative methodology and purposive sampling, data was generated through semi-structured interviews and document analysis to advance a critical and interpretive understanding of the perspectives of talent management from both management and talented academics in the university. Thematic analysis was used to synthesise the data. The data from fourteen (14) participants composed of management and academics revealed that, though the university is implementing talent management practices, it does not have an official and structured talent management program, which is imperative in retaining academics. This study concludes by advocating the design and implementation of a formal, contextual and structured talent management framework, in consultation with all key stakeholders, in order to increase retention of talent academics in the National University of Lesotho.

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