Destination Management Organization Ehics

1. Quiz Questions(source uploaded)

2. Destination Management Organization Ehics Discussion

• Questions
  • Define Human Resources then explain why this management practice is vitally important to a DMO.
  • What is meant by the term Cascading Performance Objectives?How does this come into practice for a DMO?
  • What are the 3P’s of Performance Reporting? Explain how they can be used in an employee’s review process to ensure all staff members are high level contributors.
  • Define who a DMO’s Members might be, then list 5 specific types.
  • Typically speaking, how does a dues based DMO calculate the cost of a hotel’s membership?
  • Typically speaking, how does a dues based DMO calculate the cost of a restaurant’s membership?
  • What are the 3 elements of creating a value proposition?
  • Create a value proposition for a brand new craft beer tasting room located in the heart of downtown Providence.
• DMO HR Ethics Discussion:
  • You are a brand new Director of Human Resources for your DMO.As a first priority in your new role, you are meeting one on one with all employees to get to know them better, learn about their processes, and overall gain a better understanding of the operations of the organization.After meeting with the majority of the Sales team you learn that Sales Managers and the Senior Executive Staff of the DMO get bonuses in addition to their salary based on the team’s performance relative to the sales goal.Annual bonuses can be as much as 25% of the employee’s annual salary if all goals are hit.The feeling you gather from the members of this team is that they expect to earn this bonus year after year – at this point it is an expectation, not a reward.You also learn that your DMO has an understood, non-written “policy” that at least one contract must be signed by the client (hotel or convention center) prior to the DMO considering the opportunity booked and confirmed and the sales manager taking credit.By having at least one contract signed there is a financial obligation to the destination.
  • The DMO is heading into the final month of their fiscal year and is currently pacing behind their target sales goal by 25,000 overnight rooms – the feeling is they aren’t going to hit the mark.During your last one-on-one meeting with a Sales Manager he mentions that he has as a verbal commitment (Client said they are coming, but not ready to sign contracts) for a large booking, around 30,000 overnight rooms and he is feeling pressure from the department management to have the client sign a Letter of Intent.This letter is not a legally binding contract – rather, it is written documentation that the client has intentions to come to the destination and will agree to sign contracts with the venues at a later date.If the letter is signed prior to the end of the fiscal year the Sales Team Management will credit this booking as contracted therefore meeting the goal and obtaining their bonuses – despite there not being any signed contracts or legal commitment for the client to utilize the destination.
  • As the Director of HR, do you allow the employee to pursue this option so the team can make their bonuses?
  • What course of action would you take to correct this situation in the future?

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