Employee Turnover

Employee Turnover
Employee Turnover– advantages and disadvantages of employee turnover. | Employee turnover is
the difference in the rate of employees leaving a company and new employees filling up their
positions. Nowadays, it is becoming a major problem among most of the companies, especially in
low paying jobs or jobs where workers are not proactive about their job. There are many aspects that
play a significant role in the employee turnover rate of a particular company. Such aspects can stem
from both the company as well as the employees. The employers generally give more importance to
the employee turnover rate, as it is a very expensive aspect of the business. When employees leave
the company, the employer has to incur a considerable amount of ... Show more content on
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They classified job satisfaction into eight categories: supervision, company identity, kind of work,
amount of work, physical working conditions, co–workers, financial rewards, and career future.
There are three major limitations of their study however. First, they subsumed organizational
commitment (company identity) within job satisfaction. Thus, their findings have confounded the
effects of job satisfaction and organization commitment. The second major problem of their study is
that some of their measures had low reliabilities. Low reliabilities of scales make their findings
suspect. The last major limitation of their study concerns generalizability of their findings. In our
study, we included three facets of job satisfaction – pay, nature of work, and supervision. First,
based on personal experiences and innumerable anecdotes, we find that pay is considered one of the
most important factors influencing employee turnover in Tourism and Hospitality Industry,
especially the younger generation, are thought to be very materialistic, and as a result they are
believed to hop from one job to the other for a few extra dollars (Campbell & Campbell, 1997).
Second, the nature of work is becoming an important consideration because of greater affluence as
well as higher education levels new generation in the Tourism and Hospitality Industry. The
previous generation did not pay much
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Study Of Knowledge Management Within The Context Of The...
Abstract
The study of knowledge management in the context of the hospitality industry was characterizes that
KM as a critical item for hotels seeking to ensure sustainable strategic competitive advantage. KM
seeks to acquire or create potentially useful knowledge and to make it be found for everyone who
can use it at a time and place that is suitable for them to achieve maximum useful usage for making
positively influence organizational performance and innovation. Therefore, the aim of this paper is
to extend KM in the context of front office department in sharm el sheikh and to investigate the
effect of KM on department performance and on applied innovation practices. To achieve this aims a
self–administrate questionnaire was direct to front office employees in the investigated hotels. The
total number of questionnaire form distributed was 180, among of them 131 forms (72.7%) were
completed and valid for analysis. The obtained data were analysis using SPSS version 21 the results
indicated that KM is thus highly implemented in front office department and KM have important
impact on front office performance and innovation operation.
Keywords Knowledge Management, KM Infrastructure, KM Process, Front office Department
Performance / Innovation
Introduction
KM is defined as the set of organized and regimented actions that can be taken to attain the
maximum value from the knowledge available to it by an organization. A proper combination of
organizational, social and

The Effect of Contextual Factors on the Design of...
THE EFFECT OF CONTEXTUAL FACTORS ON THE DESIGN OF MANAGEMENT
CONTROL SYSTEMS
For implementation of the management control system (MCS) of the organisation in a dynamic and
ambiguous environment, it is necessary to analyse and assess the external and internal factors, as
well as predicting how they will change over time, given the unpredictability of certain factors of
the environment: tight competition, accelerating changes in the environment, dynamic changes in
consumer demands, the sudden appearance of new business opportunities (Chenhall 2003). The
objective of designing MCS in such a situation is to help the organisation to achieve its goal. Thus,
according to Danneels (2002, cited in Asel 2009), management need to continuously ... Show more
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Although research into culture has been limited, compared to studies of other contextual variables, it
remains relevant. Hopwood (1986, in Fauzi & Hussain 2008) stressed the importance of culture
in MCS design with social control and Simons (2000, in Fauzi & Hussain 2008) with boundary
system, which plays a negative, limiting role for company's new opportunities. The basic view is
that culture will impact the development and effectiveness of MCS (Chenhall 2003). The most
frequently used culture classifications are the ones by Hofstede (1984, in Chenhall 2003) including
following dimensions: power distance, uncertainty avoidance, and individualism and collectivism.
However, these results in some limitations: a study using only Hofstede values may omit other
relevant values; the values assigned by Hofstede may not be applicable to the country due to
education and globalisation. What is more, such values may not apply equally to all individuals
within a culture.
According to Barney (1991, in Widener 2004) human capital is a valuable resource as it creates
efficiencies and enables the firm to be more effective. In order to gain more understanding about the
relation between the use of a strategic resources and design of MCS, Widener (2004) investigates
four attributes of strategic human capital: importance, behavioural uncertainty, firm–specificity and
spread of the resource through the company.
Widener (2004) states, that if

Organisational Behaviour
Organisation Behaviour is a study of a people, individuals and a group of people's thinking, feeling
and behaviour in a organisation. "That is, it interprets people–organisation relationships in terms of
the whole person, whole group, whole organisation, and while social system" （Nwlink.com, 2008).
Because most of us work in organisations, learning organisational behaviour is able to help us
understand, predict and influence the behavious of others in organisational setting, and trends in
organisational behaviour. One Australia hair–care company develop a range of hair products with
refillable packaging in order to maximise brand loyalty and minimise the cost to consumers and the
environment. Their innovative packaging are able to ... Show more content on Helpwriting.net ...
It is beliefs about what behaviour is require to achieve the desired results, it means that the
understanding what tasks to perform, understanding relative importance of tasks and understanding
preferred behaviour to accomplish tasks. As the climate change affecting the whole world, people
tend to consume in a more environmental–friendly way, which means that tend to buy product has
less impact on population, choosing a service with carbon offset and so on. For example, the hair–
care company who has product with refillable packaging, they understanding the trend of consumer
buying behaviour, so that to produce refillable packaging for their product and gain consumer
loyalty, also they are building their image as a environmental–friendly company, contributing less
packaging waste to landfill. By doing survey, they found that 20 to 30% of their sales are in face
refill sales as customers like knowing they are contributing less waste to landfill (Johnson, 2008)
Although they forgoes some profit by having 20 to 30% of sales as refills, but they benefit from
increased consumer loyalty, because of that, it is essentially ensuring the company understand how
do play a part in the business and for the environment.

Thesis Name
A Thesis
Presented to the Faculty Of
Tourism and Hospitality Management Department
National College of Science and Technology
In Partial Fulfillment
Of the Requirement for the Degree
Bachelor of Science in Hotel and Restaurant Management
Mr. Christer John R. Manalo
Ms. Jemimah V. Camitan
Ms. Krystal Jane M. Fello
Mr. Clarenz Marr Javier
Ms. Emerlene P. Milan
APPROVAL SHEET
This Thesis study entitled "STUDYING DIFFERENT FACTORS AFFECTING ACADEMIC
PERFORMANCE OF THIRD YEAR BACHELOR OF SCIENCE IN HOTEL AND
RESTAURANT MANAGEMENT STUDENTS OF NATIONAL COLLEGE OF SCIENCE AND
TECHNOLOGY DUE TO SELECTED ACTIVITIES" prepared and submitted by Mr. Christer John
R. Manalo, Ms. Jemimah V. Camitan, Ms. Krystal Jane M. Fello, Mr. Clarenz Marr R. ... Show more
HA: There is a significance difference between "STUDYING DIFFERENT FACTORS
AFFECTING ACADEMIC PERFORMANCE OF THIRD YEAR BACHELOR OF SCIENCE IN
HOTEL AND RESTAURANT MANAGEMENT STUDENTS OF NATIONAL COLLEGE OF
SCIENCE AND TECHNOLOGY DUE TO SELECTED ACTIVITIES" in terms of their gender and
age.
The students choose the activity based on their personal and/or academic interests.
In general, students who participate in extracurricular activities have higher grades point average
than students who don't.
SIGNIFICANCE OF THE STUDY
For the instructors, this study may help them to identify the strong and weaknesses of the
extracurricular activities that they perceived. The instructors may also help by this study to know the

insights of the students about the extracurricular activities that they perceived. In this way, the
instructors will easily identify the things that the student wants in an extracurricular activity so the
instructors can find out ways to attract the students to join extracurricular activities without any
hesitation.
For the students, this study may help the students to know what extracurricular activity is perfect for
them to join and they will know the importance of joining extracurricular activities.

Labour Relation Act Assignement
Course: Principles of Human Resource Management Section: Industrial Relations Assignment:
Individual Assignment Question 1 How employee can be dismissed for poor performance In today's
work environment it is important that the employees meet the competitiveness of their organisation's
market locally and globally. To have employees that are not performers (Dead Woods) can cost the
company an arm and a leg. Poor performers can cost companies a lot of money, not only due to
service but due to mistakes they make. More over dealing with them take up a significant part of
management time. Most organisations do not have a system that addresses, and deal away with poor
performers openly and honestly. In these sections we will be looking at ... Show more content on
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2. Was the rule or standard valid or reasonable 3. Was the employee aware, or could reasonable be
expected to be aware of the rule or standard 4. Did you apply the rule or standard consistently 5.
Was the dismissal an appropriate sanction for the contravention? If all the steps above have been
followed, it is assuring that the dismissal will be substantially fair Poor performance infringement
must be dealt with via a process of more than one to three warnings at progressively higher levels of
severity, depending on the adherence or compliance of the infringement. The warning accumulated
on a progressive basis can culminate in a disciplinary hearing and a possible dismissal. In the case of
poor performance only the infringement of the similar kind accumulated in the line of progression
stand a reason to a discipline. The standard generic corrective procedure to be followed 1. Make
sure that the infringement occurred and has been committed by the employee in question, that is to
have a proof that the employee under performed 2. Meet privately with the employee and explain
the poor performance, ensuring the employee understands and making summarised notes of the
entire corrective meeting discussion 3. Give the employee the opportunity at the meeting to put his
reasons for poor performance 4. Carefully consider the his reason for poor performance and decide
on the facts and balances of probability as at to wether the employee is guilty or not 5.

Evaluating Employee Performance
Evaluating Employee Performance
Introduction
This study is based on my interview with a HR manager at the community level. My interviewee has
worked as a HR manager for the past ten years. This has enabled him gain the necessary experience
pertaining to the element of human resource. The manager asserts that human resource management
is a crucial component of the management process. According to him, understanding the importance
of people within a company demands that we recognize the human element of the organization
(Landy & Conte, 2010). Throughout his practice, he noticed that a poorly managed organization
views an average employee as the source of poor quality and lack of productivity. Such
organizations focus on capital investment instead of employees as the integral source of business
improvement. A business entity can only gain efficiency to the level of its goal achievement. For an
organization to become successful, it must emphasize on employee satisfaction and strong employee
motivation (Herzberg, 2013).
A summary of the interview focusing on the two major problems
The interview generated the answer that the workplace tends to be stressful, especially in times of
poor economic performance. The threat of running out of business, layoffs, and job cuts puts
employees on the edge. Sometimes, stress makes it challenging a company to motivate its workers.
Employees tend to take negative attitudes because they fear losing their jobs. Some of them forget
the basic

Hotel and Tourism Management
The author would like to carry out the primary research of this study at the Hotel and Tourism
Management Institute, Switzerland which is a well renowned institute and is one of the leading hotel
management schools in the country. It is also known for its high quality and globally recognized
masters, degree and diploma courses. HTMi caters to over 200 students every year, providing them
with world class education while encompassing a strong family environment amongst students from
varied walks of life.
O'Mahony et al., (2001) and Purcell and Quinn, (1996) state that students that enlist in hospitality
degree programs are mostly inspired by the anticipation of vocational and career outcomes.
Connolly, P. and McGing, G. (2006) mentions that designing significant educational programs for
the hospitality industry is not a simple and easy task, as there are continually unresolved debates
between scholars and practitioners about the suitable balance between academics and profession.
Hospitality management vocational degree programs aim at satisfying a common need in the
industry for skilled future employees and hence, it is required by educational institutions to ensure
the academic curriculum not only meets educational epecations but also student and industry
expectations (O'Mahony, et al. 2001). Raybould, M. and Wilkins, H. (2005) examine that the
educators in the hospitality industry have for a while now, recognized the significance of matching
the program outcomes with needs

Case Study : Hospitality Consulting & Services '...
B / 'Hospitality Consulting & Services' compliance management and accountabilities
In this area each compliance requirement in terms of the relevant internal and external authorities,
the risks involved, ways of ensuring compliance, the penalties for a breach of compliance, and the
areas and operations of the organisation most affected must be analysed.
The business structure chosen for 'Hospitality Consulting & Services', is the model of sole trader. A
sole trader is the simplest form of business structure and it is also relatively easy to maintain. This
business structure is only managed by the owner, which implies it totality liability and
accountability in term of responsibilities when managing the business.
The principal risk associated with this business structure, is the unlimited liability which means all
personal assets are at risk if things go wrong (Sole trader, Small business development Corporation,
Government of Western Australia 2014). For instance, In the event of a legal claim against the
business, where insurance does not cover the full extent of any damages awarded, the owner 's
personal assets can be attacked to pay the damages. Also, if the business incurs large debts to
suppliers and then fails. Operating as a sole trader means suppliers can attack the owner 's personal
assets to meet any shortfall the business owes.
C / Compliance related management information systems
A compliance management information system is related to the process that

Drivers of Hospitality Industry Employees' Job...
African Journal of Business Management Vol. 4(18), pp. 4118–4134, 18 December, 2010 Available
online at http://www.academicjournals.org/AJBM ISSN 1993–8233 ©2010 Academic Journals
Full Length Research Paper
Drivers of hospitality industry employees' job satisfaction, organizational commitment and job
performance
Ming–Chun Tsai1, Ching–Chan Cheng2* and Ya–Yuan Chang3
Department of Business Administration, Chung Hua University, No. 707, Sec.2, WuFu Road,
Hsinchu City, Taiwan 300, Republic of China. 2 Department of Food and Beverage Management,
Taipei College of Maritime Technology, No. 212, Sec.9, Yen Ping N, Taipei City, Taiwan 111,
Republic of China. 3 Department of Business Administration, National Chung Hsing University, No.
250, Kuo ... Show more content on Helpwriting.net ...
Finally, the company can make a profit (Zeithaml et al., 2009). Therefore, satisfied employees make
satisfied customers. Service personnel satisfaction significantly influences organizational
commitment and job performance on customer satisfaction and corporate operational performance
(Ladkin, 2002; Dunlap et al., 1988; Tansuhaj et al., 1988; Chowdhary, 2003; Yang and Chen, 2010).
How to enhance service personnel satisfaction, organizational commitment and job performance is a
critical issue in service industry management. In past research on employee satisfaction,
organizational commitment and job performance, many scholars (Babin and Boles, 1998; Bernhardt
et al., 2000; Van Scotter, 2000; Koys, 2003; Testa, 2001) have validated that employees' job
satisfaction positively influences job performance and organizational commitment. In studies on
factors of employees' job satisfaction, job performance and organizational commitment, the service
profit chain proposed by Heskett et al.(1994) and service marketing management model indicated by
Tansuhaj et al.(1988) on overall service industry both demonstrated that management's internal
marketing activities produce job satisfaction and commitment to the organization. In addition, many
studies have found close relationships between leadership, employee satisfaction, organizational
commitment and job performance (Billingsley and Cross, 1992; Yammarino and Dubinsky, 1994;
Burton et al., 2002; Avolio et al., 2004; Chen and

Company, Industry, Labor, and Employment Analysis of Whole...
Running Head: COMPANY, INDUSTRY LABOR & EMPLOYMENT ANALYSIS Organization
Overview Fortune 500, 2012 ranks Whole Foods Market as the 264th best company in the United
States, and Fortune 100, 2012 ranks Whole Foods as the 32nd best company to work for. Whole
Foods Market is a global leader in the natural and organic foods. The company operates within the
natural and organic segment, which include seafood, meat, poultry, bakery and grocery. The
company also prepares specialty food such as wine, coffee, vitamins, nutritional supplement and
body care. Whole Foods Market also produces educational products such as books, and other
products such as pet products, floral, and household products. In September 2010, the company has
299 stores in the United States, Canada and the UK. The rapid growth of Whole Foods Market has
been attributed to the selective products that the company offers and its dedication to the quality
standard. The company was formed in 1980 and completed its public offering in 1992. The Whole
Foods Market is dedicated to promote wellbeing of all people by supplying high quality and
wholesome food. Whole Food's mission statement is to "promote vitality and well–being for all
individuals by offering the highest quality, least processed, most flavorful natural and naturally
preserved foods available."( Meador 2010, P 1). Whole Food strategy is to open large new stores
measured 50,000 square feet or larger. The company also dedicates in acquiring small chain

Responsibilities Ad Qualification Requirements Of...
A discussion of the roles, responsibilities ad qualification requirements of hospitality staff (AC 2.2)
A Hotel Receptionist or Front Desk Staff is a person who welcomes guests to a hotel and makes
them feel at home throughout their stay.
A Hotel receptionist or Front Desk Staff make reservations for guests and also deal with guest
request whist staying at the hotel. They provide a friendly and welcoming environment. They should
be able to present options, alternatives and choice to guests whilst choosing their rooms. He/she
should know the types of rooms in the hotel i.e. Executive rooms, double rooms twin rooms etc.
The Hotel receptionist respond courtesy to guests, to see to the smooth running of the hotel
Responsibilities
Welcoming guests to the hotel in a warm and friendly manner
Taking payments / establishing credit–check procedures
Make booking reservations for guests face to face, by phone, letter, fax, e–mail etc.
Assist guests in filling in their guest sheets/completing registration cards
Choosing rooms/assigning rooms and handing out keys and filing room keys (only for manual room
hotels)
Passing to taking messages for clients
Working closely with other members of staff such as the house keeping department in keeping room
status reports up to date. Also the maintenance department requesting for repair in the rooms
Dealing with special requests from guests such as booking transportation, storing guest's valuables
Answering questions regarding the hotel to guests

Definitions of Hrd
KAYODE OLANIYAN Analysis of Nadler (1970) definition of HRD. CONTENTS
Introduction..............................................................................3 Human Resource Development
According to Nadler (1970).....................3 Series of Organised Activities.......................................4
Done Within a Specific Time Frame.................................4 Behavioural
Change...................................................5 Analysing Nadler (1970) Definition's with other
Authors..........................6 Conclusion..................................................................................8
References...................................................................................9
Bibliography................................................................................11 Learning Log for the Past Twelve
Months.............................................12 Developmental Plans for the Next twelve
Months....................................13 INTRODUCTION The concept of human resource development is
seen to have been in existence as far back as 1940s in the early ... Show more content on
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Although this statement might be valid as at when the definition was given in 1970, however, since
1970, there has been a lot of improvement in almost all human resource development definitions and
Models. Human resource development now lays more emphasis on making an improved future, and
putting things in a better state (Swanson & Holton, 2001). Limiting the human resource
development activities (learning, training and development) to a particular time frame is not
obtainable in profitable and effective organisations. A lot has been written and said about what lies
in the future of human resource development, and the current trends of human resource development
lays much emphasis on the importance of keeping the field relevant, by embracing technological
revolution, adopting a more strategic focus, and measuring the contribution of human resource
development to organisation's success (McGuire & Cseh, 2006). This further shows that the
trends have changed, human resource development is not static, its focused on the now, and the
future. This totally contradicts Nadler's definition as he fails to look into the future of human
resource development. Grieves and Redman (1999) took a critical look on the characteristics of
human resource development, and its purpose. They stated that human resource development
facilitates competitive advantage, because it

Case Study Of Hospitality Management
Part 1. Introduction
Les Roches is a co–educational hospitality management school offering higher education programs
that is accredited by the Commission on Institutes of Higher Education (CIHE) of the New England
Association of Schools and Colleges. Les Roches objective is to train and educate students to a level
of all round competence in the varied operations of the hospitality industry. The school offers a
range of undergraduate, graduate and postgraduate and MBA courses in the field of hospitality
management with branch campuses in China, Spain, and the United States. Les Roches develop
students' abilities to initiate and manage change by confronting them with contemporary issues and
challenges that the industry faces today.
Les Roches international school of hotel management is developing innovation and sustainability ...
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Students have too significant fault in terms of food waste for overflowing their plates and not
finishing their food but this food waste should be a priority for Les Roches School to minimize it as
quick as possible with more accurate forecasting and new policies, also the amount of organic food
bought for the school it's to low because its more expensive and the costs of the school would
increase but the school should encourage the consumption of the local farmers whenever is possible.
Even though the recycle bins at the end of the day are mix all together by the local company in the
moloks inside the school should have it properly arrange them, regardless what happen after, as an
Institution it has to put the example of how the things should

Hospitality Management Case Study
Hospitality Management
Impact On Technology
Roxane A. Aputen
20150144
August 11, 2015
Introduction
Customer care and efficient operations can give hospitality related business a decided competitive
advantage, and improved technology in hospitality industry which allows these businesses change in
both areas. One of the most recognized and oldest hospitality businesses in the industry is the hotel.
The tremendous opportunities that exist for hotels and other hospitality businesses because of this,
technology cannot be ignored. The pace of change , however, has been so extreme, as a result hotel
organizations are still uncertain about what kind of technology to adopt, and the best ways to create
an integration of systems company world–wide. ... Show more content on Helpwriting.net ...
It's generally accepted that internet should be a strategic tools than tactical issues, and as concerns of
general management.
Today, technology continues to evolve from the gadgets like, wireless internet, smartphones, tablets
etc. it is more convenient for them to browse a hotels to stay in and the best hotels or restaurants to
visit. Few years from now all the hotels and restaurant will be fully supported by the technology,
more and more customers will be stun to hotels and restaurants because of the impact of
Reaction
As a student, technology is an excellent source of information. This research gives us knowledge
about the advantages and disadvantages of technology in hospitality management, this helps me in
my other subjects especially I'm a student of Hospitality Management course. I learned from my
research that technology doesn't always have positive effect but it also have it's negative effects,
technology is suitable for hospitality management because it is the easiest way to socialize through
internet. I think this will further enhance the hospitality management few years from now.

The Film 'Friends With Benefits' as a Case Study To...
Personality, Motivation Managing Staff
Name
Institutional Affiliation
Date:
Personality, Motivation Managing Staff
Introduction
The purpose of this report is to demonstrate the ability to form an accurate understanding of people
and to apply theory appropriately. To do this, I have studied English Character is Dylan Harper
played by Justin Timberlake, in the movie Friends with Benefits. This report seeks to apply course
theory, and develop actions (the actions can be initiated by others, managers, work colleagues,
family members and /or by the characters themselves). In effect, this report has used the movie
Friends with Benefits as an enriched case study that allows viewers to explore the complexity and
subtlety of workplace behavior and, crucially, the critical application of course theory. This report is
enthralling to read because it is based on a character whose behavior is richly depicted and open to
multiple interpretations. Ultimately, this report analyzes Dylan Harper using course ideas and
materials. The analysis will be essential in determining form of managerial actions relevant in
improving the Dylan Harper's level of motivation (Wojtkowski, 2009).
This report has been structured on the ordinary life formula of Dylan Harper based on the concept of
mutual relationship between two friends. These friends engage naughty activities when they are in
the appropriate mood and in private. Indeed, they are not committed to their relationship. As the
movies

Research Paper On Hospitality Industry
Sec 301–Sectoral Solution
Hospitality Sector: HOTEL INDUSTRY
Gizem Güler
Hospitality industry is a broad industry which contains many services. Hotel management, hotel
administration, hotel and tourism management are the branches of this industry. Hospitality
management includes hotels, restaurants and cruises. This is a service sector and this kind of work is
not for everyone. This sector needs so much employee and it creates great employement chance.
Hospitality sector as a whole currently employs almost 2 million people. However, its not that easy
to get in as a employee. People who work in hospitality management needs to be good at
communication and also they need to be superb at customer service skills. It is also important to be
able ... Show more content on Helpwriting.net ...
Aggreeing with a tour company may get a lot of visitors to hotel. Also, there is always one another
hotel around one known hotel. This lucky one could gain recognition by partnering with a
neighboring attraction. In today's technology, consumers are able to book their hotels by reading
feedbacks and evaluating prices online. The success of a hotel often depends on how it uses key
factors like customer service, advertising, cost control and product differentiation. Customer service
is an significant part of the hotel experience for customers. Hotel service starts from the front–desk
worker serves, as the gatekeeper of the hotel. This employee provides the customer's first and last
impression. They should create a warm and welcoming atmosphere while they meet their customers.
There may be problematic situations during their stay. In that case, from gatekeeper to hotel
manager, who is responsible with their comfort will need to listen carefully and understand what the
problem is and then handle the situation. Thus, hotels achieve a critical success factor by ensuring
the staff is knowledgeable, polite and capable of solving any conflicts that may arise at that point.
Providing quality service also includes remembering the names with

Explain and Critically Evaluate the Central Argument and...
Explain and critically evaluate the central argument and methodology in the article by Royle, 1999
'Recruiting the Acquiescent Workforce', Employee Relations, 21:6, 540–55. McDonald is one of the
largest fast food chains in the world. Founded in USA, it has more than 12,000 stores in its
hometown and has been expanding spectacularly outside the USA. Despite the great number of its
stores around the globe, McDonald is well–known for its uniformity of product (Love, 1995; Ritzer,
1993). This uniformity can be achieved as a result of the Multinational Enterprise (MNE).
Nevertheless, as different countries have distinct national legalization and units of operating, it is
highly impossible for McDonald to have perfectly the same labour ... Show more content on
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The flexible working hours and part time job make UK workforce mostly made up of students and
people wanting flexible working hours (ibid.). Further, while the German workforce is extremely
competitive with most of the employees have qualifications and skills from previous works, the UK
workforce, which composed of mostly young people, are more likely to be low skilled workers
(Royle, 1999). However, deeper analysis reveals that the German workforce is made up of people
whose qualifications and skills are not recognised in the competitive labour market. This may be due
to language restriction (ibid.). However, regardless the diversity in employment regulations in both
countries, McDonald's franchise system is argued to allow the corporation to maintain an
enormously tight controls over its franchise operations (Royle, 1999). This control is done through
MNEs. Via MNE, the corporation able to control outcome, including its quality and product
uniformity, impose a uniform production process, as well as impose consistent arrangement upon
employees' interactions with recipients (Leidner, 1993). MNE's concerns are whether they can
produce the same hamburger in the UK, USA, and Germany and can whether their practices able to
resemble the practices of the parent corporation. Royle, in his article explains that even though at
first glance the practices in the two countries may seem entirely different, McDonald still able to
implement its MNEs policy

My Education's Purpose To Attend Broward College
"Education's purpose is to replace an empty mind with an open one." Education is not preparation
for life, it's life itself! My educational goal is to major in Travel and Tourism. I plan to attend
Broward College for a year to complete the prerequisite courses every incoming student must take.
Then, I plan to transfer to Florida International University and take part in the most competitive
hospitality school at FIU's Miami Chaplin campus for three years. The Chaplin School of
Hospitality and Tourism Management offers Bachelor and Master degrees with certificate programs
in various hospitality specializations and Minors. Each student must start off by taking Introduction
to Hospitality and Tourism Management. This course introduces the branch ... Show more content
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It felt like a battle zone every single day. Prayer is one of the main reason that we are alive today.
We remained faithful and full of hope. Although my father has been in direct contact with some of
these heartless oppressors, our family remained intact until the day my dad decided enough is
enough. So, we gathered our belongings and moved to the "Land of Opportunities." One of my
career goals is to construct a hotel in Haiti. My past experiences inspired me to provide a sense of
hospitality to others. Another goal is publishing my novel "Fire in the Human Soul." It is based on a
true story, explaining what I've witnessed and what my family has experienced while living in Haiti.
I'm truly looking forward to attending college. I think the most significant challenges I expect to
face in successfully completing college is managing my time wisely and studying without any
distractions. I will overcome these challenges by making a daily chart on my phone and daily
reminder alerts of when to get things done and when to submit assignments. I also plan to go to
distraction free places like the library or the park in order get my assignments

Wala
A Hotel And Restaurant Management Career Might Be For You
Leave a comment »
A career in hotel and restaurant management might be for you if you like to make important
decisions, hire staff and run the day to the day operations of your business. It might sound like fun
stuff but it is hard work. As a manager, you will be the first one to arrive and the last one to leave.
All responsibility will fall on you. The perks of being in hotel and restaurant management business,
however, can be great.
As a manager, you are responsible for everything that goes on in your hotel or restaurant. You need
to have food orders in on time, make sure guests are accommodated for and ensure that your staff
respects and listens to you. You must be a great ... Show more content on Helpwriting.net ...
High standards need to be maintained, and health and hygiene safety regulations need to be met at
all times. This includes the quality of raw ingredients and prepared food, food storage, and customer
service. The maintenance of equipment, stock and the budget is also controlled by the
restaurant/catering manager.
Many independent hotels, and most hotel chains, run management trainee schemes that can lead into
restaurant or catering management. Fast–food chains, catering companies and large restaurants are
also likely to run restaurant management trainee schemes. Some employers may take on candidates
with A levels, BTEC National awards, or Scottish Highers. However, it is more usual for entry
requirements to include a foundation degree, BTEC HNC/HND, or degree. Relevant subjects you
can study at this level include hospitality management with business, culinary arts or marketing, and
international hotel and restaurant management.
The entry requirements for a degree are likely to include five GCSEs (A–C)/S grades (1–3) and a
minimum of two A levels/three H grades. For a HNC/D or foundation degree, you are likely to need
four GCSEs (A–C)/S grades (1–3) and one A level/two H grades.
An Access to Higher Education qualification may also be accepted for entry to certain courses. If
experienced in a related field, you may be able to gain recognition of skills through Accredited Prior
Learning (APL). Please

Bubba Gump’s Employee Retention Strategy
Bubba Gump's Employee Retention Strategy
The United States is nation dependent on restaurant industry, over the past 60 years the allocation of
the family food dollar toward restaurants has grown from 25% in 1955 to 47% in 2012. Bubba
Gump, a young restaurant company (founded in 1996), leveraged a brand based on the Forrest
Gump movie (1994). Scott Barnett, President and CEO knew his brand would gain immediate
recognition. In the highly competitive hospitality industry all restaurants are looking for the
competitive advantage, capturing as much of the food dollar expense. In 2001, Mr. Barnett fully
understood that most new brands must differentiate themselves from similar concepts by quality
food, excellent customer service and consistency ... Show more content on Helpwriting.net ...
Unknown too many employers in the restaurant industry was the cost of losing an employee is 1.5
times their salary. (Aamondt, M. 2012). In a recent study by Sigma Assessment Systems, stated the
third most common reason for employee turnover is company culture. Company culture can be
defined as the reward system, the strength of leadership, the ability of the organizations to elicit a
sense of commitment on the part of workers, and its development of a sense of shared goals.
(Sigmaassessmentsystems.com 2013) Development. The Culture Cycle, effective culture can
account for 20–30 percent of the differential in corporate performance when compared with
"culturally unremarkable" competitors. (Campbell, D. December, 2011) Scott Barnett and leadership
team understood this differentiation of strong company performance and designed Bubba Gump's
people focused culture. The understandable reason for a people focused culture was the known
statistic; the restaurant industry has the most employees per dollar of revenue than any other
industry. (Money.cnn.com 2007) Bubba Gump leadership first had to understand the job satisfaction
and expectation needs of their management. I believe to be thorough they had to understand further
needs of their production (Kitchen) and sales staffs (Servers). Although Bubba Gump leadership
focused on Management retention, I believe that consistency and the knowledge the local manager
has with his staff the culture

The Importance Of Lyceum
Founded by Dr. Sotero H. Laurel in 1966, Lyceum of the Philippines University truly embodies the
essence of a world class education. In 45 years of taking the lead, LPU has been awarded the first
HRM Program in the Philippines to be a Center of Excellence, the first university in the Philippines
to be certified by Investors in People (IiP) and is recognized as an Autonomous University by
CHED.
Lyceum becomes the first University awarded with Full International Accreditation for both the
Hotel & Restaurant Management and Tourism programs by The International Centre for Excellence
in Tourism and Hospitality Education (THE–ICE). THE–ICE is an international accreditation body
specifically for tourism, hospitality, events and culinary arts, and education.The Travel Management
program is a four year course comprising of 204 units that enables students to become proficient on
different ... Show more content on Helpwriting.net ...
Results based on a sample of tourism and hospitality students in a major Asia Pacific travel
destination indicated that the perceived nature of the work had no significant relationship with
career prospects; however, nature of the work was a significant factor contributing to the perceived
social status of the industry. In addition, social status had an effect on the students' perceptions of
the career prospects, and perceived career prospects were a significant determinant to students'
commitment to the industry. The author further explores the moderating effect of salary expectation
and discusses theoretical and practical implications of the results. Findings of this study provide a
fuller understanding of industry commitment and its antecedents. (Science Direct: Wan, Wong &
Kong, Tourism ManagementVolume 40, February 2014, Pages

Essay On Benefits Of Hotel Management
1. Benefits of hotel management training
The goal of any hotel management training program is to increase the productivity of the employees
and to educate and motivate managers. When the confidence of managers increases, their ability to
implement and manage company strategy also increases. They also learn to mitigate internal conflict
and train their subordinates to perform better. According to Peterson & Hicks, hotel management
training is extremely important because of unavoidable changes that are taking place in the industry.
To achieve continuous growth, organizations must reprogram themselves and take steps to retain
their employees. This will improve their quality of service and give them an edge over their
competitors. Some other benefits of hotel management training include:
Boost Morale
When the company spends on growth and development of their employees, it makes them feel more
secure and ... Show more content on Helpwriting.net ...
However, managers cannot master all skills. They must know how lead people and achieve company
objectives. Management training programs will hone their skills and make them better managers.
Improve Employee Morale
When companies invest in training programs, it helps in boosting the morale of the employees. In a
study, it was found that employees who received tend be more productive and happier than
employees who don't receive any training. If the employees are disengaged, they can become
frustrated and disruptive. When employees are trained, they feel secure and wanted, which boost
their morale.
Understand Management Principles
People, who work in the hotel industry, must be aware of some basic principles of good
management like objectivity, genuine feedback, and clear appraisal processes. When employees are
aware of these skills, it will reduce friction and improve productivity.

Sainsbury's Organisational Structure
The culture of the business is so important when looking of how well the business is performing.
Hierarchical structure/culture shows what things connote, whether great or terrible, right or wrong,
and how to gain them when cannot be set–up by formal step. A Divisional Organizational structure
has more noteworthy adaptability because of low levels of administration. This quick ascribe to
change makes it focused, ready to conform to clients 'needs and providing for it better performance.
Better correspondence supports individual through activity and force to settle on choices giving the
inclination of adaptability toward oneself, bringing on exceptionally energetic representatives,
which influences business in a decent manner. Matrix ... Show more content on Helpwriting.net ...
organizations may choose to hire more males than females, or pay higher rates to different sex. For
example, actresses to this day are still being paid less than male actors. Construction companies will
hire more males, as its seems to be a more male job. But a good example is KFC. The company has
no discrimination requirement what so ever. They gave no individual rules. they hire staff
overseeing race, sex, color. Which is why they being one of the leading organizations for hospitality.
Attitude: The psychological attitude of each employee will determined the attitude of the company.
It is important to have a positive, stable, determined attitude in the workplace. This will result in
deadlines, goals and objectives being met, individually and as a whole. KFC have individual review
meetings with each member of staff, every month, t review how they are doing. They can try to
resolve any issues that they have, perhaps choose to have more training in a particular topic, and set
goals and objectives for themselves. They also have rewards, of attendance, and customer reviews.
These improve the attitude of the employees because they can feel appreciated and valued.

Organizational Culture and Performance – Evidence from the...
Blackwell Science, LtdOxford, UKFSTFood Service Technology1471–5732Blackwell Publishing
Ltd, 200552334Original ArticleCulture and performanceT. Øgaard, S. Larsen & E. Marnburg
Peer review
Organizational culture and performance – evidence from the fast food restaurant industry
Torvald Øgaard,* Svein Larsen*† and Einar Marnburg*
*The Norwegian School of Hotel Management, Stavanger University, Stavanger, Norway;
†Department of Psychosocial Science, University of Bergen, Bergen, Norway
Abstract
Correspondence: Torvald Øgaard, The Norwegian School of Hotel Management, Stavanger
University, N–4036 Stavanger, Norway. Tel: +47 51 83 15 97; Fax: +47 51 83 37 08; E–mail:
torvald.ogaard@nhs.his.no Keywords: hospitality industry, ... Show more content on
Helpwriting.net ...
2005 Food Service Technology, 5, pp. 23–34
23
24
Culture and performance T. Øgaard, S. Larsen & E. Marnburg
to allow for decentralization and empowerment, where the individual branch manager's expected
behaviour becomes so complicated that simple governance by rules is unfeasible. In this case,
individual behaviour is more regulated by individual competence, and individual and shared values
(Ouchi 1980; Dolan & Garcia 2002) than by rules. Organizational culture may be deﬁned as an
interdependent set of shared values and ways of behaving that are common to the organization and
tend to perpetuate themselves (Kotter & Heskett 1992). Organizational culture has been assumed to
have important implications, not only for the individual's affective reactions to organizational life,
but also for the organizational performance (Kotter & Heskett 1992; Harris & Mossholder 1996;
Dwyer et al. 2000; Kemp & Dwyer 2001; Dolan & Garcia 2002; Tepeci & Bartlett 2002). Chan et
al. (2004) have suggested that organizational culture can be a valuable resource for companies,
especially for service industries. In spite of the obvious call for knowledge about organizational
culture and performance in the restaurant and hospitality industry, relatively little research has been

conducted so far. Studies to date have mainly been in–depth case studies (e.g. Dwyer et al. 2000;
Kemp & Dwyer 2001), which produce valuable insights but offer

Case Study
Case Study: ECOLOGIC
EMBA Program – Organizational Behavior Version 4.1 1st Version: 15 April 2013 This Version: 20
April 2013
Prepared by :
S Satiavani R Reka Luxshmi
Overview – Quarter 1
1
2
February Ecologic Setup
Non–profit organization – but need to be selfsustainable 4 divisions (teams): Cleanliness of beaches,
rivers and lakes Fund raising Environmental Audit Project team (lobbying, materials, etc.)
January Capital
Sally inherit $500k Use $200k to setup Ecologic
3
March
Recruitment
3 members join: Dane – Environmental Engineer Rudra – Accountant Ella – Administration Asst.
Company Philosophy laid out: Highest standard of Environmental Management Setting Teamwork
up ... Show more content on Helpwriting.net ...
Volunteers complained due to poor communication, leadership and organization from other
volunteer Sally realized organizing projects and volunteers are a challenge But what is she doing
about it? Nothing.

10
October
Global Financial crisis
Global financial crisis – clients cannot pursue Projects cancelled No risk analysis? No backup or
mitigation plan?
8
August
Funds getting tight
11
Rudra informed that there's only $40k left in the bank, hence 'URGENT'... tight on funds Ann made
some mistakes and will cost $15k in unforeseen expenses – yet, no income for project However,
Ann did secure a new project Ella said her friend finished the website but due to long time taken, it
costs $5k (and not free)! Website was nice but has errors. Sally did barbecue for all staff
November
And keep on falling...
Sally heard Ann say to Ella she is inexperience and had little idea what to do! No mentoring? Sally
also heard Ella said to Ann that she is confused whose instruction she should take? Again... no
structure... Sally or Rudra? Rudra gave red alert on finances. And company may not be ale to
sustain. Suggested earlier idea to raise funds. But rejected harshly by Dane, and not supported by
Sally. Sally wonders root–cause of problem Should she invest her savings of $100k

Organizational Studies and Human Resource Management and...
Kim lives and works in a small town, even though she prefers life in a bigger city. She is quite
dissatisfied with her current job and is thinking of leaving the organization. She is worried, however,
about her ability to find other employment that pays as well as her current job. Additionally, she is
concerned about finding another organization that offers medical benefits. Based on this
information, Kim is experiencing _____. Question 1 options: | a) | Job satisfaction | | b) | Withdrawal
cognitions | | c) | Organizational commitment | | d) | Job involvement | | e) | Met expectations |
Question 2 (1 point) People from low–context cultures prefer _____. Question 2 options: | a) | Slow
and ritualistic negotiations | | b) ... Show more content on Helpwriting.net ...
Question 10 options: | a) | Intention | | b) | Attitude toward the behavior | | c) | Subjective norm | | d) |
Perceived behavioral control | | e) | Predictor | Devil's advocacy and the dialectic method are two
ways of _____. Question 11 options: | a) | Expanding one's power base | | b) | Reducing
dysfunctional conflict | | c) | Forming strategic alliances | | d) | Reducing political behavior | | e) |
Stimulating functional conflict | Question 12 (1 point) Personality testing as a tool for making
decisions about hiring, training, and promotion is _____. Question 12 options: | a) | Rare | | b) |
Commonplace | | c) | Empirically justified | | d) | Exceptionally effective | | e) | Unusual in Canada |
Question 13 (1 point) Path–goal theory is based on _____. Question 13 options: | a) | Need theory | |
b) | Goal–setting theory | | c) | Social learning theory | | d) | Expectancy theory | | e) | Equity theory |
Question 14 (1 point) _____ is based on a positive set of assumptions about human nature. Question
14 options: | a) | Theory Q | | b) | Theory W | | c) | Theory X | | d) | Theory Y | | e) | Theory Z |
Question 15 (1 point) Management by objectives is a management system that incorporates _____.
Question 15 options: | a) | Hedonism | | b) | Equity theory | | c) | Expectancy theory | | d) | Cognitive
dissonance theory | | e) | Goal setting | Question 16 (1 point)

Reflective Paper Organisational Dialogue
Huhtamaki – Reflective Paper
During the interview, the Chief Executive Officer (Brad) and plant manager (Simon) devoted a
considerable amount of time to our communication analysis of their plant. I hadn't expected two
executives to become so involved with a University case study, and to discuss their credo, mission
statements, strategies, and–of critical importance to me–internal communication strategy, in so much
detail.
Gerard & Ellinor (2001) stress that authentic leaders need to practise and execute dialogue, and
to me, this was what Brad and Simon were doing: showing their authentic leadership through
dialogue. I thought this may have been purely for our benefit, but after four hours, beginning with
introductory meetings and ... Show more content on Helpwriting.net ...
I soon learned that this was a necessary step, as not all employees have access to email.
Management has to rely on face–to–face verbal communication to ensure that messages are
communicated, received, and most importantly, understood.
Furthermore, to communicate with employees with no access to email, management used the
hallway between the cafeteria and shop floor as a 'communication corridor,' posting organisational
information alongside safety, quality, production efficacy and operational information. I recall
seeing very detailed graphs, charts and statistics, and wondered whether the average shop floor
employee would be able to interpret and analyse this data.
Simon stated that it was necessary to communicate the same messages continuously in order to
engage employees, both verbally in meetings and visually around the work place. I discovered that
during most meetings, unless an employee was directly involved in the conversation, he or she
would not engage in dialogue. This concerned me; as Schein (1993) states, leaders need to motivate
to engage, as employees may not volunteer to engage in dialogue. I now struggled to understand
why was it so difficult to engage the employees in dialogue. They would not engage in dialogue
during formal meetings and relied on informal face–to–face meetings, where quite often, they
needed to be coached to engage in a two–way conversation to find solutions. I felt that management
was providing every possible

Essay on Annotated Bibliography Employee Engagement
Table of content
1. Introduction 2
2. Annotated Bibliography 2
3. Analysis 9
4. Recommendations for practice 12
5. Conclusion 12
References 13
1. Introduction
Employee engagement (EE) is an essential part of organizational life and of paramount interest to
human resource management (HRM) professionals in the banking industry due to its influence on
the organizational outcomes.
This paper therefore examines the topic with the aim of defining EE and identifying the use of,
value and benefits of EE to be obtained from industry surveys. This paper begins with the annotated
bibliographies of 12 journal articles, followed by an analysis of the relationship between these key
findings. The researcher ... Show more content on Helpwriting.net ...
The main limitation of this article is that the study does not include foreign banks, thus the authors
indicate that further research needs to incorporate banks of foreign origin including more variables
under the theoretical framework as well as multiple measurement methods enhancing the
justifiability of the theoretical model like focus group interviews, nominal group technique, etc. This
article will not form the basis of my research; however it will be useful supplementary information
for my research on EE within the banking industry.
Wefald, A. J. & Downey, R. G. (2009). Job engagement in organizations: fad, fashion, or folderol?
Journal of Organizational Behavior, 30, 141–145.
In this A*–rated article Wefald and Downey review recent literature on EE answering the question if
job engagement in organizations is a fad, fashion, or folderol. Their research focuses on the
differences between the academic and organizational view of engagement, identifying that the
organizational view focuses on macro issues versus researchers focus on the micro view which
might influence measurement and other methods. The article is useful for my research topic as
Wefald and Downey explore how organizations are using engagement. The main limitation of this
article is that the literature review could have been further analysed in order to explain how EE
could be influenced by HR practices. The authors

The Challenge of Managing Volunteers and Sports Event...
Managing Volunteers and Sports Event Workforce Introduction / Orientation Over the decades, the
role of volunteerism and sports has been increasingly brought to the forefront. This is because, many
sports have become an area where billions of dollars are made every single year off of: the event,
licensing and merchandising. Yet at the same time, volunteers will have a major impact in
determining the success of the outcome. A good example of this can be seen with observations from
Bang (2009). He found that there are a number of reasons why someone will become involved in
volunteerism. To include: interpersonal contacts, love of the sport, personal growth, community
involvement and extrinsic rewards. This is illustrating how nonprofit interests are working with each
other to help make the event successful. To fully understand the role of volunteers requires
examining the ideas from this article. Once this takes place, is when specific insights will be
provided that will show the responsibilities of volunteers and how to manage them. Together, these
elements will highlight their duties and the effect of these individuals on the outcome of an event.
(Bang, 2009, pp. 69 81) Outline and Description of Key Areas of Research Interest Throughout the
history of sports, volunteers have played an integral part in all activities. This is because they can
bring a sense of passion and dedication to the organization that will not be found elsewhere. At the
same time, they help to

Training: Human Resource Management and Economic Downturn...
"Training is a waste of time and money because it does not impact organizational bottom line and
employees do not retain training material. Thus, when the economy is weak organizations should
not spend money and other resources on employees training and development. Outline your
arguments for or against this point of view." Introduction Training is one of the business activities
that take place in nearly all organizations regardless of their industries. One of the incentives for
them to launch a series of training activities is the fact that training can improve individual's current
skills and enable them to learn new skills (Mathieu, Tannenbaum & Salas 1992, p.828).
According to Wu, Yeh & Hung (Wu, Yeh & Hung 2012, pp. ... Show more content on
Helpwriting.net ...
2002, pp.67–71). It is concluded that training impacts on the organization bottom line by influencing
its productivity and it plays an important role on profit rising in the uncontrollable situation, i.e. the
poor economy. . Retention of employees Reduction of costs is the main focus of organization during
economic downturn; it explains the phenomenon that the turnover rate remains at the high level in
the downturn. But, as a matter of fact, people are the most valuable assets to an organization
(Jackson 2007, p.399), so organization ought to undertake some actions to maintain a low turnover
rate in this critical period. Normally, organization merely focuses on the skill enhancement and
monetary return result from training. They often overlook the negative correlation between training
and turnover .The fact that organizations with high net training costs have longer employment
period has been discovered many years in organizations (Franz & Zimmermann 2002, p.424),
including Marriott Corporation, Florida Power Corporation and Target (Glance, Hogg &
Huberman 2013, p.85). To understand why training and turnover is correlated, investigation on
employees' commitment and job satisfaction has conducted. According to Arthur (Arthur 1994,
p.670), the more investment on commitment system, such as training, the lower turnover rate as a
result. Through training

Strengths Of Building A Team
Building a team!
A healthy environment that achieves high–quality production, appreciates over–the–top work
performance, and motivates another with respect and trust. This transformation leadership approach
will motivate employees, enhance productivity through communication and meet goals. Managers
will look at "the big picture" to complete tasks and needs. They'll use their leadership style to
success. As a manger, my strengths are:
Brain–storming
Optimist
Believer
A manager who has these strengths is trying to come up with a positive solution in any
circumstance. Managers must be creative and have fresh ideas to have a successful business.
Brainstorming requires to think outside the box critically and encourages a group to ... Show more
I should be the one thanking them for their work ethics, being a part of this team, and not giving up
on me. An employee can easily quit without my acknowledgment. This will be a burden on the other
employees and me. Encouragement and recognition will motivate my employees and feel
appreciated. A study from Gallup and Queens University found that creating positive work culture
has 65% greater share–price increase, 26% less employee turnover, 100% more unsolicited
employment applications, 20% less absenteeism, 15% greater employee productivity, up to 30%
greater customer satisfaction levels. Each of the above metrics would be a significant improvement
for any business looking to achieve a strategic advantage (2014).
Communicating is a major concept between managers and employees. Effective communication will
allow employees and managers to communicate openly and hold truth within the environment. Even
though, the restaurant is under staff by one person, communicating with the staff with recognition
and motivation will allow the other employees that they matter and appreciating them understand
the circumstances. This encouragement will allow employees to create a strong organization and
will perceiver any situation within our team. Our teamwork will get through anything. Believing in
your employees and take pride in their work following McGregors Theory Y. Trusting employees
will have a significant impact with every team

How to Write Self Reflection
TABLE OF CONTENTS PAGE
INTRODUCTION................................................ 2
MATHODOLOGY.................................................................... 3
DISCUSSION.......................................................................... 5
MY LEADESHIP STYLE & SELF AWARENSS ASSESMENTS............ 6
MY LEADERSHIP STYLE VS OTHER LEADERSHIP STYLE ATUDIED... 8
MY STRENGHTS AND WEAKNESESS............................................. 10
360 FEEDBACK EVALUATION AND MYSELF REFLECTION............... 12
MY LEADERSHIP STLYLES VS CULTURAL ISSUES........................... 14
MY LEADERSHIP STYLE............................................................... 16
CONCLUSION & RECOMMENDATIONS............................................ 17
REFRENCES.................................................................................. 18 ... Show more content on
Helpwriting.net ...
It is quite clear that I am not a participative and also not an authoritarian leader because I stand
between two of them as I score 12. The participative leader should have to get more than 15 and an
authoritarian leader have to get less than 5 but as I have score 12, I can say that I am more of a
participative leader not an Authotarian leader because I am more towards participative leadership
style. The participative style refers to the teamwork approach and I feel that I have this characteristic
more than any leadership style because I also like to do teamwork. I usually confer with group
members before making decision so it means I have the quality of a consultative leader which means
I also fall in the subtypes of a participative leader. But I can also be an Authoritarian leader when it
will be needed. The Assertiveness is also a thing which describes my leadership style. I score 17 in
leadership attributes Performa, how assertive are u? Form which I came to know I am assertive

under the characteristics of an effective leader. Assertiveness is 'referred to being forthright in
expressing feelings, opinion, demand and attitudes' (Durbin, 2006). The

How The Diverse Labor Force Management Improves Individual...
This study is a secondary research. Due to nature of secondary research, this study does not involve
any quantitative methods and any particular specific methods, which typically used in a primary
research project, such as questionnaire, survey, observation, interview and etc. Indeed, this study
focuses on the summaries and syntheses of existing research. All the data of this research are
collected from the secondary data resources through the Melbourne University database and Google
scholars. Apart from this, I look at the reference lists of some leading scholars' research, such as
Cox's interactional model of the cultural diversity and McKay's diversity climate studies, in order to
obtain more relevant materials.
The phase of gathering the appropriate data for the suitable topic has been through several steps and
methods. Firstly, my initial topic of the study is the analysis of how the diverse labor force
management improves individual and organizational level outcomes in the hospitality industry. I
searched the related topic by key word search in the database of Melbourne University database,
however only a few articles and books have been found. Therefore, I decided to enlarge my research
area from hospitality industry into the whole range of industries. After I refined my research criteria,
I found a considerable amount of articles and books. Some of the articles are written in Korean or
Chinese. But most of the articles and the books are published in English and the

Annotated Bibliography On Hospitality Industry
Annotated Bibliography
Ayoun, B., Palakurthi, R., & Moreo, P. (2010). Cultural Influences on Strategic Behavior of Hotel
Executives: Masculinity and Femininity. International Journal Of Hospitality & Tourism
Administration, 11(1), 1¬21.
The strategic behavior and philosophy among executives from different countries (U.S., Thailand,
and Turkey), based on the masculinity and femininity of each executive's cultural background.
Masculine cultures use less involvement of others and less rationality while feminine cultures are
concerned with cooperative coworkers and good working conditions.
Cerović, Z., & Tomašević, A. (2006). THE IMPACT OF NATIONAL CULTURE ON THE
CORPORATE CULTURE IN GLOBAL HOTEL COMPANIES. Tourism & Hospitality
Management, 12(2), ... Show more content on Helpwriting.net ...
Service attitude is divided into four dimensions: problem solving, empathic feeling, enthusiastic
service, and friendliness. Then, the paper discusses the implications for hotel management in the
areas of employee recruitment, training, and motivation and how to improve the four dimensions of
service attitude to increase customer satisfaction. I will definitely be using this in my paper as it
gives specific examples of the cultural differences between three different countries, giving the point
of view of a

Labour Turnover
PROBLEM AND ITS BACKGROUND
INTRODUCTION
The way trade and commerce is conducted nowadays has evolved. Everything involving the
operations of the organisation demands a more expeditious means of addressing issues and changes
in the external environment. Though this apparently would drive weak companies into the verge of
exiting the market, the good ones find a way for this intense demand for constant improvement to
their advantage. There are some who find a way to make these incessant demands for change trigger
the developmental needs of the company. This is especially true in the case of the hospitality
industry. In this industry, the focus is more on the service rendered to the public; hence there is a
distinct possibility for it to be ... Show more content on Helpwriting.net ...
· What is the relationship of labour turnover and the implementation of human resource
management practices of Shangri–La?
Plan for the Study
The paper shall carry out both quantitative and qualitative analysis of the possible causes of labour
turnover in Shangri–la Hotels. To be more specific, the analysis of the practice of human resource
management initiatives of the respondent company shall be made to determine whether or not it has
a direct effect on the overall retention and turnover of personnel.
The dissertation shall be divided into several chapters. This will ensure that the discussions are clear
and consistent with the distinct areas covered by each chapter. For the purposes of this dissertation,
the discussions shall be divided into five Chapters. This first chapter basically forms part of the
introductory elements of this paper. It offers a discussion on what the dissertation intends to tackle
and what organisational issue it seeks to resolve. An introduction to the general problem of turnover
in the hospitality industry, a background of the current environment of the said industry and the
rationale why and how this general problem needs to be addressed shall be indicated in this chapter.
Hence, the first chapter shall build

Statement Of Purpose In Hospitality Management
I have completed a Degree of Bachelor of Business Administration in Hotel Management at
Silpakorn University which collaborates with Vatel International Business School, France with First
Class Honours in 2017. Hotel industry is one of the fastest growing business all over the world. One
of the thing I passionate about is the trend that changes all the time but hotel industry still remains.
Hotel income can come from many departments, not only accommodation but also includes food
and beverage and banquet. For all the reasons mentioned above, I have decided to study Hospitality
Management. Moreover, Hospitality Management at Silpakorn University is different from other
universities. Other Universities, they will allow students to begin an internship ... Show more
Despite the breadth of experience, I strongly believe that the field of marketing in the UK is well–
known and will open up opportunities to gain the knowledge and skills that can be useful.
Especially, the MA Corporate Communications, Marketing and Public Relations course, provided by
the University of Leeds seems to be the attractive programme suited to my needs. The Marketing
division at Leeds University Business School is one of the leading centres of research in marketing
in Europe. After researching the programme, the course modules both compulsory and optional of
this course is attracting me a lot such as global marketing, corporate social responsibility and social
media marketing. After completing my master's degree, I plan to work in my family's business and
apply what I learnt in your program to enable the company continued prosper efficiently and survive
against the competitors and be ready for the market trends that changes all the

Organizational Behavior Analysis
Introduction Organizational behavior is a field of studies that aims to conjoin the substance of other
sciences that deal with behavioral matters, such as anthropology, psychology and sociology, in order
to use it to improve management theories and managerial strategies. An organization is a number of
people or groups all working together in a structured mechanism to achieve one ore more goals.
Organizational behavior then, comes in to investigate on how organizations affect individuals and
the other way around (Duncan, 1978). Although the first questions on how the worker is being
affected by his job were raised in the '30s (Brief and Weiss, 2002), with researches making their first
steps on imprinting that phenomenon (Fisher and ... Show more content on Helpwriting.net ...
The company The organization that provided the information for this research is a company that
bestirs itself in the consumer goods industry, merchandising toys and seasonal products. The
company is operating since 1982 in Athens, Greece, in the area of Acharnai. 'V. Christakopoulos
S.A.' runs a business of 17 employees, a number that goes up to 22, adding seasonal personnel.
Their mission, according to the managing director, is "to become the leading plush toy manufacturer
in Europe by developing innovated, safe and value for money products". Mr. Vassilis
Christakopoulos also stated that the company's strategic plans are "to become the key supplier of big
European retailers by capitalizing on the company's current customer base", to "extend our product
line by increasing our license agreements" and to "enhance the popularity of the 'Friendlies Plush'
brand to the European markets". In 2010 they received the "Strongest Companies in Greece"
certificate by ICAP group. Communication Organizational communication began to arise in
industrial businesses in the 20th century, analyzing the communication channels and the ways that
information flows inside an organization (Cheney, 2007). Nowadays, every kind of business activity
bears upon communication and functionality depends on competency of managers and employees to
communicate efficaciously (Clausen,

Career Advancement At Malaysian Private Universities Essay
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of downsizing: test of a social exchange model'. Journal of Business Research, 57: 4, 321–328.
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December 2015].
5. Bambacas, M. (2010). Organizational handling of careers influences managers' organizational
commitment. Journal of Management Development, 29(9), 807–827.
6. Barnett, B.R. & Bradley, L. (2007). The impact of organisational support for career development
on career satisfaction. Career Development International, 12(7), 617–636.
7. Baruch, Y. (2004b). Transforming careers – from linear to multidirectional career paths:
Organizational and individual perspective. Career Development International, 9(1), 58–73
8. Bridgstock, R. (2011). Skills for creative industries graduate success. Education+Training, 53(1),
9–26.
9. Cappellen, T. & Janssens, M. (2010). Enacting global careers: Organizational career scripts and
the global economy as co–existing career referents. Journal of Organizational Behavior, 31, 687–
706.
10. Chiaburu, D.S., Diaz, I. & De Vos, A. (2013). Employee alienation: Relationships with
careerism and career satisfaction. Journal of Managerial Psychology, 18(1), 4–20.
11.

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