...TermPaperWarehouse.com - Free Term Papers, Essays and Research Documents The Research Paper Factory Join Search Browse Saved Papers Home Page » Business and Management Thesis In: Business and Management Thesis Chapter 1 The Problem and Its Background Introduction This research aims to find the Significance of personality enhancement to the employability of hotel and restaurant graduates a four-year or a two-year concentration in Hotel and Restaurant Management is designed to prepare successful graduates for management positions in the field. Managers in the hotel and restaurant industry are generally responsible for keeping their establishment efficient and profitable while maximizing comfort of guests. This includes overseeing many aspects of the business including staffing and personnel, accounting, purchasing, and customer service. A hotel manager is responsible for coordinating registration, housekeeping, and maintenance activities, and may also coordinate special events, banquets, or conventions. This person will also decide on and arrange for outside services such as deliveries, laundry, trash collection, maintenance, and repairs. A restaurant manager must carefully observe food preparation, and may be responsible for ordering appropriate amounts of food and ensuring quality of inventory as well as coordinating and maintaining menus. Additionally, they are responsible for maintaining sanitation...
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...Re-Organization and Layoff: Issue and Problem Identification Paper June 29, 2015 Learning Team A PHL/320 Richard Haines Management positions are tough as it is, but how does a member of the management team handle the tough decisions that they have discovered will be the best for their company? Layoffs and downsizing are never an easy topic to tackle. How does a manager deliver this type of bad news in the most professional way? The issue that was presented in the article “Mismanaged layoffs can go horribly wrong” was companies and their management teams are not able to layoff or terminate an employee or employees in the appropriate way. The author of the article feels as management is not able to handle these types of situations in a professional manner. Members of management often have great people skills, which are either something they were born with, or something they have learned throughout their lifetime, but when faced with the challenging situation of letting an employee go they are unable to say the right things. With proper training of these tough situations, managers will be able to handle these types of situations in a more professional manner. Managers need to be able to put themselves in the employee’s shoes and speak to the employee as if they were on the other side of the conversation. Mangers should also explore every option within the company before taking the action to layoff or terminate an employee. Documentation...
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...members of an organization. (pg.75). A lot of companies use organizational culture to express to external factors what their organization truly believe and what is exactly important to them. A Company such as Starbucks expresses their key beliefs and values daily. Starbucks managers use this concept to understand the hidden aspects of organizational life. Starbucks, being an organization that deals with internal and external problems daily rely on these elements to cope with them. Starbucks visible values are well embedded with the company when you think of this organization. The Starbucks Logo is well known throughout and represents a green twin-tailed mermaid, known as Siren in Greek mythology. The Starbucks logo is so familiar the company has removed the company's name from around the logo and people can still easily recognize the logo as Starbucks brand. This reminds people who they are when customers see this mermaid. I However there are less obvious values that this company that are invisible and can only be perceived from what people believe and justify. For example one could interpret that Starbuck’s slogan is green because of their commitment to saving the environment and recycling. Starbucks paper cups are made of 10% post-consumer recycled content and Starbucks napkins are made of recycled cups, and even encourage customers to recycle. These things allow their customers to justify the things this company value and believe. Starbucks is a company that is very well...
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...Powers and Duties of Officers and Employees The procedure followed in the decision making process, including channels of supervision and accountability, the norms set for discharge of functions and the rules and regulations held under the control of the organization and used by its employees are detailed below. Shri Raji Philip Chairman-cum-Managing Director The Chairman and Managing Director is the Chief Executive of the Corporation and is responsible to the Board of Directors. He is responsible for all the activities of the Corporation including personnel, financial and commercial management, and corporate planning and project implementation. He is responsible for the effectiveness of the organization in the pursuit of the Company’s goals and objectives and in particular for the performance and supervision of the technical, administrative and day-to-day operations of the Company. The powers exercised by CMD are as per “Delegation of Powers” of CMD in vogue from time to time. Shri A K Bhatia Director (Operations) Director (Operations) is a member of Board of Directors and reports to Chairman and Managing Director. He assists the CMD in all technical matters, in procurement of providing support to the mills for efficient operations, forestry raw material and other major inputs, setting technical parameters and monitoring the operations against the set norms, closely inter-acting with the Chief Executives of the mills on all technical matters including innovation...
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...Case study: Warbings Office Systems Plc Background Warbings Office Systems is small but rapidly growing company, focusing on delivering and supplying office based products to a target market of small businesses in the U.K. and, increasingly, Europe. As the trend for homeworking continues much of their new business is in supplying office materials to individuals working from home. Currently offering some 18,000 different product lines in store and 39,000 via catalogue ordering, it intends to double its product turnover in the next three years by increasing its web-based ordering capabilities. With the marketing strapline ‘you need it we’ve got it’, Warbings aims to make office supply shopping as easy as possible for customers. Priding itself on being a ‘thoroughly modern company with old traditions,’ Warbings has used technology to evolve into a customer-focused business, striving to give each customer a ‘personal service second to none,’ with a variety of different, but easily accessible, ways of ordering and receiving products tailored to their individual needs. The more cynical of their staff occasionally reflect that the customers even dictate the lavatory breaks and bedtimes of the Warbings’ employees. Graffiti on one of the depot walls, that intriguingly reappears every time it is removed, says ‘you need it we bleed it’ and occasionally ‘Wosp stings’. The Warbings CEO is passionate about delivery and customer care and he is convinced that the way in which...
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...Management Roles Management Roles seem different from the outside, depending on the type of company. The following is a brief excerpt to show that no matter the size of a company they are very similar. The following paper contrasts a company with 50 employees and one with 500 plus. The comparison seems weak at first thought, yet, reveals that no matter the size of the company, many of the same aspects are the same when it comes to the business world and the management Roles. The following paragraphs contain a brief description of each company and their hierarchical organization for the managers. The pros and cons of each hierarchical and why they work or not, and the IT functions of each. Size is one component managers roles are derived from, not a defining component. Target is a widely known company, millions of people shop at one of the local location every day, acquiring 16 million in sales for the first quarter (Steinhafel G. Target.com). Most people think of Target as a store and nothing more. Yet, Target is much more than just a store. The product is a store to satisfy customers, target also includes distribution centers, corporate offices, and many small areas that must be controlled. Target’s mission is to be the preferred shopping discount store and through their promise of expect more payless, through value satisfaction, quality, and innovation. Five percent ($3 million this year) (Target .com) of Targets profits go to community outreach programs. Through grants...
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...process by which a person’s job performance in an organization is scrutinized and evaluated. The reason for the implementation of performance appraisal is accomplish the goals and objectives of a firm. Performance appraisal has become part of a more strategic approach in integrating human resource activities to a company. Today, it has increasingly become a major focus in business and every organization. The system is crucial to the performance management and it directly reflects the strategic plan of an organization. The focus of PA is on an individual and not the performance of a team and this has made it to unpopular with workers in different fields. There are two types of performance appraisal, informal approach and formal approach; this paper will look at the later with respect to AMACO insurance company. The company taken for research was AMACO insurance. The company is based in Nairobi but has branches all over Kenya. The first process in which the company’s appraisal system is carried out is establishing performance criteria. The most common appraisal criteria in the company are goal achievement, behavior, traits, competencies, and improvement potential the company carefully selects each performance criteria because it pertains to achieving the company’s goals. Certain traits in individuals are subjective and may either be unrelated to the job in question or also be difficult to define. Such situations may lead to inaccurate evaluation and create legal problems to the company...
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...Running head: EMOTIONAL INTELLIGENCE Paper Emotional Intelligence Paper Emotional Intelligence Paper The Emotional Intelligence Quiz judges an individual’s overall abilities to control their emotions. Some critics argue a person’s results can be strengthened verse a claim that people are born with their characteristics. Either way there is always room to improve when an individual becomes a leader. They need to show initiative but at the same time care for their people. Emotional Intelligence Summary After taking the Emotional Intelligence Quiz the results indicated an above average score. By definition of the test it claims that the score means better than average scorers may tend to be better at understanding others emotions. When social and emotional conflicts arise a manager who scores in the better than average range handle a stressful and dramatic situations easier. In doing so the manager is in control of the problem. Using personal experiences to help their team cope with a problem could be one of the results as well. Catastrophic events happen to employees and a manger must be there to comfort, listen and put their selves in the employee’s shoes which will show and gain others trust over time. Applying Results as a Manager Some managers seem to forget how it is being at the bottom of the food chain. They tend to get a big head and ego which can result in bigger problems. Being able to relate to your team and understand each individual will...
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...Lines. They offer widespread services in residential relocation, international moving, office moving, warehousing and distribution, delivery services, and custom logistics solutions to data backup and record storage services to motorcycle transportation. They have multiple locations throughout Central Illinois, St. Louis, MO, Milwaukee, WI, and Chicago, IL (Federal). The Federal Companies corporate headquarters is where the marketing, accounting/finance, billing, human resources, executive management, and information technology departments are located. The key decisions regarding personnel and promotions are decided by the human resources manager and his or her superiors when a position becomes available. When a new management position becomes available, notification is sent to the human resources department from the department manager and research is conducted if there are any internal candidates or if an advertisement is...
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...\\ ANDHRA PRADESH BEVERAGES CORPORATION LIMITED HYDERABAD RTI ACT INFORMATION HAND BOOK A.P. BEVERAGES CORPORATION LTD., 9 & 10, Proh. & Excise Complex, M.J.Road, Nampally, HYDERABAD-1. 1 ::1:: ANDHRA PRADESH BEVERAGES CORPORATION LIMITED 1.0. INTRODUCTION: The Andhra Pradesh Beverages Corporation Limited (APBCL) was established in the year 1986 as a fully owned undertaking of the Government, with the main objective of supplying hygienic packed arrack to the licensees and is incorporated under Companies Act,1956. The Corporation had set up 22 field units for carrying arrack operations at capital outlay of Rs. 32.65 crores, various district locations with a total which includes buildings and civil works. The various fixed assets like Plant and Machinery other than buildings valued at Rs. 24.70 crores were transferred to the Corporation in the form of Debt and Equity in the ratio of 2:1. The authorised share capital of the Corporation is Rs.10 Crores and the paid up share capital as on date is Rs.833.37 lakhs. The erstwhile Arrack Bottling units are converted into IML Depots for the wholesale trading activities of IML & BEER. 2.0. OPERATIONS: 2.1. ARRACK PACKING OPERATIONS: (from 1-1-87 to 30-9-93) The Corporation commenced its commercial operations on 1-1-1987 and successfully handled the arrack packing operations from 1.1.1987 to 30.9.93 i.e. till the imposition of ban on arrack by the Government. 2.2. WHOLESALE TRADE OF IML & BEER: (from...
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...Case study: Warbings Office Systems Plc Background Warbings Office Systems is small but rapidly growing company, focusing on delivering and supplying office based products to a target market of small businesses in the U.K. and, increasingly, Europe. As the trend for homeworking continues much of their new business is in supplying office materials to individuals working from home. Currently offering some 18,000 different product lines in store and 39,000 via catalogue ordering, it intends to double its product turnover in the next three years by increasing its web-based ordering capabilities. With the marketing strapline ‘you need it we’ve got it’, Warbings aims to make office supply shopping as easy as possible for customers. Priding itself on being a ‘thoroughly modern company with old traditions,’ Warbings has used technology to evolve into a customer-focused business, striving to give each customer a ‘personal service second to none,’ with a variety of different, but easily accessible, ways of ordering and receiving products tailored to their individual needs. The more cynical of their staff occasionally reflect that the customers even dictate the lavatory breaks and bedtimes of the Warbings’ employees. Graffiti on one of the depot walls, that intriguingly reappears every time it is removed, says ‘you need it we bleed it’ and occasionally ‘Wosp stings’. The Warbings CEO is passionate about delivery and customer care and he is convinced that the way in which...
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...Every company has their own theory and goals behind what they overall want to see or become. This paper is written with intent to help better understand a real life situation that took place at Guitarras Dominquez. When a company first opens their doors for business, they use high end material to show the essence of quality in their product which will allow for growth in their customer base. Do you ever wonder how a company gets far in doing so? Intention from the start of a business does not include cutting corners and saving money, but eventually with budget cuts and business plans they tend to become necessary. When we take a look at the case study about Guitarras Dominquez, we take a close look at what can possibly happen to a globalized company. There are many instances where the management team deals with issues that need to be well thought out and planned and on the contrary there are sometimes issues that need immediate action and answers. Having time and being able to take it in the sense of a business decision can allow for well thought our decisions but having to act spontaneously and fast does not allow for thinking things through and can cause chaos and destruction. The case study of Guitarras Dominquez allows the reader to learn from the company and all the issues it faced and view how it was handled to be able to critique if it was taken care of in the right matter or if one would have done it differently. I am also able to have different outlooks because...
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...Motivation and Organizational Paper Luenobia, Grimsley HCA/250 Terri, Rossman Motivation and Organizational Paper Managers are the most important people in the workforce. Managers should be responsible for the board of the company and all tasks. Managers should complete any unfinished work that wasn’t done by the staff. I think having a flexible environment should be in the workplace also; this allows employees to adjust to work hours. If the workplace is flexible then this can help employees increase sleep and also increase family and work balance. Rewarding employees for their efforts should also be enforced in the workplace. You can offer tickets to a game or even offer a comfortable salary for the employee; this will let them know that you appreciate their hard work. You can also provide recognition; I was recognized once where I work for performing an outstanding job. Recognizing a person will show them that you really care about how they perform their duties. Employee growth should also be I the workplace. Managers should provide opportunities for employees to gain new skills and grow in their career. Sometimes workers are not motivated because they feel stuck in their work area and they feel they have no improvement. If you give an employee a new task or even if the job includes traveling then this will motivate them to work hard if they are able to participate in the upper part of the business. Managers can produce well being in the workforce outside of everything...
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...Manager Role in Implementing Change Nicole Paschel University of Phoenix HCS/ 475 Ashley Tennessee December 17, 2010 Manager Role in Implementing Change There are successful ways to implement changes in many different organization and all employees need to understand how the changes will benefit them and how it will affect their work daily. Managers within an organization that are seeking change need to bring the idea to their employees or management team to receive etiquette feedback. In this paper I will discuss Managers role and responsibility how manager successfully handle change. Managers know that any kind of changes whether it is new ideas, new technology or new programs can create concerns and in most cases resistance. Employees have many of their own reason for resisting changes within the organization. A good reason could be that many employees gain accustomed to the companies way of doing things and management come in with new approaches. These new approaches are expected to fall in line with the employees but this does cause the wall of resistance and this wall can become strong. Many employees look forward to changes benefiting them in ways so it is important that management empower people to agree and make changes in ways that would works for them as employee. Mangers will never face a situation where there are no problems with bringing in changes. When implanting these changes management need to understand why these changes are...
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...We all know when we have a good supervisor, but it can be quite difficult to actually state what makes a good supervisor good. Does it have to do with their personality, their insight, intelligence, or their personal beliefs, morals and values? Is it a mix of all these things, and do certain characteristics apply more than others? The first thing we should appreciate is that there are a huge amount of traits that need to be considered. Over the duration of the paper I will be focusing on a few select traits which I believe to be the most important in regards to being a good supervisor. Firstly, a good supervisor must be a good coach. For a supervisor to be successful, it is imperative that they have the qualities that we attribute to any normal coach. This is because a coach knows how important it is to coach their team, or in this case, employees. Successful coaching means working together with your employees to create and modify action plans and objectives. Supervisors must know how to delegate tasks between individuals, and give all the support and guidance that may be needed. On the topic of individuals, a good supervisor must understand that everybody is different, and to be mindful of this fact when dealing with his or her team members. Secondly, a good supervisor must have a positive outlook and be a positive thinker. He or she will think how problems can be solved, while maintaining an air of friendliness, so that they remain approachable, and their employees aren’t...
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