The Good, the Bad, and the Ugly: The Peculiar Discrimination Case of Joe’s Stone Crabs

Joe\u27s tried to be good, but the government said it was bad. The result was ugly

Grooming Future Hospitality Leaders: A Competencies Model

Competency models can be useful tools for identifying and grooming future leaders. Rather than base leadership assessment on personality traits or other unrelated characteristics, competency models specify the actions and behavior needed for successful leaders. While some hotel companies have begun to identify leadership competencies, the hotel industry does not have an overall competency model. Starting with competency models from other industries and the assessments from a pilot study, the authors compiled a list of 99 competencies or skills (grouped into eight overarching factors comprising 28 dimensions) that might contribute to leadership success in the hospitality industry. Those competencies were rated on a five-point scale, ranging from not at all important to extremely important, in a survey of 137 industry leaders. The competency labeled “self-management” was the top dimension (of the 28)—composed of ethics and integrity, time management, flexibility and adaptability, and self-development. Second in importance was competency in strategic positioning, comprising awareness of customer needs, commitment to quality, managing stakeholders, and concern for the community. (However, concern for the community was rated least important compared to the other three dimensions in that category). Industry knowledge, leadership, and interpersonal skill were factors that, while important, were ranked lower by the respondents

An examination of job attitudes of white, black, and hispanic nurses in a public hospital

This paper reviews the literature on racial differences in job satisfaction and examines differences among whites, blacks and hispanics in job-related attitudes for a sample of nurses employed in a public hospital. Levels of job satisfaction, organizational commitment, turnover intentions, and job burnout were compared among the three race categories. Results indicated that significant differences existed for levels of job satisfaction, organizational commitment and job burnout among whites, blacks and hispanics. Hispanics reported significantly higher job satisfaction than whites and blacks, and whites reported less organizational commitment and higher levels of job burnout than blacks

Developing diverse leaders: A leader-member exchange approach

The Leader-Member Exchange (LMX) process has been linked to the effective development of leaders, as well as outcomes for individuals and organizations such as performance and turnover. The basis for LMX is the working relationship, yet the LMX literature does not address the potential role that gender and race relations may play in the LMX development process. In this paper, current perspectives on diversity are integrated with LMX theory to extend the framework for the investigation of social psychological processes in diverse leader-member dyads. Implications for this framework of future research on LMX are discussed

An Examination of the Validity of the Sex-Role Egalitarianism Scale (SRES-KK) Using Confirmatory Factor Analysis Procedures

Validity of the Sex-Role Egalitarianism Scale (SRES) was examined employing LISREL confirmatory factor analysis (CFA) procedures for a managerial sample (N = 268) and for a student sample (N= 519). Results of the CFAs indicated that the proposed one- and five-dimensional models of the SRES did not fit the data from the managerial sample but were partially confirmed on the student sample. Further analyses suggested the use of a revised, five-item version of the SRES measure comprising an employment egalitarian dimension, based upon the conceptual definitions provided by the developers of the instrument. This measure was confirmed on both the managerial and student samples using LISREL CFA and represents a valid one-dimensional measure for future use in research on sex role egalitarianism with managerial samples

An Investigation of the Effects of Protégé Gender on Responses to Mentoring

Review of the literature on mentoring at work reveals a paucity of studies investigating gender differences in responses to mentoring. Relations of mentoring status and protégé gender to organizational commitment, job satisfaction, career progress expectations, perceived employment alternatives, role conflict, and role ambiguity are reported for a sample of 254 managers. Results indicate that having a mentor may be associated with a more positive job experience and the perception of more employment alternatives elsewhere. Implications for future research are discussed

Perspectives on mentoring

Explores perspectives on mentoring, including the mentor, the protégé and the organization. Emphasizes key benefits to each of these parties. Addresses the question of why mentors engage in mentoring. Discusses the role of leadership in the development of leader-supported mentoring processes