Career Challenges for Female Wokers in Hotels. a Case Study of Some Hotels in Nigeria (Dissertation Review Sample)

Career challenges for female workers in hotels
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Chapter 2: LITERATURE REVIEW
2.1 Introduction
2.1.1 Background
In the 21st Century, the hotel industry remains a labour intensive, multi-faceted sector in the hospitality industry. Women are employed in a vast range of roles in the hotel industry including kitchen staff, customer service workers, as cleaners and in some in the senior management. Research has however shown that more still has to be done on the overall workforce, because there is a shortage in hospitality staff in most hotel and hospitality departments ADDIN CSL_CITATION { "citationItems" : [ { "id" : "ITEM-1", "itemData" : { "DOI" : "10.1108/17542410910950877", "ISBN" : "1754-2413", "ISSN" : "1754-2413", "abstract" : "A woman's place in hotel management: upstairs or downstairs?", "author" : [ { "dropping-particle" : "", "family" : "Mooney", "given" : "Shelagh", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Ryan", "given" : "Irene", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" } ], "container-title" : "Gender in Management: An International Journal", "id" : "ITEM-1", "issue" : "3", "issued" : { "date-parts" : [ [ "2009" ] ] }, "page" : "195-210", "title" : "A woman's place in hotel management: upstairs or downstairs?", "type" : "article-journal", "volume" : "24" }, "uris" : [ "/documents/?uuid=7f323e68-f609-419b-9378-d2f0488c5bb1" ] }, { "id" : "ITEM-2", "itemData" : { "DOI" : "10.1177/0891243206289499", "ISSN" : "0891-2432", "abstract" : "In this article, the author addresses two feminist issues: first, how to conceptualize intersectionality, the mutual reproduction of class, gender, and racial relations of inequality, and second, how to identify barriers to creating equality in work organizations. She develops one answer to both issues, suggesting the idea of \"inequality regimes\" as an analytic approach to understanding the creation of inequalities in work organizations. Inequality regimes are the interlocked practices and processes that result in continuing inequalities in all work organizations. Work organizations are critical locations for the investigation of the continuous creation of complex inequalities because much societal inequality originates in such organizations. Work organizations are also the target for many attempts to alter patterns of inequality: The study of change efforts and the oppositions they engender are often opportunities to observe frequently invisible aspects of the reproduction of inequalities. The concept of inequality regimes may be useful in analyzing organizational change projects to better understand why these projects so often fail and why they succeed when this occurs.", "author" : [ { "dropping-particle" : "", "family" : "Acker", "given" : "J.", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" } ], "container-title" : "Gender & Society", "id" : "ITEM-2", "issue" : "4", "issued" : { "date-parts" : [ [ "2006", "8", "1" ] ] }, "page" : "441-464", "title" : "Inequality Regimes: Gender, Class, and Race in Organizations", "type" : "article-journal", "volume" : "20" }, "uris" : [ "/documents/?uuid=4367970f-7fef-4083-b0e0-eefada246f50" ] } ], "mendeley" : { "formattedCitation" : "(Mooney & Ryan 2009; Acker 2006)", "plainTextFormattedCitation" : "(Mooney & Ryan 2009; Acker 2006)", "previouslyFormattedCitation" : "(Mooney & Ryan 2009; Acker 2006)" }, "properties" : { "noteIndex" : 0 }, "schema" : "https://github.com/citation-style-language/schema/raw/master/csl-citation.json" }(Mooney & Ryan 2009; Acker 2006). Furthermore, it is evident that their representation in the senior management position is still low ADDIN CSL_CITATION { "citationItems" : [ { "id" : "ITEM-1", "itemData" : { "DOI" : "10.1177/0891243206289499", "ISSN" : "0891-2432", "abstract" : "In this article, the author addresses two feminist issues: first, how to conceptualize intersectionality, the mutual reproduction of class, gender, and racial relations of inequality, and second, how to identify barriers to creating equality in work organizations. She develops one answer to both issues, suggesting the idea of \"inequality regimes\" as an analytic approach to understanding the creation of inequalities in work organizations. Inequality regimes are the interlocked practices and processes that result in continuing inequalities in all work organizations. Work organizations are critical locations for the investigation of the continuous creation of complex inequalities because much societal inequality originates in such organizations. Work organizations are also the target for many attempts to alter patterns of inequality: The study of change efforts and the oppositions they engender are often opportunities to observe frequently invisible aspects of the reproduction of inequalities. The concept of inequality regimes may be useful in analyzing organizational change projects to better understand why these projects so often fail and why they succeed when this occurs.", "author" : [ { "dropping-particle" : "", "family" : "Acker", "given" : "J.", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" } ], "container-title" : "Gender & Society", "id" : "ITEM-1", "issue" : "4", "issued" : { "date-parts" : [ [ "2006", "8", "1" ] ] }, "page" : "441-464", "title" : "Inequality Regimes: Gender, Class, and Race in Organizations", "type" : "article-journal", "volume" : "20" }, "uris" : [ "/documents/?uuid=4367970f-7fef-4083-b0e0-eefada246f50" ] }, { "id" : "ITEM-2", "itemData" : { "DOI" : "10.1111/gwao.12018", "ISBN" : "09686673", "ISSN" : "09686673", "abstract" : "Women remain under-represented in top leadership positions in work organizations, a reality that reflects a variety of barriers that create a glass ceiling effect. However, some women do attain top leadership positions, leading scholars to probe under what conditions women are promoted despite seemingly intractable and well-documented barriers. Previous scholarship tends to posit individual-level explanations, suggesting either that women who attain top leadership positions are exceptional or that potential women leaders lack key qualities, such as assertiveness. Much less scholarship has explored institutional-level mechanisms that may increase women's ascension to top positions. This analysis seeks to fill this gap by testing three institutional-level theories that may shape women's access to and tenure in top positions: the glass cliff, decision-maker diversity, and the saviour effect. To test these theories we rely on a dataset that includes all CEO transitions in Fortune 500 companies over a 20-year period. Contrary to the predictions of the glass cliff, we find that diversity among decision makers - not firm performance - significantly increases women's likelihood of being promoted to top leadership positions. We also find, contrary to the predictions of the saviour effect, that diversity among decision makers increases women leaders' tenure as CEOs regardless of firm performance. By identifying contextual factors that increase women's mobility, the paper makes an important contribution to the processes that shape and reproduce gender inequality in work organizations. \u00a9 2013 John Wiley & Sons Ltd.", "author" : [ { "dropping-particle" : "", "family" : "Cook", "given" : "Alison", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Glass", "given" : "Christy", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" } ], "container-title" : "Gender, Work and Organization", "id" : "ITEM-2", "issue" : "1", "issued" : { "date-parts" : [ [ "2014" ] ] }, "page" : "91-103", "title" : "Women and Top Leadership Positions: Towards an Institutional Analysis", "type" : "article-journal", "volume" : "21" }, "uris" : [ "/documents/?uuid=0c1e0d9d-116c-448d-a857-f7f599b38497" ] }, { "id" : "ITEM-3", "itemData" : { "ISBN" : "9789522321558", "author" : [ { "dropping-particle" : "", "family" : "Husu", "given" : "Liisa", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Hearn", "given" : "Jeff", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "L\u00e4ms\u00e4", "given" : "Anna-maija", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Vanhala", "given" : "Sinikka", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" } ], "id" : "ITEM-3", "issued" : { "date-parts" : [ [ "2011" ] ] }, "number-of-pages" : "1-223", "title" : "Women, Management and Leadership \u2013 Naiset ja johtajuus", "type" : "book" }, "uris" : [ "/documents/?uuid=2ea8d128-b1ee-4b68-839e-4dce2e4ea274" ] }, { "id" : "ITEM-4", "itemData" : { "DOI" : "10.1108/09578230310474421", "ISSN" : "0957-8234", "abstract" : "The under-representation of women in positions of senior management within educational institutions continues to be a matter of some concern, particularly as the teaching force is largely dominated, nationally and internationally, by women. Studies on gender and leadership have revealed a number of barriers to women seeking educational leadership and management positions. This paper is based on narratives drawn from women aspiring to leadership and management in different educational contexts, from very different parts of the world. The study examines the \"glass ceilings\" and \"glass walls\"; that is, horizontal and vertical barriers faced by each of the women within their cultures and environments. [PUBLICATION ABSTRACT]", "author" : [ { "dropping-particle" : "", "family" : "Cubillo", "given" : "Leela", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "...