My Life Goals Essay Example

My Life Goals Essay Example My Life Goals Essay My Life Goals Essay My Life goals Now that I’m in college I need to plan what I want in life I have to start researching for a career that I like best I need to set some goals. My life goals are to be a good student, have a 3. 0 GPA, have time to do my homework, study, spend some time with my family and friends, graduate from a community college, transfer to UTA, get my masters degree there and face new challenges that come my way. Volunteer work is also something I enjoy doing. I love helping other people in need when they don’t expect me to help them. My first goal is to have a 3. 0 GPA. This goal is important to me because I want to make myself stand out to colleges and make myself more attractable. So far, in completing this, I have tried to turn in every assignment that my professors are giving me and doing extra credit homework to help boost my GPA a little higher. I am also working really hard in every other class to reach my goal of getting straight A’s this semester. In order to help myself make this goal a reality, I need to attend every class, keep doing my homework, and ask for help. I will also need the help of my counselor to get myself enrolled in the appropriate classes. My second goal is to attend the University of Texas at Arlington. It is important for me to attend this school because I believe it has the best nursing program here in the city. In making the completion of this goal a little easier I have researched the University’s website online to find out where the school is located, what the requirements are for admission, and how can I start preparing myself now to meet the requirements. In order to make this goal a reality, I still need to research other colleges with good nursing programs and I also need to keep the job that a have to save up money and to be ready to pay for my classes because they won’t be cheap I also need to apply for grants, scholarships, etc. My third goal is to become a nurse and a great person in life. So far, to become a nurse, I taken the most advance math and science classes I can take to become well prepared. To become a great person in life is to help people in need and make good decisions, In order to make both of these goals a reality, I have to be sure of what I want to be. I need to work really hard for me to get this career to be a reality. However I will still need the advice of my counselor to help me figure if this life work is right for me. These are my goals in life that I plan to achieve in time so far I will need the support of my family to help me make my way through college and life . As long as I have them in my life that all I will ever need. When I successfully complete these goals I will dedicate myself to help everyone who needs my assistance and in my nursing career.

A day without a mexican essays

A day without a mexican essays Watching the movie , A Day Without a Mexican, made me realize that not only can we live without Mexicans in our lives, but probably every single human being of different race. God created all of us and we were brought to this Earth for a specific purpose, job, and/or task in life. Just like unique individuals, we have people of different race who were brought to do their own tasks on Earth. Im sure without different people; the world would be bland if we all looked the same. The world would also be empty without those who fill up the spaces in our lives. These are the people who work their equal share of labor to make our world revolve. People of the same race also have their own unique individual characteristics. Some stay true to their roots and some adapt to the environment that they have to be in. Like me, I am a Filipino but I was born and raised in Guam which is a U.S. territory. I was friends with more Chamorros (natives of Guam) and white people than I was with Filipinos. I pretty much grew up with both cultures. When I moved here to the mainland for almost three years already, I definitely changed and adapted to the environment and became more Americanized and what my friends call white washed. This refers to liking their music, people (males), lifestyle, clothing, etc. I like the American culture but I will never forget the culture that I mostly grew up with, the Guam culture. I also will definitely not forget my own culture as well. This example of mine is similar to some of the people in the movie, like the anchor woman who wasnt after all a Mexican. In her heart though, she was, because she g rew up as a Mexican and an American. Other characters in the story had interracial relationships which I believe is not bad at all considering I am more interested in the opposite sex out of my race. This shows that we are all divided but united ...

The Job Satisfaction in Hasbro Company Case Study - 20

The Job Satisfaction in Hasbro Company - Case Study Example The job satisfaction in the company will depend on how the mission statements of the company will help the employers in achieving their profit levels and also their personal enhancement. At Hasbro, there are two sets of people working on designing the games. One who focuses on the traditional methods and are happy with their routine jobs. The other set is the innovators who develop new strategies to the existing games in order to make it more appealing. Thus, the satisfaction level depends on the type of job the person is engaged in. People like Peaches Belanger are the company loyalists who are happy with their existing pattern of routine jobs. They take pride in owning a job and develop a sense of belonging to their company. The company can increase their pay scales, provide them with additional perks and benefit and acknowledge their work in the company to increase their job satisfaction level. Rob Daviau’s job satisfaction level is more than that of Peaches Belanger though the latter’s is more dedicated towards the company. This can be explained using Locke’s Value Discrepancy Theory. This theory explains that satisfaction in a job results from the satisfaction of the desires than from the deprived needs (Singh, p.259). Daviau’s sought to introduce changes in the existing standard of the games that were manufactured by the company. He was satisfied with the fact that there were very few game planners like him in the entire country. This personal feeling helps in boosting the job satisfaction in a person and his overall performance.

MGT Essay Example | Topics and Well Written Essays - 500 words - 8

MGT - Essay Example factors are comprised of enhanced commitment, enhanced cooperation, justified behavior, improved decision-making, enhanced control, improved communications and shared perceptions. The original source of the culture reflects the vision of the founders. When the culture is in practice certain organizational practices help maintaining it. Organizations help employees adapt to the culture through socialization that helps employees understand the culture and become enthusiastic and knowledgeable with customers. Employees learn culture in a number of ways in which the most common ways are through stories, rituals, material symbols and language. Organizational stories contain narrative of significant events or people which serves as genuine examples of learning, thus stories provide clear picture of the organization`s goal. Rituals on the other hand are repetitive sequences of activities that express and reinforce the important values and goals of an organization. Moreover, symbols help in demonstrating an organization`s personality by determining how an employee shall dress, speak and behave in an organization. In order for the culture to be strong it is very important that values and ideologies shall be held important and embraced throughout the organization thus the organization shall ensure that its features shall not in any way contradict the employee’s own culture. Therefore it is necessary to take into account the emerging themes and the responses to those by both employees as well as customers. After many conflicts, managers today, agree that the excellence of a firm depends on efficiency from all factors including customers, employees, autonomy and entrepreneurship. And the excellence can result only from the blend of these factors. However, certain leaders apply dysfunctional management practices such as attention seeking, unrealistic thing and suspecting not only others but self as well such that it results in the lack of delegation of responsibilities

Netflix’s Business Model and Strategy Essay Example for Free

Netflix’s Business Model and Strategy Essay Netflix is the largest subscription service for sending DVD’s by mail and streaming movies and TV episodes over the internet. Netflix’s revenues grew from $500 million in 2004 to $519.8 million in 2010. Company’s net income increased from $21.6 million in 2004 to $141-156 million in 2010. It attracted 1.6 million subscribers in 2004 and had to 15 million subscribers by 2010. Reed Hastings founder and CEO of Netflix have pushed the company to outcompete its movie rental competitors by building the world’s best internet movie service. Netflix is the world largest online entertainment subscription service and revolutionized the way that people rent movies. Netflix has outcompete its rivals on the basis of differentiation features, with their higher quality, wider product selection, added performance and services, and has superior technology. Netflix has a large selection of DVDs to choose from. It maintains relationships with entertainment providers to expand the title selection. Movies are prescreened for customers based on peer reviews. This allows Netflix to increase their inventory with movies chosen by viewers. There are no late fees. Netflix technology is superior because movies and TV episodes can be streamed directly onto nearly any device in a matter of seconds. Netflix business model and strategy can be analyzed with the 5 competitive forces in the movie rental marketplace: 1-substitute, 2- buyers, 3- suppliers, 4- potential for new entrants, 5- rivalry Substitute-It does not matter who sells the movie or the TV episode at the end the end user is getting the same product whether he got it from Walmart or Blockbuster. Substitute for Netflix and a potential threat is pirating movie files from the internet and illegal. This is a substitute that is inexpensive or free copy of the file. Buyers- Have the power to select where they are going to get movies or TV episode. They are going to look provides the best price and best quality. Buyers are not loyal and can get this product from other vendors. Competitors compare industry prices and quality. They will reduce cost in order to attract the buyer. Suppliers-Such are Hollywood are likely to increase cost if the industry profits increase. Suppliers have the capability to make movies and TV episodes harder to get by limiting license agreements. In order for suppliers to maximize their revenues they sell large number of movies and TV episodes the outcome results in competition and does not allow supplier to have much power on the product. Potential for new entrants- Blockbuster, and Netflix are the dominant retailers in the market it is very difficult for new entrants to succeed. Rivalry- Consumers have multiple sellers they can buy or rent movies and/or TV episodes. Main competitors are online subscription services internet movies and TV episode provider, kiosk services, and DVD rental outlets. From SWOT analysis we found the Strengths as followed, by operation on line is very flexible and very low cost, it has high customer satisfaction levels, and strong knowledge base and brand identity. Weakness are the industry, it is constantly changing at a fast speed, it is supplier dependent, postage is a variable cost (increases), customers need to have internet access and or DVD players. Opportunities are: It can expand globally to international markets because its internet access, new technology. Threats: If it’s not able to adapt or keep up with technology, rivals such as Walmart.com or Blockbuster have capital to compete against Netflix. There are some issues Netflix is facing Netflix needs to watch out for growing competitors with deep pockets and need to keep up with the fast growing changes with technology. It is recommended that Netflix increases its customer base (subscribers). This income will offset the ongoing costs. Netflix should move away from DVD rental, it creates a large percentage of its operating cost. Netflix should find out why people are still ordering DVD’s Netflix should educate customers with their streaming and downloading and focus on encouraging customers to stay with the service. Blockbuster advantage over Netflix is that they are able to release new released titles. Netflix needs to negotiate with entertainment providers to get new releases earlier than the competitors. Finally it is suggested that if Netflix is able to get new releases earlier they should pass a cost for the newest release (separately from subscription download monthly fee).

Cell Phone Use Should be Banned While Driving :: argumentative persuasive

Cell Phone Use Should be Banned While Driving In 2005 in the UK 13 deaths and over 400 injuries were attributed to accidents where drivers were using cell phones, deaths which could have possibly been avoided. There are 4 main reasons for banning cell phones at the wheel: Research has proven that it is difficult to concentrate on driving and talking at the same time. A recent British study showed that talking on a mobile phone while driving was more hazardous than operating a vehicle while under the influence of alcohol. Tests conducted by scientists for UK-based insurance firm, Direct Line, involved 20 subjects using a driving simulator to test reaction times and driving performance and compared this to when drivers had too much to drink. The results showed drivers' reaction times were, on average, 30 percent slower when talking on a handheld mobile phone than when legally drunk - and nearly 50 percent slower than under normal driving conditions. The tests also showed that drivers talking on phones were less able than drunk drivers to maintain a constant speed, and they had greater difficulty keeping a safe distance from the car in front. Speaking on a cell phone is an anti-social activity because it puts the lives of others at risk. It doesn't matter how well we drive, if another driver is not being as professional or as careful, especially using a phone and splitting his/her attention, we are put in danger by their actions. Talking on a phone while driving reduces the competence level to control the vehicle as well as increasing the response time to any danger. It is a huge responsibility to drive a car and one which should not be taken for granted because it is associated with the lives of others. By speaking on cell phones while driving, such a responsibility is treated with impunity and the dangers ignored. Cell Phone Use Should be Banned While Driving :: argumentative persuasive Cell Phone Use Should be Banned While Driving In 2005 in the UK 13 deaths and over 400 injuries were attributed to accidents where drivers were using cell phones, deaths which could have possibly been avoided. There are 4 main reasons for banning cell phones at the wheel: Research has proven that it is difficult to concentrate on driving and talking at the same time. A recent British study showed that talking on a mobile phone while driving was more hazardous than operating a vehicle while under the influence of alcohol. Tests conducted by scientists for UK-based insurance firm, Direct Line, involved 20 subjects using a driving simulator to test reaction times and driving performance and compared this to when drivers had too much to drink. The results showed drivers' reaction times were, on average, 30 percent slower when talking on a handheld mobile phone than when legally drunk - and nearly 50 percent slower than under normal driving conditions. The tests also showed that drivers talking on phones were less able than drunk drivers to maintain a constant speed, and they had greater difficulty keeping a safe distance from the car in front. Speaking on a cell phone is an anti-social activity because it puts the lives of others at risk. It doesn't matter how well we drive, if another driver is not being as professional or as careful, especially using a phone and splitting his/her attention, we are put in danger by their actions. Talking on a phone while driving reduces the competence level to control the vehicle as well as increasing the response time to any danger. It is a huge responsibility to drive a car and one which should not be taken for granted because it is associated with the lives of others. By speaking on cell phones while driving, such a responsibility is treated with impunity and the dangers ignored.

CT scan of abdomen and pelvis without contrast Essay

ABDOMEN: The lung basis appeared unremarkable. The liver, spleen, gallbladder, adrenals, kidneys and pancreas and abdominal aorta appeared unremarkable. The bowels seen on the study appeared thickened. Dilated appendix seen constant with acute appendicitis. Osseous structures of the abdomen appeared unremarkable. No free air was seen. PELVIS: Good quality, non contrasted actual CT examination of the pelvis with coronal reconstructions. Prostate, seminal vesicles and urinary bladder appeared WNL. The bowels seen on the study appeared WNL, except for inflammatory changes of the appendix and seccum with acute appendicitis. Osseous structures of the pelvis appeared in tract with evidence of bilateral hip degenerative changes. IMPRESSION: 1. Findings consistent with acute appendicitis 2. Degenerative changes of the hips Paula Reddy NN:EF D: T: DISCHAGE SUMMARY Patient Name: Benjamin Engelhart Patient ID: 112592DOB: 10/05/Age: 46Sex: M Date of Admission: 11/14/2012 Date of Discharge: 11/17/2012 Admitting Physician: Benard Kester, MD General Surgery Procedures Performed: Laparoscopic appendectomy with placement of RLQ drain on 11/14/2012 Complications: None. Discharge Diagnosis: Acute subapperative appendectomy perforated. DIAGNOSTIC/IMAGING LABS: Lab results at the time of admission showed a WBC count of 13. CT scan done in the ED revealed an acute appendicitis with fleggon. HOSPITAL COURSE: The 46 years old Caucasian gentleman presented to the ED with a 3 day history of abdominal pain, however in the last 24 hours and it has________ migrated to the RLQ with anneorixia, guarding and elevated WBC of 13 and CT scan consistent with appendicitis. The patient was taken to the operating room where he underwent a laparoscopic appendectomy that revealed appendix perforation and phlegmon. The appendix was removed in toto with an intact stable line. A drain was placed in the RLQ due to the fleggmonous material. Patient did well over the successive 2-3 days postoperatively with resumption of an oral diet having past flatus with having bowel movement with minimal drain output. However his WBC lowered to 6. His drain has been left intact. Patient is being discharged on the post operative day 3 on a 1 week course of PO gentamicin. The drain left in place. The drain will be removed in my office on 11/24/2012 if the drain output is minimal. Patient is on a PO diet. He was given a script for both antibiotics and PO narcotics. (Continued) PLAN: Post operative visit in my office in 1 week for evaluation and possible removal of JP drain. No heavy lifting for 4 weeks following surgery. Patient is to complete his full course of post operative antibiotics. DISCHAGE SUMMARY Patient is to report to the ED or my office earlier if any redness or foul smelling drainage out of the wound sit. Any swelling, fever, pain or any other concerns. Patient and his wife verbalized the understanding of the agreement with the above plan. Bernard Kester CC: Max Hirsch, MD D:11/14/2012 T:11/14/2012 HISTORY AND PHYSICAL EXAMINATION Patient Name: Benjamin Engelhart Patient ID: 112592DOB: 10/05Age: 46 Date of Admission: 11/14/2012 Emergency Room Physician: Alex McClure, MD Admission Diagnosis: Acute Appendicitis HISTORY OF PRESENT ILLNESS: 46 year old gentlemen with past medical history significant only for degenerative disease with bilateral degenerative disease of the hips. Secondary to arthritis. Presents to the Emergency room after having had 3 days of abdomen pain. It usually started 3 days ago and was generalized vague abdomen complaint. Earlier this morning the pain localized and radiated to the RLQ. He had some nausea without amesis. He was able to tolerate PO earlier around 6am. but now denies having an appetite. Patient had very small bowel movement earlier this morning that was not normal for him. He has not passes has the morning. ‘he is voiding well. Denies fevers, chills or night sweats. The pain is localized to the RLQ without radiation at this point. He has never had a colonoscopy. PAST MEDICAL HISTORY: Significant for arthritis of bilateral hips seen by Dr. Hersch. PAST SURGICAL HISTORY: Negative MEDICATIONS: Piroxicam for degenerative joint disease of bilateral hips ALLERGIES: No known drug allergies SOCIAL HISTORY: Patient admits alcohol ingestion nightly and on weekends. Denies tobacco use and illicit drug us. He is married. FAMILY HISTORY: No history of cancer or inflammatory bowel disease in his family. REVIEW OF SYSTEMS;;12 point ROS was preformed and is negative except noted in above HIP, PMH and PSH. Careful attention was paid to endocrine, integumentary, pulmonary, renal and neurological exam PHYSICAL EXAMINATION: Vital Signs. TEMPERATURE: 101.0, Blood Pressure- 127/179, Heart Rate-129, Respirations- 185, Weight-215. Situations 96% on room air. Pain Scale- 8/10. HEENT-Normal cephalic, atrumatic pupils equally round and reactive to light. Extra ocular motions intact. ORAL: Shows oral pharynx clear but slightly dry mucosal membranes. TMS: Clear. NECK: Supple, No thrangegally or JVD. No cervical,  subclavicular, axilarry or lingual lymphinalpathy. HEART: Regular rate and rhythm. No thrills or murmur heard. LUNGS: Clear to aspiration bilateral. ABDOMEN: Obese with minimal bowel sounds, slightly distended there is RLQ tenderness with guarding and pinpoint rebound. Positive _____. Actuator signs with negative psoas side. RECTAL: No evidence of blood or masses. PROSTATE: WNL. EXTREMITIES: No clubbing, cyanosis, clots or edmea. 1+ pedal pulses bilaterally. NUERO: Cranial nerves 2-12 grossly intact. DIAGNOSTIC DATA: WBC was 13.4, Hemoglobin and hematocrit 15.4 and 45.8, platelets 206 with 89% shift. Sodium 133, Potassium 3.7,Chorlide 99, Bicarbonate 24, BUM and Creatine 18 and 1.1, Lukeuos 146, adermin 4.3, total bulliru,1.7, remainder of the LFTs is WNL. Urinary analysis reveals trace keytones with 100 mg per decimeter with small amount of blood. CT scan was preformed revealing evidence of acute appendicitis with parasitical inflammation as well as facilitation of appendix inflammation and haziness in aperparacifiacal dilation. There is evidence of degenerative joint disease in bilateral hips on the cat scan as well. ASSESTMENT PLAN: This 46 year old Caucasian gentleman has signs and symptoms and radiographical findings consistent with acute appendicitis without evidence of abscesses. The plan is to take him to the operating room for laproscopic possible open appendectomy and possible large bowel dissection should the case resisitated. Plan was discussed with patient with his wife. Risk, benefits and alternatives were discussed. There was no barriers to communication and all questions were answered appropatily The patient understands the plan and desires to proceed . (Continued) The plan was discussed with Dr. Keslerof general surgery who agrees and will take patient to operating room . Alex McClure, MD D:11/14/2012 T:11/14/2012 PATHOLOGY REPORT Patient Name: Benjamin Engelhart Patient ID: 112592 DOB: 10/05/Age: 46Sex: M Pathology Report No: 10-S-9044 Date of Surgery: 11/14/2012 Attending Physician: Bernard Kester, MD general surgery Preoperative Diagnosis: Acute appendicitis Postoperative Diagnosis: Necrotizing acute appendicitis Specimen Received: Appendix other than incidental Date specimen received: 11/14/2012 Date reported: 11/16/2012 CLINICAL HISTORY: Acute appendicitis. GROSS DESCRIPTION: The specimen was received in formily? With patient name, ID and appendix. It consist of a appendix measuring 6 x1.5Ãâ€"1.5 cm there periepdesial fat attached to it measuring 6Ãâ€"4 by1 cm. The cirrosal surface is hemmoraggric. Upon opening the appendix there is percudent exudates material. The wall thickness measures 0.3cm. Representive sections are present is 1 cassettes. MICROSCOPIC DESCRIPTION: Performed MICROSCOPIC DIAGNOSIS: Appendix appendectomy, Necrotizing acute appendicitis. ICD Diagnosis Code: 540.9 (Continued) CPT Code: 8-88304 Georgia Tamato,MD ALW: D:11/14/2012 T:11/14/2012 OPERTIVE REPORT Patient Name: Benjamin Engelhart Patient ID: 112592DOB: 10/05Age: 46Sex: M Date of Admission: 11/14/2012 Date of Procedure: 11/14/2012 Admitting Physician: Bernard Kester, MD General Surgery Surgeon: Bernard Kester, Assistant: Jason Wangner, PAC Circulating nurse: Jimmy Dale Jet, RN Preoperative diagnosis: Acute appendicitis. Post operative diagnosis: Perforated appendicitis. Operative Procedure: 1: Laparoscopic Appendectomy. 2: Placement of RLQ drain. Anesthesia: General endotracheal. Specimen Removed: 1 Necrotic appendix. IV Fluids: 1700 crystalloid. Estimated Blood Loss: 10mL. Urine Output: 300mL. Complications: None. INDICATIONS: This gentleman is a 46 year old Caucasian male that came in with a 3 day history of abdominal pain, however the pain worsened after 24 hours to the RLQ and caused a significant amount of anorixia. He presented to the ER department. CT scan to abdominals and pelvis showed acute appendicitis. Labs showed WBC at 13. Laparoscopic appendectomy procedure was explained along with the risk, benefits and possible complications. Patient voiced his desire to proceed. Patient was started on preoperative gentamicin. DESCRIPTION OF PROCEDURE: Patient was ID’d times 2 in the pre op holding area. A final timeout was held in the nursing area, anesthesia and surgical service during in which the patient ID was confirmed and the surgical site was initialed. He was given preoperative antibiotics. He was taken back to the OR and placed in the supine position. General endotracheal anesthesia was induced. SEDs were placed on his lower extremities. His Left arm was tucked to the side. Foley Catheter was placed. His abdomen was shaved and prepped with betadine solution, and draped in the usual standard fashion. A small semicircular umbilical incision was made to the subcutaneous tissue down to the fascia. And was gasped at either side and was incised. Kelly clamped was easily inserted. Stay sutures made a _____on either side the Hasson trocar was placed and pneumoperitoneum was easily  achieved. 10 mL port was placed in Left abdomen and a 5 mL was placed in the LLQ. Inspection of RLQ showed a significant amount of adhesions and the small bowel trying to wall off perforated appendix. Milky purulent exudates was noted in surrounding area. The small bowel was carefully peeled off the RLQ side wall. Fibrous exudate the vermiform appendix was identified. It was neurotic perforated in appearance The cecum was mobilized by taking down the lateral attachments laterally. The adhesions of the terminal illium through the pelvis were significant, attempts at this time were not made to free them. There was no evidence of obstruction. The base of the appendix was Identified and dissected and lifted free. Stapler loaded with___ was used to transect the base______however again inflammation extended to the level of the cecum. Though the cecum itself was also inflamed. The remainder of the mesoappendix was divided with a Endo GIA loaded with a _____. Appendix was placed into a endo catch bag was brought out through the umbilical cord site and sent to pathology for routine processing. Inspection of the RLQ and the area was irrigated coupsuley, there was no further evidence of purulent exudate. The appendicualr stump remained and doesn’t appear to be inflamed. However____wasn’t bl eeding. There was some fibrous exudate in the area. Consequently I felt like we had 2 options, we either perform a right epicolodectomy, given the intent of the adhesions in the pelvis would likely require a laparotomy or place a drain with antibiotics possibly controlling the fistula until the inflammation resolves. But hopefully it will heal on its own spontatensouly. Consequently we placed a19 French round Blake drain in the RLQ and brought it out through the LLQ in the 5mm port site. It was secured to the skin using a micro suture. Nuenopartiumeum was then desufflated the fascia of the umbilical port site was closed using a 2,o vicro that had been previously placed. All wounds were enthsitized using 1/2% marking solution and was coupsley irrigated. Skin edges approximated using 4 or monocro. The wounds were dressed with beatdine spray and steri strips. Drain sponge was placed around the drain, Foley catheter was removed. The patient was awakened, exubated then taken to recovery PAR in stable condition. Having tolerated the procedu re well. No complications were observed. DISPOSISTION: 1: The patient will be transferred to the floor. 2: He will be kept at least overnight. 3: He will be taught drain care. 4: He will go home with the drain on place. 5: He may require a fistulagram in the future. Benard Kester, MD D:11/14/2012 T:11/14/2012

Leadership and Hilton Group Essay

INTRODUCTION Internationalisation of the hotel industry has reached the top of corporate agendas and many hotel chains began to realise that the international business environment is going to be fundamentally different from that of the past and that their HRM strategies require attention. Organisational leadership are numerous, however, the hospitality sector has received a great deal of attention in these, in particular, the links between leadership and delivery of quality at the point of service. The hospitality sector face particular challenges with regard to motivating service staff, who are often working in less well paid positions but who are of vital importance for effective service delivery. Motivational leaders can address this situation in a number of ways, in particular by: * clarifying and promoting organisational goals; * encouraging employees to work towards these goals; * demonstrating excellent performance; and * providing positive feedback to employees. A large part of Hilton’s famous consistency springs from a global approach to training – with the online â€Å"Hilton University† a prime example. This promotes a set of shared values which in turn creates a feeling of pride in working for the company. A lot of emphasis is placed on coaching General Managers to act as good role models for their staff. Theories of leadership & Motivation: The transactional and transformational leadership theories and their related characteristics and behaviours are going to be explored to insure we have positive and successful data to guide future leaders in the hospitality industry. Transactional Leadership- Leadership through the rewards and punishment Transformational Leadership- Leadership through inspiration, passion, and vision. The transformational/transactional leadership dichotomy was introduced by Downton (1973) in his study of political leadership; to Downton, transformational leadership was characterised by a mutually-motivational relationship between leader and follower. Downton contrasted transformational and transactional leadership in his study of the differences among revolutionary, rebellious, reform-oriented and ordinary leaders. This distinction between transformational and transactional leadership orientations was later utilised by Burns in his seminal work. Leadership which examined the political, social, and psychological dimensions of leadership and examined its moral dimensions using Kohlberg’s hierarchy of moral development. Transactional (ordinary) leadership is based on an exchange relationship in which follower compliance (effort, productivity, loyalty) is exchanged for expected rewards. Implementation strategy of firm established annual goals, policies need advice, to motivate and support staff that prepared the allocation strategy can be executed in the Hilton Group plc. This strategy includes to implement ion of cultural support, creating an effective organizational structure, re-direct marketing efforts, preparing budgets, developing and information system and organizational performance, employee compensation uniting. The Hilton’s structure affects the behaviour of people and employee – between the units rivalry, competition for resources, collaborative spirit, teamwork, internal politics and belief system to all affected how people work, how they approach work and hard work will be of course, their performance. Factors that help in implementation of motivation and leadership Hilton are: EFFECTIVENESS & EFFICIENCY Efficiency and Effectiveness with which infrastructure work is effecting, but more importantly of The Hilton’s how-to organisation serves their customers to effective service. Towards disunity, lack of cross-integration of work and inconsistent behaviour of service customers’ perception will affect. ORAGANIZATIONAL CULTURE Hilton’s organizational culture, basic assumptions, values and belief system of the organization as a whole. Various elements of the organizations own culture can be. That, or can display different valuation, in Conflict with corporate culture. The Hilton’s project team could culture their own informal group who may not fully joint with corporate culture. NATIONAL (CORPORATE) CULTURE The Hilton is a big organizational company so its corporate culture, basic assumptions, values and belief system formally includes the head of an organization coalition. Often this means senior officials and enterprise owners, but staff members (co-operatives) may include Trade unions and government. Basic beliefs, values and beliefs of the founder of an organization can affect an organization’s major coalition organization long after they have left. ORGANIZATION DEVELOPMENT FOR HILTON GROUP PLC FOR MOTIVATION: The Hilton’s Organization development research we could considered Kurt Lewin’s 3-step model. In this model demonstrated the most effective group norms and consensus decision-making to separate and organisational behaviour. This model it can be also research programmes included load indicators and the effect of group discussion and commitment in changing eating habits. The process of change comprises of three stages:  · Unfreezing: create the initial motivation to change by convincing staff of the undesirability of the present situation;  · The change process itself: mainly concerned with identifying what the new behaviour or norm should be. This stage will often involve new information being communicated and new attitudes, culture and concepts being adopted.  · Refreezing or stabilising the change: implying reinforcement of the new pattern of work or behaviour by rewards (praise etc.). Develop the belief that the changed situation satisfies organisational and personal values. 1. We can show steps include in plan revolution processes.As a cyclical process of an Organisation Development research change is shown. Round circle working with clients and representative of change recruited by the work begins with a series of planning. A primary diagnosis of the main component of this stage, data collection, outcome feedback, and added combine action plan. In the language of systems article, this step contribution, the customer systems as yet unknown is alert of the problems, shows the effect of changes required to help output, maybe the problem-solving and agency process is with the ordinary stock. 2. The second stage of (OD) action research plan, or changes, phase. Related to the studying process at this stage and planning and implementing behaviour change in client organizations, add the action. The category of reply shown by a response Loop will be taken and plan to change the past with the actual of well recognize the impact of changing customer systems will transport to educational activities 3. The third part of the (OD) research production, or outcome, stage. The platform includes real change in reaction. If any resulting from corrective action ratio taken the next second stage. Data collected from customer systems again can be set so that progress and modification may be needed in the learning activities. LEADERSHIP MOTIVATION THEORY FOR THE HILTON Hilton’s build a two dimensional factor build on employee behaviour of his work. They can be also added in there company policy, supervision, salary and working condition rather than motivators. As per his theory the absence of the factor creates a job satisfaction but their present doesn’t match there. In that case Hilton Group also find out a five motivate element were strong job satisfaction. 1. Achievement 2. Responsibility 3. Advancement 4. Preconisation 5. Work it self Critically evaluate theories relating to managing cultural diversity for Hilton group of hotels? Hilton International Group is a leading global hotel brand and the company, with an expanding portfolio of hotels, mainly Hilton Brand, Conrad and Vernon Hotels. The company operates 380 hotels worldwide and is represented in 66 countries. Its 80,000 strong workforce looks after an average of 8 million guests every year. The quality of the Hilton brand is such that customer service and operational excellence is higher than in most industries. Senior executives at Hilton believe that the training and ongoing development of its employees is critical in order for the business to stay ahead in a competitive global marketplace. Consequently, learning is a major part of the company’s strategy. Hilton International is totally decentralised; splitting into countries, cities and individual hotels. Theories for managing cultural diversity at Hilton group of hotels INTERNATIONAL HRM STRATEGY 1.Recruitment: The recruitment strategy, must determine the nature of the IMD programme and the type of international manager development. Three different approaches available to managing and staffing companies’ subsidiaries include an ethnocentric approach, which will tend to use expatriates in key positions abroad; a polycentric approach with the use of local nationals wherever possible, and a geocentric approach with a mixture of nationals, expatriates and third country nationals. In the ethnocentric approach, the cultural values and business practices of the home country are predominant. All the standards for evaluation and control are determined centrally from the headquarters in the form of orders and commands. The polycentric approach is in direct opposition. The subsidiaries in each country are developed locally under the supervision of local managers. It results in little communication between headquarters and subsidiary. The geocentric approach, organisations try to combine the best from headquarters and the subsidiaries to develop consistent worldwide practices. In regard to Hilton Hotel Group, it tries to involve more integration between centre and subsidiaries to ensure close co-operation between the different parts of the chain, and implement both universal and local standards for evaluation and control. The company that applies the global integrated business strategy manages and staffs employees on a global basis. For example, Hilton has for many years attempted to recruit and develop a group of international managers from diverse countries. These people constitute a mobile base of managers who are used in a variety of facilities as the need arises. 2. DEVELOPMENT AND PERFORMANCE EVALUATION Considering the international nature of the hotel industry it becomes clear that different development needs exist believes that there are two-tiered approaches to international development. At a tactical level, companies such as Hilton, have to ensure that managers are able to operate in different locations while developing sensitivity to the local environment. The second one is based on a strategic level, where managers are required to think globally and view the organisation in an international context. Hilton has introduced a large number of HRM strategies which focus on selecting, training and developing global managers who understand the worldwide ramifications of their business and can operate throughout the world. The loss of employees is among the biggest issues facing modern-day corporations. Hilton Hotel Group is one of the examples, where managers work with closely with employees to detail their career paths. Hilton continues to demonstrate that building a satisfied and valuable workforce is not a quick-fix procedure, but an integrated approach that permeates through every aspect of the organisation. Hilton tries to recognise the importance of employee approaches and heavily invests in it. 3. RECOGNITIONS AND REWARDS AT HILTON An organisation reward strategy is perhaps the area which, for employees, provides the greatest bridge between rhetoric and reality. It is not only an essential tool in terms of retention, motivation and recruitment – it is an opportunity to demonstrate the culture of the organisation in a way that has real impact on employees. Hilton International aims to make everyone feel valued within their working environment. Its objectives are to maintain high standards in human resources management and to create a business culture in which everyone can grow and develop their careers. To support this commitment, Hilton University has been launched worldwide, covering a range of skills for the hotel industry, from operational and technical to finance and general management. LABOUR MARKET: Labour supply and retention remain areas of managerial concern in the UK and international hospitality industry. High Turnover Issue: It is generally considered that turnover in the industry should be attributed to the essentially transient nature of part of the workforce, namely students, young mothers and young people as a whole, as well as to the general difficulty in retaining staff. The ageism issue is difficult to identify, and therefore difficult to eliminate in an employment context. Nowadays the industry employs mostly young people, and indeed for many of them provides the point of entry into the world of work. Older recruits often have considerable experience in the industry and may have a lower absentee rate. (Nord and Durand, 1978; Lucas, 1995) In Hilton, where employees are recognised as valued assets and receive the training needed to assume greater responsibility, and where their opinion is sought with regard to operational changes, turnover rates are lower. Impact of new technology: Technology which facilitates on-line hotels will have an impact in terms of staff reductions on the front-desk hotel staff, which used to perform those functions. This technology also calls for a different range of skills from employees. Training will therefore become a continuous need and the remaining jobs will require greater skills. Compare and contrast the style of leadership and appropriate motivation technique across different culture in Hilton group? The Hilton Group Plc also focuses the leadership styles depend on leader’s behaviour, result of philosophy, personality and experience of the leader. Here Kurt Lewin and some other philosopher declare some different types of leadership so we can be also think on this way to make a better organising management. Bureaucratic, Autocratic, Democratic or Laissez-Faire (Free Reign) Leadership. 1. Bureaucratic: – A leader who uses fear and threats to get jobs done. As a leader, an authoritarian leadership style which uses the leader with all this style also makes the same decision. 2. Autocratic: – Under the authoritarian leadership style, as a leader in federal decision-making powers is shown that leaders are rulers. 3. Democratic: – Democratic leadership style, decision as a favour done by group, as leader, after consulting group offers instruction. Democratic leader of the group members because they unilaterally decided by them in consultation with the Partnership are not born with as dictator. 4. Laissez-Faire (Free Reign):- A free rein leader does not lead, but the group showed itself as a complete leaf, a leader allows subordinates more and more freedom. They are given generous in deciding its policies and practices. Free rein leadership style autocratic style is considered better. Organizations around the world has been recognizing the cultural diversity within organization is not a contradict aspect, rather can assist an organizational pursue for glory. However it is not an easy task to manage employees with different cultural backgrounds. Nevertheless there are so many policy guidelines that can make a piece of work simplified. On a wide perspective, cultural diversity can be manage through communicating (creating awareness among all employees about diverse values of peers through communication), cultivating (facilitating acknowledgement, support and encouragement of any employee’ success by all other workers), and capitalizing (linking diversity to every business touch on and strategy such as succession planning, restructuring, employee motivation, performance management and review, and pay back systems) strategies Cross-cultural psychology at Hilton attempts to understand how individuals of different cultures interact with each other. Along these lines, cross-cultural leadership has developed as a way to understand leaders who work in the newly globalized market. Today’s international organizations require leaders who can adjust to different environments quickly and work with partners and employees. Implicit Leadership Theory: The Implicit Leadership Theory (ILT) asserts that people’s underlying assumptions, stereotypes, beliefs and schemas influence the extent to which they view someone as a good leader. Since people across cultures tend to hold different implicit beliefs, schemas and stereotypes, it would seem only natural that their underlying beliefs in what makes a good leader differ across cultures. Hofstede’s Cultural Dimensions : One of the most prominent and influential studies to date regarding leadership in a globalized world is the Hofstede dimensions of culture. The study reveals similarities as well as differences across cultures and emphasizes the need to be open-minded to understand the differences in other cultures. Hofstede and Hofstede (2005) utilize five dimensions of culture to compare cultures to give leaders an understanding of how to adjust their leadership styles accordingly. These dimensions include Individualism/Collectivism, Feminine/Masculine, Power Distance, Uncertainty Avoidance, and Long Term/ Short Term orientation. Leadership Styles Across Cultures: Leadership is a universal phenomenon That is, wherever there are people, there are leaders. The question here is not whether leadership exists across cultures, but do various leadership styles (paternalistic leadership, transformational leadership, transactional leadership) translate across cultures Paternalistic Leadership Paternalistic leadership â€Å"combines strong discipline and authority with fatherly benevolence and moral integrity couched in a ‘personality’ atmosphere† Paternalistic leadership is composed of three main elements: authoritarianism, benevolence, and moral leadership. At its roots, paternalistic leadership refers to a hierarchical relationship in which the leader takes personal interest in the workers’ professional and personal lives in a manner resembling a parent, and expects loyalty and respect in return . A great deal of research has been conducted on the prevalence of this leadership style in non-Western business organizations, indicating the prevalence of paternalistic leadership in countries like China and Taiwan. However, considerably less research has been done on whether paternalistic leadership exists in Western cultures. Recently, there has been an increase in the amount of attention placed on paternalistic leadership in non-Western cultures. Based on recent cross-cultural studies, paternalistic leadership seems to be more apparent across cultures than previously believed. Further research is needed to explore how prevalent it is, and how individual characteristics may play a role in where paternalistic leadership is found. Transformational & Transactional Leadership In addition to paternalistic leadership, other well-known leadership styles include transformational leadership and transactional leadership. Transformational leadership is loosely defined as a charismatic leadership style that rallies subordinates around a common goal with enthusiasm and support. Transactional leadership is characterized by a give and take relationship using rewards as an incentive. These concepts were introduced by Bass (1985) and have been updated and studied throughout the years, claiming the transferability of these types of leadership styles across cultures. With the help of cross-cultural business surroundings comes a need for people to be aware of how culture influences the organization. The cause of event is the leadership challenge is very hard to achieve. The Leaders of new era should have the ability to managing people of different cultures; the leaders must have the ability to listen every one and should understand the actual meaning of diversified cultural co-workers. This is the main and the core challenge which a leader faces; when people perceive the world, communicate and view their leaders in different ways, the leader’s ears may be ringing with misunderstood messages. Behavioural Theories: Behavioural theories of leadership are based upon the belief that great leaders are made, not born. Rooted in behaviourism, this leadership theory focuses on the actions of leaders not on mental qualities or internal states. 3. Contingency or Situational Theories: Contingency theories of leadership focus on particular variables related to the environment that might determine which particular style of leadership is best suited for the situation. 4. Participative Theories: Participative leadership theories suggest that the ideal leadership style is one that takes the input of others into account. Theories of Motivation 1. Abraham Maslow’s â€Å"Need Hierarchy Theory†: One of the most widely mentioned theories of motivation is the hierarchy of needs theory put forth by psychologist Abraham Maslow. Maslow saw human needs in the form of a hierarchy, ascending from the lowest to the highest, and he concluded that when one set of needs is satisfied, this kind of need ceases to be a motivator. As per his theory this needs are : (i) Physiological needs : (ii) Security or Safety needs : (iii) Social needs : (iv) Esteem needs : (v) Need for self-actualization : Description: Motivation 2 â€Å"Theory X and Theory Y† of Douglas McGregor : McGregor states that people inside the organization can be managed in two ways. The first is basically negative, which falls under the category X and the other is basically positive, which falls under the category Y. 3 Mayo Theory of Motivation Elton Mayo (1880 – 1949) believed that workers are not just concerned with money but could be better motivated by having their social needs met whilst at work. 4 Herzberg Theory of Motivation Frederick Herzberg (1923-) had close links with Maslow and believed in a two-factor theory of motivation. He argued that there were certain factors that a business could introduce that would directly motivate employees to work harder (Motivators). However there were also factors that would de-motivate an employee if not present but would not in themselves actually motivate employees to work harder (Hygiene factors) Critical Analysis of leadership Theories Trait Theory: The Trait Approach came from the â€Å"Great Man† theory as a way of identifying the key characteristics of successful leaders. It was believed that through this approach critical leadership traits could be isolated and that people with such traits could then be recruited, selected, and installed into leadership positions. This approach was common in the military and is still used as a set of criteria to select candidates for commissions. The problem with the trait approach lies in the fact that almost as many traits as studies undertaken were identified. After several years of such research, it became apparent that no consistent traits could be identified. Although some traits were found in a considerable number of studies, the results were generally inconclusive. Some leaders might have possessed certain traits but the absence of them did not necessarily mean that the person was not a leader. 2 The Behavioural Theory: The results of the trait studies were in concluded. Traits, amongst other things, were hard to measure. How, for example, do we measure traits such as honesty, integrity, loyalty, or diligence, while in this theory of leadership its very clear that the behaviour of the leader is very important, its doesn’t matter how intelligent he is or how educated the leader is. its the game of behaviour and game of personality. This style of leadership, we can see mostly in south Asian countries or third world countries. And in my view this kind of leadership is based on idealism. 3 The Contingency Theory The behavioural theories can help the managers at Hilton Group for developing specific leadership behaviours they give them little guidance as to what constitutes effective leadership in different scenarios. Indeed, I feel that no one leadership style is right for every manager under all circumstances. Instead, contingency-situational theories were developed to indicate that the style to be used is contingent upon such factors as the situation, the people, the task, the organization, and other environmental variables. 4 Participative Theories Participative theory may helps more to the managers rather than other above theories. The positive thing about participative style of leadership is distribute the power among the team members. That’s means the leader transfer and share the power among all the team members. This will help to make better decisions, because every team member will participate in the decision making process. In this case every team member has the importance and that thing motivate and enhance their confidence level. On the other hand if the leader transfer the power to that member who I not capable of doing assigned work than that thing can impact negatively. Maslow’s theory is not easy to test because of the nature of the subject involved, the difficulty with defining the plan or intention and only cover partly, for example between love and esteem, or physical and safety needs. Deprivation: The person who is not available in all of the basic needs containing as part of the whole being consi dered physiological, safety, love, and esteem would likely feel a powerful desire for food above all else. In the Maslow as a witness explain the example of a persisting for a long time or constantly recurring hungry person for whom no other interests exist beyond food: â€Å"he dreams food, he remembers food, he thinks about food, he emotes only about food, he conscious of only food and he wants only food†. Maslow suggested that people who experienced extreme emotional and/or physical the damaging lack of material benefits considered to be basic necessities in a society early in life may be permanently destroyed in terms of the social, esteem, and fulfilment of one’s talents and potentialities needs. Individuals develop coping mechanisms in the face of ongoing stressors: in the context of chronic deprivation of basic needs, the person may break the connection from the higher needs, since they may seem causes despair out of reach. Adults who were process of moving up the hierarchy of needs as the lower needs become satisfied criticized theories that rest on especially significant details of human behaviour under remarkable conditions, Care taken to avoid danger or mistakes against unknown situation from human behaviour in emergencies to human behaviour in more typical situations. Maslow stated a fact or belief confidently and forcefully that those who attempt to measure the goals of humankind based on not involving anyone â€Å"behaviour during extreme physiological deprivation is used to emphasize being blind to many things .it is important to observe human behaviour under more normal circumstances in order to develop a generally applicable theory that is not distorted by reaching a high environments. Maslow’s theory of the hierarchy of human needs make an effort to achieve an account for the experience of the persisting for a long time or constantly recurring hungry and the chronically satisfied within the same model, but the model’s structure does not allow enough flexibility to account for the extremes of satisfaction and the damaging lack of material benefits considered to be basic necessities in a society as well as the normal experiences of the general population. â€Å"Theory X and Theory Y† of Douglas McGregor This lasting legacy of McGregor’s The Human Side of Enterprise and his Theory X and Y is that it shows how far management thinking has come. Objecting to the dominance of Theory X in the workplace of the time, McGregor noted that ‘if there is a single assumption that pervades conventional organization theory, it is that authority is the central, indispensable means of managerial control.’ McGregor then put forward an available as another possibility or choice the art of representing three-dimensional objects on a two-dimensional surface so as to give the right impression of their height, width, depth, and position in relation to each other. Theory Y was based on the opposite set of assumptions, namely that people need not only to work but want to work. Under Theory Y, the worker finds that mental and physical effort at work are as natural as it is not working or occupied; that belonging to control and threats are not the single means of control in a company; that the average human learns not only to accept but to attempt to find responsibility; and that most of us have a fully occupying the available area to display a high degree of forming new ideas, and original in sorting out problems. It is true that neither of McGregor’s two polar opposites are achievable in any organization. Even the most swollen and distended or congested corporate giant has human spirit remain hidden within it, while the most off-beam creative firms require an organization a set of ideas. McGregor recognized this fact and was busy by the terms of a will a hybrid of organizational human try hard to achieve something, theory Z, when he died. Mayo Theory of Motivation Mayo theory of motivation has described that treating with people as human is important. The manager Should give them self respect and importance, this is an effective tool for the people who work in an organization. But the negative aspect of this theory is that mayo has forgotten about the basic needs and one of them is money. Only the self respect is not enough other things also matters. In my opinion the mayo theory of motivation is competitively less effective that other theories of motivation. Herzberg Theory of Motivation Herzberg has discussed two factor here in my view Hygiene factors avoid job dissatisfaction, for example the company polices really matters. Are they helpful to the workers, how the administration is working, what leadership style they have? If both company policy and administration is worker friendly than it really helpful to the workers and motivates them, there few other factors which have the importance is supervision, interpersonal relationship, working conditions, salary, status and security. these are the factors if they are shown preferably in the company policies that can really motivate the employees. While in Motivation Factor – work condition related to the satisfaction of the need for psychological growth, job enrichment and leads to superior performance & effort Motivation-Hygiene Combinations (Motivation = M, Hygiene = H) Benefits of Cultural Diversity For producing desired results multi-cultural managed companies have cost effective competitive advantage. It helps in boosting minority friendly reputation among progressive employees. Diverse cultural corporations help to get the best customers which have a variety of people. Diverse group of employees are seems to be more creative and efficient in problem solving as compared to similar group. Ability to manage cultural diversity increases adaptability and flexibility of an organization to environmental changes. Globalization is the increased interdependence (economic, social, technical, and political) between nations. People are becoming more interconnected. At Hilton there is more international trade, cultural exchange, and use of worldwide telecommunication systems. In the last 10 years, our schools, organizations, and communities have become far more global than in the past. Increased globalization has created many challenges, including the need to design effective multinational organizations, to identify and select appropriate leaders for these entities, and to manage organizations with culturally diverse employees. Motivation strategy at Hilton: An organisation’s rewards strategy is perhaps the area which, for employees, provides the greatest bridge between rhetoric and reality. It is not only an essential tool in terms of retention, motivation and recruitment – it is an opportunity to demonstrate the culture of the organisation in a way that has real impact on employees. At Hilton, the acquisition of leisure group Stakis plc in March 1999 promoted a review and subsequent update of the company’s rewards program – Esprit Club. Through their â€Å"Espirit† programme, Hilton International aims to make everyone feel valued within their working environment. Its objectives are to maintain high standards in human resources management and to create a business culture in which everyone can grow and develop their careers. To support this commitment, Hilton University has been launched worldwide, covering a range of skills for the hotel industry, from operational and technical to finance and general management CONCLUSION:- The hospitality industry, being so people-centred and customer-driven, needs inspirational leadership in all its sectors. In that case The Hilton Group Plc’s Organisation culture is analytical –learning search problem and explains process adds in to the customer service systems. This data in the form of a printed report has not come quickly, but quick response into the open joint session, and client and change agent to identify specific problems and ranking co-operation, ways to discover their real reasons in preparation, and plans to compete with them in developing realistic and practical. As a Hospitality method of data assembly, Customer satisfaction, Cleanness, accuracy, measuring results and management however, as strictly followed as a rule so it could be make lots of customer ratio. Hilton’s strategy on globalisation strongly affects the approach it takes to international human resource management. To ensure the development of managers with international experience, Hilton and other global hotel chains need to establish HRM systems as a core component of general organisation strategy and adopt a formalised approach to IMD. Whichever approach is adopted, it seems essential to plan the strategy and focus on a holistic, long-term approach rather than the individual, short-term approaches. A more centralised approach can optimise Hilton’s management as a competitive resource. The double challenges thinking puff leadership development and improve effective leadership developing practices In the Hilton Group Plc It would be greater than best of previous. At that time we find our self carefully positive field for the future. Some of the positive trends that are the make a future both challenging and interesting for the Hilton’s employee. Hilton’s strategy on globalisation strongly affects the approach it takes to international human resource management. To ensure the development of managers with international experience, Hilton and other global hotel chains need to establish HRM systems as a core component of general organisation strategy and adopt a formalised approach to IMD. Whichever approach is adopted, it seems essential to plan the strategy and focus on a holistic, long-term approach rather than the individual, short-term approaches. A more centralised approach can optimise Hilton’s management as a competitive resource. References: 1. www.hospitalityleadership.com 2. www.ukessays.co.uk 3. www.carererandhotelkeeper.com 4. http://www.caterersearch.com 5. http://www3.hilton.com 6. http://www.papercamp.com/group/harvard-hilto 7. Master of Science in Hotel Administration -William F. Harrah College of Hotel Administration 8. Leadership research in hospitality: a critical review- Steven Boyne 9. Organizational Behaviour: Foundations, Theories, and Analyses: By John B. Miner 10. Armstrong M., 1996, Personnel Management Practice, Kogan Page; 11. Article, 2001, Human resources development, employment and globalisation in the hotel, catering and tourism sector, International Labour Organisation, April 2, www-ilrror.cornell.edu/public/english/dialogue/sector/techmeet/tmhct01/tmhctr2.htm

Free Essays on The History Of The Internet And World Wide Web

The History of the Internet and World Wide Web Since its introduction to the mainstream in the early 1990’s, the Internet has grown at an astronomical pace. A few years ago, it was a relatively small network used mainly by computer engineers, the government, and the educational community. Since then, it has blossomed into a global communications infrastructure which anyone from a housewife in the U.S. to a 7-year old in Africa uses on a regular basis. In parallel with it, media and culture surrounding the Internet has experienced rmous expansion to the state of ubiquity. With this permeation into our society and the corresponding media coverage, one would expect to find that people have at least basic knowledge of its history and the workings behind it. However, as with other modern utilities, most individuals are content to merely use it without an understanding of its background. This is acceptable for the common person, but those who are involved with computers to a considerable extent should consider it important to be familiar with the Internet’s structure and origins. Beginnings: Packet Switching and ARPANET After the end of World War II, tensions over territorial rights, the disintegration of wartime allies, war reparations, and the introduction of the atomic bomb were all threatening the peace that had juhen they became atomically armed, a struggle between America and the USSR to improve on these weapons of mass destruction began, which became known later as the Cold War. On October 4, 1957, the world was shocked by the launching of the world’s first satellite, Sputnik 1, by the USSR. America had expected to be first in space, and quickly found its image as a technology superpower and perceived lead in the arms race tarnished. The introduction of intercontinental ballistic missiles,e New York Times: "The same Soviet rocket that sent a satellite into orbit Friday can deliver an ICBM warhead on New York... Free Essays on The History Of The Internet And World Wide Web Free Essays on The History Of The Internet And World Wide Web The History of the Internet and World Wide Web Since its introduction to the mainstream in the early 1990’s, the Internet has grown at an astronomical pace. A few years ago, it was a relatively small network used mainly by computer engineers, the government, and the educational community. Since then, it has blossomed into a global communications infrastructure which anyone from a housewife in the U.S. to a 7-year old in Africa uses on a regular basis. In parallel with it, media and culture surrounding the Internet has experienced rmous expansion to the state of ubiquity. With this permeation into our society and the corresponding media coverage, one would expect to find that people have at least basic knowledge of its history and the workings behind it. However, as with other modern utilities, most individuals are content to merely use it without an understanding of its background. This is acceptable for the common person, but those who are involved with computers to a considerable extent should consider it important to be familiar with the Internet’s structure and origins. Beginnings: Packet Switching and ARPANET After the end of World War II, tensions over territorial rights, the disintegration of wartime allies, war reparations, and the introduction of the atomic bomb were all threatening the peace that had juhen they became atomically armed, a struggle between America and the USSR to improve on these weapons of mass destruction began, which became known later as the Cold War. On October 4, 1957, the world was shocked by the launching of the world’s first satellite, Sputnik 1, by the USSR. America had expected to be first in space, and quickly found its image as a technology superpower and perceived lead in the arms race tarnished. The introduction of intercontinental ballistic missiles,e New York Times: "The same Soviet rocket that sent a satellite into orbit Friday can deliver an ICBM warhead on New York...

Cómo Cerrar Cita Para Visa Americana de Emergencia

Cà ³mo Cerrar Cita Para Visa Americana de Emergencia En ocasiones puede surgir la necesidad de obtener una visa para Estados Unidos con carcter de urgencia. Pero,  ¿quà © es considerado como urgente y cul es la tramitacià ³n para solicitarla? Adems de a esas preguntas en este artà ­culo se recuerda cules son las causas por las que la visa puede ser negada. Quà © Es Considerado Emergencia Para Solicitar la Visa Americana Son consideradas emergencias situaciones como: La muerte de un familiar inmediato (padre, madre, cà ³nyuge, hijos o hermanos).Una importante necesidad de recibir atencià ³n mà ©dica en Estados Unidos para sà ­ mismo o para acompaà ±ar a un familiar inmediato que la necesita. La visa para recibir tratamiento mà ©dico es la de turista.Cuando surge una oportunidad de negocio.Cuando se necesita asistir a un evento deportivo, conferencia profesional, un entrenamiento o una conferencia de prensa.Cuando la cita ordinaria para una visa de estudiante est fechada posteriormente al dà ­a de inicio del curso.En los casos de visas de trabajo, cuando la planilla I-797 està © aprobada y el empleador requiera la presencia inmediata del empleado en Estados Unidos. No se concedern adelantos de las citas para las visas americanas por cuestiones de turismo ya que eso no es una emergencia. No importa que se tengan los boletos de avià ³n o el paquete de hotel y atracciones. Es por esta razà ³n que nunca debe pagarse por las vacaciones si no se tiene ya la visa en mano. Procedimiento Para Solicitar una Visa de Emergencia Es necesario entender que no existe un procedimiento estndar, sino que varà ­a de paà ­s a paà ­s. Por ejemplo, en Mà ©xico debe solicitarse una visa de turista siguiendo el procedimiento regular. Y una vez que se tenga la cita, enviar un correo electrà ³nico solicitando el cambio de tramitacià ³n regular a urgente. Si la peticià ³n es concedida, se notificar al interesado y se le indicar el procedimiento a seguir. Tener en cuenta que la direccià ³n de correo electrà ³nico es distinta si la solicitud se formula en inglà ©s o, si por el contrario, se escribe en espaà ±ol. Si la peticià ³n es denegada, todavà ­a sigue vigente la cita regular para la visa. Sin embargo, en otros paà ­ses la peticià ³n de cita urgente para una visa americana debe hacerse por telà ©fono, por lo que se debe consultar la pgina web de la oficina consular para saber bien quà © procedimiento debe seguirse. En estos casos de peticià ³n por telà ©fono hay que tener en cuenta que se est cobrando la llamada a un precio superior al ordinario. Adems, si se concede la peticià ³n de cita habr que pagar al momento el arancel de la visa, mediante una tarjeta de crà ©dito o de dà ©bito Visa, MasterCard o American Express. En los casos de peticià ³n por telà ©fono de cita urgente para la visa debe tenerse a mano para hablar con el operario la siguiente informacià ³n: Nombre, lugar y fecha de nacimiento del solicitante.Nà ºmero de pasaporte y nacionalidad.Direccià ³n de correo electrà ³nico.Y para ciertas visas, como algunas que permiten trabajar temporalmente en Estados Unidos, informacià ³n sobre las mismas. Si el solicitante no puede realizar la llamada por sà ­ mismo, puede realizarse en su nombre un familiar o amigo, pero necesitar tener a mano el nombre completo y nà ºmero de pasaporte del solicitante. Consejo Sobre Lugar de Residencia Para solicitar urgentemente una visa se suele requerir tener la residencia o la nacionalidad del paà ­s desde donde se solicita la peticià ³n, salvo casos muy excepcionales. Por ejemplo, cuando se est en otro paà ­s de vacaciones y se precisa la visa americana de urgencia para transitar por Estados Unidos en su viaje de regreso al paà ­s de origen. Problemas Para Sacar la Visa de Emergencia A pesar de surgir una emergencia por la que hay que viajar a Estados Unidos, el consulado puede negar la peticià ³n. Y es que para poder obtener una visa americana no inmigrante, como por ejemplo la de turista, hay que cumplir dos requisitos: ser admisible y ser elegible. Son varias las razones por las que se considera que una persona es inelegible para la visa americana. La ms frecuente es la de no probar lazos econà ³micos y/o familiares suficientes en el lugar de residencia habitual. Si la razà ³n por la que se negà ³ la visa es causa por ser inelegible no es posible solicitar un perdà ³n, conocido en algunos paà ­ses como waiver o permiso. Por el contrario, si la razà ³n por la que el consulado no aprueba la visa es por causa de inadmisibilidad, en algunos casos es posible pedir un perdà ³n. La razà ³n ms frecuente que convierte a una persona en inadmisible es por estancia ilegal en Estados Unidos en una fecha anterior. Para un mayor conocimiento sobre cà ³mo sacar la visa de turista y cà ³mo evitar su cancelacià ³n o revocacià ³n es conveniente tomar esta prueba de respuestas mà ºltiples, ya que ayuda a aclarar dudas. Este es un articulo informativo. No es asesorà ­a legal.

Policy Formulation and Implementation by International Public Research Paper

Policy Formulation and Implementation by International Public Administration Organizations - Research Paper Example International public administration basically entails the process of formulating public policies as well as implementing programs that have been established in line with the demands of the public policy. Policy entails the setting of goals and administration is concerned with the implementation of that policy (Naidu 61). Policy making is a constant process and the policy is formulated and reformulated at a range of levels in the administrative chain of command. The policy making process is divided into four levels; (a) the first level which is at the top is the political policy which is framed or created by the parliament, (b) the second level is the executive level which is framed or created by the cabinet, (c) the third level is the administrative policy in which the administrators perform the will of the government, and (d) the last level is the technical policy level; this is the lowest level and it is daily policy adopted by officials in the running of the administrative policy (Naidu 64). International policies are associated with four main aspects; internal, political, economic and external security related. International policies must take into consideration the interest of parties involved (mostly nation states), and must be formulated such as not to interfere unduly with national interests and the powers so held by various organs and authorities of the nations involved (South Asia Analysis para 2). Most importantly, the policies must be formulated such as to avoid conflicts and wherever unavoidable cause least damage to power, status and national interests. In this respect, member states have the responsibility to air their views concerning the issue under consideration and the impacts that solutions proposed will have on them. Member states are also expected to take into consideration the laws that govern their jurisdictions so that the international policies are in line with their respective constitutions. The first and main problem in the

The Qualities of Leaders Assignment Example | Topics and Well Written Essays - 250 words

The Qualities of Leaders - Assignment Example There can be a list of leadership qualities in the personality of Jeff Bozos (Anders, 2012). It is famous that Bezos always keeps an eye on system thinking. He always adds customers as an important member in the meetings. He is always planning for a long-term approach. Initially his investments may look like wastage but it may reap profits in the end. Failure is not a problem for him, but surely, he prefers to be creative and inventive. He always believes on a participative decision-making and due to this reason, he always prefers customer feedback. He is famous for giving values to his employees. Every single person at Amazon is considered as the Amazon Leader. Steve Jobs is a person who is considered as a very strong and successful leader; but there are some negative traits associated with his leadership style (Sander, 2011). It is famous that he was a bit arrogant towards other people. For involving all the team members, there should be a friendly environment in the organization. A good communication is badly needed between the leader and the team members. In case of his leadership, the communication element was missing. There were no training programs for the staff members. A good leader should keep his team members updated. Feedback is also another important part of business cycle and in his case there was no clear system to collect feedback. Sander, B. (2011), ‘Unforgiveable Leadership Mistakes That Steve Jobs Made’, Sanders Consulting Group, retrieved on July 6, 2014 from