The program Leadership Innovation and Growth

The program Leadership, Innovation and Growth has been designed by the management at General Electric in order to facilitate team training in leading change. The strategic focus under the leadership of CEO Immelt has been the growth strategy through expanding businesses and creating new ones rather than through acquisitions.The business of GE that participated in the program was Power Generation, one of the company’s oldest businesses. So far GE’s successes had been spurred by the headquarters.But now Immelt wanted to pass on the responsibility to the teams in the individual businesses. In order to facilitate this delegation of responsibility, the LIG program had been designed. The program facilitated team training to lead change and therefore to embed growth into the DNA of the company. The purpose of the program was to make innovation and growth a religion at GE.The program underscores the value of team training. Under the previous CEO Jack Welch, the strategic focus had been to maximize operational excellence. Now the new CEO Immelt wanted to combine innovation and organic growth with operational excellence to synergistic effects.This meant redesigning the organizational structure. Thus the business issue was the process of managing change. However the focus of traditional training programs had been individual training.Therefore when the employee returned to work on the new initiatives, he faced resistance from the rest of the team who had not been trained. The LIG program addressed this problem by focusing on team training so that the participating managers can reach consensus on the growth opportunities and the strategies to be implemented in capitalizing upon them.The industry in which GE Power Generation operates is characterized by a fast pace of change. As a result, the business must be able to manage change continuously. The business has been growing at a fast rate throughout the world. However it emerged from the program that the busine ss did not possess enough management capital to bring about the regulatory changes. This meant that the managers would have to rethink the strategies of developing human capital.The business was growing at a fast rate in emerging markets such as India, China and the Middle East and therefore the critical success factor was to expand the regulatory expertise accordingly. In addition, maintaining the momentum of the company’s growth meant speeding up the product development process. The management needed to reach a consensus in how to implement these strategies in these areas.The management needed to figure out how to delegate authority to the different regions. For example, the natural response to new product development has been to maximize the extent of standardization. Variety and customization have always been disliked. However the challenge in front of the management was to develop products in country for country. Thus the product development process had to be redesigned in terms of delegating more authority to the regional managers.This involved cultural reorientation so that when the regional delegation did not go right, the blame did not fall on headquarters. The management also had to make sure that the process for global customers remained uniform across the regions and that there was a consensus on which contract terms should remain the same and which should be varied. These issues caused the need for the LIG program to be launched.The recommendations that have emerged from the program have been categorized into five areas. The first is the area of team training. This form of training enabled the managers to reach a consensus on what were potentially the barriers to change and how best to attack them. The second area was to consider both the hard barriers and the soft barriers to change. The hard barriers were defined as the existing organizational structure, capabilities and resources.The soft barriers were defined as the interactions between the members of the leadership teams individually and collectively. The management needed to address both barriers in order to manage change effectively. For example, GE Power Generation pursued the growth strategy of developing products in country for country. The barrier to implementing the strategy was the lacking in regulatory strength.

A report about the recruitment and selection for a particular job role Essay

The assignment is to write a report about the recruitment and selection for a particular job role in the sports and leisure industry. The tasks are: to create a job advert and get my peers to act as applicants; go through the whole recruitment and selection process and at the end choosing the most suitable candidate out of those that applied; choosing the most suitable applicant and offering them the position; producing an induction and motivational programme for the chosen candidate. Sufficient research will be carried out to help the analysis of the recruitment and selection processes. There will be an evaluation judging the effectiveness of chosen approaches. The Recruitment Process Recruitment is the process of generating a pool of capable people to apply for employment to an organisation. The Recruitment Process is when a business looks for and finds a suitable person to fill a certain job position. This includes job description, job adverts, person specification, application forms, short listing, dealing with references, assessing candidates, deciding on the most suitable candidate and then informing those who did not get the job. Businesses need to avoid discrimination by sex, race, disability or age during the recruitment process so that they do not get sued. This allows them to make sure the best candidate gets the job. Firstly the business will need to draw up the Job Description. This usually includes the job title, location, information about the company, the job purpose, a detailed list of job requirements and skills, the salary and benefits, working hours, promotion prospects, who the employee will be responsible to and finally who the employee is responsible for. In order to draw up a suitable job description, the human resource manager interviews the current jobholder and the line manager so that they can do a job analysis. A job description is drawn up because it is important when carrying out appraisals, and it helps analyse jobs and training. It also helps with work force planning and pay determination. They can then use the job description to place the job advertisement. EXAMPLE OF A JOB DESCRIPTION POST TITLE Administration Assistant DIVISION/DEPARTMENT Installation & Facilities Management REPORTS TO Installation & Facilities Manager GRADE 7 AIM To provide administrative support within the Specified Group within the Technical Division. The post holder will be required to work flexibly, in a rapidly developing office environment. It may be necessary to assist, or cover for, other administrative staff from time to time. RESPONSIBILITIES The key duties of the post are as follows: * Filing of correspondence in/out * Setting up and maintenance of filing systems as and when required as works progress * Preparing document transmittal forms based on a list of drawings/documents which the Group is required to issue * Upkeep of the document/drawing register of all the Group contractors who have been sent documents/drawings and their issue * Typing – Word skills for general preparation of letters/forms that the Group will issue, along with logging into the Group records system. * User notifications for statutory/routine/unplanned for inspections/testing/repairs, etc. * Arrange meetings, book and prepare meeting rooms and provide/arrange hospitality * Once operational – helpdesk assistance Plus other duties consistent with the grade as directed. Because businesses change often the Job Description will inevitably change. An employee might need to do other jobs that are similar to their job if they are directed to do so by their management. Next they will need to draw up a Person Specification using the seven-point plan, which was an idea from Alec Rodger. The seven points are: 1. Physique, health and appearance- is the person well groomed? Are their looks suitable? Are their dress sense, voice, hearing and eyesight suitable? Is their health in order? 2. Attainments- what type of educational and vocational qualifications do they have? What is their job experience? 3. General intelligence-What is the level of the person’s general intelligence (obtained through IQ tests)? 4. Special aptitudes- what special skills does the person have? 5. Interests- what are their interests and hobbies? 6. Disposition- do they tend to influence others? Have they got leadership potential? 7. Circumstances- what is their age group? Are they single or married? Are they mobile or not? This usually requires managers to differentiate between essential and desirable qualities under each heading. For example five GCSE’s at a grade C or above might be essential for ‘Attainment’ to do a particular job, whereas two GCE A Levels might be desirable but not essential. Then the job advertisement can be placed. To create the best advertisement you have to make sure that: the advertisement gives a clear picture of what the job entails, the advertisement sets out clearly where the job is located, the advertisement is focused enough to attract people with the right sort of qualifications for the post, the sort of people most likely to apply for the job are suitable, the advertisement indicates opportunities for job development and for personal challenges over time, that an applicant knows how to apply for a job and that the advertisement in its present form will screen out unsuitable applicants. The advertisement should be placed in a suitable place so that the people with the right qualities apply. Most advertisements include the job description, a brief description of the environment of the organization, the location of the organisation and the job, the salary expectation, the contact details, the minimum entrance qualifications, the required job exp erience, the fringe benefits and the organisational identity. A job advert should provide prospective candidates with information but should also deter people who are not suitable for the job. The presentation is also important as it gives people their first impression of the organization. Many legal considerations need to be met when recruiting. The equal pay act 1970 states that there should be equal pay and conditions for people doing the same job and this would apply to the job advert. The Sex discrimination act 1975 states that employers can’t discriminate between potential employees on the fact that they are male or female. The 1986 sex discrimination act states that there must be a similar retirement date for both men and women. The race relation act 1968, 1976, 2000 states that there can be no discrimination against people of different colours, race, ethnicity or national origins. Finally the disability discrimination act 1995 and 2004 states there must be no discrimination at work, and that the employer must provide a suitable workplace for the disabled employees. Here is a flow diagram of the recruitment process: The Selection Process Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job(s), given management goals and legal requirements. Firstly you have to draw up a shortlist of the most suitable applicants out of the large number that applied for the job. The people who draw up the shortlist use the job description, person specification and other sets of criteria to reject the people who are not right for the job. They are usually sorted into three piles of suitable candidates, possible candidates and rejects. After this you would send out letters to invite the most suitable candidates to an interview. These letters set out where and when the interview will take place and anything that the candidate will need to do before the interview. Usually, the interviewer creates forms for use during the interview including a list of questions to ask. Equal opportunities requirements state that the candidates must be asked the same questions. Sometimes the interviewer will also draw up a list of criteria for the candidates to meet. Also you will need copies of the interviewee’s application forms, CV’s, and cover letters and copies of the person specification, the job description and interview assessment schedules showing the criteria for the applicants. Interviews are generally relaxed and comfortable so that the applicant can show their best side. A good way to start could be to ask questions about the candidate’s journey to the interview. The interview is a two-way process and although it is a way for the interviewer to find the best candidate for the job, it is also a way for the interviewee to make sure this is a suitable environment for them to be working in. The question asked should relate to the person specification and job description. Most of the time the interviewers will make notes to judge if the candidate meets the requirements. Also questions are asked that need detailed answers. Some jobs involve testing to find out whether certain people have the right personalities to carry out specific types of work. A psychometric test is a way of assessing a person’s personality, drives and motivations. An aptitude test is used to find out whether a candidate is suited to carrying out a particular type of work and involve some form of stimulation of that type of work. At the end of the interview, the interviewer should ask the interviewee if there is anything they would like to ask. Then the interviewer will explain how they will inform the candidate whether or not they got the job in question. Normally candidates will be given feedback on how they performed in the interview. They should be told why they were not suitable for the post, but also tell them what they did well. This feedback should be seen as a positive process and help with the ongoing development of the interviewee. After the most suitable candidate is selected, they will be informed of the choice and they will be asked if then still want the job. This is normally done over the phone straight after the decision has been made. Then the person will accept or reject the job. Legal considerations need to be met when selecting aswell. The Sex discrimination act 1975 states that employers can’t discriminate between potential employees on the fact that they are male or female. The 1986 sex discrimination act states that there must be a similar retirement date for both men and women. The disability discrimination act 1995 and 2004 states there must be no discrimination at work, and that the employer must provide a suitable workplace for the disabled employees. The race relation act 1968, 1976, 2000 states that there can be no discrimination against people of different colours, race, ethnicity or national origins. Finally, the equal pay act 1970 states that there should be equal pay and conditions for people doing the same job. Here is a diagram of the selection process: Induction Process Induction is a formal initiation of a new employee into a new organization or new position, the job they will have to do and the people they will have to work with. After completing the recruitment and selection processes, the chosen candidate is sent all details that will be needed for the job. This will include the start date and time, place of work, who to ask for on arrival, details of social provisions and details of medical care and pension provisions. The employee could ask for a written statement of the terms and conditions of employment. Induction normally includes giving them a tour of their workplace, teaching them about the aims of the business, giving them some background information about the company, teaching them about health and safety around the company (fire exits e.t.c), how to contact the company when they are absent, ill or late, an introduction to the various people they will be working with and making sure that they know if the person needs training or not. The Induction programme must be suitable for the candidate and also the job role. An induction package would include the objectives for the induction programme, which would set put what you want the employee to get out of the induction. It would also include a timetable for the induction and an outline of the activities that they will have to carry out. Induction is carried out because it allows a new employee to get acquainted with the company and the people in it, it teaches them about company policies, their rights, and the health and safety requirements, and finally it ensures that the employee starts working effectively and productively as soon as possible. By the end of induction the new employee aims to find out as much important information about the company as possible, find out what their part will be in helping the company run efficiently, feel comfortable and optimistic about working at the company and it will help them in personal development and finally find out about their rights and responsibilities. Employees need to be conscious of what they need to do if they are going to be absent or late or if they are ill. If there are too many absences then it will begin to affect the performance of a team. Also if an employee knows they are going to be late then they need to inform management so that appropriate cover can be provided. Most organisation ask employees to get a note from the doctor to prove they have been sick, and a doctor’s certificate if they are away for more than five days. If the new employee is unfamiliar with the software used in the company then they will have to be familiarised with it. Therefore the employee will need to talk through the software with the employee and, if this doesn’t work, send them for training. In some cases on-the-job training is more effective as it undertaken in the workplace and it therefore familiarises them with the computer in the workplace. However, in other cases, off-the-job training is more effective as it is away from the workplace and people who have correct qualifications train them. Legal considerations also need to be met when inducting. The disability discrimination act 1995 and 2004 states there must be no discrimination at work, and that the employer must provide a suitable workplace for the disabled employees. The Sex discrimination act 1975 states that employers can’t discriminate between potential employees on the fact that they are male or female. The 1986 sex discrimination act states that there must be a similar retirement date for both men and women. The race relation act 1976, 2000 states that there can be no discrimination against people of different colours, race, ethnicity or national origins. Finally, the health and safety at work act 1974 which states that ‘it shall be the duty of every employer to ensure, so far as is reasonable practicable, the health, safety and welfare at work of all his or her employers’. Motivation Motivation is applying what drives a person, so that they will want to work productively for your company. Everyone is motivated differently. If a business had a motivated workforce then a businesses profitability will be boosted. Different factors of motivation will increase revenue and reduce costs. If an employee is motivated to increase their efforts then there will be higher productivity, if an employee is motivated to take pride in their work then there will be improved quality in work, if an employee is motivated to be loyal to company then there will be a reduced labour turnover and if an employee is committed to a company then it reduces absenteeism. There are many different theories about motivation. Here are two: 1. A. Maslow- Hierarchy of needs In 1954 an American psychologist Abraham Maslow had a theory about what motivated people in the workplace. He believed that all human beings had the same types of needs and this could be organised into a hierarchy of needs. This was his hierarchy: What people need What businesses can offer To achieve their full potential Self-fulfilment needs Training, challenges and opportunities to develop skills Gaining the respect of others; feeling valued; having confidence and self respect Self-esteem needs Reward for achievement promotion and status Being part of the group; giving and receiving affection and friendship Love and belonging needs Opportunities for teamwork; social facilities and positive work relations Security; absence of danger and freedom from anxiety Security needs High standards of healthy and safety; job security; absence of bullying Food, water, air, rest and activity Basic needs Decent pay to enable needs to be met; acceptable hours and conditions He said that firstly lower-level needs have to be met, but to avoid employees feeling irritated higher-level needs should also be met. If an employee feels irritated then they might be demotivated and nonchalant towards their work. 2. F. Herzberg- Two factor theory In the 1950’s the American psychologist Fredrick Herzberg conducted research that asked about motivation. He asked 200 engineers and accountants about the factors in their work that caused job satisfaction and those that caused dissatisfaction. He used the results from his research to develop his Two Factor theory of motivation. In his theory two sets of factors motivate workers, and these were motivators and hygiene factors. Motivator factors- These are factors that could potentially motivate workers by providing job satisfaction. They include a feeling that they have achieved something, praise and recognition of effort, interesting work, responsibility, opportunities for promotion and opportunities for self-improvement. Hygiene factors- All factors that cause dissatisfaction are to do with the working environment. These include company policy, relationships with supervisors and colleagues, working conditions, pay and status and security. Financial incentives There are many different financial incentives. These are: * Wages, salaries and bonuses * Profit sharing * Share options There are many different types of wages. Flat rate is when you get paid weekly or monthly and it is based on a set number of hours. Time rate is when you receive a set rate hour and then pay overtime if any is done. Piece rate is when you are paid for what is made as long as it meets quality standards. Bonuses are paid if an employee has been working hard at times like Christmas when people are likely to work less hard as the holiday season comes in. Commission is a type of salary based on the percentage of sales made by a salesperson. Profit Sharing is when employees are given bonuses based on the profit made by the organisation. This will help employees see that if the business is doing well, they will do well also. Share options are when employees buy shares in the business and then are rewarded according to how well the organisation is doing. This also means that they will get paid dividends as they are shareholders. Non Financial Incentives There are also many types of non-financial incentives. These are: * Goal Setting * Perks and status symbols * Appraisals * Meeting training needs Goal setting is when managers set goals for employees to work towards. This can make the employer feel like they’ve achieved something by reaching their set goal. A perks is when you get something extra in return for doing a particular job, and an example of a status symbol is having a sign outside you door. An appraisal is meeting between an employee and an appraiser, where targets are set, and also seen whether they manage to meet their targets from the period before that. Finally, meeting training needs is important; as it makes sure that the employee has a good knowledge of all the equipment they are working with. Barnet Burnt Oak Leisure Centre The leisure centre chosen for this project is Barnet Burnt Oak Leisure Centre, which is located on Watling Avenue in Burnt Oak. Their indoor facilities include a state-of-the-art Wellness Health and Fitness centre with 100 pieces of the latest equipment, dance studio with an extensive group exercise programme, a crà ¯Ã‚ ¿Ã‚ ½che, a 4 court badminton sports hall, basketball, trampolining, football, netball, gymnastics and an indoor facilities changing room. Their outdoor facilities include an all-weather pitch for 7-a-side football and hockey, one Junior 11-a-side and two 7-a-side grass football pitches, 2 outdoor tarmac areas for netball, basketball, football and tennis, and outdoor facility changing rooms. Customer Service Advisor I am recruiting for a Customer Service Advisor at the Barnet Burnt Oak Leisure Centre. The Customer Service Advisors main job is to get people to join the gym. They have to be able to handle all different types of customers. They are expected to keep up to date with product and company policy changes in order to answer any customer queries. They have to have good communication skills, patience and common sense. They must be polite and friendly, calm, even when under pressure, thorough and accurate and finally they have to be interested in working with people. They have to be able to work as part of a team and on their own. They have to be over 18. Recruitment Process When advertising for a position at the Barnet Burnt Oak leisure centre, they firstly write up their job description. This tells us that the job is for a Customer Service Advisor, and that it is located at the Barnet Burnt Oak Leisure Centre. It tells us some important information about the company, the job purpose, a detailed list of job requirements and skills, the salary and benefits of the job, working hours, promotion prospects, who the employee will be responsible for and finally who the employee will be responsible for. Next they draw up a person specification. They normally try to look for people who are patient and have good communication skills and common sense. Firstly they try to recruit internally. The advantages of doing this are that it requires a shorter induction period, the employer will be more aware of the candidates skills and it is quicker and cheaper than recruiting externally. However the disadvantages of this are another vacancies will be created and this will also have to be filled and external candidates may be more suitable for the job. Therefore, if their internal recruitment is unsuccessful then they recruit externally and place an advert in the local press. There is no set qualifications needed to be a Customer Service Advisor but you have to be over 18 and you have to have a minimum of one to two years experience in any job. Selection Process At the Barnet Burnt Oak Leisure Centre they hold open days where they invite people to the centre to fill in an application form, and then if they meet the criteria set out in the person specification then they are invited to stay for an interview. The interview is on a one to one basis. The candidates are asked about their relevant experience and qualifications and they are asked what they would do in a particular situation at the leisure centre. Each question asked is worth 12 points and they do not consider anyone whose answer is less than 8 points. If the person is unsuccessful then they are told straight away, otherwise they are told within 2 days over the phone. Then they do a shadow shift and they are set mini tasks over three days to help them decide whom they want to recruit. Other employees are asked what they think of the new employee and so there is a lot of teamwork involved in the decision. Induction Process When the most suitable candidate is informed that they have the job, they are invited back to the centre and they do on-the-job training. On-the-job training would be learning to use a certain database that is used at the leisure centre. Their skills and qualifications are monitored and if they need extra they are sent on off-the-job training course. Included in the induction process is health and safety, which includes showing them where fire exits are. Motivation Process There are no specific motivational tools used at the Barnet Burnt Oak Leisure Centre, just to be cheerful, and don’t force yourself to do it. Legal Dimension The Leisure Centre follows the Sex discrimination act 1975 which states that employers can’t discriminate between potential employees on the fact that they are male or female; the 1986 sex discrimination act states that there must be a similar retirement date for both men and women; the disability discrimination act 1995 and 2004 states there must be no discrimination at work, and that the employer must provide a suitable workplace for the disabled employees; the race relation act 1968, 1976, 2000 states that there can be no discrimination against people of different colours, race, ethnicity or national origins and finally, the equal pay act 1970 states that there should be equal pay and conditions for people doing the same job. If they do discriminate they are liable to be sued. Simulated practice I decide that to understand more fully the stages within recruitment and selection, I had to take the role of an employer. Recruitment Firstly I drew up my Job Description. This included the job title, location, and information about the company, the job purpose, a list of job experience and qualifications needed, the salary, working hours, and finally the person that the employee is responsible to. Job Title * Customer Service Advisor Location * Barnet Burnt Oak Leisure Centre * Burnt Oak * Watling Avenue About the company Greenwich Leisure Limited (GLL) is an innovative staff led ‘Leisure Trust’, structured as an Industrial and Provident Society, which manages more than forty public leisure centres within the M25 area in partnership with nine London Boroughs, Epsom & Ewell Borough Council, Bellingham Community Project, Sport England and the London Development Agency. Job purpose * Get people to join the gym. * Basic customer care i.e. showing people where things are (toilets, crà ¯Ã‚ ¿Ã‚ ½che e.t.c.). Qualifications * No set qualifications needed Experience * At least 1-2 years experience in work Salary * à ¯Ã‚ ¿Ã‚ ½16,000-à ¯Ã‚ ¿Ã‚ ½17,000 per annum Working hours * 40 hours per week Reports to * Manager: George I did this job description in this way because I thought it would screen out unsuitable candidates. When I was shortlisting my candidates I realized that perhaps it could have been more specific in the qualifications and experience sections and possible could have had a minimum requirement of 5 A*-C grades in GCSE for qualifications and for experience could have said that 1-2 experience in customer service. Next, I drew up a Person Specification using Alec Rodger’s seven-point plan. Physique, health and appearance * Must be committed to a healthy lifestyle * Must be smartly dressed * Must be able to see the writing on a computer screen Attainments * Min of 5 A*-C grade at GCSE (desirable) * 1-2 years experience in work General Intelligence * Must have common sense Special Aptitudes * Patience Interests * Fitness Disposition * Good communication skills Circumstances * Must be over 18 * Marital status: Single (Desirable) * Mobile (Desirable) I decided to do my person specification in this way because again I thought that it would screen out the unsuitable candidates. It was better than the job description, but it also had its own faults. I could have expanded on my special aptitudes, and included enthusiasm. I could have also expanded on the interests and added working with computers and working with people. Finally, I could have added to the disposition and added good written skills and good ICT skills. Then the job advertisement can be placed. To create my job advertisement I stated clearly in the title what job it is so that people who are looking for this sort of job will read the rest of the advert. The job description would hopefully have deterred unsuitable candidates. Again like the job description and person specification it didn’t do as good a job as I would have hoped. However, I did get a lot of potential candidates that were suitable for the job. Selection I received many different CV’s and then I sent them all letters of invitations. This letter sets out what job the interview is for, where and when the interview will take place, anything the candidate needs to bring and who to ask for arrival so that the candidate will be fully prepared for the interview. When I created my application form (See appendix) I considered all the factors that all good application forms have. The questions I decided to put on the application were designed to show me which candidates were more suitable than others. This was effective when it came to shortlisting, because it was shown that some candidates couldn’t read simple instructions like ‘Please complete this application form in black ink’. I created a list of 17 interview questions (See appendix) to ask my candidates. The interview questions were my most successful tool as they were what showed me the candidate’s personalities. It was from this that I made my final decision about the candidate I chose. I informed the most successful candidate by phone to gain immediate acceptance. I did not inform the candidates not chosen as it would have been too time consuming. Evaluation My job description and person specification were problematic, as they did not develop some of the points made. In the job description, it was when it cam to relevant qualifications and experience; and in the person specification the disposition, interest and special aptitudes. My job advert was very good in filtering unsuitable candidates but possibly not as much as I had initially wanted. My selection process was definitely more successful. The interview questions helped me get an insight into how the candidates worked and if they would be perfect for the job. I did not break any legal considerations when I was recruiting, selecting, motivating and inducting. I carefully stayed within the equal pay act 1970 which states that there should be equal pay and conditions for people doing the same job, the sex discrimination act 1975 which states that employers can’t discriminate between potential employees on the fact that they are male or female, the 1986 sex discrimination act which states that there must be a similar retirement date for both men and women, the race relation act 1968, 1976, 2000 which states that there can be no discrimination against people of different colours, race, ethnicity or national origins, and finally the disability discrimination act 1995 and 2004 states there must be no discrimination at work, and that the employer must provide a suitable workplace for the disabled employees. I also asked my potential employees the same interview questions so that there was no unfairness when it came to picking my final appl icant. I also fitted equal opportunities into my application form. If the activity were repeated I would change my job description and person specification so that it would expand on what I have already done and it would help me be more selective about whom I interviewed and chose. If a different job role had been chosen that I had more knowledge about then I possible could have produced better human resources documentation and developed more into areas I didn’t know. However this job role was a good choice and I think it was done to the best of my ability at the time. In hindsight, however, I know that I could have done better and expanded more on certain ideas I had. I am now more aware of recruitment and selection process, and it will help me to get a job in the future because I will have a better understanding of how an applicant in selected.

Glass Castle Essay

However, there are some far more substantial themes and symbols taking place within the novel. These themes require a little more critical thought, and aren’t directly delivered to the reader. One of these themes being the heavy emphasis placed on the glass castle, and also metaphorically what it signifies to Jeanette and her father, Rex. Through extensive deliberation and thought, the meaning of the glass castle becomes clear. It stands for the contrast between how Jeanette views her father, and how everyone else sees him. The idea of the glass castle in itself is the idolized version of Rex that Jeanette sees, while the reality of it never being completed, represents the views that everyone else has. Throughout the novel there are multiple instances that show the strong love and trust Jeanette feels for her father. A bond that remains strong, even when other member’s of the family have lost some of that trust. This contrast of emotions can best be described through various quotes given throughout the novel. â€Å"In my mind, Dad was perfect, although he did have what mom called a bit of a drinking situation† (Walls 23). This is one of the first occasions where the reader is introduced to the contrasting feelings about Rex that members of the Walls family have. Jeannette, despite already knowing that her father has a drinking problem at a young age, still feels that her father can do no wrong. This sets the scene for how most of the book develops, Jeannette idolizing her father, despite the slight disdain visibly felt by others. â€Å"We laughed about all the kids who believed in the Santa Clause myth and got nothing but a bunch of cheap plastic toys. Years from now, when all the junk they got is broken and long forgotten,’ dad said, ‘ you’ll still have your stars† (41). This is yet another example of the strong bond developed between Rex and Jeannette. However, it is important to note this quote is delivered at a time when Rex is still in relatively good standings with the rest of the family, besides just Jeannette. On that Christmas, even though he couldn’t provide his children with material gifts, he was still able to deliver a memorable gift, which the children could cherish for the rest of their lives. I swear honey, there are times when I think you’re the only one around who still has faith in me,’ he said. ’I don’t know what I’d do if you ever lost it. ’ I told him I would never lose faith in him. And I promised myself I never would† (78-79). This quote perfectly sums up the relationship Rex had with his daughter. It also further exemplifies th e acknowledged differences between how Jeannette feels about her father, and how the rest of the family feels. Even though Rex has let Jeannette down just as many times as Lori, or Brian, she is still able to somehow see past these faults of Rex’s. Throughout this novel the character’s general feelings on Rex sway dramatically. Even Jeannette’s feelings for her father are tried at some points. Yet through everything that happens she never truly loses faith in her father. Jeannette always maintains a sense of respect and love for Rex, despite the tribulations he has brought the family through. Even up to his last moments on his deathbed, Jeannette’s positive feelings for her father remain strong. This contrasted affection between what Jeannette feels for Rex, and what everyone else thinks, is what the glass castle really signifies.

Laboratory Report of an Experiment on Optical Fibre Transmission Coursework - 1

Laboratory Report of an Experiment on Optical Fibre Transmission - Coursework Example Oscilloscopes are signal analyses that exhibit images of an individual conducting the experiment of signals generally in the form of voltage against time. The users employ pictures removed from the oscilloscope to comprehend the frequency of the graph, the graph amplitude and the entire shape of the graph that will vary basing on what the study intends to find out. Function generators, are also sources of signals whose voltage is set by an individual conducting the study. It runs for a given period. The outcome signals are in rectangular form of sine waves and are employed to govern the other equipment such as a clock to work as a timing signal. Function generators have features whether digital or analogue the digital type that includes: Choosing the type of the waveform. They are generally the sine, triangular and square waves. A means to select frequency of the waveform. Basic rates range between 0.01Hz to 100MHz. The means to select the amplitude for the waveform identified. A minimum of two outputs. The primary output is one where the user is conducting the research finds the waveform that one needs. The second output, being employed in the experiment is the Aux (TTL) which gives a square wave that has a standard of 0 to 5 voltage signal levels. It is what we are using to synchronize the oscilloscope to the variable basic output signal. This experiment also included the use of transmitter. SFH750V transmitter produces 650 nm with the ability of outputting 20 UV of light. The device has a width of 35 nm and needs current, basing on the required intensity, of 10 to 45 mA. The transmitter is a four-pin device and comprises of a LED, glass-bead focusing as well as a threaded chamber into an optical fibre is inserted. The study also needs one to have a receiver. The one that was found useful was a photodiode receiver. It is designed to be

(research on why) John Quincy Adams was consider the best Secretary of Essay

(research on why) John Quincy Adams was consider the best Secretary of State in U.S. History - Essay Example Among the many provisions of this treaty, the highlight of the agreement was setting the boundary between British North America and the United States. Britain was told to abandon the Northern access to the Mississippi River. Another among Adams’s stunning successes as a Secretary of State was his triumphant acquisition of Florida. Ever since the purchase of Lousiana, border issues particularly concerning Florida had been a problem (Peil, 1997). Different administrations struggled to include Florida, which was back then was a Spanish territory without any presence of the Spaniards but with runaway slaves and Indian raiders. Despite all the efforts, it was only Adams who had victoriously negotiated the territory of Florida through making the Spanish minister sign the Florida Treaty, also known as the Adams Onis Treaty. Thus, the Spaniards had given up to United States all the entitlement to Florida. This former secretary was able to successfully won Florida to United States through justifying that events that involved General Andrew Jackson such as forcing the Indians to go south, exterminated the British suppliers of weapons, and others, were just evidences that Spain could not govern her territor y (Chace and Carr, 1988). Moreover, another striking achievement of Adams was the Monroe Doctrine in 1823. Indeed, this doctrine had the name of the president on it but Adams was primarily the author of the said policy. According to LaFeber (1994) and Tremblay (2004: 133-134) , the Monroe Doctrine stated that the United States of America would consider all efforts of the European powers to colonize or interfere with the states inside the boundaries of America as forms of offense. Thus, the United States should intervene in all the kinds of invasion by the European countries. This policy was a mechanism serving as prevention

Importance of Administration Essay Example | Topics and Well Written Essays - 500 words

Importance of Administration - Essay Example According to Richard Daft, planning is the making and setting of attainable goals. These goals can be attained by performing excellent series of activities. And before they can set any activity in its actual performance, they must first breakdown the activity into different manageable tasks. They may use an appropriate project planning tool in order to study and manage the activity critically. In addition, in organizing, the managers will develop the structure of organization, acquire and train human resources and establish communication patterns and networks to provide a better working atmosphere. If they see that the present structure is not efficient enough, they must conduct a skillful study to make it more suitable for all employees. It is impossible to do the activity without highly skilled workers; that is why they need to acquire people and train them. In giving also the assigned tasks to the workers, managers see to it that the given tasks are appropriate to their capability . Further, the managers lead their workers; influence them to use their full potentials. Finally, as the activity is going on, they must see to it that the status of both the activity and workers' performance are targeting their goals and they make corrections as needed.

Finance and Investment assignemnt 1 Assignment Example | Topics and Well Written Essays - 1000 words

Finance and Investment assignemnt 1 - Assignment Example FV W/ Cont. Compounding =PV*e^rt Where: PV= Present Value R= Rate T= Time (i) Annually FV= $ 1,000*e^(.45)(1) $ 1,046.00 (ii) 6 monthly FV= $ 1,000*e^(.45/2)(1*2) $1,046.00 (iii) Quarterly FV= $ 1,000*e^(.45/4)(1*4) $1,046.00 (iv) Monthly FV= $ 1,000*e^(.45/12)(1*12) $1,046.00 (v) Daily FV= $ 1,000*e^(.45/365)(1*365) $1,046.00 (vi) Hourly FV= $ 1,000*e^(.45/8760)(1*8760) $1,046 (c) Effective interest rate tries to determine the entire cost of borrowing. It accounts for the effect compounding interest which is excluded from the stated or nominal interest rate. For instance, a loan with 10% interest compounded monthly will actually have a rate greater than 10% since the rate is accumulated on monthly basis. Effective Rate, R=(1+I/N)^N Where: R- Effective Rate I= Stated Interest Rate N=Number of compounding periods per year (i) Annually The effective annual interest rate is similar to compounded rate since number of compounding period is one. (ii) 6 monthly R=(1+0.045/2)^2 1.0225% 2.250 0% (iii) quarterly R=(1+0.045/4)^4 1.0341% 3.4100% (iv) Monthly R=(1+0.045/12)^12 1.0420% 4.2000% (v) Daily R=(1+0.045/365)^365 1.0459 4.5900% (vi) Hourly R=(1+0.045/8,760)^8,760 1.0460 4.6000% (d) R=e^n R=2.718^0.045 = 4.6000% Question 4 (a) F.V = P.V (((1+r))^n-1)/r) Where: FV – Future Value PV-Present Value R- Interest Rate N= Time taken 2,000= 1000(((1+2%)^n-1))/.02) 2,000=1,000(1.02)^n-1/.02 (1.02)^n-1=(2000/1000)*.02 (1.02)^n-1=0.04 (1.02)^n=0.04 Nlog 1.02=1.04 N=1.04/In1.02 N=1.04/0.0198 N=52.5 Years (b) 2,000= 1000(((1+5%)^n-1))/.05) 2,000=1,000(1.05)^n-1/.05 (1.05)^n-1=(2000/1000)*.05 (1.05)^n-1=0.1 (1.05)^n=0.1 Nlog 1.05=1.1 N=1.1/In1.05 N=1.1/0.0488 N=22.54 Years (c) 2,000= 1000(((1+7%)^n-1))/.07) 2,000=1,000(1.07)^n-1/.07 (1.07)^n-1=(2000/1000)*.057 (1.07)^n-1=0.14 (1.07)^n=0.14 Nlog 1.07=1.14 N=1.14/In1.07 N=1.14/0.0677 n-16.85 (d) i=2, i=5 and i=7. (5 marks) F.V = P.V (((1+i/2))^0.5d-1)/i*2) (1+0.5i)^0.5d-1=(FV/PV)i*2 (1+0.5i)^0.5d = (FV/PV)i*2+1 d *0.5e^(1+0.5i )=(FV/PV)i*2+1 d = (FV/PV)i*2+1 0.5e(1+0.5i) Illustration: D= (2000/1000)*2*2+1 (0.5*2.718*(1+0.5*0.02) =9/2.269 =3.967 or 4% D= (2000/1000)*2*5+1 (0.5*2.718*(1+0.5*0.05) =21/2.09 =10.05 or 10% D= (2000/1000)*2*7+1 (0.5*2.718*(1+0.5*0.07) =29/2.07 =14% (e) F.V = P.V (((1+i/2))^0.25d-1)/i*4) (1+0.25i)^0.25d-1=(FV/PV)i*4 (1+0.25i)^0.25d = (FV/PV)i*4+1 d *0.25e^(1+0.25i)=(FV/PV)i*4+1 d = (FV/PV)i*4+1 0.25e(1+0.25i) Question 5 Global Financial Crisis (GFC) with explanation of securitization and discussion on the role it played in the beginning of the GFC. Global financial crisis is about the failure of global major financial institutions. The global financial crisis originated form in the United States (US) when investors lost confidence in mortgages

Under Armour Essay Example | Topics and Well Written Essays - 500 words

Under Armour - Essay Example The fact that Under Armour has fewer retail stores it means that it has fewer powerful buyers who can often dictate terms. In terms of competitive rivalry, the two companies do not pose a serious threat since Under Armour itself offers unique products. However, all the competitors have allocated a sizeable budget on research, meaning that they are likely to offer undifferentiated products and services that may reduce attractiveness of Under Armour. Under Armour doesn’t pose the threat of new entry since the other two corporations have the advantage of the economies of scale, and considering their budgetary allocations on marketing, Under Armour is less likely to capitalize on the threat of substitution. Under Armour has a major strength of manufacturing the most unique brand in the market. However, the weakness of fewer retail stores and the threat posed by other corporations like Nike and Adidas Group gives it a lesser advantage in the market. Broadening the company’s product offering to all athletes and increasing its sale, designing kits that can be worn under different weather conditions, marketing and product promotion (Thomson, 2012). All the three companies are engaged in sponsorships and endorsements for product promotion and marketing. They have also allocated sizeable amounts of resources on research and development of new products. On one hand, Under Armour has the advantage of its unique products in the market, and on the other hand, it has a disadvantage of unfavorable competition in terms of capital against the other two. He needs to address the issue of the growing number of individual items produced, uncertainties surrounding consumer demand that affects accurate projections of items to order (Thomson, 2012), and how to acquire the lion’s share of the market. Carrying out proper survey in

Market Research Essay Example | Topics and Well Written Essays - 1000 words

Market Research - Essay Example The product being launched is that of a rival company to Microsoft, Apple; therefore the paper entails a detailed analysis of the major areas that can be utilized to overcome the market power of Microsoft and promote the sale of the new product. Marketing Research: Competing Company and Product SWOT Analysis for the Launch of a New Product When a company conducts a SWOT analysis, it does not mean that it is in a state of crisis, but this is only a measure designed to understand whether it is suitable or not. It is usually conducted in the wake of a company’s launch of new major projects and business undertaking the organization wishes to embark on (Cleland & Ireland, 2007). To launch a new product, the organization has to conduct a detailed analysis of its current position so as to determine the means with which the launching of the project can be addressed based on the findings. Microsoft Corporation (SWOT Analysis) Strengths First, Microsoft has the advantage of being popula r as the largest software company usually associated with software and hardware products that are highly innovative. This is displayed by the presence of more than 500 offices in 160 countries (Drucker, 2007). Secondly, the basic operating systems used globally are Windows 7, Vista and XP accompanied by suitable products such as Microsoft Word, Excel and Access among others. These offer the company a competitive advantage via the ease of integrating the products and setting of standard prizes for their standardized products (Hafner & Hibbert, 2001). Another major strength of Microsoft is the nature of rapid development of products and provision of timely updates as well as its strong, flexible and elevated quality of its staff. One of the other strengths of Microsoft PCs is the size. The design of its tablets and laptops makes them easier for portability and they are widely spread globally (Hafner & Hibbert, 2001). Weaknesses One major weakness of Microsoft is its failure to articul ate the growth of its products, thus being overtaken by competitors with respect to productions. Similarly, the products are usually sold with an assumption that the customer is running a Microsoft operating system (OS) for its compatibility which has resulted in declining sales of the OSs and server software (Hafner & Hibbert, 2001). In addition, employee exhaustion is evident owing to intense deadlines for products and their launching. As Drucker (2007) reports, Microsoft is characterized by recurrent restructuring, many rules and regulations with a domineering atmosphere that causes employee morale to reduce and sometimes loss of instrumental employees. This slows down the company’s innovative process. Microsoft has been dormant in the Internet space up to the time MSN was released although it still faces tough competition from Yahoo. With the increased consumer demand of the products, there has been limited human resource to deal with these needs in good time. Opportuniti es Microsoft has the opportunity of having access to cheaper international telecommunication and new markets since many people around the world are connected to the Internet (Drucker, 2007). With the demand for personal computers (PCs) and software components increasing worldwide, despite the market being flooded by attractive handheld devices, Microsoft can still produce more and increase their sales. Finally, Microsoft has

Law and ethics Essay Example | Topics and Well Written Essays - 1000 words - 1

Law and ethics - Essay Example Moreover, a cursory search on the web reveals a litany of legal firms offering assistance with navigating the complex regulations surrounding performing business in Kuwait (Keay, 2013). The effect of such a level of regulatory steps is of course necessary on some level; due to the fact that without regulation many less than honest firms would set up shop and take advantage of the system. However, as has been mentioned by many scholars with regards to this particular topic, the fact of the matter is that many of these business regulations have been made by individuals that do not have a special understanding of the business process; therefore, they are not adequate or efficient in regulating and only serve to provide a net loss of utility and efficiency with regards to doing business in Kuwait. With regards to a positive effect of this level of regulatory constraints, it can and should of course be noted that this allows Kuwait to exhibit a degree of control over the type and scope of business operations that take place within the nation. By ensuring that a high level of business laws and regulations governing business exist, the stakeholders within the government are able to specifically manage the growth of certain key sectors that they believe represent a threat while they are able to cultivate and promote other sectors that they believe offer a net benefit to the system as a whole. Discuss the fact that Kuwait is a renter state and how this is impacting the business environment negatively. One of the biggest threats to the continued viability of the government of Kuwait and other economies that are over-dependent upon the revenue from their natural resources is the fact that the other segments of the economy often atrophy. Due to the fact that such a very high level of profitability is able to be gleaned from oil and gas, nations such as Kuwait have been known to suffer from what is known as â€Å"Dutch disease†. Dutch disease is so termed due to the situation that exhibited itself in Holland during the 1970’s when large fields of natural gas were discovered within Holland. As these resources were tapped, the whole of economic power shifted and the natural gas industry ballooned into the largest sector of the Dutch economy. Ultimately, this served to weaken the economic position of Holland as a whole as the nation became overly dependent upon the revenue from the gas fields and allowed other, formerly profitable, aspects of their economies to wither and atrophy. In much the same way, the fact that Kuwait is so dependent upon the likes of Shell, BP, and Exxon as â€Å"renters† to their natural resources poses a significant threat to the continued viability of the economy. As a means of approaching this unique threat, it will of course be the responsibility of stakeholders within the government and private sector to seek to build key aspects of domestic production in order to offset the threat of becoming dependent u pon the rents that natural resource seeking firms extract from the nation. Due to the fact that just like with the example of Holland which has previously been discussed, these natural resources will eventually run out, it will be the responsibility of these stakeholders to seek to build a solid foundation now so that when this happens, Kuwait will

The Healthcare Facility and Staff †You Decide Essay Example for Free

The Healthcare Facility and Staff – You Decide Essay I. Identification The dilemma is that Mrs. Margie Whitson a patient at Golden Oaks Rehabilitation Center is going through some very hard times after just loosing her son William about a week ago. She has also had to deal with loosing her husband in the past 5 years leading up to this. She is also reflecting back to when she lost her first son to a motor vehicle accident. Margie is having a very difficult time taking this all in and now feels all alone and wants the one and only thing keeping her alive removed. Margie suffered a heart attack 2 years ago that almost took her life and she had to have an electronic pacemaker implanted. The pacemaker is what is keeping her alive by keeping her heart rhythm at a 100% pace. Without the pacemaker she would not be able to live. Now that all of her family is gone she is requesting that her pacemaker be removed so that she can pass and go on to be with her family because she now feels like she has nothing to live for anymore. She has talked to the Rehabilitation Center Administrator Cindy Mackin and has told her what she wants to happen and has requested her to call Dr. Vijay who was the Cardiologist Surgeon who placed the pacemaker in her to remove it. Morals are principles of right and wrong in behavior, expressing or teaching a conception of right behavior, conforming to a standard of right behavior, sanctioned by or operative on one’s conscience or ethical judgment, and capable of right and wrong action. (Merriam-Webster) According to our book the moral principles of ethics that are involved in removing Margie’s pacemaker are: †¢Beneficence- is the principle of doing good, demonstrating kindness, showing compassion, and helping others. †¢Nonmaleficence- is an ethical principle that requires caregivers to avoid causing patients harm. †¢Justice- is the obligation to be fair in the distribution of benefits and risks. †¢Autonomy- is recognizing the right of a person to make one’s own decisions. (Legal Aspects of Healthcare) The morals that are in conflict with this issue is nonmaleficence because the doctors, nurses, social worker, and ethics committee main priority is to make sure that nonmaleficence is not being implemented by any means. Other morals that are in conflict would be justice and autonomy because the committee has to take in consideration the patient’s right to make her own decision about wanting to live or not but they also have to take into consideration the benefits and risks of the patient that could come along with going through the patient’s request of removing her pacemaker. II. Information The ethics committee goals consist of: †¢Promote the rights of patients. †¢Promote shared decision making between patients and their clinicians. †¢Assist the patent and family, as appropriate, in coming to a consensus regarding the options that best meet the patient’s goal for care. †¢Promote fair policies and procedures that maximize the likelihood of achieving good, patient-centered outcomes. (Legal Aspects of Healthcare) It is clear that this dilemma consists of Margie wanting her doctor to assist with taking her life by removing her pacemaker. She has been through so much with the loss of her immediate family members that she wants to pass away as well to be with them because she feels like there is nothing else to live for. There are many theories of ethics that play apart in this dilemma. One of the theories is the Normative Ethics where all attempts are made in determining what moral standards should be put into place to ensure that human behavior and conduct are morally right. Another theory that can be can be applied is the Consequential Ethical Theory that focuses on the morally right action that will lead to the maximum balance of good or evil. The Utilitarian ethics believes that the moral worth of an action is only determined by its contribution to happiness as summed by all people. The last theory would be the Deontologic ethics that is focuses on the duties to others, which consists of telling the truth to all patients. III. Communication The ethics committee then sits down together and communicates with each other about the dilemma while going over the morals values and theories that apply to this particular dilemma to ensure that all of the rights steps and decisions are taken before they come to a conclusion on what to do for Margie. This step in communication is very critical to make sure that the committee review the dilemma properly, resolve any ethical dilemmas, resolve any conflicts, and to figure out if any additional support is needed. The committee does not necessarily come up with final decisions but they provide the needed advice to guide doctors, nurses, etc. towards making the right decisions. The ethics committee members all agree that there is indeed a dilemma with Margie wanting the aid of a doctor to take her life by removing her pacemaker, which is the only thing that is keeping her living. After meeting with all of the members of the ethics committee we are all on the same accord and have been informed with all the information about the case. The Cardiologist Dr. Rana Vijay, the Social Worker Jane Robison, the Rehabilitation Center Administrator Cindy Mackin and the Ethics Committee Chairman David Jamison have all come together and presented all information and facts that they know about this issue to all the members of the committee to ensure that no one was left out about any details of this dilemma. All members concur with my understanding and all other parties that had information about Margie’s dilemma. IV. Choice After speaking with the Cardiologist Dr. Rana Vijay, he informs the committee that removing Margie’s pacemaker would violate Beneficence, Nonmaleficence, and Justice. He stated that he would be going against helping others if followed through with Margie’s request, he would also be going against avoiding or causing harm to patients, and lastly he would be disregarding the benefits and risks of Margie by performing the requested actions. The Social Worker Jane Robison also expressed that doing this would not be good for Margie or his profession due to the ethics standards they have to withhold for all patients. She believes that with time she will have a change of heart and will appreciate her life being spared. The Rehabilitation Center Administrator Cindy Mackin agrees with everyone else in not assisting Margie with taking her life due to the sad circumstances that she has been faced with in the past few years. After all the members have reviewed the suggestions and recommendations from everyone involved everyone on the ethics committee have agreed that Margie’s request to have her pacemaker removed will be denied due to all ethical standards and the fact simply that it is just not right to let someone take their own life or assist with taking someone’s life. One of the most important things is to never cause harm to any patient, which taking a patients life goes above and beyond of causing harm to a patient. References Legal Aspects of Health Care Administration/George D. Pozgar.-11th ed.p.cm Moral. Retrieved from: http://www.merriam-webster.com/dictionary/moral

One Flew over the Cuckoos Nest Essay Example for Free

One Flew over the Cuckoos Nest Essay The six psychological approaches are biological, learning or behavioral, cognitive, sociocultural, psychodynamic, and humanistic. Each approach is unique in its own way and used by psychiatrists to diagnose the problem. A biological approach is applied when the there is a known medical condition. The medical condition normally connects to mental health, and the solution comes from therapy. This particular approach looks at the whole body. The learning or behavioral approach is all about analyzing the person’s the behavior and modifying their behavior biased on their response to the environment. This approach works from positive and negatives items in their environment, and is sometimes cured by brings these elements in and out of their life to fix the problem. The events in the environment can be rewards or punishments that will influence the patients behavior. The cognitive perspective is about understand a patients thinking and understanding. How we process, store, and retrieve information influences our behavior. It is said that all problems are located in the brain, and using this perspective you can find a medical issue that is affecting how the brain is working. The sociocultural approach is when the mental health has something to do with the environment that deals with growth. The culture in which the patient is a large factor. In a psychodynamic approach an individual’s problem is inside the unconscious mind. This can be from a dramatic event that happened earlier in their life. Sometimes the cure can be from the patient themselves accepting the fact, or acknowledging that they have a problem. The final approach is a humanistic approach. This is about individual or self directed choices that influence behavior. This approach deals with the physical health of a patient to eventually cure their mental health. There is a well known philosophy that a healthy mind equals a healthy body. In this approach, a psychologist will control the patients diet and exercise to regain their mental health. The hospital used many methods on the mentally ill patients. They had group counseling scheduled every day where Mrs. Ratchet interrogated the patients and made them feel uncomfortable. The hospital also had electric shock therapy and lobotomy as other treatment methods. Also, the hospital gave the patients medicine, this is a biological approach, even though it was given to these people unwillingly. Mrs. Ratchet also allowed McMurphy to receive a vote in order to watch the ball game and she bended the rules or was too strict in order to win her position. This is a behavioral approach because McMurphy watched the baseball probably in his normal environment at home. She teased him with the thought of watching the game as a reward, then took it away. McMurphy had behavioral or learning approach. He would congratulate people when they did things he thought were good and he would yell at them when he thought they did something bad. For example, when McMurphy taught Chief how to shoot a basketball, he cheered after every point he made. The other patients looked up to and really admired McMurphy, which put him in a very powerful position. He had a strong effect on the other patients and they really admired him. Chief Bromden’s recovery began when McMurphy came to the hospital and started talking to him and making him do tasks. McMurphy worked on chief to see if he was smart enough to complete simple tasks. The first step was him raising his hands above his head at the basketball court, which was the first movement he had done in his whole time being there. Before chief wouldn’t handle directions from others very well. His next step was raising his hand to vote on watching the baseball game, which McMurphy also encouraged greatly. Later, McMurphy rounded up the patients to play some basketball. McMurphy passed the ball to Chief and he shot it, which was followed by him beginning to follow orders and run up and down the court. The final step was when McMurphy gave him the gum before Electroshock Therapy and the Chief spoke fo r the first time at the clinic. After this, chief revealed his intelligence to McMurphy. Ken Kesey was always very interested, and was very talented with the subject of psychology. In 1959 he volunteer to take part in a study named Project mkultra  , this was a CIA funded project dealing with psychoactive drugs. Some of the drugs included were LSD, psilocybin, mescaline, cocaine, AMT, and DMT. This and his work at the state veterans hospital, which gave him access to LSD, inspired him to write One Flew Over the Cuckoos Nest. At the state veterans hospital, Kesey spent a lot of time talking to the patients. sometimes under the influence of the hallucinogenic drugs with which he had volunteered to experiment. Kesey did not believe that these patients were insane. Kesey believed that society had pushed them out because they did not fit in the the culture, and that they just wanted a place to keep all the mentally ill. I think that Kesey was trying to convey to people at mentally ill hospitals were treated in a bad manner. He tried to show people that the mentally ill were probably sheltered away from everybody just because they were different. The hospital portrayed in the film didn’t seem to help the patients out or want them to recover and go home. They seemed to have no rights. These patients adjusted to this lifestyle and didn’t want to leave, that is a problem when the assumed goal was to improve these people’s problems. The rewards from good behavior seemed nonexistent and He also wanted to show how cruel the punishments were in the hospital. Psychedelic 60s: Ken Kesey the Merry Pranksters. Psychedelic 60s: Ken Kesey the Merry Pranksters. University of Virginia / Charlottesville, Virginia, 16 Dec. 2009. Web. 19 Sept. 2012. . I really enjoyed One flew over the Cuckoo’s Nest. I thought the movie was genius. There were parts of humor, and it kept you interested and wondering so many things. I enjoyed that there were many main plots and side plots, like the hospital verses the patients, or the patients versus their own recovery. McMurphy was a very mysterious character, because he was crazy, and nobody could figure out if there was anything wrong with him. I though that putting him in that section of the hospital was a mistake, because he is so manipulative and high functioning that he abused all the hospital’s loop-holes. At the same time he was very good for the patients. I also enjoyed the character and all their different problems and personality differences. I enjoyed watching how Billy and the Chief progressed mentally throughout the film. I also love the thought of people breaking structure, and that is what McMurphy definitely succeeded in. This movie very closely related to psychology, because it directly dealt with people who were mentally ill. Also psychology was involved when McMurphy used his genius mind to go against the hospital in various ways. Thinking of these schemes uses a large amount of psychology. Even for the viewers, the movie left you deep in thought, with predicting and questioning what is going to happen next. This movie made you think deeply making this a very psychological movie.

Employee Motivation As A Hotel Industry Factor Tourism Essay

Employee Motivation As A Hotel Industry Factor Tourism Essay Motivation of employees is not a new phenomenon, however very little attention paid to him.  The major and most successful companies are svjestne importance of human factors in their organization, but, unfortunately, is much more smaller and not so successful that profit only the vision, mission and sole objective.  Many people are not thinking and not thinking about ways to enable them to profit, and abuse of the man and his knowledge and skills has never been respected, nor will it.  Loss of employee loyalty is the result of failure to comply with the individuality of employees, their desires and needs. How important is the motivation of employees, particularly in the hotel industry, will be explained in the following presentation. For the poptpunije treatment given topic, will be given an adequate theoretical basis in the first part, where he will talk about motivation as a concept, the process of motivation, original and contemporary theories of motivation, usually applied motivatorima, link between employee motivation and human resource management, and related  between the employees motivation and leadership. The second part will be arguments about the specifics of the hotel product and the motivation of employees as a factor of success in the hotel industry. The third part will respond specifically to the given topic and show how a successful company, Hit Montegro, motivate employees in your hotel, Maestral, which gives an advantage, as the concept develops and determines the business and what this hotel stands out from all others, not only  in Montenegro, but also beyond. Part I theoretical foundation 1.  MOTIVATION definition, division, the process of motivation Motivation is a complex area of human behavior.  The term motivation comes from the Latin word moves, which means movere; move. Under the motivation we podrazumijevati sum of factors that influence people to behave in a certain way, and especially to invest a certain efforts to achieve or accomplish something. The economic system of business motivation is hidden inside the driving force behind overall economic pattern that connects and arranges the target all economic efforts and integrate them into one whole.  In the process, motivation is manifested as the main driving force of creation. Work motivation is a system of methods, procedures and actions which encourages, directs, and reinforces the behavior of certain employees, in order to realize a larger and more favorable results. Basic assumptions about the motivation: à ¢Ã¢â€š ¬Ã‚ ¢ Motivation is a positive people feel good only if they are motivated. à ¢Ã¢â€š ¬Ã‚ ¢ Motivation is one of the factors that influence the behavior of individuals.  Other factors: capacity, resources, working conditions à ¢Ã¢â€š ¬Ã‚ ¢ Motivation is always less than sufficient and should be periodically renewed.  Time can be lost. à ¢Ã¢â€š ¬Ã‚ ¢ Motivation is the means by which managers can relate to offices in the organization. Motivation can be: subjective and objective. à ¢Ã¢â€š ¬Ã‚ ¢ Subject motivation is defined in two forms: moral motivation of workers (conscience, responsibility, pride, ambition, knowledge, etc.). Materjalna and motivation (interest in the job, salary, stimulation, etc.).. à ¢Ã¢â€š ¬Ã‚ ¢ Objective motivation occurs at the level of the firm, on its reputation, strengthen, and similar recognition.  ie.  If you contribute to the reduction of the higher entropy of the system (firm). Speaking of motivation, we can not to speak about human needs.  The need is expressed through a lack of something and is associated with goals.  Therefore, the need is internal, external and objective aspects of motivation The process of motivation the process of meeting the individual needs of employees, consists of several stages: à ¢Ã¢â€š ¬Ã‚ ¢ Employees identify their needs which is what it lacks and what he wants to achieve? à ¢Ã¢â€š ¬Ã‚ ¢ Looking for ways to meet the needs deficiency creates a kind of anxiety, and he seeks a way to eliminate à ¢Ã¢â€š ¬Ã‚ ¢ strives to achieve the goals which reduces the need à ¢Ã¢â€š ¬Ã‚ ¢ act appropriately à ¢Ã¢â€š ¬Ã‚ ¢ To get the reward or punishment à ¢Ã¢â€š ¬Ã‚ ¢ Re-evaluates its needs Satisfaction is often in the literature and in empirical research identifies with the concept of motivation.  These two terms are certainly related in large measure are mutually conditional, but undoubtedly is to be different. Under the satisfaction of employees involves the subjective evaluation of the degree of satisfaction that derives from the personal assessment of their satisfaction with various aspects of belonging to the organization.  And so happy employees pijre primarily related to the perception of employees and the extent to which they met their motives and above all the motives that are perceived as important for their involvement.  Best illustrates the differences following chart: (motivation,result,satisfaction) Chart 1st  The difference between motivation and satisfaction Source: Developed author If you are motivated enough for the job you do, it will certainly affect your final performance.  After a job well done following the feeling of satisfaction. 2.  THEORIES OF MOTIVATION   A large number of theories of motivation which, in fact, complementary to one another.  The following table provides a list of major theories.   Table 1  Theories of motivation   Name Type theory theories theorist and /   Theories instrumentalnosti Tejlorizam Teylor (1911)   Theories content theory hijararhije needs Maslow (1954)   ERG Theory Alderfer (1972)   Managerial theories need McClelland (1973)   Two-factor model of Herzberg (1957)   Theory X and Y McGregor (1960)   Theories of goal setting process theory Latham and Locke (1979)   The theory of equality Adams (1965)   Theory expectations Vroom, Porter and Lawer (1964, 1968)   Learning theory Bandura (1977)   Source: Michael Armstrong, Armstrongs handbook of human resource management, 11th ed., Kogan Page, London, 2009, p.319   As you notice, there are three kinds of theories of motivation in which:   à ¢Ã¢â€š ¬Ã‚ ¢ Theories instrumentalnosti belong to the original theory of motivation   à ¢Ã¢â€š ¬Ã‚ ¢ Theories of content are also in the original theory of motivation   à ¢Ã¢â€š ¬Ã‚ ¢ Theories are in the process of modern theories of motivation   Theories instrumentalnosti bazraju the attitude that people are motivated to work through reward and punishment.  One of the major theories instrumentalnosti is called.  Tejlorizam, which is named after its founder, Taylor, who wrote:   It is impossible for any extended period of time, to encourage their employees to work more than others, the ordinary that surround them, if you are not sure to check a large and permanent wage increases.   This theory is still widespread and can be successful under certain circumstances.  However, its use is ignored other human needs and disturb the relations among the employees.   Theories of content based on the attitude that people do to meet their needs.  As an important aside the following:   Hierarchy of needs theory (Maslow) in every human being there are five primary needs that meet the hierarchical order:   à ¢Ã¢â€š ¬Ã‚ ¢ physiological food, water, shelter and all.  bodily needs   à ¢Ã¢â€š ¬Ã‚ ¢ security physical and emotional safety and protection   à ¢Ã¢â€š ¬Ã‚ ¢ Social belonging, love, friendship, acceptance by others   à ¢Ã¢â€š ¬Ã‚ ¢ respect self-esteem, status in society, recognition of environmental   à ¢Ã¢â€š ¬Ã‚ ¢ samoaktuelizacija development and progress, potential exploitation of personal fulfillment and inner satisfaction with them.   The first two groups are the needs of lower-order and meet the external mechanisms (salary), and the other three were of a higher order and satisfy the internal mechanisms (attitudes, values, expectations).  The role has motivatora Unmet needs, which, when it takes satisfy the needs.  This theory has not been verified numerous empirical studies and criticized because of too much generalization.  Namely, different people have different priorities and it is difficult to accept Maslovljevu hijararhiju needs.   ERG Theory (Alderfer) predicts three types of basic needs:   à ¢Ã¢â€š ¬Ã‚ ¢ existential needs the basic material necessary Poreba every man for life.   à ¢Ã¢â€š ¬Ã‚ ¢ the need connection the desire of people for the realization of interpersonal relations   à ¢Ã¢â€š ¬Ã‚ ¢ development needs the desire for personal development, training and advancing   Alderfer abolished the hierarchy of needs and claims that it can simultaneously satisfy multiple needs.  When it comes to frustration due to inability to meet the needs on one level, increases the desire to satisfy the needs of another and, often, lower level.   McClelandova theory of needs, the needs of managerial theory focuses on three types of needs:   à ¢Ã¢â€š ¬Ã‚ ¢ need for achievement striving for success and greater achievements in relation to existing standards.   à ¢Ã¢â€š ¬Ã‚ ¢ the need for power the desire for influence and control over others.   à ¢Ã¢â€š ¬Ã‚ ¢ the need for merging the desire to be loved and accepted by others.   This theory assumes that successful managers who have a high need for power and personal success without the desire for merging.   Two-factor model Motivation-hygiene theory (Herzberg) based on the assumption that the individual attitude of employees towards work determines success or failure of work.   Factors that influence job satisfaction and dissatisfaction are the following:   à ¢Ã¢â€š ¬Ã‚ ¢ Motivatori related to the work itself (job, recognition, promotion) and meet the needs of the individual to prove their own.  These are the factors that cause lack of satisfaction to those that cause pleasure.   à ¢Ã¢â€š ¬Ã‚ ¢ Kontestualni factors factors of working environment, environment, hygiene factors, which act as prevention to prevent dissatisfaction.  This is a set of factors than those that cause frustration to those who do not cause dissatisfaction.   On the positive motivation may affect only the first group, while another can only reduce dissatisfaction, but not increase satisfaction.   The opposite of satisfaction is not dissatisfaction, but the lack of satisfaction, and vice versa.So, just motivatorni factors contribute to job satisfaction, and only factors contest discontent.   Theory X and Y (McGregor) starts from two different assumptions about human nature: the negative X-and Y-positive.   Theory X assumes that the behavior of employees Guided needs of lower order.   à ¢Ã¢â€š ¬Ã‚ ¢ Employees do not like to work and izbjegavaĆ¡e work whenever possible   à ¢Ã¢â€š ¬Ã‚ ¢ must be force to work under the threat of punishment   à ¢Ã¢â€š ¬Ã‚ ¢ avoid responsibility and seek precise directives from their bosses   à ¢Ã¢â€š ¬Ã‚ ¢ They have little ambition and their safety comes first   Theory Y assumes that the behavior of employees Guided needs a higher order:   à ¢Ã¢â€š ¬Ã‚ ¢ Employees understand the business as a natural need for such leave   à ¢Ã¢â€š ¬Ã‚ ¢ Dedicated to the tasks and training   à ¢Ã¢â€š ¬Ã‚ ¢ They are ready to accept responsibility   à ¢Ã¢â€š ¬Ã‚ ¢ are able to make decisions and they need povjeravati responsible and challenging jobs.   Theories of the process (the modern theory) focus on the psychological processes that affect motivation.  Process theories are certainly more useful to managers of the theories of motivation because it gives concrete instructions for the application of motivational methods.   The theory of goal setting (Latham and Locke) motivate employees three mechanisms:   à ¢Ã¢â€š ¬Ã‚ ¢ Specific and clearly set goal difficult but achievable attainable, because it is in human nature and the need to prove self.   à ¢Ã¢â€š ¬Ã‚ ¢ Feedback on achieving set targets people want to be informed of how well that worked and the results achieved.   à ¢Ã¢â€š ¬Ã‚ ¢ Participation of employees in setting goals increases their motivation, efficiency and confidence.   Equity theory (Adams) one in the organization expects that efforts to win the same prize as well as his colleagues who performed the same job.   When employees believe that they made wrong comes to the creation of tension (not so much effort into the entrance of their work as before, consider that spend too much time, give notice).     Expectations theory (Vroom, Porter and Lawer) developed a situational model of motivation that explains why one and the same person makes various efforts in different situations.  Vroom argued that there are two factors that determine the effort that employees invest in their work, the first the value of individual awards that would enable them to meet their needs related to security, autonomy, samoaktuelizaciju, and another the likelihood that the amount of awards depend, in fact,  of individual effort.   Porter and Lawer complement this theory and created a new model where the motivation will, in addition to the effort, the final performance of the employees affected and: knowledge and skills and the expected role (what employees want to work and what is expected of them to work).   Chart 1st  Motivation Model Porter and Lower   Source: Michael Armstrong, Armstrongs handbook of human resource management, 11th ed, Kogan Page, London, 2009, p.326   Learning theory (Bandura) emphasis is on learning to adapt behavior.  Behavior which withdraws the award will be repetitive, and it pulls you avoid penalty.  The consequences of past behavior influence the future actions of employees.  Model behavior of employees is reflected in the following: a stimulus response a result future reactions.     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Managers can influence employees to change behavior: support, avoidance, lack of support, or punishing, with respect to some rules:   à ¢Ã¢â€š ¬Ã‚ ¢ Do not reward all equally, but the performance   à ¢Ã¢â€š ¬Ã‚ ¢ Clearly tell people what to do to be rewarded   à ¢Ã¢â€š ¬Ã‚ ¢ Be sure to tell what sins   à ¢Ã¢â€š ¬Ã‚ ¢ Do not punish the others   à ¢Ã¢â€š ¬Ã‚ ¢ Be fair.   3.  Employees motivation and human resource management   Link between employee motivation and human resource management best illustrated in the following diagram.   Chart 3rd  The influence of individual effectiveness in human resource management   Source: Robert Mathis and John Jacson, Human Resource Management, 11th ed, Thomson South-Western, USA, 2008, p.81   From the individual, negovih knowledge and skills, motivation and support they receive from the company you work for, and the nature of the business depends on the job satisfaction, employee loyalty to the company, productivity, quality and service.   The above variables are used for measuring the effectiveness of human resource management.   Namely, if the employee is not motivated enough, it will first be reflected in his performance, then all other variables, so therefore the effectiveness of human resource management be in the lower level, and vice versa.   4.  MOTIVATORI   Motivatori are things that come to pojedninca activities or methods which can reconcile the conflicting needs or to emphasize a need in the way that it is assigned priority over other needs. They are the kind of instruments that would strengthen the desire for some achievement, and beyond that to achieve satisfaction, and the means through which to influence the behavior of people.  Motivatori most commonly used are:   à ¢Ã¢â€š ¬Ã‚ ¢ Money   à ¢Ã¢â€š ¬Ã‚ ¢ Security of employment   à ¢Ã¢â€š ¬Ã‚ ¢ allocation of interesting tasks   à ¢Ã¢â€š ¬Ã‚ ¢ The public attribution of merit   à ¢Ã¢â€š ¬Ã‚ ¢ The possibility of training   à ¢Ã¢â€š ¬Ã‚ ¢ The possibility of progress   à ¢Ã¢â€š ¬Ã‚ ¢ Participation in decision-making   à ¢Ã¢â€š ¬Ã‚ ¢ The quality of working environment   à ¢Ã¢â€š ¬Ã‚ ¢ self etc..   5.  Employees motivation and leadership   Using different motivatora to successful motivation of employees in the first row is determined motivacijiskim abilities or samomotivacijom manager.  Namely, the concept of motivation is closely linked to the notion of leaders, team leaders, organizations, companies.  A leader in 21.v.  primarily motivator.  Howard Gardner, professor at Harvard in his work, Leading Minds: An Anatomy of Leadership defines leaders:   The leader is rarely more individuals, or individuals who significantly influence the thoughts, feelings and / or behavior of a large number of individuals.   On the other hand, the great leaders of today were not in their positions that they did not have strong enough motivation to constantly improve and successfully build your career.   One of the greatest leaders of all time, Napoleon Bonaparte was said:   Leadership is the art of motivating a group of people to act towards achieving a common goal   Leadership = MOTIVATION   LEADER = motivator   PART II employees motivation as a factor of success in a hotel INDUSTRY   Advance one that gives a little more and a little better.   Ellsworth Statler (1863 1928)   One of the founders of hotel industry, Ellsworth Statler, the success achieved by the introduction of standards in their hotels, which could provide better quality services at a reasonable price.  He was a great innovator and racionalizator.  The first is to realize the importance of hotel staff: their looks (introduced uniforms), behavior (introduced a Code of Conduct) and knowledge (he founded the Foundation for Education of catering professionals and scientists, and financial help today in the world famous university education hotel administration and hotel management  Cornell Hotel School, Itaca, New York).  Stimulate the workers, allowing the purchase of shares of any hotel in a certain amount, with the allowance of the salary.   In addition to the above sentence, which with strong reasons, the author opens his presentation, he often spoke to employees: The guest is always right!  He pays you and me!    It is clear that the hotel industry has developed precisely for reasons to satisfy the needs and desires of the guest and can not in any case to ignore its importance.  However the question of whether the guest is still a key link in the hotel in 21.vijeku?   Let us start from the well-known marketing concepts:   Needs, requirements, desires and satisfaction of guests in the first place!   Prove that the set theory valid.   Hotel is primarily obliging activity and as such has its own specifics that arise from the specific characteristics of services in relation to the products.  And they are:   à ¢Ã¢â€š ¬Ã‚ ¢ intangibility,   à ¢Ã¢â€š ¬Ã‚ ¢ indivisibility an integral part of its consumer services, ie.  consumer a guest of the hotel.   à ¢Ã¢â€š ¬Ã‚ ¢ Kvarljivost services can not be stored, empty hotel facilities can not be compensated by good or excellent popunjenoÃ…Â ¡Ãƒâ€žÃ¢â‚¬ ¡u in the following time period.   à ¢Ã¢â€š ¬Ã‚ ¢ Variability conditioned by the fact that the subjective factor or a factor crucial for the quality of the man of realization.  The service is Neponovljiva, such as the role of actor in theater boards, it can be on the high level of quality that satisfies customers, but never all the elements in the process of delivery and consumption can no longer repeat.  Simultaneity consumption and provision of services through the interaction of both sides creates a unique atmosphere.   Psycho-physical characteristics of the service providers can significantly cause satisfaction or dissatisfaction with the consumer, regardless of technical, organizational and technological quality of the service segments.  Because of this, the focus quality is transferred to vrÃ…Â ¡itelje services, catering and hotel management staff.  It is important to determine the quality of standards (rules which determine the elements of quality staff in the hotel: the knowledge, skills, experience, appearance, behavior ).  But not enough to meet the standards to achieve competitive advantage in a very turbulent market, what is a tourist.  Guest looking for something more!  Guest search experience!  And this is one of the leading trends that says UNWTO Change from Service to expirience!  Interior, exterior, luxury, luxury, artificial smile   are no longer of crucial importance.  The main trump card of successful hotel in 21.v.  man.   Employees are in the hotel, you love your job and you are satisfied with the performance that you provide?  Masters the necessary skills and knowledge?  As guests, we will see, feel, that to enjoy and of course, be back again, but this time with hrpom friends!   We conclude:   The guest is satisfied if the providers of content services.   These reject the thesis that the home needs, requirements, desires and satisfaction RATING in the first place!  Already perform a new conclusion:   Needs, requirements, desires and satisfaction of employees are in the first place.   And from the above results:   Satisfied employees = employees motivated?   And just the motivation of employees is a key factor for success in all spheres of social life and work, especially in idnustriji hotel where guest satisfaction largely depends on the satisfaction of employees in the hotel.  Sometimes it is possible and the big technical flaws nadomjestiti beautiful gestures of employees, but the latest and most expensive technology, luxury and grandeur can not nadomjestiti unkindness and coldness of the staff will (not) was available during your stay.   A hotel company to motivate its employees, we will see the following example.   PART III practical EXAMPLE   6.MOTIVACIJA EMPLOYEES AS A FACTOR success HOTEL MAESTRAL   Is the set theoretical foundation found application in the local hotel industry?   The answer we seek in the hotel Mistral and also reveal why years ago Hit Montenegro, which owns the hotel, the leading company in the tourist market in Montenegro and beyond.   Hotel Mistral (hereinafter only the mistral or a hotel) do not have much to present.  Just the name tells us a lot.   Mistral is the son of a very good, very good, the luxury, prestige.  Accordingly, you will always be able, during your stay at the hotel, meet many people who have reached their professions so.  Top of the pyramid.   Question: Why?   à ¢Ã¢â€š ¬Ã‚ ¢ Why, when only the hotel building, its exterior, interior and not drawn luxury?   à ¢Ã¢â€š ¬Ã‚ ¢ Why, when the accommodation units (rooms) in general are not so large that guests can enjoy?   à ¢Ã¢â€š ¬Ã‚ ¢ Why, when the rooms still no plasma TVs?   à ¢Ã¢â€š ¬Ã‚ ¢ Why, when all the rooms still have Internet access?   à ¢Ã¢â€š ¬Ã‚ ¢ Why, when a cup of coffee exude more humility than the refinement?   But the most important issue only follows:   Why, despite the above, all hotel guests coming back again, even for the same amount of money can get a spacious room, more beautiful towels ?   Answer:   Because they are satisfied with experience and treatment given to them in the hotel!   Because unlike other hotels, the hotel Mistral has a soul.   Soul Maestral make its employees, whereby it is important to emphasize all employees of higijeniÄ arke to Executive Director.   We arrive to a new thesis:   Guests of the hotel Mistral are satisfied.   Return to the thesis of the previous section:   The guest is satisfied if the providers of content services.   Satisfied employee = motivated employee!   With certainty we can conclude:   Staff at the hotel Mistral motivated.   The aforementioned conclusion shall be taken as a starting point the thesis that the next exposure to be adequately argued.   7.  BUSINESS STRATEGY   As evidence that the employees, their motivation, but considerations when creating a strategy, defining the vision, mission and strategic goals, the next presentation will be separated only fragments of importance for this work.   Business idea of the company as follows:   With knowledge, marketiÃ…Â ¡kim thinking and professional approach we offer a high level of service and make good business results in the hotel complex, which allows our guests accommodation, dice, entertainment, recreation, enogastronomske pleasures and good conditions for business activities.   Objectives and plans of the hotel were based, and today is based, among others the following setting:   à ¢Ã¢â€š ¬Ã‚ ¢ attractiveness, innovation, expertise, kindness, and create nadstandarnom offer the advantage ahead of the competition and achieve the return of guests   One of the very high goals and requirements that the company has set before him as follows:   à ¢Ã¢â€š ¬Ã‚ ¢ the company offers full-time staff employment, adequate wages, the possibility of development, education, training and career   High standard and the company has set a vision and high expectations of the management company and some of them are:   à ¢Ã¢â€š ¬Ã‚ ¢ Hotel Mistral house will be satisfied, creative, motivated and professionally competent staff, which will continually increase revenues, value additions and visit hotels.   à ¢Ã¢â€š ¬Ã‚ ¢ Hotel Mistral will represent one of the pearls of the tourist offer of Montenegro and as such would represent an example of successful investments in tourism to the satisfaction of owners, employees, narrower and wider community.   In accordance with the above specified, the company is set by among others the following strategic objectives:   à ¢Ã¢â€š ¬Ã‚ ¢ permanent investment in staff development (knowledge, motivation, affiliation)   8.  COMPANY ETHICS   Nowadays the competitiveness of the organization, its reputation, and thus its business success are inseparable from ethics.  It can be said that ethics is the foundation of successful companies and management that relies on trust.  Companies in which the rule of justice and fairness are often companies that respect ethical principles.  A way that employees see a significant impact on the fairness of the organization.  Sense of fairness is associated with greater commitment to employees, the higher degree of satisfaction, which is based on the organization, business, leaders, and conduct that reflects a sense of belonging to the company. This company is exactly Hit Montenegro.  Mistral its reputation gained primarily fostering the right values and good application of the Code of Ethics.   It may sound contradictory, if we note that the largest part of the profits from the casino collected mistral.  But I do not need much pojaÃ…Â ¡njavati.  Ask one why casino players will soon decide to invest their money in Maestralov casino, and not in another, perhaps better equipped.   The answer lies in business ethics, codes of ethics and employees who implement.   Working in such an environment, where you know you will not mislead anyone, where all will be as clear as day, is really a big driver of your energy, you surely will not spare to spend in the job at hand.   9.  Strict LABOR LAW   Professionalism in the hotel Mistral is reflected, inter alia, in strict compliance with the law on paper.  It can happen that you start work, and that you are not previously signed a contract with the employer.   FasciniraĆ¡e you the following story from practice: Seasonal worker came fully prepared, just in time to his position for the first time.  That day was supposed to sign the contract.  Through the half-hour lawyer appeared with the words: Excuse me please, now I saw that the director did not sign a contract, and is absent.  Can you come tomorrow he comes today and the contract will be ready in the morning?  Sorry again, but I think its wrong to do, and do not have a signed contract, you agree?  Of course.    The said employee is satisfied on the first day that really work for professionals, as his nagovjeÃ…Â ¡tavali earlier.   Further.   à ¢Ã¢â€š ¬Ã‚ ¢ Iplata monthly benefits to all employees every fifteenth of the month.  Deviations were not, and theres not likely that delayed payments to employees or not that month, expressed with one decimal digit, is 0.1%.   à ¢Ã¢â€š ¬Ã‚ ¢ UraÄ unaĆ¡e you and overtime work, night work, work during the holidays, work on Sundays.You and paid travel expenses and meals at the hotel.   à ¢Ã¢â€š ¬Ã‚ ¢ If you are a seasonal worker, you will be provided accommodation in nearby hotels.   à ¢Ã¢â€š ¬Ã‚ ¢ Paid you life and health insurance.   à ¢Ã¢â€š ¬Ã‚ ¢ Business book you filled and safe.   à ¢Ã¢â€š ¬Ã‚ ¢ You have two free days a week and the right to annual leave and the right to paid sick leave.   à ¢Ã¢â€š ¬Ã‚ ¢ All your rights foreseen by the law on work, safety and employment contract have been met at every opportunity.   SloÃ…Â ¾iĆ¡ete is that rare company in Montenegro, especially in the hotel, which apply this system work, which, logically, employees fully responsible.  And this is one more reason to stay in Maestral and not iznevjere trust.   10.  Fee and gratuity   Results of the survey, which was conducted a few years ago one of the employees in the hotel Mistral, showed that approximately 70% zaposelnih declared that their main motive for work is not salary.   However, should podcijenjivati importance of monetary compensation.  Bearing in mind that the hotel has a high occupancy rate throughout the year, and that primarily comes to the casino hotel, the hotel employees are well paid, which gives a good basis for the investment of additional effort and better results.   Wages are not only monetary income of employees in the hotel.  From two to three times a year all employees have a raise, as a form of additional stimulus.   If your job requires direct contact with guests, it is quite certain that you will leave a tip, which can sometimes be higher than your monthly salary.  It is understood that you will not get a tip if you have left a negative impression on the guests, whether your neljubaznoÃ…Â ¡Ãƒâ€žÃ¢â‚¬ ¡u or non-professionalism.  But, as you care to maintain good relations with colleagues, you share tips.This is one of nepisanih rules and actually proved successful in practice.  At the end of the day you and your associates happy.   11.  OTHER BENEFITS   Public represents an important part of almost every employee compensation and they are determined as indirect monetary or non-pecuniary compensation that employees receive because they continue to work for the company.  The financial compensation was the word in the previous chapter, and that all the Mistral provides more benefits to their employees we will see from the next exposure.   The last two years for the new year, all employees had the opportunity to do a certain period of use by one Thai massage.  All employees have certain discounts at partner hotels, Montenegro Airlines.  Fee in the union, two times a year to receive packages with food.  Union also provides benefits in some hotels during the winter / summer months.   12.  STAND MANAGER TO EMPLOYEES   Peter Drucker says, They are not workers, they are people. A manager should be treats people with dignity is respect.   Already during the introduction to your superiors conclude that the word of professionals who know their job well and who is ready to help and to teach.  Through a friendly conversation, in his office, in the conference room or an aperitif in the bar, we introduce the vision, m