<p>In this information age, the Internet has found a role in various industries such as transportation, advertising, etc. The travel industry, in which communication between travellers and travel service providers is a very important component, has as much potential as any other industry to make full use of this new medium. Already, most travel agencies and travel service providers promote their products and services using web sites. Searching for information online is now seen by many people as a way to save time and cost, especially in their travel activities. In order to fully deploy the Internet within the travel industry, understanding the use of the Internet in tourism is critical. This research sets out initially to examine the role and the impact of the Internet in the whole of the travel industry. But in order to define an achievable scope of work and because of its importance in South Africa at this time, tourism within the travel industry was chosen as the focus of the work.</p>

Thesis (Ph.D.) - James Cook University, 2004. / Typescript (photocopy) Bibliography : leaves 455-500. Includes appendices.

Thesis (M.B.A.)--University of North Carolina Wilmington, 2009. / Title from PDF title page (February 23, 2010) Includes bibliographical references (p. 122-138)

One problem facing the hospitality industry today is turnover. Management turnover rates of 50 and 75 percent continue to plaque all segments of the industry. Personality type theory holds that people are happier in environments that are compatible with their personalities. This study examines 229 undergraduate students enrolled in hospitality education at the University of North Texas. The Myers Briggs Type Indicator was administered to these students to determine their predominant personality types, and to compare these types to those desired by hospitality industry professionals for success within the industry. Variables such as gender, work experience, and classification were also examined in comparison to student personality types.

The purpose of this study was to investigate the efficiency, effectiveness, and impact of learner control when using interactive video as a training tool. Food service managers (H=60) were randomly assigned to two groups, experimental and control. Each group was trained on the subject matter of food service sanitation following the program developed by the National Restaurant Association's Educational Foundation entitled, Applied Foodservice Sanitation: A Coursebook. Students of the control group were trained by the traditional, lecture-pupil technique (LPl. students of the experimental group were trained via interactive video (IV). The students of the experimental group were further randomly assigned to subgroups; limited interactive (L-I) and fully-interactive (F-I). Immediately following training, all students were given a review of the subject matter and then took the certification exam. Using t-tests to analyze scores between groups and multiple regressions to analyze the effect of time on score fc,r the experimental groups, effectiveness, efficiency, and predictability of score based on time-to-train were measured. The findings indicated that the IV program was as effective as the traditional technique and was significantly more efficient. The multiple regression analysis revealed that time was not a predictor of score; however, when students increased their interactivity while using IV programs, learning (effectiveness) increased. Interactive video programs that are designed to be limited-interactive are as effective and can be as efficient as fully-interactive programs. students who trained in small groups tended to score equally with students trained individually. / Ed. D.

When asked to identify what characteristics are needed to fulfill an entry level management position in their companies, recruiters replied they were looking for someone “good”. When asked why they are enrolled in a 4 year hospitality program, a student may say to acquire a “good” job. The purpose of this study was to investigate the word “good” as it relates to hospitality industry recruiters in fulfilling an entry-level management position, as well as the hospitality management students perspective of “good” related to acquiring an entry level management position upon graduation from a four year hospitality degree program. This study investigated characteristics, skills, experience, and education of an entry-level manager, as defined by hospitality industry recruiters and hospitality students as “good.” There are opportunities to ensure that development is relevant and valued by both organization and students, through greater understanding of which competencies the industry recruiter is looking for in a “good” entry-level manager. Examples of good practice that enable development of existing talent should be published, in order that industry, academia and college graduates can learn from each other. Industry will ultimately determine the strengths and weaknesses of each four year hospitality degree program, based on whether or not they are able to recruit “good” entry-level managers from the program’s graduates.

Abstracts in English, Afrikaans and Zulu / This research study aimed to propose a talent retention framework for the hospitality industry in the Indian Ocean region by examining the relationship between fit, flourishing and organisational commitment in relation to employee retention. In addition, the study aimed to determine whether demographic factors (age, gender, nationality, marital status and employment status [local or expatriate]), work role fit and flourishing significantly and positively predict organisational commitment, and whether demographic factors (age, gender, nationality, marital status and employment status (local or expatriate) differ with regard to these variables. The study was directed at a random sample of employees at international hotels represented in the Indian Ocean region. The data was collected using the Work Role Fit Scale, the Flourishing-at-Work Scale and the Organisational Commitment Scale. The study revealed significant positive relationships between fit, flourishing and organisational commitment in the hospitality industry. The results found that fit and flourishing positively and significantly predict organisational commitment. Lastly significant differences were found between the fit, flourishing and organisational commitment of employees in the hospitality industry in terms of demographic variables: age, gender, nationality, marital status and employment status (local or expatriate). / Hierdie navorsingstudie het ten doel gehad om 'n talentbehoudraamwerk vir die gasvryheidsbedryf in die Indiese Oseaan-streek voor te stel deur die verhouding tussen gepastheid, florering en organisatoriese toewyding met betrekking tot werknemerbehoud te ondersoek. Verder het die studie gepoog om te bepaal of demografiese faktore (ouderdom, geslag, nasionaliteit, huwelikstatus en werknemerstatus [plaaslik of uitgestuur]), werkrolgepastheid en florering die organisatoriese toewyding beduidendheid en positief voorspel, en of demografiese faktore (ouderdom, geslag, nasionaliteit, huwelikstatus en werknemerstatus [plaaslik of uitgestuur]) rakende hierdie veranderlikes verskil. Die studie is gerig op 'n ewekansige steekproefneming van werknemers by internasionale hotelle wat die Indiese Oseaan-streek verteenwoordig. Die data is deur die werkrolgepastheidskaal, die floreer-by-die-werk-skaal en die organisatoriese toewydingskaal versamel. Die studie het beduidende positiewe verhoudings tussen gepastheid, florering en organisatoriese toewyding in die gasvryheidsbedryf aan die lig gebring. Die resultate het bevind dat gepastheid en florering die organisatoriese toewyding positief en beduidend voorspel. Laastens is beduidende verskille gevind tussen die gepastheid, florering en organisatoriese toewyding van werknemers in die gasvryheidsbedryf met betrekking tot demografiese veranderlikes: ouderdom, geslag, nasionaliteit, huwelikstatus en werknemerstatus (plaaslik of uitgestuur). / Lolu cwaningo lwaluhlose ukuphakamisa uhlaka lokugcinwa kwamakhono embonini yezokungenisa izihambi esifundeni sase-Indian Ocean ngokuhlola ubudlelwano phakathi kokuzibophezela okufanelekile, okuchumayo nokuhlelekile maqondana nokugcinwa kwabasebenzi. Ngaphezu kwalokho, lolu cwaningo kuhloswe ngalo ukuthola ukuthi izici zabantu (ubudala, ubulili, ubuzwe, isimo somshado nesimo sokuqashwa ([okwendawo noma okudingisiwe]), indima yomsebenzi efanelekile nokuchuma kahle okuphawulekayo kubikezela ukuzibophezela kwenhlangano, nokuthi ngabe izici zabantu (ubudala, ubulili, ubuzwe, isimo somshado nesimo sokuqashwa (okwasekhaya noma okwamanye amazwe) ziyahluka maqondana nalezi ziguquko. Ucwaningo luqondiswe kusampula engahleliwe yabasebenzi emahhotela aphesheya amelwe esifundweni sase-Indian Ocean. Imiphumela ithole ukuthi okufanelekile nokuchuma kahle okuphawulekayo kubikezela ukuzibophezela kwenhlangano. Okokugcina umehluko obalulekile utholakale phakathi kokuzibophezela okufanelekile, okuchumayo nokuhlelekile kwabasebenzi embonini yezokungenisa izihambi ngokuya ngokuhlukahluka kwezici zabantu: ubudala, ubulili, ubuzwe, isimo somshado nesimo sokuqashwa (okwendawo noma okudingisiwe). / Human Resource Management / M. Com. in Business Management (Human Resource Management)

With the rapid growth in the hospitality industry, its owners and managers are also facing serious challenges. The industry is becoming more and more competitive. Managers are pressed to find the balance between cutting cost to increase profit and improving the quality of the service/product to increase the value their customers’ experience. Customers are nowadays more aware of the quality of the service or the product provided to them and more than ever before, hospitality owners and managers need to focus on improving their quality. The main objective of the research was to establish whether the implementation of selected Six Sigma principles would result in a measurable improvement in the quality of a hospitality establishment. An analysis was done based on three different feedback systems, some Sig Sigma-inspired changes were made and a post-measurement was done to establish the effect of the changes. The study concluded that the implementation of selective Six Sigma principles, can improve the quality of services and products in hospitality establishments, as well as reducing their process waste in such establishments. / MBA, North-West University, Potchefstroom Campus, 2015

With the rapid growth in the hospitality industry, its owners and managers are also facing serious challenges. The industry is becoming more and more competitive. Managers are pressed to find the balance between cutting cost to increase profit and improving the quality of the service/product to increase the value their customers’ experience. Customers are nowadays more aware of the quality of the service or the product provided to them and more than ever before, hospitality owners and managers need to focus on improving their quality. The main objective of the research was to establish whether the implementation of selected Six Sigma principles would result in a measurable improvement in the quality of a hospitality establishment. An analysis was done based on three different feedback systems, some Sig Sigma-inspired changes were made and a post-measurement was done to establish the effect of the changes. The study concluded that the implementation of selective Six Sigma principles, can improve the quality of services and products in hospitality establishments, as well as reducing their process waste in such establishments. / MBA, North-West University, Potchefstroom Campus, 2015

Tourism in Libya is considered to be the best long-term alternative as a source of national income to the oil industry upon which the country's economy has long been heavily dependent. Hotels are a key element of the tourism industry. This study focuses on obstacles to foreign direct investment (FDI) in the Libyan hotel sector, because FDI is a necessary element to support the development of Libya as an internationally competitive tourism destination. Specifically, the objectives of this study are developed on page five. This study was carried out in four main stages. The first stage involved an extensive literature review to generate a background and develop a theoretical framework for the research. This study adopted a case study approach (Yin, 2003), incorporating semi-structured interviews and a questionnaire, with a sample population consisting initially of foreign hotel managers, and government officials as a second stage. The third stage involved conducting a further questionnaire and a series of semi-structured interviews with hotel managers, Corinthia hotel staff and government officials to identify key FDI issues within the Libyan hotel sector. The fourth stage provides recommendations intended to help solve the existing foreign investor problems facing the hotel sector and Libya's tourism implementation strategy. The study concludes that there are some major FDI issues facing the Libyan hotel sector, including: economic, administrative, and legal and institutional barriers in areas such as recruitment and selection; skills gaps; inadequate practical training; minimum opportunities given to foreign companies; restriction on the role of the public and private sector in the development of the Libyan Tourism Master Plan (LTMP); shortage of qualified academic staff; outdated curricula; inadequacy of the LTMP; lack of funding of Libyan tourism education; and the lack of co-operation between the hotel sector, tourism education and the government's LTMP. The main contributions of this study include: an understanding of the obstacles that confront FDI in the Libyan hotel sector; the application of factor analyses to build consensus on the essential elements of FDI obstacles within the Libyan hotel sector and the development of a best practice LTMP model. Note: It is important to note that the field work for this thesis, as well as the data analysis and conclusion, was carried out prior to the popular uprising in Libya which began on February 17th 2011.