美国论文代写哥伦比亚大学：酒店管理

谈到前台员工，他们没有受过良好的培训和照顾。他们中的大多数人都过于沉重，因为他们的高级订单只能通过接待员才能改善结果。他们对改善的方式没有很好的沟通。西蒙的行为更多的是呼喊和权威而不是支持和倾听。他无法向他们传达要求和交易方式。另一方面，他自己也与员工建立了距离，这样他们自己就不会把问题带给他。此外，前台员工认为他们的工作是暂时的。

原因是工作机会不佳。这是整个特拉维夫小时费率中最低的。他们中的一些人有时甚至不能去吃午餐，这很重要。他们中的大多数人认为在那里工作七个月才能获得政府一次性资助。这是针对刚刚退出军队并被鼓励为旅游业服务的人。因此，他们在七个月后离职后，稳定性并不存在。他们中的一些人去了更高的学习。这都是由于管理问题造成的，这些问题都是由于人际沟通差距而导致的。

美国论文代写哥伦比亚大学：酒店管理

When it comes to front desk employees, they were not well trained and looked after. Most of them were over-burdened as their higher orders only expected to improve results through receptionists only. They were not communicated well about the ways of improvement. The behavior of Simon was more of shouting and authoritative not of supportive and listening. He could not communicate them the requirement and the ways of dealing (Marques, 2007). On the other hand he himself made the distance from the employees so that they themselves could not take their problems to him. Moreover the front desk employees thought their jobs as temporary.

The reason was poor job offerings. This was least among the whole Tel Aviv hourly rates. The burden was that much that some of them sometimes could not even go for lunch. Most of them thought to work there for seven months to receive a government one time grant. This was for people who just got out of the military and are encouraged to serve the tourism industry. Hence the stability was not there as they left jobs after seven months. Some of them went for higher studies. This was all due to managerial problems that all prevailed due to interpersonal communication gap (Communication Theory 2011).