Develop a 300-word blog post about the movie. What did you think of his unique skill? Name as least three skills that he used to benefit the employee. How would you have handled yourself in the same position as the lead character? How would you have responded as the employee being let go?
I think is unique skill is just that a unique skill. He used the ability to twist words and tell the recently unemployed person exactly what they wanted to hear. He was capable of thinking and speaking to the person without a script. Given he had been doing this for many years, he was still able to answer with a very good response and not have too much of a situation on his hands.
If I was in the same position as George Clooney, I don’t think I would have been able to handle every situation in such a calm and composed way. He was very inspiring as a professional and yet did it in such a reasonable and professional manner.
If I was the employee being let go I think I would have been very calm, until I got out of course. It is a very traumatic experience and you run through the how’s? How am I going to pay my bills, how am I going to provide for my family and myself. But the movie does make a point, this is just the beginning, now you need to go out and do what makes you happy. Follow your dreams. Make something of yourself. Now would be the beginning of the rest of your life, being happy. That I would take into consideration, I would make this an educational experience and go do what I had always wanted to.
Wednesday, December 8, 2010
Week 10: BOC - Getting Fired
Develop a 300 word blog post about a time you were fired or had to fire someone. How did it happen, why and how did it make you feel. This should be in the first person. If you have not had this experience, you may write about someone you know personally who did experience this.
In 2006, I worked for a corporate drug store in Canada. I was in high school and had two other jobs. I asked to be put on call and possibly have one day a week. My boss didn’t really like me, but all the employees and supervisors did. After a 2 weeks of being scheduled one day and being on call. The boss had removed my name from the schedule, without being notified. I was fired without just cause or even given a reason. If fact she avoided me when I came into the store, and ignored my phone calls.
When my supervisor confronted her about it, she had threatened her job. I feel, as I my boss was unprofessional in the whole situation. She felt her authority should just be enough to do whatever she wanted. Which shouldn’t have been allowed. I had poke to the owner on many occasions and she told me “Brenda is the best and longest employee, she must have had a reasonable reason to fire you.” Not once did she ever talk to Brenda nor did she get back to me on why I was fired.
A few months after I was fired, I was asked why I hadn’t gone to the labor board. As I could have, since I was fired without cause. I hadn’t even thought about it. At that point, it was too far after the incident to do anything about it. Looking back on the situation, it sucks that I worked there for so long and cannot use it as a reference, but I have been able to use most of my previous supervisors from there. It was a situation I can use as a learning resource. I now know what I can do if it ever wee to happen again.
In 2006, I worked for a corporate drug store in Canada. I was in high school and had two other jobs. I asked to be put on call and possibly have one day a week. My boss didn’t really like me, but all the employees and supervisors did. After a 2 weeks of being scheduled one day and being on call. The boss had removed my name from the schedule, without being notified. I was fired without just cause or even given a reason. If fact she avoided me when I came into the store, and ignored my phone calls.
When my supervisor confronted her about it, she had threatened her job. I feel, as I my boss was unprofessional in the whole situation. She felt her authority should just be enough to do whatever she wanted. Which shouldn’t have been allowed. I had poke to the owner on many occasions and she told me “Brenda is the best and longest employee, she must have had a reasonable reason to fire you.” Not once did she ever talk to Brenda nor did she get back to me on why I was fired.
A few months after I was fired, I was asked why I hadn’t gone to the labor board. As I could have, since I was fired without cause. I hadn’t even thought about it. At that point, it was too far after the incident to do anything about it. Looking back on the situation, it sucks that I worked there for so long and cannot use it as a reference, but I have been able to use most of my previous supervisors from there. It was a situation I can use as a learning resource. I now know what I can do if it ever wee to happen again.
Wednesday, December 1, 2010
Week 9: EOC – Personal Freedom vs. Union Membership
Week 9 – EOC – Personal Freedom vs. Union Membership
1. What would you do if you wanted to work for a company and you had to join the union to get the job?
If I had to join the union in order to get a job with a specific company, I would go through all of the pros and cons. If I was really ok with working for this company then I would have to come up with many more pros then cons.
2. What if they called a strike over an issue you did not agree with?
If the company called a strike over an issue I did not agree with I wouldn’t have much of a choice other than to get out of the union, or walk the picketing line, because if you didn’t walk the line then you would lose your job, and your position in the union.
3. What other issue might concern you if you HAD to belong to get a paycheck?
The fact that you can lose your job at any given time, while in a union, for any given reason, puts me on edge. I want a job that has to fire within reason, not be part of a union, that can at anytime revoke your status.
1. What would you do if you wanted to work for a company and you had to join the union to get the job?
If I had to join the union in order to get a job with a specific company, I would go through all of the pros and cons. If I was really ok with working for this company then I would have to come up with many more pros then cons.
2. What if they called a strike over an issue you did not agree with?
If the company called a strike over an issue I did not agree with I wouldn’t have much of a choice other than to get out of the union, or walk the picketing line, because if you didn’t walk the line then you would lose your job, and your position in the union.
3. What other issue might concern you if you HAD to belong to get a paycheck?
The fact that you can lose your job at any given time, while in a union, for any given reason, puts me on edge. I want a job that has to fire within reason, not be part of a union, that can at anytime revoke your status.
Week 9: BOC – Histories of Labor Unions in the United States
Labor unions have a long and colorful history in the United States. To some people, they conjure up thoughts of organized crime and gangsters like Jimmy Hoffa. To others, labor unions represent solidarity among the working classes, bringing people together across many professions to lobby for better rights, wages and benefits. As of 2006, 15.4 million people were union members, and although union membership peaked in 1945 when 35 percent of the nonagricultural workforce were union members, unions are still a powerful influence in the United States (and even more powerful in many other countries). They are also an important and fundamental part of the history of United States commerce and the country’s growth into an economic powerhouse.
“The employed fought to raise their wages and improve their working conditions”
In the 19th century, the Industrial Revolution produced a rapid expansion in factories and manufacturing capabilities. As workers moved away from agricultural work to factories, mines and other hard labor, many faced terrible working conditions: long hours, low pay and health risks. Many children worked in factories, and women and children generally received lower pay than men. The government did little to limit these injustices, and in the United States, along with much of the industrialized world, labor movements developed that lobbied for better rights and safer conditions.
“In the 1800's, the lives of this class started to improve. It eventually became no longer illegal to form trade unions.”
A common method of protest used by workers in the 19th century was the strike. A strike is when a group of workers stops working in protest to labor conditions or as a bargaining tool during negotiations between labor and management. While strikes today are generally peaceful events, back then they were quite the opposite. A list of the 19th century’s notable strikes shows numerous strikes that were “broken” by hired militias, police or U.S. government troops, frequently resulting in the deaths of workers. Employers often hired private companies like the infamous Pinkerton Detective Agency to intimidate striking workers or to escort strike breakers -- workers replacing striking employees -- across picket lines.
“The employed fought to raise their wages and improve their working conditions”
In the 19th century, the Industrial Revolution produced a rapid expansion in factories and manufacturing capabilities. As workers moved away from agricultural work to factories, mines and other hard labor, many faced terrible working conditions: long hours, low pay and health risks. Many children worked in factories, and women and children generally received lower pay than men. The government did little to limit these injustices, and in the United States, along with much of the industrialized world, labor movements developed that lobbied for better rights and safer conditions.
“In the 1800's, the lives of this class started to improve. It eventually became no longer illegal to form trade unions.”
A common method of protest used by workers in the 19th century was the strike. A strike is when a group of workers stops working in protest to labor conditions or as a bargaining tool during negotiations between labor and management. While strikes today are generally peaceful events, back then they were quite the opposite. A list of the 19th century’s notable strikes shows numerous strikes that were “broken” by hired militias, police or U.S. government troops, frequently resulting in the deaths of workers. Employers often hired private companies like the infamous Pinkerton Detective Agency to intimidate striking workers or to escort strike breakers -- workers replacing striking employees -- across picket lines.
Wednesday, November 24, 2010
Week 8: EOC - Sexual Harassment
Sexual Harassment is not something to be tolerated. I feel that no matter what your gender, you are liable to be sexually harassed. Some people don’t understand that men can be harassed. By women higher up or even superior men. I feel that it should not be tolerated under any circumstance. Companies should discipline people under the highest form if they harass anyone in the company. It is disrespectful and demeaning towards the person. I also feel that people are cowards if they need to sexually harass anyone in the work place. “It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature”
If I were in the position, where I was sexually harassed, I would not stand for it. I would go to my boss and report it. If my boss did nothing to stop the harassment, then I would have to go to Human Resources and get the person written up. There is no reason for anyone to be sexually harassed or harassed in any form. If my human resources personnel also did nothing to stop the harassment I would go to the police as “It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.”
In the movie The Apartment a young gentle men was sexually harassed by his superiors in order to be given the key to his apartment for them to use with their “flings”. He later then sexually harasses a young lady in which he is attracted to, by trying to use his superiority to get her a better job within the company. “The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.”
If I were in the position, where I was sexually harassed, I would not stand for it. I would go to my boss and report it. If my boss did nothing to stop the harassment, then I would have to go to Human Resources and get the person written up. There is no reason for anyone to be sexually harassed or harassed in any form. If my human resources personnel also did nothing to stop the harassment I would go to the police as “It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.”
In the movie The Apartment a young gentle men was sexually harassed by his superiors in order to be given the key to his apartment for them to use with their “flings”. He later then sexually harasses a young lady in which he is attracted to, by trying to use his superiority to get her a better job within the company. “The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.”
Wednesday, November 17, 2010
Week 7 EOC: How to Evaluate Employee Performance in 15 Easy Steps
- What did you learn?
I learnt that everyone is very different when in comes to student etiquette. Some feel that they are exceptional students, and others have learned to “beat the system”.
- What caught you by surprise?
I was caught by surprise when a few girls mentioned that they just don’t care about their classes or what they are learning. However they are exceptional students that do great in their classes.
- How prepared were you?
I was not as prepared as I would have liked to be. I wish I had a better understanding of the assignment at hand and knew my group members a little bit better. It would have probably been a little easier, and more comfortable to talk to them about their jobs, as a student.
- Evaluate the individual members of your group.
Hannah Brietzke – Is a very outgoing individual, she had a lot of participation throughout the conversations and asked some very viable questions.
Gloria Castillo – Gloria is a great person to work with, she participated a lot and asked more questions that necessary. Seemed very eager to learn .
Crisitin Wacaser – Crisitin was a great addition to the team, outspoken and kind. She allowed for questions to be asked and didn’t seem to be any bit shy in talking to someone new.
- By name, how did they participate?
Hannah Brietzke – Hannah participated well beyond the requirements of the project.
Gloria Castillo – Gloria participated beyond requirements but she seems to be a very shy and quite person, she just needs to warm up around new faces.
Crisitin Wacaser – Cristin is a very outgoing person, some could even say loud. She participated well beyond requirements and needed no time to warm up to a new face.
- Do you think they (by name) could be viable candidates for a real job? Explain.
Hannah Brietzke – She would be an excellent candidate for a real job, not only is she outgoing, but she is also very outspoken on thing that need to be changed for the better of a company.
Gloria Castillo – Would also be an excellent candidate for a real job, outgoing, outspoken and very smart, she would bring a world of knowledge to a company.
Crisitin Wacaser – Crisitin is also a very outgoing/spoken individual. She has found a way to understand the system and people, which would make her a viable candidate for a real job.
- Would you want them to represent your school in a job interview situation as a graduate of The Art Institute?
I would want these three individuals to represent the school as a graduate. I think they will be wonderful additions to any company and a great representative of the school.
- How could this experience be improved for you? For the class?
I think adding more questions and putting them in a professional atmosphere, like a mock interview, could improve the experience. By doing so, you would allow for individual interviewing skills to be improved and strengthened.
Wednesday, November 10, 2010
Week 6 EOC: Steps in Job Instruction Training
In the Movie, Nine to Five, We were introduced to Consolidated firm. They had just hired a new employee and were going through Job instruction training. Where they failed to follow the steps in Job instruction Training. Which ultimately lead to a bit of failure on Judy’s first day. The steps that should have been followed to ensure optimal training are:
Step 1: Prepare the employee.Managing Hospitality Human Resource, 4th Edition Page 203.
Step 2: Present the Task or Skill
Step 3: Try out the Performance
Step 4: Follow Up
A more in depth view of these steps are:
Step 1: Prepare the employees. By preparing the employees you put them at ease and arouse the interest in training. In the movie, Violet takes Judy around and introduces her to everyone, allowing for her to get comfortable with her surroundings and puts her at ease with the thought of a job.
Step 2: Present the task or skill. By doing this you tell, show, explain and demonstrate the task or skill at hand. You also allow for questions and a possibility to repeat the steps so your new employee fully understands their duties. Violet des not take the time to train Judy. She shows her once and leaves her alone to do the task, which she eventually does wrong and gets in trouble from her boss.
Step 3: Try out the performance. By trying out the performance you allow for the employee to try the task on his or her own. Have them explain the key points of the task, correct any errors that you have seen them do and re-instruct if necessary. Violet did none of these steps. She instructed them left. Which was a mistake on her behalf, had Judy been fired, she could have found a means of getting Violet into a lot of trouble and possibly her job back.
Step 4: Follow Up. By following up with the new employee you allow for the employee to perform o their own, you are capable of checking on them frequently and then open the option of reducing assistance. This could have prevented a lot f frustration on everyone’s behalf Judy’s first day.
Week 6 BOC: Stolen Valor Lawsuit
The company went wrong when they hired the “Veteran” and told the other candidate that they hired the other guy over him. After finding out that he was a fraud and firing him, which lead to the other candidate calling and asking about the position. Then asked for 6 months pay due to being picked over a fraud. I believe the candidate had every right asking for the 6 months pay. Since he was out of work because the company gives preference to veterans. The company should give him 6 months pay as well as hiring him immediately. Then they should consider to procedure for assuming proof of a veteran during the hiring process. Whether it be proof from the military or through other means.
Wednesday, November 3, 2010
Week 5: EOC: Stolen Valor
Fraudulent claims of receiving metals of honor is disrespectful to those who have served in the military and have not received metals. Although it is not a crime under the First Amendment. The First Amendment states: “Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the Government for a redress of grievances.”
So under the first amendment, by claiming you have received a metal of honor in the military, and have not, you are not punishable under a crime. In 2005, Congressman John. T Salazar introduced The Stolen Valor Act. The Act states “Whoever knowingly and fraudulently wears and/or represents him or her self as having received a Metal of Honor, Distinguished Service Cross, Navy Cross or Air Force Cross, except when authorized under regulations made pursuant to law, shall be fined under this title or imprisoned nor more than six months, or both.”
Being a business owner or manager I would feel that my duties as a citizen would be to tell the appropriate officials of the fraudulent act and remove all privileges specific to veterans and veterans that have received honorary metals. I would not be able to fire or suspend them under law so removing specific privileges would be sufficient to the crime.
So under the first amendment, by claiming you have received a metal of honor in the military, and have not, you are not punishable under a crime. In 2005, Congressman John. T Salazar introduced The Stolen Valor Act. The Act states “Whoever knowingly and fraudulently wears and/or represents him or her self as having received a Metal of Honor, Distinguished Service Cross, Navy Cross or Air Force Cross, except when authorized under regulations made pursuant to law, shall be fined under this title or imprisoned nor more than six months, or both.”
Being a business owner or manager I would feel that my duties as a citizen would be to tell the appropriate officials of the fraudulent act and remove all privileges specific to veterans and veterans that have received honorary metals. I would not be able to fire or suspend them under law so removing specific privileges would be sufficient to the crime.
Tuesday, November 2, 2010
Week 4: BOC: Week 5 Midterm - Analyze Your Own Job
Analyze Your Own Job
Complete the job analysis and post it to your blog as a BOC for the next class (Week 5 Midterm). For the job analysis, you may use a job you have performed, a job you are familiar with (such as a job performed by a relative or friend), or a job you hope to perform in the future.
Job analysis is a listing of duties and requirements and their importance to a given job. Job analysis data always describes the job, not the person doing the job.
What is the job title? Does the title explain what the job is? If not, what title would offer a better explanation?
Academic Advisor/Instructor. Yes the title does explain what the job is.
How does the job fit in with the rest of the company? What jobs are comparable? Is the wage/salary comparable to other jobs within the company? Within the industry? Use reference materials (library, Internet) to justify your answer.
The job fits in with the company because it is the client facing part of the organization. It services as the bridge between administration and students. However this is the non standard of the job, as advisors do not normally teach nor do schools have specialty programs like our probation.
What is the chain of command? To whom does the person with this job report? Is this person responsible for monitoring the work of others? Describe the internal and external contacts of the person holding this position.
Advisor to the Dean of Academic Affairs. Technically the advisor is resposinsible for the work of others since she is the most senior advisor. As per the job title she is not responsible for the work of others.
Internal contacts include: student workers, students, faculty members and academic directors.
External contacts include: families of other students and other organizations
What duties and tasks does the person holding this job perform? What are the physical requirements of the job?
Duties and tasks used to perform the job include: contacting students to identify problems and increase persistance. Contact students for registration, work with other departments to create, implement and evaluate new initiativess to increase student statisfaction and persistance.
What tools and equipment are required for this job? Include any computer equipment.
Tools and equipment required for the job include: computer with student database, school database, email, word, excela dn the use of internet. Also used are phone, email and texting capabilities.
Describe the baseline knowledge, skills, and abilities necessary to perform this job.
The baseline knowledge, skills and abilities include: Knowledge of internal and external gactors influencing student retution. Consuling skills , negotiation and conflicting resolution skills and knowledge of policies and procedures both internally as well as from state and federal governments.
Complete the job analysis and post it to your blog as a BOC for the next class (Week 5 Midterm). For the job analysis, you may use a job you have performed, a job you are familiar with (such as a job performed by a relative or friend), or a job you hope to perform in the future.
Job analysis is a listing of duties and requirements and their importance to a given job. Job analysis data always describes the job, not the person doing the job.
What is the job title? Does the title explain what the job is? If not, what title would offer a better explanation?
Academic Advisor/Instructor. Yes the title does explain what the job is.
How does the job fit in with the rest of the company? What jobs are comparable? Is the wage/salary comparable to other jobs within the company? Within the industry? Use reference materials (library, Internet) to justify your answer.
The job fits in with the company because it is the client facing part of the organization. It services as the bridge between administration and students. However this is the non standard of the job, as advisors do not normally teach nor do schools have specialty programs like our probation.
What is the chain of command? To whom does the person with this job report? Is this person responsible for monitoring the work of others? Describe the internal and external contacts of the person holding this position.
Advisor to the Dean of Academic Affairs. Technically the advisor is resposinsible for the work of others since she is the most senior advisor. As per the job title she is not responsible for the work of others.
Internal contacts include: student workers, students, faculty members and academic directors.
External contacts include: families of other students and other organizations
What duties and tasks does the person holding this job perform? What are the physical requirements of the job?
Duties and tasks used to perform the job include: contacting students to identify problems and increase persistance. Contact students for registration, work with other departments to create, implement and evaluate new initiativess to increase student statisfaction and persistance.
What tools and equipment are required for this job? Include any computer equipment.
Tools and equipment required for the job include: computer with student database, school database, email, word, excela dn the use of internet. Also used are phone, email and texting capabilities.
Describe the baseline knowledge, skills, and abilities necessary to perform this job.
The baseline knowledge, skills and abilities include: Knowledge of internal and external gactors influencing student retution. Consuling skills , negotiation and conflicting resolution skills and knowledge of policies and procedures both internally as well as from state and federal governments.
Wednesday, October 20, 2010
Week 3 EOC: Networking & External Sources
Week 3 EOC: Networking & External Sources
Some networking and external sources that I would use to recruit new employees for my company would be:
• Employment Agencies – State/Private – I would use employment agencies to find people whom have lost their previous jobs and have experience.
• Schools – high school job fairs, managers as guest speakers, notices with guidance counselors, teachers and coaches – I would use high schools to recruit younger faces to the industry and teach them the way of the field and encourage them in making a career out of it.
• Participation in work-study programs – to help find employees and enlighten students and adults about the field.
• Youth Groups – To help young people find employment in the fild. The younger generation are often harder working and enjoy the opportunity to learn.
• Woman’s Groups – To help find stong, independent, professional women who want to work in the culinary industry.
• Professional and Trade Journals – To find prosessionals in the industry looking for employement opportunities or to move to a different location/or up the professional ladder.
• Student Organizations – To find hard working and dedicated students that want to broaden their professional resume and skills.
• Urban League and other agencies that provide skills training and job placement –
New skills this agency would allow for helping with the teaching and growing of professional culinary skills.
• Open Job Fairs – Open job fairs allow for the opportunity to interview possible candidates on the spot and quite a few at a time. This allows for the process of elimination and if a candidate is liked you can bring them in for a more indepth interview.
• Employees at other hospitality companies or service-orientated organizations – People in the hospitality industry, like any other industry, are looking for a chance to “move up the ladder”. This allows for them to look into opportunities in other companies and grow their personal and professional skills.
• State Restaurant Associations – This allows for the broadcasting of employment opportunities. Through advertisements on the websites and in magazines, you are able to get your employment possabilities out and get a lot of responses and feedback.
Some networking and external sources that I would use to recruit new employees for my company would be:
• Employment Agencies – State/Private – I would use employment agencies to find people whom have lost their previous jobs and have experience.
• Schools – high school job fairs, managers as guest speakers, notices with guidance counselors, teachers and coaches – I would use high schools to recruit younger faces to the industry and teach them the way of the field and encourage them in making a career out of it.
• Participation in work-study programs – to help find employees and enlighten students and adults about the field.
• Youth Groups – To help young people find employment in the fild. The younger generation are often harder working and enjoy the opportunity to learn.
• Woman’s Groups – To help find stong, independent, professional women who want to work in the culinary industry.
• Professional and Trade Journals – To find prosessionals in the industry looking for employement opportunities or to move to a different location/or up the professional ladder.
• Student Organizations – To find hard working and dedicated students that want to broaden their professional resume and skills.
• Urban League and other agencies that provide skills training and job placement –
New skills this agency would allow for helping with the teaching and growing of professional culinary skills.
• Open Job Fairs – Open job fairs allow for the opportunity to interview possible candidates on the spot and quite a few at a time. This allows for the process of elimination and if a candidate is liked you can bring them in for a more indepth interview.
• Employees at other hospitality companies or service-orientated organizations – People in the hospitality industry, like any other industry, are looking for a chance to “move up the ladder”. This allows for them to look into opportunities in other companies and grow their personal and professional skills.
• State Restaurant Associations – This allows for the broadcasting of employment opportunities. Through advertisements on the websites and in magazines, you are able to get your employment possabilities out and get a lot of responses and feedback.
Week 3 EOC: Culinary Survivors
Ferraro’s has shown negative HR qualities, because they have used “1/2 off Friday’s & Saturday’s” as a marketing resource. They have used this as marketing source towards local people. They are using a Top down approach, meaning they are using a statistical approach for “advertising”. Thinking more locals go to places that offer ½ of dinners.
Bob Taylor’s Ranch house is another restaurant that has shown negative HR qualities. They are living on hopes and dreams, not outsourcing to increase sales.
Metro Pizza is a restaurant that has shown positive HR qualities. They have a reverse UNLV intern. She in turn helps the business understand the needs and wants of the generation today. The generation that now frequents the establishment. I would say that they are using the top down approach of marketing.
Bootlegger Bistro is another establishment that has shown positive HR qualities. They have kept up with the time, constantly changing menu items, and keeping “regular’s” favorites. They also have a nutritionist on staff, this is positive because people care about nutrition and want to eat better.
Bob Taylor’s Ranch house is another restaurant that has shown negative HR qualities. They are living on hopes and dreams, not outsourcing to increase sales.
Metro Pizza is a restaurant that has shown positive HR qualities. They have a reverse UNLV intern. She in turn helps the business understand the needs and wants of the generation today. The generation that now frequents the establishment. I would say that they are using the top down approach of marketing.
Bootlegger Bistro is another establishment that has shown positive HR qualities. They have kept up with the time, constantly changing menu items, and keeping “regular’s” favorites. They also have a nutritionist on staff, this is positive because people care about nutrition and want to eat better.
Wednesday, October 13, 2010
Week 2 EOC: This Charming Man
The film “ This Charming Man” showed us some prejudices people have against immigrants. This is a topic near to me see as how I am an “immigrant”. Although I come from North America, I am still an immigrant. I am Canadian. The film goes over name-calling, people’s expectations of a different culture and how angry some cultures get when another is brought into the picture. The big picture however, is we are all looking for the same things.
Immigrants come to America looking for a better life. A better job so they can afford a roof over their head and a better life for their families. Some try to come legally and get denied, others come illegally and stay their whole lives, doesn’t seem fair.
However there are quite a few companies that are willing to take the risk and hire illegal aliens. I don’t feel that is the federal government or the employer’s responsibility to ensure that all employees are “legal” to work. I feel that it is also the “employee’s” responsibility.
“No alien may accept employment in the United States unless they have been authorized to do so”
I feel that if you want a job in the United States, do the steps, become legal and then get a job. I don’t understand why so many people don’t do so. Yes it takes a long time, to get approved take your test and become a citizen, but if you want a job so bad, then why don’t you do it?
“There are many ways in which a person may be able to work in the United States. You may seek an immigration classification that permits you to live and work in the United States permanently or temporarily. In most instances, your employer or potential employer must petition for you. In the links to your left, you will find more information about coming to the United States to work temporarily or permanently and the many different eligibility categories for working in the United States.”
Today we still have a lot of prejudice towards immigrants, especially during the recession. We as Americans have high expectations on how much we should be paid for employment, but during this time, that money isn’t there. So companies are going to immigrants and hiring cheaper.
Immigrants come to America looking for a better life. A better job so they can afford a roof over their head and a better life for their families. Some try to come legally and get denied, others come illegally and stay their whole lives, doesn’t seem fair.
However there are quite a few companies that are willing to take the risk and hire illegal aliens. I don’t feel that is the federal government or the employer’s responsibility to ensure that all employees are “legal” to work. I feel that it is also the “employee’s” responsibility.
“No alien may accept employment in the United States unless they have been authorized to do so”
I feel that if you want a job in the United States, do the steps, become legal and then get a job. I don’t understand why so many people don’t do so. Yes it takes a long time, to get approved take your test and become a citizen, but if you want a job so bad, then why don’t you do it?
“There are many ways in which a person may be able to work in the United States. You may seek an immigration classification that permits you to live and work in the United States permanently or temporarily. In most instances, your employer or potential employer must petition for you. In the links to your left, you will find more information about coming to the United States to work temporarily or permanently and the many different eligibility categories for working in the United States.”
Today we still have a lot of prejudice towards immigrants, especially during the recession. We as Americans have high expectations on how much we should be paid for employment, but during this time, that money isn’t there. So companies are going to immigrants and hiring cheaper.
Week 2 EOC: Zippy Airline Catering
Week 2 – EOC: Zippy Airline Catering
1. Are the changes made by the hospitality company significant redesign of the work done? Why or Why Not?
They are significant redesign of the work done because by creating it as a team work project and bringing in a production line approach you allow for the team to make more meals than before, in order to meet new tremendous demand brought about by additional flights.
2. What do you think will happen as a result of this redesign?
As a result of this redesign I think they will be able to produce a lot more trays, due to teamwork, but the quality and neatness of the trays could drastically decrease.
3. What steps would you have take before initiating substantial changes in the way work is done at Zippy Airline Catering?
Before initiating the major changes done at zippy airline catering, I would have developed a staffing guild, if one were not already available, and analyzed the specific jobs. If I felt that each individual was doing a good job and our sales were high, I could then higher more staff members. Seeing how funding is not the issue, hiring more staff members would keep the quality of the food at where it is, therefore keeping the popularity. Since now there is an incentive on making more trays.
1. Are the changes made by the hospitality company significant redesign of the work done? Why or Why Not?
They are significant redesign of the work done because by creating it as a team work project and bringing in a production line approach you allow for the team to make more meals than before, in order to meet new tremendous demand brought about by additional flights.
Managing Hospitality Human Resource, 4th Edition Page 83.Managing Hospitality Human Resource, 4th Edition Page 83.
“To meet the tremendous increase demand brought about by additional flights into the airport, the hospitality company that purchased Zippy Airline catering decided to re-engineer the preparation process. “
2. What do you think will happen as a result of this redesign?
As a result of this redesign I think they will be able to produce a lot more trays, due to teamwork, but the quality and neatness of the trays could drastically decrease.
“To encourage teamwork, the company instituted a group bonus plan that rewarded the employees for the total number of meals produced.”Managing Hospitality Human Resource, 4th Edition Page 83.
3. What steps would you have take before initiating substantial changes in the way work is done at Zippy Airline Catering?
Before initiating the major changes done at zippy airline catering, I would have developed a staffing guild, if one were not already available, and analyzed the specific jobs. If I felt that each individual was doing a good job and our sales were high, I could then higher more staff members. Seeing how funding is not the issue, hiring more staff members would keep the quality of the food at where it is, therefore keeping the popularity. Since now there is an incentive on making more trays.
According to this simple plan, the more trays produced, the more bonus earned.Managing Hospitality Human Resource, 4th Edition Page 83.
Wednesday, October 6, 2010
Week 1 EOC: Old-Timer Makes Waves
Week 1 – EOC: Old-Timer Makes Waves
1. What recent changes at the Edgeway Hotel precipitated the problem with Sally?
Some recent changes at the Edgeway Hotel that precipitated the problem with Sally were changes in supervisors, a competitive environment, new market segment and a high demand of higher-level service.
2. Is it an issue that Sally didn’t follow the change of command?
By the sound of this it was a very big problem with Francine over not following the chain of command. She wanted to go as far as firing her.
3. What are the roles and responsibilities of the management team in dealing with this situation?
Some of the roles and responsibilities of the management are to talk to the complainant and deal with the situation. If she feels as if the company is pushing her out there must be a reason behind that. She has been a loyal employee for 20 years and the staff has done nothing but complain, not once did they mention anything that she did well.
4. Does Sally’s length of service and past performance warrant special treatment by management in handling her current situation?
I feel as if Sally’s performance does warrant some special treatment from the management. Simply because she has dedicated her life to the hotel and the hotel hasn’t made any more of an effort to ensure she understands what is happening with the company.
1. What recent changes at the Edgeway Hotel precipitated the problem with Sally?
Some recent changes at the Edgeway Hotel that precipitated the problem with Sally were changes in supervisors, a competitive environment, new market segment and a high demand of higher-level service.
“We’re in a newly competitive environment.”Managing Hospitality Human Resource, 4th Edition Page Page 53
2. Is it an issue that Sally didn’t follow the change of command?
By the sound of this it was a very big problem with Francine over not following the chain of command. She wanted to go as far as firing her.
3. What are the roles and responsibilities of the management team in dealing with this situation?
Some of the roles and responsibilities of the management are to talk to the complainant and deal with the situation. If she feels as if the company is pushing her out there must be a reason behind that. She has been a loyal employee for 20 years and the staff has done nothing but complain, not once did they mention anything that she did well.
“I’ve given my life to this hotel, and I shouldn’t be pushed out because some hotshot manager wants to get cheap labor in.”Managing Hospitality Human Resource, 4th Edition Page Page 53
4. Does Sally’s length of service and past performance warrant special treatment by management in handling her current situation?
I feel as if Sally’s performance does warrant some special treatment from the management. Simply because she has dedicated her life to the hotel and the hotel hasn’t made any more of an effort to ensure she understands what is happening with the company.
“Did she receive training on something she didn’t know how to do? Did Sydney follow up with her so she knew what she was supposed to learn?...” “I don’t know but I’ll find out”Managing Hospitality Human Resource, 4th Edition Page Page 53
Week 1 - EOC: My Voice
Who am I? A question I have always had trouble answering. I am a Food and beverage professional. I hope to take my education to the next level by becoming a master chef and a master sommelier. As I grow as a professional, my plan is to open my own vineyard and fine dining establishment. Where not only will I have created a unique dining experience but also prepared the wines to accompany the dishes.
I am passionate about food and wine. I enjoy taking both components and making it into an enjoyable experience for others and myself. Food has been a passion of mine since I was a small child. And as I grew I became interested in wine and how pairing the two to create an experience of a lifetime. Creating unique dishes is something I love to do. In the last few years I have taken these unique dishes and pairing them with appropriate wines has become an enjoyable experience.
Knowing what is happening in the industry is important because it allows me to be a more positive and ambitious person. I believe that having a growing period of school and work will allow me to become a more successful person. I will be able to watch the economy and see if my ideas will pan out before watching them disappear down the drain.
I am passionate about food and wine. I enjoy taking both components and making it into an enjoyable experience for others and myself. Food has been a passion of mine since I was a small child. And as I grew I became interested in wine and how pairing the two to create an experience of a lifetime. Creating unique dishes is something I love to do. In the last few years I have taken these unique dishes and pairing them with appropriate wines has become an enjoyable experience.
Knowing what is happening in the industry is important because it allows me to be a more positive and ambitious person. I believe that having a growing period of school and work will allow me to become a more successful person. I will be able to watch the economy and see if my ideas will pan out before watching them disappear down the drain.
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