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It is crucial for hospitality organisations to develop sustainable leadership by regularly re-evaluating the competencies and skills required by their senior managers and leaders. In the context of this strategic talent management imperative, this paper aims to identify and map competencies required for the pivotal position of a hotel general manager to develop a holistic and relevant leadership competency framework.

Through secondary research, this study undertakes a detailed literature review of competency and leadership studies in the context of the hospitality industry to distil the essential competencies and skills required by a general manager.

This study proposes a leadership competency model for hospitality organisations in the form of a 43-item competency framework for hotel general managers categorised into four broad dimensions – cognitive competencies (knowledge), functional competencies (skills), social competencies (attitudes and behaviours) and meta competencies (motives and traits).

The proposed competency model, once empirically tested for robustness, could serve as a blueprint for hospitality organisations to develop their own organisation-specific competency framework for senior leadership that could prove to be a keystone for integrated talent management practices. Further, educationists and trainers could use the findings of this study as inputs in designing curricula and pedagogical interventions to meet the industry’s future needs and expectations with regards to competencies of senior managers.

By aggregating competencies from earlier studies and synthesising and categorising them in accordance with a contemporary, hospitality industry-relevant typology, a comprehensive competency model specific for hotel general managers has been proposed.

The purpose of this paper is to present a review of diversity management research published in hospitality and tourism-specific and business discipline-based journals. The study objectives include attempting to assess the progress of diversity management research in hospitality and tourism, identifying gaps between the general business diversity management literature and the hospitality and tourism literature and providing hospitality and tourism scholars with suggestions to advance knowledge in diversity management.

The study is a critical review of the existing diversity management literature in the general business and hospitality and tourism disciplines in an attempt to identify gaps and make suggestions for expanding this knowledge in the hospitality and tourism fields.

There are significant gaps between the diversity management scholarship conducted in hospitality and tourism disciplines and the general business field. Diversity management research in general business is far more in-depth and uses sociological and social psychological theoretical frameworks.

There are lessons to be learned from the general business literature that uses strong theoretical foundations deeply grounded in sociological, psychological, social-psychological and management theories. The general management literature also explores the conditions under which diversity management adds value or creates challenges for organizations.

The hospitality and tourism industry has employed large numbers of ethnic minorities, women and members of the lesbian, gay, bisexual and transgender community for decades. As such, it is critical that scholars explore the implications of such a diverse workforce not only on organizational outcomes, but also on individual and group performance. The general business diversity management research suggests that workgroup composition can influence individual and group performance, as well as the quality of co-worker relationships. Given the team-oriented, interdependent nature of work in the hospitality and tourism industry, it is imperative that researchers conduct studies that help practitioners understand the most effective perspectives and approaches to diversity management.

The critical literature review demonstrated that there is extremely scarce research on diversity management focusing on employees with disabilities. It is imperative to shed more light on best diversity management practices, workplace etiquette of this under-represented group of employees and their interaction with their co-workers.

This study’s results provide insight into areas of exploration that can significantly enhance the scholarship on diversity management in the hospitality and tourism literature.

This paper focuses on not‐for‐profit (NFP) general management competencies and examines the predominant desired knowledge skills and abilities as a key component of general management responsiveness capability in empirically validated strategic success hypothesis. The strategic success hypothesis postulates that the performance of an organization will be optimized when the strategic aggressiveness and the responsiveness capability of general management is aligned with the respective environment.

The research utilizes a content analysis approach whereby the contents of job postings for the top positions in NFP organizations from different sources were analyzed and summarized. The analysis involved the collection of a comprehensive list of the top‐level general management position or job advertisements posted in both print and electronic media. Some of the sources include the Non‐Profit Times, job postings by agencies, and electronic job posting boards.

One of the key findings was that the NFP sector utilizes the top‐level general management to address the fiscal management dynamics. Fundraising experiences and skills are emphasized and were listed as the key responsibility of the top‐level general management. There was also some emphasis on not‐for‐profit organization management skills and experiences along with communication, governance, interpersonal skills, budgets and fiscal management. The other finding was that in addition to the above sector related desired competencies, generic experience, skills and position responsibilities were emphasized.

The limitations of this study include: Using job postings as a proxy for actual preferences for certain competencies has certain disadvantages. For instance, the quality of job postings in terms of information included might be a reflection of the writing skills and depositions of the drafters. The size and the life cycle stage of the organization might impact the need for certain competencies. For example, a small start‐up agency might not be concerned with governance or ethics issues like a huge organization such as the United Way. The nature of the NFP's activity may also influence the type of competencies sought.

The most important feature of any organization is the quality of its human resources. The NFP sector is currently faced with many challenges which include fiscal, technological, human resources, governance and overall effectiveness. While leadership is recognized as a powerful resource in determining the direction and the future of the organization, leadership alone is not sufficient to address all the problems facing the sector. Firms do need effective managers, good strategic management systems, motivated staff, and adequate financial resources to drive success.

The study found that formal educational requirements were emphasized with over 77 percent of the job postings listing bachelor degree and above as criteria for selection. This indicates that there is need to develop curriculum at the higher education level aimed at addressing the specific needs of the NFP sector. About 23 percent of the job postings did not specifically state formal education as criteria for selection; it might have been an oversight because it is unlikely an organization would hire a CEO with no reasonable formal education.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

The Nature of Business Policy Business policy — or general management — is concerned with the following six major functions:

The paper explains the principles and approach taken to introduce the general management philosophy into a community unit; and the way in which it has been implemented is also addressed. The paper also demonstrates how a management educator and practising manager have worked together in an action research mode not only to plan the ‘what’ but also the ‘how’.

The purpose of this study is to examine performance implications of general manager appointment in Sino‐US joint ventures, specifically whether there is a difference in outcomes when the appointment is made by the Chinese or American partner.

Using a structured questionnaire, data were collected from 94 managers representing US and Chinese partners in 67 international joint ventures (IJVs) based in China.

The results show that, when the general manager is Chinese rather than American, there is heightened conflict on daily personnel management issues, but not on strategic and contract issues, and the overall levels of partner satisfaction and relationship commitment decrease as well.

The research was based on small sample size and cross‐sectional design.

This article focuses on the general manager appointment as a control mechanism and explores its link to IJV performance. It identifies daily/personnel issues as a source of conflicts that are associated with the right to appoint the IJV general manager.

The purpose of this paper is to clarify whether there are differences in the implementation of quality management (QM) and the results achieved, based on the position of the person responsible for QM and his/her strategic priorities.

Data from 256 firms that have implemented QM are collected. A multigroup analysis with LISREL is employed to contrast the hypotheses using a sample of general managers on the one hand and of quality managers on the other.

This study shows that QM is stronger implemented when it is headed by the general manager than by the quality manager. The authors also find that in both samples of general managers and quality managers, only one of the three strategic priorities analyzed, cost orientation, shows a positive effect on financial results. When the influence of QM on financial results is considered, the relationship is significant just in the case of the sample of quality directors.

The limitations of the analysis performed suggest lines of research that can substantially enrich the analysis of the role of management in the implementation of QM systems. A first step would be to expand the study sample, since the subsample for general managers was not very large. Gathering more recent data could contribute to strengthening the results obtained and to identifying additional explanatory variables. For example, information on functional experience or training could clarify the strategic focus adopted by managers.

This study highlights that the general manager's commitment to quality confers greater credibility in the rest of the organization. Although the general managers impose greater implementation of QM, they do not perceive that this influences the financial results achieved directly. The incorporation of strategic priorities in this study also shows that the perception of differentiation in marketing in firms that have implemented QM is similar both for quality managers and for general managers. However, the former (quality managers) also show that differentiation in innovation has a positive effect on QM.

Literature has shown an indisputable consensus on the relevance of leadership and the commitment of top management to the success of QM, but few studies provide more in‐depth specific knowledge of the characteristics and actions developed by the person who leads the commitment to quality. This study tackles the role of the manager responsible for QM in the firm, based on his or her functional position, whether general manager or quality manager. It contributes by investigating how a manager's strategic priorities condition the level of QM implementation, as well as the financial performance achieved.

The purpose of this paper is to improve the role of emergent Korean non-governmental organizations (NGOs) in disaster management by comparing general-goal NGOs and specific-goal NGOs, and ultimately goal provide lessons for international NGOs.

This study used quantitative research to analyze the issue through an international perspective. The hypothesis drafted was that if general-goal NGOs do not perform as well as specific-goal NGOs under actual conditions, their performance will have international implications. The two types of NGOs were systematically contrasted with reference to their social and political practices or culture through three variables: stakeholders, finance and strategies.

The main finding or recommendation is that general-goal NGOs have to be transformed into specific-goal NGOs for effective disaster management, not only in Korea but also in the international community.

When reflecting that almost no research has dared to look into the topic on the role or the type of disaster management NGOs in Korea, this paper has potential value as a pioneer study.

“All things are in a constant state of change”, said Heraclitus of Ephesus. The waters if a river are for ever changing yet the river endures. Every particle of matter is in continual movement. All death is birth in a new form, all birth the death of the previous form. The seasons come and go. The myth of our own John Barleycorn, buried in the ground, yet resurrected in the Spring, has close parallels with the fertility rites of Greece and the Near East such as those of Hyacinthas, Hylas, Adonis and Dionysus, of Osiris the Egyptian deity, and Mondamin the Red Indian maize‐god. Indeed, the ritual and myth of Attis, born of a virgin, killed and resurrected on the third day, undoubtedly had a strong influence on Christianity.