1.

Based on your observation, which area in organizational engagement can most tourism and
hospitality enterprises focus on to improve their employee engagement level? Cite a situational
example that supports your answer.

Businesses in the hospitality industry must put an emphasis on employee engagement because it is a
customer service-driven sector. Engagement enables enterprises to grow by prioritizing employees, who
will then profit by providing the best service to customers. According to my observations, they should
put more of an emphasis on offering professional development since when you invest in the success of
your employees, they will be more committed to the success of your establishment. Reserve funds for
your team's access to professional training possibilities. Managers can set up individual or team budgets
to use for employee professional development.

Employee engagement is the eagerness employees feel for their jobs, which motivates them to provide
their best efforts to it. Engagement lowers turnover, increases revenue, and enhances productivity. They
will invest in your establishment through their work ethic and loyalty if you go above and beyond to
make your staff feel connected and appreciated.

Examples:

 Participation in professional organizations

 Attending local, regional, national, and international meetings, conferences and workshops
sponsored by professional organizations
 Presenting papers at conferences and workshops
 Serving as an officer, board member, or committee member
 Coordinating events sponsored by the organization

https://hr.buffalostate.edu/professional-development-examples

2. As a future leader in the tourism and hospitality workforce, how can you keep your employees
engaged? Cite examples to support your answer.

By putting staff members in positions of influence to enable them to observe how they respond to and
embrace their new position. Put your employees through their paces as they explore and realize their
own potential. See how they influence others and work together. Employees become disengaged if you
micromanage them constantly. For the independent choices they can make and the effect they can
have, employees want to feel appreciated and trusted.

The most productive employees are those whose managers have trust in them and know they can
always be counted on to deliver when needed. When employees feel a sense of obligation to their
managers and for example their work sets for others, they are most engaged at work. When they are
given responsibilities and positions of power, things go faster.