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Elaborates a model of accountability as a relationship of three parties: principal, steward and the codes on which stewardship is established, executed and adjudicated. Describes how the enhancement of accountable management in the public sector, through the Financial Management Initiative, the Next Steps Agencies and, most recently, market testing, has brought changes to these codes and thus to accountability itself.

It is a point of continuing debate whether the study of public administration can in any circumstances be graced by a disciplinary label. Rhodes (1996), for example, has argued that the study of British public administration was traditionally insular, dominated for a long period by an institutionalist tradition characterized by an interest in administrative engineering, but a distaste for theory. As Rhodes also observes, this position emphasized, albeit in a traditional sense, the political and ethical context of administration public administration existed within a wider framework of accountability relationships and political and moral responsibilities. We might add to this the way government and public administration was seen as linked within a framework of administrative law, which, while not formalized in the sense of continental Europe, was important.

The UK, unlike 12 of our fellow European countries, has decided not to join the euro. Indeed, the question of Britain’s membership of the single currency is unresolved. However, whether the UK decides to join or not, the British public house industry will be affected by the single currency. This article discusses the European Union and the euro, the impacts of the single currency on the British public house industry and a strategy for currency changeover in UK public house companies. The article includes a survey of finance directors of public house companies to ascertain their views of the euro. This is presented as a case study. The information contained in this article should be useful in helping public house firms develop a suitable strategic response to the euro. In this context, it is important that currency changeover is seen as an opportunity rather than a threat.

The purpose of this research paper is to identify the perceptions and stereotypical views of hotel managers to older employees in the British hotel industry, with a focus on the north of England, and to determine the equal opportunities policies and practices of hotels in relation to older workers and the types of jobs deemed suitable or not suitable for older employees.

The method used in this exploratory study was a survey incorporating a postal questionnaire. The questionnaire was sent to 144 hotel managers in hotels with a minimum of 20 bedrooms in the north of England. In all, 36 completed questionnaires were returned. Data were analysed using Predictive Analytics Software (PASW).

The results of the survey clearly point to hotel managers having overwhelmingly positive views of older workers (confirming the findings of Magd's, 2003 survey), although some managers did age-stereotype certain jobs as being not suitable or suitable for older hotel workers.

The principal limitations concern the use of a questionnaire to measure the attitudes of hotel managers, the use of a non-probability sampling technique and the relatively small sample size.

Given the UK's ageing population and labour shortages in the hotel industry, it is important that hotel managers address negative stereotypical views of older workers and the jobs deemed suitable for these workers.

As the hotel industry is a major contributor to employment in the UK, a lack of empirical data on managers’ perceptions of older hotel workers is a significant omission that this paper seeks to redress.

Older workers represent an increasingly important source of labour for organisations. Irrespective of age, a worker needs the appropriate skills and knowledge to be productive and to help the organisation achieve its strategic objectives. However, in many organisations, older workers are less likely to be offered training opportunities than their younger compatriots. This is due, in part, to negative stereotypical assumptions about older workers by managers. Learning and training are influenced by an individual’s career span and motivation. As a person ages, their work-related needs will change. There is a shift from growing and developing their career to a focus on security, maintenance, emotional satisfaction and mastery. Cognitive change takes place during a person’s life, and a gradual decline in primary mental abilities can be expected, but the notions of general decline are simplistic and misleading. A person is able to learn at any age and the older worker is capable of adjusting to changes in work. Many people assume that older workers are homogeneous but this is not the case. There are significant differences between older workers and these differences need to be acknowledged and understood. The organisational culture will affect learning and training opportunities for older workers, as will the attitudes of managers to older employees. Learning and training for older workers will also be influenced by the national culture and, in this chapter, selected Asian countries are discussed. The chapter concludes by offering recommendations regarding learning and training for older workers in organisations.

The aim of this research is to establish students’ perceptions of the international hospitality industry and, specifically, to establish the likelihood of the student seeking employment in the industry after graduating, the region/country where the student intends seeking employment, the functional area/sector which is most attractive to the student and the position which the student expects to hold five and ten years after graduating. The research is based on a questionnaire administered at two universities offering hospitality management degrees, one in the UK, the other in The Netherlands. The main findings are that students have a distinct preference for certain hotel departments, hotel chains and sectors of the industry. Most expect to be general manager/corporate manager ten years after graduating. As the degree progresses, the students’ perception of the industry deteriorates. The paper concludes by examining issues relating to the image of the industry and the development of hospitality curricula.

The purpose of this paper is to investigate, through metaphor analysis, the complex nature of the work undertaken by waiters and pursers on-board cruise ships. This is an under-researched field and empirical research has produced some interesting perceptions that these groups of workers have of themselves, of others, and of the world in which they work and live.

A total of 20 semi-structured interviews were conducted over the telephone from a sample of international participants. The data were analysed using a metaphor analysis.

There were three clusters of metaphorical illustration found: metaphors of the ship, metaphors of the environment, and metaphors of their occupation. The metaphors of the environment were split into two sub-clusters. One explored how participants understood the ship's space or work setting, and the second identified the strategies used as participants negotiated their way through their working and social lives. The stories collected from the workers have produced a very different but realistic perspective of the working lives of waiters and pursers.

Metaphors can only offer a partial view of a social phenomenon, rather than an all-encompassing view, which are furthermore specific to the research setting. Notably, for half of all participants English was not their first language, and consequently this may have had an impact upon their use of metaphors.

This research highlights the socio-employment relationship and complexities of working on cruise ships. In particular, it recognises behavioural learning practices and organisational bureaucratic utilities, which the industry relies upon for managing employees.

This study contributes new knowledge in an under-researched context exploring the sociological lives of hospitality cruise ship workers. The use of metaphor analysis has provided an interesting and useful route to extend understanding of cruise ship work.

The purpose of this paper is to examine the significance of the work‐to‐retirement transition for academic staff from a life course perspective and the manner in which individuals have managed the transition.

In total, 32 semi‐structured interviews were conducted with academic staff from ten Universities in England. The data are analysed using matrix analysis.

Marked differences in the experience of the work‐to‐retirement transition were found and five groups are identified which characterise the significance of retirement. Clean Breakers view retirement as a welcome release from work. Opportunists and Continuing Scholars use retirement to re‐negotiate the employment relationship. The Reluctant consider retirement as a loss of a valued source of identity and the Avoiders are undecided about retirement plans.

The focus of the study is at the individual level. A more complete understanding of retirement decisions would encompass organisational approaches to retirement issues.

There are practical implications for academics approaching retirement. Not all academics wish to continue to engage in academic work in retirement. For those who do, opportunities are predominantly available to staff with stronger social and professional capital. Continued engagement necessitates personal adaptability and tolerance to ambiguity. Staff who are planning their careers might build such factors into retirement planning.

Organisations need to rethink their responsibilities in managing retirement processes as they face an increasing variety of retirement expectations in the workforce. Given the unfolding de‐institutionalisation of retirement, both individuals and organisations need to re‐negotiate their respective roles.

The paper characterises the diversity of modes of experiencing retirement by academic staff, highlighting differences between the groups.

Discusses the economic and monetary union and the euro; the UK and impacts of the euro; the UK public/business opinion and membership; and a suitable strategic approach to the currency. Presents a case study, summarizing the findings of a survey undertaken in May/June 2000, to ascertain the views of financial directors of UK hotel chains to the euro. Concludes that it would appear the UK hospitality industry is not adequately prepared for the euro and that in order for it to survive and prosper it must adopt to change.