Macro-Economic Objectives and their Impact on Business Activity Assignment

Macro-Economic Objectives and their Impact on Business Activity - Assignment Example The RPI reflects a weighted average of price rises over the previous 12 months and as such it can be seen as the rate of inflation affecting the average household. (Jewell, 2007) Economists attribute inflation to one of the three causes; Excess demand in conditions of full employment, this is also known as demand pull inflation. Monetary inflation, which is the excess rise in the money supply A rise in the cost of production that is, in turn, passed on to the customers by firms enjoying some degree of monopoly power. This is cost push inflation. Inflation leads to a rise in prices, it has the effects of redistributing purchasing power. Businesses might suffer if their customers experience a decline in their real incomes. Moreover, if the inflation is one of costs rather than prices, profit margins will be squeezed. Conversely, inflation caused by access demand may lead to an increase in profits margin. One of the most damaging aspects of inflation from the business point of view is t hat it makes planning for the future difficult. Budgeting becomes difficult. Making provisions for expenses and purchases becomes difficult as prices tend to increase. (Jewell, 2000) The unemployed are defined in government statistics as those people seeking work who are unable to obtain a job. Unemployment can occur due to deficiency in demand; this could be cyclic, which is temporary during recession. Or it could be persistent which results from long-term deficiency. Technological advancement curb the need for manpower and this can also result in unemployment. Structural unemployment occurs when there is a change in the structure of demand leading to the decline of a major industry. Regional unemployment occurs when a major local industry declines leaving the workers of that area unemployed. Frictional unemployment results from the unemployment while job changing. Another form of unemployment is voluntary, which is the unwillingness to work at current rates of pay McEachern, 2008) . In theory, a high level of unemployment should increase the reserves of labour available to business. Firms that are starting up would find labour easily. Furthermore, excess supplies of labour may also weaken the resolve of unions to demand high pay. These were the advantages of unemployment; however, it is possible for unemployment to coexist with shortages of particular types of labour or shortages in certain geographical regions. (Frank & Bernanke, 2001) Economic growth is basically an increase in the productive capacity of the economy or a rise in real national income per head. As it provides the means for achieving higher living standards for all, it opens up the prospects of reducing poverty without the necessity of income redistribution. Economic growth is beneficial to private sector firms. New market opportunities will be created in an expanding economy. This provides scope for emerging businesses as well as the expansion of existing ones. A growing economy is favorable for any business and especially the ones that are new. Economic growth is measured by the increase in the gross domestic product (GDP) of the country. GDP can be measured by the expenditure approach or by the income approach. (Wessels, 2006) International Trade and the Balance of Payments The balance of payments is a set of accounts recording details of a nations transaction with the rest of the world. The current account measures a country's trade in currently produced goods and

Compare and contrast the different respects in which Freemen were Essay

Compare and contrast the different respects in which Freemen were treated during Reconstruction by the Cherokee Nation and how t - Essay Example Following an establishment of a working treaty with the United States of America, these individuals gained Cherokee citizenship in 1866. Numerous rights of the freedmen remained limited with some being available only to Cherokees and not freedmen Cherokees. During the reconstruction of the Cherokee nation, freedmen were only granted citizenship into the Cherokee nation. Numerous human rights, however, were not granted to the freedmen Cherokees following citizenship. Controversies continued through the 20th century concerning the rights granted to freedmen Cherokees. These individuals felt they were being accorded second grade citizenship with limited rights. Though the Cherokee citizenship offered freedmen with citizenship based on possession of Cherokee blood, amendments into the constitution later involved acceptance based on historical presence. The Cherokee nation presented controversial regulation regarding citizenship of freedmen Cherokees. This controversy continues to yield c ontinuous court battle as freedmen seek acceptance into the citizenship of Cherokee nation. Various Cherokee constitutional laws declare that qualification to Cherokee citizenship should be based on having Cherokee blood relationships and not merely historical presence within the Cherokee nation. ... Within the context of Cherokee nation, however, separation of these parameters remains difficult. The integration of the Cherokee nation as part of the United States of America brought significant impact and clarification of the pending citizenship issues. Freedmen Cherokees continued to be accorded limited right by the Cherokee nation. These included limitation into intermarriages with native Cherokees; hence freedmen Cherokees could not intermarry with native Cherokees according to the Cherokees’ regulations. This mainly remained so because these freedmen continued to be viewed as slaves of the Cherokees. There exists an unwritten slavery law where masters cannot intermarry with slaves. This theoretical believe continued to be commonly practiced within the Cherokee nation. The freedmen were also accorded second-class citizenship, with limited rights, like those of intermarriages. Adaptation into the constitution of the United States of America included access to various righ ts, previously unavailable. These included the right for freedmen Cherokees to vote and elect leaders. Though the united states governments seeks to empower the freedmen Cherokees through giving them human right accorded to other marginalized communities, controversy continues to cloud the issues of freedmen Cherokees. These individuals were offered citizenship into Cherokee nation before integration into the United States of America. The standing order, therefore, remains that they are still bound by the regulations which gave them Cherokee citizenship. These people, therefore, completely remain bound by the constitution of the Cherokee nation whose authority

Employee Performance in the Hotel Industry

Employee Performance in the Hotel Industry 1.1 Background Information: Employees are the assets for an organization. This is true because the success or failure of any organization depends upon its employee too. The importance of an employee in hospitality industry becomes more significant because of its nature- manpower intensive industry. In hospitality industry and hotel sector especially it is very important for organizations to stay focused on employee performance and so how to get enhancement in the employee performance. There are many reason of providing training to the employees. One basic reason is to fill the performance gap after having been identified the same. This gape can be known while having performance evaluation process. These days hotels have been taking continuous efforts to provide most practical and relevant training to the employees of all the functional area of the hotel concerned. These efforts of the hotels are more towards integration and getting more concrete results. Those hotels earning good profit have their well-developed training systems and they resort to a planned approach to training its employees. This level of hotel organization has regular training programmes regardless of its concrete tangible gains or not. There are many hotels where they have different approach to train the employees, that approach is intentional training, this includes providing training to all the employees irrespective of their deficiencies and strengths. This kind of approach of training goes on as one of the function of the organization. Srivastava.V.N, Shafiq.M, Ghosh.K (2005) Employee performance is more important in this industry because employees are having direct interaction with the guest and secondly it is employee of the hotel industry that satisfies its guest. So it is very important for the manager concerned to know the factors that affects employee performance. There is a saying that perfection of work depends on pleasure at job. So pleasure and performance both can be achieved by quality education about the subject area and systematic training of the same. As far as Indian hospitality industry is concerned, a report commissioned by the department of tourism, Government of India, revealed that the annual demand for trained manpower in hotels and restaurants is likely to touch 29,000 by the year 2010. This figure is likely to increase to approximately 39,000 by the year 2020.And the actual supply of manpower? A total of approximately 18,000 students are being trained in hotel management and food craft annually in the country. Currently, in hotels, attrition rates are at 18-25 per cent per annum, and growing at an alarming rate of 10 per cent per annum. This, exacerbated by an escalating wage bill of 10-12 per annum with a five-year forecast pegged at a minimum increase of 40 per cent over current levels. Thus systematic training will play a life saving role in hospitality industry to counter with the current scenario. www.indiatoday/may2007/page24 After having basic information about systematic training and its significance to the hotel industry author would like to provide definitions of the key terms of this research. 1.2 Definitions: Training means learning some new things for increment or development of the working personnel. Training is becoming a necessary for having skills and attitudes as a part of each individuals working life for the higher performance. Performance Management: it is a process which is designed to improve organization, team and individual performance and which is owned and driven by line manager. Fool.M, Hock.C (2002). Training constitutes a systematic approach to training which includes taking the time to analyze what results the organization needs from its employees, if employees are accomplish those results. A systematic approach includes evaluating approaches before, during and after training to ensure employees truly benefited from the training in terms of enhanced results to the organization. www.managemertthelp.org/trng-dev/basics/sd.htm. Training is a planned process to modify attitude, knowledge or skill behavior through learning experience to achieve effective performance in an activity or range of activities. Golssmith.A, Nickson.D, Solan.S, Wood.R.C,; (1997). Training is a systematic process through which an organizations human resources gain knowledge and develop skills by instructions and practical activities that result in improved corporate performance. Frank.M.G, Mary.L, Monchello, BaumJ (1996). 1.3 Aim and objectives / Research Questions / Hypothesis: 1.3.1 Aim and Objectives: Purpose of this research work is to explore systematic training as a major factor in enhancement of employee performance in service department of hotel Industry. To explore the term Systematic Training and employee performance in hotel Industry. To explore the determinants of employee performance To find out relation between systematic training and employee performance. To explore training as motivational tool that leads to employee satisfaction. To explore the process involved in systematic training 1.3.2 Research Question: R.Q.1: What are the factors that influence employee performance in hotel sector of hospitality Industry? R.Q.2: How systematic training will ensure employee performance in hotel Industry? R.Q.3: What is the mechanism (process or technique) of systematic training? Is training works as motivational factor? 1.4 Rationale behind choice of this research topic: Employee performance is key to success of hotel organizations. So this is a prime area of focus because employee performance leads to organizational success and especially in hotel industry because of its nature that is manpower intensive industry. This is the reason employee performance is always a matter of consideration. These are the reasons author felt to explore this area with the help of systematic training. 1.5 Structure of Dissertation: This section is about presentation of the dissertation. First chapter after this introduction section is LITERATURE REVIEW which is chapter No.2, in this section author has presented his secondary research. After that chapter No.3 is METHODOLOGY chapter where in author has explained the methodology used to achieve the aim and objectives of this research. After methodology section there is chapter No.4 which is basically ANALYSIS OF FINDINGS with the help of tables and graphs. And at last chapter is 5 which contains CONCLUSION AND RECOMMENDATIONS. After these there is BIBLIOGRAPHY section which is nothing but list of references, followed by APPENDIX section which contains sample questionnaire and other additional material related with this research. LITERATURE REVIEW 2.1 Introduction: Literature review section of this report is secondary research related to the topic area and aim and objectives established by the author. This section of the research has been proving the research related to the topic area with the help of secondary research. All the variables of this research has been taken into account and all possible factors are also explored which is statements and quotes and sayings of scholars. 2.2 Significance of performance management: Performance management requires a willingness and commitment to focus on improving performance at the level of individual or team everyday. It focuses on performance and potential appraisal, performance review and feedback, and 360-degree feedback. All these processes center round improvement of performance levels of the employees. Its main purpose is to improve performance at all three levels- individual, group and hotel. A direct application of performance management is raising competency levels and potential of employees through employee training and development. Training and development efforts need to be linked with performance and potential appraisal systems prevailing in the hotel to improve results from training. Concrete gains from such training efforts initiated for employees can be achieved. Where performance appraisal has indicated poor performance, training focused at improving needed performance levels can yield significant improvement of performance by initiating need based professional development programs. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Managing higher performance in a hotel is very much dependent on adopting a systematic training approach by which training gives better results and is more effective for both the individual as well as for the hotel. Training is a planned process to modify attitude, knowledge or skill behavior through learning experience to achieve effective performance in a activity or a range of activities. Goldsmith A, Nicleson D, Solan S, Wood RC: (1997) Training includes systematic training, which includes the different approaches like Analyze, Design, Develop, Implement, and Evaluate. Therefore systematic training means to analyze the needs and training goals of the organization with knowledge and skills to perform according to the hotel needs. Then a design of training system is there by which a training package is developed, which is inclusive of audio-visual, graphics, manuals etc. and at last implementing the package, which is developed. Simply approaches of systematic training provide a phase to next phase as it is a ongoing process. www.managementhelp.org/trng-dev/basics/sd.html. 2.3 Types of Training and Development: 2.3.1 Informal Training and Development Informal training and development is rather casual and incidental. Typically, there are no specified training goals as such, nor are their ways to evaluate if the training actually accomplished these goals or not. This type of training and development occurs so naturally that many people probably arent aware that theyre in a training experience at all. Probably the most prominent form of informal training is learning from experience on the job. Examples are informal discussions among employees about a certain topic, book discussion groups, and reading newspaper and journal articles about a topic. A more recent approach is sending employees to hear prominent speakers, sometimes affectionately called the parade of stars. Informal training is less effective than formal training if one should intentionally be learning a specific area of knowledge or skill in a timely fashion. Hardly any thought is put into what learning is to occur and whether that learning occurred or not. (However, thi s form of training often provides the deepest and richest learning because this form is what occurs naturally in life.) www.managementhelp.org/trng-dev/basics/sd.html. 2.3.2 Formal Training and Development: Formal training is based on some standard form. Formal training might include: Declaring certain learning objectives (or an extent of knowledge, skills or abilities that will be reached by learners at the end of the training), using a variety of learning methods to reach the objectives and then applying some kind(s) of evaluation activities at the end of the training. The methods and means of evaluation might closely associate with the learning objectives, or might not. For example, courses, seminars and workshops often have a form but its arguable whether or not their training methods and evaluation methods actually assess whether the objectives have been met or not.http:/ /www.managementhelp.org/trng_dev/methods/slf_drct.htm 2.3.3 Formal, Systematic Training and Development: Systematic, formal training involves carefully proceeding through the following phases: 1. Assessing what knowledge, skills and /or abilities are needed by learners; 2. Designing the training, including identifying learning goals and associated objectives, training methods to reach the objectives, and means to carefully evaluate whether the objectives have been reached or not; 3. Developing the training methods and materials; 4. Implementing the training; and 5. Evaluating whether objectives have been reached or not, in addition to the quality of the training methods and materials themselves www.managementhelp.org/trng-dev/basics/sd.html. A systematic approach is goal-oriented (hopefully, to produce results for the organization and/or learners), with the results of each phase being used by the next phase. Typically, each phase provides ongoing evaluation feedback to other phases in order to improve the overall systems process. Not all formal methods are systematic. Some courses, workshops, and other training sessions have goals, methods and evaluation, but they are not aligned, or even integrated. The methods, in total, do not guide the learner toward achieving the training goal. The evaluations are too often of how a learner feels about the learning experience, rather than of how well the learning experience achieved the goal of the training. http://www.managementhelp.org/trng_dev/rnethods/slf_drct.htrn 2.3.4 Self-Directed and Other-Directed Training: Self-Directed Training Self-directed training includes the learner making the decisions about what training and development experiences will occur and how. Self-directed training seems to be more popular of late. Note that one can pursue a self-directed approach to informal or formal training. For example, self-directed, informal training might include examples of informal training (book discussion groups, etc.), as long as the learner chose the activities and topics themselves, either for professional or personal reasons. Self-directed, formal training includes the learners selecting and carrying out their own learning goals, objectives, methods and means to verify that the goals were met. htpp//:www.authenticityconsulting.com/ Other-Directed Learning This form, of course, is where someone other than the learner drives what training activities will occur. Other-directed, informal training includes, e.g., supervisors sending employees to training about diversity, policies, sexual harassment in the workplace. Other-directed, formal training includes where someone other than the learner specifies the training goals will be met in training, how those goals will be met and how evaluation will occur to verify that the goals were met. This form of learning is probably the most recognized because it includes the approach to learning as used in universities, colleges and training centers. This form of learning typically grants diplomas and certificates. Note that this form of training, although readily available in universities, etc., is usually somewhat generic, that is, the program is geared to accommodate the needs of the most learners and not be customized to any one learner. Therefore, a learner may pay tuition fees to learn knowledge and skills that he or she may not really need.Another form of other-directed, formal training is employee development plans. The plans identify performance goals, how the goals will be reached, by when and who will verify their accomplishment. htpp//:www.authenticityconsulting.com/ Other-directed, formal training can be highly effective for helping learners gain desired areas of knowledge and skills in a timely fashion. A drawback is that learners can become somewhat passive, counting on the expert to show them when and what they should be doing. htpp//:www.authenticityconsulting.com/ 2.4 Systematic Training Approach: Adopting a systematic approach to training helps ensure that supervisors are getting the most out of themselves and their employees. A systematic approach to training includes the time to analyze what results the hotel needs from its employees, if employees are accomplishing those results, and what training and what training and development approaches are needed by employees to better accomplish those results. A systematic approach includes evaluating approaches before, during and after training to ensure employees truly benefited from the training in terms of enhanced results to the organization. These also have to be linked with performance management. Effective training and development includes using sound principles of performance management and effective training techniques. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) 2.4.1 Steps: Analysis-: Analyze the hotel needs and identify training goals which, when reached, will equip learners with knowledge and skills to meet the hotels needs. Usually this phase also includes identifying when training should occur and who should attend as learners. Purpose of training analysis is identifying training goals. A training analysis is conducted ultimately to identify training areas and plans for learners to help them acquire higher competence levels and contribute to accomplishment of the hotels goals (usually in terms of a performance standard). Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Design:- Design a training system that learners and trainers can implement to meet the learning goals; typically includes identifying learning objectives, need facilities, necessary funding, course contents, lessons and sequence of lessons. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Designing the Training Programs-: The step requires listing of typical activities involved in designing training. During the design phase (which is usually closely integrated with the development phase), trainers work from learning goals to design a training system that learners and trainers can implement to meet the learning goals. This phase also typically includes identifying learning objectives, need facilities, necessary funding, course contents, lessons and sequence of lessons. The various training media are selected, e.g.: instructor-led, computer-based, worldwide web based, self-directed, interactive and computer-based, or multi ­media. Therefore this design phase can also include identifying evaluation criteria to evaluate if course content is understandable by learners. There are some points considered for the phase which are as follows: à ¢Ã¢â€š ¬Ã‚ ¢ The nature and type of training that is to be imparted. à ¢Ã¢â€š ¬Ã‚ ¢ The anticipated that learners may take to learn the particular aspects desired to be imparted from the training. à ¢Ã¢â€š ¬Ã‚ ¢ The financial provisions that can be possible to be made for the particular type of training. à ¢Ã¢â€š ¬Ã‚ ¢ The level of participants group. Formulating Program Learning Objectives-: Training programs should be designed by the trainers and/or learners to achieve certain overall goals. Programmes should also include various learning objectives that will help in achieving the overall goals of the training programme. Care must be taken while designing a training programmers learning objectives. These should be designed and worded to the extent that others can clearly understand. These training objectives have to be clarified to the learners in the beginning of the programme so that they know from the beginning what specifically are the programme objective and whether the same have been achieved or not. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Develop : Programme development requires developing right from the programme outline to training manuals, trainers manuals, specific cases, so that programme objectives and learning goals can be achieved with optimum efforts for training made. It must be developed and implemented in a manner so that the best results from training are achieved. The way the entire programme is conceived and developed is also an important determinant for the success of the training effort. It contains the following main activities: Developing Programme Learning Activities-: Every programme must contain a set of learning activities consisting of a mix of role-plays, exercises, games, instruments, cases, etc. these learning activities have to be compiled theme and sub- theme wise. Training material must be systematically developed and finally each sub-theme, theme with the help of various learning activities must culminate in concrete learnings. Development requires documentation of all these and compiled a trainees and trainers manuals to use as resource material for conducting programmes systematically. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Develop System of Continuous Learning-: Programme can be developed in such a way that the process of continuous learning is in-built in the programme structure itself and learners continue to learn even after the programme is over. Therefore it is important that the process learning must continue. This can be possible through developing mechanisms for reinforcements by the learners superiors, post training follow-ups, and helping learners develop a plan of action for implementing in the place of work both in short term and long term. The techniques to help facilitate occurrence of continuous learning on the various programme themes, has to be planned and integrated into the programme development phase. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Implement-: This phase involves implementing the developed training package, which includes scheduling and delivering the training materials, and running the programme. This phase can include many administrative activities, such as copying, taken attendance data, billing participants, arrangements for program logistics and support facilities to create a favorable environment for learners. The major activities requiring care in this phase among others mentioned above are: Selecting a Trainer-: This activity is the most important activity. The appropriateness of the trainer will determine the effectiveness of the programme as well as the cost. The most important consideration when selecting a trainer is if they are well suited to the training design required to meet the learning goals. For e.g, if learners prefer computer-based instruction, then they will benefit most from a trainer only when he will have a thorough understanding of on-line/web enabled training technologies with a high level of personal mastery. Trainers may be chosen from among the following depending on needs, suitability and costs. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Evaluate-: Training evaluation is extremely important phase and preferably, must be done before, during and after implementation of training. Evaluation process must adopt approaches that are practical and relevant. Typically evaluation could be carried out at four distinct points of time. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Evaluating Before the Implementation Phase-: The evaluation at this point must find out whether: The planned training package will really result in enhancing the employees knowledge and skills needed to perform the task or carry out the assignment roles. The same has been attended by other employees in the hotel and that how useful have they found. The employees are/will be comfortable with the training pedagogy. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Evaluating During Implementation of Training Programme-: It requires finding out: How are the participants feeling about the relevance and usefulness of the programme, getting more and more interested or disinterested? Continuously undertake recapitulation before the next day and sum up before the close of the day. A short-programme evaluation could be structured and taken during the middle of the programme to take any corrective action required. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Evaluating Immediately After Completion of the Training-: The training programme must be evaluated properly after the same has been completed. This can be done by: Giving each participant a feedback form and taking a structured written feedback. Take the participants verbal feedback to check for anything that has not been covered up in the written feedback. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Evaluation after completion of 3-4 Months of Training: This is generally done by an expert evaluator from inside or outside the hotel to evaluate what have been the concrete gains to both the learners knowledge and skills and to the hotel as well. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) 2.5 Advantages of Systematic Training: Training involves an expert working with the learners to transfer to them certain areas of knowledge or skills to improve in their current jobs. Development is a broad, ongoing multifaceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance, often to perform some job or new role in future. The typical benefits are as follows: Increased job satisfaction and morale among employees. Increased employee motivation. Increased efficiencies in processes, resulting in financial gain. Increased capacity to adopt new technologies and methods. Increased innovation in strategies and products. Reduced employee turnover. Enhanced hotel image. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) 2.6 Dimensions of Systematic Training and Development Processes: Systematic Training and development processes could be described using two dimensions one for the degree of formality and one for the balance between self-directed and other-directed learning. These two sets of choices result in four overall approaches. That is, one can take an informal approach to self-directed or other-directed learning. Similarly, one can take a formal approach to self-directed or other-directed learning. htpp//:www.authenticityconsulting.com The decision about what approach to take to systematic training depends on several factors. These factors include the amount of funding available for training, specificity and complexity of the knowledge and skills needed, timeliness of training needed, and capacity and motivation of the learner. Other-directed, formal training is typically more expensive than other approaches, but is often the most reliable to use for the learner to achieve the desired knowledge and skills in a timely fashion. Self-directed, informal learning can be very low-cost; however the learner should have the capability and motivation to pursue their own training. Training may take longer than other-directed forms. htpp//:www.authenticityconsulting.com Highly specific and routine tasks can often be trained without complete, formal approaches. On the other hand, highly complex and changing roles often require more complete and formal means of development, which can be very expensive as a result. If training is needed right away, then other-directed training is often very useful, e.g., to sign up for a training course at a local university, college or training center. Or, a training professional can be brought in. Again, other-directed training is usually faster and more reliable, but more expensive. Self-directed forms of training require that the learner be highly motivated and able to conceptualize their approach to training, particularly in formal training. htpp//:www.authenticityconsulting.com 2.6 Factors affecting systematic Training Programme: After having a series of discussions with the trainers/management consultants several factors were identified and grouped into which affect the training programmes negatively. Some of the factors which contributed to the negative results of training programmes are grouped as the reasons for failure of a training programme. Some reasons are identified for less effective training programmes and the responses were collected on a five point scale. All the reasons were listed in the questionnaire and the respondents were asked to rate the reasons for the less effective/ poor quality of a training programme. In the opinions of the respondents and the mean values of the reasons for less effective training programmes, the following are the factors, which affect the most of the training programme results: No follow up after the training programmes. Too much of individual difference among the trainees. Lack of motivation to trainees after the training. Inadequate opportunity to perform what the trainee has learned during the programme. Resistance to change due to uncertainty of outcomes. Communication gaps at the programmes. Too short duration. Lack of genuine support from top management. Very little planning or problems in the design itself. ( Srivastava.V.N, Shafiq.M, Ghosh.K; (2005)) Informations of this section have been taken from work of many scholars as a part of secondary research. Based on the secondary research author would like to conclude that to have enhancement in performance of hotel staff systematic training would be a vital factor. Now author will conduct primary research and discuss the concept based on his own experience after having interaction with the samples while conducting primary research. Author will replicate this conclusion based on secondary research, in the conclusion section of this report, while writing conclusion based on primary research. Chapter 3 METHODOLOGY 3.1 Research Design: A research can be exploratory, descriptive or explanatory. The determination of a particular research (as whether it is exploratory, descriptive or explanatory) is based on the aims and objectives of the research. Exploratory research seeks to get new insights into the subject, answers the research questions and assesses a phenomena from a new perspective. In other words, such research attempts to understanding or clarifying a problem (Saunders et al, 2005). Further they add that exploratory research goes through the processes of reviewing literature and consulting to experts on the subject through selected methods of consultation. They further put that exploratory research is advantageous in the sense that it is flexible and adaptable to change. Thus while conducting exploratory research a researcher can change his/her direction considering the new data and new insights. On the other end, as according to Saunders et al. (2005), the purpose of descriptive research is to highlight an accurate profile of an event or situation. This research is also termed as an extension of exploratory research, where a clear picture of phenomena is required before collecting the data. Finally there comes explanatory research, which according to Saunders et al. (2005), establishes relationship between variables and in such type of research focus is given on studying a situation or a problem (through explaining relationship between variables). In such type of research various statistical tests are conducted in order to examine the relationship. The aim of this research is to examine five star hotels on the basis of systematic training to the staff of service department and staff performance point of views. 3.2 Research Method Business and management Research, like any other study, has evolved through years of theoretical foundations and conceptualisations. Research may be defined as something that people undertake in order to find out things in a systematic way, thereby increasing their knowledge (Saunders, Lewis Thornhill, 2003). Research would not be meaningful if it is not done in a systematic way i.e. it should have a clear purpose and data collection should be done accordingly followed by assembling of data collected along with interpretation without which it is not considered a resea

Gothic Architecture :: essays research papers

Gothic and Romanesque Style Arch. Represented primarily through cathedrals, Romanesque and Gothic styles of architecture were some of the few symbols of civilization in the poverty stricken and often depressing Middle Ages. These cathedrals represented faith, dedication, and cooperation; a sane place in a world of anarchy. Gothic and Romanesque styles of architecture were related in various ways, yet they also contrasted in style in some ways. Romanesque and Gothic architecture, although having many similarities, also have many differences. This may be due to the fact that lifestyles changed in the time between these two eras of architecture. Romanesque architecture was designed to be more for protective purposes than for any aesthetic quality. The walls of Romanesque cathedrals were built very thickly, so as not to be destroyed by invaders. Gothic, on the other hand, had thinner walls and worked towards a more artistic approach. Gothic cathedrals have many more buttresses than Romanesque cathedrals. Gothic cathedrals were also designed with statues and sculptures on them such as the gargoyle, which also served as a rain spout. Romanesque cathedrals had few windows, as the walls of the cathedrals were very thick and made the placement of windows extremely difficult. This lack of light seemed also to project the general mentality and lifestyles of the people of the Middle Ages. To brighten the cathedrals, they often added many wall paintings and mosaics. Contrary to Romanesque architecture, Gothic had many stained glass windows, which spread colored lighting, giving a feeling of peace. They also depicted biblical figures in the windows. Gothic style used many flying buttresses and pointed arches, while Romanesque used rounded arches for added support to the heavy construction of the walls and ceilings. In conclusion, Romanesque and Gothic styles of architecure helped to show

Economies and Balance Midterm Exam Essay

1. Economies of Scope refers to situations where per unit costs are 2. For a short-run cost function which of the following statements is (are) not true? 3. According to the theory of cost, specialization in the use of variable resources in the short-run results initially in: 4. Economies of scale exist whenever long-run average costs: 5. The existence of diseconomies of scale (size) for the firm is hypothesized to result from: 6. If TC = 321 + 55Q – 5Q2, then average total cost at Q = 10 is: 7. Using demand and supply curves for the Japanese yen based on the $/Â ¥ price for yen, an increase in US INFLATION RATES would 8. An appreciation of the U.S. dollar has what impact on Harley-Davidson (HD), a U.S. manufacturer of motorcycles? 9. In a recession, the trade balance often improves because 10. The purchasing power parity hypothesis implies that an increase in inflation in one country relative to another will over a long period of time 11. Companies that reduce their margins on export products in the face of appreciation of their home currency may be motivated by a desire to 12. The import of Apple iPads assembled in Shanghai at a $295 wholesale price ($213 cost and $82 profit margin) adds more than it should to the U.S. trade deficit with China because 13. Trading partners should specialize in producing goods in accordance with comparative advantage, then trade and diversify in consumption because 14. Marginal factor cost is defined as the amount that an additional unit of the variable input adds to ____. 15. The marginal product is defined as: 16. The isoquants for inputs that are perfect complements for one another consist of a series of: 17. The primary purpose of the Cobb-Douglas power function is to: 18. Given a Cobb-Douglas production function estimate of Q = 1.19L.72K.18 for a given industry, this industry would have: 19. In a production process, an excessive amount of the variable input relative to the fixed input is being used to produce the desired output. This statement is true for: 20. An example of a time series data set is one for which the: 21. Smoothing techniques are a form of ____ techniques which assume that there is an underlying pattern to be found in the historical values of a variable that is being forecast 22. For studying demand relationships for a proposed new product that no one has ever used before, what would be the best method to use? 23. Time-series forecasting models: 24. The variation in an economic time-series which is caused by major expansions or contractions usually of greater than a year in duration is known as: 25. Consumer expenditure plans is an example of a forecasting method. Which of the general categories best described this example? 26. Given a Cobb-Douglas production function estimate of Q = 1.19L.72K.18 for a given industry, this industry would have: 27. In a production process, an excessive amount of the variable input relative to the fixed input is being used to produce the desired output. This statement is true for: 28. The primary purpose of the Cobb-Douglas power function is to: 29. Which of the following statements concerning the long-run average cost curve of economic theory is true? 30. The cost function is: 31. What method of inventory valuation should be used for economic decision-making problems? 32. According to the theory of cost, specialization in the use of variable resources in the short-run results initially in:

Farm Girl

Christina Anderson Mr. Kingsley Eng105 1 February 2012 Life Lessons from the Farm Jessica Hemauer’s essay, â€Å"Farm Girl,† tells her life story of living on a farm through her eyes as ten-year-old child to the time of her early adulthood. The purpose of this piece is to teach the importance of life's responsibilities to children, mainly female, and young adults who may not be familiar with the challenges life can bring and to promote the benefits you can gain by overcoming those obstacles.Hemauer uses pathos, which appeals to emotion, logos, designed to engage our logic, and ethos, to prove its credibility, to convey that though growing up on a family farm was a struggle day-to-day, it was valuable life lesson because it shaped her into the well-rounded and hard working person she is today. The essay opens with Hemauer’s with the immediate use of pathos to capture the audience’s emotions and to gain their sympathy towards Jessica. This is seen in the fir st sentence, when she is begrudgingly awakened by her alarm clock, â€Å"BEEP!BEEP! BEEP! It’s 5:00 a. m. My eyes are heavy with sleep and struggle to open†(83). Hemauer uses specific words to achieve ethos, such as, â€Å"heavy† and â€Å"struggle† to convey that, at age ten, she was already faced with tremendous responsibility and commitment everyday, when she heard the sound of her alarm clock. The use of â€Å"5:00 a. m. † also is used to attain sympathy because, in most cases, five in the morning would bring about a sense of disdain at any age, which can then relate back to Hemauer’s audience.Hemauer wants the young readers to attain that sympathy while reading the story so that they may reflect on their own lives and recognize the privileges they have, such as, not having to wake up at five in the morning everyday, and be grateful for them. Hamauer continues with her use of pathos to awaken the readers of the true struggle and difficul ty that is attached to being a young person with responsibilities. While walking down the stairs, in a sleepy daze, to get to the barn, Jessica is startled awake when the door opens to, â€Å"a brisk and bitter wind accompanied by icy snowflakes that feel like needles digging into our faces†(83).The language that Hemauer uses in this citation, specifically, â€Å"bitter,† â€Å"icy,† and â€Å"needles digging into,† evokes complete sympathy for this young girl. It also affects the audience with a twinge of pain due to the imagery describing the bitter cold and the fact that she must endure it. Jessica Hemauer is able to appeal to both pathos and logos in her writing as well. This is shown after the children reach the barn and begin to work on their chores. Jessica’s job is to feed the newborn calves, she indicates, â€Å"Because I am the youngest in the family, this is my favorite chore because I rarely have a chance to look after someone†¦Ã¢ € (84).The sense of pathos is obtained in this quotation because Hemauer uses certain words, such as, â€Å"favorite chore† and â€Å"rarely† to attain sympathy from the reader, by portraying that she was deprived and that she seeked enjoyment from her â€Å"favorite chore. † For a child or young adult who does not have day to day responsibilities, such as chores, they would view this with a sense of gratitude for the lifestyle that they have. This statement also gives a sense of logos because it is a cause and effect situation.Hemauer states that because she is the youngest, she rarely has the chance to look after others. This would make sense to Hemauer audience do to their age demographic. The young readers could view themselves in a similar situation by not be trusted with great responsibility due to their age. Though Jessica Hemauer appeals to pathos in her writing, she also addresses logos as well. For example, when Jessica considers being more involved in her school she realizes there is no possible way, by stating, â€Å"If I join a club that practices after school, I can’t participate.If I join a club that meets before school, I can’t attend meetings†(85). Hemauer uses logos in this specific case to clearly address the predicament that Jessica struggles with when it comes to responsibility and personal preference. This may be difficult for her audience to understand because, most likely, children or young adults that have had the privilege of growing up without having to make these sorts of decisions could not relate. Most often then not, the only thing that children have is free time.This further proves the author’s purpose for this essay because it demonstrates to children or young adults with less responsibility that, when it comes down to it, you will have to make the sacrifice of what you want for the responsibilities that you already have. Furthermore, Hemauer uses logos later in her essay, to explain some of the benefits of having a large amount of responsibility at such a young age. This is shown when she is reflecting on her past experiences and how they have helped her today, by saying, â€Å"I have always had a challenging amount of responsibility, and I have learned to complete tasks in a timely fashion†(86).The audience will view this as a challenge and a possible goal to set for themselves by seeing her accomplishments due to her initial struggle, further proving the author’s purpose for this piece. This aids to Hemauer’s ethos as well because she is proof, as an author, as to how time management and responsibility has shaped and benefited her. Hemauer’s â€Å"Farm Girl† is a reputable source for ethos due to the fact that it is an autobiographical essay. Hemauer is telling the audience the story of her memoir based true occurrences that happened in her life on her family farm.These events describe the endeavors she faced and the accomplishments she obtained due to the effort that she put forth everyday from a young age till now, as a successful author. Though the target audience for this piece may experience difficulty relating specifically to certain events, such as, walking a half a mile in a blizzard to reach barn to milk cows, they understand what it is like to be a child and what they desire. They know from reading â€Å"Farm Girl† that Hemauer did not always enjoy life on the farm but in the end, it made her a stronger person.Hemauer truly practices what she preaches, which demonstrates a great source of trust and ethos towards her readers. Jessica Hemauer displays ethos within â€Å"Farm Girl† as well by showing credible and believable sources within the story. An example of this can be found at the end of the essay, when Jessica’s Boss is paying her a compliment by asking where he can find more people like herself; her response is, â€Å"Try hiring some farm girls. I hear they turn out pretty good†(87). Within this statement, the audience can come to the conclusion that Jessica Hemauer’s work shows good example of ethos due to the inclusion of the bosses’ question.The ethos that forms from that statement is telling the audience that due to the fact that she is a hardworking, determined, and successful worker, she did not need to tell us that she is good; she can have the support of others to tell her she is instead. In conclusion, Jessica Hemauer’s essay, â€Å"Farm Girl,† is an inspiration towards those who may not be burden by great responsibility at a young age. Hemauer achieves this through her use of pathos, by indicating her past struggles through a sense of sympathy, and by doing so, she is able to reach out to the audience.The author was a success through her indication of logos by presenting her logical analysis towards Jessica’s time management predicament. Lastly, Hemauer not only indicated the use of e thos with her essay, by giving the audience a credible source to trust, being an autobiographical piece, but the audience knows that the essay is credible and believable due to the examples she presents within the essay. The combination of these three elements makes â€Å"Farm Girl† an influential essay that teaches the lesson that hard work really does pay off in the end.