The Effects of the COVID-19 Pandemic on the Hospitality Industry

As the hospitality industry is one of the industries most drastically affected by the COVID-19 pandemic, it is essential that managers of this industry develop effective strategies to reduce the damage of the pandemic and be better prepared for possible future crises. In this respect, this chapter discusses the effects of the COVID-19 pandemic on the hospitality industry and highlights preventive measures, employee support, service innovations, and CSR activities as the key strategic areas for enhancing resilience and recovery of hospitality firms during and even after the COVID-19 pandemic. This chapter also underlines the significance of adopting a holistic stakeholder approach that discusses the effects of the pandemic and proposed strategies from the perspective of multiple stakeholders, as the COVID-19 pandemic has affected them all.

Study of Nigerian employees shows effect of change leadership on attitudinal support for changes

Purpose The purpose of the research was to examine how change leadership activities could help bring about employee support for planned organizational change. Design/methodology/approach The authors tested their theories on employees at Nigeria’s Federal Ministry of Education (FME), which was undergoing major reforms. The “Ministerial Strategic Plan” was to be implemented over four years from 2018 to 2022. Data came from employees at FME headquarters. Of the 212 respondents to a questionnaire, 58% were females, 85% were principal staff, while 15% were support staff. Findings Analysis showed that of the three hypothesized direct effects from change leadership, only the path from change leadership behaviors to cognitive appraisal (H1a) was statistically significant. The paths from change leadership to emotional response (H1b) and change leadership to intentions to support change (H1c) were not statistically significant. Meanwhile, hypothesis 2, which stated "employee cognition and emotion toward a change serially mediates the relationship between change leadership and employee behavioral intentions toward a planned change" was fully supported. Originality/value Previous studies had suggested an effect from change leadership behaviors, but there was a lack of the types of empirical evidence gathered in Nigeria. The results could also help managers to plan for changes by revealing the critical role of employees’ cognitive appraisal of the proposals. Change agents should focus on employee attitudes to changes as precursors to desired positive behavior.

An intervention for nurse wellbeing

Sam Foster, Chief Nurse, Oxford University Hospitals, considers the potential benefits of the professional nurse advocate programme and this new approach for clinical supervision and employee support

Assuring the Optimum Security Level for Network, Physical and Cloud Infrastructure

A robust and secure IT infrastructure ensures reliable security, high speeds and connectivity,employee support and accessibility, and a positive user experience for clients. It is hard to managea modern firm without a secure and adaptable IT infrastructure. Technology, when properly setup and networked, can improve back-office processes, increase efficiency, and simplifycommunication. This research explores how an organization assure the optimum level ofinfrastructure security in in three domains: network infrastructure security, physical infrastructuresecurity, and cloud infrastructure security. Running a network infrastructure model comes with avariety of difficulties. The findings suggest that there are few recommendations for assuring rightsecurity level for the network infrastructure, including: conducting a network security assessment,keeping user access privileges to a bare minimum for work, updating programs, investigatingcybersecurity tools and Increasing cyber-awareness. Physical infrastructure security is also crucial.We divided he dangers are divided into the following categories and suggested for appropriatedmeasure: threats by environment, threats by technical infrastructure, threats by humans,inappropriate humidity and temperature, Electrification, Electromagnetic Interference (EMI),Unauthorized physical access. Cloud security is necessitated by the widespread adoption of cloudtechnology, as well as an ever-increasing volume and sophistication of cyber attacks. To ensurethe right level of cloud security, this research recommend to take some measures, including: Transitand Rest Protection, Asset Security. Securing User Management, Integration of compliance andsecurity, Authentication and Identity, and Operational Safety and Security While no amount ofsecurity will ever stop all attacks, organizations can significantly minimize risk of suffering a breachand the fallout from such attacks by taking a few critical steps to secure business’ network, physicaland cloud infrastructure.

Breaking the Vicious Circle of Escalating Control: Connecting Politicians and Public Employees through Stewardship

Politicians applying general rules as a reaction to local failures has contributed to mushrooming control in the public sector, which has in turn spurred higher transactional costs and motivation crowding among public employees. Drawing on a qualitative case study in a Danish municipality, this article explores the prospects and challenges for politicians of breaking the vicious circle of escalating control by adopting stewardship ideals into their leadership of the public employees. The results show that stewardship offers new opportunities for politicians, enabling better diagnosis of control problems, more robust control solutions, as well as a pronounced mobilization of employee support for those solutions. However, political competition, political discontinuity after elections, scandals in the press, resistance in the administration, and more diffuse decision-making processes pose potential challenges for politicians striving to tackle the problem of escalating control through stewardship.

The Impact of the Covid‑19 Pandemic on Student Affairs Practitioners: A Reflective Case Study from Bindura University of Science Education in Zimbabwe

The Covid‑19 pandemic has had an unprecedented impact on faculty and student affairs practitioners which has changed the future of higher education worldwide. This reflective practitioner account looks into its impact on practitioners working in student affairs, some of which is not immediately visible, but unfortunately very significant and will surface in the medium and long term. There has been tremendous uncertainty for Student Affairs practitioners as a result of disruption from familiar routines and unexpected disengagement with their clients, the students. The change management perspective and scholarship of practice were adopted as methods of observing how a department in a university deals with unplanned change. The study concluded that the Covid‑19 pandemic impacted practitioners negatively at the case university as new skills were required, practitioners were required to adjust to new work arrangements, lost income, suffered mental health problems and faced resource constrains. Training and development, social media, employee support systems and employee incentives were catalysts in the early adoption of change.

COVID-19 and Organizational Digital Transformation of Media Workers and Its Effect

COVID- 19 had a negative influence on the employee's job performance and increased the risk of error. It's about exploring the link between employee support and company performance, if possible, to form on a large scale. Let's address the differences between fairness in the job and justice in the workplace. For this study, a convenience sample of 222 media personnel was identified and selected. The questionnaires were open-ended to gather the responses. It was used in the evaluation of only a portion of the answers using a Pseudo-Differential Templating Process. In cash-flow expansion, employee productivity improves since COVID-19 views as providing employees with more money rather than providing a structure for their work. Both ideas are not mutually exclusive but must all be pursued, for corporate justice is key in explaining the relation between perceived organizational assistance and employee success. Managers need to provide their employees with resources to succeed if they expect their workers to do well. When management's encouragement and fairness are interpreted as personal values, employees become motivated and do their best work. The contribution of employees to the overall performance of an organization matters even more. In the context of COVID-19, the study evaluated non-reported assistance to employees' levels of job performance; this correlation between perceptions of assistance and performance was found to be nonlinear. These days, the public expects to have to battle barriers of additional financial support from corporations.

CUSTOMER RELATIONSHIP MANAGEMENT IN PROMOTING A ROOM AT SHEO RESORT HOTEL BANDUNG

Service marketing by taking advantage of marketing communication can form a good relation with the consumer. This research aims to find out the program, process, communication media of Customer Relationship Management (CRM) implementation in promoting a room at Sheo Resort Hotel Bandung. The method used in this research is qualitative method with a case study approach based on symbolic interaction theory, and constructivist paradigm with key informants of hotel managers, marketing division and three customer informants of Sheo Resort Hotel Bandung. The result showed that the CRM program in promoting the room was by using continuity marketing, individual marketing (one to one marketing) and partner relation (partnering program) by providing and giving discount, voucher, special facility and membership card which include room discount. The CRM implementation needed a customer service and employee support at maximum, as well as program development to maintain customer’s loyality.

HRD Interventions that Offer a Solution to Work-Life Conflict

The Problem Balancing work and life can be difficult. In a new world of work amidst COVID-19, balancing work and life has become even more challenging. Employees are struggling to adjust their work-life obligations while maintaining performance expectations. Providing employee support to reduce stress and minimize adverse effects on performance outcomes requires employer action. The Solution HRD interventions are recommended as organizational support mechanisms. These interventions are designed to reduce stress produced by work life conflict, particularly during stressful organizational events. Through organizational support, employees are offered the opportunity to increase individual performance. The Stakeholders HRD and HRM professionals, scholars, organizational planners, organizational leaders and managers, and all others who have a vested interest in employee well-being.