You can choose the topic you want Essay Example | Topics and Well Written Essays - 1000 words

You can choose the topic you want - Essay Example stence is all about hope and since the dawn of human civilization on this planet, almost all the major religions of the world have either believed in or alluded to rebirth in one form or other. The early Christians do believed in rebirth and life after death and they carried on with this belief until the Middle Ages. The records of many important and influential church fathers like Origen establish beyond doubt that they believed in rebirth and reincarnation. Yet, by the advent of Renaissance, the Christianity dropped the beliefs about reincarnation from its doctrines and rituals. However, two major world religions that are Hinduism and Buddhism regard rebirth and reincarnation to be an essential part of their creed. Though there are many similarities between the Hindu and Buddhist theologies about rebirth, yet there also exist many marked differences between the way the two religions tend to elaborate on the concept and mechanism of rebirth. The fundamental similarity between the Hinduism and the Buddhist beliefs about life after death is that both of them believe in reincarnation or rebirth. Both Hinduism and Buddhism believe that death is not the end of life, but the extension of life into a second life that is a life after death. Thus, there exists nothing as death and the human beings continue to live after death by taking a second birth after death as some other personality, individual or life form. The Hindus believe that eventual goal of the human existence is to merge with the Brahma or the Supreme Being or God and before the attainment of this state; the human beings continue to pass on from one birth to other, from one state of existence to other and experience many births and deaths. As per Hinduism, every individual has to bear with countless and many experiences and has to live many lives before becoming one with the Divine. According to Buddhism, the eventual goal of human consciousness to attain Nirvana o r enlightenment and on its way to Nirvana,

Comparative business cultures Assignment Example | Topics and Well Written Essays - 2500 words

Comparative business cultures - Assignment Example (Mansfield & Pevehouse, 2000) A multicultural organization consists mainly of 6 key features namely pluralism, structural incorporation, complete amalgamation of unofficial networks, elimination of discrimination and prejudice, equivalent recognition of organizational objectives with all the diverse teams and nominal amount of inter-team conflicts (Cox, 1991). Learned behavior and their consequences been shared or transmitted via those members of the society. (Linton, 1954) Certain companies have created an organizational architecture and model of business behavior which seems innovative in its design and is unparalleled in business (Cole 1995). The purpose of the study is to ensure that the contribution of human behavior is towards the organizational growth which enables to achieve greater efficiency. (Scholte, 2005) Malaysian culture of business is quite different than other Asian countries like china, India, japan etc. (Beeson, 2000) Features of Multicultural Organization: In the following paragraph we are going to discuss about all the six features of a multicultural organization – Pluralism  refers to the mixed group of members in an organization and it also means taking proper measures to involve all the employees entirely that are different in terms of the central group dominating the organization.. There are a number of options for practicing acculturation within the organization, among which the most well-known being: 1. An unilateral procedure by which members of the minority culture take on the values and norms of the principal group within the workplace (this is called assimilation); 2. A course of action by which both majority and minority members of different cultural backgrounds accept some customs and rules of the other group (this is known as pluralism); 3. A state of affairs where there is modest scope of variation from each of the culturally different groups (this situation is referred to as cultural separatism). 4. Diversity trainin g—managerial endeavor to inform and instruct administration and employee about diversity’s advantages to the organization (Kreitz, 2007) The concept of acculturation on the other hand is related to the cultural (customs and attitudes) characteristic of amalgamation of the diverse teams, as contrasting to simply make themselves physically available in the same setting (Buenker & Ratner, 2005, pp.18-20). Full structural integration:  An organization generally comprises of people from various backgrounds and different locations. This involves dealing out with educational specializations and the variations in expertise and treating those evenly all through the organization. Full integration of informal networks:  integration in informal networks in a multicultural organization is fostered through supervising and mentoring programs, particular social occasions and sustaining the cultural groups for the minorities. This element focuses on the stages of enclosure of the m inority-culture employees in lunch/dinner gatherings, athletic and golf outings, and social associations conducted and repeated by organizational managers. It also takes into account the facets of counseling and several other informal developmental aspects within organizations. (Taggart & McDermott 1993) Absence of Prejudice: Any kind of prejudice or bias is

Course evaluation paper Essay Example | Topics and Well Written Essays - 750 words

Course evaluation paper - Essay Example (AHRQ, 2007) (See Table I – Recommended Immunization Schedule for Persons Aged 0 – 6 Years in the United States on page 6) As part of delivering good quality service to selected patients, segmenting the patient population is necessary to enable the community nurses to provide effective health care strategies in delivering a safe, efficient, effective, timely, patient centered, and equitable health care to patients. (Lynn et al., 2007; Institute of Medicine, 2001) The expected outcome for the community health care that focuses on immunization is to ensure that there will be a reduction of morbidity and mortality among the infants and children throughout the community. (Zimmerman et al., 1987) The intended target population for rendering the community health care which focuses on immunization is patients below six (6) years of age and below. In order for nurses to accurately identify the target patient population within a selected community, nurses will have to study the existing computerized patient record (CPR) within the community health care computer system. (Rivo, 1998) Adding the total number of children below six years of age plus the patients who are currently pregnant, the nurses could easily determine the total number of additional babies each month. In the absence of CPR system, nurses should ask the pregnant women to fill out a simple survey form which will be used in determining the size of target population for immunization and health care education for expectant mothers. Considering that there are some babies born within the community each month and the fact that the immunization schedule for new born infants up to six (6) years old is more likely to overlap at the time the schedule is due, the implementation of community health care immunization program should be continuously offered to the community at least once or

Bureaucratic budgetary process Essay Example | Topics and Well Written Essays - 500 words - 1

Bureaucratic budgetary process - Essay Example The social work profession must be able to confront the issues that have arisen because of the dramatic increases to longevity accomplished in the 20th century, and social workers must be ready to meet the distinctive needs of the countrys rapidly expanding aging population. The increase in the number of elderly necessitates an increase in the number of social workers equipped to deal with the specific challenges of the elderly. However, at this point, workers currently working in the field note that there is a desperate shortage in the number of social workers who have the specialized knowledge and skills required to care for the elderly population. In addition to this there is a need of improving in the field of knowledge and restoring the up gradation of the techniques required in subject. Technologies change, time changes and along it the principals of management in the field of old age care change and it is only logical to take the most of the technologies available monitored by newly applied principals. Consisted of exercises that would help them share memories and feelings about common subjects and enhance feelings of belonging, share personal background to increase understanding of self and others, stimulate reminiscence to enhance feelings of identity and self-worth, promote resolution of past emotional issues, promote interpersonal awareness by increasing knowledge about the backgrounds of others, work through unfinished or unresolved feelings about mother or mother figure/father or father figure, and practice reminiscence in a group setting to strengthen identity and self-esteem. Everyone participated with guidance and direction on the topic at hand. As a leader of this group I acted more as a facilitator and listener. I had to get the group involved by directly asking them questions one at a time. Thus, it can be stated that the goal of the study was to improve recall, cognition, and communication skills along with

Understand how to safeguard the well being of children Essay Example for Free

Understand how to safeguard the well being of children Essay Issues Risks Possible Consequences Being Online 1. Cyber-bullyingChildren may receive texts or emails that make them feel sad, embarrassed, upset, depressed or afraid. This could be damaging to the child’s self-esteem and psychological well-being 2. GroomingUsed by child sex offenders with the goal of obtaining sexual contact. 3. Confidential informationCould inadvertently give out personal information such as address, school attended or bank or credit card details, resulting in fraud or worse still an attempted abduction. Issues Risks Possible Consequences Mobile phone 1. Who is child talking to?Very hard to know who your child has contact with and the content of any conversation 2. Explicit materialPhotos and explicit content either from texting or talking resulting in inappropriate behaviour. 3. Mobile phone theft/crime Expensive mobile phone handsets are desirable items, and so unfortunately are at risk from theft. Children and young people may be particularly vulnerable to such crime. Area Ways of reducing risk Social networking1.Restrict access to social networking sites. Most social networking sites have age limits so make sure they adhere to this. Talk to the children/young people about predators about never talking to strangers, meeting them etc. Internet use. Monitor children’s online activity and block site’s that are inappropriate and limit the amount of time the child/young person spends online. 2.Encourage children/young people to talk to you about things that might be happening on-line and guide them in the right direction. This will help them to recognise the dangers that could develop Buying online1.There is a risk of others hacking into your computer to get your identity this can be minimised by a firewall. A firewall can help by preventing hackers or malicious software from gaining  access to your information. There is a risk to young persons of fraud (your card details being used by an unauthorised users) whilst buying online. This can be prevented by using a secure payment system (PayPal), this enables you to buy from multi online shops and pay using one account set up by PayPal. Using a mobile phone. A risk of them being attacked if they have expensive phones . Buy a cheap pay as you go phone for them to use at school or clubs this will minimise the risk and still allow the child/young person to have access to a phone. There is a risk to their health by means of cancer/tumour, they can reduce the risk by using landline phones, hands free, loud speakers or blue tooth. If the phone is held a few inches away from the ear or less time made on phone calls perhaps use text messages instead of ringing a friend, this can make a difference.

Appropriateness of Standard Personality Tests

Appropriateness of Standard Personality Tests Critically evaluate the statement that it is inappropriate for psychologists to use standard personality tests to interpret and understand the Behaviour of Indigenous people such as Aboriginal Australians Standard personality testing is the name given to any form of test designed to determine different aspects of the subjects’ personality or emotional state (Merriam-webster.com, (2014). This is achieved through the designing of many smaller tasks such as questions within a questionnaire. The vast majority of these tests are designed by western psychologists, which creates an issue when they are administered to Indigenous peoples such as the Tsimane tribe and the Indigenous of the Philippines, as the values held by the differing societies are varied and therefore the tests do not measure all facets of their personality, notable problems arise from differences in culture and language. This paper will focus in particular on one standardized personality test, the Five Factor Model (FFM) that is commonly referred to as the OCEAN testing as it tests Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism(Goldberg, 1990,) , each with smaller sub-categories referred to as facets. Although it is said to be fairly robust cross culturally the test is still synthesized for western use. This paper will assess the appropriateness of using the FFM of testing on Indigenous peoples such as Aboriginal Australians and the Tsimane tribe. As the FFM was established by †¦ , a western psychologist, in †¦. And since then, debate has arisen in regards to the appropriateness of using this testing on Indigenous cultures. There are two main concerns when it comes to appropriateness, the difference in traits and behavior between cultures, and researchers basing their experiments of western qualities (Church, in press; Enriquez, 1979). To attempt to address these concerns, an experiment was conducted on the Tsimane people. To ensure this testing was reliable the test was translated to Spanish by translators. The test was conducted from Jan 2009 to December 2010 and was taken by 632 adults 48% female and 52% male. The administrative researchers faced many issues due to the alteration of words that had no equivalent in Spanish. Problems occurred with specific questions during the study due to interpretation of language, four items proved to be difficult to translate, whilst one was removed. The removal of question 30 ( â€Å"has an active imagination† ) encompass the main barrier affecting the experiment, this being the interpretation of Tsimane language and their specific phrases. There was no term that would be consistently understood by the tsiname people, highlighting the tester’s lack of cultural competence. Although attempting to properly convey the questions through the use of bilingual speakers of Spanish and English, the translators were not able to. (Ramà ­rez-Esparza, Gosling, Benet-Martà ­nez, Potter, Pennebaker, 2006).(3) Overall the success of the five-factor model was generally low in relation to the indigenous group Tismane. Internal reliability proved to be a problem. Out of the five factors 4 factors tested moderately reliable where as neuroticism tested low on Cronbachs scale at 0.31. . Overall the lack of understanding between researchers and respondents mainly language played a pivotal role in the result area. The modified FFM although producing moderate results did not reach appropriate standards of the Cronbachs scale. It is shown that a standardized model does not work efficiently with the Tsimane group, highlighting the inappropriateness of using standardized testing on indigenous populations. A test was conducted in the Phillippines to determine how imported personality test would fair when administered to indigenous societies, and if the NEO–PI–R (Costa McCrae, 1992) a western personality psychometric, would generate similar scores in the Philippines in comparison to the American scores. The test was administered to 511 university students. Four tests were used three of which were indigenous test being (along with sample sizes) â€Å"Panukat ng Pagkataong Pilipino(PPP;n= 387),Panukat ng Mga Katangian ng Personalidad(PKP;n= 413),Panukat ng Ugali at Pagkatao(PUP;n= 386), and one being westernized, Filipino NEO–PI–R (n= 398)† (Katigbak, Church, Guanzon-Lape~na, Carlota del Pilar, 2002) The NEO–PI–R (Costa McCrae, 1992) is comprised of 5 factors, coinciding with the BigFivedimensions, along with 6 facet per domain. McCrae et al. (1998). The sample obtained by (Katigbak, Church, Guanzon-Lape~na, Carlota del Pilar, 2002) provided medium to high internal reliability in relation to the 6 facets of the 5 factors, however the median alpha was low (.61) in comparison to the result of (.70) reported by McCrae et al. The Openness to Values and Openess to feelings facets scored results of (a=. 22) and (a=. 44) , highlighting the disparity between certain test items and its ability to measure the Philippines social dimensions. Problems arose due to translation equivalency in relation to 8 of the facet scales where correlation proved to be an issue with items. (Katigbak, Church, Guanzon-Lape~na, Carlota del Pilar, 2002) The PPP consists of 210 items along with 19 scales. The basis of the personality constructs were derived from verbal descriptions of traits and behaviours by Filipino respondents and literature specific to their heritage by Carlota (1985), it was then categorized by Carlota (1985) into three groups, (interpersonal, personal and intellect). Creators of PUP designed the test to gauge Filipino traits, and behaviours (Enriquez Guanzon, 1985). The PUP was created using Filipino specific proverbs, Filipino dictionaries and interviews with university students..(Katigbak, Church, Guanzon-Lape~na, Carlota del Pilar, 2002). It is to be noted however that the PUP scale has had no reliable data from previous experiments. Researches used 8 of the 19 original items, 5 of which were related to well being and religious behaviours, and 3 related to taboo acts of the the Philippines culture The PKP consists of 253 items. (Katigbak, Church, Guanzon-Lape~na, Carlota del Pilar, 2002) The test was created through the use of a lexical approach which allows the PKP to generate a sense of internal reliability.(Church,Katigbak, Reyes, 1996) The information is derived directly from the correspondents, these being Filipino university students and judges. The test provided a reliability range of (.85-.95) (Churchet al. (1998) The results of The PUP proved to be unreliable and therefore not included in the results table, the use of joint factor analysis showed several similarities and differences between the NEO PI-V, PKP and PPP. The PKP test showed several connections with three of the Big Five Dimensions, this being the factors agreeableness Conscientiousness Extraversion however the religiosity scale only showed medium reliability as the NEO-PI-V does not have religiosity as a component, highlighting the need for further augmentation of the Five Factor Model to asses religiosity. The PPP test showed a resemblance to four factors of the Five Factor Model, however no neuroticism dimension was found through analysis of the PPP scale alone. In most of the tests the indigenous instruments provided higher validity in comparison to the imported NEO-PI-R. (Katigbak, Church, Guanzon-Lape~na, Carlota del Pilar, 2002). The Big Five dimensions do show resemblance to indigenous constructs emphasizing its cross-cul tural capabilities however interpretation of language and culture proves to be a barrier. Problems occurring in the Philippines indigenous dimension could also include what is categorized as indigenous; there were direct correlations between several facets of the questionnaire between the American and Philippines sample. The questionaries however were administered to university students, which could possibly have reasonable understanding of western constructs aiding them in interpretation of the question, undermining their defined category of indigenous. This factor questions the validity of the experiment, as it can be debated whether the participants successfully represent indigenous personalities, if not results extracted from the experiment can be proven somewhat irrelevant as the universal quality of standardised personality tests are not being fully explored. (Katigbak, Church, Guanzon-Lape~na, Carlota del Pilar, 2002). The (Nscb.gov.ph, 2014) states that in 2005-2006 2,483,6 45 To determine whether the students’ college education impacted on the test results a second test should be conducted on people who do not possess such education. Bibiliography Merriam-webster.com, (2014). Personality test Definition and More from the Free Merriam-Webster Dictionary. [online] Available at: http://www.merriam-webster.com/dictionary/personality test [Accessed 26 Apr. 2014]. 2 Katigbak, M. S., Church, A., Guanzon-Lapeà ±a, M., Carlota, A. J., del Pilar, G. H. (2002). Are indigenous personality dimensions culture specific? Philippine inventories and the five-factor model. Journal Of Personality And Social Psychology, 82(1), 89-101. doi:10.1037/0022-3514.82.1.89 00 Ramà ­rez-Esparza, N., Gosling, S. D., Benet-Martà ­nez, V., Potter, J. P., Pennebaker, J. W. (2006). Do bilinguals have two personalities? A special case of cultural frame switching. Journal of Research in Personality, 40, 99–120. doi:10.1016/j.jrp.2004.09.001 Gurven, M., von Rueden, C., Massenkoff, M., Kaplan, H., Lero Vie, M. (2013). How universal is the Big Five? Testing the five-factor model of personality variation among forager–farmers in the Bolivian Amazon. Journal Of Personality And Social Psychology, 104(2), 354-370. doi:10.1037/a0030841 0000 Ortiz, F. A., Church, A. T., Vargas-Flores, J. D. J., Ibà ¡Ãƒ ±ez-Reyes, J., Flores-Galaz, M., Iuit-Briceà ±o, J. I., Escamilla, J. M. (2007). Are indigenous personality dimensions culture-specific? Mexican inventories and the five-factor model. Journal of Research in Personality, 41, 618–649. doi:10.1016/j.jrp.2006.07.002 00000 Guanzon-Lapeà ±a,M. A.,Church, A. T.,Carlota, A. J., Katigbak,M. S. ( 1998). Cross-Cultural Assessment and Measurement Issues Christopher J. Mushquash and Dana L. Bova The Ideas of Frantz Fanon and Culturally Safe Practices for Aboriginal and Torres Strait Islander People in Australia Issues in Mental Health Assessmentwith Indigenous Australians Neil Drew, Yolonda Adams and Roz Walker http://www.merriam-webster.com/dictionary/personality%20test There has been debate between psychologist on whether standardized personality tests such as the Big Five inventory I are suitable and produce high internal reliability in relation to cross cultural examinations. The main facets of their arguement state, (a) traits and behaviour may be vastly different across cultures, (b) the researchers are basing their experiments of western qualities (Church, in press; Enriquez, 1979). Across varied cultures in developed worlds the MMF displays a consistency and reliability amongst the five measurements, however it has been observed that extraversion and agreeableness measurements can be distorted by specific cultural traits. (Ortiz et al., 2007; Rolland, 2002). 355 It is apparent that only two factors seem to possess an internal reliability evident in the husband spouse category cross-cultural generality of the â€Å"Big Seven† model: Imported and indigenous 5model was difficult hard to determine language Spanish personality constructs. Journal of Personality, 65, 567–need an adaptation 598. doi:10.1111/j.1467-6494.1997.tb00327.x De Raad, B. (1994). An expedition in search of a fifth universal factor: Key lexical only gave what researchers chose, not from the issues in the lexical approach. European Journal of Personality, 8,communites understanding 229–250. doi:10.1002/per.2410080403 Journal of Personality, 12, 75–101. doi:10.1002/(SICI)1099- 0984(199803/04)12:2_75::AID-PER288_3.0.CO;2-H An alternative taxonomic study of personality-descriptive adjectives in the Italian language. Europeanhow language helps Rolland, J. P. (2002). Cross-cultural generalizability of the five-factor model of personality. In R. R. McCrae J. Allik (Eds.), The five-factor model of personality across cultures (pp. 7–28). New York, NY: Kluwer Academic. Rolland, J. P. (2002). Cross-cultural generalizability of the five-factor model of personality. In R. R. McCrae J. Allik (Eds.), The five-factor model of personality across cultures (pp. 7–28). New York, NY: Kluwer Academic. McCrae, R. R. (2002). Cross-cultural research on the five-factor model of personality. In W. J. Lonner, D. L. Dinnel, S. A. Hayes, D. N. Sattler (Eds.), Online readings in psychology and culture (Unit 6, Chapter 1). Retrieved from http://www.wwu.edu/~culture 1 Wiggins, J. S., Trapnell, P. D. ( 1997). Personality structure: The return of the Big Five. In R.Hogan, J.Johnson, S.Briggs ( Eds.), Handbook of personality psychology (pp. 737– 765). San Diego, CA: Academic Press. To further determine the effectiveness of standardised personality test the Junior Eyesenck Personality Questionnaire (Jr EPQ; Eysenck and Eysenck 1975), Lie test and Florida key (FK; Purkey and Cage 1973) were administered to 113 students from two elementary schools and 42 ninth graders in high school. Data was categorised into variables consisting of sex, school and race results were examined variance. The data shows differences in the mean with several test score outside the suitable bracket, it is noted that under the variable race, aboriginal people scored 5.8 which is out of the .05 level, the data between the two groups proved to be quite different. Although results were provided and proved to be similar between the two groups, when analysing the mean score attention arises when understanding

Management Structures And Organization Of Hotels

Management Structures And Organization Of Hotels This module introduces the basic concepts of hotel operations. It will help students to acquire the basic knowledge about the hotel business and its operations prior to acquiring more knowledge in the field The learner should read the ATHE resources, study the recommended text book on this unit and also do their own research. Learning Outcomes and Assessment Criteria Centres are free to offer this the qualifications using any mode of delivery that meets the needs of their learners. This may be through traditional classroom teaching, open learning, distance learning or a combination of these. Whatever mode of delivery is used, centres must ensure that learners have appropriate access to the resources identified in the specifications and to the subject specialists delivering the units. This is particularly important for learners studying for the qualification through open or distance learning. The lecture and seminar notes provided below are for guidance and it is up to the centre whether they use these or alternative ones. The questions at the end of each unit will form the evidence of understanding. Learning Outcomes and Assessment Criteria 1. Understand how to categorise the different levels of management. 1.1 Explain how the first line management level differs from middle management level. 1.2 Differentiate the variety of functions of someone who works at top management level. 2. Understand management structures and the way in which the hotel is organised. 2.1 Explain the nature and necessity of management structure in a large hotel. 2.2 Describe and illustrate an organisational structure suitable for a medium sized hotel in a city centre. 3. Understand the importance of maintaining different types of food services within a hotel. 3.1 Examine the different types of room service available for food and beverage. 3.2 Analyse the management of food service in a large hotel. 4. Understand how to appraise the various control systems within a major international hotel. 4.1 Formulate different ways of creating and storing information in a hotel. 4.2 Understand the various ways of financial control systems in a specific hotel. Introduction to Hotel Management Suggested Lesson Plan 1. Understand how to categorise the different levels of management. 1.1 Explain how the first line management level differs from middle management level. Seminar In this seminar the lecturer should discuss with the students about two different line managers as an example quality of first line management and middle line management Lecture This lecture should focus on front line staff should be highly skilled. Group discussion The lecturer should ask the students to pick the work schedule of a Laundry Manager, where teamwork was working and was disrupted by different factors, then facilitate a discussion around this. 1.2 Differentiate the variety of functions of someone who works at top management level. Lecture Explain the variety of functions in a large hotel and identify the top management ones. Seminar: Discuss the paragraph below A manager may be responsible for one functional area, but the general manager is responsible for all areas. Most commonly, the term general manager refers to any executive who has overall responsibility for managing both the revenue and cost elements of a companys income statement. This is often referred to as profit loss (PL) responsibility. This means that a general manager usually oversees most or all of the hotels marketing and sales functions as well as the day-to-day operations of the hotel. Frequently, the general manager is also responsible for leading or coordinating the strategic planning functions of the company. In many cases, the general manager of a hotel is given a different formal title or titles. Most corporate managers holding the titles of chief executive officer (CEO) or president, for example, are the general managers of their respective businesses Seminar Discuss the duties of a general manager In hotels, the General Manager is the executive manager responsible for the overall operation of a hotel establishment. The General Manager holds ultimate authority over the hotel operation and usually reports directly to a corporate office or hotel owner. Common duties of a General Manager include hiring and management of a management team, overall management of hotel staff, budgeting and financial management, creating and enforcing business objectives and goals, managing projects and renovations, management of emergencies and other major issues involving guests, employees, or the facility, public relations with the media, local governments, and other businesses, and many additional duties. The extent of duties of a hotel General Manager vary significantly depending on the size of the hotel and company; for example, General Managers of smaller hotels may have additional duties such as accounting, human resources, payroll, purchasing, and other duties that would usually be handled by other managers or departments in a larger hotel. Group Discussion Discuss issues brought up at the lecture and how will this differ with smaller hotels. 2. Understand management structures and the way in which the hotel is organised. 2.1 Explain the nature and necessity of management structure in a large hotel Lecture Lecturer will use the following structure and explain to students. A typical organizational chart for a mid-scale to large hotel: General Manager Assistant Manager or Operations Manager Director of Room Operations Front Office Manager Guest Relations Manager(s) Concierge Manager Front Desk Manager PBX Supervisor Reservations Manager Bell Services Manager Executive Housekeeper Housekeeping Manager(s) Director of Sales Marketing Senior Sales Manager Sales Manager(s) Sales Coordinator Catering Manager Revenue Manager Convention Services Manager(s) Director of Food Beverage Restaurant Manager(s) Room Service Manager Bar Manager Banquet Manager Chief Engineer Director of Human Resources Director of Security Spa Recreation Manager Accounting Manager / Controller Group Discussion Discuss issues brought up at the lecture and how this structure will differ with smaller hotels. 2.2 Describe and illustrate an organisational structure suitable for a medium sized hotel in a city centre Seminar Students will use the organisational chart shown above and then design a flow chart for a smaller hotel. 3. Understand the importance of maintaining different types of food services within a hotel. 3.1 Examine the different types of food service available for food and beverage. Lecture Teacher should explain the different types of food services available and students should then write down examples and the type of person who uses them, e.g. business lunch or quick snack. Students can use notes below. There are various types of food services. Restaurants fall into several industry classification based upon menu style, preparation methods and pricing. Additionally, how the food is served to the customer helps to determine the classification. Historically, restaurant referred only to places that provided tables where one sat down to eat the meal, typically served by a waiter. Following the rise of fast food and take-out restaurants, a retronym for the older standard restaurant was created, sit-down restaurant. Most commonly, sit-down restaurant refers to a casual dining restaurant with table service rather than a fast-food restaurant where one orders food at a counter. Sit-down restaurants are often further categorized as family-style or formal. In British English, the term restaurant almost always means an eating establishment with table service, so the sit-down qualification is not usually necessary. Fast food and takeaway (takeout) outlets with counter service are not normally referred to as restaurants. Outside of North-America the terms Fast casual-dining restaurants, Family style, and Casual dining are not used. Junk food establishments would also not often be referred to as a restaurant. Group discussion After both the Seminar and Lecture the tutor/lecturer should ask the students to write down any questions they have and partake in researching those questions. The students should then bring those questions and research they have undertaken to a smaller group where debate and questioning should be encouraged 3.2 Analyse the function of food and beverage service in a large hotel. Lecture Examine the roles of the Food and Beverage department for a hotel business. The Food and Beverage (FB) department in a hotel is responsible for the operation and maintenance of the dining rooms, restaurants. room service (if available), and the needs of any other function such as a meeting or party that might desire food and beverages. SeminarWhat is the difference in the management of food and beverage services offered by a large hotel compared to a budget hotel. 4. Understand how to appraise the various control systems within a major international hotel. 4.1 Formulate different ways of creating and storing information in a hotel. Seminar Discuss how the information hotels get from guests including personal and bank cards and how they are stored in a secure way 4.2 Understand the various ways of management control systems in a specific hotel. Lecture 2 The lecture can be based on definition and examples of management control. Management controls, in the broadest sense, include the plan of organization, methods and procedures adopted by management to ensure that its goals are met. Management controls include processes for planning, organizing, directing, and controlling programme operations. A subset of management controls are the internal controls used to assure that there is prevention or timely detection of unauthorized acquisition, use, or disposition of the entitys assets.Simons (1994) defined MCS as the formal, information-based routines and procedures managers use to maintain or alter patterns in organizational activities. Seminar In this seminar the lecturer should discuss with the students utensils Inventory control of every department. Unit 2-Hotel staff Management This unit is to help students understand the importance of staffing in a hotel. Learning Outcomes and Assessment Criteria Importance of briefing of hotel staff Regular coaching gives staff development Appraisal and training gives motivation to staff Staff co-ordination keeps good team work within the industry Hotel staff require speaking skills Explain GMs working process of a hotel Explain all departmental heads duty rosta 1. Understand effective methods of communication for hotel managers when managing staff. 1.1 Examine the different methods of communicating with staff in a large hotel. 1.2 Analyse the importance of the management of staff coordination within a large hotel. 2. Understand hotel organisational charts 2.3 Explain why lines of authority are particularly important in a large metropolitan hotel. 2.4 Evaluate the importance of two organisational rules and regulations. 3. Understand how to review and comment on the management organisational structure of different types of hotels. 3.1 Illustrate the chain of command in a small hotel by using a Management Organisational Chart. 3.2 Explain the nature and necessity of a complex structure in a large hotel. 4. Understand progression opportunities within the hotel industry. 4.1 Analyse the career path within one department of a large hotel. 4.2 Illustrate using a diagram the place of the hotel industry as one of the components of the Tourist industry. Hotel Staff Management-Suggested lesson plan 1. Understand effective methods of communication for hotel managers when managing staff. 1.1 Examine the different methods of communicating with staff in a large hotel. Lecture The lecturer should select a large hotel and discuss the different methods of communication available for both guests and staff. This would depend on the size of the hotel. The students should then be given an assignment where they would imagine a large hotel in a city where many of the staff and guests have lesser knowledge of English and how to communicate messages. Group discussion Continue from lecture and discuss. 1.2 Analyse the importance of the management of staff within a large hotel. Lecture can be based on following notes Small- and medium-sized firms employers realise the value of their staff in driving forward business success according to a recent survey based on a telephone interviews with 500 SMEs. However, too few SMEs focus on the need to motivate staff other than by financial incentives.83% of the SME directors/senior managers surveyed see employees as their businesss most important asset, while 63% believe that attracting and retaining staff is as important to an enterprises success as providing good customer service.However, the report, People Management in Growing Companies, commissioned from MORI by gusinessHR, a SME human resource advisory specialist, also examines SMEs behaviour in terms of expenditure and policies in the light of these opinions. It reveals that SMEs are not necessarily reflecting their views in their actions.A key finding is that SMEs are concerned with their employees job satisfaction and staff motivation, but as many as 86% feel that financial incentives salary and b enefits will do the trick in attracting and retaining staff. Only 28% cited good training and development opportunities for employees as important, with just 25% viewing achieving a good balance between work and home life as significant. An overview of SME human resource policies illustrated that they tended more towards protecting the employer than nurturing the employee. 96% have formal employment contracts, 93% have disciplinary/dismissal procedures, and 88% have health and safety assessment audits and grievance procedures. Only about three-quarters have staff training and development plans and less than two-thirds have a formal appraisal system in place.Businesshr managing director Ian Stobie commented, Skills shortages and the rising costs of recruiting staff mean that it is vital for SMEs to retain key staff if companies wish to grow. Throwing money at someone who is bored will not buy their commitment or ensure consistent, outstanding performance. Interestingly, the larger SMEs (those with over 100 employees) tended to be more concerned about motivating and retaining staff, and their productivity, and placed more value than smaller companies on training and self-development, as well as having more systems and policies in place which motivate and support employees. 91% of larger SMEs have staff handbooks, 85% training and development plans and 80% have an appraisal system.Manager of Advisory Services at businesshr, Tom OReilly, explained, you can think like a corporate but on a smaller scale. SMEs need to get to the root of the issues that affect their employees [rather than just increasing their salaries, for example].There are a variety of sources to tap about human resources issues, but a useful starting point for smaller businesses, is the Small Business Advice Service, managed by the Department of Trade and Industry. Its website is at www.businessonline.org . For a copy of the report, visit www.businesshr.net/businesshr_27cApril.pdf .With thanks to Lloyds TSB Success4Business. For more news and information visit www.success4business.com © 2010 Association of Tourism Hospitality Executives Group discussion Discuss and answer questions on case study. 2.Understand hotel organisational charts 2.1 Explain why lines of authority are particularly important in a large metropolitan hotel. Lecture Organizational structure involves, in addition to task organizational boundary considerations, the designation of jobs within an organization and the relationships among those jobs. There are numerous ways to structure jobs within an organization, but two of the most basic forms include simple line structures and line-and-staff structures. In a line organization, top management has complete control, and the chain of command is clear and simple. Examples of line organizations are small businesses in which the top manager, often the owner, is positioned at the top of the organizational structure and has clear lines of distinction between him and his subordinates. The line-and-staff organization combines the line organization with staff departments that support and advise line departments. Most medium and large-sized firms exhibit line-and-staff organizational structures. The distinguishing characteristic between simple line organizations and line-and-staff organizations is the multiple layers of management within line-and-staff organizations. The following sections refer primarily to line-and-staff structures, although the advantages and disadvantages discussed apply to both types of organizational structures. Several advantages and disadvantages are present within a line-and-staff organization. An advantage of a line-and-staff organization is the availability of technical specialists. Staff experts in specific areas are incorporated into the formal chain of command. A disadvantage of a line-and-staff organization is conflict between line and staff personnel. Group discussion Questions and discussion relating to case study. 2.2 Evaluate the importance of two organisational rules and regulations. Seminar In this seminar the lecturer should discuss different organisational rules and regulations. Group discussion After both the Seminar and Lecture the tutor/lecturer should ask the students to write down any questions they have and partake in researching those questions. The students should then bring those questions and research they have undertaken to a smaller group where debate and questioning should be encouraged 3. Understand how to review and comment on the management organisational structure of different types of hotels. 3.1 Illustrate the chain of command in a small hotel by using a Management Organisational Chart. Lecture This lecture should focus on General Managers working process of a hotel increase business Seminar In this seminar the lecturer should discuss about duty rosta of departmental heads 3.2 Explain the nature and necessity of a complex structure in a large hotel. Lecture This lecture should focus on explain types of chain association and classify types of chain association Seminar In this seminar the lecturer should discuss explain the management contract in a large hotel. 4 Understand progression opportunities within the hotel industry. 4.1 Analyse the career path within one department of a large hotel Lecture This can be based as below. Career in the Hotel Industry Overview There are numerous job opportunities available within the hotel industry due to the many different departments that contribute to the smooth running of an establishment. These include both front and back of house operations such as housekeeping, maintenance, reception, and food and beverage. Additionally, all hotels need a manager and some have individual department managers reporting to a general manager, thus providing opportunities for promotion. Also, the larger chains will often employ area managers who are responsible for the management of a network of hotels. No matter what position you undertake within a hotel, the primary focus of the role will be to ensure that optimum service standards are delivered to guests and visitors to the premises. On the reception desk, you are the first point of contact for guests checking in and out of the hotel, and will therefore have to deal with enquiries and complaints on a daily basis. In the restaurant and bar areas, you are responsible for the quality of food and beverages served to the guests. As a housekeeper, you are accountable for the condition of the bedrooms and the public areas of the hotel. Hotel managers are accountable for all hotel functions as well as the administrative and accounting duties associated with the management of the premises. Additionally, hotels with bars must be compliant with statutory licensing regulations and it is the responsibility of the manager to ensure that this is maintained. Due to the nature of the business, working in a hotel involves unsociable hours with many hotels often busier at weekends and on public holidays. It is essential to be passionate about customer service and all customer-facing roles require excellent communication and interpersonal skills. Hotel managers need to have strong business acumen and the ability to implement effective marketing strategies to enable the hotel to remain profitable in what is a highly competitive industry sector. There will always be complaints received from guests and customers so a professional approach is important as is the ability to deal diplomatically and tactfully with any incidents that occur. Entry requirements The hotel industry is one that benefits more from the personality traits of its staff rather than their standard of education, although for progression to management level it is possible to undertake HNC, HND and degree qualifications in Hotel and Hospitality Management. Most of the larger hotel chains, including Marriott, Travelodge, Ramada and Best Western, offer training courses leading to the achievement of NVQs or SVQs in Hospitality Service, Hospitality Supervision and Hospitality Management. Progression opportunities At entry level, the hotel industry is not necessarily one that pays particularly well although this does improve with progression to management level. Some of the larger hotel chains also have establishments in other countries so if you have a desire to work overseas, the hotel industry can offer excellent opportunities to those willing to learn a foreign language. Seminar In this seminar the lecturer should discuss a career in a specific department e.g. housekeeping. 4.2 Illustrate, using a diagram, the place of the hotel industry as one of the components of the Tourist industry. Lecture This can be based on following case study In the modern times, the way people spend their vacations has undergone a great change. People like to spend good times with family and friend while at the same time exploring various tourist places across the globe. As a result the tourism industry across the globe has seen an unprecedented growth which in turn has also resulted in tremendous growth in the hotel and accommodation facilities. Comfortable hotels and accommodation facilities play a very important role in popularizing any tourist destination. If a person, who is quite far away from home, gets to enjoy the same facilities and comforts as he enjoys at his home, then he is bound to become attached to the place. On the other hand if the tourist ends up at a place where the hotels and accommodation facilities are not satisfactory, it is quite likely that he might never return to that place. Perhaps that is why, hotels and accommodation facilities being made available at different tourists spots, have shifted the focus to providing maximum comfort to tourists at reasonable rates. It is also vital to provide comfortable accommodation to people from diverse economical backgrounds. While five star hotels can cater to the needs of affluent visitors, small and medium range hotels and lodging houses are available for use by a middle class traveler. Blog reviews are also vital in that information about all the hotels and accommodation facilities available in a particular tourism spot are available to people quite easily. For this there can be no better option than internet, as most tourist gain information about the hotels and accommodation facilities through this medium only. The other ways are by making booklets containing information about the hotels and accommodation facilities available at train and bus stations. The information provided to the tourists should be detailed and correct. It should contain the information related to room rentals, types of rooms, catering services, check out times, pick and drop facilities etc. Additional information about the significant tourist spots in the area can also be provided both on the net as well as the booklets, to promote not only the hotel but the tourist spot as well. There are many websites available on the internet which are based on travel and tourism. You can get information regarding hotel accommodations, tourists place, and business blog reviews sight scenes. You should search these websites to make your travel easy and plan things accordingly. Through blog reviews you can get the link of such websites that are truly genuine and will provide you with travel packages into many countries. Read these blog reviews and you will know better. Article Source: http://EzineArticles.com/?expert=Suman_Ahliya Seminar In this seminar the lecturer should discuss relation between hotel and tourism and how hotels are an integral part of the tourism industry. Unit 3-Marketing of Accommodation Explain pricing strategy Understanding Client behaviour Knowledge of Market Research and Planning Marketing to organize Manage the retail marketing mix Analyse SWOT 1. Understand how marketing principles apply to different types of hotels. 1.1 Examine the components of the marketing mix as applied to the hotel industry. 1.2 Analyse the benefits of segmentation for a large hotel. 2. Understand the marketing strategies and communication strategies of hotels. 2.1 Analyse the advantages of branding in relation the hotel industry. 2.2 Prepare a detailed SWOT analysis for a large chain of hotels. 3. Understand how two sales promotion packages are used to promote hotel services. 3.1 Evaluate two external influences which may affect the promotion of hotels. 3.2 Analyse three marketing objectives to be used in the planning of a promotional campaign. 4. Understand the part which market research has in the selling of accommodation and services 4.1Compare and contrast the advantages and disadvantages of both primary and secondary research. 4.2 Illustrate how two internal and two external sources of information can be used by a hotel when promoting holidays. Marketing of Accommodation-suggested lesson plan Do the case study on Riverview and ask questions. 1. Understand how marketing principles apply to different types of hotels. 1.1 Examine the components of the marketing mix as applied to the hotel industry. Lecture: Explain how the marketing mix is directly responsible for maximizing room sales and revenues in a hotel. Seminar In this seminar the lecturer should explain pricing strategy 1.2 Analyse the benefits of segmentation for a large hotel. The tutor will need to explain what segmentation is and then discuss the list below and whether all of these would apply to a hotel marketing. Companies who segment their markets match their strengths and offerings to the groups of customers most likely to respond to them. Points for discussion. à ¢Ã¢â€š ¬Ã‚ ¢ Differentiate products and services to meet customer needs and desires. à ¢Ã¢â€š ¬Ã‚ ¢ Design or redesign new products and services to meet market needs. à ¢Ã¢â€š ¬Ã‚ ¢ Find hidden needs and make improvements to existing products. à ¢Ã¢â€š ¬Ã‚ ¢ By selecting and focusing on the most responsive segments to the exclusion of others, marketing can be created to more effectively fit consumers needs. Finding, understanding and focusing on the needs of the best customers can make a market leader. à ¢Ã¢â€š ¬Ã‚ ¢ Target marketing mix to the customers most likely to want the products or services à ¢Ã¢â€š ¬Ã‚ ¢ Identify behaviours and buying motives for products. à ¢Ã¢â€š ¬Ã‚ ¢ Identify most and least profitable customers. à ¢Ã¢â€š ¬Ã‚ ¢ Help. à ¢Ã¢â€š ¬Ã‚ ¢ Avoid unprofitable markets. à ¢Ã¢â€š ¬Ã‚ ¢ Increase brand loyalty and decrease brand switching. 2. Understand the marketing strategies and communication strategies of hotels. 2.1 Analyse the advantages of branding in relation the hotel industry. Lecture In this lecture the lecturer should discuss with the students branding systems in International Marketing Group discussion Srudents should have had photographic evidence of branding of major hotel chains and discuss usefulness in marketing on a global scale. 2.2 Prepare a detailed SWOT analysis for a large chain of hotels. Lecture Provide an explanation of the case study below and advise the students on what they should do. Case study Riverview Hotel The Hotel The Riverview Hotel, Notown USA, is representative of the five star brand within the Exclusive Business Hotels of the World group. All Riverview Hotels are boutique properties, offering between 25 and 35 exclusive rooms. Mission The Riverview Hotel is dedicated to providing its guests with the highest quality of service and standards. We seek to deliver on our promise of value and quality above all else. We value our place in the community and will work to develop those relationships and to respect and protect our environment. We will continue to strive to create value for both owners and shareholders whilst honoring our brand values and encouraging our personnel to develop themselves in an environment of trust, loyalty and encouragement. Service Offering Service: high-quality facilities accompanied by exemplary personal service, differentiated from competition in line with the overall brand strategy, has proven to be a successful approach generating high levels of repeat business. Positioning The Riverview Hotel is positioned as a five star plus, business travellers hotel, strategically located and offering a high level of personal service. Our focus is on offe