WHY IS IT DIFFICULT TO FIND NEW ENTRY-LEVEL HIRES NOWADAYS IN THE HOSPITALITY INDUSTRY?
(08/27/2025)
A lot of hotels and restaurants in Guam can't find people for entry level jobs. Janela Carrera from the Guam Department of Labor says, “Anecdotally, we are receiving some (reports) from the hotel industry and other employers who are saying that there seems to be a surplus of jobs. However, they are noticing that there aren't enough people applying for these jobs,” (pacificislandtimes.com). Post-Mawar did see some struggling businesses as Mary Rhodes, president of GHRA, noted that most employees left for other opportunities after trying to be brought back to where they originally worked (Marianas Variety). It is a growing problem in the industry as even recently, in January of 2025, did GuamPDN publish an article revolving around the problem titled "Attorney: Local businesses struggling to find employees." But what is causing these problems and how can we solve them?
There are a lot of different reasons for why it's becoming increasingly difficult to find entry-level workers nowadays in the hospitality industry. One things a few articles I found did point fingers to the fact that some newer hires aren't putting as much effort into working than they do into applying, “We saw that people were applying but we are not sure if they are putting in an application to show that they are trying.” says Jenynne Guzman of Guam Temps. Inc on Marianas Business Journal. I even talked to my boss at the Deli in the Hyatt Regency Hotel in Guam, Joker Prado. He said that employers do try to look for workers with even a little experience, and because of the lack of experience from newer workers, it gets harder to hire some of these entry-level workers. Not only that, but the rise of AI is creating problems for new workers as it causes people to try and rival with artificial intelligence. "As artificial intelligence transforms industries and governments around the world, Guam is moving forward with a multi-sector plan to embrace the technology..." said Joshua S. Miller of Ethos Data Analytics & Branding on the Marianas Business Journal.
How can we solve all of these problems though? It's hard to get an entry-level job if they won't even take anyone with no experience, especially lackluster workers. It's all about potential in new workers, even if they aren't the best at the beginning, the reason entry-level workers are hired is so they can potentially climb up the heiarchy. A good way to get people in who don't have experience is to promote internships so they can start out learning about the companies and their direction before they could prove their worth to get hired and become an actual employee. Now, with the AI problem, it could be easier to use AI as an assistant rather than letting it take people's jobs away. For example, a machine at the back that can quickly render orders and show what needs to be made, what needs to be delivered, and what needs to be prepped can prove to be a major help in the industry, but also doesn't take away the front-of-the-house pleasantries from having actual workers greet you. Having AI and people work along together instead of rivaling each other and create the best experience for guests.
THE 4 TYPES OF MANAGERS
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:
1a. Autocratic: Coach Jer from Tennis; She is effective and prioritizes respect and fitness. Although it's not favored by the players, it works as it does show us discipline and helps us take practice seriously.
1b. Bureaucratic: Ricky from CK; he's big on rules and does everything routinely and also tries and keeps us in line. It works as it keeps you serious so you have a good work ethic, but he also doesn't shove it down our throat.
1c. Democratic: Coach Brett from Soccer; He gives us the plans and runs us through everything that he'd prefer, however whenever an alternate idea comes and it works, he'll allow it. It works as it allows us to be more creative with our play while also playing with a set idea in mind.
1d. Laissez-Faire: Mr. Healy from US History; He just gave us our work and allowed us to turn it in whenever we please, albeit he does hold deadlines. This was ineffective as it did lead a lot of students to procrastinate.
2. In what situations will you apply these styles?
2a. Autocratic: Boot camp is a popular example, it helps keeps the cadets in check and to remain disciplined and respectful to their higher ups. The cadets continue to remain
2b. Bureaucratic: In the kitchen, all the cooks can keep the food consistent in quality as long as they follow the recipe.
2c. Democratic: In the classroom, it allows everyone to be able to work at their own pace and without pressure. It makes everybody at an equal level and their grading system would only be fair.
2d. Laissez-Faire: During a sports game, the plays come naturally and the players exhibit their skill naturally without panicking and having to force themselves to find what the coach wants instead of what works most for them.
3. Which management style do you like the most? How do you exhibit these characteristics?
I really like autocratic leadership. I find it entertaining but it also keeps me on my feet and in check. I am always making sure I am doing my best when an autocratic leader is around, so it really is effective. Although I haven't had the chance to really show my leadership, when doing chores at the house and I'm annoyed by people slacking off, I do tend to get stern and loud in hopes that my other youth family members will also start to work.