ABSTRACT

The analysis and comprehension of world events, nowadays, is best understood by dividing them as pre and the post pandemic era. Most of the principles and paradigms that governed the world before 2020 have changed and the academic community is in ferment, attempting to make sense of the new world we are living in. Two of the recent changes that have affected organizations in general and the hospitality businesses in particular, relate to its workforce and have been labeled as “great resignation” and “quiet quitting.” Both are paradigm shifts that will necessarily force hospitality managers and executives to rethink the way they have approached their internal marketing and, more broadly, human resources strategies and processes. The goal of this paper is to shed some light on the magnitude of the great resignation and quiet quitting and to propose a framework containing experiential practices that respond to the demands of the post pandemic workforce.

摘要

如今，对世界事件的分析和理解最好通过将它们划分为大流行前后的时代来理解。2020 年之前支配世界的大多数原则和范式都发生了变化，学术界正在酝酿中，试图理解我们所生活的新世界。最近的两个变化影响了整个组织和酒店业特别是与员工有关，并被贴上“大辞职”和“悄悄辞职”的标签。两者都是范式转变，必然会迫使酒店经理和高管重新思考他们处理内部营销的方式，更广泛地说，是人力资源战略和流程。