Professional Documents
Culture Documents
Hospitality Industry
Ethical Principles for Tourism and
Hospitality Managers
1. Honesty
2. Integrity
3. Trustworthiness
4. Loyalty
5. Fairness
6. Concern and Respect for Others
7. Commitment to Excellence
8. Leadership
9. Reputation and Morale
10. Accountability
Honesty
Tourism and Hospitality managers are honest and
truthful. They do not mislead or deceive others by
misrepresentations.
Be honest means that we not lie, cheat, or steal.
Though we might consider ourselves to be honest
people, how many of us have ever copied
assignment, failed to claim all of our tips, or neglect
to tell a cashier we were given too much change
back?
These examples might seem like relatively minor
infractions, but they are common examples of lying,
cheating, and stealing.
Honesty
To be honest means that we behave honorably that
is, according to the principles of honesty and integrity.
To have integrity is to be morally sound, and to be
morally sound requires honesty in all situations
whether anyone knows about it or not.
Our personal and business lives are not really
separate. We want to be able to trust the people we
do business with.
If we have been lied to, cheated, or stolen from, we
most likely will not continue to patronize that business.
Instead we will probably tell other people about our
bad experience, perhaps even for years afterwards.
Honesty
We do not do business with corporations such as
KFC or Imperial. We do business with Joe or Cindy,
or whoever the person is that serves us, cleans our
room, or checks us in.
They are the faces who flesh out and represent the
business, although it is management who ultimately
is responsible for their behavior.
As managers, we must not only hire people who
have the capacity to behave honestly, but then we
must train them to behave honestly.
Since the managers are very visible, the best way
to go about this is to model honest behavior for
them.
Honesty
At the start of our professional lives, it is sometimes
difficult to care or even think about the state of our
future reputation.
The daily decisions we make determine how we
turn out in the long run, and when we are old and
gray it is too late to change the things we may be
sorry for.
To be honest is to not lie, cheat, or steal. To be
honest we have to be able to honestly look at
ourselves and recognize our lies, our cheating, and
our thefts and to correct those behaviors.
Integrity
Tourism and Hospitality managers demonstrate the
courage of their convictions by doing what they
know is right even when there is pressure to do
otherwise.
To refrain from cheating on an exam and get a
lower grade than someone who did cheat can seem
unfair.
To do more than others yet still get the same pay or
grade can make us angry and resentful.
To have integrity is to do the right thing follow all
the ethical rules no matter what anyone else is
doing.
To have integrity is to honestly appraise our own
feelings and motivations, and then follow the rules
regardless of any outside pressure.
Integrity
Because we make ethical choices every time,
people can predict what we will do or say in most
situations.
Integrity implies wholeness that our behavior
matches our values.
As managers, if our behaviors do not match our
values, employees will quickly learn what kind of
actions get rewards and that is what they will do.
Integrity means that our actions are not selfish and
that our decisions are made objectively with out
justifications and excuses.
Trustworthiness
Tourism and Hospitality managers are trustworthy and
sincere in supplying information and in correcting
misapprehensions of facts. They do not create
justifications for escaping their promises and
commitments.
We are social beings, and without each other we
could not survive.
Business is also about relationships between
employees, managers, regional and corporate
management, local staff members, suppliers,
competitor, and the surrounding community.
Trust is the fundamental issue in relationships and
relies on two components: the ability to predict
behavior and the existence of similar values.
Trustworthiness
To be able to trust people or organizations,
we must be able to predict their behavior
85-90% of the time.
When someones actions do not match his
or her words, we should always choose to
believe the persons actions.
Managers who are inconsistent who one
minute are nice, the next angry, who say
something we do is fine one time and say it
is not fine the next time cannot be trusted
because we cannot predict their behavior.
Trustworthiness
If we go to work for a company whose
values are different from our own, we may
find ourselves uncomfortable with our
responsibility to model and enforce certain
policies we do not agree with.
Is the persons behavior generally
predictable? Do we have similar values?
Understand that if we do not endeavor to
answer these questions in our personal or
business lives, the relationships we
experience may end in pain and frustration.
Loyalty
Tourism and Hospitality managers demonstrate loyalty to
their companies in devotion to duty, and loyalty to colleagues
by friendship in adversity. They avoid conflicts of interest; do
not use or disclose confidential information; and, should they
accept other employment, they respect the proprietary
information of their former employer.
We cannot be loyal to someone with whom we have no trust.
Feeling of betrayal and disappointment occur when we fail to
recognize that someone is not worthy of our trust.
Loyalty is the glue that bonds people together in
communities, organizations, or families.
If there is no loyalty between management and employees,
or between employees and the company, self-interest and
fear for survival can take precedence over the goal.
Loyalty