Bitew Amsalu Final Resarech

WACHEMO UNIVERSITY
COLLEGE OF BUSINESS AND ECONOMICS
DEPARTMENT OF TOURISM MANAGEMENT
ASSESSEMENT OF TOURISM EMPLOYMENT CONDATIONS AND DRAWBACKS IN TOURIST

FACILITIES AND ATTRACTION SITES:THE CASE OF HOSSANA TOWN
Senior Research Report Submitted to the Department of Tourism Management in Partial

Fulfillment of the Requirments for the Degree Bachlor of Arts in Tourism Management
By
Bitew Amsalu
Advisor: Samuel Girma (MA)
June 2019
Hossana, Ethiopia
WACHEMO UNIVERSITY

ASSESSEMENT OF TOURISM EMPLOYMENT CONDATIONS AND DRAWBACKS
TOURIST FACILITIES AND ATTRACTION SITES: THE CASE OF HOSSANA TOWN
BY
Bitew Amsalu
A Senior Research Report Submitted to the Department of Tourism Management in Partial

Fulfillment of the Requirements for the Degree of
Bachelor of Arts in Tourism Management
June 2019
Hossana, Ethiopia
I
APPROVAL SHEET
This research paper entitled “Assessment of Tourism Employment Conditions and Drawbacks in
Tourist Facilities and Attraction sites: the case of hosanna town” prepared and submitted by Bitew
Amsalu in partial fulfillment of the requirements for the degree of Bachelor of Arts in Tourism
Management, has been examined and is recommended for acceptance and approval of oral
examination.
________________________
II
PANEL OF EXAMINATION
Approved by the committee of oral examiner with a grade of _____________
Chair Person
________________________
Member Member
________________________
________________________
Accepted and approved in partial fulfillment of the requirements for the degree of Bachelor of
Arts Degree in Tourism Management.
Date_____________________
_____________________
Addisalem Molla
Head, Department of Tourism Management
III
DECLARATION
I would like to declare that, this research paper entitled “Assessment of Tourism Employment
Conditions and Drawbacks Tourist Facilities and Attraction Sites: the case of Hossana Town” and
submitted to the Department of Tourism Management. Wachemo University in partial fulfillment of the
requirement for the degree of Bachelor of Art in Tourism management; is a record of the original report
work done by me, the researcher. Further, researcher is sole authors of it that has not already presented
for a PHD/DEGREE/DIPLOOMA or any other fellowship in any University/institution or for
publication.
Name of Researcher ID/NO
 Bitew Amsalu………………………………..RBE/7808/09
_____________________
IV
ACKNOWLEDGMENT
First and for most I would like to say thanks and express My deepest and heartfelt gratitude to My
advisor instructor Samuel Girma for helping by providing constructive advices and friendly treatment
to complete this research project.
My sincere thanks then goes to all public officers, hotel managers and hotel employees who gave as the
necessary primary data during the interview and questioner survey. Finally, I would like to thank all the
staff members of Department of tourism management, Wachemo University instructor who help us
from the beginning, selection of my topic of the research until the completion of whole research. Beside
this, my special thanks continue to flow to my family members and my friends for their wholehearted
and identify support in helping up through moral and financial support.
V
ABSTRACT
The main purpose of this research is to investigate tourism employment conditions and drawbacks in
tourist facilities and attraction sites of Hossana town. To achieve these objectives, I use qualitative and
quantitative case study methods. For questionnaire data gathering instruments I used purposive and
stratified sampling techniques. Therefore, hotel employees have participated and the collected data was
analyzed by descriptive statistics. The quantitative data was collected from hotel employees and
analyzed through descriptive account of the data and thematic descriptive approach utilizes a theme
summary data. The major findings of the study indicate that the major problem of tourism employment
is poorness of hotel sector salary, temporary of the hotel sector work, reject women applicants who are
over a certain age. Finally, based on the results of the study, collaborative work of stakeholders, fair
payment, establishing rule and regulation were some of the recommendations given.
KeyWords: Employment, Tourism, Drawbacks, Employment condition
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VII
List of tables
Title page
Table 4.1 the Respondent Rate ----------------------------------------------------------------------------20
Table 4.2 General information of respondents in hotel employees-----------------------------------21
Table 4.3 Fairness of hotel recruitments -----------------------------------------------------------------22
Table 4.4 poorness of hotel sector salary ----------------------------------------------------------------22
Table 4.5 hotels offer bonus or inventive for employees ----------------------------------------------23
Table 4.6 availability of vocational training in the hotel sector --------------------------------------24
Table 4.7 availability of annual rests in the hotel -------------------------------------------------------25
Table 4.8 placement of hotel employees based on their skill and profession------------------------25
Table 4.9 availability of promotion in the hotel --------------------------------------------------------26
Table 4.10 hotel work is not permanent------------------------------------------------------------------26
Table 4.11 over time work for no extra money in the hotel -------------------------------------------27
Table 4.12 lack of transport service for hotel employees ----------------------------------------------28
Table 4.13 little job satisfaction of hotel employees----------------------------------------------------28
Table 4.14 lack of personal development in the hotel --------------------------------------------------29
Table 4.15 lack of retirement pension in the hotel----- -------------------------------------------------30
Table 4.16 positions of women in the certain areas only-----------------------------------------------30
Table 4.17 hotel work rejects women applicants who are over a certain age -----------------------31
Table 4.18 lack of fair treatment by managers-----------------------------------------------------------32
VIII
List of figures
Figure 2.1 Conceptual framework of the study……………………………………………………………15
IX
List of Acronyms
UNWTO--United Nations World Tourism Organization
GDP--Gross Domestic Product
WTTC--World Travel and Tourism Council
UNESCO--United Nation Educational, Scientific and Cultural Organization
IUF/UITA/IUL--International Union of Food, Agricultural, Hotel, Restaurant, Catering,Tobacco and
Allied Workers Associations
ILO--International Labor Organization
UNECA--United Nations Economic Commission for Africa
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Table of content
Contents Page
APPROVAL SHEET ..................................................................................................................................II
PANEL OF EXAMINATION .................................................................................................................. III
DECLARATION ...................................................................................................................................... IV
ACKNOWLEDGMENT ........................................................................................................................... V
ABSTRACT ............................................................................................................................................. VI
CHAPTER ONE.............................................................................................................................................................. 1
1. INTRODUCTION ................................................................................................................................................... 1
1.1 Background of the Study ..................................................................................................................... 1

1.2 Statement of the Problem .................................................................................................................... 2
1.3 Objectives of the Study ....................................................................................................................... 3
1.3.1 General Objective ....................................................................................................................................... 3
1.3.2 Specific Objectives ..................................................................................................................................... 3
1.4 Research Question .............................................................................................................................. 3

1.5 Significance of the Study .................................................................................................................... 4
1.6 Scope of the Study .............................................................................................................................. 4
1.7 Limitation of the Study and problem .................................................................................................. 4
1.8 stracture of the Report ......................................................................................................................... 5
CHAPTER TWO ............................................................................................................................................................. 6
2. REVIEW OF RELATED LITRATURE..................................................................................................................... 6
2.1 Definition of Tourism ......................................................................................................................... 6

2.1.1 Tourism sector ............................................................................................................................................ 6
2.1.2 Hospitality Sector ....................................................................................................................................... 6
2.1.3 Working conditions in tourism .................................................................................................................... 7
2.1.4 Employment in the Tourism Industry ........................................................................................................... 8
2.1.5 The world of work in tourism...................................................................................................................... 8
2.1.6 Tourism Industry Impact on employment ................................................................................................... 11
2.1.7 Employment opportunities of tourism and hospitality sectors ..................................................................... 12
XI
2.1.8 Employment in Tourism Challenges to Encounter ...................................................................................... 13
2.2 Conceptual Framework ..................................................................................................................... 15

CHAPTER THREE ....................................................................................................................................................... 16
3. RESERCH METHODOLOGY .............................................................................................................................. 16
3.1 Description of the study area ............................................................................................................ 16

3.1.1 Location .................................................................................................................................................. 16
3.1.2 Climate .................................................................................................................................................... 16
3.1.3 Demography ............................................................................................................................................ 16
3.2 Research Design ............................................................................................................................... 17

3.3 Population of the Study ..................................................................................................................... 17
3.4 Sample and Sampling Procedure ...................................................................................................... 17
3.4.1 Sampling Methods .................................................................................................................................... 17
3.4.2 Sampling Size ........................................................................................................................................... 17
3.5 Sources of Data ................................................................................................................................................. 18
3.6 Methods of Data Collection ....................................................................................................................... 19
3.7 Methods of Data Analysis ................................................................................................................. 19

CHAPTER FOUR ........................................................................................................................................................ 20
4. ANALYSIS AND DATA INTERPRITATION .................................................................................................. 20
4.1. Demographic Characteristics of the Respondents ............................................................................. 20

4.2 Criteria to determine the working conditions of hotel employees ..................................................... 22
4.3 Respondents general recommendation for the improvement of the hotel employees working
condition in Hossana town ........................................................................................................................ 32
CHAPTER FIVE ......................................................................................................................................................... 33
5. SUMMARY, CONCIUSION AND RECOMMENDATION.............................................................................. 33
5.1. Summary ........................................................................................................................................... 33

5.2. Conclusion ......................................................................................................................................... 34
5.3. Recommendations .............................................................................................................................. 36
Reference .................................................................................................................................................. 37
APPENDIXE ....................................................................................................................................................... 38
Appendix I: English Version of the Research Questionnaires .................................................................. 39
XII
Appendix II: Amharic Version of the Questionnaire ................................................................................ 42
XIII
XIV
Operational definition of key terms
Employment: The work in which one is engaged; occupation or the state of being employed or having
a job.
Tourism: comprises the activities of persons traveling to and staying in places outside their usual
environment for not more than one consecutive year for leisure, business and other purposes.
Drawbacks: A disadvantage or inconvenience job
Employment conditions: that part of an employment that sets out the duties, responsibilities, hours
of work, salary, leave and other privileges to be enjoyed by persons employed job
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XVI
XVII
CHAPTER ONE
1. INTRODUCTION
1.1 Background of the Study
Tourism is an ever expanding service industry with latent vast growth potential and has,
therefore, become one of the largest and dynamically developing sectors of nations. Its capatown to
generate employment both directly and indirectly, its potential to earn foreign currency for the host
community, its high growth and development rates, infrastructure development, introduction of new
management and educational experience, have made this industry greatly desirable for all (Nurhssen,
2016).
According to United Nations World Tourism Organization (UNWTO, 2017), international tourist
arrivals grew by a remarkable 7% in 2017 to reach a total of 1,322 million, according to the preliminary
full-year results reported in this issue of of the UNWTO World Tourism Barometer. This strong
momentum is expected to continue in 2018 at rate of 4%-5%. Based data reported by destinations
around the the world, it is estimated that international tourist arrivals (overnight visitors) worldwide
increased 7% in 2017. This is well above sustained and consistent trend of 4% or higher growth since
2010 and represents the strongest results in seven years. 2017 was characterised by sustained growth in
many destinations and a firm recovery in those that suffered decreases in previous years (UNWTO,
2017).
As one of worlds largest economic sectors, Travel & Tourism creats jobs drivers exports and generates
prosperity across the world in our analysis of the global economic impact of Travel & Tourism, the
sector is shown to account for 10.4% of global GDP and 313 million jobs of total employm. This
includes employment by hotels, travel agents, airlines and other passenger transportation services
(excluding commuter services). It also includes, for example, the activities of the restaurant and leisure
industries directly supported by tourists. By 2026, Travel & Tourism will account for 135,884,000
jobs directly, an increase of 2.1% over the next ten years. The total contribution of Travel & Tourism to
employment (including wider effects from investment, the supply by 2026, Travel & Tourism is
forecast to support 370,204,000 jobs (11.0% of total employment), an increase of 2.5% over the
period (World Travel and Tourism Council (WTTC), 2016).
1
According to United Nations Economic Commission for Africa (2015), the tourism industry is now
an important source of employment in Ethiopia. In accordance of the report tourism accounting
3.8% of total employment in 2013 representing 985,500 jobs directly and this is forecast to grow
by 0.1% in 2014 to 986,000 (3.6% of total employment). Such performance has seen the tourism
industry increasingly becoming an important economic sector in the Ethiopia.
Ethiopia is a land blessed with a rich and varied heritage from over 80 different cultural
traditions and fascinating religious festivals to ancient history, archaeological wonders and
pristine natural endowments. With over ten UNESCO World Heritage Sites (the most in any
African country), the country possesses a wealth of potential for tourism development. Indeed, it is said
that Ethiopia represents all of what is African in one country and has a promising potential of
economic development through tourism (UNECA, 2015).
Tourism involves a wide range of different activities, types of establishments, employment
contracts and working arrangements. It provides working people with income and working
experience and therefore contributes to their social inclusion and personal development. The
tourism employment pattern is characterized by notable differences between regions of a country and
between seasons of the year. Employment is of major importance in the economic anal ysis of
productive activities and this is true also of tourism. The focus on employment in the tourism industries
is further justified by the fact that tourism industries have matured into a majo consumer
market experiencing increasing global and national competition, market turbulence and changes in
consumer demand (UNWTO, 2014).
1.2 Statement of the Problem

Hossana town in particular, and the S/N/N/P region large a n d home to tangible and Intangible
heritages associated with natural landscape, mountains, endemic wildlife, churches,Religuous
fastivals. These hertages play agerat role to bring international tourism demand, and create local pride
employment opportunity. In order to enhance tourism development of the town, the inventorying
of specific tourism resources, mapping and bundling/packaging of these resources together with
accompanying services and tourism facilities is vital and requires professional knowledge and skill in
the field (S/N/N/P Regional states culture and tourism Bureau, 2017).
2
Previous studies conducted on Hossana town‟s tourism depicts that one of the major challenge for
tourism development in Hossana town is the limited availability and unemployment of tourism
professionals and the field experts in the sector. Due to this, the town has faced difficulties in the
identification of new/potential tourism resources, tourist activities, and fails to meet facility
standards. Moreover, the development of local services, diversification & promotion of tourism in
Hossana town is less successful.
It is presumed that to alleviate the tourism development challenges of the town there has to be
researches to clearly understand the human resource conditions, heritage conservation issues and
marketing of the tourism products. Hence, this study is designed particularly address the tourism
employment conditions and drawbacks in tourist facilities and attraction sites in the town.
1.3 Objectives of the Study

1.3.1 General Objective
The general objective theis study is to assess the tourism employment conditions and
drawbacks in tourist facilities and attraction sites in Hossana town.
1.3.2 Specific Objectives
The specific objectives of the study are to:
 To examine the current status of tourism employment conditions in Hossana town.
 To identify opportunity of tourism employment conditions in tourist facilities and attraction sites
in hossana town.
 To investigate the major challenges of tourism employment conditions in tourist
facilities and attraction sites of Hossana town.
1.4 Research Question

The study research questions are listed as follows:
 What is the current status of tourism employment conditions in Hossana town?
 What are the major opportunities of tourism employment conditions in tourist
facilities and attraction sites in Hossana town?
 What are the challenges of tourism employment conditions in tourist facilities
and attraction sites of Hossana town?
3
1.5 Significance of the Study
The researcher strongly believe that the study will be important for diverse tourism stakeholders
directly or indirectly associated to tourism employment in tourist facilities and attraction sites. Some
benefits of the research are;
First of all, it help the researcher to improve understanding of conducting research and the study help
any one interested to know about the tourism employment conditions and drawbacks in tourist
facilities and attraction sites of Hossana.
The second significance of the study is to present the current status of tourism employment
conditions and drawbacks in tourist facilities and attraction sites in Hossana and encourage further
studies by students and researchers.
The third significance of the study is to create awareness to the local community and governing body
about tourism employment conditions and its drawbacks in tourist facilities and attraction sites of
Hossana and The study serve as a reference material for those who interested to make future study.
The fourth significance of the study is to allow the research team to recommend important points based
on its findings regarding to tourism employment conditions and drawbacks in tourist facilities
and attraction sites for Ethiopia as whole.
The fifth significance of the study to to anyone interested can use the recommendations or finding of
the research to solve the problems of tourism employment at tourist facilities and attraction sites.
1.6 Scope of the Study

The study emphasizes assessing tourism employment conditions and drawbacks in tourist facilities
and attraction sites of Hossana town. Mean while the idea of tourism employment conditions
and drawbacks is a wide-ranging concept to study. For this reason, my research concentrate only
on standard hotels of Hossana town and attraction site of Hossana town.
1.7 Limitation of the Study and problem

While conducting this study, the researchr will be face a variety of challenges. The major
limitations of the study that the researcher face in the process of doing this study are:
4
 Inadequate of published documents and enough related literatures towards tourism
employment conditions and drawbacks in Ethiopia.
 Challenges in primary and secondary data collection.
 Lack of research which was conducted before about tourism employment conditions and
drawbacks in Hossana.
 Lack of time
 Lack of budget
1.8 stracture of the Report

The study contain five different chapters. The first chapter of the study deals with
introduction,background of the study, statement of the problem, objective of the
study,significance of the study, scope/delimitation of the study, limitation of the study, definition
of key terms, stracture of the report.
The second chapter of the study emphasis on reviewing of related literature that collect by the
researchers to have the clear considerate of tourism employment conditions and drawbacks in
tourist facilities and attraction sites and it also comprise conceptual framework.
The third chapter focus on the research methodology, description of the study area,
researchdesign,and poplation of the study, Sampling size and sampling procedure
techniques,instrument procedures, and methods of data analysis.
The fourth chapter describes the data presentation, results and discussion.
The fifth chapter contains the summary, conclusions and recommendations based on the findings of the
study.
5
CHAPTER TWO
2. REVIEW OF RELATED LITRATURE

2.1 Definition of Tourism
Tourism is travel for pleasure or business; also the theory and practice of touring, the business of attracting,
accommodating, and entertaining tourists, and the business of operating tours. Tourism may be
international, or within the traveller's country. The World Tourism Organization defines tourism more
generally, in terms which go "beyond the common perception of tourism as being limited to holiday
activity only", as people "traveling to and staying in places outside their usual environment for not more
than one consecutive year for leisure, business and other purposes". Tourism can be domestic or
international, and international tourism has both incoming and outgoing implications on a country's balance
of payments. Today, tourism is a major source of income for many countries, and affects the economy of
both the source and host countries, in some cases being of vital importance. (UNWTO, 2010)
2.1.1 Tourism sector

Tourism sector, as contemplated in the Tourism Satellite Account is the cluster of production
units in different industries that provide consumption goods and services demanded by visitors,
Such industries are called tourism industries because visitor acquisition represents such a
significant share of their supply that in the absence of visitors, the production of these would
cease to exist in meaningful quantity (UNWTO, 2014).
2.1.2 Hospitality Sector

Hospitality sector refers to those companies or organizations which provide “food”, “drinks”
and / or “accommodations” to their guests. Usually, it can be further divided into two main
sectors: (1) accommodation sector and (2) food and beverage sector and are explained as below:
1. Accommodation: To an ordinary person, the essence of a good holiday away from home
composes of three main elements - satisfactory accommodation, safe transportation, and suitable
entertainment. However, to the members of the tourism industry, a good holiday or a good trip
would also include the services of responsible intermediaries and the availability and provision
of travel related services. Accommodation is the temporary home for travelers. It ranges from
simple sleeping places to deluxe suites for eating, entertainment, and sleeping. Travelers can stay
6
overnight in any kind of lodging from an African tree house to a castle in Europe. The
accommodation industry is made up of hotels, motels (motor hotels), resort hotels, campgrounds,
hostels and guesthouses. Hotels are classified in various ways. One of the most common ways is
by location, such as resort, town center, airport, suburban, or highway. The other way of
classification is rating (grading), for example, five-star, four-star, three-star, two-star hotels
(Tourism and hospitality study, 2013).
2. Food and Beverage: Similar to accommodation, the food and beverage sector is broad and it
covers many different types of national cuisines and styles of services. Common types of food
and beverage operations include: Fine dining restaurants, Casual dining restaurants, Fast food
restaurants, Cafe and Bars The target segments of some food and beverage businesses are not
only limited to local citizens but tourists, such as restaurants operating in hotels, airports, theme
parks, other tourism attractions and transportations. Besides satisfying the basic needs of tourists
by providing food and beverage services, restaurants with special themes or those which are
famous for their high quality food and services become „must-see‟ attractions to tourists
(Tourism and hospitality study, 2013).
2.1.3 Working conditions in tourism

Some eight per cent of the global workforce is employed in the tourism sector. However,
endemic poverty, lack of opportunity, a heavy dependence on tourism to generate income plus
weak adherence to international labour standards creates fertile ground for the exploitation of
workers at the bottom of the tourism supply chain in countries all over the world. Children and
women are particularly vulnerable to abuse, including sexual exploitation and harassment.
Porters, cooks, cleaners, gardeners, drivers, security guards and cruise ship workers are often
poorly paid, work long hours and lack formal contracts. This can leave them without holiday or
sick leave entitlements, and vulnerable to dismissal without warning or compensation. In many
countries, the national minimum wage is a poverty wage, particularly in tourist hubs where the
cost of food and housing is at a premium because of the industry. Work is often seasonal and
subject to the fickle whims of the global tourism market, natural disasters and terrorist attacks.
Some hotels forbid their employees from joining a union; union leaders are frequently harassed
and imprisoned; while some repressive regimes may ban unionising altogether (IUF, UITA, IUL,
2013).
7
2.1.4 Employment in the Tourism Industry
Tourism employment can be categorized at two separate levels depending on their involvement
in or contribution to tourism supply-side. Front offices in hotels, restaurants, travel agencies,
tourism information offices, aircrafts, cruise lines, resorts or shopping outlets provide direct
employment because their employees are in contact with tourists and cater for tourist demand.
Tourism also supports indirect employment in activities like restaurant suppliers, construction
companies that build and maintain tourist facilities, as well as necessary infrastructure, aircraft
manufacturers, various handicrafts producers, marketing agencies, accounting services, which
are more or less dependent on the companies providing direct employment for their revenues.
And the concept of employment in the tourism industries refers to all jobs (in all occupations) in
the tourism industries. In each country, the tourism industries will include all establishments
whose main activity is a tourism-characteristic activity (UNWTO, 2014).
These tourism industries are common to all countries except for the individual country-specific
tourism characteristic activities. It should be noted that persons engaged in tourism-characteristic
activities of an establishment belonging to a non-tourism industries (e.g. all establishments
whose principal activity is not a tourism-characteristic activity) will not be included in
“employment in the tourism industries”. On the other hand, persons employed in an
establishment belonging to a tourism industry who participate in the establishment‟s non-
tourism-characteristic activities will be included in “employment in the tourism industries”. In
other words, employment in the tourism industries refers to all the jobs (or persons engaged)
providing tourism-characteristic and non-tourism-characteristic services in all establishments in
tourism industries (UNWTO, 2014).
2.1.5 The world of work in tourism

Tourism is a phenomenon for which statistical representation has particular challenges because
of its special nature. In general terms, tourism is about travel, visitors and travelers. Travel refers
to the activity of travelers; a traveler is someone who moves between different geographical
locations for any purpose and any duration; a visitor is a traveler taking a trip to a main
destination outside his/her usual environment, for less than a year for any main purpose other
than to be employed by a resident entity in the country or place visited (e.g. for holiday, leisure
and recreation, business, health, education or other purpose (UNWTO and ILO, 2014).
8
Furthermore, tourism is a social, cultural and economic phenomenon related to the movement of
people between places outside their usual place of residence. Tourism has an impact on the
economy, the natural and built environment, the local population at the places visited and the
visitors themselves. Being a socio-economic phenomenon, tourism acts both as an engine of
economic development and a social force, impacting a wide range of industries. Thus, as a
demand-side phenomenon, tourism refers to the activities of visitors and their role in the
acquisition of goods and services. At the same time, tourism can also be viewed from the supply
side and it will then be understood as the set of productive activities that cater mainly for visitors.
As such, tourism is an important source of job creation and countries are interested in its
development for this reason (UNWTO and ILO, 2014).
Statistics can shed light on the contribution of tourism businesses to job creation and assess
the impact of public policy and private investments on the job creation potential of tourism
characteristic activities or tourism industries. Such groupings of industries are usually referred to
as “sectors” even though they do not constitute institutional sectors as used in the System of
National Accounts. In the process of catering for varied demand of a wide range of visitors,
tourism creates opportunities for entrepreneurs and many small and micro enterprises, be they in
the formal or the informal sector. Large tourism enterprises are concentrated in accommodation
and transport activities. Although few in number, they generate a substantial share of total jobs.
Vast majority of posts are recruited from the local labor markets (UNWTO and ILO, 2014).
The tourism labor market has a dynamic nature, i.e. high labor turnover between organizations,
wide range of remuneration levels and schemes, seasonality, etc. In developing countries, there is
typically high competition for tourism jobs by a large, often very young and undereducated,
population. Being a labor intensive sector, tourism offers opportunities for employment for
persons entering the labor market for the first time or having difficulties in finding employment
elsewhere. Thus tourism plays a role in providing opportunities for low-skilled workers and
workers with little qualification in general, ethnic minority groups and migrants, unemployed
youth, long-term unemployed, as well as women with family responsibilities who can take only
part-time jobs. Also, these types of job opportunities are an important supplemental income
component for retired people and others who are experiencing work transitions (UNWTO and
ILO, 2014).
9
Tourism businesses tend to provide incentives for entrepreneurial behavior of individuals. Thus,
applied sociological research suggests that many people enter tourism jobs from other industries
and that tourism skill sets tend to have background impact on favoring positions, while still
making it possible for motivated individuals to work up through the ranks and attaining higher
managerial and professional positions. Patterns of mobility, orientation to work and self-
evaluation are the hallmarks of successful tourism workers. In particular, accelerated
opportunities for advancement and incentives for entrepreneurialism lead to general satisfaction
of those who successfully remain employed by tourism businesses. Tourism businesses are often
individually or family owned and tends to allow for more contact between locals and guests.
Small and medium scale business typically require less capital to construct facilities, providing
people who typically cannot afford to start their own business with an opportunity to do so.
Often, women use their existing skills to open small-scale businesses such as guesthouses and
restaurants. Consequently, tourism industries provide entry points for women‟s employment and
opportunities for creating self-employment in small- and medium-size income generating
activities, thus creating paths towards the elimination of poverty of women and local
communities in developing countries. Accommodation is a vital and integral part of the tourism
market and, as travel; it represents one of the pillars of tourism. The accommodation industry
employs a high proportion of young workers, and a significantly higher level of part-time,
seasonal and casual labor than other tourism industries, placing accommodation employers at
heightened risk of repeated high labor turnover necessitating increased costs due to on-going
recruitment and important additional training efforts (UNWTO and ILO, 2014).
In spite of the variety of jobs generated in the tourism sector, there is a general perception that
the tourism industries offer mostly low-skilled jobs. This is largely due to the high proportion of
hospitality workers (hotels, restaurants and similar) in service occupations; and the major source
of service occupations is food and beverage operations. The low annual average wages paid in
hotels, restaurants and similar establishments are due to industry-specific characteristics such as
paying only minimum wages because of tips and hiring a substantial amount of part-time
workers. These characteristics do not relate to differences in the type of food and beverage
services provided to tourists versus residents. Indeed, the low annual average wages for hotels,
restaurants and similar establishments are characteristic of the food services industry in general
10
and not unique to the tourism industry. Irrespective of individual or general perceptions about the
role that tourism plays in supporting developments in the national labor markets. It has real
potential as a source of economic growth and job creation. In the accommodation industry,
globally there is an average of one employee for each hotel room. One job in the core tourism
industry creates about one and a half additional (indirect) jobs in the tourism-related economy.
Further, there are three workers indirectly dependent on each person working in hotels, such as
travel agency staff, guides, taxi and bus drivers, food and beverage suppliers, laundry workers,
textile workers, gardeners, shop staff for souvenirs and others, as well as airport employees
(UNWTO and ILO, 2014).
2.1.6 Tourism Industry Impact on employment

The impact of tourism industries on employment is brought in the following ways:
 Direct employment in the tourism industries
 Indirect employment in the sectors supplying inputs to the tourism industries
 Induced effect on employment as a result of subsequent rounds of spending; and
 Total effect on employment which is reflected in the employment multiplier, with the
remark that a high employment multiplier of the tourism industries would indicate that
countries facing high levels of unemployment could opt for tourism promotion as a
possible effective means of absorbing the excess manpower. The empirical example
below demonstrates the “mechanism” of tourism employment multiplier effect.
In terms of employment, tourism multiplier effect means that it stimulates job creation in all
sectors of the area concerned. For example, to provide quality service, a hotel (tertiary sector)
would most probably employ more people to look after a growing number of arriving tourists.
Consequently, other sectors (primary, secondary) would then also try to cater for the growing
needs of the hotel. Thus, wholesalers (secondary sector) would sell more food to our hotel which
will lead to engaging more staff to work as wholesalers. In turn, this would trigger demand at the
food factory down the road (primary sector) who would try to produce more food for wholesaler
stocks and, as a result, the factory itself would need to employ additional staff as well (United
Nation World Tourism Organization, International Labor Organization, 2014).
11
2.1.7 Employment opportunities of tourism and hospitality sectors
Based on the involvement or contribution tourism supply side, employment opportunities in
tourism and hospitality sectors can be created either directly or indirectly. Direct Employment
opportunities are the total number of job opportunities supported by directly in travel and
tourism. For example employment by hotels, restaurants, travel agencies, tourism information
offices, museums, protected areas such as national parks, palaces, religious sites, monuments,
aircraft, cruise lines, resorts or shopping outlets, souvenirs, photography, sightseeing tours,
farmhouses, bed and breakfast, rural inns, and guest houses local transportation (state owned
airlines and railways, private transport facilities), Guides, cooks and scouts. Tourism and
hospitality also supports indirect employment in activities like restaurant suppliers, construction
companies that build and maintain tourist facilities, as well as necessary infrastructure, air craft
manufacturers, various handicraft producers, marketing agencies, accounting services, which are
more or less dependent on the companies providing direct employment for their revenues. The
economic impact of tourism is measured in terms of its effect on: income, employment,
investment and development; and balance of payment. In a labor intensive industry such as
tourism and hospitality the greater proportion of income is likely to be derived from wages and
salaries paid to those working in jobs either directly serving the needs of tourists or benefiting
indirectly from tourists‟ spending. Income will be high in tourist destinations which attract large
numbers of visitors; where visitors length of stay is maximum, customer spending of money is
very high provided that multiple opportunities and activities are existing for customers to
participate.
The other reasons that employment opportunities are diversified ever before, are tourism and
international travel become popular all over the world and people themselves considered that
travel is human rights; destinations are worried much to meet the needs and wants of
tourists to offer high standard of services in the destinations; tourists have wide choice of
holidays; international standards and quality assurance system are being set by national and
international tourism and hospitality organizations to provide standardized and quality customer
services (Dayananda, 2014) .
12
2.1.8 Employment in Tourism Challenges to Encounter
Information on employment is of considerable importance to the analysis of any industry, but it
seems to be of particular importance in the case of tourism. As already discussed in this Guide,
data on employment in tourism is necessary for government and sector analysts in order to
understand the nature of the underlying dynamics (type of employee, age, sex, education,
occupation, etc.), improving productivity and competitiveness through education and training,
evaluating labor costs and improving job prospects by evaluating labor structures and working
conditions. It should be admitted that it is more difficult to measure employment in the tourism
industries than is the case for many other industries. The reason being that tourism employment
is often characterized by one or more of the following factors:
 Seasonality;
 Part-time and/or excessive hours of work;
 Low-paid (or unpaid) family labor; and
 Informal or sometimes illegal labor where measurement is notably more difficult.
The number of employed will be underestimated when, for example, companies providing raw
materials for the production of tourism-related goods and services are left out of the picture and
therefore indirect tourism-characteristic jobs are excluded. Conversely, the number of employed
will be overestimated when persons engaged in an establishment belonging to a tourism industry
also participate in the establishment‟s non-tourism-characteristics activities (Aynalem, Birhanu,
Tesefay, 2016).
One of the problems related to human resources in the tourism industries is the rapid turnover of
staff. Tourism industries rely on a flexible workforce based on part-time, feed term, temporary
contracts and agency work far more than any other industry. There are in fact a variety of other
reasons for employee turnover, of which poor career prospects, low pay, unsocial working hours
and physical stress appear to play a part. Working hours are irregular for half of all employees in
the tourism industries, most of whom perform work on Sundays and in the evenings and almost
half of whom also work at night. Further, employment in the tourism industries involves a
disproportionately high degree of employers/owner/proprietors, as well as own-account workers
(self-employed), i.e. those who work on a contractual basis for a specified period of time but
where there is no formal employer employee relationship. Information on these entities is
13
frequently difficult to obtain and, from the employer‟s point of view, they are considered to be an
intermediate cost and not part of the labor cost. Also, the tourism industries are characterized by
diversity both on the basis of intra-national and international criteria and have a major impact on
the nature of work in the sector. The range of sub-sectors, the size of businesses, their ownership,
the markets they serve illustrate the factors which contribute to determining the range of tasks
which are undertaken, the numbers employed and the skills required. It becomes increasingly
necessary to take a broad view of the tourism labor market and consider its close links to other
labor markets. Cooks, for example, have the whole food sector to choose from, like contract
catering, the food processing industry or the retail trade (UNWTO and ILO, 2014).
In general, a labor market consists of all industry sectors, their personnel requirements and skills
needs, as well as those currently outside the actual labor force, whether unemployed, temporarily
unable to work because of illness or injury, or undergoing specific vocational training or more
general preparation for the workforce within the school systems. Increasingly, labor markets are
experiencing porosity as a result of the forces of globalization and the growing mobility of the
workforce at all levels. Particularly, within the tourism labor market, there are fundamental
challenges (structural and perceptual) relating to, among other things, the volatile demand cycle,
high levels of labor turnover (see above) and demanding working conditions. These factors
shape the structure of the tourism labor force, making it difficult to maintain high permanent
staffing levels. There is a generic tendency to operate on the basis of a core staff and to employ
the labor needed for day-to-day operations under atypical contractual arrangements. The above
does not cover all possible situations but illustrates the multiple pitfalls to avoid and difficulties
to tackle in measuring employment in the tourism industries (UNWTO and ILO, 2014).
14
2.2 Conceptual Framework
This conceptual framework displays the relationship between employment conditions in tourist
Attraction sites and tourist facilities and the employment challenges and its resolving methods
And the improvement of tourism employment in Hosanna town.
Employment Employment
opportunities in conditions in
tourist tourist facilities
Tourism
employment
improved in the
Resolving employment
challenges
Employment challenges
 Improving working
conditions  Discriminate employees by sex,
race and disability
 Improving payment
 Low hourly rates of pay
 Improving working hours
 Seasonality and casual labor
 Reject women applicants who
are over a certain age
Fig 2.1 conceopual fream work (source own servey 2019 from literature review)
15
CHAPTER THREE
3. RESERCH METHODOLOGY
3.1 Description of the study area
Hossana town is a separate woreda in S/N/N/P of Ethiopia, and the administrative center of Hadiya
zone as well as Lemo woreda the older name of Hossana were Wachemo, Hossana town 230km far
away from the capital town of Ethiopia, Addis Ababa. It is one of the 22 reform towns of southern
region. It is one of the four big towns of the region which have second grade status (like Dilla,
Wolayta Sodo and Hawassa). As far as the structural arrangement of the town, it is divided in to 3
sub cities, 8 kebeles & 160 localities. According to Central Statistical Agency report, the total area of
the town is 100 km2 (10,200 hectares).
3.1.1 Location
Regarding to location, the astronomical location of the town is found in geographic coordinate
between 07°33‟N latitude and 35°52΄E longitudes respectively. In its relative location Hossana town
is bounded in four peasant associations.
3.1.2 Climate
Southern nation nationalities and peoples According to the traditional climate zone classification, as a
result of effect of altitudes the climatic condition of Hossana is classified under Wina Dega, the
altitude of the study area range from 776 meters to 2220 meters above sea level. This range of
altitudes enables the study area to have different amount of temperature and rain fall through of the
year, according to the national metrology service agency, the mean annual temperature and rain fall is
estimated to be 16.9 c and 1071 mm respectively. The hottest month of the town is March. On the
other hand, July is the coldest month.
3.1.3 Demography
Based on the 2007 Census conducted by the CSA, this woreda has a total population of 69,995, of
whom 35,523 are men and 34,472 women. The majority of the inhabitants were Protestants, with
65.74% of the population reporting that belief, 24.6% practiced Ethiopian Orthodox Christianity,
6.57% were Muslim, and 1.99% were Catholic, whose Latin Catholic missionary pre-diocesan
Apostolic Vicariate of Hosanna has its episcopal see at the St. Joseph cathedral in Hossana, the
16
dominant economic activities of the town that are practiced by the people including commerce, urban
agriculture and civil servant.
3.2 Research Design

The main concern of the study will be to assess tourism employment conditions and drawbacks
in tourist facilities and attraction sites of Hossana town. The researcher use quantitative and
qualitative research approach technique.
The resarcher used descriptive research design based on determinations of doing research for
the reason that descriptive research is the most appropriate research design for our study since
descriptive research provides the answer for WH questions.
3.3 Population of the Study
My research focus of the study is on the star categorized hotels and major attraction
sites of Hossan a town So that the population of this study is nominated hotel
employees, hotel human resource managers, hotel general managers, Hossana town
culture, tourism and sport department employees.
3.4 Sample and Sampling Procedure
3.4.1 Sampling Methods

In this study the researcher use non-probability sampling method and from non-probability
sampling method the researcher use purposive /judgmental sampling and convenient sampling.
In this study researcher use Purposive sampling for hotel general managers, hotel Human
Resource managers, and Hossa town Culture,Tourism bureau.
Those general managers have detailed information about tourism employmentconditions and challenges
they are much close with the employees since they control over allactivities of the employees and
the researcher will use convenient sampling for the purpose of selecting employees.
3.4.2 Sampling Size

The researcher has determined the sample size to make the data collection clear and easy. As a
result, the total population is 84 shambalala (28), lema international hotel (27), bereket
international hotel (29)
17
and Hossanatown Culture, andTourism bureau (1) and the research sample sizes is as follows:
Sample size formula, n=N/ (1+N (e)2………………… (Yemane, 1967)
n=84/1+84(0.1)2
N=87/1+84(0.01)
n=45
The researcher has 45 samples and each selected hotels, and Hossana
town Culture, and Tourism and sport department sample size is as follows:
n1 = (N1/N)n………………. (Kathori, 2004)

nS =28x45/87
nS =15 ( from shambalala hotel)
nL =27x45/84
nL = 14 (from lema international hotel)
nB=29x45/84
nB =16 (from bereket international Hotel)
3.5 Sources of Data

For this study I use both primary and secondary sources of data.
A. Primary Sources of Data
This study collect primary data by using questionnaire with open ended and closed ended types of
questions from hotel employees, hotel Human Resource managers, hotel general managers, town
Culture and tourism bureau.
B. Secondary Sources of Data
The secondary data i s collected from different secondary sources such as books, published and
unpublished papers, bulletins pamphlets and research papers presented at workshops, documents
connected with tourism from numerous libraries, offices and internet.
18
3.6 Methods of Data Collection
Method of data collection instrument helps the researcher to get real and valuable data for the
resarch. To bring together suitable data and evidence the researcher is design to use interview,
quesstionnaire and personal observation.
The Researcher use questionnaires based on the sample size with open ended and closed ended
questions which help the respondents to choice their responses from the alternative provided by
the researcher and to reply their feeling without restrictions. These questionnaires are distributed
to three selectel hotel employees.
3.7 Methods of Data Analysis

The researcher use quantitative and qualitative data analysis through descriptive statistical
method to gather all vital and important data which will be organized in suitable method to be
presented, analysis, interpreted and summarized.
In this study the researcher use quantitative data analysis represent by means of percentage,
frequency, mean and median and it use based on data analysis for better understanding of the
research through deductive theory and to interpret the data based on our conclusions or
outcomes. The researcher also tried to analyze qualitative data by summarizing the idea of
respondents and used to triangulate the quantitative data.
19
CHAPTER FOUR
4. ANALYSIS AND DATA INTERPRITATION

The researcher analysis and interpretation of data is collected data from the respondents. And the
researcher respondents where from major star categorized hotels of Hosanna town in the form of
questionnaire from hotel employees. The response of the respondent is very good and the whole are
attempted is very good and the whole are attempted to reply for their questions.
Table 4.1 the respondent rate
Variables No In %
Rejected questionnaires _
Unreturned questionnaires _
Usable questionnaires 45 100%
Total 45 100%
Source: data survey
Table 4.2 showed that out of 45 questionnaires 45(100%) of questionnaires were already returned
back and used for research inputs.
4.1 Demographic Characteristics of the Respondents

Table 4.2 General information of respondents in hotel employees
General information of respondents in hotel employees

Respondents Respondents Respondents
Sex Frequenc In % Frequenc In % position Frequenc In %
Educationa
y y y
l
backgroun
d
20
Male 27 60% Certificate 15 33..3 Departmental 7 15.55
% manager %
Femal 18 40% Diploma 15 33.3% Supervisor 10 22.22
e %
Bachelor 14 31.1% Front office 8 17.77
degree %
Master 1 2.2% Food and 4 8.88%
degree beverage
manager
Cashier 3 6.66%
Waiter 5 11.11
%
Housekeepin 6 13.33
g %
Bar man 2 4.44%
Total 45 100 45 100% 45 100%
%
Source: data survey 2019
Table 4.2 indicates that out of 45 respondents 27 (60%) were males, whereas 18(40%) were females.
The data indicates that more of the respondents were males. Regarding the educational levels of the
respondents, 15(33.33%) of the respondents were certificates holders, 21 (32.3%) of the respondents
were diploma holders, 15(33.3%) of the respondents were degree holders and, 1 (2.2%) of the
respondents where master degree holder. The researcher understood that most of respondents were
well educated.
The above table also illustrates the job backgrounds or positions of hotel employee respondents. Out
of 45 respondents 7 (15.55%) were departmental managers, 10(22.22%) were supervisor, 8(17.77%)
front office, 4(8.88%) food and beverage manager, 3(6.66%) cashier, 5(11.11%) waiter, 6(13.33%)
housekeeping and 2(4.44%) were bar man. This indicates the majority of respondents were
supervisors.
21
4.2 Criteria to determine the working conditions of hotel employees
Table 4.3 Fairness of hotel recruitments
No Item 1 Respondents
1 Question Alternative frequency In %
Strongly disagree 3 6.66%
Disagree 5 11.11%
Undecided 2 4.44%
Agree 25 55.55%
Strongly agree 10 22.22%
Total 45 100%
Source: survey data, 2019

The above table shows that out of 45 respondents 5 (11.11%) and 3 (6.66%) of respondents disagree
and strongly disagree with the statement. On the other hand, 25 (55.55%) and 10 (22.22%) of
respondents agree and strongly agree about fairness of hotel recruitment. that Means hotel recruitment
is fair and 2 (4.44%) of respondents replied undecided towards the fairness of hotel recruitment.
Generally based on the above description I conclude that the recruitment in hotel is fair.
Table 4.4 poorness of hotel sector salary
2 Question Alternative Frequency In %
poorness of hotel Strongly disagree 9 20%
sector salary Disagree 5 11.11%
Undecided 7 15.55%
Agree 16 35.55%
Total 45 100%
Source: survey data, 2019
Table 4.4 shows that out of 45 respondents 5 (11.11%) and 9 (20%) of respondents disagree and
Strongly disagree about poorness of hotel sector salary, 16 (35.55%) and 8 (17.77%) of Respondents
agree and strongly agree about poorness of hotel sector salary; this Means hotel sector salary is low
22
and not adequate and 7 (15.55%) of respondents replied undecided towards Poorness of hotel sector
salary. Based on the above description we conclude that the hotel sector salary is very low and not
enough for their effort.
Table 4.5 hotels offer bonus or inventive for employees
Disagree 10 22.22%
Undecided 4 8.88%
Agree 18 40%
Total 45 100%
Source: survey Data, 2019

Table 4.5 shows that out of 45 respondents 10 (22.22%) and 10 (22.22%) of respondents answer
disagree and strongly disagree about hotels offer bonus or inventive for employees, 18 (40%) and 3
(6.66%) of respondents agree and strongly agree about hotels offer bonus or inventive for employees.
That Means the hotels offer bonus or incentive for their employees and 4 (8.88%) of respondents
answer undecided towards hotels offer bonus or inventive for employees. Based on the above
description we conclude that there is bonus or incentive that is offered by the hotel for who performed
Who performed better or who accomplish his/her responsibility successfully.
23
Table 4.6 availability of vocational training in the hotel sector
4 Questions Alternative Frequency In %
Availability of Strongly 2 4.44%
vocational disagree
training in the
Disagree 7 15.55%
hotel sector
Undecided 4 8.88%
Agree 17 37.77%
Total 45% 100%

Table 4.6 shows that out of 45 respondents 7 (15.55%) and 2 (4.44%) of respondents replied disagree
and strongly disagree about the availability of vocational training in the hotel sector, 17 (37.77%) and
15 (33.33%) of respondents agree and strongly agree about the availability of vocational
training in the hotel sector. that Means the hotel sector provide well developed system of vocational
training and 4 (8.88%) of respondents replied undecided towards the availability of vocational
training in the hotel sector. Generally based on the above description I conclude that there is a
well-developed system of vocational training in the hotel sector.
24
Table 4.7 availability of annual rests in the hotel
availability of Strongly disagree 2 4.44%
annual rests in the Disagree - -
hotel Undecided 3 6.66%
Agree 13 28.88%
Strongly agree 27 60%
Total 45 100%

Table 4.7 shows that out of 45 respondents 2 (4.44%) respondents responded disagree about the
availability of annual rests in the hotel, 13 (28.88%) and 27 (60%) of respondents agree and strongly
agree about the availability of annual rests in the hotel and 3 (6.66%) of respondents responded
undecided towards the availability of annual rests in the hotel . Based on the above description I
conclude that the hotels provide sufficient annual rest for their employees every year.
Table 4.8 placement of hotel employees based on their skill and profession
Disagree 3 6.66%
Undecided 6 13.33%
Agree 24 53.33%
Total 45 100%
Table 4.8 shows that out of 45 respondents 3 (6.66%) and 1 (2.22%) of respondents answer disagree
and strongly disagree about the placement of hotel employees based on their skill and profession, 24
(53.33%) and 11 (24.44%) of respondents agree and strongly agree related to the placement of hotel
employees based on their skill and profession. That means the placement of hotel employees are
25
based on their skill and profession and 6 (13.33%) of respondents were undecided towards the
placement of hotel employees based on their skill and profession. Based on the above description I
conclude that the placement of employees in the hotel is based on their qualifying and knowledge.
Table 4.9 availability of promotion in the hotel
availability of Strongly disagree 4 8.88%
promotion in the Disagree 5 11.11%
hotel Undecided 7 15.55%
Agree 17 37.77%
Total 45 100%

Table 4.9 shows that out of 45 respondents 5 (11.11%) and 4 (8.88%) of respondents replied disagree
and strongly disagree about the availability of promotion in the hotel, 17 (37.77%) and 12 (26.66%) of
respondents agree and strongly agree related to the availability of promotion in the hotel. That means
the hotel offered promotion for their employees and 7 (15.55%) of respondents replied undecided
towards the availability of promotion in the hotel. Based on the above description I conclude that
promotion is given for who performed better by the hotel.
Table 4.10 hotel work is not permanent
No Item 8 Respondent
Disagree 11 24.44%
Undecided 10 22.22%
Agree 12 26.66%
Total 45 100%
26
Table 4.10 shows that out of 45 respondents 11 (24.44%) and 5 (11.11%) of
respondents responded disagree and strongly disagree about the impermanent of hotel work, 12
(26.66%) and 7 (15.55%) of respondents agree and strongly agree related to the impermanent of hotel
work. That means the hotel work is not permanent throughout the year and 10 (22.22%) of
respondents responded undecided towards the impermanent of hotel work. Based on the above
description I conclude that the hotel work is not permanent throughout the year and the employees
feel secure for their work.
Table 4.11 over time work for no extra money in the hotel
over time work Strongly disagree 5 11.11%
for no extra Disagree 13 28.88%
money in the hotel Undecided 11 24.44%
Agree 6 13.33%
Total 45 100%

respondents answer disagree and strongly disagree about the overtime work for no extra money in the
hotel. That means the hotel employees don‟t work over time, 6 (13.33%) and 5 (11.11%)
of respondents agree and strongly agree related to the overtime work for no extra
money in the hotel and 11 (24.44%) of respondents answer undecided towards the overtime work
for no extra money in the hotel. Generally based on the above description I conclude that the
hotel employees are not expected to work over time for no extra money or just the normal hour‟s rate.
27
Table 4.12 lack of transport service for hotel employees
lack of transport Strongly disagree 16 35.55%
service for hotel Disagree 20 44.44%
employees Undecided 2 4.44%
Agree 4 8.88%
Total 45 100%

Table 4.12 shows that out of 45 respondents 20 (44.44%) and 16 (35.55%) of respondents replied
disagree and strongly disagree about the lack of transport service for hotel employees. That means the
hotel workers have transport service, 4 (8.88%) and 3 (6.66%) of respondents agree and strongly
agree related to the lack of transport service for hotel employees and 2 (4.44%) of respondents replied
undecided toward the lack of transport service for hotel employees. Based on the above description I
conclude that the hotel employees have transport service during their departure and arrival time.
Table 4.13 little job satisfaction of hotel employees
little job Strongly disagree 6 13.33%
satisfaction of Disagree 12 26.66%
hotel employees Undecided 17 37.77%
Agree 8 17.77%
Total 45 100%
respondents responded disagree and strongly disagree about the little job satisfaction of hotel
employees, 8 (17.77%) and 2(4.44%) of respondents responded agree and strongly agree related to the
28
little job satisfaction of hotel employees and 17 (37.77%) of respondents responded
undecided towards the little job satisfaction of hotel employees. That means the respondents have no
idea about the job satisfaction of hotel employees. Based on the above description I conclude that the
respondents don‟t like to say anything or idea regarding to the job satisfaction of hotel employees.
Table 4.14 lack of personal development in the hotel
lack of personal Strongly disagree 10 22.22%
development in Disagree 17 37.77%
the hotel Undecided 7 15.55%
Agree 9 20%
Total 45 100%

respondents answers disagree and strongly disagree about the lack of personal development in the
hotel. That means the hotel employees can get personal development from their experience, 9 (20%)
and 2 (4.44%) of respondents agree and strongly agree related to the lack of personal development in
the hotel and 7 (15.55%) of respondents answers undecided towards the lack of
personal development in the hotel. Based on the above description I conclude that the hotel employees
be able to build up their personal development from their work career or job experience.
29
Table 4.15 lack of retirement pension in the hotels
lack of retirement Strongly disagree 13 28.88%
pension in the Disagree 19 42.22%
hotels Undecided 4 8.88%
Agree 7 15.55%
Total 45 100%

Table 4.15 shows that out of 45 respondents 19 (42.22%) and 13 (28.88%) of them responded
disagree and strongly disagree about the lack of retirement pension in the hotel. That means the hotel
employees have retirement pension, 7 (15.55%) and 2 (4.44%) of respondents agree and strongly
agree related to the lack of retirement pension in the hotel and 4 (8.88%) of respondents responded
undecided towards the lack of retirement pension in the hotel. Based on the above description I
conclude that the hotel employees have or can get retirement pension at the end of their job career.
Table 4.16 position of women in certain areas only
position of Strongly disagree 12 26.66%
women in certain Disagree 15 33.33%
areas only Undecided 10 22.22%
Agree 7 15.55%
Total 45 100%
respondents disagree and strongly disagree about the position of women in certain areas only. That
means the women position in the hotel is not in certain areas only, 7 (15.55%) and 1 (2.22%) of
30
respondents agree and strongly agree related to the position of women in certain areas only and 10
(22.22%) of respondents replied undecided towards the position of women in certain areas only.
Based on the above description I conclude that position of women in the hotel is linked
to jobs in different kinds of jobs.
Table 4.17 hotel work rejects women applicants who are over a certain age
hotel work rejects Strongly disagree 7 15.55%
women applicants Disagree 8 17.77%
who are over a Undecided 5 11.11%
certain age Agree 10 22.22%
Total 45 100%
Table 4.17 shows that out of 45 respondents 8 (17.77%) and 7 (15.55%) of respondents answer
disagree and strongly disagree about the hotel work rejects women applicants who are over a certain
age, 10 (22.22%) and 15 (33.33%) of respondents agree and strongly agree related to the hotel work
rejects women applicants who are over a certain age and 5 (11.11%) of respondents answer undecided
towards the hotel work rejects women applicants who are over a certain age. Based on the above
description I conclude that hotel work rejects women applicants who are over a certain age.
Table 4.18 lack of fair treatment by managers

lack of fair Strongly disagree 5 11.11%
treatment by Disagree 21 46.66%
managers Undecided 11 24.44%
Agree 5 11.11%
Total 45 100%
31
respondents responded disagree and strongly disagree about the lack of fair treatment by
managers. That means the hotel employees are treated fairly by their managers, 5 (11.11%) and 3
(6.66%) of respondents agree and strongly agree related to the lack of fair treatment by managers and
11 (24.44%) of respondents responded undecided towards the lack of fair treatment by managers.
Based on the above description I conclude that the treatment of employees from their manager is
unbiased or make equal opportunity.
4.3. Respondents general recommendation for the improvement of the hotel
employees working condition in Hossana town

Some of the recommendation of respondents are; working together in cooperation for a better result,
well organized humane resource management, good support and salary from the owner, provide
training for owners, managers and employees, working together with different
stockholders to develop the hotel sector, developing infrastructures, placed professionals based on
their skill, establishing peace, concerned from culture and tourism office, keep the wellbeing of the
local community, experience sharing with other hotels and arranging employees meetings.
32
CHAPTER FIVE
5. SUMMARY, CONCIUSION AND RECOMMENDATION

5.1 Summary
This research was conducted on the title of assessment of tourism employment conditions and
drawbacks in tourist facilities and attraction sites in town Hossana. The researcher has developed in
the form of back ground of the study which dedicates about the nature of the study and statement of
the problem, objectives of the study, significance of the study and scope of the study in the chapter
one. In the second and third chapter of this paper, literature review and methodology of the study had
been included, under methodology part; purposive sampling method of study is used to select the
sample of 28 from Shambelala, 29 from Bereket and 27 from Lema international employees from the
hotel. Chapter four of this research paper includes analysis of interpretation of data and presentation
of data.
Today, tourism and hospitality sectors are the foremost sectors of the world economy. It improves
balance of payments as well as income creation and employment opportunities. Based on the study,
tourism and hospitality sector have creating numerous job opportunities for many people in Hossana
town in different areas like: accommodation, food and beverage (restaurants, dining rooms, cafes,
fast food outlets, pubs, nightclubs, bed and breakfasts, hotels, lounges, catering operations,
natural and cultural attractions such as national parks, monuments, museums, concerts, festivals,
conference, and exhibitions).
33
5.2 Conclusion
The major objectives of this research was to assess tourism employment conditions and drawbacks in
tourist facilities and attraction sites in hosanna town. To successfully meet the objectives of this
research the researcher was used both primary and secondary sources of data were employed. As
observed from the finding of this study the drawbacks of tourism employment condition is existed in the
hotels in Hossana town and the current status of the hotels employment condition is good but there are
some challenges or factors affecting tourism employment condition in the hotel service.
The major factors are: poorness of hotel sector salary, Unfair treatment among men and women
employees, lack of protection for job related disease and injury‟s seasonality of the sector unfair
payment, limited carrier development, lack of strong licensing procedure and little concern from
different tourism stakeholders are some to be noted as challenges for employment condition in tourism
and hospitality business.
The government role to activate employment condition problems still low and other stockholders sector
also has limited involvement in the tourism employment condition practice for these
reason hotels are under tourism employment condition problems.
The major solution mechanisms are: Fair recruitment, adequate salary, regular vocational
training, promotion, transport service, adequate concern, fair management, Political stabilities, reduced
working hours, technological advancement, increased income, avoid seasonality, fair Payment
for their job, well organized union, punctual, adequate information, good rule and regulation
and encouraging climate are the major favorable conditions for the development of tourism
employment conditions and to create numerous jobs.
Besides, hotel can be also developing socio cultural amplification of the people, empowering women
and involvement of ignored communities by creating favorable job options. Due to this, hotels give due
attention for creating quality staff for quality tourism and hospitality industries to step on the
sectors contribution for the Hossana town development.
34
Generally good tourism employment condition has environmental, economical, as well as
socio-cultural benefit either direct or indirect. The major and effective mechanism to alleviate
Drawbacks of tourism employment condition are: adequate salary, strong rule and regulation,
arranging regular and continues training for employees, collaborating with the other Stakeholders,
government involvement, recruiting professionals related with hotel and tourism, regularly evaluating
employment condition status of hotels properly handle drawbacks of tourism employment condition.
35
5.3 Recommendations
Based on the findings of the research, the following points are recommended to the stakeholders or
concerned bodies of the tourism and hospitality industry.
 The hotels should work hard in cooperation to each other on the tourism employment conditions
to alleviate the drawbacks and improve their standards.
 Hotels, government bodies and other stake holders should work together to minimize drawbacks
of tourism employment conditions as well as to alleviate drawbacks of tourism employment
condition.
 The government body especially culture and tourism office must be involved in the
tourism employment condition and drawbacks it may be through the provision of skilled man
power, providing language school, establishment of strong rule and regulation an providing
vocational training regularly.
 The government body or educational institutions must train hotel professionals and
related as well as their must be responsible authorized agency to monitor or control
hotels employment conditions in Hossana town.
 There should be the development of infrastructures like: road, electric town, water supply,
telephone networking and educational institutions.
 The Hotel employees should not be over dependence on the tourism, they have to find another
source of income like: working in factory, run own business that could not be influence by
seasonality.
 Commitment among government or administration bodies related to strong licensing
procedure, regulate the hotels practice and keep the wellbeing of the local community.
 Hotel owners consider their actual profit maximizing by placement of employees based on
their skill and profession, fell being secure, provide transport service, sharing on
experience with other hotels and give full attention for the employees.
36
 Hotels and other responsible stake holders must handle tourism employment conditions and
eliminate the drawbacks in the Hossana town.
 Junior students and other researchers should study on the tourism employment conditions and
drawbacks in Hossana Town deeply as quick as possible.
Reference
Aynalem, Birhanu, Tesefay (2016) Employment Opportunities and Challenges in Tourism and
Hospitality Sectors
Dayananda (2014), tourism and employment opportunities and challenges
Nurhssen (2016), the Role of Tourism on Local Economic Development of , Amhara
Regional State, Ethiopia
International Union of Food, Agricultural, Hotel, Restaurant, Catering, Tobacco and Alled
Workers‟ Associations (2013), Tourism concern action for ethical tourism, United Kingdom
Solomon Getamun (2005), Africa World Press
S/N/N/P RegioncultureandtourismBureau(2017),
Tourism and hospitality study (2013), introduction to tourism, Hong Kong
United Nation World Tourism Organization (2017) World Tourism Barometer volume 12
United Nation World Tourism Organization (Augest, 2010) Definition of Tourism
United Nations Economic Commission for Africa (2015), the federal democratic republic of
Ethiopia sustainable tourism master plan 2015 – 2025
World Tourism Organization (2014), Glossary of tourism terms
World Tourism Organization (2014), International tourism exceeds expectations, Madrid
World Tourism Organization, International Labor Organization (2014), Measuring Employmet
in the Tourism Industries, Madrid
World travel and tourism council (2016), travel and tourism economic impact, London
Websites
http://www.thefreedictionary.com/idiom).
37
APPENDIXE
38
Appendix I: English Version of the Research Questionnaires
WACHEMO UNIVERSITY

Questionnaires for Employees
Dear Sir/Madam,
The purpose of this questionnaire is to collect information about Tourism employment conditions
and drawbacks for the research entitled “Assessment of tourism employment conditions and
drawbacks in tourist facilities and attraction sites the case of Hossana town”. I conduct this
study for the partial fulfillment of Bachelor of Art degree in tourism management, college of
business and economics, Wachemo university. Hence, the answer that you give us for each
question is essential to the success of the study; your sincere cooperation is kindly requested for
the accomplishment of the research through exact and honest response. The information that you
provide us will be kept strictly confidential and will only be used for research purpose.
With Deepest Regards,
Thank you so much in Advance!
Instructions:
 No need to write your name
39
 Circle the correct answer or put „X‟ mark only
 Write your answers on the blank spaces provided for open ended questions.
Part 1- Demographic Information
1. Gender: A. Male B. Female
2. Educational back ground
A. Religious Education C.Diploma
B. Certificate D.BachelorDegree
E. D. Master Degree and above
3.Occupation/Positioninyourorganization:
A. Developmental manager C. Front line manager
B. Supervisor D. Housekeeping E. Tour guiding
F. Other (specify)……………………………….
Part2; Questions to assess the working condition of hotel employees
Strongly Disagree undecided Agree Strongly
disagree agree
1. In my hotel recruitment is fair 1 2 3 4 5
2. I think hotel sector renowned for its poor salary 1 2 3 4 5
3. In my hotel bonus or incentive is offer 1 2 3 4 5
4. I think the hotel sector has an increasingly 1 2 3 4 5
well-developed system of vocational training
5. I have annual rest in my company 1 2 3 4 5
6. In my hotel placement of employs are based on their
skill and profession.
7. In my hotel promotion is offered for who performed 1 2 3 4 5
better.
8. I think hotel work is not permanent throughout the 1 2 3 4 5
year and I feel being in secure.
9. In my hotel employs are expected to work over time 1 2 3 4 5
for no extra money or for just the normal hour‟s rate.
40
10. In my hotel employs have not transport service? 1 2 3 4 5
11. In my hotel many staffs are employed in jobs which 1 2 3 4 5
offer little job satisfaction.
12. I believe hotel employs can‟t get personal development 1 2 3 4 5
from their experience.
13. I think hotel employs do not earning retirement 1 2 3 4 5
pension
14. I think position of women in the hotel is linked to jobs 1 2 3 4 5
in certain areas only.
15. I believe hotel work rejects women applicants who are 1 2 3 4 5
over a certain age.
4. what is general recommendation for the improvement of the hotel employyees working condition in
hossana town?________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
________________________________________________________
Thank you for your cooperation and patience in completing this questionnaire.
41
Appendix II: Amharic Version of the Questionnaire
ዋቸሞ ዩኒቨርሲቲ
የቢዝነስና ኢኮኖሚክስ ኮሌጅ
የቱሪዝም ማኔጅመንት ትምህርት ክፍል
የቱሪዝም ስራ ሁኔታ እና ችግሮቹ

ሇመላሾቻችን
የዚህ መጠይቅ ዋና ዓላማ የቱሪዝም ስራ ሁኔታ እና ችግሮቹ በተያያዘ መረጃዎችን ሇመሰብሰብ የተዘጋጀ ሲሆን
ጥናቱም በቱሪዝም አሰተዳደር ሇሚመረቅ ተማሪ የመጀመሪያ ድግሪን ማሟያ ታሳቢ የሚደረግ ነዉ፡፡ይህን መጠይቅ
በፍቃደኝነትና ትክክሇኛውን መረጃ በመስጠት የእርስዎን ሃላፊነት እንዲወጡ በትህትና እየጠየቅን የሚሰጡት ማንኛውም
አይነት መረጃ ሚስጥራዊነቱ በሚገባ የተጠበቀ መሆኑን እናረጋግጣሇን፡፡ ሇትብብር እራስዎትን ዝግጁ ስላደረጉ
ከልብ ልናመሰግንዎት እንወዳሇን፡፡
መመሪያ
 መጠይቁ ላይ ስምዎን መፃፍ አይጠበቅብዎትም ፡፡
 እባክዎ የመልስ ምርጫዎን መልስ ይሆናል የምትለትን ብቻ ያክብቡ ፡፡
 ማብራሪያ ወይም አጭር መልስ ሇሚያስፈልጋቸው ጠያቄዎች እባክዎ ክፍት
42
 ቦታውን ይጠቀሙ፡፡
ክፍል-I ግላዊ መረጃ

1. ፆታ:- ሀ. ወንድ ሇ. ሴት
2. የትምህርት ደረጃ:- ሀ. ሰርተፍኬት ሇ. ዲፕሎማ
ሐ. የመጀመሪያ ዲግሪ መ. የሁሇተኛ ዲግሪ እና ከዚያ በላይ
ሠ. የሀይማኖት ትምህርት
3. የእርስዎን የስራ ፡- ሀ. ዋና አስተዳዳር ሇ. የጽዳት አስተዳዳር
ሐ.የጽዳት ሰራተኛ መ. ሌላ ካሇ ይግሇፁ
ክፍል II ዋና ዋና መጠይቅ
በጣም አልሰማማም ሇመወሰን እስማማሇሁ በጣም

አልስማማም እቸገራሇሁ እስማማሇሁ
1.እኔ በምሰራበት ሆቴል የሰራተኞች ቅጥር 1 2 3 4 5

ፍትሃዊ ነው
2. እንደኔ አመሇካከት የሆቴል ዘርፍ ስራዎች 1 2 3 4 5

በዝቅተኛ ክፍያ የታወቁ ናቸው
3. እኔ በምሰራበት ሆቴል የገንዘብ 1 2 3 4 5

ጉርሻ እና ማበረታቻ ሇሰራተኞች ይሰጣቸዋል
4. እንደኔ አመሇካከት 1 2 3 4 5
በሆቴል ዘርፍ የተደራጀ የሙያ
ስልጠና ይሰጣል
5. እኔ በምሰራበት ሆቴል በቂ የሆነ አመታዊ 1 2 3 4 5

እረፍት ሇሰራተኞች ይሰጣል
6. እኔ በምሰራበት ሆቴል የሰራተኞች 1 2 3 4 5
43
ምደባ በችሎታቸውና በሙያቸው ነው
7. እኔ በምሰራበት ሆቴል የስራ እድገት 1 2 3 4 5

ጥሩ ሇሰሩ ሰራተኞች ይሰጣል
8. እንደኔ አመሇካከት የሆቴል 1 2 3 4 5

ስራ ቋሚ ባሇመሆኑ ደህንነት አይሰማኝም
9. እኔ በምሰራበት ሆቴል ተጨማሪ 1 2 3 4 5

ክፍያ የሇውም
10. እኔ በምሰራበት ሆቴል ሰራተኞች የመጓጓዣ 1 2 3 4 5

አገልግሎት የላቸውም
11. እኔ በምሰራበት ሆቴል የሰራተኞች የስራ 1 2 3 4 5

እርካታቸው አነስተኛ ነው
12. እንደኔ እምነት የሆቴል ሰራተኞች በዘርፉ ብዙ 1 2 3 4 5

ሲቆዩ የስራ ልምዳቸውን አያዳብሩም
13. እንደኔ አመሇካከት የሆቴል ሰራተኞች 1 2 3 4 5

ጡረታ አይከፈላቸውም
14. እንደኔ አመሇካከት ሆቴሎች 1 2 3 4 5

ሴቶችን የሚያሳትፉበት በተወሰነ የስራ ዘርፍ ነው
15. እንደኔ እምነት ሆቴሎች በእድሜ የገፉ 1 2 3 4 5

አመልካች ሴቶችን አይቀበለም
16.እኔ በምሰራበት ሆቴል ኃላፊዎች 1 2 3 4 5

ሇሰራተኞቻቸው ፍታዊ አሰራር የላቸውም
4. የርሰዎ ማጠቃሇያ አስተያየት ምንድን ነዉ? የሆቴል ስራ ሁኔታን ሇማሻሻል በሆሳዕና ከተማ
44
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________
45

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WACHEMO UNIVERSITY

COLLEGE OF BUSINESS AND ECONOMICS

DEPARTMENT OF TOURISM MANAGEMENT

ASSESSEMENT OF TOURISM EMPLOYMENT CONDATIONS AND DRAWBACKS IN TOURIST

Senior Research Report Submitted to the Department of Tourism Management in Partial

COLLEGE OF BUSINESS AND ECONOMICS

DEPARTMENT OF TOURISM MANAGEMENT

A Senior Research Report Submitted to the Department of Tourism Management in Partial

Bachelor of Arts in Tourism Management

Advisor: Samuel Girma (MA)

Arts Degree in Tourism Management.

Head, Department of Tourism Management

Name of Researcher ID/NO

Advisor: Samuel Girma (MA)

KeyWords: Employment, Tourism, Drawbacks, Employment condition

Table 4.1 the Respondent Rate ----------------------------------------------------------------------------20

Table 4.2 General information of respondents in hotel employees-----------------------------------21

Table 4.3 Fairness of hotel recruitments -----------------------------------------------------------------22

Table 4.4 poorness of hotel sector salary ----------------------------------------------------------------22

Table 4.5 hotels offer bonus or inventive for employees ----------------------------------------------23

Table 4.6 availability of vocational training in the hotel sector --------------------------------------24

Table 4.7 availability of annual rests in the hotel -------------------------------------------------------25

Table 4.9 availability of promotion in the hotel --------------------------------------------------------26

Table 4.10 hotel work is not permanent------------------------------------------------------------------26

Table 4.12 lack of transport service for hotel employees ----------------------------------------------28

Table 4.13 little job satisfaction of hotel employees----------------------------------------------------28

Table 4.14 lack of personal development in the hotel --------------------------------------------------29

Table 4.15 lack of retirement pension in the hotel----- -------------------------------------------------30

Table 4.16 positions of women in the certain areas only-----------------------------------------------30

Table 4.18 lack of fair treatment by managers-----------------------------------------------------------32

1.1 Background of the Study ..................................................................................................................... 1

1.3.2 Specific Objectives ..................................................................................................................................... 3

1.4 Research Question .............................................................................................................................. 3

2. REVIEW OF RELATED LITRATURE..................................................................................................................... 6

2.1 Definition of Tourism ......................................................................................................................... 6

2.1.2 Hospitality Sector ....................................................................................................................................... 6

2.1.3 Working conditions in tourism .................................................................................................................... 7

2.1.4 Employment in the Tourism Industry ........................................................................................................... 8

2.1.5 The world of work in tourism...................................................................................................................... 8

2.1.6 Tourism Industry Impact on employment ................................................................................................... 11

2.1.7 Employment opportunities of tourism and hospitality sectors ..................................................................... 12

2.2 Conceptual Framework ..................................................................................................................... 15

3. RESERCH METHODOLOGY .............................................................................................................................. 16

3.1 Description of the study area ............................................................................................................ 16

3.1.2 Climate .................................................................................................................................................... 16

3.1.3 Demography ............................................................................................................................................ 16

3.2 Research Design ............................................................................................................................... 17

3.4.2 Sampling Size ........................................................................................................................................... 17

3.5 Sources of Data ................................................................................................................................................. 18

3.6 Methods of Data Collection ....................................................................................................................... 19

3.7 Methods of Data Analysis ................................................................................................................. 19

4. ANALYSIS AND DATA INTERPRITATION .................................................................................................. 20

4.1. Demographic Characteristics of the Respondents ............................................................................. 20

5. SUMMARY, CONCIUSION AND RECOMMENDATION.............................................................................. 33

5.1. Summary ........................................................................................................................................... 33

Appendix I: English Version of the Research Questionnaires .................................................................. 39

1.2 Statement of the Problem

1.3 Objectives of the Study

1.4 Research Question

1.6 Scope of the Study

1.7 Limitation of the Study and problem

1.8 stracture of the Report

2. REVIEW OF RELATED LITRATURE