Case Study Of Hospitality Management

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 ... Show more content on Helpwriting.net ...
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
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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

Organizational Culture and Performance вЂ“ Evidence from the...
Blackwell Science, LtdOxford, UKFSTFood Service Technology1471–5732Blackwell Publishing Ltd, 200552334Original ArticleCulture and
performanceT. Г gaard, S. Larsen & E. Marnburg
Peer review
Organizational culture and performance – evidence from the fast food restaurant industry
Torvald Г gaard,* Svein Larsen*вЂ and Einar Marnburg*
*The Norwegian School of Hotel Management, Stavanger University, Stavanger, Norway; вЂ Department of Psychosocial Science, University of
Bergen, Bergen, Norway
Abstract
Correspondence: Torvald Г gaard, 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. Г gaard, 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 deп¬Ѓned 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

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 andTourism
programs by The International Centre for Excellence in Tourism andHospitality 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

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

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 content on
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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

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

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 on Helpwriting.net ...
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

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

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
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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...
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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.

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 content on Helpwriting.net ...
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

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

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 content on Helpwriting.net ...
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

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

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.

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 Helpwriting.net ...
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.

Career Advancement At Malaysian Private Universities Essay
3.Arokiasamy, L., Ismail, M., Ahmad, A. & Othman, J. (2011). Predictors of academics' career advancement at Malaysian private universities. Journal
of European Industrial Training, 35(6), 589–605.
4.Aryee, S. and Chen, Z.X. (2004). 'Countering the trend towards a careerist orientation in the age of downsizing: test of a social exchange model'.
Journal of Business Research, 57: 4, 321–328. Available at: http://nist.gov/mep/upload/Bridging–the–Skills–Gap_2012.pdf. [Accessed 12 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.

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 poorcommunication, 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

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

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

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 Helpwriting.net ...
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

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

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." IntroductionTraining 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

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,

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" пј€
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.

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

Bubba GumpвЂ™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

Research Paper On Hospitality Industry
Sec 301–Sectoral Solution
Hospitality Sector: HOTEL INDUSTRY
Gizem GГјler
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 tohotel 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

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), 1В¬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.
CeroviД‡, Z., & TomaЕЎeviД‡, A. (2006). THE IMPACT OF NATIONALCULTUREON THE CORPORATE CULTURE IN GLOBALHOTEL
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

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 Helpwriting.net ...
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

Essay on Annotated Bibliography Employee Engagement
Table of content
1.Introduction2
2.Annotated Bibliography2
3.Analysis9
4.Recommendations for practice12
5.Conclusion12
References13
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

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)

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 RESTAURANTMANAGEMENT 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 content on Helpwriting.net ...
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.

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

Wala
A Hotel And Restaurant Management Career Might Be For You
Leave a comment В»
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

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 Helpwriting.net ...
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

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 ...
В· 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

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

Case Study Of Hospitality Management

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