Chapters 5, 8, 10 Vocab

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University of Massachusetts Amherst
Hospitality & Tourism Managmnt
HT-MGT 260
Bombie Salvatore

CHAPTER 5: Adaptation (to the organization)- the process by which new employees learn the values of and what it’s like to work for a hospitality organization during initial on-job experiences. Orientation- the process of providing basic information about the hospitality organization that must be known by all staff members in every department. Mission statement- a strategic statement that indicates (provides an overview of) what the hospitality organization wants to accomplish and how it intends to do so. Orientation kit- a package of written materials given to new employees to supplement the oral information provided during the orientation session. Induction- the process of providing new employees with basic information that everyone in their department must know that is unique to their department. Mentoring- a formal or informal relationship in which an experienced staff member provides advice and counsel to a less-experienced staff member. Career ladder- a progression of increasingly more responsible positions within an organization or industry Cross-functional team- a group of staff members comprising representatives from different departments (functional areas) that address a common concern. Ethics- a set of rules or principles that define what is right and what is wrong as decisions are made that affect others. Business ethics- refers to the practice of ethical judgment by managers as they make decisions affecting the organization. Behavior ethical- actions in concert with generally accepted social concerns relating to the impact of decisions on others. Behavior unethical- actions not in concert with generally accepted social concerns relating to the impact of decisions on others. Code of ethics- a statement used by a hospitality organization to outline broad concepts to guide ethical decision making. Corporate (social) responsibility- relates to an organization’s efforts to address its commitments to all of its constituencies, including guests, employees, other businesses including suppliers, investors, and society, and the community-at-large. Stakeholders- groups, individuals, and organizations that are affected by an organization; also called constituents. Publicity- free-of-charge information in the media that attracts attention to an organization. CHAPTER 8: Compensation- the amount of money and other items of value (e.g. benefits, bonuses, perks) given in exchange for work performed. Compensation package- the sum total of the money and other valuable items given in exchange for work performed. Extrinsic rewards- financial, as well as nonfinancial, compensation granted to a worker by others (usually the employer). Intrinsic rewards- Self-initiated compensation (e.g., pride in one’s work, a sense of professional accomplishment, or enjoying being part of a work team). Compensation management- the process of administrating an organization’s extrinsic and intrinsic reward system. Pay range- the lower and upper limit of hourly wages or salary paid for a specific job. For example, the pay range for an entry-level room attendant in a hotel may be between $7.50 and $8.50 per hour to start. Local wage rate- the prevailing pay range for distinct job categories in a specific community or labor market. Salary survey- a comprehensive review of local wage rates and pay ranges paid for one or more individual job categories (e.g., the average local wage rate, or range, paid to hotel bartenders, room attendants, or groundskeepers). Merit pay system- a compensation program that links increases in pay to measurable job performance. Under such a system, those workers who perform better receive proportionally larger percentage pay increases. Minimum wage- the least amount of wages that employees covered by the FLSA or state law may be paid by their employers. Living wage- the minimum hourly wage necessary for a person to achieve some subjectively defined standard of living. In the context of developed countries such as the United States, this standard is generally considered to require that a person working 40 hours per week, with no additional income, should be able to afford a specified quality or quantity of housing, food, utilities, transportation, and health care Salary- pay calculated on a weekly, monthly, or annual basis rather than at an hourly rate. Exempt (employee)- an employee who is not subject to the minimum wage or overtime provisions of the Fair Labor Standards (FLSA). Nonexempt (employee)- an employee who is subject to the minimum wage or overtime provisions of the Fair Labor Standards (FLSA). Hourly wages- money paid or received for work performed during
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