Incident free essay sample

In the Disaster in Franklin County reproduction (Regents of the University of Minnesota [UMN], 2006), there were a few key work force in the occurrence order group. This idea is used in genuine catastrophes when the Public Health Director is answerable for working together with the other key staff from the network. A portion of these individuals are the Fire Chief, Police Chief and EMS Director who all in all give an outline of potential general wellbeing concerns coming about because of the catastrophe. Frequently the issues that should be tended to are acquisition of essential supplies, potential clearing plans, the board of intensity blackouts and risky spills, initiation of crisis staff and correspondence to people in general. The Public Health Director will build up the Incident Command Center and dole out duties to the different areas. The Public Health Nurse is typically part of a multi-disciplinary group that is sent to mind occupants after a fiasco or potentially staff the transitory asylums. In the Disaster in Franklin County reproduction, the attendant is sent to go entryway to entryway to evaluate the requirements of the inhabitants. The essential capacity as of now is to triage the people in question and empty or get extra assets dependent on the particular needs. The medical caretaker likewise is vigorously associated with correspondence and training about the condition of recuperation and wellbeing conventions that ought to be started. Hierarchy of leadership Chain of Command, as characterized by The Federal Emergency Management Agency (FEMA), is â€Å"an precise line of power inside the positions of the episode the executives organization† (ICS Intro, n. . , Lesson 2). The Incident Commander characterizes the occurrence activity plan and allots the jobs of the episode reaction group (ICS, 2010). The Public Information Officer ensures that exact data is conveyed to general society and included organizations. The Planning Chief accumulates, breaks down and dis perses data to everybody. The person is planning for what else can happen. The Logistics Section Chief is answerable for acquiring gear, supplies and space expected to do the activities of the group. The Liaison Officer is the contact individual for supporting organizations and transfers data and gives briefings when demonstrated. The Operations Section Chief sorts out, appoints and regulates the colleagues. The Finance/Administration Chief guarantees that every single monetary procedure are right and screens assets that have been utilized (Regents of the University of Minnesota [UMN], 2006). Assets The people group wellbeing medical attendant regularly covers huge territories in a calamity and should have the option to guide residents to different zones dependent on their necessities. The capacity to distinguish accessible assets will be significant to these medical caretakers just as the people in question. Security and safe house are the absolute most significant issues that these attendants should address. The quality of a certified network wellbeing attendant originates from knowing the assets accessible to them to address circumstances that are out of their extent of training. Natural Health Specialists, Social Services, Public Health Director, and Center for Disease Control Prevention (CDC) are offices that are frequently counseled. One case of this use is a pre-printed instructive flyer on different subjects in a few dialects that medical caretakers can convey. During times of pressure, casualties have such huge numbers of issues which they are managing that it is frequently difficult to focus and procedure all data that they hear. Having this data in composed arrangement gives them something to allude back to after the medical caretaker is no more. Different assets are key individuals in the Public Health Departments to help with issues, for example, unsafe pills, distress advising, departure to alleviation covers and more significant level clinical treatment. Activities of Community Health Nurse One of the most basic jobs of a Community Health Nurse is to survey the dire medical problems and accessibility of food, water and essential clinical supplies. When these quick wellbeing concerns are surveyed, the medical attendant will assess the whole circumstance and their extended needs. Help with this will requir e the attendant to know the different assets accessible in the territory and how best to use them. In one situation in the Disaster in Franklin County, an occupant asks about a dangerous spill in their shed. The medical caretaker has flyers from associations like the CDC in a few dialects that can be conveyed for direction until an Environment Health Specialist can be sent. The attendant leaves this composed data with the person in question and reaches the fitting office for additional assessment. The female in the subsequent family has all the earmarks of being under a lot of pressure as a result of the extra difficulties dealing with a child and relative in this circumstance. The medical attendant listens sympathetically and afterward instructs the inhabitant on the chance of migrating to an asylum which can offer supplies and extra help. The attendant additionally contacts social administrations to help the family and orchestrates somebody to visit the family unit. The third family unit had inhabitants that were non-English talking and the medical attendant experienced issues speaking with them in their local language. The capacity to outfit the occupant with flyers in their local language permitted the attendant to convey the essential wellbeing directions and afterward mastermind to have somebody catch up with them that was conversant in their local language. The fourth family that was talked about in the reproduction had the potential for a health related crisis as a result of the powerlessness for the inhabitant to acquire medicine for hypertension. The medical attendant understood this must be tended to and orchestrated migration to a sanctuary. This sanctuary provided the essential prescription just as clinical management varying. Adapting To Aftermath Problems coming about because of debacles wait for a long while after the intense stage in a catastrophe and casualties may have issues emerge that they didn't know about at first. Network wellbeing medical attendants are regularly an essential purpose of contact for a considerable lot of these circumstances and must be set up for different issues. Now and then, they are approached to just promise the casualty that they are not the only one in the circumstance and that assist will with continueing to come. At the point when a medical caretaker permits a casualty to talk about their interests, the attendant can rapidly assist referrals to the fitting region on the off chance that it is out of their extent of training. Infrequently, simply having the approval and consolation from an expert imparts trust that things will show signs of improvement soon. In the circumstance where the guest expressed that her better half was irate and her youngster was drawing upsetting photos of the tempest, the attendant originally ensured that the guest was in no peril. From that point onward, consolation was given and a referral was made to an increasingly qualified supplier for directing. At the point when another guest distinguished the issues with form in the storm cellar, the attendant approved this sounded genuine and educated the casualty that suitable natural expert would be reached quickly to come and assess the issue. Notwithstanding approving the expected reality of the issue, the medical attendant realized the region to contact for help and took care of this for the person in question. The medical attendant immediately distinguished the significance of the call from the dad of the kid with the consumes on her hands from getting a ball from a jettison and called 911 right away. The nurse’s clinical preparing and basic reasoning aptitudes guided this choice to keep expected damage from happening to others in the zone. By informing 911, the territory would be made sure about rapidly and different divisions would be brought in as shown. All through the entirety of this, the network nurture works as the focal point of a wheel to get and appropriate key data. Procedures In upsetting circumstances individuals in power or key positions can shake or mitigate those that have been influenced. The most significant thing that the medical attendant must do is listen eagerly to what the casualty is stating. This is the main way that they can evaluate the security of the person in question and comprehend the whole circumstance. On the off chance that the medical caretaker feels that wellbeing is an issue, the individual should quickly contact the fitting office while keeping quiet and steady. The medical caretaker must have the option to feel for what the casualty is experiencing and promise them that they are not the only one. The medical caretaker included every one of the occupants in the dynamic identified with their circumstance. By plainly expressing the different alternatives and examining the advantages of each, the attendant helped with giving them some feeling of control once more into their life. Polished methodology is another characteristic that the medical attendant must depict, particularly as it identifies with different offices or offices. Debacles cause a colossal measure of extra work and worry to frameworks and thus may result in more slow procedure times. Rather than condemning these offices for the idealness of goals, the attendant ought to keep up exact updates and impart this to the people in question while consoling them. On the off chance that the medical attendant doesn't have data that is mentioned, the individual in question ought to either encourage the casualty getting to the suitable region or examination it and catch up with the person in question. Readiness of Nurses Reports from ineffectual crisis reactions demonstrate that poor reactions principally result from deficient administration (ICS Intro, n. d. ). Compelling crisis reaction and the board starts with broad arranging and preparing including different organizations in a network. This arranging and preparing is continuous and is refreshed dependent on the size of the network, assets accessible and expected dangers to the zone. Network attendants will be answerable for rewarding casualties in a comprehensive way. In the position paper â€Å"The Role of Public Health Nurses in Emergency Preparedness and Response† (The Association of State and Territorial

Personal Statement for Healthcare Management -myassignmenthelp.com

Question: Expound on thePersonal Statementfor Business and Healthcare Management. Answer: Individual Statement The will to win, the longing to succeed, the desire to arrive at your maximum capacity, these are the keys that will open the entryway to individual greatness - Confucius I am Durga Durai from Malaysia.With the profession possibilities of making my very own character, having a firm social standing, being monetarily secure,I sought after a Secondary School Diploma from Sunway College, Malaysia. I am a sort and calm young lady who is exceptionally composed .I am enthusiastic about my life objectives. I am an individual with idealistic and winning disposition towards work who is energetic to confront new difficulties. In the wake of finishing my tutoring, I understand that an absence of degree in the executives is constraining the potential. So I, feel that endeavor a Business and Healthcare Management program will assist me with obtaining generous information, experience and ability in the field of the executives. With respect to my future, I anticipate make a profession in the field of advertising. Picking up bits of knowledge from graduated class of some driving business colleges, a gradaute degree from Anglia Ruskin University which very eminent in U K will assist me with learning adaptability in speculation, capacity to deal with the unanticipated occasions and vital viewpoint which are fundamental to prevail in a field of Marketing and help me to connect the holes among Sales and Marketing. I trust it will likewise sharpen delicate abilities, consolidate hypothetical and down to earth preparing, give household and universal industry presentation, empower organizing and create critical thinking mentality. I need to figure out how to adapt to disappointments throughout everyday life and to be careful, and to take up battles that went along in regular day to day existence. It will assist me with understanding that alongside specialized information it is critical to realize how to advertise your item. My first meeting with the universe of deals and showcasing was when in summer occasions at school I used to visit with father to his clients. These episodes of visiting a better place and meeting an alternate individual ordinary were happy and it turned out to be such a characterizing experience, that it helped in choosing the profession way in later stages. In any case, I was constantly captivated by various sorts of social insurance items at that point and would much of the time read about them in different diaries and books.So, seeking after a graduation in Business and Healthcare Management turned into a characteristic decision. During my school days, I took dynamic support in hierarchical exercises and sports. I am extremely enthusiastic about indoor games, for example, bowling .I have taken an interest in a few occasions at the school level. I have scaled up my affection in clinical field. I love to peruse books identified with medication and am energetic about picking up information around a few kinds of medical procedure and the strategies to fix them. I additionally love watching clinical medical procedure recordings in my recreation time on web to increase commonsense information. My quality is my hopeful and winning disposition towards work. I understand that endeavor a Business and Healthcare Management course from head Anglia Ruskin University will assist me with acquiring generous information, experience and skill in the field of the board. It will likewise help me in improving my delicate aptitudes, since I accept that learning should be possible by books additionally, yet the delicate abilities that one procures in a namagement course while interfacing and organizing with quality mind opens up ones manner of thinking. Aside from this, a BSc (Hons.)course in Business and Healthcare Management will help me in understanding my drawn out objectives of either being an effective business person or arriving at statures of company pecking order in a regarded association. An alumni the executives course in Business and Healthcare will likewise help me profiting the lives of people in a few ways.I would pick up involvement with the deals and advertising of new medications that could be utilized or the treatment of a few sorts of diseases.It will improve the wellbeing of overall population by disposing of a few lethal ailments and they would have the option to lead an ordinary and a glad life. As I set out to fly higher in the sky looking for more current limits, I trust Anglia Ruskin University will be that Wind underneath my wings which will assist me with contacting more up to date skies and skylines. I consequently make a sincere solicitation to think about my application for affirmation in your regarded University.

3 Risks of Short-Term No Credit Check Loans - OppLoans

3 Risks of Short-Term No Credit Check Loans - OppLoans 3 Risks of Short-Term No Credit Check Loans 3 Risks of Short-Term No Credit Check LoansYou might be familiar with the high APRs that come with no credit check loans, but did you also know that their lump sum payments could end up driving you into a cycle of debt?No credit check loans can be a good financial solution when you need cash in a hurry. But that doesnt mean you should simply take the first loan you see advertised or enter the transaction without understanding the risksâ€"especially if the loan is a short-term payday loan, title loan, or cash advance.When shopping around for a short-term no credit check loan, these are the three risks you need to know.1. High APRs.This isn’t so much a risk as it is a given. No credit check and other bad credit loans come with much higher interest rates than standard personal loans. Due to the increased risk of default, there’s really no way around it.But short-term no credit check loans have APRs that are extremely high, even compared to other types of bad credit loan products. An d while these products may seem like a great way to get out of debt fast, their high APRs could help trap you in a recurring  cycle of debt.Simply looking at the interest rate for one of these loans doesn’t tell the whole story. For instance, a 15 percent interest charge on a two-week payday loan doesnt sound that bad, right?That’s why you should check the APR. Regular loans calculate interest on an annual basis, while short-term loans calculate interest by the week or the month. As such, a two-week rate of 15 percent translates to an APR of 391 percent!Yeah, we weren’t joking about these loans being way more expensive than standard loans or credit cards. If you have bad credit and are looking for a loan, a lower APR is one factor you should definitely be keeping in mind.2. Unaffordable payments.As we mentioned in the previous section, a short-term loan might seem like a great way to get out of debt quick, but those shorter terms can end up working against you, too. And one wa y that a short-term loan can spell trouble is through the size of their payments.Unlike installment loans, which are paid off a little bit at a time, short-term no credit check loans are paid off in a single lump sum. And while this may seem convenient, it isn’t always. Many payday users find that this single payment is more than they can afford in such a short span.Think about it: The reason that many people take out a payday or title loan is that they’re facing an unexpected expense or financial shortfall. Even if the due date is set on their next payday, paying back the amount they borrowed plus interest only weeks after they borrowed the loan is going to blow a brand new hole in their budget.When someone can’t afford to make their loan payment, many of them end up having to roll over their loanâ€"extending the due date in return for an additional interest chargeâ€"or borrowing a new loan immediately after they pay off the old one. If they have to do this repeatedly, it mea ns they’ve become trapped in a cycle of debt.This is a reality for many no credit check borrowers. According to a  study from the Pew Research Centers, over 80 percent of payday loan customers don’t have enough money in their monthly budgets to cover their payments, while the Consumer Financial Protection Bureau  found that the average payday borrower takes out 10 loans per year.Before opting into a short-term payday or title loan, you should look into the bad credit installment loan options available in your area. A longer repayment period means smaller individual payments, which could fit more easily into your budget.3. Lenders that don’t check if you can repay.Before taking out a bad credit loan, you need to look over your budget and make sure that you can afford your payments without having to take out an additional loan. And one of the reasons that you need to do this is that many no credit check lenders won’t.This is very different from how traditional lending institut ions work. Making sure that their customers can repay is why banks and other personal lenders check an applicant’s credit in the first place. If their score is too low, that means that the risk of them defaulting is too high, and the lender will refuse to extend them credit.But many no credit check lenders do just the opposite. They don’t do anything to see whether or not a potential customer can afford the loan they’re applying for. If they end up needing to rollover or reborrow their loan, these lenders stand to make more money than if the person paid their loan off on time.Instead, you should look for a bad credit lender that checks whether or not you can repay your loan. This could be a soft credit check (which won’t affect your credit score) or it could mean verifying your income. Whatever method they use, it shows that these lenders care.Before you click “yes” on an online loan agreement or head down to your local brick-and-mortar payday lender, make sure you accou nt for the three risks laid out in this article. If you can find a lender that addresses all three, odds are you’ve found the right no credit check loan for you.To learn more about how you can improve your financial situation, check out these other articles from OppLoans:How to Raise Your Credit Score by 100 PointsSave More Money with These 40 Expert Tips10 Good Money Habits to Make Your Friends JealousBuilding Your Financial Life: Budgeting for BeginnersDo you have a personal finance question youd like us to answer? Let us know! You can find us  on  Facebook  and  Twitter.Visit OppLoans on  YouTube  |  Facebook  |  Twitter  |  LinkedIN  |Instagram

Performing In Pornographic Films And the Risks Involved

Pornography has been a controversial topic throughout history. With the advent of the V.C.R. Pornographic film industry blew up in the 1980s then again with the Internet in the late 1990s. With the knowledge that wealth could be attained by anybody beautiful enough and willing to have sex on camera, the industry exploded with tons of new talent. Unfortunately, there are severe risks involved in the pornographic film industry: STDS, mental health disorders, drug addiction, and other harmful affects that should have potential performers thinking twice. Monthly tests for STDs including HIV, Gonorrhea, and Chlamydia are now a part of life in the industry (Grudzen, et al. P72 Pathways). Greater prevalence of HPV, Herpes, gonorrhea, and†¦show more content†¦they end up doing things to their body that they don’t want to do.†(Grutzen et al, p73 Pathways) The men also undergo physiological changes for the job as well, many use steroids as well as erectile dysfunction dru gs (Grutzen et al, p74 Pathways). There may be performers who take 3 or 4 viagra/levitra pills like mints to accommodate the long hours on set(Grutzen et al, p74 Pathways). Further, there is an injectable erectile dysfunction drug that leaves an open wound in the penis( Grutzen et al, p74 Pathways) that may potentially spread or help in the acquisition of an STD. Physical harm may come to those who choose to perform, particularly the female actors though. In Grutzens Pathways article it is said that several interviewed women â€Å"reported having experienced hair-pulling, choking, and consensual sexual acts in which performers were injured.†(Grutzen et al, p74 Pathways) This is consistent with what Tianna Lynn stated in an interview that in her three week porn career I was in the hospital three times. Allergic to lube. Being pounded too hard. My cervix closed up. My ass got torn up.(Lubben). In the Pathways article it is reported that most the abuses are by males, one company forced rapes even(Grutzen et al, p74 Pathways). In the case of anal tearing, one actress did not pursue medical treatment until she got an infection in her abdomen(Grutzen et al, p74 Pathways). There is no consensus upon whetherShow MoreRelatedThe Social World1413 Words   |  6 Pagespornification of media today is that of the evolution of porn. Pornographic content has always been in existence with our culture with prehistoric rock art dated before civilisation depicting sexual acts. This can also be seen in art work during the Victorian era such as that of the painting by Édouard Manet titled Olympia which was a nude picture of a French courtesan which proved quite controversial (Beck 2003). Although pornographic material wasn’t largely decriminalized until the mid to late 1950sRead MoreWe Must Make Virtual Child Pornography Illegal Essay2771 Words   |  12 Pagespornography has been present in society for centuries, but has only recently become more accessible thr ough the development of the printing press and subsequently, the technology of the Internet. Until the mid-1990s, illegal child pornography [had only] involved depictions of actual children engaged in sexually explicit activity (ACLU), and virtual pornography had never before been an issue. This was before the Internet. The October 1996 Child Pornography Prevention Act was put into place with the purposeRead More The Blame Game: Media vs. the Society Essay2091 Words   |  9 Pagesairing some programs during specific times, usually have raised alarm upon some groups of society. For instance in Nairobi, Kenya, internet access has been barred in some parts, to curb underage access of pornographic materials. Some media have also been closed because of televising inappropriate films. Televisions specifically expose people on images of violence, sex and much more. Statistics indicates that over 40,000 children are exposed to these vices every year. More companies are emerging by dayRead MorePornography on the Internet Essay2235 Words   |  9 Pagesimages of women performing degrading acts in order to gain pleasure. They will then act on these sexual desires with their partners. In other words, men begin to look at women purely as sex objects and less like people. This will cause more instances of rape and harassment in our society which, without a doubt, is not going to bring us closer to equality. I dont think this is new news to many folks, but I think now with the Internet more people becoming alarmed because pornographic material is becomingRead MoreWomen as Commodity8899 Words   |  36 Pagesapart from being a suitcase to carry the child, how far can they be pushed into invisibility? How far can we ignore their moral status? It is not the intention of this report to suggest that surrogacy is wrong or unethical. There are serious problems involved, and these are partly moral, legal and partly ethical. Any attempt to legalize surrogacy, commercial or otherwise, must take into account the above implications. A failure to consider the ethical implications of surrogate motherhood, commercial orRead MoreWomen as Commodity8915 Words   |  36 Pagesapart from being a suitcase to carry the child, how far can they be pushed into invisibility? How far can we ignore their moral status? It is not the intention of this report to suggest that surrogacy is wrong or unethical. There a re serious problems involved, and these are partly moral, legal and partly ethical. Any attempt to legalize surrogacy, commercial or otherwise, must take into account the above implications. A failure to consider the ethical implications of surrogate motherhood, commercial orRead MoreTeenage Pregnancy in Malaysia5374 Words   |  22 Pagesthe ever-growing problem of teenage pregnancy. In most reported cases, these hapless young women even attempt to abandon their new-borns in the most harrowing ways. Sexuality without social maturity often leads to pregnancy. These mothers are at high risk of not finishing school which often leads to them and their children living in poverty. Teenage pregnancy has become a rampant social issue and it has emerged to become a very disturbing trend in Malaysia. A large number of girls have seek help fromRead MoreA Synopsis of the Movie I Not Stupid Too4121 Words   |  17 PagesOF THE STORY | I Not Stupid too is a satirical comedy film focused on the theme of problems in educational system, generation gap, upshots of media and abusive use of technology as a form of escapism, juvenile delinquency and other related social issues. Throughout the film, you will tend to reflect with some scenarios which you will find tremendously familiar with our country’s pertinent issues which make it appearsRead MoreEssay on Social Learning Theory of Albert Bandura3891 Words   |  16 Pagesbehavior, but he thinks that classical learning theorys preoccupation with trial-and-error learning is shortsighted. Coping with the demands of everyday life would be exceedingly trying if one could arrive at solutions to problems only by actually performing possible options and suffering the consequences.1 His social learning theory concentrates on the power of example. THE SPREAD OF TV VIOLENCE THROUGH MODELING Banduras major premise is that we can learn by observing others. He considers vicariousRead MoreInternet Predators4501 Words   |  19 Pagespreteen, that s not always the case. Unfortunately, children are now dying at the hands of their Internet child molesters and, not all sexual exploitation of children occurs offline. These child molesters are blackmailing the children into performing sexual acts in the comfort of their own homes, on web cams. Yet, 100% of the children molested by Internet sexual predators went willingly to a meeting. They may have thought they were meeting a cute fourteen year old boy or girl, but they knew

The Performance Of A Professional Theatre Company

Introduction The company name which our group chose was Vivid Theatre. I chose this because it reflects how we were a professional theatre company, and I wanted our performance to be vivid, and engaging. This is why our group chose this name for our company. The brief which we received was: ‘†¦We are such stuff as dreams are made on†¦.’ Our piece would be performed as part of a weekend on a youth project; the content had to be suitable for community audiences. This meant that whilst devising our piece I had to keep in mind the target audience and what would be appropriate, for example: we couldn’t have issues which were too controversial or serious as this would not be suitable for the audience. Our piece also had to engaging in order to†¦show more content†¦Then I had the idea to do our piece about the civil rights movement, this came from the ‘dream’ that Martin Luther King had in his famous speech. This is the idea which the group decided to agree on and base our piece on, ‘equality’. In order to make it relevant to modern day, the group decided to relate modern issues with equality to the piece as well. I contributed the idea to this that we should focus on homophobia, which is a modern day inequality, as well as referencing inequality issues which have been going on for much longer- racism. Initial Research: After deciding on this theme, I did a lot of different research. I used the internet mainly to learn about poignant moments during the civil rights movement, and for racial equality throughout history right to modern day. I found information on things such as: Rosa Parks; the Montgomery bus boycott; Martin Luther King’s ‘I have a dream speech’ and assassination; Little Rock Nine; the first black president of the USA; and how police brutality in America (cases such as Michael Brown’s murder in Ferguson) is still present today. The research which I did helped the group as it gave us idea on what to base our scenes off. Whilst doing this research, it really surprised me how much discrimination is still present in society. I also researched homophobia, in order to help us devise the more modern aspects of our piece. Whilst doing this, I discovered information about

Narrative Is The Root Of Some Fields - 1510 Words

Narrative is the root of some fields which includes education, rhetoric, literature, religion, law, history: culture (Wilson, 1989). It can be seen as a tool to create traditions and symbols as means of communication and it is a source to understand and strengthen the identity of the organisation (Kroeze and Keulen, 2013). As a conceptual theme, narrative becomes a self-conscious system and a reflexive field. In other words, the role of narrative in personal lives is to show how it can be utilized effectively for reflexives practices. In light of this notion, personal reflexive capabilities are a process of exposing or questioning our ways of doing. It is the method for individual through the mirror that has ability to take responsibility for their stories and their exploration, and the role of fact in lives. This essay will focus on how narratives may be reflexively used at different stages, especially history: culture and education, as a tool to access the frameworks. In a narrative, the movement from sign to sign has a recognizable social, cultural and historical significance. Narrative is one of the main elements in history play (Wilson, 1989). It is the mode in which our culture is transmitted, from fairly stories to political history. Barthes(1987) states that narrative is international, transhistorical, transcultural and it is simply there like life itself. Narrative creates the way we see our place in society and the way we perceive is as moulded around us,Show MoreRelatedThe Discipline Of Environmental History1279 Words   |  6 Pageshistory training in the field is not a requirement. Rather, a conglomeration of backgrounds can provide insight into the study. Additionally, her article takes a materialistic approach, suggesting that straying too far from this idea will lead to the breakdown of this study. While this seems to be the foundation of her article, her ultimate goal is a juxtaposition between the previous approach and the idea that expanding the field is vital in creating a contemporary narrative. By cultivating sourcesRead MoreThe Discipline Of Environmental History1287 Words   |  6 Pagesnecessarily be trained in that field. Rather, a conglomeration of backgrounds can provide insight into the study. Additionally, her article takes a materialistic approach, suggesting that straying too far from this idea will lead to the breakdown of this study. While this seems to be the foundation of her article, her ultimate goal is a juxtaposition between the previous approach and the idea that expanding the field is vital in creating a contemporary narrative. By cultivating sources that embraceRead MoreEssay about Narrative on Frederick Douglass1322 Words   |  6 PagesNarrative on Frederick Douglass Slavery was perhaps one of the most appalling tragedies in the history of The United States of America. To tell the people of the terrible facts, runaway slaves wrote their accounts of slavery down on paper and published it for the nation to read. Frederick Douglass and Harriet Jacobs were just two of the many slaves who did this. Each of the slaves had different experiences with slavery, but they all had one thing in common: they tell of the abominable institutionRead MoreComparing 3 Short Films1533 Words   |  7 Pagestheir technical, audio, visual codes characterization and narrative are constructed to relay the genre to its audience. It has been quoted that the Concept of genre is important in arousing the expectations of an audience and how they judge and select texts(Bateman, 2010, pg46) presenting a valid point in Lovefield by Matthieu Ratthe, a horror short film released in 2008 about a young woman who gives birth in a farmer’s field. By using conventional horror technical and audio codes theRead MoreEssay on The Confined Voices of Female Slaves1690 Words   |  7 PagesConfined Voices of Female Slaves Slave narratives provide a first-hand experience on slave lives and reveal the truth about slavery. Through the writing of narratives, slaves hoped to expose the cruel and inhumane aspects of slavery and their struggles, sorrows, and triumphs. In the late eighteenth and early nineteenth centuries, slave narratives were important means of opening a dialogue between blacks and whites about slavery and freedom. Some slave narratives were crafted to enlighten white readersRead MoreThe Meaning Of A School By Mara Casey Tieken1319 Words   |  6 Pages† Tieken provides a detailed narrative of the reasons why she decided to move to Vanleer. Tieken loves both rural living, and rural education and such emotions are exemplified throughout the chapter. The emotion depicted in her account displays a compassionate tone. The author writes, â€Å"I love that I couldn’t separate the â€Å"rural† from â€Å"teaching,† that teaching here was completely and utterly tied to this very particular place† (Tieken 2014, 6). Her descriptive narrative makes the reading relatableRead MoreAnalysis of Space Jam1342 Words   |  6 Pageshas such an overwhelming presence in our lives. Space Jam, a highly popular movie made in 1996, blends elements of animation, comedy, sports, and renowned American icons to spin a tale that is not only highly entertaining but provides tropes and narratives that are teeming with insights and critiques of American society. The first step toward analyzing any piece of popular culture is to lay out and understand its explicit plot, or storyline. Space Jam is an enjoyable film starring world famousRead MoreThe Harlem Renaissance and Slave Narratives1431 Words   |  6 Pagesequality, where the slave authors didn’t have education and didn’t care about it, the second difference is their purpose and their audience which are both different in the slave narratives and in the Harlem Renaissance. No matter of their differences in knowledge and power both the Harlem Renaissance writers and slave narratives showed the will for a better life and hope for the future, which they hoped to make better. Writers like Langston Hughes who were from the Harlem renaissance and were educatedRead MoreThe Color Purple As An Empowering Narrative That Reflects A Progressive Society Essay1676 Words   |  7 PagesTo what extent can the Colour purple be viewed as an empowering narrative that reflects a progressive society in relation to women, in comparison to the inequality portrayed through the novels characters and relationships? The Colour Purple is an epistolic, confessional novel based on the fictional version of 1940’s rural Georgia. Significant for its racial and sexual prejudices, the novel displays the effect of gender inequality; exploring how the female characters both conform and defy societyRead MoreThe Parable of the Sower674 Words   |  3 Pageshe sowed, some seeds fell by the way side, and the fowls came and devoured them up: 5: Some fell upon stony places, where they had not much earth: and forthwith they sprung up, because they had no deepness of earth: 6: And when the sun was up, they were scorched; and because they had no root, they withered away. 7: And some fell among thorns; and the thorns sprung up, and choked them: 8: But other fell into good ground, and brought forth fruit, some an hundredfold, some sixtyfold, some thirtyfold

Analyzing the impact of Turnover Rates in the Hospitality Industry free essay sample

Employee retention or staff turnover The ratio of the number of workers that had to be replaced in a given time period to the average number of workers is the staff turnover or employee turnover. Simple ways to describe it are how long employees tend to stay. If an employer is said to have a high turnover relative to its competitors, it means that employees of that company have a shorter average tenure than those of other companies in the same industry. High turnover can be harmful to a companys productivity if skilled workers are often leaving and the worker population contains a high percentage of novice workers ( Employees leave organizations for many reasons. While some depart involuntarily as a result of dismissal, redundancy or forced retirement; the vast majority resign of their own volition – some to take up new jobs, other to take a permanent or temporary break from participation in the workforce, some to start new business of their own and some find new opportunities or prospects in other companies (Taylor, 1998). Effective employee retention is a systematic effort by employers to create and foster an environment that encourages current employees to remain employed by having policies and practices in place that address their diverse needs. Also of concern are the costs of employee turnover (including hiring costs, training costs, productivity loss). 1. 1. 2 Hospitality Industry Go, Monachello and Baum (1996) state that shifting travel markets, world-class competition, and escalating operating costs are forcing hospitality and tourism organizations to pay more attention than ever before to the needs and desires of their customers. This means that companies are having to find ways to become more responsive and create greater value for their customers. Despite the important role employees play in the success of service organizations, human resource management has traditionally been a week link in the hospitality and tourism industry. In hospitality industry, staff turnover is generally acknowledged to be high, especially in comparison with other industries. An HCITB report in 1984 suggested that staff turnover in the hotel and catering industry was possibly higher than in any other industry (Mullins, 1998). Much of the turnover is movement within the industry. Staff turnover is highest in the first few months of employment. Such turnover – the ‘induction crisis’ – is particularly disruptive and costly (Mullins, 1998). Employees are important in any running of a business; without them the business would be unsuccessful. However, more and more employers today are finding that employees remain for approximately 23 to 24 months, according to the 2006 Bureau of Labor Statistics. The Employment Policy Foundation states it costs a company an averageof $15,000peremployee, including separation costs,paperwork, unemployment; vacancy costs, including overtime or temporary employees and replacement costs including advertisement, interview time, relocation, training and decreased productivity when colleagues depart. Providing a stimulating workplace environment in which fosters happy, motivated and empowered individuals, lowers employee turnover and absentee rates (Taylor, 1998). Research questions aims Questions a) Why employee retention is highest in hospitality industry? b) How employee turnover can be reduced? Aims To understand employee retention, and employee turnover its causes. To discuss the importance of recruitment and selection in hospitality industry. To study the impact of staff turnover in hospitality industry. An attempt to find solutions and provide recommendations for the problem. Following data collection methods will be employed for the investigation of the research strategy: A literature review: A detailed review of academic literature, reference books, journal articles, review of secondary literature from the library and a review of material available via the Internet and University Intranet. This will be used to understand the people management, recruitment and retention in detail. The various theories of motivation and human resource management will help to formulate questions for semi structured interviews. Many psychological and management theories exist regarding the types of job content which is intrinsically satisfying to employees and which, in turn, should minimize external voluntary turnover. Examples include Hertzbergs Two factor theory, McClellands Theory of Needs, and Hackman Oldhams Job Characteristics Model. Semi-structured interviews will be undertaken. The purpose of these interviews is to investigate the impact of employee retention on the company. This will provide valuable qualitative data for use in dissertation. The semi- structured interviews will also provide an opportunity to probe answers and encourage the interviewee to elaborate or build on relevant points as well as commenting on points of relevance not previously considered. The people identified to be interviewed include, the human resource manager and a few employees who left their hotel jobs. Classic HR theories: A theory or theories related to the research will be considered, which will help in understanding the employee turnover issue. It can also help in understanding employee retention and how to improve it. Also theory (or theories) can help in finding various solutions for the research issue. Case study: Case study will help in understanding the reality of the research. Considering a hotel, will give broader knowledge of working of Human Resource department and its dealing. This will help to understand employee’s feelings and expectations from their job and will also help to know the reasons for leaving one particular job. Chapter-2 Literature review 2. 1 Understanding staff turnover and retention The ratio of the number of workers that had to be replaced in a given time period to the average number of workers is the staff turnover or employee turnover (Taylor, 2008). It is gaining or losing employees at a particular rate measured. It is measured for individual companies and for their industry as a whole. If an employer is said to have a high employee turnover relative to its competitors, it means that employees of that company have a shorter average tenure than those of other companies in the same industry. Employee turnover is not good for the organizations. High rate of turnover may lead to decrease in productivity, service delivery and spread of organization’s information or knowledge (naukrihub. com, 2010). There could be many reasons for employee turnover, while some depart involuntarily as a result of dismissal, redundancy or forced retirement, the vast majority resign of their own volition – some to take up new jobs, others to take a permanent or temporary break from participation in the workforce, some to start new businesses of their own (Taylor, 1998). As per Taylor (1998) there are two types of employee turnover – voluntary and involuntary turnover. Taylor broadly defines that voluntary release or turnover includes all resignations not formally initiated by the employer. On the other hand involuntary release could be initiated by the employer. Taylor argues that voluntary release are avoidable and controllable which includes employees who quit primarily because of dissatisfaction with some aspect of their job or the organization whereas involuntary are unavoidable that would have occurred anyway and uncontrollable reasons make that happen such as resignation by an employee because of ill health, relocation of spouses, etc. Few reasons of voluntary release may be. Compensation package differences Job and employee skill mismatch: the job may be less or more challenging according to the employee Inferior facilities, tools, etc. Less recognition Less or no appreciation for work done Less growth opportunities Poor training Poor supervision Less work and life balance practices As cited by Taylor, since the late 1990s, the overall national figure reported by the CIPD and CBI surveys has been between 15 and 20 percent, which is quite high by historical standards reflecting strong economic conditions and the presence of tight labour markets. By contrast, in the early 1990s recessionary conditions led to national turnover rates of only 10 percent. The more opportunity people have to move employers, the more likely they are to do so. As per Taylor many believe high turnover results in skills shortages and according to this theory, skills shortages constrain productivity, which leads to lower output and higher unemployment. Thus, changes in the labour market create ups and downs of the economic cycle.   Impact on organizations Prior research has offered mixed conclusions based on both theoretical and empirical analysis and according to previous research that turnover has negative effects on operating performance due to disruption of existing routines. Others have suggested that firms may benefit from the innovative thinking or increased motivation that new workers bring to the job (scribd. com, 2010). There is no set level of employee turnover that determines at what point turnover starts to have a negative impact on an organization’s performance. Everything depends on the type of labour markets in which you compete. Where it is relatively easy to find and train new employees quickly and at relatively little cost (that is where the labour market is loose), it is possible to sustain high quality levels of service provision despite having a high turnover rate (cipd. co. uk, 2010). By contrast, where skills are relatively scarce, where recruitment is costly or where it takes several weeks to fill a vacancy, turnover is likely to be problematic for the organization. This is especially true of situations in which you are losing staff to direct competitors or where customers have developed relationships with individual employees. Taylor (1998) argues that some writers have emphasized the potentially positive effects of a continuous transfusion of fresh blood into the organization. This means some employee turnover positively benefits organizations. This happens when a poor performer is replaced by a more productive employee, and can happen when a senior retirement allows the promotion or acquisition of welcome fresh blood. A functional turnover (that is, beneficial) serves to promote innovative ideas and methods and can thus renew a stagnating organization. Moderate levels of staff turnover can also help to reduce staff costs in organizations where business levels are unpredictable month on month. When business is slack it is straightforward to hold off filling recently created vacancies for some weeks (cipd. co. uk, 2010). Resignation from a valuable employee could be more damaging when they move on to work for competitors. As cited by Taylor (1998), aside from the costs directly associated with the resignation, there are further good reasons for employers to minimize the numbers of employees leaving. These include productivity losses, impaired quality of service, lost business opportunities, an increased administrative burden and employee demoralization. Thus, it is safe to conclude that, for most organizations, turnover in excess of 5-10 percent has more negative than positive consequences. Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project. Employee retention is beneficial for the organization as well as the employee. Employees today are different. They have got good opportunities in hand because of the wide market. As soon as they feel dissatisfied with the current employer or the job, they switch over to the next job (Taylor, 1998). It is the responsibility of the employer to retain their best employees. If they don’t, they would be left with no good employees. A good employer should know how to attract and retain its employees. It’s not only the cost incurred by a company that emphasizes the need of retaining employees but also the need to retain talented employees from getting poached. The process of employee retention will benefit an organization in the following ways (nuakrihub. com, 2010): The cost of turnover: The cost of employee turnover adds a lot of money to a company’s expenses. While it is difficult to fully calculate the cost of turnover (including hiring costs, training costs and productivity loss), industry experts often quote 25% of the average employee salary as a conservative estimate. Loss of company knowledge: When an employee leaves, he takes with him valuable information about the company, customers, current projects and past history (sometimes to competitors). Much time and money spent on the employee is expected to be returned in future. When the employee leaves, the investment is not realized. Effects on customer service: Customers and clients do business with a company in part because of the people. Relationships are developed that encourage continued sponsorship of the business. When an employee leaves, the relationships that employee built for the company are severed, which could lead to potential customer loss. Turnover leads to more turnovers: When an employee leaves, the effect is felt throughout the organization. Co-workers are often required to pick up the slack. The unspoken negativity often intensifies for the remaining staff. Goodwill of the company: The goodwill of a company is maintained when the attrition rates are low. Higher retention rates motivate potential employees to join the organization. Regaining efficiency: If an employee resigns, then good amount of time is lost in hiring a new employee and then training him/her and this goes to the loss of the company directly which many times goes unnoticed. And even after this a company can not expect same efficiency from the new employee. Improving employee retention The first two steps to take when developing an employee retention strategy are to find out: †¢why employees in hard to recruit groups are leaving? †¢what employee turnover among these groups is costing an organization? Data from exit interviews can be used to develop a costed retention strategy that focuses on particular causes of turnover in a particular organization. Following are the elements which play a positive role in improving retention (cipd. co. uk, 2010): Job previews: A realistic job preview should be given to the prospective employees at the recruitment stage. One should not raise employee’s expectations so that it effects later. Advances in technology present employers with increasing opportunities to familiarize potential candidates with the organization before they accept a position. Line managers accountable: Line managers should be made accountable for staff turnover in their teams. Reward managers with a good record for keeping people by including the subject in appraisals. Line managers should be trained in people management and development skills before being appointed or promoted. Re-training opportunities should be offered to existing managers who have a high level of turnover in their team. Career development and progression: Organizations should try to maximize opportunities for individual employees to develop their skills and move on in their careers. Where promotions are not feasible, a company can look for sideways moves that vary experience and can make the work more interesting. Consult employees: Employees should be given enough chance to ‘voice’ through consultative bodies, regular appraisals, attitude surveys and grievance systems. This will provide dissatisfied employees with a number of mechanisms to sort out problems before resigning. Where there is no opportunity to voice dissatisfaction, resigning is the only option. Be flexible: Wherever possible an employee’s working hours preferences should be taken care of. Where people are forced to work hours that do not suit their domestic responsibilities they will invariably be looking for another job which can offer such hours. Avoid the development of a culture of ‘presenteeism’: Where people feel obliged to work longer hours than are necessary simply to impress management. Evaluation of individual commitment should be based on results achieved and not on hours put in. Job security: Organizations should provide as much job security as possible. Employees who are made to feel that their jobs are precarious may put a great deal of effort in to impress, but they are also likely to be looking for more secure employment at the same time. Security and stability are greatly valued by most employees. Treat people fairly: Discrimination against employees should be avoided. A perception of unfairness, whatever the reality when seen from a management point of view, is a major cause of voluntary resignations. While the overall level of pay is unlikely to play a major role unless it is way below the market rate, perceived unfairness in the distribution of rewards is very likely to lead to resignations. Defend your organization: Organizations should defend themselves against penetration by headhunters and others seeking to poach your staff. Keep internal e-mail addresses confidential, refuse to do business with agents who have poached your staff, and enter into pacts with other employers not to poach one anothers staff. As per Mullins (1998) hospitality as a collective term, may be interpreted in a number of ways. According to an HCTC Report it ‘includes hotels, restaurants, pubs, clubs, cafes, guest houses, contract catering, public sector, industrial, hospital, education and leisure catering’. Mullins states the hospitality industry may also be divided into two major sectors: commercial, and industrial and public services. Commercial include accommodation, meals, licensed trade, and tourism and travel. Industrial and public services include industrial sector, public sector, and hospitals and residential homes. Hospitality industry is a broad category of service industry that includes lodging, restaurants, event planning, theme parks, transportation, cruise line and additional fields within the tourism industry. It is a wide range of organizations offering food and beverage service and accommodation. Go, Monachello and Baum (1996) state that shifting travel markets, world-class competition, and escalating operating costs are forcing hospitality and tourism organizations to pay more attention than ever before to the needs and desires of their customers. This means that companies are having to find ways to become more responsive and create greater value for their customers. In other words, they are having to devise systems to facilitate the delivery of improved customer service. The quality of an organization’s service delivery hinges in part upon its people. Despite the important role employees play in the success of service organizations, human resource management has traditionally been a week link in the hospitality and tourism industry. In hospitality industry staff turnover is generally acknowledged to be high, especially in comparison with other industries. A HCITB report in 1984 suggested that staff turnover in the hotel and catering industry was possibly higher than in any other industry (Mullins, 1998). Much of the turnover is movement within the industry. Staff turnover is highest in the first few months of employment. Such turnover – the ‘induction crisis’ – is particularly disruptive and costly (Mullins, 1998). Mullins (1998) says that although the HCTC (Hotel and Catering Company) report of 1994 reported labour turnover as much reduced from the 1984 report, the average turnover for all sectors was still too high at 26. 8%. Turnover continued to remain higher in the commercial sector (almost double) compared with the catering services sector. Higher than average turnover was found in restaurants (35%), public houses and clubs (34%) and hotels (33%). Turnover was highest among operative staffs and lowest among managers. However Taylor (2008) comments, a number of surveys are undertaken each year in the United Kingdom to establish overall turnover rates. The largest are those carried out by the CIPD and the CBI, but many others are organised by consultancies and employers’ organizations and focus on specific industries. All the surveys reveal considerable fluctuations in turnover rates overtime, in different regions and between different industries. Survey carried out by CIPD give a general indication of substantial variation between industries, particularly when it is considered that the same industries (catering, retailing and call centres) top the table in most years. Taylor’s statement and the table clearly states that hotels and catering industry suffers from highest turnover as compared to any other industry.   With a large number of new properties on anvil and lucrative opportunities in other service segments, the churn at senior levels is happening. To cope, hotel chains are putting retention programmes in place and in turn poaching from other industries like financial services. Recently, Rajesh Punjabi, an investment banker, chucked his eight-year-old stint with Ambit Corporate Finance to join The Hilton as director development for India. The reason for the shift? The excitement of working in a new business segment. Another segment that is seeing movement within the hotel industry is operations. Rajiv Kaul, a veteran in the hotel industry, moved from being area director at the Taj group in Mumbai. Kaul jumped over to rival Hotel Leela venture as senior vice-president, operations. The industry is responding to the attrition issue. At the entry and mid-management level, attrition rates have doubled over the last three years. Sources say the industry is shaking off the perception of being a poor pay master with little concern for employee welfare. However another article by ‘Express Hospitality’ (India, 2007) states that the attrition rate in the hospitality industry is set to double to nearly 50 per cent by 2010, up from the earlier 25 per cent, thanks to rapid expansion, reveals a study conducted by Associated Chambers of Commerce Industry of India (ASSOCHAM). The study also predicts that due to further expansion in the hospitality sector in the Middle East and Europe, there will be a huge demand for trained and skilled personnel in large numbers, in next three years. An article by Menafn. com (UAE, 2008) about ‘Middle East hotel industry faces high attrition rates’ states Employee recruitment and retention are one of the major issues facing the middle east hotel industry with only 10% of staff expected to look for career opportunities within their current property, says a report by Catererglobal. The report, which will be launched at Arabian Travel Market 2008, the Middle East’s premier travel and tourism event, surveyed over 3,000 hospitality professionals from across the region. When asked what employees next career move would be, an additional 10% said they would consider a move within the hotel group they currently for. According to the report’s authors, this high attrition rate implies that retention is an area that regional hotels need to dedicate more attention to if they are to continue to operate successfully. A report by Audit Commission (2002), states the UK labour market is currently highly competitive with unemployment at a historically low level. This means that all employers have to compete harder to attract and retain staff. Within this context, there are widespread reports of recruitment and retention problems. Hence, it can be said that every part of the world is facing high attrition rate in hospitality industry. Employees are important in any running of a business; without them the business would be unsuccessful. However, more and more employers today are finding that employees remain for approximately 23 to 24 months, according to the 2006 Bureau of Labour Statistics. The Employment Policy Foundation states it costs a company an average of $15,000 per employee, including separation costs, paperwork,unemployment;vacancycosts,includingovertimeortemporary employees and replacement costs including advertisement, interview time, relocation, training and decreased productivity when colleagues depart. Providing a stimulating workplaceenvironmentinwhichfosters happy,motivatedandempowered individuals, which lowers employee turnover and absentee rates. Promoting a work environment that fosters personal and professional growth promotes harmony and encouragement on all levels, so the effects are felt company wide (Taylor, 2008). As cited in Rediff India Abroad, according to Rabinder Singh Bedi, president, Hotel Restaurant Association (Western India), the attrition rate of the hotel industry is as high as 35-40 per cent. Bedi says â€Å"The industry needs to tackle the high attrition rate. We are losing most of our staff to the IT ITeS sector, airlines, cruise liners and even hotels in Dubai and Europe at times. Surprisingly, it is happening at all the levels and not just at the top level. † 2. 2. 1 Causes of employee turnover As per an article in academon. com, most people believe those in the hospitality industry work long hours, earn a low income and have very little chance for advancement in their career. The industry actually offers a wide selection of jobs with flexible hours. Hotels and restaurants are attempting to change their image by showing prospective employees the many benefits now being offered, which include training programs and the chance for advancement within the company. However, another article cites, It is predicted that under different economic cycles, different HRM practices have differential impact on employee turnover. Typically, in an economic recession, employees are less willing to quit their jobs because there a fewer employment options available. Therefore, everything else being equal, those who do quit during an economic recession may have to be more dissatisfied with certain HRM practices compared to those who quit during an economic boom. Employees leave for a variety of reasons, including poor supervision, unchallenging positions, limited advancement opportunities, lack of  recognition, limited control over work, perceived pay inequity, and the perception of more favorable opportunities in other companies. High employee turnover is one of the greatest causes of declining productivity. 2. 2. 2 Impact on hospitality industry An organization is as good as its people, and nobody can deny the fact that manpower is the greatest asset of a company. Moreover high attrition rates incur major costs to the company including recruiting expenses,training expenses, unemployment insurance and guest service of a quality less than one has been striving for (Mullins, 1998). Although the impact of employee turnover is same on hospitality industries as in other organizations but being a service industry it faces more problems then the one’s mentioned above. As per an article (articlebase. com, 2007), Employee turnover figure in the hospitality industry is a whopping 50%, enough to make employers lose sleep over the tangible and intangible costs of employee turnover. Turnover has an immediate effect, particularly in customer service-dependent areas of the business. A vacant position means more work for the remaining employees, without making a compromise on the customer service front. Little wonder then, that hospitality companies with low turnover rates report higher customer satisfaction and higher profits. As cited by Go, Monachello and Baum (1996), service in the hospitality and tourism industry involves an interpersonal transaction that takes place between a customer and a complex human delivery system. It is the interaction between the frontline employee and the customer, known as the â€Å"service encounter† or the â€Å"moment of truth,† that has the most direct impact on the customer’s level of satisfaction and overall perception of the organization. However, all employees play a role in the service delivery process. To ensure consistently high service, it is important that these human resources be well-managed and that their talents be fully utilized. 2. 2. 3 Improving Employee Retention in Hospitality Industry In hospitality industry, an organization or hotel should consider following points when planning for employee retention (articlebase. com, 2007): Respect: Any relationship blooms under the swathe of respect. It is, therefore, important for the employers to honour cultures, languages, traditions, and age of their employees. Transparent policies and procedures: After induction, employees need to be educated about the policies and working procedures of the hotel. Keeping them transparent, fair and consistent will help employees see the hotel in good light. Recognition of performance: Compensation in terms of bonuses, rewards, peer recognition etc. is necessary as a recognition strategy. Innovative performance based perks such as an insurance cover and time off can also be included in these. Training programs: Development initiatives and training programs should be made a part of the job. Repeated training is a good way to ingrain particular concepts into employees’ minds. Such initiatives help employees hone their skills at the same time allowing the hotel to use them as per their requirement. Employees are also glad at the prospect of career development through continuous training. Discuss career paths: Career development is important to everyone. Organizations should advice and help on their employees’ career development, highlighting how their job will cater to their needs. Employees should be made to feel that the employer is interested in investing time and money in them provided they stick to their job. This will help both employer and employee achieve mutual goals. Make yourself approachable: Making employees feel comfortable enough to share their problems with the management always helps. Managers, who take weekly rounds of departments finding out the way employees function and whether anybody has a grievance, make them appear friendly and approachable. Analyze: Finding out the reasons for the turnover rates at the hotel is very important. This can be effectively done through exit interviews of the employees planning to leave. HR department should be trained in doing these and should derive an inference from the answers to such questions which will help to give an insight into the needs of the employees and allows employer to sort out any problem areas. Conduct employee surveys: Giving out questionnaires to be filled in by the working people to gauge what they think about working with the hotel will help in bringing up issues that need immediate attention. Employers should be prepared to address them as this will lead to employee satisfaction. Make working fun: Social groups should be formed within the organization, wherein the staff can mingle. Arranging outings or making a newsletter that carries information about and for the employees that is important to them. Find out if any of the staff members is volunteering for a socially responsible group. If yes, plan a donation for it, or at least make a recognition of his contribution to society by patting him on the back. 2. 3 Importance of Recruitment and Selection in hospitality industry Generally recruiting and selecting people to fill new or existing positions, is a crucial element of human resource activity in all tourism and hospitality organizations, irrespective of size, structure or activity. As cited by Mullins (1998), the human element plays a major part in the overall success of any organization, but especially so in a service industry such as hospitality. Many members of the workforce are in direct contact with the customer and are seen as being involved in achieving the objectives of the organization. The quality of service offered is dependent not only upon the skills but also upon the attitudes of the staff. Both are essential if the demands of the customer are to be met satisfactorily. This places particular importance on the personnel function. As cited by Taylor (2008), the terms ‘recruitment’ and ‘selection’ are often considered together, but they are in fact distinct human resource management activities. While recruitment involves actively soliciting applications from potential employees, selection techniques are used to decide which of the applicants is best suited to fill the vacancy in question. Taylor also argues that recruitment can be characterized as a positive activity that requires employers to sell themselves in the relevant labor markets so as to maximize the pool of well-qualified candidates from which future employees can be chosen. By contrast, selection can be seen as a negative activity, in so far as it involves picking out the best of the bunch and turning down the rest. Chapter-3 Findings Analysis 3. 1 Introduction This chapter will comprise of all the findings from various research strategies chosen like literature review, semi-structured interviews, classic human resource theories and case study. The findings will then be analyzed by comparing them with literature review and classic HR theories which will lead to some conclusion. 3. 2 Findings Analysis of research strategies 3. 2. 1 Findings analysis of classic theories of Human resource 3. 2. 1 a) Maslow’s Hierarchy of needs As per Maslow’s hierarchy of needs, motivation is driven by the existence of unsatisfied needs which are more important for individual employees. As cited by Marchington and Wilkinson (2008), the theory suggests that people are motivated by a number of factors at work, aiming to satisfy  one particular need before moving on to attempt to satisfy the next in the hierarchy. In this regard, Abraham Maslow, developed a model in which basic, low-level needs such as physiological requirements and safety must be satisfied before higher-level needs such as self- fulfillment are pursued. It is most often displayed as a pyramid. In this hierarchical model, when a need is mostly satisfied it no longer motivates and the next higher need takes its place. Following are the needs of Maslow’s hierarchy (Marchington and Wilkinson, 2008): Physiological needs: Physiological needs are those to sustain life, such as water, air, food, sleep, etc. These are metabolic requirements for survival in human beings. Maslow believed that these needs are the most basic and instinctive needs in the hierarchy because all needs become secondary until these physiological needs are met (psychology. about. com, 2010). Safety needs: Once physiological needs are met, one’s attention turns to safety and security in order to be free from the threat of physical and emotional harm. Security needs are important for survival, but they are not as demanding as the physiological needs. Examples of security needs include a desire for steady employment, health insurance, safe neighborhoods and shelter from the environment. Social needs: Once the person has met lower level, physiological and safety needs, higher level needs become important, the first of which are social needs. These include needs for belonging, love and affection. Relationships such as friendships, romantic attachments and families help fulfill this need for companionship and acceptance, as does involvement in social, community or religious groups. Esteem needs: Once a person feels a sense of belonging, the need to feel important arises. Esteem needs may be classified as internal or external. Internal esteem needs are those related to self esteem such as self respect and achievement. External esteem needs are those such as social status and recognition. Maslow later refined his model to include a level between esteem needs and self actualization: the need for knowledge and aesthetics. Self-actualization: This is the highest level of Maslow’s hierarchy of needs. It is the summit of Maslow’s hierarchy of needs. It is the quest of reaching one’s full potential as a person. Unlike lower level needs this need is never fully satisfied; as one grows psychologically there are always new opportunities to continue to grow. Self-actualizing people are self-aware, concerned with personal growth, less concerned with the opinions of others and interested fulfilling their potential. They tend to have needs such as truth, justice, wisdom, meaning, etc. Self-actualized persons have frequent occurrences of peak experiences, which are energized moments of profound happiness and harmony. According to Maslow, only a small percentage of the population reaches the level of self-actualization. Limitations of the theory While Maslow’s hierarchy makes sense from an intuitive standpoint, there is little evidence to support its hierarchical aspect. Some reported that there was little evidence for Maslow’s ranking of these needs and even less evidence that these needs are in hierarchical order. For example, some cultures appear to place social needs before any others. 3. 2. 1 b) Herzberg’s motivation-hygiene theory To better understand employee attitudes and motivation, Frederick Herzberg performed studies to determine which factors in an employee’s work environment caused satisfaction or dissatisfaction. Herzberg interviewed employees and asked them if what pleased and displeased them about their work. He found the factors causing job satisfaction (presumably motivation) were different from those causing job dissatisfaction (Marchington and Wilkinson, 2008). He developed the motivation- hygiene theory to explain these results. He called the satisfiers ‘motivators’ and the dissatisfiers ‘hygiene factors’. With the term hygiene he meant maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction. According to Herzberg, factors that lead to satisfaction are: achievement, recognition, workitself,responsibility,advancement,growth,etc. Factorsthatleadto dissatisfaction are: company policy, supervision, relationship with boss, work conditions, salary, relationship with peers, etc. Herzberg reasoned that because the factors causing satisfaction are different from those causing dissatisfaction, the feelings cannot be simply treated as opposites of one another. The opposite of satisfaction is not dissatisfaction, but rather, no satisfaction. Herzberg argued that there are two distinct human needs portrayed. First, there are physiological needs that can be fulfilled by money, such as to purchase food and shelter. Second, there is the psychological need to achieve and grow, and this need is fulfilled by activities that cause one to grow. Limitations of the theory Critics of the Herzberg’s theory argue that the two-factor result is observed because it is natural for people to take credit for satisfaction and to blame dissatisfaction on external factors. Furthermore, job satisfaction does not necessarily imply a high level of motivation or productivity. 3. 2. 1 c) McGregor’s Theory X and Theory Y Douglas McGregor proposed two theories by which to view employee motivation. His theories were called ‘Theory X’ and ‘Theory Y’. Both of these theories begin with the premise that management’s role is to assemble the factors of production, including people, for the economic benefit of the firm (Marchington and Wilkinson, 2008). Theory X assumes that the average person: †¢Dislikes work and attempts to avoid it. †¢Has no ambition, wants no responsibility, and would rather follow than lead. Is self-centered and therefore does not care about organizational goals. †¢Resists change. †¢Is gullible and not particularly intelligent. Essentially, Theory X assumes that people work only for money and security. Under Theory X, management approaches can range from a hard approach to a soft approach. The hard approach relies on coercion, implicit threats, close supervision, and tight controls, essentially an environment of command and control. The soft approach is to be permissive and seek harmony with the hope that in return employees will cooperate when asked to do so. However, neither of these extremes is optimal. The hard approach results in hostility, purposely low-output, and hard-line union demands. The soft approach results in ever-increasing requests for more rewards in exchange for ever-decreasing work output. However, McGregor asserts that neither approach is appropriate because the assumptions of Theory X are not correct. Theory Y makes the following assumptions: †¢Work can be as natural as play and rest. †¢People will be self-directed to meet their work objectives if they are committed to them. People will be committed to their objectives if rewards are in place that address higher needs such as self-fulfillment. †¢Under these conditions, people will seek responsibility. †¢Most people can handle responsibility because creativity and ingenuity are common in the population. Under these assumptions, there is an opportunity to align personal goals with organizational goals by using the employee’s own quest for fulfilment as the motivator. McGregor stressed that Theory Y management does not imply soft approach. He recognized that some people may not have reached the level of maturity assumed by Theory Y and therefore may need tighter controls that can be relaxed as the employee develops. Theory Y holds, the firm can do many things to harness the motivational energy of its employees such as decentralization delegation, job enlargement, participative management, performance appraisals, etc (Marchington and Wilkinson, 2008). 3. 2. 2 Findings analysis of semi-structured interviews Due to confidentiality laws, the name of the hotel researched in is kept anonymous. The semi-structured interviews were taken from various people, who included Human Resource manager of the Hotel and various employees who left their respective hotel jobs for some reason. 3. 2. 2. 1 a) Human Resource Manager The human resource manager of the hotel was asked few questions about employee turnover of their hotel. The questions are listed below and the answers after writing all the questions. Following are the framed questions to be asked from the human resource department head: Questionnaire: 1. What is the attrition rate or employee turnover rate of your hotel (percentage)? Which is the department that is most affected by employee turnover in your hotel? 3. What is the minimum time period that an employee has worked for you? 4. What are the various reasons given by the employees for leaving the hotel? 5. What do ‘you’ think are the main reasons for high turnover rates in the hospitality industry? Verbal interaction questions: 6. What is the impact of employee turnover on your hotel? Specify both positive and negative impact. 7. What are the main problematic areas or problems faced by hotel because of employee turnover? 8. What is the approximate cost of replacing an employee? 9. What are the measures taken to improve employee retention? 10. What are your recruitment strategies? a) Findings from question one When asked about the rate of employee turnover of the hotel, the manager answered that though they have not got a proper system to measure employee turnover but as a percentage she said it is about 30 percent. b) Findings from question two When asked about the highly affected department by employee turnover, the manager answered â€Å"it is the food beverage department which includes the chefs and the waiting-on staffs. This means the highest turnover is primarily in the food beverage service department secondarily in the kitchen department. c) Findings from question three When asked about the minimum time period an employee has ever worked for the hotel, the manager answered â€Å"1 year†. It was not strange to know that an employee left after 12 months of joining the hotel. Reason for this could be anything, from better prospects somewhere else to not liking the work. When an employee leaves a job for not liking it, it is mostly because of not being aware of the kind of work. Findings from question four When asked about the various reasons given by employees for leaving their job, the manager answered mainly three particular reasons which were poor induction, poor or no training and poor management of hotel, so it was mainly counted as Job Dissatisfaction. These reasons are mainly for entry level staff. â€Å"Managers fail to give good induction and training to the staff. They don’t give much information to the staff about the product and put them in busy shift in starting and if a guest asks some questions about the hotel, they don’t know and feel stupid about it. Entry level is expected to know a lot more it used to. They feel pressured; hence they need to be ready for the work. â€Å"They need to be trained well before giving them shifts or work†, the manager answered. e) Findings from question five The manager was also asked, what she thinks are the actual reasons for high employee turnover rates in the hospitality industry. The manager answered â€Å"I think its poor induction and training. These days work is harder and we expect a lot more from our staff. We expect the basic knowledge from our staff and they haven’t got it. So, it is important to give them training which we are not giving because one can be a waiter in a 5-star hotel and in a 4-star hotel. These are two different jobs because different organizations have different standards and guests of a 5-star hotel will expect different from a 4-star hotel. So, from day one staff should be trained the standards an organization follows so it does not affect the quality of service a guest expects. We expect our staff do it to our guests but we fail to do to our staff. We should be treating both our internal and external customers well. † f) Findings from question six When asked the impact of employee turnover on the hotel, both positive and negative, she answered, â€Å"positive would be to develop somebody or move internally to a different department. We are trying to develop people so that they move to next management level. We have created a training program to train people for assistant management level to clear all the departments. So, it is positive when somebody better themselves and obviously better within the company. The negative part is when we have to constantly replace staffs which affect our customers because quality of service gets affected. Other staffs will have to cover the work until we get new staffs, which sometimes lead to poor service to customers as we cut on the staff. It is very important to get right member staff and it takes time. We have an intense recruitment process because it is very important to get somebody who wants to work firstly and use their initiative and works not just for money. † g) Findings from question seven When asked about the main problems faced by the hotel because of high employee turnover, the manager answered â€Å"because of the huge skill shortage in the industry it takes time to hire the right employee. It is difficult to find qualified and skilled people. The skill shortage could be because of the nature of the industry like working long hours, working on weekends, etc. Staff should be given the hours they want to work for. High employee turnover also results in high recruitment cost. We have done open days, gone to fresher’s week of universities for hiring skilled people, talk to students for placements, we have gone to schools for work experience because it so difficult to go out and find the right staff. The time spent in hiring a new employee, paper work and training are all included. It also results in, the staff already working will have to do extra hours till the new employee is hired which affects quality of service and this results in low customer satisfaction. † h) Findings from question eight When asked about the approximate cost of replacing an employee, she answered â€Å"for hiring a new employee one has to go through the whole recruitment process. It includes the advertising cost, putting the contract together just for one person, it takes assistance and time. It has to be put into the systems, HR system and payroll system. You have to buy new uniforms for the new staff. The training given to the staff also consumes time and money. It includes a month’s pay for employing somebody. There are interview times included, like first interview, second interview, etc. † i) Findings from question nine When asked about the measures taken to improve employee retention, the manager answered â€Å"we try to offer good benefits in our company to our employees. We provide uniforms, free parking and food which is very important because it costs a lot. We provide incentives to the employees in the form of employee of the month. We ensure that everybody gets tips or gratuities with their salary because all of these things make a difference and helps in employee retention. Training is also a very important part and found one of the main reasons for employee turnover. We ensure that everybody gets training. We try to give various parties to staff in the hotel like Christmas parties and lunches, birthday parties, etc. to show how much we care and we want them to enjoy their time here. We work to sort out bad management though it takes time to deal with bad manager. It does make a difference on employee retention. We listen to our staff and welcome their ideas because employer and employee relation is very important and it helps in retaining employees. † j) Findings from question ten When about the recruitment strategies, the manager answered â€Å"most important is to recruit the right people at the right time. To make sure we hire the right person we do a lot of interviews. We are a little fussy, we take first interview and then second interview and then still if we are not sure we take third interview. We try to make our package look attractive. We make them look the place they are going to work in. Probationary period is for the employee to make sure they have got time to develop. They get time to think if it is the right place to work and if they have got the right job. It also gives us the time to know if it is the right employee for us. We can’t actually say how long a person is going to stay with the company but try to make them stay at least a minimum of 8 months. When you are looking to students you know the turnover is going to be high but it can actually benefit in the peak season like Christmas and when students are good, they work harder they get a lot of hours because many of them want to work lot of hours. We have got casual contracts as well. Casuals have got flexibility and we have also got flexibility, and it works really well with them. So, the strategy is that they enjoy working in the hotel and making sure they get their induction and training. We don’t expect them to get it right at the first time because not all of us can get it right at the first time. We try to conduct exit interviews with all and we have to be smarter with these because exit interviews tell us exactly ‘why’ people are leaving. 3. 2. 2. 1 b) Analysis 30 percent employee turnover is quite high as a percentage. As mentioned earlier, attrition rates are highest in hospitality industry as it is a service industry. The highly affected department by employee turnover in the hotel is Food beverage department which includes both waiting-on staff and kitchen staff. Waiting-on staff has direct contact with customers and kitchen staffs are manufacturers of the product, which is food over here. This means employee turnover is inversely related to customers that is, it directly affects customer service which in turn affects customer satisfaction. The shorter an employee stays the higher the recruitment cost becomes. The organization spends a lot on hiring a new Employee. Employee turnover is high with entry level staff in this hotel and the reasons stated by employees in their exit interviews are poor induction, poor training and poor management. This means employees are not happy with only joining the company but they would also like to know about the company and a lot about their job. They don’t want to be unaware of their surroundings. Also, it was mentioned that they were not happy with the management. It is possible that they are not being heard by their managers and the company is also not taking any action for the same because of which employee turnover is high. The human resource manager herself feels that the employees are not given proper training and induction which is the reason employees feel stupid when they are asked something by the customers and they don’t know the answer, hence they tend to leave. The manager feels that the positive impact of employee turnover on the company is when employees move internally into other department. In a way it is, when an employee develops himself, gets promoted or transferred to other department. The hotel has also created a training programme for its employees so that they develop internally within the hotel. The negative impact is when employees leave the company and other employees have to cover for them because of which customer service gets affected which in turn affects customer satisfaction. Hiring a new employee takes a lot of time. It is difficult to retain employees these days; also there is a huge skill shortage in the industry. Also, replacing an employee is very expensive. As mentioned earlier, the cost of replacing an employee is 25 percent of the average employee salary, which includes advertisement, recruitment, training, uniforms, etc. The hotel is trying to improve employee retention by providing various benefits to their staff like uniforms, free parking, incentives in the form of ‘employee of the month’, various parties and lunches for staff. The company is also giving training to their staff. Management is trying to build a relationship with the employees by listening to them.

Mobile Phone Communication and Development of Intimacy

Introduction Intimacy entails development of feelings of closeness and belonging between two individuals involved in an intimate relationship. The closeness, which develops over some time, involves the two people having knowledge and experience of each other thereby giving room for the development of awareness and affective behaviors (Morris 2002, par. 3).Advertising We will write a custom essay sample on Mobile Phone Communication and Development of Intimacy specifically for you for only $16.05 $11/page Learn More On the other hand, the intimate interactions are the interpersonal associations, which develop out of repeated interactions between two individuals and fulfillment of the emotional needs of each other. Social psychologists indicate that the late adolescence and premature adulthood stages of life-span development are the most important stages for development of interpersonal associations in an individual. This also involves the period when most individuals are occupied with the urge of experiencing romantic and intimate relationships. Research studies indicate that development of intimate relationships follows the development of self-experience and self-formation. In this case, self-formation entails the way in which an individual presents oneself to others and to him/herself in the society. The social environment plays a major role in shaping the development of oneself in that an individual’s characteristics are attributable to the way that individual presents oneself to the society (Goffman 1973, par. 2). In the theory, Front and Back regions, it is indicated that, in the day-to-day interpersonal interactions, a social meaning is attached to how one individual’s roles or appearances are perceived by others and the society at large. This then implies that for two individuals to develop a connection, they must be engaged in a physical interaction, which will then lead to development of an emotional connectio n and thus intimate relationships. However, with the emergence of technological changes, the perception of intimacy and thus development of intimate relationships has changed to a great extent. Besides the society playing a major role in the development of self-experience and self-formation, the mediated interactions such as mobile phone communications has added to the options an individual explores when undergoing self-differentiation. This essay is aimed at evaluating the impact of using the mobile phone as a medium for development of intimate relationships on the current perceived meaning of intimacy. The essay further compares the perception of intimacy in an ordinary society and in a mediated environment in order to acknowledge the major changes that have occurred in the contemporary society as a result of technological changes. Intimacy in the Contemporary Society The above discussions indicate that development of intimacy follows the development of self-experience and self-fo rmation. In the ancient society, the two processes were mainly dependent on social factors, which determine their formation and appropriation.Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More In the contemporary society, which is characterized by new methods of telecommunication and visual technology, the process of self actualization has changed largely affecting most intimate relationships. In this case, self-formation is more spontaneous and undefined in that a person will always rely on various resources within his/her reach, which are perceived to be important in the process of self-identity (Thompson 1995, p. 207). This individual enjoys the freedom of exploring a variety of media resources such as the television, the internet, films, and movies, which provide figurative materials that guide a person through self actualization. Thompson (1995, p. 208), states that when the process of self- formation is guided by the media, its connection to the society or the social factors that govern the process is slackened but not obliterated. The connection between the social factors or milieu and self-formation can remain loose for as long as the mediated interaction between two individuals is sustained. The situation further offers an individual non-local familiarity of the other person (Miller et al. 2007, par. 14). On the other hand, social psychological studies indicate that development of intimacy is pegged on the development of familiarity and closeness between two individuals in a social setting. Through expressions better known as the front, an individual is able to display the expected impression to others. The front will therefore influence self-formation in the sense that when an individual interacts with others in the society, chances are that this individual will tend to act in such a way to impress others. In addition, a person who realizes self-formation through h is/her physical interaction with others in the society will be better placed in terms of understanding what other individuals and the society at large expects of someone. The Front and Back theory posits that the front can be anticipated through a variety of expressions and signs. Through these expressions, an individual displays certain characteristics such as appearances and manners, which can tell others about his/her status in society. On the other hand, the back or the secondary presentations displayed by an individual are observed in mediated interactions such as through a mobile phone conversation (Thompson 1995, p. 209). In such a situation, it is hard to feel or create an impression of what the other person displays. Research studies indicate that relationships built on the foundation of mediated interactions are characterized by contradicted truths behind expressions and they are bound to face many conflicts and differences. This is because the two individuals involved in such a relationships feel less bound by the social norms or responsibilities defining them.Advertising We will write a custom essay sample on Mobile Phone Communication and Development of Intimacy specifically for you for only $16.05 $11/page Learn More It is worth noting that mediated communication and interaction between two individuals in a relationship brings with it a new form of intimacy, which differs in certain aspects with what has been regarded as intimacy for decades. In the ancient society, intimacy was characterized by reciprocity whereby one positive action is met with an equivalent positive response. Therefore, utterances and actions are exchanged between the two individuals in such a way that conflicts are resolved easily and thus intimacy rules. Meanwhile, a relationship founded on the basis of mobile phone conversations can also experience reciprocity of some kind but fail to display the fundamental characteristics of the intimate rela tionships existing between individuals sharing the same milieu (Fehr Gachter 2000, par. 1). Looking at the characteristics of intimacy in the context of mediated environments, it is thus evident that media has brought with it a new form of non-reciprocal intimacy free of any formal commitments associated with reciprocity. This is a form of intimacy that can exist between a wide range of individuals sharing divergent views, social backgrounds, and localities over a long period of time. Conclusions This essay explores the various ways in which the perception of intimacy in the modern society varies from that held over the decades in the ancient society. This is achieved through critically analyzing the principles of two theories, the front and back theory and the theory of self-formation and experience. From the discussions above, it can be noted that intimacy is a poignant or bodily connection that exists between two individuals sharing the same locale or different locales. In the a ncient society, intimacy was known to develop when two individuals sharing the same locale came together to share actions and utterances in a reciprocal manner. However, with the emergence of modern technology, new forms of intimacy arose in the contemporary society. These forms are characterized by non-reciprocity and wide geographical distances between the two partners. Reference List Fehr, E, Gachter, S 2000, ‘Fairness and retaliation: the economics of reciprocity,’  Journal of Economic Perspectives, vol.14, no. 3, pp. 159-181. Goffman, E 1973, The presentation of self in everyday life, The Overlook Press, New York.Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More Miller, RS, Perlin, D Brehm, SS 2007, Intimate relationships, 4th edn, McGraw-Hill, Toronto. Morris, D 2002, People watching: the Desmond Morris Guide to body language,  Vintage, New York. Thompson, MB 1995, The media and modernity: a social theory of the media, Polity Press, Cambridge. This essay on Mobile Phone Communication and Development of Intimacy was written and submitted by user Ulises V. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.