Wednesday, November 10, 2010
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.
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