Hotel employees' concerns and needs: How they are perceived by management and the Hotel and Restaurant Union

Abstract

Scope and Method of Study: Descriptive cross-sectional survey questionnaires were designed, pilot tested and formulated for interviewing hospitality workers and managers from different culture, levels of education, and work related experiences. The collected research data and subsequent analysis focused on the priorities, i.e. concerns and needs of hospitality employees and their view of management. The sample population consisted of active members of the Culinary Workers Union Local 226 of Las Vegas, Nevada, a chapter of the UNITE-HERE International Union, and 32 human resource directors at major hotel properties within Las Vegas, Nevada.

Findings and Conclusions: Hypothesis 1 was proven thus accepting the supposition that unions were still needed to protect employee interests in spite of existing federal and state laws and regulations. Hypothesis 2 could not be proven or disproved due to the lack of data, because no human resource director completed the survey.

Most employees are dedicated to their job and take pride in what they do, and therefore management should give employees a voice in matters that concern and affect their working environment. Management and labor must strive to be able to negotiate a shared balance of efficiency, equity, and voice.

Unions should follow the theory of Business Unionism and seek a fair and equitable balance in collective bargaining agreements. Local unions must negotiate in good faith according to the needs and concerns of the local employee-member and must consider the affect the negotiations will have on the local community, industry, and economic environment.