Productivity and Vocational Skills in Services in Britain and Germany: Hotels

Abstract

Following previous comparisons by the National Institute of matched samples of manufacturing plants in Britain and Germany, this study applies similar methods to a branch of the services sector namely, the hotel industry. The objectives were to obtain measures of average productivity-differences between the countries in hotel-work, and to examine to what extent differences in equipment and training are important contributory factors. The paper discusses implications for schooling and training policies.

Work Design Influences: A Synthesis of Multilevel Factors that Affect the Design of Jobs

“…In economies with relatively high GDP and low unemployment, one might expect a flow down effect such that organizations will have greater capacity to invest in human resource practices such as training and development, and more encouragement to make such investments as a means of attracting and retaining employees. The resulting increase in employee skills should give managers the direct opportunity to provide more enriched jobs with higher levels of responsibility (Prais, Jarvis & Wagner, 1989). Low unemployment should also boost employees' individual and collective capacity to secure better working conditions and reduce the likelihood of employees agreeing to increases in workload due to a fear of unemployment (Akerlof, 1982).…”

“…Further, fullemployment and active labor market policies can tighten the labor market and motivate employers to improve work design as a means of attracting and retaining employees (Gustavson, 2007;Wallerstein, 1999). A tight labor market can also increase investment in training, since returns are more likely (Cappelli et al, 1997;Finegold & Soskice, 1988), and thereby stimulate managers to develop enriched work designs (Prais, et al, 1989). In fact, relatively few studies have directly assessed the influence of national employment policies on work design, although there is some supporting evidence.…”

“…The extensive use of training practices, particularly those that develop firm-specific skills, is thought to foster managers' willingness to provide more enriched jobs, as outlined above (Prais, et al, 1989). A study by Esser and Olsen (2012) that used data from a representative survey of 19 European countries found that on-the-job training, but not general vocational training, was associated with higher job discretion.…”

A European skills framework?—but what are skills? Anglo‐Saxon versus German concepts

“…For this reason, ICT, mechanics, geometry and algebra are often central to the curriculum of trainees in industries such as engineering or construction. Such planning and organisational skills are also, however, to be found in the curriculum for trainees in many service industries, for example the hotel business (Prais et al 1989).The knowledge involved in a recognised programme of Berufsbildung will embrace the range of knowledge, attitudes, virtues and skills required to be a practitioner, including the ability to negotiate and to work in teams with colleagues. This is the Fähigkeit associated with an occupation.…”

The “IT Productivity Paradox” Revisited: International Comparisons of Information Technology, Work Organisation and Productivity in Service Industries

“…8 A similar German productivity advantage relative to Britain was found in a late 1980's comparison of matched samples of relatively small two and three star hotels in the two countries (Prais, Jarvis and Wagner, 1989).…”