CPC Cypress Newsletter

CAREER PATHWAY:  Hospitality, Tourism and Recreation

Career Pathways
What are Career Pathways?   Career Pathways are a group of occupations and broad industries that share certain features.  California Pathways represent its 15 leading industry sectors.
 
Hospitality, Tourism & Recreation Pathway:  California is a top destination for people from around the globe. They come to visit the state’s mountains and beaches, wine country, and unique entertainment destinations. Consequently, there are many and varied career opportunities in this sector. From chef or concierge, tour guide or park ranger, travel agent or museum director this industry offers job opportunities with a passion for food, travel, sports, or nutrition.
Is Hospitality & Tourism the Right Career Pathway for You?  
Take this quiz to find out. Answer “yes” or “no” to the following questions.
  1. Do you enjoy working with people?
  2. Are you comfortable talking in front of groups of people?
  3. Do you work well as part of a team?
  4. Would you be interested in living in a foreign country?
  5. Can you juggle several tasks all at the same time?
  6. Do you consider yourself a "high-energy" person?
  7. Are you able to work long hours, weekends, or evenings?
  8. Can you handle intense deadline pressure?
  9. Do you value diversity?
  10. Can you put the needs of the customer before your own needs?
If you answered "yes" to five or more of the above questions, Hospitality & Tourism may be the right career pathway for you.   To get more specific and scientific measurements of your interests, values, skills and personality, meet with the Career Counselor or enroll in a career class (COUN 141C or COUN 151C) to take valid and reliable career assessments. 

SOURCE: Quiz on page 6
Where will you be 5 years from today?
To help you answer this, and many more questions, make an appointment with a
Career Counselor.  Contact the Career Planning Center at (714) 484-7120 or visit us at the second floor of the Student Center Building
Traits of People in Hospitality, Tourism & Recreation Pathway
  • Friendly, outgoing, people-oriented
  • Energetic and enthusiastic
  • Willingness to work long hours
  • Good customer service attitude
  • Like travel/new experiences
The Hospitality Industry
(For complete article, visit the SOURCE website)
 
The hospitality industry encompasses a wide variety of different types of businesses and companies that make up the service sector of the workforce. Typically, the hospitality industry is divided into three broad categories with each area having many subcategories. The following are the three main areas with examples of their subcategories.
 
Food and Beverage, Entertainment and Recreation
  • Restaurants
  • Bars
  • Nightclubs
  • Fast food eateries
  • Theme parks
  • Clubs
  • Casinos
Accommodations
  • Resorts
  • Hotels
  • Motels
  • Inns
  • Campgrounds
  • Hostels
  • Serviced apartments
  • Public houses
Travel and Tourism Support
  • Travel agents
  • Airline cabin staff
  • Cruise line cabin staff
  • Travel technology staff including IT workers
  • Event planners
  • Tour guides
  • Types of Jobs in the Hospitality Industry
Each area of the hospitality industry provides many white and blue collar jobs ranging from entry-level workers to skilled professionals. 
Depending on the type of business, the positions may include:  
  • Management
  • Direct service personnel (housekeepers, servers, kitchen workers, bartenders, porters and others)
  • Human resources
  • Marketing
  • Building and facility maintenance
SOURCE:
http://stress.lovetoknow.com/Hospitality_Industry_Burnout
Top Five Trends in Hospitality for 2014
(For complete article, visit the SOURCE website)
 
Kendall College School of Hospitality Management, ranked the No. 1 program in Chicago for preparing students for hospitality careers, has released its first-ever trends outlook for the hospitality industry in 2014.

Global Going Strong: International Knowledge in Demand
According to the World Travel & Tourism Council, the Travel and Tourism industry is currently among the largest and fastest-growing industries worldwide, forecasted to support 328 million jobs, or 10 percent of the workforce, by 2022.  A top 10 industry in the U.S., Travel and Tourism provides one out of eight jobs, with that number increasing at an exponential rate, adding approximately 55,000 jobs per month in 2013.

Specifically, with the U.S. a global travel hub, forecasting nearly a 30 percent increase in international arrivals through 2018, and Chicago already reaching 65 percent of the mayor's goal of 50 million visitors by 2020 in just two years, Kendall suggests the number one trend is "International Knowledge in Demand."

"It's an exciting time to be part of a fast-paced and evolving industry, and it's our goal as thought leaders to provide an unparalleled, well-rounded education that positions students ready for opportunities in the U.S. and beyond," said Emily Williams Knight, Kendall College President. "Chicago is one of the most vibrant hospitality and business centers in the country, so students have a unique opportunity to literally be in the center of such a dynamic and important global industry, which ultimately gives them a professional edge."
Rankings Mean Business
Never has a user-generated online rating meant as much as it does now. The 21st Century is the age of digital referrals, and the power of what's posted on the web via user-generated review sites – digital word of mouth – can drastically impact a business' revenue. There are 3.3 billion brand mentions in 2.4 billion brand-related conversations within the U.S. every day, and the typical American mentions brand names 60 times per week in online and offline conversations.   According to the 2012 Luxury Trend report, more than 33 percent of its customers consider TripAdvisor reviews to be extremely important.
Back at the Bar – Traditional Gets a Twist
What’s currently on tap? Classic is the new contemporary, with bars serving up a renaissance of classic and pre-prohibition cocktails; Vermouth is a big hit. And one of the most classic beverages, tea, is giving cocktails a makeover. With its broad range of appealing flavor profiles and vibrant spectrum of visual characteristics, tea is being elevated to a contemporary status as mixologists and spirit bars across the country are using it to enhance their gin-, rum- and vodka-based cocktails. Whether it is incorporating a floral hibiscus tea to gin or a smoky lapsang souchong tea to vodka, they can add interesting subtle or assertive dimension as a complimentary ingredient. Tea offers adaptability to cold or hot and savory or sweet cocktails making it more user-friendly and appealing to a wider audience in the market place.
Go sweet…on sour beers. A traditional method of beer making from Belgium and Germany is making a comeback. The "sour" element comes from the wild yeasts and natural bacteria that caused beers to taste funky prior to the advent of refrigeration. Modern brewers have learned to control this process better and the resulting beers provide intriguing flavors for the adventuresome beer drinker. These high-acid beers are great for pairing with food but less desirable for quenching your thirst alone on a hot day. Many restaurants have added sour beers to their beer lists and, with their high acidity content, chefs are happily pairing them with food like Carolina BBQ, vinaigrette dressings, deep-fried cheese curds, Tex-Mex chili or New Orleans gumbo, to name a few.   The food and beverages sector is among the fastest-growing, with 75,000 new jobs created in June 2013 alone.
Sustainability is The New Standard
In the U.S. alone, hotels represent more than five billion square feet of space, nearly five million guest rooms and close to $4 billion in annual energy use, according to the U.S. Green Building Council. That's a big impact the industry can make and has made on the environment, in an effort to make sustainability the "new standard" and better appeal to environmentally conscious business and leisure travelers. In fact, 2013 marks the "tipping point" for sustainable hospitality, with eco-friendly practices becoming the norm, rather than the exception, so expect 2014 to see standard "green" practices, products, programs and packages. The message that sustainable practices can save money for a hotel operation has come through loud and clear.

According to research released earlier this year by Travel Advisor, 58 percent of travelers said that they would either not pay more or expect to pay less, nearly two-thirds (62 percent) of travelers expect hotels to have some type of environmental program in place and the majority (84 percent) do not see these practices as having a negative impact on comfort or luxury. The survey found that only 17 percent of travelers would be willing to pay more for eco-features.
Room Service Reinvented
With room service revenue drastically decreasing – and some hotels like The New York Hilton who are forgoing the amenity later this year – the majority of hotels are dedicated to reinventing the concept, contributing to an eight percent increase in the number of hotels offering room service from 2011-2012. What's hot? Well known chef names, concept-driven restaurants and artfully crafted menu items to digital in-room dining menus and online ordering to brown-bag meal deliveries. Hotel Belmont in Dallas enlisted Chef Tim Byres, voted best southwestern chef by Food & Wine to head up Smoke, a barbecue restaurant with an emphasis on smoked and cured items. And, Omni Chicago Hotel in Chicago offers a digital in-room dining menu, which includes pictures and descriptions of each meal. The term "at your service" will continue to evolve to support consumer needs for simple, fast and quality service – room service isn't going away anytime soon.
 
SOURCE:
http://www.hotelnewsresource.com/article74419.html
Hotel News Resource,  October, 15 2013

INFORGRAHIC:  Top 5 Hospitality Trends 2014
http://blog.hftp.org/top-5-trends-in-hospitality-for-2014/
Seven High-Paying Hospitality Jobs
The top high-paying jobs in hospitality reach into six figures for professionals who combine industry knowledge, business acumen and people skills, according to data from Salary.com, which powers Monster’s Salary Wizard.
 
After shedding workers during the recession, the hospitality industry started to shake loose in 2010. Restaurant chains began building back the teams it downsized in 2008, while casinos and other large sources of hospitality jobs stepped up campus recruiting of entry-level managers. The one area where dark clouds remain in the hospitality job market: budget hotels.
 
High-paying hospitality jobs almost all require three things: education, experience and solid leadership skills, says Bobbie Barnes, director of the Bob Boughner Career Services Center at the University of Nevada, Las Vegas’ College of Hotel Administration.
 
If you’ve got all three, you may want to steer your career toward one of these seven high-paying hospitality jobs. (Salaries listed are median and include bonuses.)
 
Casino Property General Manager: $218,300
To land a lucrative casino manager job, start with a four-year degree to get a broad-based education in business and hospitality, then pick up experience in the components of a casino resort -- operations, food/beverage, convention, hotel and entertainment. “Be passionate and eager to learn every aspect of the organization,” Barnes says. “There’s no clear path to general manager positions. Upward mobility is more like a lattice where you move over, go up or down, or make a lateral move.”
Regional Chef: $124,800
Regional chef jobs dried up during the recession, says Stephen Gibson, partner at Restaurant Management Recruiters in Atlanta. Many of those laid off took a step back to managing a single restaurant rather than the group of restaurants they oversaw as a regional chef.
 
If you’ve hung onto a regional chef position, a switch to a corporate chef job where you set the menu, purchase food across the system, and train senior leadership and chefs on new menu items is more secure -- and your salary could rise to $175,000 with bonuses, Gibson says.
Hotel Manager: $112,400
Hotel chains gravitate to candidates who have done it all: catering, front desk, housekeeping and management. Back that experience with a bachelor’s degree and an operational bent to increase your appeal to hospitality employers, says David James, an executive recruiter at Internal Audit Recruiters in Corona, California.
 
Avoid moving to a lower position as you rotate. “If someone who was a general manager steps down, to become restaurant supervisor, that’s the kiss of death,” James says.
Regional Restaurant Manager: $95,800
Your salary as a regional restaurant manager -- who floats among a group of restaurant locations, hiring and coaching staff to improve profitability -- depends on the status of the chain.
 
A fast-food chain would pay a base of $75,000 to $85,000 and an upscale chain would pay $150,000, and midlevel jobs at both are plentiful, Gibson says.
 
Jobs are more plentiful for managers of individual restaurants and for entry-level regional positions (where you manage a group of restaurants) than for vice president and higher-level positions, he says. “There’s still movement in the higher positions, but not as much as there was before the recession,” he adds.
Head of Housekeeping: $77,000
“What’s more important at a hotel than a clean room?” asks Barnes. “It’s difficult work and requires a tremendous leader to manage that department.”
 
At the budget end of the market, hospitality jobs still haven’t recovered from the recession. “There are more people on the street vying for jobs from housekeeping to hotel manager,” James says. “There are a finite number of opportunities and an abundance of candidates.”
Executive Pastry Chef: $60,200
A pastry chef overseeing two or three cooks who produce the cakes, bread and pastries for a restaurant has a niche job within a hospitality job niche. Executive pastry chefs who develop dessert menus for a restaurant chain pull down the highest salaries. Pastry chefs in hotels may earn less. “I’ve seen hotel pastry chefs in the $40,000 to $55,000 range,” Gibson says.
Sommelier: $50,400
On the surface, a sommelier’s job is to share his wine knowledge with diners at high-end restaurants, but his real job is to sell wines. “They talk about what wines pair well with the entrees people are ordering and do their best to upsell wines,” Gibson says. Sommeliers are typically paid a base of $40,000 to $50,000, plus commissions based on the restaurant’s wine revenues.
SOURCE:
http://career-advice.monster.com/salary-benefits/salary-information/high-paying-hospitality-jobs/article.aspx  
By Dona DeZube, Monster Finance Careers Expert

What to Wear to a Hospitality Interview
When preparing for an interview for a hospitality position, choosing the correct outfit to wear is as important as remembering your resume, and a pen that works.
 
As a hospitality employee, you will likely spend a lot of time interacting with the public, and your prospective employer needs to know that you will represent his or her establishment in a professional, capable, polite and friendly manner.
 
Even if you will wear a uniform at work or you are interviewing for a behind the scenes position such as kitchen staff you will need to present a professional, clean, and friendly appearance.
 
What to Wear
Business casual is appropriate for a hospitality interview for all but management and executive management positions.  
 
Men should wear:
  • Dress slacks or chinos
  • A button down or collared shirt
  • Optional jacket
  • Dark socks, and dress shoes or loafers
Women can choose from:
  • Dress slacks or a conservative length skirt
  • Blouse, sweater, or twinset,
  • Jacket optional
  • Closed toe shoes.
  • Hair, make up, jewelry, and purse should be conservative
Men and women should both carry:
  • A briefcase or portfolio with their resume
  • A pad of paper
  • A working pen
  • Breath mints for the moment before the interview begins
Additionally:
  • Piercings should be minimized, and tattoos should be covered where possible, to present the most professional appearance
  • Neatness and cleanliness are a priority
  • Leave the cologne off
SOURCE:
http://jobsearch.about.com/od/interviewattire/qt/hospitality-interview-attire.htm
By Alison Doyle

What Employers Want
People Skills
“We look for the life experiences that demonstrate that a candidate can have positive interactions with people—this will always give students the edge,” says Caren Albarian, Senior Vice President of Human Resources at SeaWorld San Antonio, where she oversees  the hiring and firing of the park’s nearly 3,000 seasonal and full-time employees.
 
“For example,” Albarian says, “if we’re hiring two prep cooks at entry level, we are more concerned about whether they can work well with others than we are about their culinary experience.  Experience  helps, but the interview matters more. And an ability to interact well with people is the most important skill in this business.”
Professional Personal Appearance
Attractive, professional personal appearance is critical—no tattoos or facial piercings are allowed.  Dress conservatively, starting with the interview.  “You would be shocked at the way people come to an interview dressed,” says Bernay Sheffield, owner of Zentner’s Daughter Steakhouse in San Angelo, which has around 100 employees.
Willingness to Learn
“I meet a lot of students who want to zoom right to the top without learning what is in between,” says Scott White, Executive Director of the San Antonio Convention and Visitors Bureau. “In this business, it’s important to spend time in different areas to understand how your decisions impact others, and how they interconnect. It’s important to try to do some different kinds of jobs in a business, even the ones that might not seem appealing.  Look at those jobs, and ask, ‘What can I learn? How can this job prepare me for the future?’  You’ll surprised at how it might make you a better manager in the long run.”
Work Ethic
“The thing I look for is commitment and a strong work ethic,” says Sheffield. “I can’t stand to hear anyone say, ‘It’s not my job.’ To be successful in this business, you have to help, you have to have an attitude of teamwork, and you have to be willing to learn.  People who love it and are willing to work hard thrive in this business. But we get others who say, ‘Too hard, too hot, too long.’ They’ll just quit.”
SOURCE:
http://www.achievetexas.org/2010%20Guides/71706%20Hospitality_comp_np.pdf
Top 10 Job Interview Tips and Tricks
Do you know how to sell yourself in interview? Have you found yourself freezing up? Have you ever had a question where you have not been able to work out what the interviewer was asking – or you could give an answer, but didn’t know if it was the right one?
 
Here are my top 10 interview tips for this month. As someone said on Twitter, these are not rocket science, but really timely reminders of the basics.
 
Research the Organization
Everyone gets nervous in interview. It’s a big occasion and you should be nervous. However if you start with some thorough research, you start to build a case in your own mind of why you should be sitting in that interview room or in front of a panel. Having some confidence is a solid first step to overcoming nerves.

You can actually tell a lot about an employer from the employment pages of their website. Things such as the values they have, how easy it is to find out about potential jobs and their responses to you when you apply, can all tell you about the way they handle their recruitment. This in turn may be a reflection of what it’s like to work there. If it’s friendly and easy to apply for a job, then chances are they have given some thought to why you would want to work for them.

The web has such a wealth of facts, but what you need to do, is turn this into information. You can look at annual reports, media releases and product and service information. Online directories have company information and Google indexes the latest media news and references from other sources. If a career page has an email contact for an employee, and invites contact then do it. Often companies will use testimonials that way to attract new people. Use sites such as linked in to research companies.

When you look for this information, you are not just looking for a set of unrelated facts. You should be looking for reasons that you want to work for that employer. You’ll really impress the interviewer if you find some simple yet compelling reasons as to why you want to work for the employer and what appeals to you about the role.
Research the role:  
One thing that constantly surprises me is that how few people really have any understanding of the role that they are applying for.  Job advertisements are partly to blame for this. They are often misleading. The person writing the advert is often not the person that you’ll be reporting to. Things always sound different on paper compared to what you will actually be doing in the role.

One of my clients recently applied for a job in the public sector. The position description said:
Building effective communication strategies with a variety of stakeholders and colleagues to ensure information exchanges are timely, accurate and useful.
This is what this statement meant:
Providing advice to staff and students on the status of their research applications.
If you see something like the above, try to talk to someone who knows about the role. A good question to ask is “what does a typical day/week look like?” Once you know what’s expected of you, preparing for the interview is instantly easier.
 
Also important is a real insight into the role and the recruitment process. Dig deeper than the advertisement. Put a call through if a contact number is provided. You can find out which of the skills that the employer requires are actually the priority. You can determine what you can do without and importantly you can start to make yourself known (in a good way) to your future employer. Even if the advertisement doesn’t invite it, you can still contact the recruiter. If there are no contact details, be scrupulously polite, it usually means the employers are expecting a deluge of applications.
 
Ask them questions about the recruitment process, what the steps are, how long each step takes, and whether they’ve had many applicants. You’d be surprised at the information you’ll receive if you sound polite and interested.
Research yourself:
Employers want you to be self-aware. Have a long hard look at what you have achieved, the way you have achieved that result and the skills you developed or demonstrated along the way.
 
This type of reflection helps you understand your strengths. It gives you confidence and helps you overcome nerves.
Interviewer insight:
No two interview processes are the same. Depending on the organization and the role, you could be interviewed by a recruitment consultant, the HR department, the line manager, all three individually, or any combination. Each will have a different agenda for the interview. This is important to remember as your approach with each should be slightly different.
 
The recruitment consultant is always the first screener. Their role is to match you to the employer’s requirements and sell you as an applicant. The consultant establishes their credibility with each good candidate they put forward to the employer. Take time to woo them, even if you think they don’t know their stuff (as is a common criticism). Their role is essentially a sales one: to sell you the job and, if they believe you are right for the role, to sell you to their client. Make the consultant’s role easier by focusing on your strengths and achievements and point out why you are a good match.
 
The HR consultant is usually the recruitment procedural expert. One of their jobs is to ensure the organization meets its legal requirements. They often set up the recruitment process and have a strong attachment to ensuring it is working. It’s a safe bet that you will face a more structured interview from them, than you will from a line manager. They are often the employer’s first screener and may need to sell you further, depending on their position and influence within the organization.
 
The line manager will be the person who is most concerned about finding someone for the role. They may be a person down or not meeting their organization’s objectives by being understaffed. In the interview it will be the line manager who has the greatest sense of urgency about filling the role. Focus on your workplace achievements when fielding their questions. Work hard to build a rapport with them. They will be assessing your fit for their team.

It may sound obvious but treat each interviewer as if they don’t talk to each other and know anything about you. You’d be amazed at how little communication sometimes goes on between each party.
Practice:
Most organizations now use behavioral questions – which means they will be expecting you to provide specific examples of where you have demonstrated the skill they are seeking.
 
I strongly suggest practicing for an interview and seeking professional help. A professional is skilled at drawing examples out of you and finessing the ones you already have. However never rote learn your lines as you can never predict all the recruiter will ask. Memorizing answers will make you stressed in the interview if you can’t recall what you want to say. Worse still, you may not even be answering the questions the interviewer asks.
Build rapport:
Be friendly. People like that!
 
One of the best ways to relax is to assume the interviewer is on your side. Good interviewers are not interested in tripping you up. In fact, most of them are on your side, or are at the very least they will be approaching the interview in a professional manner. It may even help to you to relax if you think of the interviewer as someone who wants you to do your best.
Give yourself time:
Leave plenty of time to get to the interview. Rushing breeds panic. No matter what excuse you have, lateness is noted. It creates a negative impression and it puts you behind immediately. Allowing waiting time for an interview gives you time to compose yourself, gather your thoughts and be mentally prepared.
Please be yourself:
That is please be yourself. You will be doing yourself no favors if you try and suppress your personality, or pretend to be something that you aren’t.
Relax:
While you think this may be the perfect job for you, it may be that it’s not. There are other jobs out there. If you keep this in mind then you’ll remove some pressure from yourself that this is your only chance to perform.
 
If you think the interview is going badly, relax and use it as practice for the next one. You never know, you could even recover if you take this approach.
An insider’s tip:
The interview is just the formal means of assessing your suitability as a candidate. However you are not just assessed there. Each interaction you have with your future employer feeds into the bigger picture of their impression of you. Use this knowledge. Be polite and friendly with whomever you meet in the process from the very first phone call to the last goodbye to the receptionist on your way out.
 
Interviews can be daunting. Please contact me if you need some help putting it all into practice or just some extra advice. Here’s another blatant plug. When it comes to interview skills, practice with a professional does make perfect.
Great work experience, a good education, and strong references are key to building a successful career. But what else can you do to get ahead?  Find a mentor, that person who guides you, takes a long-term approach to your future, and supports you in nurturing your professional life.
 
Mentors are important for those starting out and for those already launched in a career. "Obtaining a mentor is an important career development experience for individuals," says Lillian Eby, professor of applied psychology at the University of Georgia.  "Research indicates that mentored individuals perform better on the job, advance more rapidly within the organization, and report more job and career satisfaction."
 
Finding a mentor isn't easy, but it can be done. If you are currently working in an organization, check to see if it has a formal mentoring program.  Also, check with your college alumni association as well as your professional groups to see if they have mentor programs.  If you're unable to identify a formal program, begin your own process by asking yourself what would be most valuable to you in a mentoring relationship; what skills would you like to develop with your mentor's assistance?
 
Many believe it's best to choose a mentor who shares your values and works in the same functional area. Professional groups in your field can be excellent sources of mentors, even without a formal program. Test the waters by asking for advice. Be sure to reveal as much about yourself as possible. Mentors are most likely to invest their time if they see a little of themselves in you.
 
The only real "don't": Never approach a prospective mentor from a state of helplessness or desperation.
 
Once you identify your mentor, talk about mutual expectations for the mentoring relationship: How will it work, how often will you communicate, and will it be in person, via phone, or by email? Some experts suggest monthly meetings supplemented by regular email and phone contact is best. Be sure not to overburden your mentor by demanding too much time and attention or becoming overly dependent. You and your mentor may want to agree at the outset that either of you can end the relationship at any time with no hard feelings.
 
You'll know the relationship is working if your mentor encourages you to set higher goals, provides direct and constructive feedback, helps you develop self-awareness, challenges you to grow beyond your perceived limitations, introduces you to movers and shakers, and above all, listens to you and is easy to communicate with.
 
And finally, remember to regularly say how much you value your mentor's guidance and time. The feeling of being needed and making a difference in someone's life is an important payoff for the mentor.
 
Seven out of every 10 adults belong to at least one association. It is likely you’ve already had come first-hand experience as an association member. You probably know more about associations than you realize. You may participate in high school sports, belong to a college fraternity or sorority, volunteer for the Red Cross, or pay dues to a homeowners’ association.
 
There are over 100,000 trade and professional associations in the U.S. Associations educate, serve, train, manage, oversee, lobby, inform and more. They affect the quality of life through their services, their guidelines, and their interactions with legal, regulative and legislative processes.
 
Associations are created to establish strength and unity in working toward common goals in virtually every profession. They are nonprofit organizations formed to promote the economic, scientific or social well-being of their members.

A trade association is an organization of businesses structured to assist its members and the industry in such areas as standardization, government relations, research, product promotion, business ethics, personnel, and public relations. Examples of such organizations include the Home Care Association of NYS, NYS Insurance Association, NYS Broadcasters Associations, and NYS Restaurant Association.
 
A professional association is an organization of individuals which come together to expand their own knowledge of their profession and the guidelines under which they operate. These associations may fulfill their mission through research, government affairs programs, conferences and seminars, publication of books and journals, certification or a host of other programs. The Dental Society of the State of New York, Pharmacists Society of the State of New York, and NYS Society of Professional Engineers are three of many professional associations in New York State.
 
Since associations represent economic activity at every level of our society, there is frequent interaction with governmental and regulatory representatives on behalf of their members. The overall result of these connections is more informed legislators, a more informed public, and better lawmaking in general.
 
From financial aid to family advice, associations serve consumer needs and interests. In fact, the number of associations helping people cope with life, enhance their careers, improve the safety of their products, and inform the public about issues is in the thousands.
 
Associations provide a wealth of information to the public through hundreds of publications, public service campaigns, educational programs, training services, and related activities.
 
Associations lead the way in developing professional codes of ethics, product standards, and other vital areas of quality control that the public relies on daily. Studies have shown that associations, given their unique expertise, can be more responsive than the federal government, and often take the lead in developing standards for product safety and professional behavior.
 
Because of associations, life is safer, of higher quality, and the public is better informed and better served.
 
Link to Associations
Connect to a database of Professional Associations  in the Hospitality, Tourism and Recreation pathway on CA Career Café.com:
http://www.cacareercafe.com/associations/hospitality-tourism-and-recreation/
Employee Burnout in the Hospitality Industry
(For complete article, visit the SOURCE website)
 
From the employees of the hotels and casinos of Las Vegas and the stewards working on ocean liners to the solitary chefs in small town eateries and the servers in the restaurants overlooking the skyline of Manhattan, for people working in the hospitality industry burnout is a serious and common problem.

The burnout rate of people employed in the hospitality industry is one of the highest. According to the Permanent Life Situation Survey, hotel and restaurant workers experience employee burnout at a rate of one in seven. Although the annual study takes place in the Netherlands, the results are consistent with other findings throughout the world.
 
The main cause of the high incidence of employee burnout in the hospitality industry is chronic stress in the workplace.
 
Contributing factors of burnout in the hospitality industry include:
  • Increasing pressure and job demands that become overwhelming
  • Having little or no control over your work
  • A work environment that is stressful, hostile or unpleasant
  • Long hours, often late at night, resulting in a lack of sleep or rest
  • Tight schedules
  • A job that is monotonous, repetitive or boring
  • Constantly trying to please everyone
  • Lack of communication with coworkers, supervisors and management
  • Being assigned job responsibilities without receiving the proper support and guidance
  • Not having a job description or expectations clearly defined
  • Feeling as if there is not a sense of balance between work and home life
  • Working in a position with responsibilities where you are over or under qualified
  • Many positions require long hours of constantly being on your feet
  • Stressful interactions with customers
  • Many positions have a lower rate of pay than many other industries
Reducing Hospitality Industry Burnout
There are effective measures that both employers and employees can take to reduce the high rate of stress and burnout of workers in the hospitality industry.
 
Ways Employers Can Reduce Employee Burnout
To effectively reduce the rate of employee burnout in the hospitality industry, the management of each company must make a commitment to their employees to develop ways to reduce the various types of workplace stress workers face each day.
 
The following are steps that companies can take to reduce workplace stress:
  • Develop open communication with employees
  • Provide adequate staffing
  • Allow employees to have control over their work
  • Be supportive of the efforts that employees make in their positions
  • Give recognition and rewards to employees for special accomplishments and contributions
  • Encourage a positive, happy and friendly work environment
  • Companies need to ensure that their managers are well trained and approachable by employees if a problem arises
Steps Employees Can Take to Reduce Burnout
The following are steps employees can take to reduce workplace stress and burnout:
  • Recognize the signs of stress in the workplace before they lead to burnout
  • Learn a stress reduction method that works for you such as meditation, progressive muscle relaxation or guided imagery
  • Speak to your supervisor if you feel stress building
  • Follow a healthy diet
  • Get an adequate amount of rest and sleep
  • Exercise on a regular basis
Reducing the stress that workers deal with on a regular basis is an important aspect of reducing the rate of hospitality industry burnout among employees.     

SOURCE:
http://stress.lovetoknow.com/Hospitality_Industry_Burnout
Some interesting facts in Hospitality and Tourism Industry
  • The words “tourism and travel” are not synonyms. All tourism involves travel but not all travel is tourism.
  • The first rail link was between Liverpool to Manchester was built in 1830 AD.
  • 20th century is known as “The Century of Mass Tourism”.
  • Top three countries United States, Germany and United Kingdom are spending most on tourism all over the world.
  • France, Spain and United States are the world’s top three must tourism destinations.
  • World first modern hotel “City Hotel” was built in 1794 in New York City in USA.
  • E. M. Statler is an American who initiated the chain hotels during 1920s.
  • The first definition of tourism was given by Herman Van Scheullard in 1910.
  • “Thomas Cook” who is known as a pioneer and greatest travel organizer started the package tours around the world from 1855 AD.
SOURCE:  Tourism:
http://nabin-tourisminfo.blogspot.com/2010/09/some-interesting-facts-in-hospitality.html
 
 
Resume Tools for You at the Career Planning Center
The Career Planning Center offers a wealth of information and resources to assist you as you build your resume.
Sample Resume for a Restaurant Server
Does your restaurant and hospitality resume serve up a full menu of your skills and accomplishments in food service? Check out this sample restaurant server resume
Hospitality, Tourism, and Recreation
The Hospitality, Tourism, and Recreation Industry Sector encompasses many different yet interrelated careers. If you enjoy working with different people on a day-to-day basis this could be the career industry for you. Students who follow this sector are eligible for positions throughout the world with great potential for advancement. Whether you have a passion for cooking, travel, sports, or nutrition, the career paths listed on this website will give you the education and experience necessary to become successful.
http://statecenter.com/industrysectors/hospitality-tourism-and-recreation
Career Planning Center Contact Information
Cypress College
Career Planning Center
714-484-7120
www.cypresscollege.edu/services/cpc
Email:  careercenter@cypresscollege.edu
Deann Burch, Career Center Coordinator
Nancy Miller, Instructional Assistant
Viviana Villanueva, Career Counselor
Dana Bedard, Career Counselor
 
 
 
 

Contact Information

CAREER PLANNING CENTER
Location: Student Center, 2nd Floor
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Fall and Spring Office Hours:
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(Closed on Fridays during the Summer)
Phone: 714-484-7120
Fax: 714-826-4070
careercenter@cypresscollege.edu
 
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