Disaster in Franklin County

Fiasco in Franklin County Jennifer Wadsworth Western Governors University Disaster in Franklin County Role of Major Public Health Personnel The jobs of significant general wellbeing faculty must be appointed appropriately in a debacle circumstance so as to encourage viable activity. In the occurrence introduced, a hierarchy of leadership was set up and assignments given to the suitable work force dependent on their abilities and experience. All in all, this gathering reports to the Incident Commander, a person that is answerable for dealing with the whole fiasco activity and different groups associated with each degree of catastrophe management.In the initial hardly any hours following a debacle there are numerous things that should be tended to. In the situation introduced, one of the underlying messages that must be introduced is water security. Advising people in general on the method of reasoning regarding why their water is dangerous is significant in helping them comprehend the need of bubbling it before use to forestall sickness. Likewise educating them regarding where they can acquire a protected water flexibly is crucial.The accessibility of transitory asylums and lodging is additionally significant in the main hours and days following the tempest since numerous individuals may have needed to leave their homes because of flooding, loss of intensity, or basic harm. Ensuring residents comprehend the risks presented by brought down electrical cables and the means they should take while experiencing them is a medical problem too. Legitimate food stockpiling and taking care of is likewise basic when there is an absence of intensity in numerous homes. Realizing to what extent food will toward the end in an inoperable cooler or cooler will help forestall foodborne illness.Other messages of significance in the weeks to follow incorporate the subject of shape. While it may not be absolutely critical at first, inhabitants who have encountered flooding in their h omes must be made mindful of how to distinguish the wellspring of the issue and how to treat and expel it so as to forestall any wellbeing dangers related with shape. General wellbeing authorities must help with surveying cover locales to guarantee legitimate food taking care of, capacity, and planning. Sufficient and clean restroom offices must be evaluated so as to orchestrate extra compact administrations to be gotten if important. The living onditions that exist in the safe house should likewise be evaluated so as to guarantee singular protection and individual wellbeing. Lockjaw was a worry for certain residents and the general wellbeing authorities cautioned region inoculation facilities to who might be in danger of building up the ailment just as suggestions for immunization by the Centers for Disease Control and Prevention (CDC). Security of zone cafés and their capacity to revive came into question after the tempest and general wellbeing authorities, in collaboration with bordering regions, attempted to address the issue in a convenient manner so as to reestablish a feeling of regularity to the community.They should all be reviewed to guarantee that all general wellbeing rules are being followed and that the foundation is basically solid. Giving socially equipped instructive materials to individuals from the network, including those that may not communicate in English, is significant and would possibly address the tidy up of perilous materials, brought down appendages, and trees just as appropriate treatment of private wells. In the situation individuals from the general wellbeing group joined other crisis laborers in helping those occupants that might be sliced off from provisions because of flooding in their area.Public wellbeing attendants aided way to-entryway meet with those inhabitants to address quick wellbeing concerns or wounds that may have happened because of the tempest, just as the accessibility of fundamental supplies. Fundamental physi cal appraisals might be important in certain circumstances. The attendant can address prescription and clinical hardware supplies, and the capacity to utilize clinical gear, for example, nebulizers and oxygen concentrators.A absence of intensity would leave individuals with certain wellbeing conditions in danger of significant wellbeing intricacies. Departure to brief lodging or safe houses might be a superior option for a few, particularly those requiring dialysis or chemotherapy, and the general wellbeing attendant could help with organizing it. The general wellbeing attendant had the option to help facilitate the conveyance of vital prescriptions to those hard to find, empowering the patient to stay in their home for the time being.Safe food and water supplies would should be tended to with mortgage holders. Data in regards to the sheltered stockpiling, taking care of, and planning of food without power is a subject of concern. Inquisitive with respect to any auxiliary harm or fl ooding in people’s homes would permit the chance to give supportive data relating to brief lodging, the need to bubble water, and general individual wellbeing. The general wellbeing medical caretaker ought to likewise be accessible as occupants come back to their homes after rising waters have subsided.She can furnish essential wellbeing data to those with questions or concerns. Related to other general wellbeing authorities, the medical caretaker can help with giving data in regards to appropriate tidy up, removal of perilous waste, form, and the security of food that stayed in the home while the occupants were in covers. General wellbeing authorities, including the general wellbeing medical caretaker, ought to be available at any instructive gatherings held for the public.They would be fantastic assets for residents that have questions with respect to issues of wellbeing and security and could gracefully composed data for an assortment of concerns, for example, water and sa nitation, infection episodes because of the tempest, and general wellbeing data including vaccinations. Psychological well-being issues may likewise emerge because of the fiasco and demonstrating data on assets, just as referrals, might be important. The Chain of Command The Emergency Operations Center (EOC) Commander is the individual liable for the whole debacle recovery.The Medical/Health Branch Director, related to the whole general wellbeing gathering, would answer to the Commander and the EOC group with respect to relevant medical problems that may emerge. Those issues may require quick activity, or might be something that could emerge during and after the tidy up from the tempest. The general wellbeing bunch is a framework unto itself known as the Incident Command System. The Deputy Director filled in as the Incident Commander and the rest of the framework was comprised of people from the neighborhood wellbeing department.The lead job of Operations Section Chief is answerable for creating and executing an arrangement, just as manners by which to accomplish the objectives they set up. Every single other individual from the Public Health Incident Command System will answer to the Chief. The Operations Chief will likewise assist with sorting out, dole out, and regulate other outside assets vital for the accomplishment of the arrangement. Different jobs that the Operations Chief doles out to individuals from the office include: Public Information Officer, Finance/Administration Chief, Planning Chief, Liaison Officer, and Logistics Chief.The Public Information Officer is answerable for giving suitable general wellbeing data appropriate to the calamity. They will be the media contact and will guarantee that significant data arrives at the general population in an opportune way to constrain the danger of new medical problems. They will likewise teach individual general wellbeing staff so they can go about as a firm gathering with a predictable message. The Fin ance/Administration Chief will have a bookkeeping foundation and will manage any money related perspectives that emerge, for example, finance of representatives and contracted laborers welcomed on board explicitly because of the storm.The Planning Chief will be the purpose of contact for all data that is discharged to people in general in regards to the catastrophe. The documentation they give will be written in the dialects important to guarantee everybody influenced by the calamity is educated. The Liaison Officer is the purpose of contact for outside assets, giving data and addressing any inquiries they may have with respect to the catastrophe or administrations required. The Logistics Chief obtains things that Operations needs to take care of business, for example, space, supplies and equipment.The Community Health Nurse would answer to the Incident Commander and the individuals from the Incident Command System. Assets Available to the Community Health Nurse Throughout the catas trophe recuperation, the network wellbeing medical caretaker would unquestionably experience circumstances that were past her extent of training. There are numerous assets accessible to her and she would best serve her customers by using the people from the Incident Command System. They would have the option to place her in contact with individuals from psychological well-being administrations to home repair.The Logistics Chief would be a magnificent asset in getting help from outside hotspots for destinations for safe houses, hardware and supplies. The Planning Chief would be a useful asset in social event and circulating socially suitable data to individuals who may communicate in an alternate language. Should the attendant not realize who to go to in regards to a particular need, she could go to the Incident Commander who might furnish her with the fundamental contacts. Social Services, Environmental Health workers, and self employed entities are just a couple of the outside sour ces the general wellbeing medical caretaker might have the option to utilize.Actions of the Community Health Nurse During entryway to-entryway interviews following the tempest, the network wellbeing attendant ran over a few circumstances that necessary quick consideration. In one example, a property holder had flooding in his storm cellar and a synthetic spill in his carport. The medical attendant had an ecological wellbeing authority prompt the property holder on the best way to tidy up the spill. She likewise made certain the mortgage holder was given data on shape and the best strategies for cleaning his storm cellar once the rising waters died down. Another property holder was overpowered with the whole situation.She was promptly answerable for

Stationery, Cemetery, and Shepherd

Writing material, Cemetery, and Shepherd Writing material, Cemetery, and Shepherd Writing material, Cemetery, and Shepherd By Maeve Maddox Writing material Both writing material (n.), which means composing paper, and fixed (adj.), which means not moving, return to a similar source that gives us the thing station (a halting spot; a spot where a person or thing stands). In the Middle Ages a stationer was a tradesman who had a shop, rather than one who hauled his stock around with him. Initially the word was utilized from a general perspective to mean any retailer, however came to be related with book retailers specifically. At last, stationer came to mean somebody who sells composing materials, i.e., writing material. TIP: Stationery, similar to paper, is spelled with er. A left vehicle is fixed. Like park, the descriptive word fixed is spelled with ar. Burial ground This is by all accounts a particularly imperiled spelling. I have a nearby land map that spells graveyard inaccurately many occasions. Ive even observed an official burial ground sign with the erroneous spelling. TIP: Knowing that graveyard comes into English from French cimetiã ¨re may assist journalists with reviewing the right er spelling. German Shepherd Peruse the pets available to be purchased in any arranged area and you will see the word for the canine spelled sheperd, shepard, and shephard. In any event two of these incorrect spellings for the mutts name are basic spellings for family names. For the canine, nonetheless, the spelling is shepherd. TIP: The pooch was initially reared to help in the grouping of sheep or steers. The word shepherd originates from sheepherd. A shepherd groups sheep. Think crowd. Need to improve your English in a short time a day? Get a membership and begin accepting our composing tips and activities every day! Continue learning! Peruse the Spelling class, check our famous posts, or pick a related post below:Good At, Good In, and Good With35 Genres and Other Varieties of FictionComma Before Too?

U.S. Public Schools Have Lost 20% Of Their Librarians Since 2000 Critical Linking, May 24, 2018

U.S. Public Schools Have Lost 20% Of Their Librarians Since 2000 Critical Linking, May 24, 2018 Todays Critical Linking is sponsored by Fierce Reads. The United States  cant afford librarians, according to a new analysis of federal data. Since 2000, public school districts across the country have lost an average of 20% of librarians and media specialists, the  Education Week Research Center has found. During this same time period, student enrollment nationwide increased by 7%. The  shortage  in public school librarian employment â€" which saw the most dramatic drop following the Great Recession of 2008 and hasnt recovered since â€" has hit districts serving minorities the hardest. The wrong cuts to be making, especially in a recession. 20% is a huge loss.   ____________________ A good beach book has to manage a delicate balancing act: It’s got to be engrossing enough to compete with the waves (and keep you awake), but light enough that you can dip in and out of it among trips to the bar or the pool or the slip ‘n’ slide. This summer brings an abundance of new releases that fit the bill. From fiction to memoir to history, readers will have their pick of a stellar lineup. But  if these books have one thing in common, it’s not their content  but their outlook: Each will encourage you to change your outlook in dramatic waysâ€"often not for the sunnier. Im here for a book list of beach reads which are dark. ____________________ Rather than riding around in laundry carts or playing a game on mom or dad’s phone, children at the Wash ‘n Fold Laundromat, at the Gay Street Plaza, are reading. Organized almost four years ago, the Laundromat Library League, with 215 volunteers, stocks 64 sites in Pennsylvania, and 112 places in 12 states, with children’s books. I love ideas like this.   ____________________ My Students I absolutely love my students. I know a lot of teachers might say this, but I try my best to make sure my students feel loved, cared for, and respected. There are days where my students lift my spirits. My students put a smile on my face and truly make my days better; they inspire me to be the best teacher I can be.The majority of my kids come from low-income households and are taught at a very young age to be independent. They come from situations that are tragic and heart-breaking. I am astounded and, some days, left in shock by their strength and willingness to show up every single day. My students are the reason why I enjoy being a teacher! My Project My students need to be able to access literature and content that is culturally relevant! Unfortunately, our district and school have yet to revamp curriculum to better suit the needs of our students and community. The texts we are provided with are literally falling apart and held together by duct-tape. When we request to use the library, we are turned away and testing is giving precedence to use the facility. As mentioned, my students and I do not have the income to purchase books whenever we feel like it. Your donation would mean so much more than just a new book. It give us opportunities; it encourages to continue exploring; it motivates us to become empowered; it shows them that their education is not only important to them but to an entire community, an entire nation, and world. Your donation would be absolutely appreciated and would speak volumes to show students just how loved and important they truly are. Thank you Under $300 to fully fund this project, which we can do together.   Sign up to Today In Books to receive  daily news and miscellany from the world of books.

A Brief Note On Atherosclerosis And Coronary Spasms

1. Ms. T sought medical attention mainly because of intolerable chest pain after climbing several flights of stairs; however, Ms. T has a history of conditions such as atherosclerosis and coronary spasms. Atherosclerosis is the buildup of fatty material known as plaque, along the walls of arteries causing the arteries to narrow (Taber’s pg 224). Therefore, angina pectoris can result with exertion. Also, coronary spasms can potentially be caused by plaque buildup and can occur in people who have high cholesterol such as Ms. T. Also, coronary spasms are known to cause angina pectoris in people (Taber’s pg 2171). Ms. T’s history of these conditions explains why she experiences episodes of angina. 4. The two predominant types of angina are†¦show more content†¦Propranolol HcL drug to drug interactions: general anesthesia, IV phenytoin, and verapamil may cause additive myocardial depression. Additive bradycardia may occur with digoxin. Additive hypotension may occur with other antihypertensives, acute ingestion of alcohol, or nitrates. Levels may be decreased with chronic alcohol use. Concurrent use with amphetamines, cocaine, ephedrine, epinephrine, norepinephrine, phenylephrine, or pseudoephedrinemay result in unopposed alpha-adrenergic stimulation (excessive hypertension, bradycardia). Concurrent thyroid administration may decrease effectiveness. May alter the effectiveness of insulin or oral hypoglycemics(dose adjustments may be necessary). May decrease effectiveness of beta-adrenergic bronchodilatorsand theophylline. May decrease beneficial beta cardiovascular effects of dopamine or dobutamine. Use cautiously within 14 days of MAO inhibitor therapy (may result i n hypertension). Cimetidine may increase blood levels and toxicity. Concurrent NSAIDs may decrease antihypertensive action. Smoking increases metabolism and decreases effects; smoking cessation may increase effects. May increase levels of lidocaine and bupivacaine. Nifedipine drug to drug interactions: Drug-Drug: Rifampin, rifabutin, phenobarbital, phenytoin, orcarbamazepine may significantly decrease levels and effects; concurrent use is contraindicated. Ketoconazole, fluconazole, itraconazole,clarithromycin,Show MoreRelatedMyocardil Effusion4228 Words   |  17 PagesNMC (2008) code of conduct, the name of the patient will be changed to Peter and the placement area will remain as an acute care setting. According to McFerran (2008) the term â€Å"acute† is described as a disease of rapid onset, severe symptoms, and brief duration. Acute Care refers to riding at a crossroads of coming sharply to a crisis; severe, not chronic (Allen, 2000). Acute problems may appear precipitously, striking a totally unsuspecting victim. Nurses must quickly detect changes in clientsRead MoreCase Study Essay33967 Words   |  136 Pages2001, 1996, by Mosby, Inc. an affiliate of Elsevier Inc. All rights reserved. CHAPTER 1 CARDIOVASCULAR DISORDERS CASE STUDY 2 Case Study 2 Managing Hypertension Difficulty: Beginning Setting: Outpatient clinic 1 Cardiovascular Index Words: coronary artery disease (CAD), hypertension (HTN), medications, patient education, laboratory values, lifestyle modification, risk factors, Internet resources X Scenario M.P. is a 65-year-old African-American woman who comes to your clinic for a follow-upRead MoreHesi Practice31088 Words   |  125 Pagesarm? A. Keep the casted arm warm with a light blanket. B. Avoid handling the cast for 24 hours or until dry. C. Assess pedal and posterior tibial pulses every 2 hours. D. Assess movement and sensation in the fingers of the right hand. 32. Following coronary artery bypass grafting, a client begins having chest fullness and anxiety. The nurse suspects cardiac tamponade and prints a lead â… ¡ electrocardiograph (ECG) strip for interpretation. In looking at the strip, the change in the QRS complex that wouldRead MoreSocm Study Guide Essay30404 Words   |  122 Pagesthe major differences between functional and structural (organic) disease. | Examples of Varying EffectsOf Structural and FunctionalDiseases | | Disease | Type of Disease | Nature of Manifestations | Tension headaches | Functional (muscle spasm) | Functional (pain) | Benign tumor of the breast that produces mass | Structural (tumor) | Structural (mass) | Exogenous obesity causedby craving for food | Functional (hunger) | Structural (obesity) | Cancer of the esophagusthat prevents eating

The Characteristics Of The Arnold Friend - 1436 Words

Many authors look for inspiration in ways such as reflecting on past experiences, art, movies, history, or even nature. There are endless ways to develop new ideas in our everyday lives. In 1966, author Joyce Carol Oates was inspired to write a short story in a very peculiar way. While reading Life Magazine, she stumbled across an article about a serial killer with a bazar style and personality, which prompted her to write one of her most famous works to date. In the short story â€Å"Where Are You Going, Where Have You Been,† Joyce Carol Oates uses characteristics of serial killer Charles Howard Schmid Jr. to develop her fictional character Arnold Friend. Charles Howard Schmid Jr. was convicted of murdering three girls in the mid-sixties. He†¦show more content†¦Charles Schmid’s accomplice came in the form of John Saunders, a close friend of Schmid’s. Together, Schmid and Saunders picked up Alleen Rowe, convincing her to get in the car and tag along on a double date with them and another girl. They later drove her out to the desert and beat her to death with a rock (Gribben). In the story, Arnold Friend also features an accomplice, a menacing creep named Ellie Oscar. Similarly to John Saunders, Ellie Oscar plays a quiet, right-hand-man role, letting his ally do most of the work. The unmistakable resemblances between Charles Schmid’s and Arnold Friend’s accomplices point towards Joyce Carol Oates directly basing her character on the tactics of the real life serial killer. Joyce Carol Oates also based Arnold Friend’s stature off of Charles Schmid, the Pied Piper of Tucson. Charles Schmid was well known for being a short, well built individual. He was small but very athletic, having an accomplished career in gymnastics (Moser). Charles Schmid’s build and background in gymnastics is what was able to give him the physical ability to perform the multiple murders. Oates likely wanted to give Arnold Friend thos e same characteristics to make the story as realistic and as similar to the actual murders as possible. We can tell that Arnold Friend also features a muscular appearance when Connie describes him: â€Å"He looked as if he probablyShow MoreRelatedThe Hidden Identity of Arnold Friend Essay824 Words   |  4 PagesThe Hidden Identity of Arnold Friend The world is full of people who portray themselves as someone or something else. People usually hide their identity to obtain things that they want. It is common to be fooled by someones appearance. In Joyce Carol Oatess, Where Are You Going, Where Have You Been, Arnold Friend is an example of someone trying to trick another person into believing that he is something that he is not. In the story, a girl named Connie is confronted by a man who is tryingRead MoreWhere Are You Going, Where Have You Been By Joyce Carol Oates1032 Words   |  5 Pagesthese people genuinely? Arnold Friend, in the short story, â€Å"Where Are You Going, Where Have You Been† by Joyce Carol Oates, managed to deceive with his false characteristics. Arnold Friend was brought to life from Oates’s imagination of the mischievous serial killer Charles Schmid. Arnold Friend and Charles Schmid similarly attempted to delude with false attributes, had an interest in women, deceived women, both tried to create a false imagine for themselves, however Friend knew about everything aboutRead MoreSimilarities Between The Devil And Arnold Friend907 Words   |  4 PagesCarol Oates’ â€Å"short story† â€Å"Where Are You Going, Where Have You Been?†, a fifteen year old girl named Connie comes face-to-face with a man named Arnold Friend. Oates successful ly portrays the similarities between Arnold Friend and the Devil through plot, setting, and characterization. Throughout the text, Oates shows the reader Arnold Friend’s characteristic sinister ability to draw in Connie and manipulate her through what she loves the most. The data reveals, â€Å"He lifted his friend’s arm and showedRead MoreArnold Friend In Where Are You Going, Where Hare You Been? Essay1161 Words   |  5 Pagesand depraved actions. None, however, have struck such a devastatingly creepy chord as Arnold Friend of Joyce Carol Oates Where Are You Going, Where Have You Been? Seducer of young girls and embodiment of Lucifer, Arnold Friend is anything but a friend. Arnold Friend is presented through both actions and appearances, and these combine to diminish his likeability, while adding to his devilish persona. Although Arnold Friends traits are never stated outright, they are presented through his speech andRead MoreEssay About Arnold Friend1388 Words   |  6 Pageslevel. â€Å"Where Are You Going, Where Have You Been?† is a short story written by Joyce Carol Oates. Through her writing, she expresses the devil with her use of the character, Arnold Friend. Throughout this story, one can tell Arnold Friend is a symbolic Satan through his description, use of language, and his knowledge. Arnold Friend’s physical description resembles Bob Dylan’s appearance, but the devil is known to take on tempting forms. One source goes on to claim that â€Å"Arnold’s â€Å"shaggy, shabby blackRead More Reality is Like A Dream in Where Are You Going, Where Have You Been by Joyce Carol Oates1520 Words   |  7 Pagesmet†(28). This daydreaming behavior is observable to the reader throughout the story. From theories about dreams, theories about subconscious thought, and the clues that Oates provides, the reader is lead to believe that Connie’s experience with Arnold Friend is a nightmare used to awaken her to the consequences that her behavior could result in. Have you ever experienced a dream or a nightmare that seemed like reality? Most people in the world today would say that they have. Although this realisticRead MoreThe Absolutely True Diary Of A Part Time Indian By Sherman Alexie1573 Words   |  7 PagesIn Sherman Alexie’s The Absolutely True Diary of a Part-Time Indian, Arnold is a teenager living on a reservation in Spokane Washington. There, Arnold grows up aware of his limitations as an Indian and understands the difficulties that his parents had to endure growing up. He keeps these in mind as he gets older and makes the decision to leave the reservation. Throughout his journey, Arnold acknowledges the people who helped him along the way and who encouraged him to surpass his fears and to overcomeRead MoreArnold Friend Symbolizes the Devil in Where are you Going, Where Have you been? by Joyce Carol Oates533 Words   |  3 Pagestrying to persuade her to take a ride with him. He introduces himself as Arnold Friend a nd kindly asks her to come with him but she refused. He then threatens Connie and her family. She is then forced outside and leaves with Arnold Friend. Arnold Friend clearly symbolizes the devil through his physical traits, his knowledge of Connie, and his power over her kind of like he was hypnotizing her to go with him. First, Arnold Friend’s physical traits portray him as Satan. Oates says that â€Å"There wereRead MoreThe Invisible Man Character Analysis1150 Words   |  5 PagesMan, is egotistical and selfish, but this is just his outer emotions. Throughout the story there are hints at a complex background behind the famed invisible man that contribute to the reason for his erratic behavior. This is the same with the Arnold Friend, the main antagonist for Wells short story Where Are You Going, Where Have You Been? For instance there are suggestions about Friend’s self hate of his appearance and actions. Therefore this might provide a reason for his unstable personalityRead MoreArnold Friend Character Analysis853 Words   |  4 PagesEnglish 21011 James Friend Spells ‘Sociopath’ The persona of a sociopath appears to be much like any human. In many cases, one would not be able to pick him out of a crowd. Their minds, however, differ greatly from the average mind. A sociopath is extremely smart and methodical and most often is very meticulous in the way in which he acts. While many people are not thinking beyond the norm, a psychopath thinks about his every breath, step, and word. In the short story Where are you

Modified Calendar Issue Free Essays

Modifying a traditional school calendar essentially means that students attend school throughout the entire year with several mini-breaks rather than an extended summer break. There are both pros and cons involved in modifying the traditional school calendar. This essay will address the pros and provide rationale for selecting one calendar over another. We will write a custom essay sample on Modified Calendar Issue or any similar topic only for you Order Now Traditional School Calendar Growing up with a traditional school calendar, going to school from August until June and having the glorious three-month summer was something to look forward to as a child. According to Hsu’s article in the San Bernardino Sun, â€Å"Parents said a shorter summer would limit teens’ chances to work and do internships, and that families would have to cancel planned vacations† (2007). Community involvement is essential for a child to nurture ownership of the community and feel a sense of belonging. The extended summer calendar worked in the past, traditionally, and it would seemingly work now, except that things have changed over the years and a modified school calendar meets some needs of a changing world. Things that were not evident in the past have become apparent and a modified school calendar creates opportunity to address some of those needs whereas a traditional calendar does not. Modified School Calendar Many parents struggle with an age-old problem of coordinating breaks and vacations with their children. Many times children have longer breaks from school than the parents do from work. Shorter breaks are more reasonable and true to life in the business world, preparing children for a coming future. Harold Vollkommer, an assistant superintendent said, â€Å"Longer spring and winter recesses would provide time for students who were behind in school to take short, intensive remedial courses† (2007). This type of opportunity also helps by preparing students for greater responsibilities. Additionally, children learn how to manage their time. Working in internships and volunteering for the community becomes a year-round thing rather than just a summer thing. Conclusion Having experienced both calendars, I am in favor of the modified calendar. Traditions are nice and should never be forgotten; but, as time changes and new advancements are discovered and made, so must we be willing to modify a traditional way of doing things to accommodate our growth and potential. References Hsu, C. (2007). Board rejects proposed school calendar changes. Retrieved January 24, 2007 from, How to cite Modified Calendar Issue, Essay examples

The Impact of the End of the Cold War on Canada free essay sample

This article examines major network news coverage of Cuba in Canada (CBC and CTV) and in the United States (ABC, CBS, and NBC) from 1988 through 1992. Given the different histories of Canadian-Cuban and U. S. -Cuban relations since the revolution, the extent of similar negative coverage of the island in both countries reporting is somewhat surprising. Also, it is apparent that the end of the Cold War did not change, in any fundamental way, the frames employed by television news in its coverage of Cuba. Resume: Les changements profonds dans le systeme politique international qui ont eu lieu de 1988 a 1992, et quon decrit generalement comme marquant la chute du communisme, indiqueraient la possibilite dun changement dans la facon que les chaines nord-americaines auraient de rapporter les evenements dans leurs programmes dinformation sur le Cuba. Cet article examinera les programmes dinformation des chaines canadiennes les plus importantes (CBC et CTV) et de celles des Etats-Unis (ABC, CBS et NBC) de 1988 jusqua 1992. We will write a custom essay sample on The Impact of the End of the Cold War on Canada or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Etant donne levolution differente dans les relations Canada / Cuba et Etats-Unis / Cuba depuis la revolution cubaine de 1959, nous avons ete frappes par le degre de ressemblance entre les reportages negatifs sur le Cuba faits par les chaines des deux pays nord-americains. En plus, il est evident que la fin de la guerre froide na pas change de maniere fondamentale le point de vue des reportages televises sur les evenements cubains. INTRODUCTION Between 1988 and 1992, the years for which we examine coverage of Cuba on Canadian and American television news, the international system experienced a series of profound changes. The fall of the Berlin Wall in late 1989 signalled the end of Communism in Eastern Europe, while the failed coup in Russia in the summer of 1991 marked the end of Communist control in that country as well. These events ended the Cold War which had set the framework for international politics for over 40 years and, while scholars debated what it would look like and what forces would drive it, a New World Order was widely proclaimed (Cox, 1994; Huntington, 1993; Pfaltzgraff, 1994; Sideri, 1993). From 1947 to 1992 the Cold War between the United States and the Soviet Union was waged on a global scale. While no country in the Western Hemisphere completely escaped the machinations of the Cold War, Guatemala, Guyana, the Dominican Republic, Chile, Nicaragua, El Salvador, and Grenada were deeply affected. Cuba, however, was the pre-eminent flash point for U. S. -USSR conflict in the Hemisphere (Dominguez, 1978; Geyer, 1991; Huberman Sweezy, 1969; Oppenheimer, 1992). Most analysts agree that the few weeks of the Cuban Missile Crisis of 1962 marked the closest point during the Cold War where a full-scale nuclear war between the U. S. and the USSR could have begun (Blight, Nye, Welch, 1987; Garthoff, 1988). Thus, not discounting U. S. hostility to Fidel Castros domestic policies and their impact on U. S. interests, it was Cubas role as a military ally / base /surrogate which allowed the USSR to project its military power into not only the Western Hemisphere but also Africa that magnified U. S. pposition to the Cuban Revolution (Bernell, 1994). Canada was a full partner of the United States in the Cold War as evidenced by military alliances such as NATO and NORAD. Nonetheless, a desire to conduct an independent foreign policy as a middle power frequently led Canada to adopt postures different from their ally. None has turned out to be as significant as Canadas independent policy on Cuba. An historical detachment from Latin America had meant that fe w Canadian vital interests had developed in the area that were threatened by the Cuban Revolution. Thus, Canadian policymakers did not accord Cuba the same prominence as did their American counterparts. Indeed, as time passed, the maintenance of some degree of normalcy in relations with Cuba was viewed as a testament to a made in Canada foreign policy. The contribution of mass media to understanding the world beyond ones range of personal experience is wide ranging (Bennett, 1988; Galtung Holmboe Ruge, 1965; Stevenson Shaw, 1984; Thompson, 1988). We know that there is reality as well as multiple media portrayals of that reality (Chang, Shoemaker, Bredlinger, 1987; Gans, 1979; Tuchman, 1978; Whitney Becker, 1982) and, as Todd Gitlin (1981) has summarized the relationship, the role of media is to certify reality as reality (p. 2). The question is which reality is certified? That is to say, which of a myriad of events are reported and in what perspective are those events portrayed? The momentous changes in the international system from 1988 to 1992 resulted in basic alterations in the structure of international conflict and significant foreign policy changes on the part of both Russia and the United States. In such circumstances media were offered an opportunity to re-assess the frameworks employed to explain international events. In this regard, Deutsch Merritt (1965) argue that perceptions of international reality (in their words images), once formed, act as filters or screens through which new information on the subject must pass. In the case of Cuba, the summary justice employed by the Castro government against officials of the Batista government in the immediate post-revolutionary period, the souring of relations between Cuba and the United States followed by the abortive Bay of Pigs invasion in 1961, and the move by Cuba into the Soviet orbit culminating in the Missile Crisis of October 1962 established a powerful set of negative filters through which events involving Cuba and Castro were interpreted by U. S. media in subsequent years. In a study of Fidel Castros image presented in The New York Times from 1953 to 1992, it was found that beginning in 1988 precisely when changes in the international system suggested a reduced threat emanating from Cuba Castro was presented in a more negative manner. For the first time, including the hostility-filled years of the 1960s, there was a focus on the negative aspects of Castro the person, as opposed to Castro the politician (Soderlund, 1997; see also Lewis, 1960; McCaughan Platt, 1988). It appears that U. S. edia would have four main framing or filter options available for dealing with Cuba in the post-Cold War era (Entman, 1991; Gamson, 1989; Iyengar, 1991). First, they could retain the Cold War frame of conflict and confrontation toward both Cuba and Castro without noticeable change. Second, they could depart radically from the earlier frame, presenting a positive, forgive and forget image, characterizing Cuba as an emerging nation and Castro as a misguided, but nevert heless honourable, leader. Third, they could separate the image of Cuba from that of the man who has dominated its politics for the past 40 years. Cuba could be presented in either a positive or negative fashion, while Castro could be presented in the opposite direction. Presenting Cuba and Cubans as a country and a people in need of liberation from a demented, power-hungry dictator who has lost touch with world developments is probably the most likely scenario for the third option. Fourth, as suggested by the change in The New York Times treatment of Castro beginning in 1988, we could see an increased coupling of Fidel Castros leadership with the progressively severe problems faced by Cuba in the post-Cold War period. This frame would result in the image of the country and its leader in fact coming closer together. Each of these options offer a reality that U. S. media can choose, independent of the facts of the situation. Each version of reality could serve as a possible framework for presenting facts regarding Cuba as events occurred over the period of the study. Perhaps there is a fifth filter more relevant for Canadian media. This would frame Cuba as a relatively unimportant, small country which, having lost its Cold War status, is no longer considered to be particularly newsworthy, hence coverage would drop off. U. S. -CANADIAN COMPARISONS This study compares U. S. and Canadian television news treatment of Cuba during a critical period of transition from one world order to another. As noted above, Canadian foreign policy toward Cuba had diverged considerably from that of the United States (Baranyi, 1985; Gorham, 1991; Haglund, 1987; Rochlin, 1988). Most notably, Canada never recognized the U. S. -imposed economic embargo of the island and continued to carry on diplomatic and trade relationships with Cuba. Pierre Trudeau, Canadian Prime Minister for most of the period 1968 to 1984, developed a warm personal relationship with Fidel Castro, and in 1976 the Trudeau family made a highly visible visit to Cuba. Canadian foreign policy differences with the United States made Canada wary of entry into the Organization of American States, which finally occurred in 1990, because successive Canadian governments feared that membership would either lead to conflict with the U. S. over Latin American policy (Cuba in particular) or could create circumstances in which Canada might be perceived as a foreign policy handmaiden to the United States. In any event, one would expect that coverage of Cuba in the Canadian mass media would have less of an ideological basis than would be the case in the United States. If a countrys mass media broadly reflect government policy (Herman Chomsky, 1988; Parenti, 1986), one would hypothesize a less negative image of Cuba and Castro on Canadian, as opposed to American, television news and predict further that this less negative image would be even more evident with the end of the Cold War. In the case of American TV networks, in addition to expecting a more negative portrayal of the island and its leader overall, it is debatable as to which reality filter U. S. television would follow when moving from a Cold War to a New World Order relationship with Cuba and Castro. Thus there are two interrelated questions which guide our inquiry: (1) What differences were there in Canadian and American TV presentations and images of Cuba and Fidel Castro? and (2) How did the end of the Cold War affect television coverage of Cuba in each country?

Writing Business Letters

Writing Business Letters Writing business letters is an art that very few people take the time to master today. For those who dedicate time towards learning the proper format and style of writing business letters, they’ll find that they’ve gained a very distinct advantage over those who haven’t. A business letter is often the first impression, so take the opportunity to do it right. Spend time fixing the wording and print the letter on high-quality paper. Master the techniques and points of writing business letters and you’ll never have to wonder how you came across in your initial contact with the individual. Before you begin writing business letters, try to research and find out as much as possible about the audience that you are writing to. Business letters can range from an extremely formal style of writing to a more casual mode. Knowing which to use will go a long way in gaining the interest of the recipient of the letter. No matter which style of writing you decide to use when writing business letters, there are certain rules that need to be followed. When writing business letters, you should always use your computer. They should never be written by hand. Begin by choosing the format in writing business letters. The most commonly used format is the block format. This requires left justifying the whole letter using single spacing with a double space between paragraphs. Next choose the font. In writing business letters, one may not think the font is all that important but it can make a big difference. Again, the type of company you are directing your business letter to will play a role in the font you choose. Traditional companies lean towards the more conservative font styles while others may allow for more creativity. Either way, your letter should always be easy to read. Some fonts are very creative looking and make for an interesting looking page but are difficult to read. If it’s too difficult then your letter may not get read. Keep in mind that you are writing business letters for the audience not for yourself. Read what you have selected and ask yourself if you’d have any trouble reading this. In writing business letters, remember that it’s a much more formal looking document than personal letters. The margin should be at least an inch on all four sides. Begin with the heading, which contains the return address then a date line with a space between the two. Skip another line after the date and write out the inside address. If you’re writing a business letter then most likely this is an important document that you truly need to have delivered correctly. The inclusion of an inside address on a business letter ensures the delivery to the correct person or department should the address on the outside of the envelope become damaged in some way. Skip another line after the inside address and type in the salutation. The greeting, when writing business letters, is always formal. It typically begins with â€Å"Dear† and includes the person’s full name and title. Skip another line after the salutation and you’re ready to begin writing the body of t he letter. The most important part of writing business letters is the body of the letter. Excellent grammar and spelling is a must to make a good impression on the reader. The information you are conveying here must be concise and to the point. The whole purpose of writing business letters is to get a point across or to request something. In doing these things, you need to have a good handle on proper grammar and English choices to make your statement as quickly and succinctly as possible. This is not the time to use flowery creative words and draw out your sentences. Do not attempt to show off your vocabulary skills. Be professional but yet clear on the subject. Again skip another line before your closing. Use a short but polite closing in writing business letters and skip two lines before typing in your full name. This allows a space for your handwritten signature. Follow these tips when writing business letters and you’ll find that this will set you apart from most people who haven’t taken the time to really study how writing business letters should be. Incoming search terms: what types of fonts and paragraph spacing would you use in a business letter What types of fonts and paragraph spacing would you use in a business letter? proper font for business letter business letter font What types of fonts would you use in a business letter formal letter font proper business letter spacing format What types of fonts and paragraph spcing would you sue in a business letter what type of font and spacing is used in business letter what font should i use for a business letter

Losing the Dark

Losing the Dark Have you ever heard of light pollution? Its the overuse of light at night. Nearly everyone on Earth has experienced it. Cities are bathed in light, but lights also encroach on the wilderness and rural landscapes as well. A study of light pollution around the world made in 2016 showed that at least a third of people on Earth have skies that are so light-polluted they cant see the Milky Way from their locations.   One of the most astonishing discoveries the astronauts on the International Space Station share with us is the widespread light pollution that covers our landscapes with the yellowish-white glow of lights. Even at sea, fishing boats, tankers, and other ships light up the darkness.   The Effects of Light Pollution Because of light pollution, our dark skies are disappearing. This is because lights on homes and  businesses are sending light up to the sky. In many places, all but the brightest stars are washed out by the glare of lights. Not only is this simply wrong, but it also costs money. Shining them UP to the sky to light the stars wastes electricity and the energy sources (mainly fossil fuels) we need to create electrical power.   In recent years, medical science has also looked into the link between light pollution and too much light at night. The results show that human health and wildlife are being harmed by the glare of lights during the night time hours. Recent studies have linked exposure to too much light at night to several serious diseases, including breast cancer and prostate cancer. In addition, the glare of light pollution interferes with a persons ability to sleep, which has other health consequences. Other studies show that the glare of lights at night, particularly on city streets, can result in accidents for both drivers and pedestrians blinded by the light of electronic billboards and superbright headlights on other cars. In many areas, light pollution is contributing to tragic loss of wildlife habitat, interfering with bird migrations and affecting reproduction of many species. This has reduced some populations of wildlife and threatens others.   For astronomers, light pollution is a tragedy. No matter whether you are a beginning observer or an experienced professional, too much light at night washes out the view of stars and galaxies. In many places on our planet, people have rarely seen the Milky Way  in their night skies. What Can All of us Do to Prevent Light Pollution? Of course, we all know that lighting is needed in some places at night for safety and security. No one is saying to turn off ALL the lights. To solve the problems caused by light pollution, smart  people in industry and science research have been contemplating ways to have our safety but also eliminate the waste of light and power.   The solution theyve come up with sounds simple: to learn proper ways to use lighting. These include lighting places that only need illumination at night. People can reduce a LOT of light pollution by shining lights DOWN to the places where they are needed. And, in some places, if light isnt needed, we CAN just simply switch them off. In most cases, proper lighting not only preserves safety and reduces the harm to our health and to wildlife, but it also saves money in lower electrical bills and lowers the use of fossil fuels for power.   We CAN have dark skies and safe lighting. Learn more about what YOU can do to light safely and reduce light pollution from the International Dark Sky Association, one of the worlds foremost groups seeking to solve light pollution issues and preserve safety and quality of life. The group has many useful resources for city planners, and both urban and country dwellers interested in reducing the glare of lights at night. They also sponsored the creation of a video called Losing the Dark, which illustrates many of the concepts discussed here. Its available free for download by anyone wishing to use it in their planetarium, classroom, or lecture hall.

Complaint Letter Assignment Example | Topics and Well Written Essays - 750 words

Complaint Letter - Assignment Example After placing my order, I had to wait for more than 30 minutes to receive it. To make matters worse, the order was wrong and the person who served me was not professional enough to address my complaint. Instead, he answered me in a rude way as if I was a stranger in this particular restaurant that I have always treated with great esteem. I have also been forced to write a letter of complaint as a result of the bad treatment I received from one of the company’s staff members. I always believe that the customer is king in business but I was treated as a villain on this day in question. Companies that fail to treat their customers as valuable assets are likely to be negatively impacted by bad publicity they are likely to receive from other disgruntled customers. I therefore expect to get formal apology for this bad experience at McDonalds’ since I am a very loyal customer to the company. This will help me not to issue negative statements about the company that can tarnish its image. The other issue is that the company has not yet responded to my complaint and this has also contribute towards doubting the authenticity of the company in offering reliable and quality services. I probably feel that I have not yet received a response from the organization as a result of the fact that they are investigating the case so as to get to the root cause of the problem. Such kinds of issues need careful attention since they can tarnish the image of the organization if not properly handled. Therefore, the manager dealing with the case ought to take necessary measures that are meant to ensure that this issue has been solved in an amicable way in order to avoid a scenario where the image of the organization will be tarnished as a result of such simple issues. From this experience, I have discovered that some employees can just be rude and they can tarnish the image of the company.

Starbucks company Research Paper Example | Topics and Well Written Essays - 250 words - 1

Starbucks company - Research Paper Example Another short term objective for Starbucks Company is to increase the customer’s awareness on Starbucks environmental concerns. Actively planning and setting short term environmental goals will achieve a long term reputation of environmental appreciation for Starbucks. Functional Tactics Functional tactics can be used by Starbucks Company to implement a strong action plan that generates positive results for the company. Functional tactics include training employees, creating a new serving materials and common areas that are environmentally friendly. Including a recycling unit in every Starbucks is a functional tactic that will increase customer awareness and help achieve short and long term objectives. Implying these functional tactics will give Starbucks and increased competitive advantage over competitors who do not show environmental concerns. Policies to Aid Strategy Execution Starbucks Company has used policies in the past to aid in completing objectives. Policies ensure that employees are empowering the company and completely understand the objectives that the company is trying to achieve. Currently Starbucks Company has implemented a policy that focuses on the customers’ needs. Managers must follow a specific policy that enables them to properly handle any issues that arise with customers. Starbucks also has a policy that empowers the Starbucks brand.

Influence of Employee Relations on Work Performance

Influence of Employee Relations on Work Performance This research is based on the assumption that it is the good relation with staff factor that leads to increase staff performance in the service department of hotel industry. Both the variables are very important in hotel industry. Staff performance is key to success for the hospitality organizations because hospitality organization is labor intensive industry so it becomes very important to focus on those factors that motivate employees for the work and to deliver their best to the organization. There are many factors that influence employee and work of employees. Relation with employee is one of them. Employee motivation may relate with money, position in the organization, future perspective, but relation with the peer group and boss is foremost factor that have direct impact on employee performance. Good employee relation means creation of congenial environment that retain the motivation of employees and keep motivating them for their commitments towards the organization. 1.2 AIM AND OBJECTIVES / RESEARCH QUESTIONS / HYPOTHESIS: 1.2.1 Aim of this research: aim of this research is to find out the influence of good employee relation on work performance of an employees, with special reference to restaurant service staff of hotel industry. 1.2.2 Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? 1.3 RATIONAL: Author believes that employee relation is very important as an motivating factor, and employee performance is also very important for the development of an organization and in achieving organizational goal. This philosophy is very much important in the hospitality industry because hospitality industry is guest based business and employees are the only factor that brings guest satisfaction. So keep employee happy should be the right slogan for human resource department of the hotel and concerned functional department too. This is the thinking behind choice of this topic. 1.4 STRUCTURE OF THE DISSERTATION: This research work is having many sections. Author is giving brief introduction and the sequence of the chapters. Chapter two is based on secondary research and placed just after this chapter, after that third chapter is on methodology and fourth is on depth analysis of the questions of the questionnaire and after that fifth chapter is containing conclusion of the research. After conclusion there is list of references followed by appendix section. Chapter2 Literature Review 2.1 What is employee relations? Employee relation or industrial relation is basically relation between employees and employer collectively. In this research author has established aim and objective which basically focus on impact of good employee relation on employee performance. Author is presenting this section as secondary research which is conducted through many books and websites. There are many variables of this research topic such as employee relation and its basis, employee performance and its basis, so all the related areas are also explored in this section of the research so that a valid conclusion can be drawn at the end of this section which would be conclusion based on secondary research. 2.2 Employee relation: à ¢Ã¢â€š ¬Ã…“Employee relations can be seen primarily as a skill-set or a philosophy, rather than as a management function or well-defined area of activity. Despite well-publicised instances of industrial action, the emphasis of employee relations continues to shift from collective institutions, such as trade unions and collective bargaining, to the relationship with individual employees. The ideas of employee voice and the psychological contract have been accepted by employers and reflected in their employee relations policies and aspirations. Employee relations skills and competencies are still seen by employers as critical to achieving performance benefits through a focus on employee involvement, commitment and engagement. Employee relations is seen as strategic in terms of managing business risk: both the downside risk of non-compliance with an expanded body of employment law, and the upside risk of failing to deliver maximum business performanceà ¢Ã¢â€š ¬?. http://www.cipd.c o.uk/subjects/empreltns/general/emprelsovr.htm 2.3 Job Satisfaction and Job performance: To understand the nature of job satisfaction and its effects on work performance is not easy. For at least 50 years industrial/organizational psychologists have been wrestling with the question of the relationship between job satisfaction and job performance. Researchers have put a considerable amount of effort into attempts to demonstrate that the two are positively related in a particular fashion: a happy worker is a good worker. Although this sounds like a very appealing idea, the results of empirical literature are too mixed to support the hypothesis that job satisfaction leads to better performance or even that there is a reliable positive correlation between these two variables. On the other hand some researchers argue that the results are equally inconclusive with respect to the hypothesis that there is no such relationship. As a result of this ambiguity, this relationship continues to stimulate research and re-examination of previous attempts. This paper strives to describe t he relation of job satisfaction and performance, keeping in mind the value this relation has for organizations. http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative. In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement. The relationship between job satisfaction and performance is an issue of continuing debate and controversy. One view, associated with the early human relations approach, is that satisfaction leads to performance. An alternative view is that performance leads to satisfaction. However, a variety of studies suggest that research has found only a limited relationship between satisf action and work output and offer scant comfort to those seeking to confirm that a satisfied worker is also a productive one. Labor turnover and absenteeism are commonly associated with dissatisfaction, but although there may be some correlation, there are many other possible factors. No universal generalizations about worker dissatisfaction exist, to offer easy management solutions to problems of turnover and absenteeism. The study suggests that it is primarily in the realm of job design, where opportunity resides for a constructive improvement of the workers satisfaction level. Individual performance is generally determined by three factors. Motivation, the desire to do the job, ability, the capability to do the job, and the work environment, the tools, materials, and information needed to do the job. If an employee lacks ability, the manager can provide training or replace the worker. If there is an environmental problem, the manager can also usually make adjustments to promote hi gher performance. But if motivation is the problem, the managers task is more challenging. Individual behavior is a complex phenomenon, and the manager may not be able to figure out why the employee is not motivated and how to change the behavior. Thus, also motivation plays a vital role since it might influence negatively performance and because of its intangible nature.http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm 2.4 The elements of a job that create job satisfaction Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to put his or her signature on the finished product Opportunities to use ones talents and to be creative Opportunities to take responsibility and direct ones own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion http://www.answers.com/topic/job-satisfaction 2.5 Workers Roles in Job Satisfaction If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employerà ¢Ã¢â€š ¬Ã¢â€ž ¢s value and reward excellent reading, listening, writing, and speaking skills. Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards. Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques. http://www.answers.com/topic/job-satisfaction Employee engagement:   Ãƒ ¢Ã¢â€š ¬Ã…“The achievement of business goals and financial returns is increasingly dependent on delivery by front-line employees. à ¢Ã¢â€š ¬Ã‹Å"Engagementà ¢Ã¢â€š ¬Ã¢â€ž ¢ has been described as a combination of commitment and organisational citizenship. There is no shortage of evidence about people management policies and practices that contribute to building employee engagement. They include: Employee voice: Managers are much more convinced than they were a decade ago that involvement produces business benefits. This is confirmed by the range of methods for direct communication and recognising individual employee contribution that HR departments now implement and operate. Teamworking: à ¢Ã¢â€š ¬Ã…“Training, teamworking, supervisors trained in employee relation matters and problem-solving groups are all associated with one another. In combination, this group of practices might be construed as a model of direct employee participation in decision-making. Work-life ba lance: Policies on work-life balance are being used by employers to underpin positive workplace behaviours. Our various surveys of employee attitudes, for example Guest and Conway5, have underlined the link between work-life balance, commitment and performance, and there is strong support by employers for the current legislation giving employees the right to request flexible workingà ¢Ã¢â€š ¬?. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm HR and employee relation: à ¢Ã¢â€š ¬Ã…“Communication is the glue that makes policies real and without which they are ineffective. The fact that communication is necessarily a two-way process, involving dialogue rather than simply instruction, is well established. Yet many organisations perform badly in this area, failing to give communication the priority it deserves. Getting communication right involves both professionalism and persistence. The qualities required include focusing on positive behaviours and outcomes, taking a positive, problem-solving approach, anticipating problems, recommending solutions and being able to offer sound advice to senior managers about implementation. Negotiating skills are still useful but needed less often. A much wider area of knowledge is now required, along with the skills to apply it, including surveying and interpreting employee attitudes, communications and conflict management. Most important is the ability to à ¢Ã¢â€š ¬Ã‹Å"fità ¢Ã¢â€š ¬Ã¢â€ž ¢ policies and practices to suit the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s goals and the character of its workforce. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Value of employee relation: à ¢Ã¢â€š ¬Ã…“To a considerable extent, it is only in the public sector that trade unions retain a measure of their former strength and influence in the workplace. This is partly through the existence of institutions of collective consultation, reinforced by continued reliance in many cases on industry-level bargaining and the public policy emphasis on à ¢Ã¢â€š ¬Ã‹Å"partnershipà ¢Ã¢â€š ¬Ã¢â€ž ¢. Union influence in the private sector, on the other hand, continues to decline. The main areas of the private sector where industrial disputes are still experienced from time to time, for example, public transport, are those where thereà ¢Ã¢â€š ¬Ã¢â€ž ¢s a clear public or political interest and/or the Government is seen as the ultimate à ¢Ã¢â€š ¬Ã‹Å"bankerà ¢Ã¢â€š ¬Ã¢â€ž ¢. à ¢Ã¢â€š ¬Ã‹Å"Employee relationsà ¢Ã¢â€š ¬Ã¢â€ž ¢ as a term remains ambiguous, with no clear boundaries. Most HR people donà ¢Ã¢â€š ¬Ã¢â€ž ¢t use the term on an everyday basis. It is not calculated to help manage rs focus on what they need to know and do to increase performance à ¢Ã¢â€š ¬Ã¢â‚¬Å" the language has echoes of a historical era that offers few insights into contemporary practice. The traditional academic models of industrial relations have only limited relevance to what managers do today. Employers are in charge and the role of à ¢Ã¢â€š ¬Ã‹Å"joint controlà ¢Ã¢â€š ¬Ã¢â€ž ¢ and à ¢Ã¢â€š ¬Ã‹Å"rule-makingà ¢Ã¢â€š ¬Ã¢â€ž ¢ by employers and trade unions has been substantially replaced by employment regulation and organisational values. Employee relations can nevertheless point to an underlying philosophy and attitudes and skills that are still needed by HR practitioners. The current à ¢Ã¢â€š ¬Ã‹Å"business partnerà ¢Ã¢â€š ¬Ã¢â€ž ¢ model is helpful in identifying an à ¢Ã¢â€š ¬Ã‹Å"added valueà ¢Ã¢â€š ¬Ã¢â€ž ¢ framework within which HR practitioners need to operate, but an unreflecting business focus may lead to a neglect of the softer skills, which are essential to managing the em ployment relationship, and of employee interests and influence. Employers also need HR managers with a positive, à ¢Ã¢â€š ¬Ã‹Å"can doà ¢Ã¢â€š ¬Ã¢â€ž ¢ attitude who will resist the temptation to adopt a defensive or compliance-led HR culture. Commitment and engagement are crucial to performance but they are not consistently high enough in the hierarchy of line management à ¢Ã¢â€š ¬Ã¢â‚¬Å" or, often, HR à ¢Ã¢â€š ¬Ã¢â‚¬Å" priorities. The Employee Information and Consultation Regulations may be helpful in raising the profile of employee voice and involvement, but the WERS 20042 findings give little basis for optimism that this will happen. More effort needs to be put into training and supporting line managers in, for example, teamworking and change management as the basis for establishing and maintaining motivation and commitment, which is a critical role for employee relations managers. Issues about à ¢Ã¢â€š ¬Ã‹Å"alignmentà ¢Ã¢â€š ¬Ã¢â€ž ¢ of HR and business strategies have mostl y to be resolved within this area. There is too much focus within organisations on strategy formulation and planning, and not enough on implementation and delivery. Managing the employment relationship rests heavily on the shoulders of line managers, but their competence in this area is, in general, seriously neglected. The concept of engagement is helpful in promoting wider interest in the measurement of HR outputs, including through the widespread use of employee attitudes surveys and in performance management/appraisalsystemsà ¢Ã¢â€š ¬?. à ¢Ã¢â€š ¬Ã…“ http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Maintaining employee relation: Good employee relations means you create an environment which delivers what people want today. They want to feel good about who they are, what they do and where they work. Although there is probably an endless list of opinions as to what employees want today, here are 10 that are important as you consider building an employee relations program for your business: Employees want to be comfortable with what their employer stands for. Social psychology research indicates the chances of success are much greater for your organization if you have a clearly defined vision that all your people can follow. In some organizations, this is also referred to as a mission statement. Does your organization, department or division have one? Use it as a part of your employee relations strategy to ensure that your employees are comfortable with what your business is about. Employees want to identify with corporate principles. Today employees are very opinionated about the moral and ethical issues in business today. They care about such things as employee privacy and employee rights. By having a set of guiding principles, and following these principles, your organization creates a framework within which to develop principle-centered policies and procedures or make principle-centered decisions regarding difficult employment related issues. Employees want to know their employer cares about their opinions and concerns. If youre going to create a good employee relations program, you need to have a mechanism for finding out what your employees care about, what they are concerned about, what they think of you as an employer. Conduct employee opinion surveys. http://austin.bizjournals.com/austin/stories/1998/03/30/focus4.html Chapter: 3 RESEARCH METHODOLOGY 3.1 RESEARCH METHODS Research methods can be qualitative, quantitative or both (Schiffman and Kanuk, 2000). The selection of the particular research method depends on the kind of information required. Qualitative method collects, analyzes, and interprets data that cannot be meaningfully quantified, that is, summarized in the form of numbers. For this reason, qualitative method is sometimes referred to as soft research method. Any research using non-structured questioning or observation techniques can be labeled qualitative research. Qualitative method typically studies relatively few respondents or units. In other words, a research of a large, representative sample would normally not be called qualitative research method even if it used some non-structured questions or observations. The non-structured and small-sample features of qualitative research techniques have an important implication. They are intended to provide initial insights, ideas, or understanding about a problem, not to recommend a final c ourse of action. Therefore, qualitative research techniques are most appropriate in situations calling for exploratory research. Quantitative research method, in contrast, is characterized by more structure and larger, more representative respondent samples. Consequently, the logical place for quantitative research techniques (usually in the form of large-scale questionnaire surveys or structured observations) is in conclusive studies. A primary role of qualitative research method is to generate hunches or hypotheses. In contrast, each of the situations under quantitative research calls for very specific data, capable of suggesting a final course of action (Parasuraman, et al. 2004). The above description suggests us that qualitative research method is a soft approach in which collected and identified data or information cannot be meaningfully quantified and more importantly in this approach non-structured research is conducted; but so far as quantitative research method is concerned, in this approach structured research is conducted with approaching larger respondents and the collected data can be meaningfully quantified. This research is qualitative based so required qualitative data to achieve the aims and objectives of the research, therefore qualitative research approach has been applied to conduct this research. 3.2 DATA COLLECTION Research data can be collected either in the form of secondary or primary or both (Clark et al, 2003). In this research both primary and secondary data were collected considering the aims and objectives of the research. 3.2.1 SECONDARY DATA: Secondary Data usually factual information can be obtained through secondary data, that have already been collected from other sources and are readily available from those sources (Parasuraman, et al. 2004). The definition and characteristics of secondary data presented above suggest us that secondary data are data that have already been collected for purpose other than the problem in hand. Before detailing as how and what secondary data were collected in this research, in would be worth to examine the advantages and disadvantages of such data. Secondary data are easily accessible, relatively inexpensive, and quickly obtained. Some secondary data, are available on topics where it would not be feasible for a firm to collect primary data. Although it is rare for secondary data to provide all the answers to a non-routine research problem, such data can be useful in a variety of ways (Kotabe, 2002). Secondary data can help: Identify the problem, better define the problem, develop an approach to the problem, formulate an appropriate research design (for example, by identifying the key variables), answer certain research questions and test some hypotheses and interpret primary data more insightfully. Because secondary data have been collected for purposes other than the problem at hand, their usefulness to the current problem may be limited in several important ways, including relevance and accuracy. The objectives, nature, and methods used to collect the secondary data may not be appropriate to the present situation. Also, secon dary data may be lacking in accuracy, or they may not be completely current or dependable. Before using secondary data, it is important to evaluate them on these factors (Malhotra, 2004). Although so many disadvantages are associated with the secondary data, but such data were found useful in this research as identifying and defining the problem, and developing research objectives. The secondary data in the this research is in the form of literature review. The various sources of secondary data in this research were: books, journals, periodicals, newspapers and magazines and websites. 3.2.2 PRIMARY DATA COLLECTION Primary data is collected for the specific purpose of addressing the problem at hand. The collection of primary data involves various steps. Thus obtaining primary data can be expensive and time consuming (Malhotra, 2004). These suggest that primary data are those data that are collected for the particular purpose of research in hand. The disadvantage of collecting primary data is that it is lengthy and resource and time consuming process (in comparison of secondary data), but the advantage of primary data is that they are first hand information and comparatively more reliable (than secondary data). Primary data can be collected from various sources and methods that are case studies, observation, questionnaire survey and interview (Clark et al, 2003). In this research questionnaire survey method was applied in order to collect primary data. Designing questionnaires may appear to be simple, especially to those who have not designed one before. After all, you may think, once you have a clear notion of the information desired, it should be easy to formulate appropriate questions and arrange them in the form of an instrument (Parasuraman, 2004). Primary data collection approach adopted in this research: Sampling technique: Author has followed convenient sampling technique and chosen sample hotel based on the same technique. This technique involves choice of hotel which easily accessible by the author. Sample: samples were based on Delhi based 5 star hotels. Sample size: Tools used in primary data collection: Author followed questionnaire technique to collect the data from the samples, in some cases author went to the sample hotel and met with the person concerned for this research but in many cases author referred telephonic talk and get the questionnaire filled over the phone. 3.3 DATA ANALYSIS Before analyzing a data set using sophisticated techniques, a researcher should get a feeling for what the data are like. The purpose of preliminary data analysis is to reveal features of the basic composition of the data collected. It can also provide useful insights pertaining to the research objectives and suggest meaningful approaches for further analysis of the data. Preliminary data analysis examines the central tendency(mean) and the dispersion of the data on each variable in the data set. The measurement level of a variable that is, whether the variable is nominal, ordinal, interval, or ratio has a bearing on which measures of central tendency and dispersion will be appropriate for it (Parasuraman, 2004). In accordance with the above prescription of data analysis, firstly all the collected data were coded and arranged in a systematic manner and then analysed in accordance with the objectives of the research to reach the conclusions after comparing secondary and primary data. Author has followed tabulation of data and use of percentage technique to find out average of the response and based on the same conclusion has been drawn. 3.4 LIMITATIONS Due to limited time and resources, the author had to downsize his plan on various fronts. Firstly, getting an appointment with the respondents was not easy as in some cases because they had tight schedule in their professional activities, whereas some were found unwilling to response. Secondly, due to provided limited time, the author could not get filled the questionnaire face-to-face or personally from the respondents, and thus in many cases the author had to satisfy with telephonic conversation for filling the questionnaire. Chapetr 4 FINDING AND ANALYSIS Question no-1-Do you feel that employee relation has importance in hotel industry? Answer no-1- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE YES 10 100 NO 0 In the above response collected, it is visible that 100% of the employees said that good employee relation has significance in hotel Industry. Question no-2-Good employee relation leads to employee motivation. Answer no-2- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 10 100 FALSE 0 Above tabulation shows that all the 10 respondents said that good employee relation is motivating factor for the restaurant staff and leads to employee performance. Question no-3-Employees can compensated with other motivating factor with good relation? Answer no-3- ( ) AGREE ( ) DIS AGREE à ¢Ã¢â€š ¬Ã‹Å" OPTIONS RESPONSE PERCENTAGE AGREE 9 90 DIS AGREE 1 10 90% of the staff working in the hotel restaurant agree that employee motivation can be compensated with good employee relation due to the good relationship of the staff with the employer helps this help motivating employees. Due to good relation employee may be happy with differed financial benefits. Question no-4- Do you feel that Employees always want to be appreciated for job done? Answer no-4- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 7 70 FALSE 3 30 70% of them have said that the above statement is true as, employees want to be appreciated and recognized for a job done, and rest of them (30%) have said that this statement is false. Question no-5- Do you think reward based work promotes the team spirit among employees? Answer no-5- ( ) AGREE ( ) DISAGREE OPTIONS RESPONSE PERCENTAGE AGREE 4 40 DIS AGREE 6 60 above table shows that reward does not lead to team spirit among the employees. Here author would like to say that it is very much clear that individual performance may go up by introduction of reward but integration of efforts can not be achieved with reward. So author would like to highlight that it is the relation among peer and employer that promote employee satisfaction and so overall there will be enhancement in the performance of entire employee as a team. Question no-6- Do you think gap between organizational objective and individual due to communication may lead to employee dissatisfaction and hence lower performance? Answer no-6- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE AGREE 100 100 DIS AGREE 00 00 Here this response reveals that there should not be communication gap between employee and employer because this is also a reason of employee dissatisfaction. Employee actually want to know the overall direction of the organization failing which there is rise in reluctance and less performance. So this communication gap is part of good relation if there is gap means there is no good relation between employer and employee so again it is proved that good relation leading to positive impact. Question no-7-what you feel about relation between communication gap between employer and employee leads to low performance and motivation of employees? Answer no-7- ( ) TRUE ( ) FALSE Above table shows that 90% of the staff of the hotels are agree and having the same belief that communication gap increases employee de-motivation hence lower performance of employees. Chapter 5 CONCLUSION In order to conclude the topic author would like to mention the aim and objectives of this research which author had established at the starting of this research. Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? Based on the research conducted by author now at this stage author have been comparing what was to achieved and what have been achieved then author found there is no variance in the research objectives and all the steps of research till conclusion. All the aspects have been recognized and evaluated. Based on the primary research conducted by the author it is very much clear that it is the good relation between employer and employee or peer group that leads to feeling of team work and overall performance of employees goes up that Influence of Employee Relations on Work Performance Influence of Employee Relations on Work Performance This research is based on the assumption that it is the good relation with staff factor that leads to increase staff performance in the service department of hotel industry. Both the variables are very important in hotel industry. Staff performance is key to success for the hospitality organizations because hospitality organization is labor intensive industry so it becomes very important to focus on those factors that motivate employees for the work and to deliver their best to the organization. There are many factors that influence employee and work of employees. Relation with employee is one of them. Employee motivation may relate with money, position in the organization, future perspective, but relation with the peer group and boss is foremost factor that have direct impact on employee performance. Good employee relation means creation of congenial environment that retain the motivation of employees and keep motivating them for their commitments towards the organization. 1.2 AIM AND OBJECTIVES / RESEARCH QUESTIONS / HYPOTHESIS: 1.2.1 Aim of this research: aim of this research is to find out the influence of good employee relation on work performance of an employees, with special reference to restaurant service staff of hotel industry. 1.2.2 Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? 1.3 RATIONAL: Author believes that employee relation is very important as an motivating factor, and employee performance is also very important for the development of an organization and in achieving organizational goal. This philosophy is very much important in the hospitality industry because hospitality industry is guest based business and employees are the only factor that brings guest satisfaction. So keep employee happy should be the right slogan for human resource department of the hotel and concerned functional department too. This is the thinking behind choice of this topic. 1.4 STRUCTURE OF THE DISSERTATION: This research work is having many sections. Author is giving brief introduction and the sequence of the chapters. Chapter two is based on secondary research and placed just after this chapter, after that third chapter is on methodology and fourth is on depth analysis of the questions of the questionnaire and after that fifth chapter is containing conclusion of the research. After conclusion there is list of references followed by appendix section. Chapter2 Literature Review 2.1 What is employee relations? Employee relation or industrial relation is basically relation between employees and employer collectively. In this research author has established aim and objective which basically focus on impact of good employee relation on employee performance. Author is presenting this section as secondary research which is conducted through many books and websites. There are many variables of this research topic such as employee relation and its basis, employee performance and its basis, so all the related areas are also explored in this section of the research so that a valid conclusion can be drawn at the end of this section which would be conclusion based on secondary research. 2.2 Employee relation: à ¢Ã¢â€š ¬Ã…“Employee relations can be seen primarily as a skill-set or a philosophy, rather than as a management function or well-defined area of activity. Despite well-publicised instances of industrial action, the emphasis of employee relations continues to shift from collective institutions, such as trade unions and collective bargaining, to the relationship with individual employees. The ideas of employee voice and the psychological contract have been accepted by employers and reflected in their employee relations policies and aspirations. Employee relations skills and competencies are still seen by employers as critical to achieving performance benefits through a focus on employee involvement, commitment and engagement. Employee relations is seen as strategic in terms of managing business risk: both the downside risk of non-compliance with an expanded body of employment law, and the upside risk of failing to deliver maximum business performanceà ¢Ã¢â€š ¬?. http://www.cipd.c o.uk/subjects/empreltns/general/emprelsovr.htm 2.3 Job Satisfaction and Job performance: To understand the nature of job satisfaction and its effects on work performance is not easy. For at least 50 years industrial/organizational psychologists have been wrestling with the question of the relationship between job satisfaction and job performance. Researchers have put a considerable amount of effort into attempts to demonstrate that the two are positively related in a particular fashion: a happy worker is a good worker. Although this sounds like a very appealing idea, the results of empirical literature are too mixed to support the hypothesis that job satisfaction leads to better performance or even that there is a reliable positive correlation between these two variables. On the other hand some researchers argue that the results are equally inconclusive with respect to the hypothesis that there is no such relationship. As a result of this ambiguity, this relationship continues to stimulate research and re-examination of previous attempts. This paper strives to describe t he relation of job satisfaction and performance, keeping in mind the value this relation has for organizations. http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative. In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement. The relationship between job satisfaction and performance is an issue of continuing debate and controversy. One view, associated with the early human relations approach, is that satisfaction leads to performance. An alternative view is that performance leads to satisfaction. However, a variety of studies suggest that research has found only a limited relationship between satisf action and work output and offer scant comfort to those seeking to confirm that a satisfied worker is also a productive one. Labor turnover and absenteeism are commonly associated with dissatisfaction, but although there may be some correlation, there are many other possible factors. No universal generalizations about worker dissatisfaction exist, to offer easy management solutions to problems of turnover and absenteeism. The study suggests that it is primarily in the realm of job design, where opportunity resides for a constructive improvement of the workers satisfaction level. Individual performance is generally determined by three factors. Motivation, the desire to do the job, ability, the capability to do the job, and the work environment, the tools, materials, and information needed to do the job. If an employee lacks ability, the manager can provide training or replace the worker. If there is an environmental problem, the manager can also usually make adjustments to promote hi gher performance. But if motivation is the problem, the managers task is more challenging. Individual behavior is a complex phenomenon, and the manager may not be able to figure out why the employee is not motivated and how to change the behavior. Thus, also motivation plays a vital role since it might influence negatively performance and because of its intangible nature.http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm 2.4 The elements of a job that create job satisfaction Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to put his or her signature on the finished product Opportunities to use ones talents and to be creative Opportunities to take responsibility and direct ones own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion http://www.answers.com/topic/job-satisfaction 2.5 Workers Roles in Job Satisfaction If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employerà ¢Ã¢â€š ¬Ã¢â€ž ¢s value and reward excellent reading, listening, writing, and speaking skills. Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards. Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques. http://www.answers.com/topic/job-satisfaction Employee engagement:   Ãƒ ¢Ã¢â€š ¬Ã…“The achievement of business goals and financial returns is increasingly dependent on delivery by front-line employees. à ¢Ã¢â€š ¬Ã‹Å"Engagementà ¢Ã¢â€š ¬Ã¢â€ž ¢ has been described as a combination of commitment and organisational citizenship. There is no shortage of evidence about people management policies and practices that contribute to building employee engagement. They include: Employee voice: Managers are much more convinced than they were a decade ago that involvement produces business benefits. This is confirmed by the range of methods for direct communication and recognising individual employee contribution that HR departments now implement and operate. Teamworking: à ¢Ã¢â€š ¬Ã…“Training, teamworking, supervisors trained in employee relation matters and problem-solving groups are all associated with one another. In combination, this group of practices might be construed as a model of direct employee participation in decision-making. Work-life ba lance: Policies on work-life balance are being used by employers to underpin positive workplace behaviours. Our various surveys of employee attitudes, for example Guest and Conway5, have underlined the link between work-life balance, commitment and performance, and there is strong support by employers for the current legislation giving employees the right to request flexible workingà ¢Ã¢â€š ¬?. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm HR and employee relation: à ¢Ã¢â€š ¬Ã…“Communication is the glue that makes policies real and without which they are ineffective. The fact that communication is necessarily a two-way process, involving dialogue rather than simply instruction, is well established. Yet many organisations perform badly in this area, failing to give communication the priority it deserves. Getting communication right involves both professionalism and persistence. The qualities required include focusing on positive behaviours and outcomes, taking a positive, problem-solving approach, anticipating problems, recommending solutions and being able to offer sound advice to senior managers about implementation. Negotiating skills are still useful but needed less often. A much wider area of knowledge is now required, along with the skills to apply it, including surveying and interpreting employee attitudes, communications and conflict management. Most important is the ability to à ¢Ã¢â€š ¬Ã‹Å"fità ¢Ã¢â€š ¬Ã¢â€ž ¢ policies and practices to suit the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s goals and the character of its workforce. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Value of employee relation: à ¢Ã¢â€š ¬Ã…“To a considerable extent, it is only in the public sector that trade unions retain a measure of their former strength and influence in the workplace. This is partly through the existence of institutions of collective consultation, reinforced by continued reliance in many cases on industry-level bargaining and the public policy emphasis on à ¢Ã¢â€š ¬Ã‹Å"partnershipà ¢Ã¢â€š ¬Ã¢â€ž ¢. Union influence in the private sector, on the other hand, continues to decline. The main areas of the private sector where industrial disputes are still experienced from time to time, for example, public transport, are those where thereà ¢Ã¢â€š ¬Ã¢â€ž ¢s a clear public or political interest and/or the Government is seen as the ultimate à ¢Ã¢â€š ¬Ã‹Å"bankerà ¢Ã¢â€š ¬Ã¢â€ž ¢. à ¢Ã¢â€š ¬Ã‹Å"Employee relationsà ¢Ã¢â€š ¬Ã¢â€ž ¢ as a term remains ambiguous, with no clear boundaries. Most HR people donà ¢Ã¢â€š ¬Ã¢â€ž ¢t use the term on an everyday basis. It is not calculated to help manage rs focus on what they need to know and do to increase performance à ¢Ã¢â€š ¬Ã¢â‚¬Å" the language has echoes of a historical era that offers few insights into contemporary practice. The traditional academic models of industrial relations have only limited relevance to what managers do today. Employers are in charge and the role of à ¢Ã¢â€š ¬Ã‹Å"joint controlà ¢Ã¢â€š ¬Ã¢â€ž ¢ and à ¢Ã¢â€š ¬Ã‹Å"rule-makingà ¢Ã¢â€š ¬Ã¢â€ž ¢ by employers and trade unions has been substantially replaced by employment regulation and organisational values. Employee relations can nevertheless point to an underlying philosophy and attitudes and skills that are still needed by HR practitioners. The current à ¢Ã¢â€š ¬Ã‹Å"business partnerà ¢Ã¢â€š ¬Ã¢â€ž ¢ model is helpful in identifying an à ¢Ã¢â€š ¬Ã‹Å"added valueà ¢Ã¢â€š ¬Ã¢â€ž ¢ framework within which HR practitioners need to operate, but an unreflecting business focus may lead to a neglect of the softer skills, which are essential to managing the em ployment relationship, and of employee interests and influence. Employers also need HR managers with a positive, à ¢Ã¢â€š ¬Ã‹Å"can doà ¢Ã¢â€š ¬Ã¢â€ž ¢ attitude who will resist the temptation to adopt a defensive or compliance-led HR culture. Commitment and engagement are crucial to performance but they are not consistently high enough in the hierarchy of line management à ¢Ã¢â€š ¬Ã¢â‚¬Å" or, often, HR à ¢Ã¢â€š ¬Ã¢â‚¬Å" priorities. The Employee Information and Consultation Regulations may be helpful in raising the profile of employee voice and involvement, but the WERS 20042 findings give little basis for optimism that this will happen. More effort needs to be put into training and supporting line managers in, for example, teamworking and change management as the basis for establishing and maintaining motivation and commitment, which is a critical role for employee relations managers. Issues about à ¢Ã¢â€š ¬Ã‹Å"alignmentà ¢Ã¢â€š ¬Ã¢â€ž ¢ of HR and business strategies have mostl y to be resolved within this area. There is too much focus within organisations on strategy formulation and planning, and not enough on implementation and delivery. Managing the employment relationship rests heavily on the shoulders of line managers, but their competence in this area is, in general, seriously neglected. The concept of engagement is helpful in promoting wider interest in the measurement of HR outputs, including through the widespread use of employee attitudes surveys and in performance management/appraisalsystemsà ¢Ã¢â€š ¬?. à ¢Ã¢â€š ¬Ã…“ http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Maintaining employee relation: Good employee relations means you create an environment which delivers what people want today. They want to feel good about who they are, what they do and where they work. Although there is probably an endless list of opinions as to what employees want today, here are 10 that are important as you consider building an employee relations program for your business: Employees want to be comfortable with what their employer stands for. Social psychology research indicates the chances of success are much greater for your organization if you have a clearly defined vision that all your people can follow. In some organizations, this is also referred to as a mission statement. Does your organization, department or division have one? Use it as a part of your employee relations strategy to ensure that your employees are comfortable with what your business is about. Employees want to identify with corporate principles. Today employees are very opinionated about the moral and ethical issues in business today. They care about such things as employee privacy and employee rights. By having a set of guiding principles, and following these principles, your organization creates a framework within which to develop principle-centered policies and procedures or make principle-centered decisions regarding difficult employment related issues. Employees want to know their employer cares about their opinions and concerns. If youre going to create a good employee relations program, you need to have a mechanism for finding out what your employees care about, what they are concerned about, what they think of you as an employer. Conduct employee opinion surveys. http://austin.bizjournals.com/austin/stories/1998/03/30/focus4.html Chapter: 3 RESEARCH METHODOLOGY 3.1 RESEARCH METHODS Research methods can be qualitative, quantitative or both (Schiffman and Kanuk, 2000). The selection of the particular research method depends on the kind of information required. Qualitative method collects, analyzes, and interprets data that cannot be meaningfully quantified, that is, summarized in the form of numbers. For this reason, qualitative method is sometimes referred to as soft research method. Any research using non-structured questioning or observation techniques can be labeled qualitative research. Qualitative method typically studies relatively few respondents or units. In other words, a research of a large, representative sample would normally not be called qualitative research method even if it used some non-structured questions or observations. The non-structured and small-sample features of qualitative research techniques have an important implication. They are intended to provide initial insights, ideas, or understanding about a problem, not to recommend a final c ourse of action. Therefore, qualitative research techniques are most appropriate in situations calling for exploratory research. Quantitative research method, in contrast, is characterized by more structure and larger, more representative respondent samples. Consequently, the logical place for quantitative research techniques (usually in the form of large-scale questionnaire surveys or structured observations) is in conclusive studies. A primary role of qualitative research method is to generate hunches or hypotheses. In contrast, each of the situations under quantitative research calls for very specific data, capable of suggesting a final course of action (Parasuraman, et al. 2004). The above description suggests us that qualitative research method is a soft approach in which collected and identified data or information cannot be meaningfully quantified and more importantly in this approach non-structured research is conducted; but so far as quantitative research method is concerned, in this approach structured research is conducted with approaching larger respondents and the collected data can be meaningfully quantified. This research is qualitative based so required qualitative data to achieve the aims and objectives of the research, therefore qualitative research approach has been applied to conduct this research. 3.2 DATA COLLECTION Research data can be collected either in the form of secondary or primary or both (Clark et al, 2003). In this research both primary and secondary data were collected considering the aims and objectives of the research. 3.2.1 SECONDARY DATA: Secondary Data usually factual information can be obtained through secondary data, that have already been collected from other sources and are readily available from those sources (Parasuraman, et al. 2004). The definition and characteristics of secondary data presented above suggest us that secondary data are data that have already been collected for purpose other than the problem in hand. Before detailing as how and what secondary data were collected in this research, in would be worth to examine the advantages and disadvantages of such data. Secondary data are easily accessible, relatively inexpensive, and quickly obtained. Some secondary data, are available on topics where it would not be feasible for a firm to collect primary data. Although it is rare for secondary data to provide all the answers to a non-routine research problem, such data can be useful in a variety of ways (Kotabe, 2002). Secondary data can help: Identify the problem, better define the problem, develop an approach to the problem, formulate an appropriate research design (for example, by identifying the key variables), answer certain research questions and test some hypotheses and interpret primary data more insightfully. Because secondary data have been collected for purposes other than the problem at hand, their usefulness to the current problem may be limited in several important ways, including relevance and accuracy. The objectives, nature, and methods used to collect the secondary data may not be appropriate to the present situation. Also, secon dary data may be lacking in accuracy, or they may not be completely current or dependable. Before using secondary data, it is important to evaluate them on these factors (Malhotra, 2004). Although so many disadvantages are associated with the secondary data, but such data were found useful in this research as identifying and defining the problem, and developing research objectives. The secondary data in the this research is in the form of literature review. The various sources of secondary data in this research were: books, journals, periodicals, newspapers and magazines and websites. 3.2.2 PRIMARY DATA COLLECTION Primary data is collected for the specific purpose of addressing the problem at hand. The collection of primary data involves various steps. Thus obtaining primary data can be expensive and time consuming (Malhotra, 2004). These suggest that primary data are those data that are collected for the particular purpose of research in hand. The disadvantage of collecting primary data is that it is lengthy and resource and time consuming process (in comparison of secondary data), but the advantage of primary data is that they are first hand information and comparatively more reliable (than secondary data). Primary data can be collected from various sources and methods that are case studies, observation, questionnaire survey and interview (Clark et al, 2003). In this research questionnaire survey method was applied in order to collect primary data. Designing questionnaires may appear to be simple, especially to those who have not designed one before. After all, you may think, once you have a clear notion of the information desired, it should be easy to formulate appropriate questions and arrange them in the form of an instrument (Parasuraman, 2004). Primary data collection approach adopted in this research: Sampling technique: Author has followed convenient sampling technique and chosen sample hotel based on the same technique. This technique involves choice of hotel which easily accessible by the author. Sample: samples were based on Delhi based 5 star hotels. Sample size: Tools used in primary data collection: Author followed questionnaire technique to collect the data from the samples, in some cases author went to the sample hotel and met with the person concerned for this research but in many cases author referred telephonic talk and get the questionnaire filled over the phone. 3.3 DATA ANALYSIS Before analyzing a data set using sophisticated techniques, a researcher should get a feeling for what the data are like. The purpose of preliminary data analysis is to reveal features of the basic composition of the data collected. It can also provide useful insights pertaining to the research objectives and suggest meaningful approaches for further analysis of the data. Preliminary data analysis examines the central tendency(mean) and the dispersion of the data on each variable in the data set. The measurement level of a variable that is, whether the variable is nominal, ordinal, interval, or ratio has a bearing on which measures of central tendency and dispersion will be appropriate for it (Parasuraman, 2004). In accordance with the above prescription of data analysis, firstly all the collected data were coded and arranged in a systematic manner and then analysed in accordance with the objectives of the research to reach the conclusions after comparing secondary and primary data. Author has followed tabulation of data and use of percentage technique to find out average of the response and based on the same conclusion has been drawn. 3.4 LIMITATIONS Due to limited time and resources, the author had to downsize his plan on various fronts. Firstly, getting an appointment with the respondents was not easy as in some cases because they had tight schedule in their professional activities, whereas some were found unwilling to response. Secondly, due to provided limited time, the author could not get filled the questionnaire face-to-face or personally from the respondents, and thus in many cases the author had to satisfy with telephonic conversation for filling the questionnaire. Chapetr 4 FINDING AND ANALYSIS Question no-1-Do you feel that employee relation has importance in hotel industry? Answer no-1- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE YES 10 100 NO 0 In the above response collected, it is visible that 100% of the employees said that good employee relation has significance in hotel Industry. Question no-2-Good employee relation leads to employee motivation. Answer no-2- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 10 100 FALSE 0 Above tabulation shows that all the 10 respondents said that good employee relation is motivating factor for the restaurant staff and leads to employee performance. Question no-3-Employees can compensated with other motivating factor with good relation? Answer no-3- ( ) AGREE ( ) DIS AGREE à ¢Ã¢â€š ¬Ã‹Å" OPTIONS RESPONSE PERCENTAGE AGREE 9 90 DIS AGREE 1 10 90% of the staff working in the hotel restaurant agree that employee motivation can be compensated with good employee relation due to the good relationship of the staff with the employer helps this help motivating employees. Due to good relation employee may be happy with differed financial benefits. Question no-4- Do you feel that Employees always want to be appreciated for job done? Answer no-4- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 7 70 FALSE 3 30 70% of them have said that the above statement is true as, employees want to be appreciated and recognized for a job done, and rest of them (30%) have said that this statement is false. Question no-5- Do you think reward based work promotes the team spirit among employees? Answer no-5- ( ) AGREE ( ) DISAGREE OPTIONS RESPONSE PERCENTAGE AGREE 4 40 DIS AGREE 6 60 above table shows that reward does not lead to team spirit among the employees. Here author would like to say that it is very much clear that individual performance may go up by introduction of reward but integration of efforts can not be achieved with reward. So author would like to highlight that it is the relation among peer and employer that promote employee satisfaction and so overall there will be enhancement in the performance of entire employee as a team. Question no-6- Do you think gap between organizational objective and individual due to communication may lead to employee dissatisfaction and hence lower performance? Answer no-6- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE AGREE 100 100 DIS AGREE 00 00 Here this response reveals that there should not be communication gap between employee and employer because this is also a reason of employee dissatisfaction. Employee actually want to know the overall direction of the organization failing which there is rise in reluctance and less performance. So this communication gap is part of good relation if there is gap means there is no good relation between employer and employee so again it is proved that good relation leading to positive impact. Question no-7-what you feel about relation between communication gap between employer and employee leads to low performance and motivation of employees? Answer no-7- ( ) TRUE ( ) FALSE Above table shows that 90% of the staff of the hotels are agree and having the same belief that communication gap increases employee de-motivation hence lower performance of employees. Chapter 5 CONCLUSION In order to conclude the topic author would like to mention the aim and objectives of this research which author had established at the starting of this research. Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? Based on the research conducted by author now at this stage author have been comparing what was to achieved and what have been achieved then author found there is no variance in the research objectives and all the steps of research till conclusion. All the aspects have been recognized and evaluated. Based on the primary research conducted by the author it is very much clear that it is the good relation between employer and employee or peer group that leads to feeling of team work and overall performance of employees goes up that