8/25/25 Assignment: 2 Why are hospitality employers having challenges in recruiting and hiring entry-level positions?
Right now, hospitality businesses on Guam are struggling to fill entry-level jobs. KUAM News and the Guam Pacific Daily News (PDN) have reported that many local hotels and restaurants can't find enough workers, even though tourism is picking up again. For example, businesses like the Hyatt and Outrigger are offering higher wages and signing bonuses just to get people to apply, but there still aren't enough applicants to meet the demand. In fact, some hotels and restaurants have had to limit hours or even close certain services because they don’t have enough staff.
There are a few reasons why this is happening. First, low pay versus high costs is a big issue. Even though wages are increasing, the cost of living in Guam is really high. The PDN mentions that housing, food, and transportation costs are expensive, making it hard for people to live on entry-level wages in hospitality. Another major cause is burnout and high turnover. Many people don’t stay long in these jobs because of the tough working conditions. Jobs like serving or cleaning in hotels can be physically demanding, and the long hours can lead to burnout. This makes it hard for employers to keep workers. Also, unstable hours contribute to the problem. Many hospitality jobs are seasonal or rely on peak tourist seasons, meaning hours can be unpredictable. This makes it harder for people who need consistent work or full-time hours to rely on these jobs. Lastly, pandemic changes have played a role. A lot of people shifted away from service jobs during the pandemic. Now, some workers don’t want to go back to jobs with long hours or low pay, especially since there are other jobs out there that offer more flexibility, like remote work or warehouse jobs.
If I were a consultant or employer, here’s what I’d recommend to fix the issue. First, employers should raise pay and offer benefits. Paying more and offering extra benefits like health insurance or paid time off would attract and retain workers. According to KUAM News, workers are more likely to stay at jobs that offer these perks. Second, offering flexible schedules could help make hospitality jobs more attractive, especially to younger workers, like high school or college students, who want jobs that let them balance school or personal life. Lastly, employers should create career growth opportunities. Showing that entry-level jobs can lead to promotions or career growth is key. Providing training or offering clear pathways to advancement can help workers see a future in the industry. The PDN reported that hotels that invest in training programs tend to have better employee retention. Lastly, employers should recruit locally and early by partnering with local schools and colleges to create job opportunities for students or recent grads. Offering internships or apprenticeship programs can build a future workforce and get people interested in the industry early on
8/15/25 Traditional Managem ent Style
1. Name a teacher, supervisor, coach, advisor, or any adult (and their organizations) who demonstrates these four traditional management styles and comment if their style is effective or ineffective, and why:
Autocratic:
Terrence LG (old boss)
His way wasn't really effective due to him not always being there at the restaurant.
Bureaucratic:
Ms. Salas
Her way is a bit effective due to the students also following the rules aswell.
Democratic:
Ms. Perez
She is very effective due to the fact that the students should have a say in meetings.
Laissez-Faire:
Mr. Healy
He was also effective due to students learning at a quick pace and he makes everything understanding the first time so he doesn't have to repeat the lesson.
2. In what situations will you apply these styles?
Autocratic:
in a boot camp
Bureaucratic:
when training a new employee
Democratic:
when a team is skilled
Laissez-Faire:
being a professor with professional employees
3. Which management style do you like the most? How do you exhibit these characteristics?
I like the Laissez-Faire management style more because it tests how the employee handles or deals with situations without a manager on shift. Also because it helps the employee learn more about the task or tasks given.