Tipping is a social norm in many countries and has important functions as a source of income, with significant social welfare effects. Tipping can also represent a form of lost tax revenue, as service workers and restaurants may not declare all cash tips. These interrelationships remain generally insufficiently understood. This paper presents the results of a comparative survey of resident tipping patterns in restaurants in Spain, France, Germany, Switzerland, Sweden, Norway, and the Netherlands. ANOVA and ANCOVA analyses confirm significant variation in tipping norms between countries, for instance with regard to the frequency of tipping and the proportion of tips in relation to bill size. The paper discusses these findings in the context of employment conditions and social welfare effects, comparing the European Union minimum wage model to gratuity-depending income approaches in the USA. Results have importance for the hospitality sector and policymakers concerned with social welfare
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In dit themanummer van Maatwerk over evidence based werken argumenteert dit artikel dat de sociale sector meer nodig heeft dan onderzoekende hulpverleners om de kritiek te beantwoorden die de afgelopen decennia op de sector geformuleerd is.
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This is the report on the situation in the Netherlands in the field of youth, young homeless people and unaccompanied minor aliens. The report describes risk factors for children and young people in relation to social exclusion and homelessness. This report forms the first part of the international comparative study ‘CSEYHP’. MOVISIE carries out this three-year study by order of the European Union. The cooperative partners are three universities in: England, the Czech Republic and Portugal. The objectives of ‘Combating Youth Homelessness’ are as follows: 1. to understand the life trajectories of different homeless youth populations in different national contexts; 2. to develop the concepts of risk and social exclusion in relation to the experience of young homeless people and to the reinsertion process; 3. to test how different methods of working contribute to the reinsertion process for young people; 4. to investigate the roles of and relationships between the young person, trusted adults, lead professionals, peer mentors and family members in the delivery of these programmes across all four countries. When preparing the national reports, the three partner countries the Czech Republic, England and Portugal use the same format as used in the Dutch report. Based on the four national reports, England will prepare a comparative report, in which the four national situations will be compared.
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Despite Dutch Hospitality industry’s significant economic value, employers struggle to attract and retain early career professionals at a time when tourism is forecasted to grow exponentially (Ruël, 2018). Universally, hospitality management graduates are shunning hospitality careers preferring other career paths; stimulating the Dutch Hospitality to find innovative ways of attracting and retaining early career professionals. Following calls from the Human Resource Management (HRM) community (Ehnert, 2009), we attribute this trend to personnel being depicted as rentable resources, driving profit’’ often at personal expense. For example, hotels primarily employ immigrants and students for a minimum wage suppressing salaries of local talent (Kusluvan, et al 2010, O’Relly and Pfeffer, 2010). Similarly, flattening organizational structures have eliminated management positions, placing responsibility on inexperienced shoulders, with vacancies commonly filled by pressured employees accepting unpaid overtime jeopardizing their work life balance (Davidson, et al 2010,). These HRM practices fuel attrition by exposing early career professionals to burnout (Baum et al, 2016, Goh et al, 2015, Deery and Jog, 2009). Collectively this has eroded the industry’s employer brand, now characterized by unsocial working hours, poor compensation, limited career opportunities, low professional standing, high turnover and substance abuse (Mooney et al, 2016, Gehrels and de Looij, 2011). In contrast, Sustainable HRM “enables an organizational goal achievement while simultaneously reproducing the human resource base over a long-lasting calendar time (Ehnert, 2009, p. 74).” Hence, to overcome this barrier we suggest embracing the ROC framework (Prins et al, 2014), which (R)espects internal stakeholders, embraces an (O)pen HRM approach while ensuring (C)ontinuity of economic and societal sustainability which could overcome this barrier. Accordingly, we will employ field research, narrative discourse, survey analysis and quarterly workshops with industry partners, employees, union representatives, hotel school students to develop sustainable HRM practices attracting and retaining career professionals to pursue Dutch hospitality careers.
Momenteel kan 50% van de Nederlandse glasgroentebedrijven niet aan de betalingsverplichtingen voldoen en heeft nog eens 15% geen geld om in het bedrijf te investeren. Als de sector niet verandert, komt ook de laatste 35% in de problemen. Glastuinbouwers hebben de concrete vraag hoe zij hun marges kunnen vergroten en hoe zij tot een rendabele business case kunnen komen. Een belangrijke oorzaak lijkt de huidige marktstructuur te zijn, waarin er geen sprake is van een transparant proces van prijsvorming tussen de vraag van consumenten en retail en het aanbod van glastuinbouwers. Gevolg is dat de glastuinbouwers te weinig verdienen en de consument lang niet altijd de gewenste kwaliteit krijgt. In dit project wordt door Hogeschool Inholland samen met glastuinbouwers, ketenpartijen en kennisinstellingen TU Delft en LEI Wageningen UR, een innovatieve marktsimulatie ontwikkeld op basis van agent technologie. De te ontwikkelen simulatie biedt telers en ketenpartijen een ?veilige? omgeving om te ?experimenteren?. Met de simulatie wordt onderzoek verricht naar markt functioneren en de mogelijkheden voor verbetering van de business cases van glastuinbouwers door producten op een meer onderscheidende wijze tegen een goede marge in de markt te zetten. Het onderzoek leidt tot nieuwe kennis over a) het functioneren van de huidige, niet-transparante, markt in de glastuinbouw; b) mogelijkheden om met nieuwe marktmechanismes en ketensamenwerkingen, business cases van MKB glastuinbouwers te verbeteren en c) de mogelijkheden om met agent technologie een complexe markt te modelleren. Daarnaast is de simulatie ? bij gebleken succes ? meteen de opstap voor een mogelijke nieuw grootschalig marktmechanisme voor de glastuinbouwsector, zoals gedistribueerde ?digitale veiling(en)?.
