Saving a Friend from Suicide Essay -- Personal Narrative Essays

Saving a Life My stomach weakens with a thought that something is wrong, what would be the answer I could have never been ready for. I call my best friend late one night, for some reason she is the only person’s voice I wanted to hear, the only person who I wanted to tell me that everything will be okay. She answer’s the phone and tells me she loves me, as I hear the tears leak through, I ask her what is wrong. The flood gates open with only the horrid words â€Å"I can’t do this anymore†. My heart races as I tell her that I am on my way, what I was about to see will never leave my thoughts. As I arrived at her apartment she didn’t answer the door, I just went in. I walked down the hall way into her bedroom where she had pills and a beer and a list wrote out to make sure this would be her last recipe, a recipe of death. All I could do was yell, â€Å"What the hell are you thinking, he is not worth your life!† I started grabbing the pills, putting them back in a container and taking the beer. I hid the pills in my purse and went to get water. I begged with her to drink the water and remind... Saving a Friend from Suicide Essay -- Personal Narrative Essays Saving a Life My stomach weakens with a thought that something is wrong, what would be the answer I could have never been ready for. I call my best friend late one night, for some reason she is the only person’s voice I wanted to hear, the only person who I wanted to tell me that everything will be okay. She answer’s the phone and tells me she loves me, as I hear the tears leak through, I ask her what is wrong. The flood gates open with only the horrid words â€Å"I can’t do this anymore†. My heart races as I tell her that I am on my way, what I was about to see will never leave my thoughts. As I arrived at her apartment she didn’t answer the door, I just went in. I walked down the hall way into her bedroom where she had pills and a beer and a list wrote out to make sure this would be her last recipe, a recipe of death. All I could do was yell, â€Å"What the hell are you thinking, he is not worth your life!† I started grabbing the pills, putting them back in a container and taking the beer. I hid the pills in my purse and went to get water. I begged with her to drink the water and remind...

Analysis Vission and Mission of Coca-Cola Essay

In general, Coca-cola vision guides all members to understand what the company does, how it is done, and who it is done for also keeps the employees focused on the realistic goals of the firm, customers, investors, and other business partners. An effective vision should consists of two component which the first one is a cognitive component; which focuses on outcomes and how the best to achieve it, and the second component is affective component which will helps to motivate people and gain their commitment toward it( Boal and Hooijberg 2001). Base on Coca-cola vision statement show that they apply the affective component which increasing motivation and commitment among their employees, customers and business partners. The six P’s of Coca-cola vision which is People,, Portfolio, Partners, Planet, Profit and Productivity is the guideline to increase motivation and commitment. These six P’s also clearly mention the desirable future target for each component internally and externally of the firm, which is among people (employees), portfolio (product), partners (customers and suppliers), planet (moral obligation), profit and productivity. These visions also challenge all to participate and reach the organization goals. As a good vision, the internal (organizational beliefs and values) as well as external (shared understanding of the market environment) needs to be aligned. Besides, the Coca-cola vision statement also focuses on how the organizational members relate to the vision and shared each others. †¢People: Be a great place to work where people are inspired to be the best they can be. †¢Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate and satisfy people’s desires and needs. †¢Partners: Nurture a winning network of customers and suppliers, together we create mutual, enduring value. †¢Planet: Be a responsible citizen that makes a difference by helping build and support sustainable communities. †¢Profit: Maximize long-term return to shareowners while being mindful of our overall responsibilities. †¢Productivity: Be a highly effective, lean and fast-moving organization This is a good sample of vision statement because it’s not too specific and realistic to achieve by all their members. This vision statement also encourages all members to participate in achieve the vision.

Pandillas como MS-13 y leyes migratorias de EE.UU.

Ser miembro de una pandilla como la MS-13 o la Mara Salvatrucha, o incluso la simple sospecha de pertenencia actual o pasada causa problemas migratorios gravà ­simos para todos los extranjeros presentes en el paà ­s. Por su gran impacto migratorio, este artà ­culo informa sobre quà © es una pandilla, conocida tambià ©n como mara, cà ³mo las autoridades migratorias obtienen informacià ³n sobre quià ©n es o puede ser pandillero, cuà ¡les son las consecuencias migratorias y quà © se puede hacer si se tienen problemas por esta razà ³n.  ¿Quà © se considera que es una pandilla o mara? No hay una definicià ³n legal à ºnica sobre quà © es una pandilla. Sin embargo, el Departamento de Seguridad Interna (DHS, por sus siglas en inglà ©s), del que dependen organismos migratorios como ICE y USCIS, considera que una pandilla es una asociacià ³n formal o informal de tres o mà ¡s personas que tiene como uno de sus principales objetivos cometer uno o mà ¡s delitos. Es decir, una mara no tiene que ser una organizacià ³n grande y conocida como la Mara Salvatrucha, la MS-13 o los Latin Kings.  ¿Cà ³mo saben las autoridades migratorias que un migrante es pandillero? Las autoridades migratorias consultan una o varias bases de datos que incluyen informacià ³n sobre las personas que pertenecen a alguna de esas organizaciones o de quienes se sospecha que tienen algà ºn tipo de afiliacià ³n con las mismas o, incluso, quienes pertenecieron en el pasado. Entre la informacià ³n que se registra en las bases de datos se encuentran los nombres de los pandilleros, apodos, direccià ³n, descripcià ³n fà ­sica y marcas, como por ejemplo lunares o cicatrices, tatuajes, nacionalidad, identificacià ³n de la pandilla a la que pertenecen o con la que se sospecha que està ¡n afiliados y posicià ³n dentro de la misma. Entre las bases de datos mà ¡s utilizadas destaca GangNet. Se sabe que la utilizan al menos el FBI, ICE —la agencia encargada de ejecutar las leyes migratorias—, 14 estados y el Distrito de Columbia. En 2016, ICE dejà ³ de utilizar ICEGangs y ahora busca informacià ³n sobre posibles pandilleros en la citada GangNet y en otras bases de datos como, ICM, EID y FALCON. Ademà ¡s, estados, condados o ciudades pueden tener sus propias bases de datos para este fin. Una de las mà ¡s completas es CalGang, a la cual aà ±aden informacià ³n todos los departamentos de policà ­a del estado de California. Se da por hecho entre los abogados migratorios que el Departamento de Seguridad Interna, del cual dependen ICE y USCIS, tiene acceso a la informacià ³n que contienen muchas de esas bases de datos locales o estatales, pero se desconoce el alcance de la colaboracià ³n.  ¿Cà ³mo se incluye una persona en una base de datos sobre pandillas o maras? Segà ºn el Centro de Recursos Legales Migratorios (ILRC, por sus siglas en inglà ©s), el nombre de una persona puede incluirse en una base de datos sobre pertenencia o afiliacià ³n con maras en cuatro situaciones. En primer lugar, como resultado de la investigacià ³n de un delito. En segundo lugar, por lo que se declara cuando se està ¡ en custodia de la policà ­a. En tercer lugar, por condena en un juicio y, en cuarto lugar, como consecuencia de lo que un agente anota durante lo que se conoce como una entrevista de campo (field interview, en inglà ©s). En este contexto, debe entenderse como una entrevista de campo una interaccià ³n entre un pandillero o sospecho de serlo y un agente de la policà ­a que tiene lugar en un vecindario de una ciudad con un alto à ­ndice de presencia pandillera. Cada estado establece sus propias reglas para determinar cuà ¡ndo el agente puede incluir a una persona en una base de datos de pandillas, por lo que es imposible brindar reglas generales. Sin embargo, en California, donde la presencia pandillera es notable, la ley permite la inclusià ³n de una persona en CalGang si cumple al menos dos de los siguientes requisitos: Ha reconocido pertenecer a una maraHa sido arrestada en compaà ±Ãƒ ­a de personas conocidas como pandillerosHa sido identificada como miembro de una pandilla por un informanteExhibe sà ­mbolos o gestos manuales propios de pandillasTiene tatuajes propios de pandillasFrecuenta lugares en los que se reà ºnen las pandillasViste ropa que se identifica con una determinada mara Como consecuencia de la laxitud de los requisitos para ser incluido en una base de datos sobre pandillas, entre los defensores de los migrantes se argumenta que muchas de las personas incluidas en las mismas no son, en realidad, pandilleros. Ademà ¡s, cuando una persona està ¡ detenida en una cà ¡rcel o prisià ³n no migratoria frecuentemente se registra su afiliacià ³n con una pandilla —verificada o presunta— para evitar colocar en el mismo mà ³dulo carcelario a miembros de distintas organizaciones. Asimismo, agencias migratorias como la Policà ­a Fronteriza (CBP, por sus siglas en inglà ©s) e ICE tambià ©n registran si una persona es sospechosa de pertenecer a pandillas e incluso agencias privadas que gestionan cà ¡rceles migratorias, como CCA y GEO, tambià ©n realizan esta clase de anotaciones. Por otro lado, hay que tener en consideracià ³n que cada jurisdiccià ³n establece las reglas sobre si es obligatorio notificar a una persona que ha sido incluida en alguna de dichas bases de datos o registros sobre pertenencia a pandillas, por lo que en muchos casos el interesado no sabe que su nombre ha sido incluido. Una vez que el nombre ha sido incluido, es muy difà ­cil sacarlo de la base de datos. Estar incluido en una base de datos de maras,  ¿cà ³mo afecta a los asuntos migratorios? La pertenencia a pandillas se considera, desde el punto de vista migratorio, como una amenaza a la seguridad nacional de los Estados Unidos, lo cual significa que si un migrante es calificado como tal, tiene un problema migratorio gravà ­simo. Hay que destacar distintas situaciones. En primer lugar, si una persona extranjera està ¡ detenida por Inmigracià ³n y se sabe o sospecha que es miembro de una pandilla como los Latin King, MS-13 o Mara Salvatrucha, no va a obtener una fianza o, si la obtuviese, va a ser por un monto muy alto. Ademà ¡s, se inicia un procedimiento de deportacià ³n o expulsià ³n en su contra. No cabe duda de que la pertenencia actual o pasada a una pandilla o mara es causa prioritaria de deportacià ³n. En el caso de migrantes no detenidos que solicitan un beneficio migratorio, como un ajuste de estatus, por ejemplo, DACA para jà ³venes indocumentados que llegaron a Estados Unidos siendo nià ±os o la visa U para và ­ctimas de violencia, dicho beneficio puede ser negado y, de hecho, eso es lo que sucede en la mayorà ­a de los casos. La denegacià ³n del beneficio migratorio puede deberse porque se pregunta especà ­ficamente en el formulario de aplicacià ³n sobre pertenencia a pandillas y, en caso de que asà ­ sea, se aplica lo que se conoce como causa de inadmisibilidad (a)(3)(B) que da lugar a que no se pueda estar en EE.UU. y se inicie un proceso de deportacià ³n. En otros casos en los que no se se realiza esa pregunta, como es el caso de los formularios de DACA, el beneficio serà ¡ negado casi siempre porque el oficial del USCIS tiene el poder discrecional de decidir si aprueba el beneficio que se solicita y, en el caso de los pandilleros, la regla general es no aprobarlo.  ¿Quà © se puede hacer cuando un migrante es sospechoso de pandillero? Estos son casos muy delicados y que deben ser siempre tratados en confidencialidad con un abogado que tenga experiencia en este tipo de casos y que conozca las reglas y reglamentos del estado respecto a pandillas y bases de datos. Si una persona extranjera se ha movido en cà ­rculos pandilleros, aunque no haya pertenecido a ninguna pandilla o si realmente ha tenido membresà ­a en alguna de ellas, deberà ­a consultar con un abogado antes de solicitar cualquier tipo de beneficio migratorio, ya que podrà ­a estar provocando el inicio de un proceso de deportacià ³n en su contra. Es importante que el abogado conozca si el estado està ¡ obligado a comunicar la inclusià ³n de una persona en la base de datos. En el caso de que se produzca dicha comunicacià ³n, se debe contratar a un abogado para que intente apelar y borrar el nombre del migrante de dicha base de datos. Si se vive en una jurisdiccià ³n donde la autoridad no està ¡ obligada a notificar la inclusià ³n de una persona en un registro de maras, es importante que el abogado intente recabar esa informacià ³n indirectamente. Por ejemplo, solicitando rà ©cords de posibles arrestos, de oficiales de libertad condicional o parole o, incluso, de high school, ya que en muchas escuelas se realizan anotaciones sobre posible pertenencia a pandillas de los estudiantes. Puntos clave Las pandillas o maras son consideradas una amenaza a la seguridad de EE.UU.Membresà ­a o sospecha de pertenencia a pandillas es causa de problemas migratorios graves.Existen varias bases de datos de pandilleros. Es posible estar en una sin saberlo. Este es un artà ­culo informativo. No es asesorà ­a legal.

The French Revolution Essay example - 891 Words

The French Revolution The French Revolution evokes many different emotions and controversial issues in that some believe it was worth the cost and some dont. There is no doubt that the French Revolution did have major significance in history. Not only did the French gain their independence, but an industrial revolution also took place. One of the main issues of the Revolution was its human costs. Two writers, the first, Peter Kropotkin who was a Russian prince, and the other Simon Schama, a history professor, both had very opposing views on whether the wars fought by France during the Revolution were worth its human costs. Krapotkin believed that the French Revolution was the main turning point for not only France but for most†¦show more content†¦He also began one of the bloodiest periods in French history, the Reign of Terror. During the Reign of Terror, more than 30,000 people were executed, mainly for opposing Robespierres views. Late in 1794, Robespierre was put to death and a new lea der was looked for; this of course turned out to be Napoleon. With many conquered lands under his belt by 1798, Napoleon had a huge following and planned a coup detat. On November 18, 1799, Napoleon became the First Consul of France, or in his mind the dictator. Napoleon then crowned himself Emperor in 1804 and conquered many countries including Austria, Prussia, and Russia in 1805,06, and 07 respectively. Such a strong ruler is bound to fall eventually, this happened in 1815 with his death. Even with the many improvements to the country of France in the late 1700s and early 1800s, some still believe that the French Revolution was not worth its human costs. Detailed below are two opposing viewpoints on the topic. Peter Krapotkin, a revolutionary Russian prince, argues that the French Revolution paved the way for expansion and democratic growth. Krapotkins first argument is that the French monarchy before the Revolution deprived the lower class citizens of food and necessitie s. There was a shortage of food at the time, and the prices were too high for the lower class to afford. The monarchy also taxed the lower class, which made it even harder for them to afford the food that they needed. During theShow MoreRelatedThe French Revolution And French Revolutions2006 Words   |  9 PagesAlthough the American and French revolutions both took place in the late 18th century, both fought for independence, and both portrayed patriotism, the revolutions are markedly different in their origins; one which led to the world’s longest lasting democracy and the other to a Napoleonic Dictatorship. Political revolutions in America and France happened because people felt dissatisfied with the way their country was run. In North America they rebelled against rule from a foreign power, they wantedRead MoreThe French Revolution And The Revolution1523 Words   |  7 PagesThe French Revolution was a time rife with violence, with many revolutionaries using extreme actions to overturn the French Monarchy and create a government based on equality and justice, rather than tyranny and despotism. This violence reached gruesome and terrible heights throughout the revolution, but was justified by the revolutionaries, who believed that their goals of total equality, the end of tyranny, and the return to a virtuous society, allowed them to use means necessary to attain theseRead MoreThe French Revolution And The Revolution1336 Words   |  6 PagesAnalysis The French Revolution was such an important time history. Not only was it a massacre with many lives being lost, including that of Queen Marie Antoinette and her husband King Louis XVI, it was also a time of great political turmoil which would turn man against man that being the case of Edmond Burke and Thomas Paine. Edmond Burke a traditionalist who believed the people should be loyal to the king against his former friend, Thomas Paine a free thinker who believed in order for things toRead MoreThe Revolution Of The French Revolution1040 Words   |  5 PagesWhile there were political and social causes of The French Revolution the most important cause was actually economic. A few years before the French’s revolution the French spent approximately 1.3 billion livres, 13 billion dollars, on the American Revolution. This gracious contribution caused trouble at home. The French Revolution was one of the most important events in history. While it changed the social structure in France it also affected many different countries across the world. â€Å"the treeRead MoreThe French Revolution And The Revolution1640 Words   |  7 Pages The French Revolution is often seen as one of the most influential and significant events in world history (Voices 9). The surge of rebellion present in those against the old regime, or Ancien Rà ©gime, inspired reformers for generations to come. Nevertheless, the French Revolution would not have occurred without the aid of the Enlightenment Thinkers, or Philosophà ©s. These Philosophà ©s’ ideas sparked the French Revolution. Prior to the French Revolution, France was radically different. It was theRead MoreThe French Revolution And The Revolution1321 Words   |  6 Pages The French Revolution The French Revolution was an iconic piece of history that help shape the world. It was a time were great battles occurred. Blood sheds happen almost every day. The streets were red by the blood of bodies that were dragged from being beheaded. The economy was in bad shape. But before all of this the French had a few goals but there was one goal that they all wanted and that was to get rid of the monarchy. This idea did not arrive out of nowhere, the commoners were influenceRead MoreThe French Revolution And The Revolution1223 Words   |  5 Pages French Revolution As the Enlightenment began in the middle of the 17th century, people began to use reason rather than stick to tradition. New Enlightenment ideas spread throughout Europe such as ideas on government. Enlightenment thinkers such as Rousenan believed that the best government was one formed with the general consent of the people. Other Enlightenment thinkers such as Voltaire and Montesquieu believed in freedom of speech and a separation of power within the government. All of theseRead MoreThe French Revolution And The Revolution1221 Words   |  5 PagesWhen people think of the French Revolution, they immediately think of the country of France and how the Revolution affected it. What most people do not think about however, is how the Revolution affected other countries, specifically the country of England. England was affected positively and negatively by the Revolution in that there was an increase of political involvement, but there was a collapse in the economy due to war declared by France. The French Revolution created a battle of conflictingRead MoreRevolutions And The French Revolution956 Words   |  4 Pages Revolutions are a common occurrence throughout world history. With the amount of revolutions in history, there are those that get lost and those that are the most remembered or well known. One of the well known revolutions is the French Revolution which occurred in the years 1789 to 1799. Before the French Revolution, France was ruled by an absolute monarchy, this meaning that one ruler had the supreme authority and that said authority was not restricted by any written laws, legislature, or customsRead MoreThe Revolution Of The French Revolution1636 Words   |  7 Pageswas an old fortress that had served as a royal prison and in which gunpowder was stored. This will be the place where Parisian crowds will lay siege on and use the gunpowder for their weapons, and this will become a great turning point in the French Revolution. 3) The Great Fear was the vast movement that the peasant insurgency of sacking nobles’ castles and burning documents would blend into. This attack was mainly because of seigneurial dues and church tithes that weighed heavily on many peasants

Unit 14 P3 M1 - 1314 Words

For the pass this assignment will describe the investigations that are carried out to enable the diagnosis of these physiological disorders. For the merit this assignment will assess possible difficulties involved in the diagnosis from their signs and symptoms. P3 There are a range of tests and diagnostic procedures is needed to diagnose dementia, but there are several that are fairly commonly used to diagnose dementia. A GP might refer a person to a specialist to help with the diagnosis. For example, they may be referred to a clinical psychologist which is a healthcare professional who specialises in the assessment and treatment of mental health conditions. Another specialist who the GP might refer someone to is a psychiatrist and they†¦show more content†¦To diagnose osteoarthritis, the doctor will collect information on personal and family medical history, perform a physical examination and order diagnostic tests. Further tests such as X-rays or blood tests are not usually necessary to confirm a diagnosis of osteoarthritis, although they may be used to rule out other possible causes of the symptoms, such as rheumatoid arthritis or a fractured bone. X-rays can also allow doctors to assess the level of damage to the joints but this is rarely helpful as the extent of damage visible on an X-ray isn’t a good indicator of how severe the symptoms really are. During the physical examination the doctor will examine the joints and test their range of motion. He will be looking for areas that are tender, painful or swollen as well as signs of joint damage. The doctor will examine the position and alignment of the neck and spine. A diagnosis of osteoarthritis may be suspected after a medical history and physical examination is done. Blood tests are usually not helpful in making a diagnosis. However, the following tests may help confirm it, a joint aspiration which is where the doctor will numb the affected area and insert a needle into the joint to withdraw fluid. The fluid will be examined for evidence of crystals or joint deterioration. This test can help rule out other medical conditions or other forms of arthritis. The doctor might also get and X-rayShow MoreRelatedUnit 2 Assignment P2 P3 M11036 Words   |  5 PagesDate Submitted: Unit: 2.2 Equality, diversity and rights in health and social care I certify that the attached work is original and my own: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Student Signature Assessment Title: Concepts and discriminatory and discriminatory practices Lecturer: Nicky Edwards, Patricia Britto Issue Date: w/c 6th October 2014 Hand in date: 24th October 2014 Criteria 1st Referral Hand in Date 2nd Referral Hand in Date Grade Achieved Signed Dated by Lecturer P2 P3 M1 Learning OutcomesRead MoreOperation Research of Mathematical Formulation Hungarian Method Algorithm2970 Words   |  12 PagesOperations  Research   Unit  6   Unit  6   Structure   Assignment  Problem   6.1.   6.2.   6.3.   6.4.   Introduction   Mathematical  formulation  of  the  problem   Hungarian  method  algorithm   Routing  problem   6.4.1.  Unbalanced  A.P   6.4.2   Infeasible  Assignments   6.4.3   Maximization  in  A.P   6.5.   6.6.   Traveling  salesmen  problem   Summary   Terminal  Questions   Answers  to  SAQs  and  TQs   6.1  Introduction   The  assignment  problem  is  a  special  case  of  the  transportation  problem,  where  the  objective  is  to   minimizRead MoreThe Importance of Lifestyle Factors in the Maintenance of Health and Well-Being 1135 Words   |  5 PagesBTEC NATIONAL DIPLOMA IN SPORT UNIT 14: EXERCISE, HEALTH AND LIFESTYLE TITLE: KNOW THE IMPORTANCE OF LIFESTYLE FACTORS IN THE MAINTENANCE OF HEALTH AND WELL- BEING ASSESSMENT TASK ONE SCENARIO You are a physical activity and health development officer working at Lewisham Council. 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You will required to completed the following * Completed Units * Work Experience * New Skills and QualificationsRead MoreUnit 29 Essay976 Words   |  4 Pagesï » ¿ASSESSMENT RECORD AND FEEDBACK SHEET Year: 2013/14 U31 / 1 Programme: BTEC Nationals Level 3 Student Name: Unit No Title: 29 – Installing and Upgrading Software Assessor Name: Guy Rigby Assessor Signature: Formative Feedback / Submission Date(s): 1st Submission Due Date: 25/10/13 1st Submission Hand-in Date: Final Submission Due Date: Final Submission Hand-in Date: Student Declaration: The attached assignment is my ownRead MorePersonal Finance and Financial Statements1801 Words   |  8 PagesASSESSEMENT Unit: Unit 2 – Managing Financial Resources and Decisions Learning Hours: 60 Hours. Self-learning hours: 90 hours. 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Importance of Staff Manpower Planning-Free-Samples for Student

Question: Discuss various Employee problems which are faced by a hotel with respect to maintaining the staff in the Rooms Division. Answer: Introduction The human resource department comprising of the staff of the organization and other relevant managers comprises of the backbone of the organization. This is very accurate in the case of a hospitality industry like a hotel where the customers need to be satisfied with staff contact directly. This is the reason why man power planning of the staff forms a critical aspect of the organization (Cascio, 2018). If the organization engages in an efficient man power planning then it will be able to serve the customers effectively and efficiently, however, just planning is not that simple and very often the organizations fail to motivate the staff to work efficiently towards the completion of the goals and objectives (Mok, Sparks Kadampully, 2013). The given report concentrates on a descriptive analysis comprising of a review of literature which will highlight the various aspects of why a hotel faces the problem of staffing in its various departments. Importance of Staff manpower planning Staff manpower planning is considered important because: It is an essential part of the managerial functions The primary functions of management which comprise of planning, organizing, staffing and controlling are based on man power. Without efficient man power planning, these factors would remain incomplete. Helps in efficient utilization of resources A proper man power planning also goes a long way in utilizing the resources efficiently. An organization is a powerhouse of various resources which will go waste in if the staff is not present to manage the resources effectively. Large scale hotels and organizations require proper planning in order to set out a path that allows efficient planning Motivation The staffing planning and program not only helps the organization to engage the right person for the right job but also engages in indulgence of various motivational programs. These motivational programs comprise of various incentives, bonus and other programs which help to improve the dynamics within an organization (Bratton Gold, 2017). Maintain better relationships An organization should always work in a harmony. It is extremely important for an organization to maintain clear communication with staff in order to ensure that there exists no organizational gap (Riley, 2014). If such a scenario is possible, only then the organization can carry out operations easily. Staffing helps in improving the relationship between the various employees which then goes a long way in long term goal achievement. Higher productivity Lastly, if proper staffing is done, the employees will be able to engage in high production and efficient customer satisfaction which is important for any firm (Alfes et al., 2013). Review of Literature The given review of literature will be reviewing various authors and their perspective on the given areas: Employee talent as a problem in Rooms Division The rooms division in a hotel comprises of three major areas which comprises of the front office, uniformed services and housekeeping. Out of these only the front office is the primary revenue producer of the hotel. The other areas consist of staffing related problems. These departments comprise of a Guest Service Agent, cashier, Night Audit worker, Housekeeping department and the uniformed services like the doorpersons, valet and others. According to Alfes et al. (2013), this job in the rooms division of any hotel is one of the most tedious tasks which involve constant customer contact and fulfillment of their demands. This particularly involves trained staff which has the ability to deal with the customers and fulfill their wishes (Marco-Lajara beda-Garca, 2013). The customers who visit the hotels are often very demanding and rude. Whenever they place a demand upon the housekeeping staff or the uniformed services for that matter, they want it to be fulfilled within an hour or so. This is always not possible, hence they demean the staff and this is the reason, the rooms division staff is often replaced with new staff. Renwick, Redman and Maguire (2013), states that there does exist a talent problem at this division because the staff needs to have adequate skills to meet up with the varying needs of the hotel industry, and they do not possess the required talent. This is because, the ay at this level of the hotel is quite low and highly talented staff cannot be employed because of cost constraints. Due to these factors in the background, employee talent has become a problem in the Rooms division as those who are willing to work at a low pay, lack adequate skills and those who possess these skills, do not want to work at the given remuneration rate. According to Purce (2014), the turnover rate in the Rooms division is around 13% which is comparatively low. Motivations behind employees wanting to work in front office and housekeeping Although working in the Rooms department of a hotel is a tedious task, there are certain employees who would like to work in the front office and housekeeping department. The motivations for working in front office are as follows: Superiority- Marchington et al., (2017), states that the employees engaged in the front office department of the hotel often feel a sense of notional superiority among workers of other staff like food and beverage, housekeeping and others. Thus, these workers consider their job as white-collared and get motivated thinking the same. Less manual work- Working in the housekeeping department has less manual work and more management tasks. Hence, when employees realize that they do not have to work hard physically as compared to the other departments in the hotel, they tend to get motivated. Authority- Working in the front office department as a duty manager gives an employee a high degree of authority. No task in a hotel can be completed without consultation with the manager. According to Jackson, Schuler and Jiang (2014), when the employees are given a sense of responsibility and authority, they often tend to be inspired to work harder for the goal achievement. Career growth- It is generally perceived that working in the front office department is the work of a manager and that this department involves high potential for growth in the career of the employee. For this reason many employees prefer working in the given department. Less working hours- There are various shifts in which the employees can work in a front office job and due to this reason, the employees often feel motivated to work in flexible hours. For housekeeping the motivation can be: High tips- The housekeeping staff is present to serve the customers. Hence, they often get huge tips for the service they provide Marler and Fisher (2013), states that this often works as a high source of motivation for the workers to engage themselves in this jib. Meeting new people- The housekeeping staff often come in contact with employees from all walks of life, therefore they like to gain experience of coming in contact with different kinds of people. Furthermore Budhwar and Debrah (2013), states that this job does not require a specific educational qualification and hence, many people like to work in the given department. Challenges of work front office and housekeeping Working in the front office and the housekeeping department is not an easy task. Many perceive it as a very difficult job which has absolutely no growth prospect. The challenges of working in a front house and housekeeping have been given as follows: Poor leadership is considered to be one of the most dominant challenges of the work in the front office and the housekeeping department. The managers are very stringent and tend to blame the employees for anything and everything that goes wrong. For this reason, the employees often prefer not working in the given department. Less promotion chances- The work at the room divisions department is very static. The work has little or no chances of employee promotion. Any employee would like a growth in their career and for that purpose; the Rooms division department lags that which then leads to a challenge. Unhealthy social life-The timings in the Rooms division department is varying. According to Baum (2016), the lack of work life balance serves as a huge challenge for the various employees working in the Rooms Division department. This is because the working hours is very long in this given department and leads to an unhealthy lifestyle. Poor communication channel- The communication channel in the Rooms division of the hotel is very weak. The managers do not feel the need to communicate the essentials of the organizational visions to the employees which makes them feel as if they are unable to associate themselves to the goals of the organization. Lack of job security- There is no job security in the job of a Rooms Division. It consists of mainly manual jobs like housekeeping, cleaning, laundry and others. These jobs are very tedious and require special skills, which is not possible for everyone to possess. Therefore, for this purpose, the hotels often sack the employees. This gives a lack of job security to the employees which serve as a huge challenge. Best practices adopted by hotels to retain and attract Rooms Division staff Incentives- According to Hoque (2013), incentives tend to serve as a huge source of motivation to the employees and can be considered to be the best practices which can be adopted by an organization. If the workers who have been performing well, be provided certain performance incentives, it will give rise to a good cultured environment which will be good for the hotel. Work in shifts- The employees should be provided a comfortable work shift hours. This will lead to better productivity as the less number of hours they will be working in a firm, they will be working hard for the welfare of the firm Conclusion Therefore, from the given analysis it could be witnessed that the job of a Rooms Division is a very difficult one and requires highly skilled and trained employees. The pay at the Rooms Division department is extremely low and this is the reason why employees often tend to leave the job because of various factors like low job security, poor management and tedious working hours. The management at the hotels needs to make an effort to see to it that they work well towards the goals completion of the hotel and take an effort in order to make the working environment better for the employees. Satisfying the employees will automatically lead to satisfaction of customers. Recommenations on how to retain the staff Retaining the staff forms an essential component of the Rooms Division staff. This is because that exist high costs of training the employees, again and again and certain measures are taken to keep them in the hotel, the company would save costs. The given four essential steps to keep the employees in the organization are as follows: Start from the scratch and at the very beginning The process of retention of the employees can begin at the very initial phase of interview. The primary key is to see to it that the right employees are hired for the right purpose of the hotel. Right techniques of employing the right kind of staff should be adopted. This may include proper screening of employees, going through their background and relevant work experience. It can be stated that if it is observed that a particular employee has been leaving and taking up work continuously, then there exists a fault in him. Keeping the employees occupied According to Nickson (2013), it is very important for an employee to see to it that the staff is well occupied. Giving a sense of purpose to the staff is the key to long term relationships. If the various tasks of the employees have the tendency to keep themselves busy then they will remain for a long time. For this purpose, the employees need to be given out proper schedules and activities which then will be able to keep them busy and in the firm. Innovative practices Innovation is often considered to be the key aspect of any organization. Giving rise to innovative practices in an organization may engage the employees. This innovation might be new ways of staffing, motivating and recognizing their achievements. The innovation practices mainly concentrate on the new ways of making the employees feel valued and respected. There should be an innovative way of rewarding the employees in front of the whole organization and other relevant programs in order to satisfy the employees. Providing them comfort Any worker if provided an environment of comfort will be happy to remain in the hotel. The comfortable environment needs to be created for the staff who will then feel appreciated. The company can engage in a get together function for the staff in order to see to it that they are satisfied and will be able to face the challenges easily. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Alfes, K., Truss, C., Soane, E. C., Rees, C., Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement.Human resource management,52(6), 839-859. Baum, T. (Ed.). (2016).Human resource issues in international tourism. Elsevier. Bratton, J., Gold, J. (2017).Human resource management: theory and practice. Palgrave. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. Routledge. Cascio, W. (2018).Managing human resources. McGraw-Hill Education. Hoque, K. (2013).Human resource management in the hotel industry: Strategy, innovation and performance. Routledge. Jackson, S. E., Schuler, R. S., Jiang, K. (2014). An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), 1-56. Marchington, M., Wilkinson, A., Donnelly, R., Kynighou, A. (2016).Human resource management at work. Kogan Page Publishers. Marco-Lajara, B., beda-Garca, M. (2013). Human resource management approaches in Spanish hotels: An introductory analysis.International Journal of Hospitality Management,35, 339-347. Marler, J. H., Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review,23(1), 18-36. Mok, C., Sparks, B., Kadampully, J. (2013).Service quality management in hospitality, tourism, and leisure. Routledge. Nickson, D. (2013).Human resource management for hospitality, tourism and events. Routledge. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Renwick, D. W., Redman, T., Maguire, S. (2013). Green human resource management: A review and research agenda.International Journal of Management Reviews,15(1), 1-14. Riley, M. (2014).Human resource management in the hospitality and tourism industry. Routledge

Performance Appraisal case study Essay Example

Performance Appraisal case study Paper The second option is to follow through with promoting Jose Luis, but to find a position with increased responsibilities and salary for Juan. The implications are as follows: Juan could be promoted into a Senior Salesperson role; a supervisory role or even be considered for a promotion at another site. This may serve to placate him. There are a few reasons that this alternative isnt the best option. First, positions shouldnt be created simply to keep employees happy. The organization needs to create and fill positions based on strategic objectives. Second, if the performance appraisal that was carried out was accurate, he shouldnt be moving up simply because of his tenure with the company. The third option is to rescind the job offer and to carry out a proper selection process including the two incumbents as well as any other internal or external incumbents. The implications are as follows: The company should seek legal advice and be prepared in case Jose Luis wishes to seek legal action. Although employment contract as generally considered at will whereby it can be terminated at any time, the company should still be well prepared. Although its not good practice to do this, its not entirely unusual when either a company find out new and relevant information about a candidate or when the company strategy changes. In this case, the new information was that there was less information about the candidate than previously thought. A senior level staff such as the Director of HR should speak with Jose Luis as quickly as possible to inform him of the error caused by the HR Manager. We will write a custom essay sample on Performance Appraisal case study specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Performance Appraisal case study specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Performance Appraisal case study specifically for you FOR ONLY $16.38 $13.9/page Hire Writer He should be informed that his performance is well recognized, but that the company has an obligation to everyone involved to ensure the hiring process is done correctly. If he is indeed the best person for the job the company will soon discover this. The job should then either be posted on a suitable employment website to gather candidates or, more preferably due to time pressures, be sent to a recruiter who may have candidates on hand. In this case, the interviewing can take place within one weeks time and a decision could be made within two weeks. The interviews should be well prepared. There should be at minimum two people present including the Director of Sales and a competent HR person (we would like to leave the current HR Manager out. This will be discussed later. ) The interview questions should be valid. In conjunction with the interview, employee track record (not including the performance appraisals which were uncertain) and seniority with the company, a decision should be made in a fair and equitable manner. Decision should be privately discussed with each internal candidate. He should be disciplined and retrained. Given how pivotal knowledge of hiring and performance management is for an HR professional, the company should evaluate whether or not the incumbent is the right person for the job. Terminating employment may need to be considered. The Director should assess the other responsibilities of the HR Manager. The best option although it will be a difficult one, is to take the fourth option, to rescind the offer and to conduct a fair and ethical hiring process for the position deciding between the two internal candidates. Although it may not send the best message about the company to rescind an offer, it is clear that the process was not done properly. The decision to hire internally is simply because it seems as though the company will be capable of finding a qualified manager between Juan and Jose Luis. If not, external candidates can be considered, but this doesnt seem to be a likely scenario.