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The MOD Report
14 minutes | 19 days ago
Leadership & Management- What’s the Difference?
What’s the difference between a leader and a manager? Leaders Inspire others while a manager hinders. Who do you want to be? Listen as Dr. Ryan Giffen discusses the difference based in inspiration from author Mark Sanborn and management guru Dr. Peter Drucker.
13 minutes | a month ago
Developing a Strong Work Ethic
If you feel as though your work ethic could use improvement or that you need to get ahead of your apathy, listen is Dr. Giffen provides tips that can help you last through the workdays and stick to your business goals.
21 minutes | 2 months ago
Business Management Tips to Thrive in Today’s Market
During recent months, Coronavirus has threatened and changed businesses across the country and the globe. With stay-at-home orders, new safety regulations, and a changing (in some cases dwindling) market….. it is critical that businesses adapt and sometimes pivot. We can do this by shifting traditional business practices and management styles to conform to today’s market. Today, I’m going to outline several ways businesses can remain relevant and provide some management tips to help any business of any size succeed.
34 minutes | 3 months ago
How to Maintain an ICONIC Mindset During Times of Uncertainty With Calvin Stovall
The things we cannot control, such as COVID19, Civil unrest, and political upheaval, continues to bring uncertainty in our lives. So many people are questioning their direction, career choices, or confused about where they are heading. Calvin Stovall, CEO of ICONIC Presentations, meets with Dr. Giffen to discuss how we can focus on things we can control in our lives. The ICONIC mindset provides the framework needed to control the things in our lives by deploying the 4Ps: Purpose, People, Passion, and Perseverance. https://iconicpresentations.net/
28 minutes | 4 months ago
The Cruise Industry and Travel Agencies Post COVID19 with Trapper Martin of Dream Vacations
Since March of 2020, the beginning of the COVID19 pandemic, the cruise industry has reported billions of lost revenue. Reports indicate Royal Caribbean and Carnival cruise lines collectively lost $6.4 Billion in revenue. In this episode, we meet with Trapper Martin, owner, of Dream Vacations franchise based out of Orlando, FL to discuss the cruise industry, travel agency operators, and their sustainability in a COVID19 world. To learn more about DreamVacations, visit: https://ctmartin.dreamvacations.com/ https://youtu.be/Nvr4xzdX0pw
33 minutes | 5 months ago
Employee Culture Fit & Hotel Revenue Generation Post COVID-19
The hospitality industry continues to be a leading example of resilience. With hotel occupancy, ADR, and RevPar in flux, hospitality executives continue to balance guests, employee safety, and profitability. Join Dr. Giffen live as he meets with executives Toni Jacaruso (Founder & President) and Amanda Nicholas from Jacaruso Enterprises, a hotel sales strategy firm to discuss how hotel companies can generate hotel revenue while maintaining employee culture in a post-COVID-19 world. https://youtu.be/lFrUGls_VEc
15 minutes | 5 months ago
Avoiding Discrimination- Where is the Diversity & Inclusion Training?
The conversation continues since the last episode on Racial Bias in the Workplace. We’re going to discuss avoiding discrimination and signs to look for that your organization needs diversity and inclusion training. First, we discuss equity and workplace discrimination, what they are, and how to maintain equity while avoiding discrimination. Then, we dive into diversity, inclusion, and equality training. What are the 3 signs that your management staff needs equality training, such as abuse of authority or playing favorites? Live stream Video https://youtu.be/83o8vGrMXAY Show Transcript -Hey ….hey……Welcome to The MOD report. This is the show where we talk all things HR and the crazy things, we go through in the hospitality industry. I’m your host, Dr. Ryan Giffen. -We are streaming this episode live via Facebook and YouTube. After the live stream, you can access this episode anywhere you get your podcast including Apple, Spotify, Stitcher, iHeart, and many more! Today…..we are going to keep the conversation going since the last episode on Racial Bias in the workplace. We’re going to discuss avoiding discrimination and signs to look for that you organization needs diversity and inclusion training. (MUSIC- TRANS 2) Our differences (which make us individually unique and quite special) in today’s day in age, may….sadly cause workplace discrimination, where employees are treated unfairly due to a particular characteristic. Equity is vital in every modern-day workplace. With the workplace changes induced by COVID-19, having a strong team is more important than ever. Dealing with change, especially with the changes brought forth by COVID-19, is not easy for anyone in the workplace. Many are still working remotely or not working at all because of COVID-19. Your human resources department may be working on plans for your employee’s return, but have they considered how important equity will be during these times? Equity can keep a workplace from falling apart and makes your employee’s environment a happier, safe space…..and, as we discussed in my last podcast, necessary because it makes business sense and is the right thing to do. Dealing with change isn’t nearly as hard when your employees have equal chances and no discrimination. So, What is Equity? In the workplace, equity means that everyone is receiving fair chances and treatment. This will allow employees to have equal access to advancements and opportunities. Equity leads to happier and harder working employees. Each employee will feel valued; where no employee has an advantage over the other. After seeing that they have a fair chance of advancing, your employee will work harder than an employee experiencing workplace discrimination. Retention will stay at an all-time high when every employee is valued. How can a company maintain equity? For some companies, it may feel challenging to maintain equity due to the number of employees you have. However, in order for your employees to feel happy and appreciated, giving them an equal chance is vital. If you feel that you do not know your workers well enough to give them equal opportunities, it may be time for you or your managers to host an event that will allow you to get to know employees. What is Workplace Discrimination? Workplace discrimination involves holding an employee back or treating them unfairly due to their religion, race, sexual orientation, age, sex, or disabilities just to name a few. Despite the Civil Rights Act of 1964 making it unlawful to discriminate when hiring, employers unfortunately still hold bias over potential employees (and current employees). Employees who experience discrimination could be denied certain benefits, given a different salary, ignored in consideration for promotion, and more. The legal consequences of workplace discrimination can be severe, ranging in penalties from $50,000 to $300,000. How can you company Avoid Workplace Discrimination? Take a hard look at your business. On the outside, you may feel that there is no way that workplace discrimination could happen within your company, but there are always cracks where it could occur. The best way to avoid workplace discrimination is to host frequent meetings or learning opportunities for workplace discrimination. Managers or owners who hear little about workplace discrimination are more likely to slip up. Making information readily available about workplace discrimination will not only help educate your employees, but will let them know that your company is against discrimination. Sooo…..what’s likely needed is a solid Diversity and Inclusion training program. Diversity and Inclusion training has many benefits. It increases the performance of your employees and increases productivity. Your employees and managers will have a more positive working relationship, and the risk of legal action due to discrimination will greatly decrease. It might be hard for you to notice if your management staff needs extra training due to how busy you are. However, there are many signs that your managers may need some extra education about this topic of diversity and inclusion. A workplace with a strong emphasis in this area will prove to be an extremely strong workplace. Let’s take a look at three areas you can evaluate to determine if your organization needs diversity, inclusion, and equality training: 1. Abuse of Authority Abuse of power in the workplace means that a manager may be misusing their authority. For example, if a manager is feeling particularly bothered or simply dislikes an employee, they may increase their workload. No employee will feel comfortable after experiencing (or hearing about) a manager who abuses their power. Even if one employee expresses that they feel that a manager has too much power, you should investigate immediately. Your managers may require the aid of leadership training programs or equality training. 2. Playing Favorites If your workplace has an “in-group” and an “out-group,” there may be an issue with managers playing favorites. Many of us will remember the cliques in high school and how it felt to be included or excluded. While we couldn’t quit high school because of a mean teacher, your employees can certainly quit working for you. How can you notice that your managers are playing favorites? You might start by paying closer attention to the way your managers interact with employees. Do they seem friendlier towards some than others? Have they come to you with complaints about an employee that you felt wasn’t in the wrong? You might even have employees approach you about feeling excluded or discriminated against. This is a definite sign that you should look into leadership training programs, as well as equality training. Talk to the managers that seem to play favorites one-on-one and express that your workplace is a strong supporter of equality. If neither of these methods help, you may want to consider looking for a new manager. 3. Things Aren’t Getting Better If you have had previous problems with managers about equality that were addressed, but problems are still occurring, you may need to look into diversity and inclusion training. It may not be that your managers are not taking you seriously, it might be that they seriously need the training to understand how important inclusion and good leadership is in the workplace. If your managers seem to hold a bias against some of your employees, this training could influence them into creating a better relationship with those employees. Do you value people? Your customers? Employees? Vendors? If you truly value people….Do you have a diversity and inclusion training program? A workplace that invests in such training programs will not only experience high retention and employee satisfaction, but likely can avoid pricey lawsuits are a PR nightmare blasted across social media or the nightly news. (MUSIC TRANS 3). Thanks for tuning in! If you want to keep the conversation going come on over to my website, inospire.com or find me on LinkedIn, Twitter, or my YouTube channel. Post your questions and/or comments! I mean why not?! It’s basically free access to a professor and consultant! (MUSIC-OUTRO) The MOD Report is sponsored by Inospire, where cultures are built through innovation and Inspiration. I’m Dr. Giffen, and we’ll see you next time!
22 minutes | 6 months ago
Racial Bias In The Workplace
Traditionally, workplace policies are made by individuals that don’t reflect the diversity of the organization. For example, policies may not address racial bias, workplace equity, or the consequences of an employee demonstrating bias or discrimination in the workplace. Moreover, company cultures likely don’t promote an anti-racism approach. In this Live episode, Dr. Giffen provides guidance and understanding of racism, implicit bias, microaggressions, and equity and what workplaces can do to help create a workplace culture that does not just ‘talk’ about diversity in the workplace, but actually takes ACTION. Live Stream Video https://youtu.be/iYmafS9h5uc SHOW TRANSCRIPT -Hey ….hey……Welcome to The MOD report. This is the show where we talk all things HR and the crazy things, we go through in the hospitality industry. I’m your host, Dr. Ryan Giffen. -We are streaming this episode live via Facebook and YouTube. After the live stream, you can access this episode anywhere you get your podcast including Apple, Spotify, Stitcher, Soundcloud, iHeart, and many more! For the next 20 minutes, I’m going to talk about the Racial Bias Seen in The Workplace from my perspective as an HR practitioner over the last 14 years…. and…. what I believe can be done today…. to not only create an organizational culture of inclusion.. but… a culture of accountability and one of ACTION towards diversity, not just lip service. First and foremost, thank you to everyone who sent me their Tweets, DMs, email’s, and comments in preparation for Today’s show. Those questions and thoughts have been integrated into this episode. For those of you watching live, feel free to drop your questions in the feed ….and….. at the end of the show, I’ll do my best to screen through them and provide some thoughts…… In my 14-years as a human resource professional and educator, I have observed workplace policies made by individuals that did not reflect the diversity of the organization. For example, there were and continue to be policies don’t address racial bias, workplace equity, or the consequences towards an employee demonstrating bias or discrimination in the workplace, Moreover, company cultures did not promote an anti-racism approach. And although there are federal, state, and local laws that ban discriminatory practices, the reality in the workplace….is that it… occurs. It occurs through implicit bias, microaggressions and a lack of equity in workplaces since the inception of the United States of America’s declaration of independence. So…what is Racism? Racism is a marriage of racist policies and racist ideas that produces and normalizes racial inequities. It can be seen in many forms. Some of the most subtle and common way’s are through implicit bias and microaggressions In his book, “How to be an Anti-Racist,” author Ibram Kendi defines Racist and Anti-Racist. He defines Racist as: RACIST: One who is supporting a racist policy through their actions or inaction or expressing a racist idea. ANTIRACIST: One who is supporting an antiracist policy through their actions or expressing an antiracist idea. Racism isn’t so obvious at times. There are many forms in which racism occurs. And that’s what I wish to focus on first. Moving forward, I want to focus on three areas: implicit bias, microaggressions, and equity. Lets first understand the meaning of implicit bias and microaggressions. Then, I will briefly discuss the lack of equity in the workplace, followed by a few examples of what organizations can do today to make their workplace culture more inclusive. Lastly, we’ll take some questions so feel free to drop those in the feed and we’ll address those at the end. First, implicit bias… Formally define, Implicit Bias is “the attitudes or stereotypes that affect our understanding, actions, and decision in an unconscious manner.” Most people are not even aware of their implicit bias or how it affects their judgement. For example, take a recruiter that is screening resumes. The recruiter is looking at two resumes. Each resume meets the minimum job qualifications and each candidate has the same exact years of experience, education level, and are equally qualified to interview. However the recruiter can only select one resume to call in for an interview. So, the recruiter looks at the names of the candidates, and one name is easier to pronounce than the other. Yet the hiring manager, likely in a subconscious way, selects to interview the candidate that was the easier name to pronounce. This is an example of implicit bias. Our brains are designed to take in information from all of our life experiences and filter it into what it believes is important and what’s not. In his article republished in Esquire earlier this week, titled, “A letter to my white friends”, Chris Lambert (a Harvard graduate and former Olympic Sprinter) said, “Being black is not the thing that needs to be understood in order to allow black equality to progress. What you need to understand is why you permit our equality to be prevented.” He’s right! And not just in the United States, but other parts of the world including Great Britain. Which may explain why Prince Harry, the grandson of the Queen of England fled his country to Los Angeles, California with Meghan Markle and their child. Chris Lambert argues that you don’t have to be black to know how to help. Just like you don’t need to be a woman to understand women deserve equal pay or to be gay to understand gay people deserve to love who they want. You help by not being silent! You help by not pretending “everything is fine.” You help by speaking up in the board room when you hear implicit bias or microaggressions. You help by writing, implementing, and enforcing anti-racism policies in the workplace and hold people accountable to those policies…I don’t care if they are your top sales person of the year, or your CEO that you make excuses for by saying “well that’s just the way he is…he’s always been that way.” That behavior and attitude must stop….it needs to stop. The company’s bottom line and financial sustainability depends on it. And if you don’t believe that it does not impact the company or its profits, take a moment and Google CrossFit Gym’s founder Greg Glassman (who recently resigned) amidst what One Person’s idiotic statement can do to dismantle a $4 billion dollar company. Or in another example from this past week, JK Rowlings statement about the Transgender community. Because of these two people’s actions, the conseuqnces to their brand are tarnished if not dismal to say the least. Let’s now look at MicroAggressions….. One way that implicit biases can manifest is in the form of microaggressions: Defined as subtle verbal or nonverbal insults or belittling messages communicated toward a marginalized person, often by someone who may be well-intentioned but unaware of the impact their words or actions have on the individual. Although Microaggressions generally aren’t meant to hurt, they do. Under Title 7 of the Civil Rights Act of 1964, it’s illegal to ask a job candidate, “what country are you from?” This is considered illegal under Federal Law as it questions one’s National Origin. This law has been around for 56 years! 56 years!!!! And it still happens. But outside of the hiring process…what about employee to employee?…perhaps in the breakroom? microaggressions may sound like “wow…your English sounds really good” or “you don’t act like a normal Black person” or “you’re really pretty for being a dark-skinned girl.” Or here’s one I personally experienced among the religious Christian community, “You don’t look gay!” The impact to the workplace is obvious. Microaggressions can have a detrimental impact on customers and clients, hence dwindling the potential of successful customer service and engagement. Now let’s discuss, Lack of Equity in the workplace….. First, what is the difference between equality and equity? Well, Equality is defined as treating everyone the same and giving everyone access to the same opportunities. Meanwhile, Equity refers to proportional representation (by race, class, gender, etc.) in those same opportunities. Laws such as the Civil Rights Act of 1964, or the Equal protection clause in the Supreme Court’s 1954 decision of Brown vs. Board of Education, provide equality. Access to public education regardless of the color of your skin. Examples of equity can be seen with affirmative action or the Help America Vote Act which requires that people with disabilities be provided access to polling places and voting systems equal to that of an able-bodied people. Likewise, the Americans with Disabilities Act (ADA) requires that persons with disabilities have equal access to public facilities. To achieve equity, policies and procedures may result in an unequal distribution of resources. For example, need-based financial aid…. reserves money specifically for low-income students. Although unequal, this is considered equitable because it is necessary to provide access to higher education for low-income students. I was one of those students in 1998. My family was just below the federal poverty line and thus I could not access higher education. Although I was equal under the law as an American citizen, I didn’t have access to higher education (and thus inequitable) until the financial aid and Pell grants were available, which made the situation equitable. A year after the civil rights act was signed into law, even President Lyndon B. Johnson recognized the issue of equity. In 1965, “You do not take a person who, for years, has been hobbled by chains and liberate him, bring him up to the starting line of a race and then say, ‘You are free to compete with all the others,’ and still justly believe that you have been completely fair.” You see, that’s not equitable. Workplaces need to become more equitable in their hiring practices, training and development, and promotions and tenure. Here are a few steps of what organizations can do right now to eliminate racism in the workplace while building a culture of inclusion. -Start with implementing and enforcing anti-racism policies in the workplace. Ibram Kendi says it best when it comes to policy. By policy, we’re talking about the written and unwritten laws, rules, procedures, processes, regulations, and guidelines that govern people. There is no such thing as a nonracist or race-neutral policy. Every policy in every institution in every community in every nation is producing or sustaining either racial inequity or equity between racial groups. -Training and Development. Train employees…role play…..followup…and train again. If you don’t have an experienced HR professional or someone in house familiar with the topic of diversity, inclusion, and equity in your learning and development office, then there are several fine organizations that can help. For example, READYSET based out of Oakland, CA with Consultants all around the United States was founded by Y-vonne Hutchinson. READYSET provides solutions for organizations seeking to build and maintain a workforce of diversity, equity, and inclusion. Website: https://www.thereadyset.co/ Lastly, address the implicit bias and microaggressions immediately. Do not wait! Challenge it when it occurs. And personally, for most situations that may be in a group setting (like a meeting with colleagues), I would do it there. You can simply ask, “what do you mean exactly when you say, “’He’s from Mexico, he must be lazy.’” You, I, WE need to stand up and NOT be silent. We can no longer accept other people’s behavior in the boardroom because, “well…’that’s just Bob’” You are not only asking for a sizable lawsuit, but you’re asking for a potential shut down of your business because of the bad PR….and who does that benefit in the end? In conclusion, you may say to yourself, “it’s Uncomfortable to talk about this stuff in the workplace, my managers and leaders are afraid of saying the ‘wrong thing.’” And that’s the problem. It’s uncomfortable so we may run away from it and bury it….ignore it….and stay silent. If that’s you….you’re the problem. You can not be silent anymore. As Brené Brown says, “Lean into the discomfort” that is when you’re most vulnerable and that’s when people see you for who you are and your well intent. We can not be silent anymore. When you see or hear the implicit bias, microaggressions, and lack of equity in the workplace you must do something. Raise your voice, talk to your boss one on one, file a complaint with your state office (like California’s department of fair employment and housing) or the federal equal employment opportunity commission, or yes, you may (and should) resign your position if it’s in direct violation of your personal core values. Values that should never alter for the sake of any organization. Q&AI’m now going to take a look at some of the comments in the thread and address what I can with the remaining time. ……….Thanks for those questions. And moreso, Thanks for tuning in! If you want to keep the conversation going, feel free to post your thoughts in the Facebook and YouTube thread. Or you can visit my website, inospire.com. Or come on over to Twitter, LinkedIn, or Instagram. Simply search me by name and together, let’s build workplace cultures that are inclusive and equitable! The MOD Report is sponsored by Inospire, where cultures are built through innovation and Inspiration. I’m Dr. Giffen, and we’ll see you next time!
17 minutes | 6 months ago
Dealing With Change – How Stoicism Can Help
With the COVID-19 pandemic sweeping the globe, everyone is dealing with change in one way or another. Students are adjusting to online classes as elementary schools to colleges are closed. Sports fans are watching reruns of classics instead of attending live events. Many things are different than they were just a few months ago, and the workplace is no exception. Many people have lost their jobs, and the vast majority of others are working from home. Listen in as we discuss 5 action steps you can take to better cope and overcome the rapid change in your home and at work. These 5 action steps have been in play for over 2000 years and the philosophy of Stoicism reminds us to focus on what we can control, not what we can’t control.
20 minutes | 7 months ago
How to Engage Your Employees in 5 Easy Steps
During any time of uncertainty, it is a good idea to boost morale around the workplace. Promote positive energy with your workers. One of the best ways to help improve performance is to think about how to promote high levels of employee engagement. In this episode, learn the 5 easy ways on how you can engage your employees. The 5 steps are: Promote strong values & vision Provide opportunities for personal growth Help employees find their true purpose Create formal recognition programs Give employees the necessary tools
27 minutes | 7 months ago
Managing Workplace Change & Remote Workers
Managing workplace change and dealing with change is tough, especially if you’re new to remote work. In this episode, we discuss what a robust employee engagement plan looks like for business when dealing with change, including how to manage remote employees effectively.
27 minutes | 8 months ago
A Post Coronavirus View of the Hospitality Industry With Giovanni Prada
The future of the hospitality industry will bring many unprecedented changes. Giovanni Prada (Corporate Director of Integrated Marketing at PHG) and host Dr. Ryan Giffen discuss the future of the hospitality industry. A focus on consumer behavior, employee satisfaction, and change management in a post Coronavirus world are discussed. You also might be interested in… https://www.inospire.com/entrepreneurship-and-women-in-hospitality-with-laurie-gray-founder-of-the-pie-bar/
21 minutes | 8 months ago
Special Report – COVID19 and the American Workplace Mandated Sick Pay and Wages
If you work for a small employer, you may not be entitled to received Paid Sick Leave under the new Families First Coronavirus Response Act. Conversely, small employers must understand how to mitigate their liability should they choose not to provide paid leave to employees. In this episode, Dr. Giffen addresses several key issues and questions including as a small employer, how do I qualify for an exemption from the Act? As an employee of a smaller company, can I get paid sick leave from my employer? My boss is telling me to work overtime and do things outside of my job description, is that legal? My employees work from home, what happens if they get injured? Is that a workers compensation claim?
22 minutes | 8 months ago
Special Report – CoronaVirus Response Act is Law | How to Manage Remote Workers
President Trump signed into law the Coronavirus Response Act on March 18, 2020. The law becomes effective in 15-days. The Act amends and expands FMLA on a temporary basis and provides emergency paid sick leave for employers with less than 500 employees. Employers are responsible for paying employees during that time but may receive a tax credit of 100% of the cost. Furthermore, Dr. Giffen discusses how to manage remote workers. It’s widespread for employers to wonder if their remote workers are taking care of business as usual while they are working from home. But it doesn’t have to be a stressful experience. Listen to the four tips for managing your at-home employees if you are new to the process.
22 minutes | 9 months ago
COVID-19 and Mandatory Benefits for Employees
The Corona Virus (COIVD-19) continues to worry employees and employers alike. The Federal Government (and some States) have issued recommendations and guidelines expecting employers to comply. The U.S. House of Representatives passed the Families First Coronavirus Response Act (HR. 6201). As of March 16, 2020, the Senate has yet to receive the bill. Should the bill make it to the President’s desk, it will likely be signed. As such, the bill contains major provisions that will impact employers’ bottom line.
26 minutes | 9 months ago
Entrepreneurship and Women in Hospitality with Laurie Gray, Founder of The Pie Bar
Around 20% of small businesses fail in their first year and 50% don’t survive past five years. Not Laurie Gray, founder of the Pie Bar in Long Beach, California. In this episode, Dr. Giffen welcomes Laurie to the studio to discuss entrepreneurship and women in hospitality and how passion is the driving cause of success. Also, Dr. Giffen briefly discusses servant leadership and how the captain and the crew of the Cat Ppalu is a thriving example of what it takes to lead in the hospitality industry. Lastly, for the final segment of the MOD Report, we don’t want to give to much away but it involves chemicals and the evacuation of a hotel. Ep.-12-TranscriptDownload
33 minutes | 10 months ago
Accountability & Managing Small Businesses in California with Steve Sheldon of Epic Entertainment Group
Employee accountability and knowing how to navigate the legal climate in managing a California business is vital to the success of any organization. In this episode, Dr. Giffen briefly discusses what it takes to hold an employee accountable. Then, Steve Sheldon, managing partner and executive producer of events with EPIC Entertainment Group is in the studio to discuss the challenges and what it takes to manage an event company in the golden state of California. Lastly, you won’t want to miss this story regarding a minor, alcohol, pizza on the ceiling and the police. Ep.-11-TranscriptDownload
27 minutes | 10 months ago
A Culture Of Trust And What Poor Management Looks Like
Businesses fail to make good leadership hiring decisions 82% of the time. In fact, only 1 and 10 leaders on your team are considered “great.” Why? It’s because an assumption is made by leaders that all people should be promoted simply because they “been there…done that!” Also, it’s because of a lack of trust on both sides. Managers don’t trust employees to do the work and employees don’t trust their managers. In this episode, we explore the paradox of poor hiring decisions and trust issues in the workplace. As always, stay tuned for the MOD report which involves a hotel room, an FBI agent, and a Glock 22 handgun. Ep.-10-TranscriptDownload
33 minutes | a year ago
A Gen Z Perspective Of Hospitality Education, Is It Worth It? With Amber Michael
First, Dr. Giffen rants about the serious price for poor leadership in hospitality. Then, Amber Michael, an Executive Meetings Manager at a resort in Huntington Beach, California provides a Gen Z perspective about hospitality education today. A discussion of whether a degree from a University in hospitality management was helpful and how programs today can better serve students by offering sales courses. Lastly, for the MOD report, a once upset guest later try’s to make a love connection with the front desk employee and the guest’s son. Ep.-9-TranscriptDownload
32 minutes | a year ago
Your Organizational Culture Stinks: Let’s Fix That!
Organizational culture in the hospitality industry is broken. Listen to this episode to learn how abusive supervision hurts culture. Poor organizational culture fosters disengagement, low productivity, and even smaller profits. If hospitality companies wish to improve culture, an environment that is supportive and team-oriented is necessary. By engaging employees first, the overall organizational health will improve. Transcript-Ep.-8-Your-Organizational-Culture-Stinks-Lets-Fix-ThatDownload
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