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Employee Retention and the Hospitality Industry, 2007.
A discussion of employee retention in the hospitality industry.
4,352 words (approx. 17.4 pages), 12 sources, APA, $ 114.95
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Abstract
The paper examines the crisis in the hospitality industry with regard to recruitment and retention of employees. Several contributing factors to the recruitment and retention phenomenon are considered, such as increased diversity, the imbalance between skilled and unskilled labor and the nonexistent benefits, such as health insurance, profit sharing and retirement benefits. The author notes that management strategies are counterproductive and do not offer the employee real incentive to strive for achievement. The paper also addresses the issue of corporate responsibility for employees. The paper concludes with suggestions for employee retention in the hospitality industry.
Outline:
Introduction
Major Obstacles to Employee Retention
Employee Retention Solutions
Conclusion
From the Paper
"Several big name hostels are beginning to practice better diversity standards and seeking to create a better awareness among the public about the diversity and inherent interest in their employ. This trend will likely continue and it is hoped that it will continue to be a fruitful part of the development of individuals from varied nations, as assimilation is really a small part of immigration. Many more issues surround the struggles of immigration and diverse populations, many of which can only be answered by employment."
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Job Satisfaction, 2007.
This paper discusses the subject of job satisfaction, focusing on blue collar workers.
1,035 words (approx. 4.1 pages), 5 sources, MLA, $ 36.95
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Abstract
In this article the writer firstly notes that no one wants to make wide generalizations about why some blue-collar employees, such as assembly workers, like their jobs, because every person is different and management needs to take these variations into account. Referring to studies the writer maintains that even though the degree differs, most people are achievement oriented. The writer looks at the issues of career development and training. The writer concludes that regardless of the type of work a blue-collar worker does, he needs to receive the amount of pay that will meet his essential needs. But beyond that, workers need to know that there is the opportunity for growth, that the company values their work, there is the ability for accomplishment and the company's employees are working together as a united organization, or community.
From the Paper
"Many people volunteered for company committees or activities or took developmental training, but a large number of them were frustrated because the activities or training was not related to their specific job or to higher level ones. Instead they wanted refresher training to keep up with the latest developments in procedures and work rules, sessions using personality instruments to help employees learn about themselves and others, opportunities to see how their job fits into others and what others do on the job and more encouragement to learn and grow. Individuals who were dissatisfied with their current positions said that they were not being adequately rewarded for their work and do not see opportunity for advancement to gain additional pay or prestige. They want initiatives designed to update their current skills and knowledge so they can advance in the company."
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Taxonomy of Salesperson - Customer Interaction, 2007.
An in-depth look at the taxonomy of the salesperson when interacting with the customers.
7,177 words (approx. 28.7 pages), 43 sources, MLA, $ 160.95
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Abstract
This paper analyzes current research on salesperson and customer interactions. The paper includes the dynamics of buyer-supplier relationships, an overview of selling model definitions and research efforts used to validate them, and a comprehensive review of key findings from research into these areas. The paper intends to show specifically how salesperson-to-customer and buyer-to-supplier relationships are being clarified and made more effective through the research efforts of the theorists, educators, and practitioners mentioned in the paper.
Outline:
Executive Summary
Selling Approach in Buyer-Seller Relationships
Essentials of Relationship Selling
Principles of Adaptive Selling
Putting Dyadic Sales Techniques to the Test: Selling of Services
Taxonomy of Buyer-Seller Relationships Research
Organizational Buyer Behavior (OBB)
Buyer-Seller Relationships Models
Overview of the Dwyer, Schurr and Oh (1987) Model
Other Models of Buyer-Seller Relationship Stages
Buyer-Seller Relationships and the Values of the Salesperson
Buyer-Seller Relationships Trends and Future Direction
From the Paper
"The awareness stage is characterized as a bilateral interaction that marks the beginning of the next phase of the possible relationship (e.g., a general inquiry). It is only the recognition of the feasibility of a relationship. The second stage, exploration, is the search and trail phase. It has five sub-processes: 1) attraction, 2) communication and bargaining, 3) development and exercise of power, 4) norm development, and 5) expectation of development (trust plays an important role in this sub-process). Phase three is the expansion stage and refers to continual increase in benefits obtained by exchange partners and to their increasing interdependence. Commitment is the fourth phase that refers to the implicit and explicit pledge of relational continuity between exchange partners (e.g., top accounts). The criteria of this phase are inputs (i.e., what the parties contribute), durability (i.e., bonding is a factor in this criteria) and consistency. The final phase is dissolution that shouldn't be considered as a reversal according to Dwyer et al. (1987)."
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Conflict Management, 2007.
This paper discusses conflict management and argues that this is not a contradiction in terms.
1,134 words (approx. 4.5 pages), 2 sources, MLA, $ 39.95
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Abstract
In this article, the writer maintains that although conflict management may sound contradictory, some amount of conflict is necessary for all organizations to thrive. The writer claims that without conflict, change is impossible. The writer points out that the key to managing conflict is to ensure that disagreements are handled in a productive fashion and do not cause hurt feelings any more than is needed, which hampers rather than facilitates workplace productivity. The writer discusses that conflict management is especially necessary in today's increasingly diverse workforce, where employees bring conflicting assumptions as to what makes good and fair business, and how discussions and negotiations should be navigated.
From the Paper
"The greater the range of experiences, personal and organizational cultures, competing desires and personalities of individuals the greater the potential that conflict will arise in the workplace."
"Of course, diversity can be an asset for an organization, creating a more sophisticated, astute, dynamic and responsive workforce in an era of increased globalization. Yet it is essential that managers, to meet the challenges posed by such interpersonal dynamics improve their ability to engage in active listening, remain adaptable to the needs of the workforce and hone their personal tools of effective decision-making."
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International Sweatshops, 2007.
An examination of the ethical aspects of international sweatshops.
1,779 words (approx. 7.1 pages), 3 sources, APA, $ 57.95
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Abstract
This paper introduces, discusses, and analyzes the issue of international sweatshops, particularly in China. It will also look at how to control or eliminate these sweatshops. The paper mentions some of the companies that use sweatshops and the actual conditions in which the employees must work. Also examined are the critics of the sweatshops and the attention they bring to the issue and the reforms they are attempting to institute. The author also considers the problems associated with establishing standards in the sweatshops, especially regarding wages and working conditions. The author concludes with suggestions for developing these standards.
From the Paper
"In China, the government suppresses any union activity, thereby ensuring these companies of workers who will make no demands of their employers (Maitland, DATE, p. 584). These companies are not only supporting poor working conditions for their workers and families, they are contributing to the economy of a government that suppresses and represses its people. However, Chinese workers are not the only workers who have to endure terrible conditions. Authors Arnold and Bowie continue about shops in El Salvador, "In the majority of companies, it is an obligation of the personnel to work overtime under the threat of firing or some other kind of reprisal" (Arnold and Bowie, DATE, 597). In Mexico, a 26-year-old worker notes, "I start out the shift okay, but after about three hours of work, I feel a lot of sharp pains in my fingers. It gets so bad that I can't hold the steering wheel correctly. But still the supervisors keep pressuring me to reach 100 percent of my production" (Arnold and Bowie, DATE, p. 597). Thus, workers face conditions that few American workers would stand for, but they have no rights and no recourse to change the situation."
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Gender, Career and Communication, 2007.
This paper discusses gender as it affects career development.
1,842 words (approx. 7.4 pages), 10 sources, APA, $ 59.95
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Abstract
In this article, the writer looks at career choices and achievements as they relate to gender. The writer discusses that women's career development presents issues absent from the same kinds of strictly career choices made by most men. The writer maintains that a woman's choices are often determined by powerful social and cultural forces that shape her decisions in accordance with frequently false assumptions in regard to women's needs, abilities and aspirations. The writer concludes that a woman's career path is more often interrupted - and ultimately destroyed - as she sacrifices for the benefit of her husband or partner's career. The writer also notes that the prejudices that operate against almost all women are far worse for members of many minority groups.
From the Paper
"Yet it is not only the women at the top end of the career spectrum who are faced with these pressures to conform to traditional stereotypes. Those pursuing career paths that require less education and training are just as much the victims of societal attitudes that may cause them to accept less-than-fulfilling positions, at lesser rates of pay, and with fewer chances for advancement. Married women, or women with living with men, regularly find their own career choices limited by those of the men with whom they live. These limitations are not directly the result of any discriminatory practices, or indicative of a pattern of giving preferential treatment to the husband, rather they are the result of the fact that the man still tends to be the higher earner in the household. It is for this reason that a couple, or a couple with children, will more easily decide to relocate for the sake of the man's career, rather than for the sake of the woman's. Necessarily this choice makes the woman's career secondary. Her achievement is placed on hold not merely by this one interruption, but potentially, by a pattern of interruptions that ultimately results in a vastly reduced opportunity for advancement and success. In these instances, a woman is continually starting over while making sacrifices so her husband or partner can advance."
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Working Through Conflict, 2007.
This paper discusses tensions and anger in the workplace.
1,900 words (approx. 7.6 pages), 6 sources, MLA, $ 60.95
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Abstract
In this article, the writer discusses that dealing with different personalities in a company or department is often difficult and that the challenge is one that is continuous and ongoing. The writer points out that the nature of work has changed quite a lot in the last few years and working with individuals in this context has become more difficult and complex. The writer maintains that there are many companies that are fraught with tension, stress, low morale, and anxiety and all of these factors as well as others can foster feelings of despair, helplessness, anger and even rage in many employees. The writer notes that some have seen job security disappear and employment shrink in many areas while other countries in the world are expanding their jobs quite rapidly. The writer explains that some of this is because the United States is sending jobs overseas and some of it is simply due to the global marketplace and the restructuring of much of the business world.
From the Paper
"Originally, employees in many corporations worked from 9 to 5. Now, however, many of these same employees are expected to work up to 60 hours or more per week in an effort to help their company because the economy is so globally defined now that there is so much more to do in an organization. Raises and benefits for many of these employees that are working longer hours and doing harder jobs have not been able to keep up with the inflation that has been growing within this country."
"There are also many employees out there that truly love their work but they actually hate their jobs. This may seem impossible but it is not. Even if an individual really loves what he or she is doing this does not mean that the manner or context in which he or she is doing it is enjoyed. Because of the dissatisfaction and upset that so many employees are facing many organizations are full of employee problems with work. Not only has the nature of work changed a lot but different personalities and ideas within the same department often make it difficult to get all individuals to agree on one thing."
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Medical Office Manager, 2006.
A review of a human resources management plan and job aids for a
medical office manager.
1,426 words (approx. 5.7 pages), 6 sources, APA, $ 47.95
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Abstract
This paper reviews and discusses the tasks of a medical office manager when recruiting new employees. The paper reviews the step-by-step process as listed in the medical office manager's human resources management plan.
Outline:
Executive Summary
Presentation on Job Analysis
Tips for the Selection Process
Script for Orienting New Employees
Training Proposal
From the Paper
"The first step in selecting the candidates is processing the resumes and eliminating those candidates that do not meet the desired requests. The medical office manager will select the medical doctors that simultaneously possess two qualities: the necessary knowledge to fill in the plastic surgeon position and background expertise. The recruited candidates will the be subjected to several interviews. The most relevant of these interviews are the technical interview and the psychological evaluation. The psychological evaluation is a rather set procedure performed by a psychologist doctor and it evaluates the individual's thinking and his capability to adjust to external stimuli."
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IT Outsourcing, 2007.
A discussion of the advantages of outsourcing in information technology.
4,798 words (approx. 19.2 pages), 35 sources, APA, $ 122.95
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Abstract
This paper examines the benefits of companies outsourcing projects, especially in the area of information technology. Outsourcing is defined and reasons are given why a company may decide to use outside contractors over in-house employees. Various countries that have profited from outsourcing are listed, followed by a discussion of how outsourced jobs may affect the US economy. Globalization as it relates to outsourcing is analyzed. Next, the paper devotes a large section to IT outsourcing, which includes a list of the benefits of this way of doing business. The paper concludes by acknowledging the role of management in making an outsourcing project successful.
Outline:
Introduction
Outsourcing defined
Outsourcing in Developing Countries: the Aftermath of Globalization
Table 1. The Role Played by the Developing Countries in Trade and Capital Flows
Table 2. Regional perspective on the Effects of Globalization.
Table 3. The Effects of Globalization in Selected Countries
Global IT Outsourcing
Conclusion
From the Paper
"There are many reasons why outsourcing or contracting out work is more preferred rather than developing in-house talents. First, it is seen as more cost-effective (Domberger, 1998)-for example, a contracted personnel from other countries require only smaller salary because of the certain standardized salary scheme within the country; second, to cut cost and refocus resources (Holt, Kennedy, Rehg & Ward, 2002) . A large company with numerous personnel with no specific work is the same with a company with smaller personnel but with specified work. This was done through outsourcing of different functions from different sources. And third, lower investment in internal infrastructure (Reaser, 1996), it will be built instead to the outsourced country. "
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Labor in Two Poems, 2007.
This paper discusses the subject of labor in the poems "The Chimney Sweeper" by William Blake, and "Hard Work" By Stephen Dunn.
1,018 words (approx. 4.1 pages), 2 sources, MLA, $ 36.95
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Abstract
In this article, the writer introduces, discusses and analyzes the poems "The Chimney Sweeper" by William Blake and "Hard Work" By Stephen Dunn. Specifically, the writer discusses how the two poets view labor - young people's labor in particular. The writer notes that both of these poems use labor and work as their central theme. The biggest difference in the two works is the reason the boys must work hard. The writer points out that in Blake's poem, the young boy has been sold to a chimney sweep and lives almost like a slave, while in Dunn's poem, the young boy is not working to survive, or to save his family. The writer concludes that work does not have to be something without opportunity, but when a person has no other choices in life, like the chimney sweep, then work is the very worst thing that can happen to a person, and it can even lead to his death.
From the Paper
"William Blake's chilling poem is a criticism of a society that allowed young boys to be sold into servitude in an attempt to save a poverty-stricken family, while Dunn's poem shows the boredom and control in a factory assembly line. Both poems take a dim view of hard work such as this, and both show that finding alternatives can make all the difference in a person's life. The young chimney sweep has little choice in his profession, but the young man who works on the assembly line knows that is not the work he wants to do for the rest of his life, and that he has choices to make his life better. The chimney sweep ultimately has no hope, while the boy does, and that is the biggest separation between the two characters. Without hope, the chimney sweep has nothing to live for, while the modern boy has far fewer worries and concerns. He has hope for the future, and with hope, anything is possible."
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