12. Historical Employment Relations in the New Zealand Tourism Hotel Sector: From a Collective Past to an Individual Future

2019 ◽  
pp. 146-158
Author(s):  
David Williamson
2017 ◽  
Vol 1 (1) ◽  
pp. 5-6
Author(s):  
David Williamson

i te kore nga putake e mākukungia e kore te rakau e tupu ('If the roots of the tree are not watered the tree will never grow') New Zealand is in the middle of the most dramatic and sustained boom in tourism and hospitality in its history. The hotel sector that underpins our tourism growth stands utterly transformed from its humble beginnings. Yet the history of the Tourist Hotel Corporation (THC) and its role as the ‘roots’ of the modern hotel industry still tends to be told only as a minor part of our wider tourism story. Recent PhD research [1], based on extensive archive sources and interviews with senior practitioners, argues that the time has come for the THC story to be told in full. While there have been histories of the tourism and hospitality sector that cover the THC [2–7], they have not included in-depth discussion of the origins, structure and legacies of the organisation. Established in 1955 and sold in 1991, the THC dominated the New Zealand tourist hotel sector for 35 years, running around 10 resort-style properties and setting the standard for service. However, the current dominance of neo-liberal ideology has resulted in the achievements of the Government-owned THC being somewhat dismissed and the role of massive Government investment in the development of our hotel sector often being ‘conveniently’ forgotten. It is common for the THC to be depicted as rather archaic. Burdened with political interference and gross underfunding, the THC is sometimes depicted as a prime example of what happens when the state tries to run a business. However, this research argues there is a more heroic telling of the THC story, one that celebrates the THC as the fundamental ‘roots’ of the modern hotel sector. The THC was a key player in transforming post-war New Zealand hospitality, raising the bar for service, food and beverage and accommodation significantly. The THC invested heavily in improving buildings, vehicles, equipment and machinery, developing the skills and careers of its staff, and innovating menus. Staff from the THC were seen as ‘A grade’ and many of today’s most successful General Managers learnt their trade in THC properties. Many THC staff also went on to set up influential restaurants outside of hotels during this period. The THC managed significant tourism development even while showing a profit from 1974 till the late 1980s, posting a 2.7 million dollar surplus in 1986. However, a combination of perceived indebtedness, the 1987 recession and free-market Government ideology resulted in the sale of the THC to the Southern Pacific Hotel Corporation in 1991. The story of the THC involves drama, intrigue, politics, high finance, rapid growth and equally rapid collapse. But most importantly, this is the story of the origins of our hotel industry, showing the huge contribution this state funded group made to the modern industry. Surely it is time this story was told in full, on its own terms and in glorious technicolour. If you would like to read the PhD thesis this research is based on you can access it here: https://aut.researchgateway.ac.nz/handle/10292/10412 Corresponding author David is Senior Lecturer at the School of Hospitality and Tourism, Auckland University of Technology. He spent 18 years working in the hospitality industry as a hotel manager and restaurateur. His research includes work, employment and labour market issues in hospitality and tourism. David completed his PhD in 2017 – a history of employment relations in the New Zealand hotel sector, 1955–2000. David Williamson can be contacted at: [email protected] References (1) Williamson, D. In Search of Consensus: A History of Employment Relations in the New Zealand Hotel Sector – 1955 to 2000; Ph.D. Thesis, Auckland University of Technology, 2017. (2) Brien, A. 100 Years of Hospitality in New Zealand: The People, the Politics, the Passion; Wellington Museums Trust in association with the Hospitality Association of NZ: Wellington, New Zealand, 2003. (3) McClure, M. The Wonder Country: Making New Zealand Tourism; Auckland University Press: Auckland, New Zealand, 2004. (4) Medlik, S. The Business of Hotels, 4th ed.; Butterworth-Heinemann: Oxford, U.K., 2000. (5) Slattery, P. The Economic Ascent of the Hotel Business; Goodfellow Publishers: Oxford, U.K., 2009. (6) Watkins, L. Billion Dollar Miracle: The Authentic Story of the Birth and Amazing Growth of the Tourism Industry in New Zealand; Travel Agents Association of New Zealand: Auckland, New Zealand, 1987. (7) Yu, L. The International Hospitality Business: Management and Operations; Haworth Press: New York, 1999.  


2019 ◽  
Vol 31 (10) ◽  
pp. 3838-3854 ◽  
Author(s):  
David Williamson ◽  
Candice Harris

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


2019 ◽  
Vol 26 (1) ◽  
pp. 99-115
Author(s):  
David Dunlop Williamson ◽  
Erling Rasmussen

Purpose The purpose of this paper is to present a narrative history of the birth of human resource management in the New Zealand hotel sector. This historical development is analysed through the influence of changes in the national economic and employment relations context, the demise of national corporatist structures and individual and enterprise level agency. Thereby, the paper provides a new explanatory framework for the origins of human resource management in hotels and also presents this unique birth of human resource management as a microcosm of the wider social, political and economic “big bang” that fundamentally changed the course of employment relations in New Zealand during the 1980s and 1990s. Design/methodology/approach The data for this paper were gathered as part of a larger historical study of employment relations in the New Zealand hotel sector from 1955 to 2000. The sources for the study included semi-structured interviews and archival research, which were interpreted using manual thematic analysis. Findings The paper presents an original explanation of the birth of human resource management in New Zealand hotels by drawing on historical changes in national frameworks, corporatist approaches and individual agency, and thereby, it illustrates the uniqueness and intensity associated with the implementation of human resource management in New Zealand hotels. Originality/value This paper makes a significant contribution to the scant literature on the historical origins of human resource management. It also explains the historical and contextual embeddedness of various employment relations approaches in New Zealand hotels.


2021 ◽  
Vol 55 ◽  
pp. 102080
Author(s):  
Nancy A. Brown ◽  
Shirley Feldmann-Jensen ◽  
Jane E. Rovins ◽  
Caroline Orchiston ◽  
David Johnston

2019 ◽  
Vol 33 ◽  
pp. 108-121 ◽  
Author(s):  
Nancy A. Brown ◽  
Jane E. Rovins ◽  
Shirley Feldmann-Jensen ◽  
Caroline Orchiston ◽  
David Johnston

2003 ◽  
pp. 139-164
Author(s):  
James Reveley

This chapter considers the process of labour reform as a result of the preceeding events, plus the 1984 election that ensured a Labour government in New Zealand. It details the following processes: firm-based employment; intensified competition; the shift to non-standard employment; working conditions; and the Employment Relations Act 2000. It concludes by speculating over the formation of new unions in the wake of labour reforms, claiming that it cannot be discerned whether these unions represent employee or employer interests. Reveley maintains that waterfront unionism in New Zealand remains a complex and ever-shifting environment.


2004 ◽  
Vol 10 (2) ◽  
pp. 1-13 ◽  
Author(s):  
Vicky Browning ◽  
Fiona Edgar

ABSTRACTThe aim of this paper is to provide a representation of the employee viewpoint on emerging issues related to HRM practices associated with the ‘new employment relationship’. Data obtained from employees across two studies in two very different countries – South Africa and New Zealand has been used to represent the employee perspective. Interestingly, a number of shared perceptions about these HRM practices are found to exist between employees from South Africa and New Zealand, suggesting the problems employees currently experience with the HR practices in the workplace that aim to promote this new relationship could be more widely shared.The areas of shared concern highlighted by employees were mainly related to the implementation of HRM practices. For example, insufficient line management commitment, unfairness and inconsistency in the application of HR policies were all issues that were commonly raised, as was poor communication. Employees attributed these problems to the inadequate skills of those responsible for the implementation of HRM, and tended to be of the view that they could effectively be resolved through the HR department playing a more central role in the implementation of HRM in an organisation, training of line managers to carry out their HR responsibilities more effectively and increased consultation with employees.Employees participating in these studies appeared to demonstrate a surprisingly high level of awareness and cognisance in identifying problems with HR practice and more significantly how these problems might be rectified. This would support the importance of accessing the employee perspective in both the implementation and research into HRM in practice. Based on the issues highlighted by the employees, increased co operation between line management, the HR department and employees is suggested to facilitate the effective design and implementation of HRM practice in this era of new employment relations.


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