Self Independence free essay sample

If you wan to be a be special in our life without burden people around you, self-independence is needed. And we need to be spirit high to face the difficult situation. There are several effective tips to build and learn the self-independence 1. Accept yourself You need to accept our own body, personality, opinions, choices and own life story. Because you cannot build a strong, independent you if u can live with your self. So put behind your mistakes and learn. You can be the best, strong enough so prove that you can. Make an effort to be a better and most importantly love yourself! 2. Become emotionally independent It may be your parents, friends, or colleague to depends. Although it is possible to continue depend on these relation but it is not longer be around. Some will move away, gone or eventually die. The only person that will always be with you is you. We will write a custom essay sample on Self Independence or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Depends on yourself, and you will not be let down. 3. Rely upon yourself for the motivation and the drive Even there are some other people is same vested interest with your, there are also some percentage is exclude your success. Motivation and success is a function of habit, break the bad habit and replace it with a good planning. The most successful people in the world aren’t always the brightest, they are jus underpinning their self-esteem a series of victories over task both large and small. 4. Don’t settle For anything. Not comfort, ease, or to â€Å"be nice†. Work hard in everything you want to do. Defend yours opinions. We should do some necessary for people to do thing that u could do for yourself. Work your best and harder than people, than leave the people saying, â€Å"that person doesn’t relay any one. What a strong and independent person. 5. Realize and accept that life sometime seems not fair Our parents cared for us so much that they did everything in their power to help us. But it not function on the real world. You will be treated badly thing for all sort unfair thing: physical outlook, your intelligent, gender and etc. but you have to be happy in spite of that. Sometime life is tough, don get mad ? 6. Save money and create own bank account Save as much as reasonably possible. This will help you to create a better emergency fund, since the life is full of unpredictable. And have bank account, then we are not casually use the money because it is quite hard to find ATM sometime. 7. Have a passion in life and let people love u Something you are devoted to, whether is sport ,music, religion or etc. Let other love you and let it in an open heart , sometime this bring you to success if u have a lot of relations from other people. Easy to reach the result of your plan!

Lord of the Flies Analysis of Chapter 1 Essay Example

Lord of the Flies Analysis of Chapter 1 Essay Example Lord of the Flies Analysis of Chapter 1 Paper Lord of the Flies Analysis of Chapter 1 Paper Essay Topic: The Beast in the Jungle Lord of the Flies analysis of chapter 1 The opening character is important and effective because it sets the scene for that character, and their situation. You can almost predict what that character will be like in the rest of the book by the few sentences that the author gives you. The opening character is also a vital piece of information, because it will make the reader want to read on. The first character that was introduced was Ralph. We can predict that he will become important in the rest of the book because he is the first on the island, and he removes his clothes, which is the first symbol of rebellion. Ralph is introduced as being the boy with fair hair (pg 7). One of the first things Ralph does is pull up his sock which symbolizes the idea that Ralph is still civilized and acts like he is still in a sophisticated society. Ralphs father was in the army, and made it a point to say that his father was going to rescue them. When Ralph was elected as chief, it was because he was oldest, and was said to have the physique of a boxer ‘he may make a boxer, as far as width and heaviness of shoulders went, but there was a mildness about his mouth and eyes that proclaimed no devil’ (pg 10). Piggy was more of an adequate chief because he was the main idealist who spotted the conch, and the one who did most of the work. Piggy was also the democrat of the boys, he thought things through, he was equal, rational, and had a mindset of being rescued, and not wanting to be stuck on the island. Ralph is overjoyed that there are no grownups on the island, but Piggy can envision the consequences of the pilots death, and the fact that nobody was a mature adult, and they couldn’t make mature decisions. Piggy was not elected chief because of his look and probably because of his name. ‘he was shorter than the fair boy and very fat’ (pg 7). Next to be introduced is Jack and his choir boys. They are introduced as aliens or beastie that appears later on in the book. ‘something dark was fumbling along†¦.. Then the creature stepped from the mirage’ (pg 19). This sends an eerie feeling to the readers. Later on in the paragraph it talks about them ‘stepped from the mirage on to clear sand, and they saw that the darkness was†¦Ã¢â‚¬ ¦mostly clothing’ (pg 19). The boys were in ‘two parallel lines’ (pg 19) and dressed in black cloaks that covered them from throat to ankle that was adorned with a long silver cross, and a square black cap with a silver badge. Their leader is a boy named Jack. Jack was ‘tall, thin, and bony’ (pg 20) with red hair that was hidden somewhat by the square black cap, and his face ‘was crumpled and freckled, and ugly without silliness†¦two light blue eyes’ (pg 20). Jack is very power hungry, and arrogantly assumes that he would be the chief of the boys because he was the ‘head boy’ (pg 22) of the choir, and because he could ‘sing C sharp’ (pg 22). Jack is quite upset to find that Ralph was voted to be chief of the boys ‘ the freckles on Jack’s face disappeared under a blush of mortification’ (pg 23). Ralph put the choir boys under Jacks power, and thus began Jack and Ralphs friendship ‘Jack and Ralph smiled at each other with shy liking’ (pg 23). When the boys arrive on the uninhabited island, they find themselves surrounded by beautiful shrubs, trees, and beaches. They soon discover that they are the only humans on the island, and there are no adults on the island. ‘no grownups’ (Pg 8). This shows Ralphs immaturity, and his excitement for freedom. However, when Ralph is voted chief, he knows that he needs to gather himself, and think about what they need to survive, and be rescued. The boys (Jack, Ralph, and Simon) explore the island to find out if the place they are in is in fact an island. They begin to have fun, and enjoy themselves while their sense of wanting to be rescued is dissipating. Ever since the beginning of the book, the boys have seemed to destroy the paradise of an island by the ‘long scar smashed into the jungle’ (pg 7) and they will most likely destroy it again. The island that Golding is trying to envision is not as it seems as he uses destructive imagery like ‘decaying coconuts’ (pg 12), ‘coarse grass’ (pg 12), and ‘typhoon’ (pg 12). Golding uses a lot of symbols to demonstrate themes such as friendship, relationships, and violence throughout chapter one. The island is presented as a Garden of Eden. It has all of the necessary things to survive such as, fresh water, fruit, shade, trees to make shelter, and wood to make fire. The relationships between the boys are complicated during the beginning of the chapter. In the first chapter the boys mostly want to be friends, but the relationship between Piggy and Jack is instant hatred which suggests that later on in the book Jack will probably turn on Piggy first. Jack is presented as a very violent person even when Ralph and Jack first meet ‘frustrated now and turning, or ready to turn, into anger’ (pg 20). When Jack fails at killing the pig, he slams his knife into a tree, and says that ‘next time there will be no mercy’ (pg 31). I think Golding chose to strand the boys on an island because there are no adults. There are no rules, no boundaries to what they were allowed to do, no guidance, no civilization, no society. Golding presents the island ‘roughly boat shaped’ (pg 31). I think he did this to represent the boys going into a state of savagery, and the boys civilization going backwards. I also think he said this to represent the boys decreased chances of being rescued. The boat that they should be rescued in is slowly floating farther and farther away. I believe that the first chapter of any book provides insight to what will happen in the rest of the book. The chapter one title ‘The Sound of the Shell’ foreshadows the fact that the conch is the only adult figure in the book, the fact that the sound of the conch gives everybody a sense of order and uniformity. Some of the themes that appear in chapter one, are often found in our everyday lives and it gives the reader an impression about what will happen in the rest of the book. After finishing chapter one, I am left with the sense of predicting what will happen to the boys, and if they will be rescued.

Indian Culture Essay Example | Topics and Well Written Essays - 500 words

Indian Culture - Essay Example Both the first objects are an animation of the human race in the traditional leadership. The second set of objects represents Four-ram Fangzun Royal Tomb Hunan, China Shang Dynasty, late 2nd millennium BCE and the Reliquary Buddhist Stupa Bimaran, Afghanistan (Ancient India) Kushan Dynasty, early 3rd c. CE. While the previous one is made of Piece-mold Cast Bronze the latter is from Hammered Gold and semi-precious stones. They, therefore, differ in terms of texture due to the material used. The two objects are both symbolic hence are animated. The third object is a Buddha inscribed in a contrasting background, it is as well sculpted from Chunar sandstone and it is a symbolic representation of the worship culture of the Indians. The fourth and last set of objects is the inlaid mirror from a Lineage Tomb while the other is a bowl from Banpo, near Xian in China. While the mirror is a Piece-mold cast bronze with hammered gold and silver, the latter is painted with red earthenware. The objects are both from China and they are symbolic of the East culture specifically India and China. There is a common relationship that exists and is fueled further by the cultural similarities of the area where the objects are picked from which is India. The Indian culture is that which is integrated with mixed cultural symbols that extend to their places of worship and their gods. In fact, the Sun Dynasty or Solar Dynasty (SÃ… «rya-vaá ¹Æ'Å›a) is one of the most prominent dynasties in the whole of the Middle East historically. The dynasties influenced the political makeup of a region. The Buddha seated on the lion throne originates from India from the collections of the Buddhism Sculptures and carvings. The objects influence the sociological set up by being a representation of the Buddhist religion. The objects are artistic pieces of work that are curved with style showing a sense of appeal, which is achieved using technical skills (Sullivan 96-9).

Strategic Management and Leadership Assignment Example | Topics and Well Written Essays - 3000 words - 1

Strategic Management and Leadership - Assignment Example The feature of effective leadership identifies a person who thinks and acts differently from the rest in achieving a desired purpose. This defines that a leader must be bold enough to face oppositions and undue criticisms for his different approach. A person earns the recognition of effective leadership if he or she endeavors to gauge a situation by standing on the toes of others. The effective leader must also take care of the subordinates through acts of motivation and by extending needed help in times of organizational crisis. Existing in the changing environment entails a leader to be flexible enough to help the organization achieve future goals and set purposes. A manager turns out to be an effective leader in being an adaptor to the changing environment. Further, the manager decides on the planned course of action and directs the subordinates to walk on the treaded path to achieve the desired goal. The manager also endeavors to empathize through the acts of liaison between the upper and the lower levels. Moreover, an effective manager must take active role in motivating the subordinates through effective training and creating a positive environment for others to perform effectively. The function of effective management also entails that the working conditions must be made favorable and safer to help the employees succeed in their work. (Caroselli, 2000, pp. 1, 2, 4-5, 6, 8-9) The leaders of the modern era must prove themselves as effective managers to sustain in a competitive environment. An effective leader in the context of the modern era is observed to be a person who endeavors to execute tasks through the delegation of responsibilities. Effective leadership entails in carving the organizational process and structure in such a manner that can help the staffs to become self-dependent in meeting desired goals. A person to become an effective leader must look forward to acquire

Reflection Paper on The Spirit Catches You and You Fall Down Essay

Reflection Paper on The Spirit Catches You and You Fall Down - Essay Example In this portion of writing, the issues regarding healthcare and religious belief, practices and their challenges to healthcare professionals in The Spirit Catches You and You Fall Down by Friedman are critically explained. Anne Fediman evidently conveys the two cultural differences between the Hmong customs and the contemporary society in America that includes the professional doctors. The Hmong’s beliefs were merely objectionable especially when it comes to healthcare matters. For instance, during birth, a pregnant woman would be expected to squat on the ground regardless of the untidiness of the floor then pull the child out of her womb. The mother was to ensure that the baby does not touch the dust and that the umbilical cord was to be cut by the father. In case of any problem during childbirth, Lia’s mother, Foua Yang could resort to numerous remedies regularly used by the Hmong such as shaman who was believed to have natural powers to negotiate for his patient†™s health with the spirits that lived in the dominion that was invisible (Fediman 1997). In addition, a woman would take a number of precautions to avoid childbirth predicaments such as a woman could ensure her child’s health by concentrating on her food cravings. The child’s placenta would be buried in different places of the house depending on the child’s sex. However, currently childbirth is treated with lots of precautions with the use of modern techniques as seen in the Foua’s case while giving birth to Lia in Merced Community Medical Centre where the writer describes her birth as like any American woman. She greatly doubted the American medicine in general and how they handled the childbirth differently from what she expected such as offering ice water to stop blood from flowing freely instead of warm water to facilitate blood flow from the womb and the nature of food she was given which she refused to eat. Furthermore, the Hmong believed that los s soul was one major cause of sickness and diseases to the child hence the community was to carry out several rituals to please the soul providers (Fediman 1997). Despite Lia’s cautious fixing of her soul, she was attacked by epilepsy when she was about three months old. There was a mixture of reactions due to the epilepsy since some people considered it as a great deal of social status in their community since a healing spirit would not choose somebody of no account. Nevertheless, the doctors regarded this belief as vague. The diagnosis for the epilepsy failed as Foua and Kao were strongly convinced that the issue was not an illness but an issue of spirit catches you and you fall down as they described it. Moreover, both parents and Dr Murphy believed that constant seizures increased the dangers of the epilepsy. Interestingly, the doctor after several tests could find the cause of the disease after admitting Lia in ward for some time thus recommending her discharge after pre scribing Ampicilin for pneumonia and Dilantin for the seizures (Fediman 1997). Additionally, the Hmong’s had dreadfully horrific beliefs in American doctors and their confidence towards them was low. They were convinced that the

The Hong Kong tourism industry

The Hong Kong tourism industry Part B Abstract It is revealed that high labor turnover is a major global problem in hotel industry. The human resource management in the hotel industry is facing challenge about retaining employees and minimizes the turnover. Therefore, it is worth to investigate about the human resource management in the hotel industry. The purpose of this study is to explore the labor turnover in hotel industry, and its associated the factors affecting the labor turnover and how to manage the labor turnover. The labor turnover in hotel industry is influenced by the work related factors, external factors and external factors. According to some statistics, the cost of labor turnover in hotel industry is very high. Moreover, some retention strategy are propose to overcome the labor turnover are discussed including training, employee motivation and employee recognition. Section 1 :Introduction 1.1 Reason for choice of topic The tourism industry is the leading industry in many countries. Hong Kong tourism industry contributing $162.8 billion or 10.8% of gross domestic product in 2009(http://www.gov.hk/en/residents/, http://www.tourism.gov.hk/textonly/english/statistics/statistics_perform.html ) and Thailand tourism industry generate 6.5% of gross domestic product in 2008 (http://www.thaiwebsites.com/tourism.asp). Accommodation is an essential element of tourism service and it is vital to the quality of the tourist experience, as it constitutes a major part of consumption. This study is to investigate the labor turnover in the hotel organization. It is general known that the hospitality industry has a major challenge about the labor turnover and staff stability rates. These problems are usually occur in the front-line staff as it is related to a lot of unfavorable working conditions in hotel, such as the long working hours, unstable working schedule and lack of promotion opportunities. Therefore, many people are not willing to enter to the hotel industry or some people have work for many years in hotel industry but shift to another industry because of those unfavorable working conditions. Besides, the human resource management in the hotel industry are facing some serious problems about retaining the employees and recruits the right people to fill in the right job. Therefore, it is worthwhile to investigate the factors that cause the front-line employees to quit the job. In addition, to discuss what the human resource management can do to retain the st aff and manage the labor turnover in the hotel organization. Another reason for choosing this topic to study is the authors want to become the human resource manager in a hotel. Therefore, it is vital that the author have a clear understanding of what challenges that the human resource management are facing and to use the specific approach to overcome those problems. 1.2Academic objectives of dissertation This paper aims to achieve the followings objectives: To find out what is the meaning of labor turnover and have an overview of the turnover culture in the hotel industry To discuss the factors that influence labor turnover in hotel industry. To explain the cost of labor turnover in hotel industry. To find out what the human resource management can do to managing the labor turnover. 1.3 Outline of sections In section 1, the author talked about her reason for choice this topic and the major objectives through this project. In section 2, the authors explained the concepts of labor turnover briefly and provide an overview of the turnover culture in the hotel industry. In section 3, the author would explain the factors influence the turnover in the hotel industry and have an understanding of the cost of labor turnover. It could help to show the labor turnover is a serious problem within the industry. Moreover, in section 4, the author wants to make others understand how to manage the labor turnover in the hotel industry. Finally in section 5, would be the summary and conclusion about this project. Section 2:Literature review 2.1 What is labor turnover? According to Price (1977, p.15) the term ‘turnover is defined as the ratio of the number of organization members who have left during the period being considered divided by the average number of people in that organization during the period and also each time a position is vacated, a new employee must be hired and trained. This replacement cycle is known as turnover (Woods, 1995, p. 345). Labor turnover refers to the movement of employees in and out of a business. Labor turnover affects both workers and firms: workers may need to learn new job-specific skills, whilst firms incur the costs of hiring and training new workers (Brown et. al., 2009). The new workers may be more highly motivated and more highly skilled. Hence, turnover may enhance firm performance. However, high labor turnover causes problems for the firm as it is costly, lowers productivity and morale. Labor turnover can be divided into two main types: voluntary, where the employees leave of their own free will, and involuntary, where the employer decides that employment should terminate. Retirement can fall into either category (Boella, 2000). Most often the voluntary turnover arises where some employees leave to escape negative work environment factors and other are pulled away from the organization by more attractive opportunities and Cheng and Brown (1998) stated that people quit their job for many reasons, but most reasons are not related to management. In recent study, the involuntary turnover can applied to those employees have a poor performance or have did some serious mistakes then the organization would encourage them to quit than fire them. 2.2 The turnover culture in the hotel industry Everyone knows that the hotel industry is a highly labor-intensive industry but the high labor turnover is a serious problem within the industry all around the world. Some theorists such as Mobley (1977), Price (1977), Price and Mueller (1986) identified a range of other variables such as pay, communication, social integration, reutilization, role overload, promotional opportunity, training, supervisor and co-worker support, and distributive justice as having a significant impact upon turnover. According to the research Griffith University, the primary reason for managerial and operational turnover was voluntary resignation, followed by an internal transfer. Performance related terminations were very low. The main motivating factors for executives, managerial and supervisory staff to change jobs, within the hotel industry, were better career opportunities and better working hours. Changing jobs outside the industry was primarily motivated by higher salaries, working hours and better career opportunities. The data suggests that higher wages and better working hours are the major drivers for managerial employees to leave. Similarly, operational staff seek better wages, better working hours and improved career opportunities. In the pervious years, a small among of staff in hotel industry will stay for longer than five years but the voluntary turnover is gradually increase compared with the last decades. According to Kennedy and Berger (1994, p. 58) they stated that, in the hospitality industry, ‘the highest turnover occurred during the first 4 weeks (in employment). The cause of turnover is often poor human resource decisions and the unmet expectations of newcomers. 2.3 Factors affecting employee intent to leave in the hotel industry There are many factors affecting employee turnover. According to a widely accepted though, employees usually quit their jobs because of lack of wages. However, many studies show that there are also many complex factors affecting employee turnover other than wage, such as the management of the company, economics, and psychology. In the following section, some factors affecting employee turnover are discussed. 2.3.1 Work Related Factors The work related factors are other factors that will influence the labor turnover in the hotel industry. The following section will mainly focus on the job satisfaction, pay, working environment, work performance, promotion opportunities and the organization commitment how to influence the labor turnover. 2.3.1.1 Job Satisfaction Job satisfaction is containing the satisfaction with pay, satisfaction with the work itself, satisfaction with the supervision, satisfaction with the promotion opportunities (Khatri et. al., 2003). According to Davis (1981), job satisfaction can be defined as pleasantness or unpleasantness of employees while working. In addition, Oshagbemi (2000) has defined job satisfaction as ‘‘individuals positive emotional reaction to particular job. The term job satisfaction is considered an attribute that exists as the equity of a variety of desired and non-desired job-related experiences. It is also defines as the degree of fit between the features of a job and employees expectations. In addition, there are researchers who view that job satisfaction is a result of both employees expectations and aspirations and their existing status (Clark Oswald, 1996). When the employees with a lack of job satisfaction they will be quitting the job, and the basic reason is that they expect to ha ve a more satisfying job. On the other hand, if the employees have a high job satisfaction, the organization will be fewer labor turnovers. Price and Mueller (1981) stated that job satisfaction has an indirect influence on turnover through its direct influence on formation of intent to leave. Another study stated that employees with higher degree of trust would have higher levels of job satisfaction in the hospitality industry (Gill, 2008). 2.3.1.1.1 Pay According to the past study, the average annual wages of hotel are very low compare with the other industries such as the IT technology and education industry. A low starting salary is found in the frontline department in the hotel industry such as the housekeeping, Food and Beverage and front office. It was shown that dissatisfaction with pay is among the significant factors responsible for turnover (Pavesic and Brymer, 1990; Pizam and Ellis, 1999). Pay is received by the staff and money is equivalent to staffs effort to provide service. The salary, compensation and fringe benefit received by the staff are also the pay. Therefore, if the pay is increase, it can reduce the labor turnover. The relationship between pay and job satisfaction has received considerable attention (Churchill, FordWalker, 1974; Lawler, 1995). The pay was the most important job attribute contributing to job satisfaction in the Hong Kong hotel industry. Therefore, higher pay is significantly related to greater job satisfaction. The staff will be more satisfied with their job when the actual pay is more than the expected pay. The other situation that causes the staff to be more likely to leave their organization is that when they perceive that they are receiving lower salary but they know the other people elsewhere are offered better pay. Therefore, offering higher wages than competing organization will enable the organization to retain some talented worker. 2.3.1.1.2 The work itself The work itself is a critical dimension in employee job satisfaction (Luthans, 1992; Lawler, 1995; Qu, Ryan Chu, 2001; Groot Van Den Brink, 1999) and Glisson and Durick (1988) considered the worker and the nature of the work itself as two important factors affecting job satisfaction. The internal satisfactory factors are related to the work itself, such as: feeling of achievement, feeling of independence, self-esteem, feeling of control and other similar feelings obtained from work. And the external satisfactory factors such as: receiving praise from the boss, good relationships with colleagues, good working environment, high salary, good welfare and utilities. There is a relationship between job satisfaction and stress. Barsky, Thoresen, Warren and Kaplan(2004) argued that high level of work stress will be decrease the job satisfaction and finally leaving the organization because workers feel their job duties are difficult to fulfill. Price (1977) divided job stress into four types: lack of resources to perform, the amount of workload, the clarity of the role obligations and the role conflict. Those job stresses will also make the employees intent to quit the organization. 2.3.1.1.3 The supervision Supervision, being one of the dimensions of job satisfaction (Rust et al., 1996), is defined from the employee-centeredness perspective, it is manifested in ways such as checking to see how well the subordinate is doing, providing advice and assistance to the individual, and communicating with the worker on a personal as well as an official level (Luthans, 1992, pp. 121-122). Some information show that, satisfaction with supervisor will influence job satisfaction positively and finally decrease the labor turnover. If the supervisor provide more concern and social support to the employees, they will be more satisfy and the turnover will be decrease. 2.3.1.1.4 The promotion opportunities Price (2001) stated that promotion opportunities are the potential degree of movement to a higher level status within an organization. The promotion opportunities are also the important category to define the employees are satisfy or dissatisfy, because promotion opportunities are usually associated with increase the salary. However, the result show that hotel sector are lack of promotion opportunities rather than not having enough fair promotion policy (Iverson and Derry. 1997). Due to the hotel industry are lack of promotion opportunities, it will reduce the chance to retain the talented employees in the organization. When employees suffering from unfair treatment, they will change their job attitude immediately and may quit in long run (Vigoda, 2000). 2.3.1.2 The Organization Commitment According to Pennstate (2006), organizational commitment is the relative strength of an employees attachment or involvement with the organization where he or she is employed. Organizational commitment is important because committed employees are less likely to leave for another job and are more likely to perform at higher levels. There are three dimensions of organizational commitment, which are affective commitment, continuance commitment and normative commitment. Turnover literature has consistently found a strong relationship between turnover and organizational commitment, indicating that employees with low commitment are likely to withdraw from the organization. Alternatively, a positive relationship has been found between organizational commitment and career progress or internal promotions indicating that promoted employees are more likely to exhibit higher organizational commitment. 2.3.1.3 Work Performance Employees work performance is another factor affecting labor turnover. According to a study conducted by Jewell and Siegal (2003), it was found that the employees having high performance were not willing to leave their jobs. At this point of view, if the employees having low performance leave their jobs for any reasons, labor turnover is not an important matter for the company. On the other hand, if the employees have a high job performance. Low wages, exclusion from prizes, unsuitable jobs are also among the reasons causing low performance and high employee turnover. 2.3.1.4 Personal Reason Some employees also leave their jobs because of personal reasons. A principal reason that employees leave their jobs is lack of incentives (Pizam and Ellis, 1999). Employees may simply want recognition or an opportunity in advance. For example, The Ritz Carlton Company has reduced employee turnover by focusing on quality recruitment, providing better training and orientation, establishing realistic career opportunities and creating long-term incentive and reward systems. 2.3.2 Demographic Factor Most voluntary turnover models include demographic variables such as age, gender, race, tenure, marital status, number of dependents, and educational experience. However, this paper only focuses on the level of education, gender, marital status and age. 2.3.2.1 Level of Education One of the major challenges of the hospitality industry is the retention of highly educated employees. We define highly educated staff as employees who have followed a higher education program at a bachelors or masters level successfully ( Deery and Shaw, 1999). Carbery et al. (2003) noted that those more highly educated managers or non-managers are more likely to intent to make a turnover decision. One research study by (Blomme et. al., 2010), it shows that among alumni of the Hotel School The Hague who are working worldwide has shown that within 6 years after graduation about 70% of all graduates from the hotel school The Hague leave the organization in which they are working. The more highly educated staff will be less easily satisfied with their jobs than those staff with lower education level because the highly educated staff have higher expectations in job status and salary and they may not be willing to join or stay in the hotel industry. In addition, the external labor market s will provide many opportunities for those highly educated people to satisfy their high expectation on financial benefit. (Wong, Siu Tseng, 1999) 2.3.2.2 Gender Some study noted that, the female and male have their particular behavior that would influence the labor turnover. According to a study conducted by(Doherty and Manfredi,2001:62), it was found that women workers leave their jobs more than men workers, because the roles of women have to taking care of children, having baby in a society and doing house work. In addition, Hersch and Stratton (1997) stated that women, especially married women, spend more time engaged in household activities and are substantially more prepared to quit their job for a family-related reason than men . Some women workers also do not want to return to their jobs after having baby. On the other hand, the study conducted by Tang and Talpade (1999), it stated that males tended to have higher satisfaction with pay than females, whereas females tended to have higher satisfaction with co-workers than males. Its means that women tend to rate social needs as more important than men such as working with people and being helpful to other. Men tend to consider pay more important than do women. Women often begin their careers with much lower expectations than men do and they are willing to take career risks and change employers to do so. Finally, women workers usually work at the entry level jobs in hotel and accordingly get less pay than their men co-workers. According to a study conducted by Iverson (2000) in the USA, it was found that women managers in hotel got very less wages than men managers whether in the beginning or top of their careers. In a similar study, it was found that men workers got more wages than women workers got (Burgess, 2000). It was also found that in order to balance the wage differences among men and women workers, basic and routine job were given to women workers than men workers. 2.3.2.3 Marital Status According to Pizam and Ellis (1999), it stated that marital status could influence labor turnover. Those married employees are most concerned with the balance between their work and family life. Hom and Griffeth (1995),stated that married employees will not want to have a voluntary turnover. Because they have many concerns about the financial needs for their family. If they cannot afford the long and unstable working hours, they will tend to give up the job. However, this issue mostly occurs on women. Therefore, they will have more time for family life and take care of their child. On the other side, the unmarried employees will consider factors related to their jobs such as promotion opportunities and organization commitment more than those married employees (Wong, Siu Tsang, 1999). Therefore, they are less satisfied with their job than married employees. 2.3.2.4 Age In recent study, Hartman and Yrle (1996) points out that the Generation Y employee mostly creates the labor turnover in hospitality industry. In addition, the study conducted by Iverson and Deery (1997), it stated that younger employees have a higher propensity to leave than older employees. The problem was arisen in this decade; as the employees born in the baby boomer are retire gradually. The baby boomer is anyone born between 1946 and 1964. They have been through periods of war; therefore have less opportunity in education institutions. They tend to demand more stability in their workplace, and they are very loyalty to their employees. On the other hand, the Generation Y employee who was born between the years 1979 and 1994, they can adapt the changes easily and seek a higher standard of life therefore, they consider more about their interest in the work. Furthermore, they usually change their job, as they want to gain more experience and make their life more diversity. 2.3.3External Factors The external factors are the factors that we cannot control and very difficult to predict. Some of these factors include political shifts, legislation, new or modified regulations, global economic conditions, technology changes and major mining disasters. In some study, the hotel industry is quite easily influenced by the global economic conditions. The economic situation could predict most of the labor turnover within the industry. Therefore, the unemployment rate affects the employees perception on job satisfaction. If the economic is down turn, the employees who perceive a high level of job dissatisfaction, they may still stay in organization because they dont want to lose their current job and also the job market is a lack of opportunities for them to get a better job. On the other hand, if the economic condition have improve, the employees will leave the organization immediately to find a better job. Therefore, it may create the high level of labor turnover when the economic have improved. In the later part of the literature will focus on how to manage the labor turnover in order to minimize the labor turnover within the hotel industry. 2.4 The cost of labor turnover In the previous section, some of the critical factors that affect the labor turnover are discussed. The following section will focus on the cost of labor turnover and its impact. Labor turnover is a significant cost to hotel and it may be the most significant factor affecting hotel profitability, service quality and skills training. (Davidson et. al., 2009). The cause of labor turnover is multidimensional, such as low morale, low productivity, low standard of performance and absenteeism. According to the statistics from TTF Australia(2006), the annual cost of replacing managerial employees was $109,909 per hotel and the annual cost of replacing operational employees was $9,591 per employee. The total annual cost of turnover ($49M) equates to 19.5% of 64 surveyed hotels total payroll costs ($250M). Another study stated that the Marriott Corporation alone estimated that each 1% increase in its employee turnover rate, costs the company between $5 and $15 million in lost revenues (Schlesinger and Heskett, 1991).Therefore, the cost of labor turnover is very high. Labour turnover is not only a significant tangible dollar cost but also an intangible or ‘hidden cost associated with loss of skills, inefficiency and replacement costs (Lashley Chaplain, 1999). The direct impact of labor turnover will cause financial suffering such as administrative cost and Lashley (1999) refers to lost investment in training and lost staff expertise as particular examples of turnover costs and opportunity costs. For the indirect impacts caused by high labor turnover are lack of manpower, poor quality of service and low morale of employees and also if turnover increases, service quality may decline as it takes time and resources to ‘back fill departing employees, especially at busy hotels (Lynn, 2002). Labour is a significant cost and the leakage of human capital through unnecessary turnover is an element of critical importance to bottom line performance. A number of HRM practices have been suggested as potential solutions for turnover, such as investment in training, offering organisational support, adopting innovative recruitment and selection processes, offering better career opportunities (Cheng Brown, 1998; Forrier Sels, 2003; Hinkin Tracey, 2000; Walsh Taylor, 2007; Walters Raybould, 2007) and adopting measures to increase job satisfaction and commitment. 2.5 How to manage the labor turnover in the hotel industry? High staff turnover is the common problem in hotel industry, it is also a major factor affecting workplace efficiency, productivity, and hotel cost structure. Labor turnover represents a challenge for contemporary HRM strategies and practices. Therefore, in this section, it will turn to focus on how to manage the labor turnover from the human resources perspective. In the previous section, the cost of labor turnover in the hotel is discussed. The total annual cost of turnover ($49M) equates to 19.5% of 64 surveyed hotels total payroll costs ($250M). The turnover cost are very high, thus the awareness of the importance of employees staying with an organization is evident. Hinkin and Tracey (2000) advocate that hospitality executives who understand the value of human capital and adopt organizational policies and management practices in pursuit of employee retention will outperform the competition. Effectively designed and well implemented employee retention programs that increase employee tenure more than pay for themselves through reduced turnover costs and increased productivity (Hinkin and Tracey, 2000). According to 2500 supervisors, managers and executives within this sector, the top five most important aspects a company can provide to retain their people are as follows: communication, Leadership, Career path, development and understanding aspirations and helping the individual towards achieving them.(Baum ,2006) This shows that, the employee are highly concern for this five elements to determine their job satisfaction. Therefore, when HRM design for a retention scheme, they can consider those five elements before their decision. 2.5.1Training In organizations where employees receive the proper training needed to assume greater responsibilities, turnover rates are generally lower. Several studies show that training activities are correlated with productivity and retention (Delery and Doty, 1996; Huselid, 1995; Kallenberg and Moody, 1994; MacDuffie, 1995; Shaw et al., 1998; Terpstra and Rozell, 1993; US Department of Labor, 1993, Walsh and Taylor, 2007; Youndt et al., 1996). Staff is a unique asset in the company. Therefore, many hotel have invest a huge number of money per year for staff development. Because they realize that provide training to their employees would enhance the organization produtivity and improve their job performance. For the long-term purpose, training can solve the problem of high labor turnover in a hotel. Moreover, the hotel industry are now have a general shortage of the middle management staff. Therefore, the training should be around to develop and train new management personnel. For example, in 2004 Shangri-La Hotel Resorts Shangri-La Academy was born, this is a full-time facility that handles internal training for progression up the ranks. In addition, the Intercontinental Hotel Group also launched an in-house training center in order to groom their high potential employees to take on managerial positions within their company. Those measures of the Shangri-La Hotel and the Intercontinental Hotel Group is to do the retention of their employees and confront the trend of shortage of experienced staff and try to minimize the labor turnover. 2.5.2 Motivate the employee Staff motivation is as vital to success as any skill or personal attribute and its also plays a key role in staff retention. Motivation is the process by which a persons efforts are energized, directed, and sustained toward attaining a goal.(Stephen Coulter, 2006:482) . Staff motivation is a key element in retaining staff and help them increase the job satisfaction thus the labor turnover rate may be decrease. It is essential for the management of hotels to develop efficient HRM polices and practices that enable them to motivate competent employees who can contribute to the achievement of

Ophelias Hamlet :: essays research papers

Hamlet’s Ophelia William Shakespeare has written many masterpiece plays and has told a vital story in almost all of them. In the play Hamlet Shakespeare uses melancholy, grief, and madness to pervade the works of a great play. Throughout the play Shakespeare uses such emotional malady within Hamlet, that the audience not only sympathizes with the tragic prince Hamlet, but to provide the very complexities necessary in understanding the tragedy of his lady Ophelia as well. It is the poor Ophelia who suffers at her lover's discretion. Hamlet provides his own self-torture and does fall victim to melancholia and grief, however his madness is feigned. Ophelia and Hamlet each share a common connection: the loss of a parental figure. Hamlet loses his father as a result of a horrible murder, as does Ophelia. Her situation is more severe because it is her lover who murders her father and all of her hopes for her future as well. When looking at her character, one would think she was in grief but quickly turns to madness. Ophelia is made to be this sweet innocent girl but then turns crazy after her father dies and Hamlet leaves for England. People argue that Hamlet has the first reason to be hurt by Ophelia because she follows her father's admonitions regarding Hamlet and his true intentions for their love. Polonius tells Ophelia that Hamlet will not do anything but be fickle with the girls since he is suppose to have an arranged marriage. After telling Ophelia this, Polonius and Claudius try to have Ophelia become bait to find out why Hamlet us acting crazy. Hamlet begins with his overwhelming sarcasm toward Ophelia, "I humbly thank you, well, well, well," he says to her regarding her initial pleasantries (3.1.91). Before this scene, he has heard the King and Polonius establishing a plan to deduce his unusual and grief-stricken behavior. Hamlet is well aware that this plan merely uses Ophelia as a tool, and as such, she does not have much option of refusing without angering not only her busybody father but the conniving King Claudius as well. Hamlet readily refuses that he cared for her. He tells her and all of his uninvited listeners, "No, not I, I never gave you aught" (3.1.94-95). Hamlet has a right to direct his anger to Ophelia because it was her that â€Å"repelled† against him. Her father forced her, and if she did try to disobey her father she could be disowned.

Breathe right

The CNS Breathe Right strips case illustrated the steps involved when undergoing expansion towards the international marketplace. In the case of CNS, business expansion happens when the company has already assessed the suitability of the country’s business environment for both the company and the product to be marketed and sold.To achieve this objective, CNS has developed a three-stage decision-making model, a diagnostic tool that aids the management in determining the action standard (i.  e. , to expand or not expand) for the country under consideration for expansion. This case analysis of CNS and its product, Breathe Right strips, analyzes the effectiveness of the three-stage decision-making model that the company has developed for its expansion to the international business setting.The rationale behind the creation and development of the three-stage model is the need to objectively analyze a country’s suitability to market and sell CNS’s product, Breathe Rig ht strips.The product, an OTC medical product, is a nasal strip suitable for athletes wearing mouth guards, snorers, and people easily afflicted with allergies, sinusitis, and cold. It enjoyed popularity in the US because of its practical use and effective results. As the product gained popularity, CNS saw the opportunity to expand, with plans of selling the product beyond North America, and into Europe.The case of CNS’s entrance to the Italian business environment and OTC medical product industry yielded useful insights for the company, especially on its manner of assessing the suitability of the product for the country’s OTC market, and vice versa. In understanding the effectiveness of the three-stage decision-making model, it is important to identify first the strengths that CNS have before entering the international market. Primary among these strengths is the product itself.Breathe Right is a very practical and effective OTC medical product, bringing relief to ind ividuals who experience frequent bouts of nasal congestion. The development of an ingenious product such as Breathe Right already ensures CNS significant success in entering foreign markets that will have immediate need for this product. Moreover, CNS holds a special niche in the OTC market. As a nasal congestion reliever, it enjoys lesser competition in its category, compared to other OTC brands/products.In effect, the three-stage decision-making model is mainly a support to CNS’s strong product and brand. Its purpose, however, is invaluable for the company if the product will be released and sold in the foreign market. It is through the model that the company was able to â€Å"diagnose† the strengths and weakness of the foreign market it will potentially enter, and the model as a diagnostic tool would help CNS determine areas for improvement and reinforcement that would make the market receptive to the product and increase the demand for it.The three-stage model†™s purpose for CNS is invaluable because of the support it provides to the company, as it explores the viability of the product in markets other than the US. Testing for both economic factors and demographic characteristics of the market under study will enable CNS to enter the foreign market successfully, with greater receptiveness among consumers and hopefully, increased awareness, recall, and intention to buy Breathe Right.Analysis of the product’s suitability to foreign markets would show that Breathe Right is suitable to the global market, encompassing cultural differences, since nasal congestion is an almost universal health experience. However, as Breathe Right enters the global market, it is important that CNS increase awareness of the product and brand among consumers through mass media campaigns, demonstrating its use and purposes for the consumer.

Conjugating the French Verb Souffrir (to Suffer)

Conjugating the French Verb Souffrir (to Suffer) Souffrir  (to suffer, to endure, to tolerate, to be in pain) is an  irregular French  -ir  verb. Below are simple  conjugations  of the verb  souffrir; the conjugation table does not include compound tenses, which consist of  a form of the auxiliary verb  avoir  with the past participle  souffert. Within irregular  -ir  verb conjugations, there are some  patterns. Two groups exhibit similar characteristics and conjugation patterns. Then there is a final, large category of extremely irregular  -ir  verbs that follow no pattern. Souffrir IS AN IRREGULAR -IR- VERB Soufrir  lies in the second group of irregular  -ir  verbs that display a pattern. The second group of verbs includes verbs like souffrir that all end in -frir  or  -vrir. These verbs, surprisingly,  are all  conjugated like  regular  -er  verbs. Souffrir IS CONJUGATED LIKE VERBS ENDING IN -FRIR AND -VRIR All French verbs that end in  -frir  or  -vrir  are conjugated this way. They include: couvrir   to covercueillir   to pickdà ©couvrir   to discoverentrouvrir to half-openouvrir   to openoffrir   to offerrecouvrir   to recover, conceal  rouvrir   to reopen EXPRESSIONS AND USAGE souffrir  en silence   to suffer in silenceSi tu avais souffert ce que jai souffert  !   If youd suffered as much as I have !,  if you had gone through what I have !Elle ne souffre pas dà ªtre critiquà ©e  /  quon la critique.   She cant stand  /  take criticismTu souffres  ?  Ã‚  Are you in pain ? Does it hurt ?souffrir de   to suffer fromsouffrir des dents   to have trouble with ones teeth  souffrir le martyr   to suffer agoniesSon dos lui fait souffrir le martyre. He has terrible trouble with his back.faire souffrir quelquun   to make someone  suffer  Ã‚  ne pas pouvoir souffrir quelquun to not be able to bear someoneJe ne peux souffrir cette idà ©e.  Ã‚  I cant bear the thoughtIl ne peut pas la souffrir.  Ã‚  He cant bear her.  Ã‚  souffrir  inutilement   to suffer needlessly  souffrir  financià ¨rement   to suffer financially / to be in bad straits financiallyOà ¹ souffrez-vous  ?   Where is the pain ? / Where does it hurt ?Elle a beaucoup souffert lors de son accouchement. She had a very painful delivery. Il est mort sans souffrir.   He felt no pain when he died.souffrir de la faim / soif  Ã‚  to suffer from hunger / thirstsouffrir de la chaleur   to suffer from the heatsouffrir de  (figurative):  Sa renommà ©e a souffert du scandale. His reputation suffered from the scandal.dà »t ton amour-propre en souffrir  Ã‚  even though your pride may sufferLes rà ©coltes nont pas trop souffert. The crops didnt suffer too much  /  werent too badly damaged.Cest le sud du pays qui a le plus souffert.   The southern part of the country was the hit the hardest.se souffrir (pronominal): Ils ne peuvent pas se souffrir. They cant stand  / bear each other. Simple Conjugations of the Irregular French -ir Verb Soufrir Present Future Imperfect Present participle je souffre souffrirai souffrais souffrant tu souffres souffriras souffrais il souffre souffrira souffrait nous souffrons souffrirons souffrions vous souffrez souffrirez souffriez ils souffrent souffriront souffraient Pass compos Auxiliary verb avoir Past participle souffert Subjunctive Conditional Pass simple Imperfect subjunctive je souffre souffrirais souffris souffrisse tu souffres souffrirais souffris souffrisses il souffre souffrirait souffrit souffrt nous souffrions souffririons souffrmes souffrissions vous souffriez souffririez souffrtes souffrissiez ils souffrent souffriraient souffrirent souffrissent Imperative tu souffre nous souffrons vous souffrez

stock marcket essays

stock marcket essays In this paper I am going to discuss the 1929 stock market crash. First I will give a brief summary of the crash and then I will compare it to the stock market today. I will also give examples of how people today are more cautious with their money and what was learned from the Great Crash of 1929. On October 24, 1929, Black Thursday, the stock market took a sickening plunge and wiped out many private investors. The following Monday, the market fell again and many businesses were bankrupted. People felt things couldn't get worse, but they did. The next day, October 29, black Tuesday, the market went into a terrifying free fall as stocks could find no buyers at any price. The economy was devastated and would not recover for a full This was the time of the great crash, when securities on the nation's stock exchanges lost more then a third of their value that haunted the memories of an entire generation. The dreams of hundreds of thousands American investors vanished in the smashup along with their hard-earned savings, when the country was battered by the severe psychological trauma whose effects were still plainly visible more than a decade later. In 1934 Roosevelt established a new federal agency the Securities and Exchange Commission, to oversee the stock market, which we still use today. Roosevelt also established the New Deal whose goal was to attack the great depression through recovery for the economy, relief for the needy, and reforms to ward off future depressions. Through it never brought full recovery, the New Deal did improve economic conditions, provided relief to thousands of Americans Once again today's stock market is in turmoil. Friday, the NASDAQ composite index fell to its lowest level since November 1998, capping a seven-week losing streak. The Dow Jones industrial average had its worst ...

Critically examine how a firms HR strategy could be its source of Essay

Critically examine how a firms HR strategy could be its source of competitive advantage - Essay Example This success has come with its share of problems and discrepancies as well. There have been occasions when the workforce has just not been good enough. Also the fact that this workforce has relied heavily on the adequate usage of the resources at hand is another quagmire that the peculiar business fraternities have found themselves within. The manner in which the HR operations have brought about a huge drift within the global business operations and the building up of competitive advantage over a period of time is an example in its own right and one that deserves its due share of acclaim and applaud, however the significance of having diverse workforce regimes is one aspect that needs to be understood within the proper contexts. The present day workforce depends a great deal on the way in which workers perform their duties and remain committed to the growth potentials of the business. It does not really matter if the workers are full time employees, or contingent or part time ones. What is needed and looked upon is the manner in which employees work towards attaining the goals and objectives of the business and provide benefits to the eventual position of the organization. This is the single most quintessential basis for the HR to identify with and no other aspect is deemed in the same vein when it comes to the amount of significance that the organizational employees could exhibit on any given day. (Peterson, 2002) If the HR entity has a major share of temporary workers within its fold, it is of paramount essence that the organization’s own culture is strong and there are no apprehensions in this basis whatsoever. This is because organization’s culture lays the foundation stone for their devot ion and work place performance levels to a higher magnitude. Any set of values and beliefs make up a culture, the simplest definition that one could

THE VERMONT COMPANY Assignment Example | Topics and Well Written Essays - 500 words

THE VERMONT COMPANY - Assignment Example Comparing the industry’s financial ratios with the ratios of Vermont Company reveal similarities hence an implication that the company is doing fairly with respect to the industry’s current situation. The accountant is therefore not justifiably concerned. Should the bank call or demand immediate repayment of the loan, then the Vermont Company has the option of taking a short borrowing from another bank or selling more shares in the market to increase the share capital of the company. g. Assuming that instead of disposable paper and plastic products that the business sells automobiles to individuals, this change in the industry would alter my recommendations. This is because different industries are affected by different factors and economic situations. Therefore, considering the fact that the disposable paper and plastic products industry is very different from the automobiles industry, the recommendations would definitely