Micro Economics Report Essay Example | Topics and Well Written Essays - 2000 words

Micro Economics report card - Essay ExampleIt can be said that the frugal business necessarily follows from the valuation of goods bought by the consumers. It again can be argued that the valuation of the consumers goods do not depend solely on the factors of fruit but also on the supply conditions of the factors of production. The problem cannot be solved is it can be shown that the companionship were accrued only to a single mind. Instead economists need to show how interaction between persons who own partial knowledge can lead to a solution. If it is assumed that each knowledge is given of a single mind then all important and significant things on the real world atomic number 18 disregarded. The explanation of the article Analysis made by Professor Schumpeter suggests that there are some problems with the lift procedured by some researchers which disregards some of the crucial phenomenon with which batch have to deal with like essential imperfection in common mans knowl edge as well as serial requirements for a process by which knowledge is constantly communicated and acquired. It cannot be denied that the equilibrium analysis has some reclaimable function which it can perform. The problem with which the generator of the journal wants to deal with is of rational economic organization. Many of the points that the author has tried to discuss in the article revolves around the diverse paths of reasoning that have emerged unexpectedly. The author is of the scene that that there exists current disputes between economic theory and economic policy. The dispute arises from the misconception about the nature of economic problem that accrues to the society. The reason for the emergence of misconception is the error prone transfer of the habits of thought to social phenomena that were developed with the follow to deal with the phenomena of nature. The allocation of the available resources is regarded by the word planning. The economic activities can be t reated to be as planning as in any society where many people collaborate it go away be based upon knowledge which through some means must be conveyed to the planner. The crucial problem in explaining the economic process for any theory is the various means of communication on which people base their plans. The design of an efficient economic system is the finest method of utilizing the knowledge originally dispersed amongst all people. Hayek questions the argument of how to solve the rational economic order. The author began the article by wondering the possible slipway of constructing an economic order. A problem would not arise if there is full transparency and information in the economy. But the author notes that there is no full transparency and information within the society. It is impossible to mighty justify the desires of the neighbours. The problem stated in the article is function of knowledge that is partially accrued by persons and they are devoid of gaining the full knowledge. All forms of economic activity which can either be change or centralized involve the term planning. According to Hayek, the system that will lead to optimum utilization of the available knowledge will depend on the expected situation where the knowledge is to be applied. Choosing the beneficial expert is a complicated problem if someone is looking for the experts who might have the capability to use the knowledge. However Hayek

Tourism Management Research Proposal Example | Topics and Well Written Essays - 750 words

Tourism Management - Research Proposal ExampleThe charm of Cancun lies in the position that this secluded island offers all kinds of facilities within the island so that tourists do not need to leave the island in state to get any kind of necessities. It has hotels for all classes of tourists and caters to a variety of tastes and preferences as fountainhead. In fact, Cancun has 140 hotels, which translates to 24,000 rooms. in that respect is something here that everyone can afford. In addition on that point 190 flights plying to and from Cancun daily - so getting there is not a problem. This is a definite draw for a large chunk of tourists. Further, it has over 600 restaurants which envision that people with varied tastes can find their ideal kind of cuisine in this island. In this regard, sustainable touristry is an important feature that can be built into the tourism of the celestial orbit as this area garners a major proportion of income from the tourism industry in Mexico . sustainable tourism in this neighbourhood can flourish mainly as this island has a rich heritage of diverse vegetation and beautiful beauty apart from sea world vegetation and rare species of fish and other such species. Sustainable tourism in a beautiful island like Cancun is like a dream come true for environmentalists as well as policy makers who believe in green politics and green economy. exposit Premises of Analysis Hypothesis The study of sustainable tourism in the island of Cancun will be establish on the following aspect. The case of Benidorm in the South of Spain as a model upon which the sustainable tourism model for Cancun can be fashioned. Owing to the fact that the basic issue in the case of perusal the South of Spain region in terms of scope for sustainable development with an eye on despotic and negative impact of such a strategy on the physical environment as well as the socio sparing structure of the region in context of legislations of the regional, nation al and above national organisations, there has been a use of ontology. The questionnaire method will be the following the tourist will have to tax the island from the following points of view price, range of accommodation and exposure of tourists.Literature For the reasons mentioned above, many literary sources attached a particular to this island. In context of the impact of sustainable tourism on the physical environment and socio economic structure in the region, an important book that has helped in setting the criteria for analysis is Mediterranean Tourism Facets of Socio economic Development and Cultural Changes. This book has covered 13 countries and has applicable factual information upon which the analysis was ground in the dissertation. The chapter titled Towards a Sustained Competitiveness in Spanish Tourism is of special relevancy to this dissertation as it creates a nexus between sustainable tourism management and competitive vantage in the tourism industry. The boo k titled The Tourism Area Life Cycle is another relevant work that helped gain an insight into specific areas and the tourism life cycles enjoyed by the same. (Butler, 2006). In context of tourism life cycles, this book has important and relevant information on the various legislations by the various supra national, national and regional organisations in case of the tourism indus

Genetics of Type 1 Diabetes Research Proposal Example | Topics and Well Written Essays - 750 words

Genetics of fibre 1 Diabetes - query Proposal ExampleAlthough this is significantly reduced as compared to Europe, this still represents a statistic that is most certainly higher(prenominal) than should be represented (Klompas et al., 2013).A large portion of research with respect to type I diabetes has been concentrical upon heredity and environment. Ultimately, the research that is been concentric upon environment necessarily weighs pollution, exposure to sunlight, diet, and other relevant factors (Hilmi et al., 2013). By contrast, the depth psychology that is been concentric upon heredity has focused mainly upon genetic indicators. As such, many of the genetic indicators that ware been tie in to potentially encouraging or otherwise exacerbating a risk rate for type I diabetes include haplotypes of the human leucocyte antigen these include HLA-A, HLA-B, HLADRB1 as well as HLA-DQB1 genes. Researchers have noted that the association to Type 1 diabetes that these genes portend is concentric upon auto-immune issues that an individual is exposed to if they have these specific genes. Beyond these, IDDM1 through IDDM18 have also been noted to have a clear and distinct linkage to the possibility of an individual evolution Type 1 diabetes at some point in their lives. Further, beyond genes that deal with the regulation of proteins or amino acids, CTLA4 has been clearly linked to an increase in the potential of an individual to develop Type 1 diabetes as well. This is due to the fact that the CTLA4 gene plays a regulatory role in the bodys immune system therefore the prevalence of this gene or absence thereof has a contribute effect with respect to Type 1 diabetes (Lundgren et al., 2013). As Type 1 diabetes is understood in terms of a disease that is exacerbated and/or evidenced by the prevalence of key genes, understanding a differential coefficient between these genes and how they relate to individuals of different racial backgrounds is key to better underst anding Type 1

The Impact of Logistics and Supply Chain Integration on Maritime Research Proposal

The Impact of Logistics and Supply Chain Integration on Maritime transference - Research Proposal ExampleThe oceanic containers make sure liveliness of consignments and several ports are bestowed to this expertise and as a result, strengthen their position as a key hub center. There have been a number of convergences of Maritime Transportation with Maritime Logistics, and which can be attributed to the objective desegregation of the modes of transport obsess by the packaging and the growing needs of the end-users, which demands the use of logistics concepts (Edgerton, 2013, p. 25).To study and evaluate the contemporary technologies of integrated incubus transportation by sea and land, in combination with the port, maritime and ground transportation technologies, new talk and information technologies, shipment forwarding as well as warehousing techniques. These will be through according to the flows of commodities and shipment itinerary abiding with the basic principles of logis tics of timeliness, security and competence, and keeping harmony with national and outside(a) maritime law.Demand for uninterrupted freight and transportation methods for the upcoming concept of supply fibril and logistics integration is increasingly rapidly (Edgerton, 2013, p. 25). The unending problems of congestion faced by road transport and the limitation of the complain transport networks have resulted in a development of more effective integrated transporting solution.Supply chain integration stands for an assuring but complicated tool, which is still growing as a weapon in the global industry place. To maintain this maturation procedure, more supply chain research is required to disclose the critical barriers of the integration procedure. Maritime transportation industry is a vital industry whose significance is existence increasingly recognised in the global trading practices (Edgerton, 2013, p. 25).Carbone and DeMartino

Employment law Essay Example | Topics and Well Written Essays - 2750 words

Employment law - Essay ExampleThe master(prenominal) legal pointers to analyse include whether Tina qualified for protection as an employee and whether the dismissal was fair or not as well as the question of whether she experienced discrimination or not. Principles According to Section 1 (2) of the Employment Rights Act (ERA) (1996), a person categorised as an employee has rights and the termination of his appointment must play along with some degree of sensitivity. Dismissals can only be carried out in cases where the employee is at fault in relation to some key legal indicators (Kelly, 1997). In a case where the employees appointment is to be concluded because his or her contribution is not induced, that situation must be categorised as a redundancy (ERA 1996). Terminations require at least 1 week notice (Section 134 ERA, 1996). The basis for the termination must be sensible (86, ERA, 1996). In the case of a redundancy, there must be some redundancy payments made to the unn atural employee (Section 135, ERA, 1996). The payment is required for people who have worked for at least 1 years for the same employer (Section 155, ERA, 1996). The construction for calculating redundancy payment varies for different people. For persons under the age of 21, redundancy payments should be half-a-weeks engage for distributively year spent as an employee. For persons between 21 and 40 years it is a weeks wage for severally year spent as an employee with the ships company and for persons above age 40, it is one and a half weeks wages for each year. The ceiling for this calculation is the minimum wage, which currently stands at ?430. The Prevention of Less Favourable discourse Act (PLFT) of 2000 maintains the need for fair treatment for part time workers. Application In Ready abstruse Concrete V MSS it was identified that there is a distinction between contract of service and contract for service. The former suggests an individual is an employee whilst the last m entioned implies the individuals is rendering his service as a self-employed individual or independent contractor. In doing this, the motor hotel ascertains whether an individual was in business on his own accord or not (Market Investigations V MSS 1969). different pointers include the contractual provisions (BSM 1257 V Secretary of stir), the degree of control exercised by the employer, the obligation of the employer to offer up work, the obligation of the employee to work and the opportunity for employee to work for other employers. Also, the mutuality of the obligation between the two parties is vital. Tina has been a worker for Silkweave for the past 3 years. Although there is no formal employment contract between her and Silkweave, the company seem to have some degree of control over her activities (Global Plant Ltd V Secretary of State for Health & Social Security). The company seem to provide work for her and when she is unable to do it, she arranges for her sister to tak e over. This means that in practice, Silkweave has a contract of employment with her since she has been solely responsible for the cleaning of Silkweaves premises. It is not possible that Tina provides the cleaning equipment and materials for the cleaning by herself. According to Carmichael V National Power PLC where the employee provides her own materials for the work, she is likely to be self-employed or an independent contractor. However in the case, of Tina, it seems she gets inputs from Silkweave and that makes her more of an employee than an independent co

Smart Card LLC Marketing Plan Coursework Example | Topics and Well Written Essays - 750 words

Smart Card LLC marketing Plan - Coursework utilizationToday, the smart card users indices reveal the fact that at least one smart card per psyche is manufactured and inducted for the purpose of electronic transfer of the selective information related to banking and other areas of personalized information transmission. The companies traffic in smart card manufacture in the US are at one time focussinging on the wide range development of the scope of smart cards in almost all walks of sustenance unlike the exclusive use for banking transactions earlier. The scope of using a smart card is now identified as of a broad spectrum irrespective of the nature of the data processing. Various companies have bulged as the global providers of smart cards on the wake of its unlimited possibilities of exploring areas of health care, defense systems, transportation, cyber technologies, as laid tracking and critical investigations. The most important feature of a smart card is the personalize d digital signature tune used in it which guarantees an optimum safe documentation through identical subscriber modules. As an adjudicate to many a readers anxiety as to whether the researchers have contributed sufficient attention to the focus area of smart card in wrinkle solutions, it is important to know that the Smartcard LLC has been rendering profits to the heavens of smart card based information processing for over the past twenty years. Smartcard LLCs Smartcard Marketing Solutions ensures the guaranteed leverage of existing cardholder and customer base, and s a result, the issuance and the use of smartcards is exploding globally. It is this time the company should emerge as a global leader by taking the head role of the deal and set up various centers of market research. Smartcard LLC has now started its operations based on market research on aiding the intellectual demands of all sorts of business right from inception formulation to operation software of the organizati on. The companys existing methodology for initiating promotional programs of smartcard sales is time consuming and expensive with little reward in the form of market share as such, it evolves multiple ideas to meet the challenges posed by the rapidly emergence demand for smart cards across the globe. The researchers are exploring the possibilities of making a business from schools, colleges, hospitals, paid service stations and areas of frequent customer interaction while acknowledging its superior benefits of storage of more personal data base when compared to the magnetic straps of the bank cards and identity cards traditionally used in business operations. Smartcard LLC is now focusing on the opportunities of smartcard industry in the concept of consumer retention schemes like frequency programs introduced by giant business corporations like banking, hospitals and insurance firms by maintaining a retained relationship with them through temporary alerts on new products and servi ces in the market. The recent studies on marketing strategies reveal that there has been a substantial reduction in the market share of advertisements on televised programs as well as the print media owing to the emergence of smart card based advertisement. This program is highly effective in scrimping money and time spent on promoting the products of companies and in most cases, it can easily cross the contend of customer

The personal selling process Coursework Example | Topics and Well Written Essays - 1500 words

The in the flesh(predicate) selling cover - Coursework ExampleThis research will begin with the statement that personal selling forms a critical part of a marketing plan for a company that engages good sales rep in a successful deal with a customer. The salesperson should have the ability to successfully close the deal with the customer so that he/she is interested in the company products or services. The exemplify research has identified that in order to successfully close a sales deal, a salesperson should be attentive to the present need of the customer and offer him/her the required products or services. It will be incorrect to state that the job of a salesperson is easy, as convincing a human beingness for a product or services is hard due to the different bent of mind of the consumers. The seed has rightly presented that the companies lay emphasis on the art of selling and there is a definite process that is play alonged by a salesperson for converting a lead into the bu yer. Thus, it is the most expensive form of marketing, where the salesperson should follow definite steps in order to bring sales revenue to the company. Each of these steps is eventful for the salesperson and company. ThyssenKrupp AG is regarded as one of the largest steel producers in the world and it also engages in providing systems and part to the automotive industry, elevators, escalators and industrial services to its customers. It engages in business-to-business selling with the customers.

Intro Communication Essay Example | Topics and Well Written Essays - 1750 words

Intro communication - Essay ExampleThere atomic number 18 many reasons for studying communication across cultures that include spheric diversity trends, domestic diversity trends and interpersonal learning opportunities.Global trends signify the importance of inter heathen communication through understanding the world political, cultural and business environment, developing multiple cultural perspectives, being skillful in diverse cultural environment, adapting to living in different cultures and learning to interact with world-wide colleagues. Apart from this, an change magnitude number of individuals are employed in overseas assignments such as government service, humanitarian service, peace-corps service, and international education for which cross cultural communication is critical to success (Ting-Toomey 4).In domestic perspective, there are two sets of dimensions that contribute to the government agencys groups of people communicate intercultural. One set, the primary di mensions of diversity, refers to those human differences that are innate and that exert an important impact on our early neighborlyization and an ongoing impact throughout our lives, for example, ethnicity, gender, age, social class, physical abilities, and sexual orientation. The secondary dimensions of diversity, refers to conditions that can be changed more easily than the primary dimensions, including mutable differences that we acquire, discard, and transfer throughout our lives, are less salient than those of the core, for example, educational level, work experience, and income (Ting-Toomey 5).Each intercultural contact can tot about identity dissonance or stress because of attributes such as an unfamiliar accent, way of speaking, way of doing things, and way of nonverbal expression. In a global workplace, people bring with them different work habits and cultural practices that present interpersonal learning opportunities (Ting-Toomey 7).Therefore,

Managing Financial Resources in the health and Social Care Essay

Managing Financial Resources in the health and Social Care - Essay usageThey volition also provide residential support, transition program, visual therapy, special needs education etc for teenaged people and children. This musical arrangement also has to manage its financial resources to provide such kind of services consistently.thither are few principles of be which significantly exist in the financial management. Care Tech Holdings PLC has to hold fast and apply such principles in their costing activities. If they are unable to reduce the cost or to take in the cost then they never will face the financially healthy situation within the organization. For this creator they cannot take better go-aheads in their activities and cannot help more adults and children. These principles are in general helping whatsoever organization to plan their activities in a systematic way. Break even analysis is one of the important principles among the costing method (Brayley and McLean, 20 08). By applying this method the organization can get information that at which level the participation meet all its costs and expenditure and started to earn profit for further investment or refinement of business. This is generally indicating a point at which the company can recover all its fixed and protean expenses. Minimum cost analysis is another principle to control the business activities. It is generally based on the assumption and prediction before starting a business or before starting any new financial year or before taking any kind of new initiative by the organization. What will be the minimum fixed and variable cost that has to be analyzed and how much revenue can be generated from those particular business activities that also have to be analyzed. If the revenue will be higher than the anticipated cost then the initiative will be granted. This method is generally used as a guideline to operate activities in an efficient way. If the mentioned company will take pl ace these principles then it will never face any kind losses and always can maintain

In-House Versus Outsourcing Approaches Essay Example | Topics and Well Written Essays - 1250 words

In-House Versus Outsourcing Approaches - Essay ExampleHowever, Kamarazaly (2007, p.4) argues that finiss on choosing between outsourcing and in-house should not be based solely on financial evaluation.Comparison of In-House and Outsourcing Approaches Nxt is involved in the business of delivering parcels and it consists of two companies with NXT Services specializing in non-secure items while Nxt Secure deals with secure items. Moreover, the plaque sub-contracts other courier companies to deliver 75 percent of all(a) items at a fixed charge. Upon delivery, courier companies have to give feedback to Nxt which in turn scans the feedback to the customer to endure the delivery. Presently, the company is facing several hurdles in its operations which can be rectified creative activity and implementation of modern information technology administrations. Nxt currently relies on externally sourced PostCode Address File, get through signed documents upon delivery of items and the number one woods information to know the exact place that they are. This has led to various problems such as suss outed delivery of items, drivers diverting from the route thereby increasing the operational cost and the hand signatures delay the confirmation of delivery. As noted by Zizakovic (2004, p.1), there comes a time when the present process cannot celebrate for long and the available system starts to show some weakness signals the time for making a decision to build a new system, consequently, the organization has to decide whether to build it in-house or outsource. Nxt has come to this point the organization has a project support office that can lead the way in building a new system or they can source from a third party. Nxt wants to implement a GPS system that entrust monitor and relay back information on the exact position of the vehicle in real time. The telemetry system allows the sharing of information and will relay to the hub data on stoppage of the vehicles, follow an y problems in the route and thereby facilitate the making of decisions and also improve the security of the driver when traveling alone. Moreover, the company is also contemplating investing in PDAs which will help customers to electronically sign on receipt of items thereby dealing with the problem of delayed signatures which are used to monitor performance. PDAs if adopted will also help in identifying new markets and save time used in the delivery. Despite the striking potential that implementation of these technologies will have in streamlining the operations of Nxt the organizations face financial constraints and the fact that it has never been involved in the implementation of such a huge project.

Classical Economists and Their Philosophy Literature review

Classical Economists and Their Philosophy - Literature look back ExampleAll the terms are part of the business strategy which is actually and play a decisive role in constructing marketing tactics (Stigler, 1957). The classical economic experts had always talked about business tactics. The topic of growth and competitor business strategy is part of their ex objectation. Here are some who described economic science and behavioural finance in all different perspective Among major terminologies of economics, the classical economists have prone much importance to the term Competition. Competition is something that surrounds the basic business environment, in which at that place are competitors, consumers and the market. Entrepreneurs call it a business constraint, as it changes for the success or failure of business at the same time. The economists have provided several teachings in understanding the term competition. This is for the business strategists and those who seek technol ogical strength for competing in the market. In the late 19th century just after World contend II ended, the term competition was felt in different occasions of the business culture. The business strategists discussed it on all intense occasions of the business and tried to fit it in different situations like in a situation of a perfect market or a situation of business equilibrium (balance of supply and demand). ... According to Smith, one is excessive supply tactics where the prices get automatically high for competition, dapple the other is fewer supply tactics where the prices increase and set a demand. This is how competition floats in the market, and the rivals plan according to the same effective strategy (Stigler, 1957). Adam Smith emphasized on spare-time activity tail fin conditions which set a competitive advantage of one entrepreneur to another The competitors should work independently quite of working collectively. A competitor should seduce an advantage by minimi zing the advantage for the next competitor. The competitor should attain full knowledge of the market to attain a parallel advantage. The competitors are free to work on such knowledge. Resources should be vitally utilized in order to stabilize the presence in the market. The following above statements worked in the agriculture sector where there is no such monopoly according to modern economists. However, the intellection of competition is quite clear in a general way as everyone knew how to race in an environment where the competition is simply to bid one another. This is the definition of business environment which modern economists reiterate in their literature work (Stigler, 1957). John Elliott Cairnes and industrial Competition J.E.Cairnes a pioneer of classical economist got labelled in Industrial competition. He described competition as a condition where there is an exchange of capital and labour between the Industrial partners. He focused on the environment of non-competi ng Industrial groups. In case of capital, his ideology got successfully applied as capital is easy to transfer and sacrifice, except in the labour, it gets hard because the workmen are solely dedicated to their specialized field and cannot compromise their profession in terms of extra remuneration or wage.

Workplace behaviors and the role of motivation in the work environment Essay

impartplace behaviors and the role of motivation in the work environment - Essay ExampleWork psychology can be generally described as the study of human behavior in work environments. Following World War II, work psychology was explained simply as fitting the soulfulness to the job and fitting the job to the person (Furnham, 2005). Over the years, this has evolved to become vocational/occupational psychology, organizational psychology, steering and ergonomics. This is a study of how people behave individually and in groups, how leaders emerge and how the thoughts, feelings and behaviour of the employees atomic number 18 affected by the actual, imagined or implied behaviour of others in the organization (Furnham, 2005).The Classic Styles of BehaviorDalton (2007) identifies seven spotless styles of behavior of individuals in every workplace Commander, Drifter, Attacker, Pleaser, Performer, Avoider and Analytical. Commanders argon domineering and matter of fact to the point of rud eness. Their world-class and drive might be viewed as a threat by others in the organization. They, however, have the whimsical ability to overcome obstacles, to implement and to achieve results (Dalton 2007). Drifters be easygoing and impulsive. Disorganized as they are, they cannot conform to rules and routines. To exercise the most out of them, they have to be interpretn short assignments on flexible schedules. They are advanced and creative and can improvise at short notice. Attackers are cynical and have a pervert effect on the others in the organization. This category of workers should be assigned jobs that require minimum interaction with others. However, attackers are adept at tackling unpleasant assignments and making decisions unemotionally. Pleasers are pleasant and helpful, and incapable of saying no to others. and then they are unable to face conflicts and try to escape having to tackle them. They protect people, often concealing critical information, which cou ld be detrimental to the organization. Performers are entertainers who are often the center of attraction. They have great conversational skills. Performers are ready to falsify facts to project their own importance however, they shy from accepting any(prenominal) kind of serious responsibility. They have immense ability to strike new relationships. Avoiders are quiet introverts who are reluctant to select initiative and are comfortable working by themselves. They fear criticism, responsibility and accountability. They cling to the security of condition quo at the cost of their own betterment. Avoiders, on the other hand, are highly reliable in that they give attention to instructions and get their jobs done the first time, every time (Dalton, 2007). Analyticals are cautious, hard-working and obsessed with detail. They are great sources of information however, they always come up with a valid reason why any new idea cannot work. This hinders the efficiency of a team, especially in times of emergency. They are, however, dependable for their commitment, knowledge and farsightedness. though human behaviors cannot be strictly categorized under these classic styles, as there can be combinations of two or more of these traits in an individual, understanding these traits can help in smoothing relationships and ensuring positive results. intuition and ConflictThe individuals in a workplace, besides in their behavior, could differ in their physical appearance, their social and educational backgrounds, their skills, etc. But the most important difference that has a telling impact in any workplace could be the difference in perceptions. Perception may be defined as the surgical procedure by which an individual selects, organizes and interprets stimuli into a meaningful and coherent picture of the environment in which he lives (Organizational Behavior, 2004). Perceptions deepen even while exposed to the same stimuli depending on the needs, values and expectations of every individual.

Desktop Publishing for Business Assignment Example | Topics and Well Written Essays - 2000 words

Desktop Publishing for short letter - Assignment ExampleThe sub-headings to be included, the topics that require to be covered extensively and the ones to be glossed over, have any got to be taken into consideration. DTP offers a lot much flexibility for a person while creating printed materials exactly the new age student still needs to grasp the importance of learning how to utilise and run into basics of blueprint principle elements like space , textbookure, value, balance so that he/she can pass water an effective tendency layout. Design Principles What is a visualise? A design can be give tongue to to be a plan for arranging elements in such a way as to opera hat accomplish a particular purpose (Faimon & Weigand 2004 13). A design is a creation of elements such as line, shape, colour, value and texture and is integrated with principles such as unity, variety, emphasis, balance and scale making it a design principle as a whole. Only when there is a proper integration of both design and principle, we can call it a successful design principle. The design principle can be give tongue to to be a form of communication through visual means. To communicate effectively, we have to use hairsplitting and correct language and likewise in visual communication, the designs we use will determine the efficacy of our communication. An mental test of the individual components that make up the design principle in the given folder, which include balance, sporty space, line, repetition, alinement and proximity reveals balance, in terms of design implies a distribution in visual weight of objects, colours, texture, and space. If we could garnish the designs on a linear scale, then both sides would have to be balance to make the design look and feel stable and if we arrange the design radially, then also the elements are arranged almost a central point and may be similar. The rule of thirds is another interesting mode of introduction but looks to be more conf using to a layman when compared to the symmetrical and the asymmetrical mode of presentation. The white space is the empty space left between words or in margins. It is the absence of text and graphics. It can tending to follow a layout easily, highlight a certain element or help rest the eyes. All the elements of white space have been very effectively portrayed in the BMW brochure and the best way to utilize it has also been communicated. Avoiding rivers of white space and claustrophobic presentation makes the point go through that a design element has to remain uncluttered to be effective and eye-catching. Contrast forms the crux to a dynamic design, which creates visual interest and enhances the organization and hierarchy of your content. Contrast involves making two or more elements very different (e.g. heading and text). The contrasts shown in the brochure proves weak and the effectiveness could have been better if glorious colours were used instead of just black and white i mages. Black and white does create contrast but all the images look repetitive and uninteresting. Repetition works with pattern to make the artwork be active (Principles of Design 2011 1). Whenever the elements of a design are repeated, the elements of design create symmetry and unity indoors the artwork. Repeating certain visual elements of the design throughout, improves visual impact, consistency, and strengthens

Personal Statement for Transferring to University of California

For Transferring to University of California - Personal Statement ExampleMy belief in accomplishing lofty goals has been developed over the years through national level basketb all told competitions. I grew up in Guangzhou, China. My uncle was a professional basketball player in China. He began to teach me how to play basketball at a truly early age. His workouts were grueling. I would run, jump and sprint for hours before I thus far touched a basketball. He had a very strict methodology he followed when training me. I can remember wondering, while I ran through all sorts of weather in Guangzhou Province, why I was doing all of this training. Was it expense it? I could see as I entered racy School that I was worth it. We were a very successful team. We won the Guangzhou Province High School league championship. This was an amazing proceeding considering the competition is fierce and we were not a very tall team. Our tallest player was only 65 and our average height was only 62. Every team we played was taller than us. The difference was no team we played was better prep ard than we were. We practiced for three hours every school day and for louvre hours every weekend and holiday demote. We were better conditi angiotensin-converting enzymed and had developed better skills than our opp matchlessnts. After winning the High School championship, I also participated in two three-on-three basketball tournaments featuring international players. Kentucky Fried Chicken sponsored one and Gatorade sponsored the other(a). We came in first in the tournament sponsored by Kentucky Fried Chicken and second in the one sponsored by Gatorade. As I grew older, I realized that lessons my uncle and coaches were teaching me were great for my basketball skills, but were unconstipated more important for my life. If I had not seen that hard work and superior skills bring success, I would never have developed the confidence to apply for an institution like the University of Cali fornia. I am sure that I will experience challenges after I transfer colleges, but I am confident that I can rise to meet these challenges. I am equally dedicated to realizing my academic goals as I am to by educational goals. In addition to learning from my uncle and coaches, my family has been a great inspiration to me. My parents are very wonderful role models. My father works for the China Council for the Promotion of International Trade. He is very hard working and intelligent. He has the ability to look at any situation and analyze it deeply and succinctly. He is well regarded by his colleagues. He has taught me many things about life and about working with other people over the years. He is probably the smartest man I know and I have a great desire to make him proud of me. My mother is the manager of a cabin crew for southwestern Chins Airlines. She loves me very much and has always treated me well. She has taken me on trips every summer and winter break since middle school. As a result, we have been able to see many places in China and some(prenominal) European countries as well. Transferring to the University of California to become an Economics major will require me to use all of these good habits I have developed over the years so I could be a successful basketball player and a good son. Economics is a challenging course of get a line that will require me to think about things in a way that is new. Understanding global frugal systems will require the same dedication that is required in learning to sink a three-point

The mechanisms that underlay the repairs of DNA damages Thesis

The mechanisms that on a lower floorlay the repairs of DNA damages - thesis ExampleCytarabine is used in the treatment of acute cases of lymphomas and leukemia. The key mutants to be acted upon are deoxyribonucleoside kinase and deoxycytidine kinase. apply S. pombe provides a greater advantage as it can be easily manipulated both physically and genetically. It alike helps to understand the DNA repair mechanism in higher eukaryotes. In its natural form, yeasts do not contain a particular conveyer and the particular kinase used to phosphorylate nucleoside analogues. Therefore, in this project, the S. pombe in use is adapt in that it contains deoxy foot kinase (dmdHK) which is found in Drosophila melanogaster (fruit fly) and is important for their phosphorylation (the addition of a phosphate molecule on to a protein molecule or any other organic molecule). It also contains the human membrane transporter (hENTI) which allows the nucleoside analogue to directly interfere with the pr ocesses taking place within the cell. 2.1.0 Material used in the mulish 2.1.1 S. pombe strains The S.pombe strains used in this practical are listed below WT h+ ura4-D18adhdmdNK-NAT-adhhENT1 URA4aim Swi10 (h+ ura4-D18adhdmdNK-NAT-adhhENT1 swi10KanMX URA4aim) Removal of damage in al-Qaeda excision repair. exo1 (h+ ura4-D18adhdmdNK-NAT-adhhENT1 exo1URA) Removal of damage in mismatch repair. rhp14 (h+ ura4-D18adhdmdNK-NAT-adhhENT1 rhp14 KanMX URA4aim). Recognition of damage in the process of nucleotide excision repair. rad50 (h+ ura4-D18adhdmdNK-NAT-adhhENT1 rad50 KanMX URA4aim) of the MRN(Mre11,Rad50,Nbs1) complex, for repair of double strand breaks. rad32D65N (h+ ura4-D18adhdmdNK-NAT-adhhENT1 rad32D65N URA4aim). Mre11 nuclease dead, lacks the activity of Mre11 in double strand breaks repair. 2.1.2 Medias Liquid 2.1.2.1 EMM+ flood (EMM broth without nitrogen 109.2 g + Glutamic acid 15g) liquid + Granulated agar 10g solid . 2.1.3 Preparing Agarose gel pilot burner PCR Procedure 1. With the use tape, seal all the borders of a dry and clean glass plate. This is important for forming mold. 2. trail 50ml 10X TBE (Tris-boric acid-EDTA) buffer for the preparation of the gel. 3. Add 0.8% of powdered Agarose to the TBE (Tris-boric acid-EDTA) buffer in an Erlenmeyer flask. The buffer should occupy less than 50% of the total flask volume. 4. Heat the dissolvent in a water bath or a microwave oven to facilitate the dissolving of all the Agarose grains. During the heating process, part of the buffer will evaporate. As such it is important to add more buffer solution in order to return the solution to the original volume. 5. After heating, cool the solution to 60C and immerse the solution in an ethidium bromide solution once the gel solidifies. Ethidium bromide helps to intercalate DNA thus making it visible under extremist violet light. 6. Place the comb 1.0 mm above the place consequently allowing for the formation of a smash well once the Agarose solidifies. It is important to avoid air bubbles that may form between or under the teeth of the comb. Seal the plate with small quantities of the Agarose solution through a Pasteur pipette. Once the plate is sealed, switch the gel in to the glass plate. It is important to swirl the gel in the flask to ensure concurrence in the temperature before pouring it out into the plate to prevent the gel for hardening unevenly. 7. The gel is anticipate to have

Intelligence Community Organization Coursework Example | Topics and Well Written Essays - 500 words

password Community Organization - Coursework Exampleerrorism Prevention Act of 2004 that lead in the creation of the office of the film director of National Intelligence (ODNI) influencing in the birth of the current body structure of the Intelligence. The U.S. Intelligence Community consists of 17 agencies that address the Intelligence Community itself. The paper describes the structure of the U.S. Intelligence Community and further illustrates whether its meeting its primary purpose.The structure of the U.S Intelligence Community consists of the director of National Intelligence (ODNI) at the top, headed by the director of study learning (DNI) who is the principal intelligence adviser to the president. In addition, he guides early(a) senior personnel such as the National Security Council (NSC), the Homeland Security Council (HSC) as well as leading the other 16 agencies that includes Intelligence Community (IC). According to Aldrich & Rawnsley(2013), the main agenda of the I C involves directing and coordinating the National conflicting intelligence activities of the U.S. government. The principal deputy director is the second in command after the DNI then followed by four deputy directors that are responsible for the leadership in their specialized areas office of the Deputy Director for Policy, Plans and Representatives, Office of the Deputy Director for Collection, Deputy Director for Analysis and Deputy Director for Future Capabilities (Freedman, 2014).The ODNI serves as the central Intelligence Community but all the other bodies are interconnected with the ODNI and with each other at different levels. Logan (2010) illustrates that each agency has been entitled to work independently at its own capacities and point on area of duty but together as a unit to protect the national security. Other agencies include the Central Intelligence Agency (CIA) it is an independent agency known as the the Statess spy Agency, involved in collection, analyzes and d isseminates intelligences about foreign nations. The Federal

Essay on Foundation of Technology Essay Example for Free

Essay on Foundation of Technology EssayIn this stress, there be components that differentiate an A paper and a B paper. The A Essay approximates criteria or ideas in the forefront and subordinates the details to the ideas. If you read with descriptive detail, insights feed to be lost or insufficiently developed. It also focuses on the protect added technology tool and the value added of what the teacher does with the technology. The same technology can be used in different authoritys by teachers. However the teacher remains the most important element in maximizing students learning. For example, if a teacher shows a video, a strong paper addresses the value of the video and the effectiveness of the integrating of the video before and after the video is shown. Strengths and suggestions for improvements are also addressed. Generally the strongest essay takes a exact perspective and evaluates what works are done and how they can be improved. It also goes beyond motivation. T hese two are critical aspects of any learning and should not be undervalued. However, the strong essays should go beyond motivation, in vow to answer wherefore a technology was motivating to students.Much of the true insight comes from asking the why question and sometimes asking the questions more than once. For instance an essay that argues that the students were motivated by the technology and were occupied the whole period, and that the students were captivated by technology and they explored different sites. The questions asked should be why the technology was motivating to the students and what pursue them and what made the technology captivating and how different soft wares advance learning apart from motivating (Bayne, 1998, p. 38).The essay also explores readings in depth and also exploring conferences in depth too. I chose to discuss how I allow use my new clearsite to improve my teaching methods. A website is very rewarding. It is fun and a great way keep in touch wi th your family and students. The website has made impact on my image and also given me identity element and global presence. I use my presentation skills, without the presence of the internet. I can also download message and go through them in cds for classroom presentation.Students can get information of upcoming events and changes from the web site. Teachers can now visit my website and download information for our thematic units. I can also help them role theirs. It has also been useful in situations where I have to update it with my students work for parents to see and advert in their studies back home. Its necessary for teachers to have their own websites in the modern age in order to create sites that can help their students. The fact that students need computer education to help them recover the net should not be overlooked.This makes it easier for them to access information whenever they need it. The No Child Left coffin nail mandates that students should be competent enough when it comes to technology since almost everything is technology based nowadays. They go out have to make out how to think critically, to be creative, analyze information, understand new ideas, communicate effectively, collaborate, solve problems, and make decisions (Bayne, 1998, p. 66). In my analysis, of my bite lesson, I will design a lesson plan to guide me by means of the teaching process.The upshot is slightly the importance of integrating technology, applying the standards of education and the use of assessments. Ive agnize that integrating technology enhances learning through encouraging and simplifying the seeking and grasping of the meaning of the content being taught. Application of new technology in classroom environment by students has helped to improve learning outcomes which involved deeper understanding. From the peer review conducted, I realized that the students enjoyed the integration of technology in the classroom and retained content in their min ds.Introducing standards of education in the classroom will enhance the learning experience by pointing students to available design and marketing tools, and best industriousness practices. Knowledge of these standards makes the students adapt the educational concept with real-world applications and market issues. If students dont learn about educational standards, they may need elementary instruction in their first jobs, have a higher desire for operating outside of best or accepted industry practices, waste resources and fail in duties to align their products or services with desired markets.Without a guide line component in their education, students may potassium alum without knowing the barriers presented by using incorrect standards, and without realizing the importance of standards in marketing and product acceptance. If the regulatory standards in reference are not met it results into product non-conformance, or higher development or other costs. Students have to understan d the need to design, from inception, to the standards required to achieve marks. When creating a lesson plan, the teacher should tell the students the objective of the lesson, teach the objective, and evaluate the objective.This means that the lesson plan should contain the key concept of the topic, objectives, pre-planning, learning materials, Anticipatory Set (How I will simulate the children so that they will learn what I want to teach. It will also have the process I will take when teaching and duration of my teaching process. Closure is also needed. This is the summary of the topic and finally evaluation (Bayne, 1998, p. 113). Assessment can be formal or informal when integrating technology. most software packages have assessments or built in criteria in it.I have learned that incorporating electronic portfolio is another way to enhance teaching with technology or a teacher can design their own rubrics. However, innovative activities require a reliable and valid mean of measur ing students progress along with student journals and designing projects. In conclusion, the lesson planning was great and I thank God I had the prospect to integrate technology in my class and enhance learning for my students.Reference Bayne, J. N. (1998). Strategic plans for technology. New York pitcher crest.

South Florida from Michigan Essay Example for Free

mho Florida from Michigan EssayJohn and jennet Grogan, a newlywed couple who move to South Florida from Michigan, take a crap in the newspaper business, John is a reporter and Jenny is a freelance feature writer. At the advice of Johns friend Sebastian, who claims that adopting a dog impart pause Jennys biological clock, John and Jenny adopt an loveable yellow Labrador whelp that is touted by the breeder as being on sale. Jenny affectionately calls the puppy Clearance Puppy, but is ultimately named Marley. A rambunctious dog, the Grogans take Marley to a trainer, only to discover that make up the trainer cannot control Marley.When the couple tries to start a family, Marley gets older, and is still chewing on furniture, stealing food, and will not obey commands. John, who is the breadwinner in the family, is struggling with being a popular columnist for the newspaper he works at, continuously telling his boss that he had always wanted to be a reporter. Jenny is often left a lone to suffer the frustrations of early motherhood, eventually getting so fed up with Marleys antics that she demand that John take Marley to a new home. Of course, Jenny changes her mind after she had time to herself to shed light on things out.From there, John gets a job in Pennsylvania, and with the move, the family becomes a picture of the American Dream a smooth home in the country, three children, and a dog. By this time, Marley is considered a senior, and his aging hits the family hard. In the end, Marley dies of a deformed stomach, a common ailment in larger dogs. After a small, and heartbreaking, funeral, the family who loved that dog so much moves on, better off for having known Marley. McCarthy, Todd. (December 21, 2008). Marley Me. Variety. April 7, 2009. http//www. variety. com/review/VE1117939263. html? categoryid=31cs=1

The one who is in the sun Essay Example for Free

The one who is in the sunlight EssayThe manipulation of the regular repetition creates contrast and opposition, which produces emotions and declares the baloney appealing. The contrast also tends to unsettle the readers and make them pay more attention. The rhythm of the composition is manipulated by excluding proverbs from the end of the flooring to prevent monotony and predictability and makes it more memorable. This interruption of the rhythm creates aesthetic tension by means of the fulfillment and defiance of the readers expectations.The repetition of the proverbs creates a pattern, but the pattern is interrupted by the omission of the proverbs. There are also other elements restate throughout Zabi Naka. The themes of evil, poverty, death, stealing, fighting and righteousness are recurring. The repetition of these components gets vital c erstwhilepts before the reader more than once and emphasizes the key ideas of this piece of writing. These themes are repeated to a ccentuate the meaning of the level. The repetition of both the proverbs and the themes in the story creates layers. The layering gives depth and texture to the story.Having the obvious story, consequently other themes and issues woven in creates the layering. The layering is an embellishment taking something and adding a dimension to it. This tends to instill a sense of wholeness in the reader. The layers of the story make it complete. I recollect that interruption also makes the story extraordinary. The proverbs themselves are an interruption of the storyline. The repetition of the pattern of the story, then a proverb, then back to the story is also interrupted by the absence of the proverbs in the second p blind of the story when the war occurs.The rhythm of the story is interrupted by the lack of proverbs. This constant disturbance throughout the story creates a multitude of layers, making the story more whole. The combination of interruption, layering, repetition, and prover bs make Zabi Naka the incredible work of art that it is. They add meaning and emotion to the story and also make it complete. These artistic characteristics have thoroughly deepened the story and made it interesting.

HRM strategies and labour turnover in the hotel industry Essay Example for Free

HRM strategies and savvy turnover in the hotel application canvassThe International ledger of piece imagination focussing 91 February 1998HRM strategies and grasp turnover inthe hotel thrust A comparative studyof Australia and capital of capital of SingaporeAnge air travel Cheng and Alan brownAbstract This study explores the perceptions of HR managers on the strategical heed of cranch tu liftr in a survival of the fittest of large hotels in Australia and Singapore, The main literary p bentage is that the cause of fag tumover can be mitigated with strategically managed kind-heartedkind resources with the four primal HR activities.The hotel industries in two Singapore and Australia revealed a comparable range of HR policies and practices cosmos adoptive, with an diaphanous recognition of the contri plainlyion an establishments human resources go through and through on the bottom- stage business. thither was a clear convergence towards minimizing tumover i n world-wide through the recruitment, selection and induction processes. This was despite fundamental social, economic and savvy differences amongst Singapore and Australia,Keywords benevolent resources, HR functions, comprehend tumover, hotel fabricationIntroductionIn new-fashioned eld, on that point has been widening recognition that human resource focusing (HRM) strategies impact on an nerves perfomiance and bottom-line pull up stakess, contributing to overall effectiveness (Nankervis and Debrah, 1995). Particularly in the helping industry, the effective utilization of human resources can give an organization its competitive edge (Schneider and Bowen, 1993). This has led to an veer magnitude interdep barency of incorporated strategy with human resource management (HRM), By effectively linking HRM with organizational objectives and needs, human resources can be recruited, genuine, motivated and retained towards gaining a competitive advantage, i.e. strategic HRM.I n this unique industry, that basically comprises twain a harvestion and a service aspect, both the creation and the rendering of services from the hotel to the customer be to begin with carry outd through the employee, i.e. the hotels representative. Therefore, the people basically represent the industry (Lewis, 1989 Thompson and Abbott, 1990 Schneider and Bowen, 1993).The success of this industry is indeed dependent on the calibre of its employees and how effectively they argon managed in order that they help the organization achieve its objectives (Nankervis and Debrah, 1995 Berger and Ghei, 1995). It is essential that the hotel industry develop efficient HRM practices and policies that enable them to recruit, select and retain competent employees who contribute to the acquisition of their objectives.However, the hotel industry is constantly plagued with luxuriously round tumover levels, resulting in high personnel be incurred because of recruiting and planning bran d-new re definements (Hom and Griffeth, 1995). With hardly a(prenominal) rung staying longer than quintuple years 0985-5192 Routledge 1998HRM strategies and labour turnover in the hotel industry 137 (BTR, 1990, cited in Nankervis, 1990), tumover contributes significantly to labour costs through high replacement costs (Riley, 1991a). With a skilled labour specialty needed in the trade and hotels increasingly providing the required knowledge, premature tumover whitethorn waste a hotels sizeable investment in employee development (Beckert and Walsh, 1991 Hom and Griffeth, 1995).Many tumover studies concord focused on opposite industry causes and effects. To date, however, comprehensive and substantial studies hand over non been conducted to determine the adopt and in mold causes of tumover in the hotel industry, although several(prenominal) hotels have undertaken case-by-case tumover analyses to address this issue (Nankervis, 1991 Debrah, 1994). This could be attributed t o the fact that, systematic(a) though employee tumover has financial consequences, the problem is a great deal ignored because the costs be validatory and hidden (Donelly, cited in Hiemstra, 1990). Further much(prenominal), many hotels mayconsider it notwithstanding if ruin of doing business in this industry.This paper outlines roughly late look for which examined the impact of HR policies and practices in the respective hotel industries on labour tumover, ad hocally through the processes of (1) recruitment and selection, (2) orientation and socialisation, (3) nurture and development, (4) performance management and (5) remuneration. The study focused on a selection of medium to large hotels in Singapore and Australia. labor turnover and the hotel industryDenvir and McMahon (1992 143) defined labour tumover as the movement of people into and out of conflict inside an organization. It can be voluntary or involuntary. Correspondingly, on the basis that people leave an organization for a multitude of apprehensions that may not be management-related, Eade (1993) except categorizes tumover into controllable and unavoidable tumover. For the purpose of this study, the focus was on voluntary and controllable tumover.Tumover in the hospitality industry has been shown to be unacceptably high (Kennedy and Berger, 1994), averaging up to cardinal hundred or 300 per cent per annum (Woods, 1992 Tanke, 1990 Boella, 1988 Wheelhouse, 1989), although substantial variations exist between different establishments. The literature has so out-of-the-way(prenominal) identified cistrons that impact on tumover place as orientation and enculturation processes (Kennedy and Berger, 1994 Woods, 1992) ad hoc recruitment and selection procedures (Bonn and Forbringer, 1992 Woods and Macaulay, 1989Wagner, 1991 Wheelhouse, 1989) discrimination at the workplace (Antolik, 1993) gentility and development opportunities (Hogan, 1992 Hiemstra, 1990 Conrade et al., 1994) manage ment styles (LeeRoss, 1993 Boella, 1988 Wheelhouse, 1989 Rowden, 1995 Woods and Macaulay, 1989) organizational consignment (Denvir and McMahon, 1992) competition and organizational refinement (Woods and Macaulay, 1989) labour shortage (Debrah, 1994 Woods, 1992) stress and bumout (Vallen, 1993 Woods, 1992 Hom and Griffeth, 1995) the seasonal nature of the industry (Boella, 1988 Denvir and McMahon, 1992) and reflect dis bliss (Bonn and Forbringer, 1992 Hom and Griffeth, 1995Wheelhouse, 1989).Relatedly, Denvir and McMahon suggested that labour tumover is not an isolated occurrence, where multi-dimensional aspects al low-toned low mental faculty esprit de corps, substandard work performance and absenteeism (1992 143). apiece incident of employee tumover is estimated to cost up to $2500 in direct costs and $1600 in indirect costs (Hogan, 1992). However, the permeating impacts of labour tumover on a hotels bottom line can be classified into two categories (1) direct expenditure and (2) intangible costs.138Angeline Cheng and Alan BrownDirect impacts are essentially financial consequences that take administrative costs as a result of increased recruitment and genteelness expenditure of new employees (Woods and Macaulay, 1989 Boelia, 1988 Woods, 1992 Riley, 1991a Mullins, 1995 Mercer, 1988). The indirect consequences of tumover allow in productiveness losses due to unfamiliarity of the workplace, poor service quality as a result of insufficient manpower (Denvir and McMahon, 1992 Riley, 1991a Wheelhouse, 1989), compromised standards and low morale due to the constant departures of workmates which are in tum integrally damaging to the hotels reputation (Woods and Macaulay, 1989 Riley, 1991a Mullins, 1995) because dissatisfaction in the employee will ultimately lead to the dissatisfaction of the customer (Lewis, 1989 Boelia, 1988 Woods, 1992). Samuel (1969, cited in Denvir and McMahon, 1992 144) summarized this when he declared thatdiscontinuity in calling disc ourages people from entering the industry and encourages others to leave i t . . . preventing continuing semblanceships between employers and employees and so inhibits the growth of mutual responsibility. It involves heavy administration costs and a substantial loss of productivity through the breaking up of teams who are used to working together.However, Mount argues that labour tumover inside an organization may not necessarily be detrimental. Rather, an organization thats choosing to thrive and grow must expect a higher tumover rate than companies that settle for the status quo . . . where much(prenominal) talented and assured people replace those that are leaving, and the new workers take the organization to the next level (1995 109). Price found that the hotel industry tended to live with high levels of labour tumover and assert on the extemal labour food market to fill vacancies (1994 47). However, high labour tumover cannot be forgive as an intact characteristic featur e of the hotel industry (Mullins, 1995). Mullins suggested that an organization can theoretically influence tumover by non-homogeneous intervention processes (1995 185) that include placement and orientation, argument performance and training and development.Denvir and McMahon (1992 146) further argued that individual hotels experience different levels of labour tumover, thereby confirming the view that tumover is partly within the control of management, and conflicts with the widespread pattern that tumover is high and uniform throughout the industry, and hence an uncontrollable characteristic of the trade. This might thereof suggest that tumover is, in effect, manageable through effective and strategic human resource practices. Based on a recent pilot study undertaken by one of the authors (Cheng, 1996), the hotel industries would be perceived to have acknowledge the adverse effects of labour tumover (Debrah, 1994 Nankervis, 1993b) through the adoption of strategic human reso urce management practices. Specifically, five variables that will be considered are (1) recruitment and selection (2) orientation and socialization (3) training and development (4) performance management and (5) remuneration. underlying to all these processes however, is the critical activity of recmitment and selection practices (Mullins, 1995 185).There have been numerous studies conducted on labour tumover that have focused on other industries. These may not be applicable due to the unique features of the hotel industry, as handleed precedent. For example, the organizational structure of the hotel may be a major determinant in influencing labour tumover, as compared to other industries. Riley (1991a 18, 1991b 237) estimates that protease inhibitor and unskilled stave comprise up to 64 per cent of the entire rung existence. This might therefore indicatelimitedHRM strategies and labour turnover in the hotel industry139promotional and developmental opportunities for land-lev el employees, resulting in a movement of staff out of that organization to one that bring home the bacons better line of achievement options. mash turnover in hotels in Singapore and Australia drive tumover in the Australian and Singaporean hotel industries has not been easily searched and documented. This is despite the significant contributions made by the tourism industries in both countries to the respective economies. Tourism is arguably the nations largest single export earner in Australia (EIU, 1994b), with Singapores tourism correspondingly generating a surplus on its equilibrize of payments travel account of around S$5 billion per year in recent years (EIU, 1994a).Employment growth in the hotel industry in both Singapore and Australia has been significant during the past decennary (Table 1). A number of new large hotels have opened in both countries, creating significant job opportunities. In Singapore, this has been in a context of generally nigh labour markets whi ch has forced hotels into employing more fractional-time staff (Debrah, 1994). Correspondingly, in Australia, many of the jobs which have been created by the growth in the industry have indirect requestwise been part time, although not due to labour shortages.A survey of the Australian industry in 1991 (KPMG Peat Marwick direction, 1991) indicated a relatively plentiful supply of employees to the industry, although it noted that a general economic downturn in the industry was apparent at the time. Comparatively, surveys of the Singapore labour space indicated significant shortages of labour in the industry (Debrah, 1994)The figures in Table 2 indicate that the hotel sector in Australia employs a much higher proportion of part timers than that in Singapore. Many jobs,such as waiting Table 1 Growth in consumption in the hotel industrySingaporeAustraliaYearNo. of employeesYearNo of employees19801987199238,62054,41274,13619831986199317,61722,00129,770 seed Singapore, segment of Statistics, stinting Surveys Series, Hotels and supply. ABS Cat No 8674Table 2 Work-force compositionFutl timeStatusPart time eld profile70% of employees 35% of employeesAustralia43,76630,370(41%) 35 yrs 25 yearsSingapore25,7193,958(15%) 40 yrs 25 yrsSource ABS Labour Force Australia, May 1991, Cat No 6203.0, ABS Cat No 8674 STPB Singapore Tourism and progress Board 1992 Survey of Tourism Manpower Deployment in Singapore Economic Surveys Series, Hotels and Catering 1993 Department of Statistics 1995 cxl Angeline Cheng and Alan BrownTable 3 disturbance place in the hotel industryper annumAustraliaSingapore45%42%Source Callus et al, 1991 1995 Singapore Yearbook of Labour Statistics, Ministry of Labour (1991 figures)staff, kitchen hands and bar staff, are seen as transient jobs by young people such as students, due mainly to relatively few skill barriers and ease of entry. The data in Table 2 in like manner show that the hotel labour force in both countries is relatively youthful . An implication of these statistics is that tumover in the hotel industry is partly due to the casual employment characteristics of the labour force, situationly in Australia. In Singapore, the relatively long period of buoyant labour market conditions may have led to job hopping.The tumover rates for the hotel and recreation industries is generally three times great than the average for other industry groups in Australia (Callus et al., 1991), period in Singapore it is about average among various occupational groups (Singapore Ministry of Labour, 1995). However, these industry figures do disguise tumover rates at individual establishments which can vary considerably, as shown in the stress of hotels for this study.For Australia, the highest tumover rates are for front-line and service employees where the rate averages 43 per cent. Tumover is lower in large hotels (KPMG Peat Marwick oversight, 1991) and varies slightly check to gender, with annual tumover rates averaging 45 per cent for males and 38 per cent for females. The paucity of documented search and studies is diaphanous through the limited amount and quality of material in this area. Studies on labour tumaround and retention have in the beginning focused on the UK and US hospitality industries (Woods and Macaulay, 1989 Bonn and Forbringer, 1992 Hogan, 1992 Alfus, 1992 Feiertag, 1993 Kennedy and Berger, 1994 Denvir and McMahon, 1992). The exception is Debrahs (1994) study of effective staff in Singapores hotel industry in view of environmental influences. explore designThe study adopted a soft approach, employing a comparative case-study methodology towards researching the Australian and Singaporean hotel industries HR programmes on tumover. Commonly, qualitative research is where the study is through with(p) in its natural settings in an attempt to interpret phenomena through the meanings associated with them. Correspondingly, this research focuses on the phenomenon of labour tumover in the hotel industry, interpreted through the perceptions of HR managers within that trade.This qualitative approach as well involves the studied use and collection of a variety of empirical materials, e.g. grounded theory procedure, surveys, observations, etc. (Denzin and Lincoln, 1994). Specifically, a face-to-face interview, examination of relevant documents and multi-case study method were used for data collection and data analysis, respectively.The sample size for the study was six-spot hotels in each country. They were medium-tolarge hotels, managed each as part of a consortium, an intemational chain, or asHRM strategies and labour turnover in the hotel industry141individual properties. An exploration of the views of HR managers, or managers responsible for the HR function, on the dominance impact of HR strategies on managing labour turnover within their organizations was sought. In some cases follow-up telephone interviews were held with relevant HR personnel to clarify matters raised in the initial personalised interviews.The targeted respondents were considered suitable on the premise that the participants, all senior managers, were in the main responsible for the development, formulation and implementation of see HR processes and strategies in semblance to managing labour tumover, and would therefore have the required knowledge of HRM practices and business strategies (Ragburamand Arvey, 1994). Consequently, this research basically reflects the perspectives and perceptions of these participants. The excellent sample size of twelve, typical of a study of this qualitative nature (Gay and Diehl, 1992), was considered appropriate, fling the opportunity to glimpse the complicated operations, character and culture of the hotel industry.In qualitative research, the sample tends to be small and purposeful, where the purpose lies in selecting information-rich cases for study in depth (Patton, 1990 169). The subject population was pre-selected groun d on the firsthand criteria of size and rating of the hotel, i.e. at least 250 rooms and a minimum rating of four stars. However, the final sample was selected and determined on the basis of accessibility to the hotels and their targeted respondents. The sample for the Australian study came from the state of Westem Australia.Tumover rates in individual hotels ranged from 26 to 47 per cent per annum for Australia. Corresponding data for Singapore ranged from 48 to long hundred per cent, although the highest tumover rate was for a new property which had only recently opened. FindingsAn equal sample size of six hotels was studied in each country. Although the properties in Singapore were generally larger in size and staff than in Australia i.e. maximum staff and rooms at 1,300 and 1,200 respectively in the fomier country, compared with 440 and 417 respectively in the latter(prenominal) human resource strategies employed in both cultures were largely similar. However, due to the dif ferent labour markets of the two industries, there were inherent differences in the importance and priorities placed on HR strategies, with attend to controlling and minimizing labour tumover. These are discussed below.enlisting and selectionHiring practices employed by the hotels in both countries can be seen as having progressed from the adoption of purely traditional (advertising, walk-ins, selection interviews, reference checking, etc.) to more strategic approaches (networking, intemal labour market, behavioural interviewing, targeted selection, etc.) (Nankervis and Debrah, 1995 Nankervis, 1993b).This has principally been influenced by ever-ever-changing labour markets, as well as the clear recognition that mitigating labour tumover begins with the hiring function, specifically the selection process. This is consistent with current literature that highlights selection as the predominant variable impacting on ultimate tumover rates (Hom and Griffeth, 1995 Boles et al., 1995 Me rcer, 1988 Dunn, 1995 Woods and Macauley, 1989), albeit recmitment and selection is generally considered an integrated function (MuUins, 1995 Croney, 1988 Nankervis, 1993b).142 Angeline Cheng and Alan BrownThis progress seems to be in part due to the general realization that people ultimately represent the crux of the industry, where they are the product and the runrs of service (Nankervis and Debrah, 1995 Mullins, 1995 Thompson and Abbott, 1990 Lewis, 1989 Schneider and Bowen, 1993 Berger and Ghei, 1995). Hence, the ability to hire and retain the right kind of people to fit the organization, and give the organization a competitive edge (Schneider and Bowen, 1993) begins primarily with the selection process (Hom and Griffeth, 1995 Boles et al. 1995 Eade, 1993 Mercer, 1988 Dunn, 1995).There is read that hotels in both countries draw from a wide range of recruitment sources both intemal and extemal. Hotels in Australia and Singapore tend to place greater reliance on recmiting from a n intemal labour market of current employees within the establishment and from other hotels which are part of the chain within the same ownership. Although this was perceived to be more evident in the Australian environment, this was inclusive of promotions as well as transfers of casual and parttime staff. There was also the consideration that Singapore had a more stable labour force of full and part-time employees, while the Australian hotel industry tends to rely on a higher proportion of casuals in employment, thereby implicitly contributing to tumover levels to a greater degree.However, in both instances, the use of this intemal labour source was predominantly restricted to supervisory positions and above, usually associated with a career development plan. Such efforts to develop career paths would assist in overcoming a major reason given for tumover in the industry in Australiaas identified in a survey (KPMG Peat Marwick Management, 1991). no(prenominal) the less, this effo rt has resulted in the per centage of managerial promotions, in at least one hotel each, as high as 85 per cent in Singapore and 95 per cent in Australia. Intemal allocative strategies are therefore boost where extemal recmiting costs can be reduced because, for example, current staff do not require re-training or acculturation into the organization i.e. the direct costs of tumover (Woods and Macauley, 1989 Boella, 1988 Woods, 1992 Mullins, 1995 Mercer, 1988). As such, this can be perceived directly to toil staff tumover levels down (Simms et al. 1988 Debrah, 1994) through increased promotional and career opportunities (Woods and Macauley, 1989).Extemal sources of new recmits included databases of previous applicants, unsolicited applicants, newspaper advertising, employee referrals, recmitment consultants, industrial attachments and networks with associates in the industry. Hotels in Singapore seem to be more resourceful in attracting new people with employee referrals becoming increasingly popular, where current employees are usually offered incentives for a new staff member employed on their recommendation. Although there is no scientific evidence to support this theory, hoteliers argue the general principle on the basis that birds of a feather flock together that is, referred possible candidates would be judge to be of similar calibre, personality and behavioural qualities to the referrer since they are friends or family. This reduces the cost of extemal sourcing, as well as a diminished probability of tumover occurring through the yielding of more reliable and committed employees (Debrah, 1994).Networking is also more prevalent in Singapore than in Australia. contempt it existence regarded as a form of people-poaching, it is considered putting green practice in Singapore. Hoteliers in Australia, on the other hand, generally do not support this stylus of recmitment as it is considered there, to some degree, unethical and generally not very nice. B oth countries, however, attributed their respective stances to the small but close-knit fratemity of the hotel trade.HRM strategies and labour turnover in the hotel industry143To combat the electric potential difficulties of building a full-time committed work-force in Singapore, Debrah (1994) in his earlier research, pointed to the use of part-time staff. Benefits that accme through employing regular part timers include increased flexibility in scheduling, thereby reducing the impact of tumover (Greengard, 1995), as well as lower wage outlays (Inman and Enz, 1995). Although this practice is prevalent in the Australian hotel industry, where sometimes up to half of the total employee population are part timers or casuals, part timers are usually hired on a needs basis and predominantly in the food and beverage (FB) or banqueting departments in Singapore (Debrah, 1994). Hotels in Australia are typically seen by young people as a source of casual employment due to ease of entry.A prob lem increasingly faced by Singaporean hotels due to move up educational standards and employee expectations is the shortage of applicants for the less desirable shift-work positions mainly at the operative level. One hotel, at least, has assay to combat this through the hiring of foreign labour, mainly from Malaysia. While interviews remain a core selection device, there is an increased emphasis placed on the behavioural aspects of a potential candidate in both countries, where selection tools are used to assist in determining a persons personality, attitude and character in relation to the specifications that a position may require.It was felt that experience and expertise, although valuable, could be gained from training and development while attitude and personality were more consequential in new recmits in attempting to fit employees into a particular organizational culture. Singapore, however, has a more dominant use of the behavioural interview than Australia, where attitud e is perceived to be more important than experience. This is assessed essentially through structured, oral employment tests given to potential candidates in the physical body of the interview. Berger and Ghei (1995) further argue that this method is more effective in the selection of new hires than more usually practised approaches, e.g. reference checking, which the Australian hotel industryutilizes extensively, biodata through weighted application blanks, etc. However, a sample of employment tests from a couple of respondents suggests that the behavioural interviews conducted in the Singapore hotel industry have a direct focus on the biodata of a potential candidate. Current literature also supports a higher correlational statistics between biodata and the eventual retention of that person (Dickenson and Ineson, 1993 Mitchell, 1989 Ineson and Brown, 1992) according to the past behaviours and reactions, attitudes, interests, etc. interview checking was advocated by Dunn (1995) as a proactive and aggressive way of reducing tumover and maintaining a higher work-force quality. Despite obvious disadvantages like potential litigation consequences, e.g. defamation, negligent hiring suits (Dunn, 1995), the Australian lodging trade diligently adopts this approach when employing. There was significantly less importance placed on this method of selection, as apparent through its inadequacy of use, by Singaporean hoteliers. industrial placement, however, is a common practice in both countries. Although generally regarded as a labour source, industrial placement (referred to as work attachment in Singapore) has not been maximally use as a selection tool in either Australia or Singapore. Despite some evidence of it occurring, the potential benefits of effectively utilizing this practice as a selection tool are not being fully realized for example, that applicants would ah-eady be familiar with the organization (Leslie, 1991), thus having a realistic preview (Woods a nd Macauley, 1989), thereby increasing the retention probability for that person (Hom and Griffeth, 1995). At the144 Angeline Cheng and Alan Brownsame time, the applicant would already be trained in their area of operations, thereby directly and positively impacting on recmitment and training costs. The labour-scarce situation afflicting the Singapore hotel trade is, to a large extent, attributed as the major factor influencing modifications in local hiring practices, which supports earlier research (Debrah, 1994 Nankervis and Debrah, 1995). This is peculiarly so in relation to the recmitment sources the industry approaches in seeking newhires. However, some of these approaches may seem to exacerbate, rather than mitigate, labour tumover despite an acknowledgement of their detrimental effects. For example, networking as a labour source would probably indicate recmiting a new hire from another hotel. This would inevitably mean weft a position in one property at the expense of increa sed tumover in another.On the other hand, Australia has been comparatively slow in adopting more innovative methods of recmitment and selection, although there is an indication of a move towards a more strategic direction. Although acknowledged as an issue, tumover is not given priority consideration when hiring even though there is a recognized need for a match between the organizations values and the potential employee. Rather, a reduction in labour tumover is essentially considered an incidental benefit to the meeting of organizational and usable objectives.In summary, hotels in both countries are placing more emphasis on recmitment and selection practices in an effort to reduce the potential for labour tumover. Variations exist where Singapore places more emphasis on behavioural interviews, employee referrals and networking, while Australian hotels emphasize reference checks and assessing attitudes in the employment interview. Australian hotels also tend to use more casual empl oyees than their Singaporean counterparts.Orientation and socializationInduction sessions in hotels of both countries were conducted regularly upon the employment of a new recmit, consistent with Mullins (1995) clue that orientation is basically a natural extension of the recmitment and selection function. Hotels in both Singapore and Australia were seen to conduct both general and departmental orientation (St. John, 1980 Kennedy and Berger, 1994 Eade, 1993) in order to provide overall hotel information, as well as specific job details. General orientation for new employees in Singaporean hotels ranges from two hours to 90 days, while in Australia between two hours and one and a half days is the norm. The content of these sessions is comparable and includes hotel cultures, employee handbook, mles and regulations, health and safety procedures, salary details and so on.More specific orientation is the responsibility of the employing department. The importance of this function in faci litating and sustaining the long-term retention of employees was perceived to be recognized by all respondents. It was basically a matter of familiarizing new employees with the daily operational requirements and culture of the organization (Mullins, 1995 Eade, 1993 Thompson and Abbott, 1990) that is, acculturating them into the organization in order to align their individual goals with that of the hotel.To encourage this assimilation, Singapore hoteliers tend to be more systematic in the orientation process and usually conduct interim and follow-up sessions to provide employees an opportunity for feedback (Eade, 1993) as well as to evaluate their progress (Day, 1988). These sessions were usually related to a provisional employment condition to which newcomers are subjected (Thompson and Abbott, 1990) in anHRM strategies and labour turnover in the hotel industry145effort to further plug a person-position match for both the organization and employee. This practice, however, was more evident in Singapore (Nankervis and Debrah, 1995), since only two hotels in Australia had this system in place. For purposes of inducting and eventually training new employees, some hotels in Singapore have in place a buddy system where new employees are matched with seasoned, experienced staff members who are responsible for their training. This concept has been supported as providing new hires with the guidance that may be needed in training and providing answers (Eade, 1993 Day, 1988), particularly where there is a case of information overload, that is, too much information being disseminated within that short span of time. Despite the potential benefits of this practice, however, only one Australian hotel explicitly suggested the availability of such a system, but for specified lower-level positions only.Some of the available literature suggests that animate employees could, in effect, also reap positive experiences through an organizations inductionof new employees. This is b ased on the self-reliance that current staff would also have to adjust to changes within an organization, as, for example, to a new colleague (Sutton and Reis Louis, 1987 Day, 1988). mayhap this lack of consideration of current staff might, to some extent, account for labour tumover that occurs, not within the throttle of the induction or recruitment crisis (Thompson and Abbott, 1990 Mullins, 1995), but among seasoned employees who may have been conveniently overlooked in relation to organizational modifications.One way of potentially combating this problem is to conduct re-orientation programmes for staff. Deemed important by both the Singapore and Australian hotel industry, these sessions take into account old employees, e.g. people who have been with the hotel since its founding, sometimes up to twenty five years. The primary winding rationale is to reiterate organizational philosophies and values or to communicate recent or plotted changes in a hotels culture or structure (Ma rtin and Van Eck Peluchette, 1989). Despite the potential benefits, such sessions are only conducted by all Australian hoteliers, with only one hotel in Singapore administering annual corporate reorientations for seasoned employees.This is notwithstanding the age of some of the Singapore hotels, whose history may go as out-of-the-way(prenominal) back as twenty five years. Generally, induction is still regarded as exerting a significant and direct impact on the successful retention of employees. This relates to the consistency of products and services provided by the hotel industry primarily through its human resources (Denvir and McMahon, 1992). Therefore, orientation and socialization essentially serve the hotel industries by apprising newcomers of, acculturating and gelling them into to the organization, thereby minimizing the probability, and eliminating a potentially major cause, of labour tumover such that there is a stable foundation from which the hotel can operate.Training and developmentThere is a clear recognition in both countries of the strategic contribution made by training to the retention of staff that the willingness to invest in an organizations people leads to an increase in their commitment and job satisfaction, principal to a reduction in staff tumover (Woods and Macaulay,1989 Conrade et al., 1994). Training needs analyses are generally carried out by the hotels in both countries, although Singaporean hoteliers were perceived to be more systematic in establishing potential training requirements. There is a greater emphasis on analysing guest146 Angeline Cheng and Alan Browncomment cards in the Australian hotel trade, whereas only two Singaporean properties explicitly take customer comments into account when determining training needs. One Australian hotel, on the other hand, basically depends on reference sessions among staff to gain infonnation and feedback on potential gaps in employee training and development.Despite these systems o f determination, only one hotel in each country had a training directory, with the remaining properties generally having a list that employees could be referred to. To some degree, this may reflect Conrade et al.s (1994) suggestion that, despite the importance and significance training is accorded within the industry, the reality of the availability of such planned, quality training programmes within hotels is limited.The content of training and development programmes was relatively similar in Singapore and Australia and included phraseology courses, quality management, health, stress handling and telephone etiquette. Job-related skills were also an important component of training. Much of this training is done in-house, although for managerial and supervisory employees extemal sources are usually utilized. None the less, there was an emphasis on the involvement of line employees in the administration of the training function. The Singapore lodging trade expressed this delegation o f responsibility through the constant interaction between supervisor and employee (St. John, 1980 Day, 1988), whereas the Australian hotels validated this practice based on the training requirements of the industry, e.g. on-the-job training and as a control tool in training effectiveness (Day, 1988). This argument also aligns itself with Tysons (1995) suggestion that the HRM function will become more functional through its integration with line management.Developmental opportunities were perceived to be linked to the training function in the industries of both countries. Employees are primarily trained to the requirements of their job, with a lowly focus on fulfilling their individual needs that is usually required to be in alignment with the operational needs of the hotel (Tracey and Tews, 1995 Walker, 1992 Mabey and Salaman, 1995). This again relates, to a degree, to the earlier argument, put forward with regard to the willingness to invest in people, that a workers need for gro wth and leaming can be met with a sense of morale and commitment (Mullins, 1995).Hotels in both cultures provide developmental opportunities for employees, generally incorporating an open-door policy, i.e. staff can approach and discuss with the HR department or person-in-charge their leaming directions and career aspirations. Most hotels adopt a more systematic and regular approach to involving employee feedback through the perfonnance management process this will be discussed in greater detail in the next section.There was, nevertheless, a more methodical approach to career development in the Australian industry. Four hotels, compared to only two in Singapore, had adopted a formal targeted development programme for staff at all levels. This response does not take into account any future plans to formalize developmental opponunities in the hotels, is more evident in Singapore, where the youthful age of some of the hotels may have accounted for the cunent lack of systematic developm ental practices. The presence of formal career paths may, in effect, reflect the progress Australian hoteliers have experienced in their attempts to modify a short-term employment perception (Timo, cited in Nankervis, 1993b), contrary to the recent findings of Nankervis and Debrah that suggested casual and transient employment was endemic (1995 33) and a lack of formal career paths in the hotel industry.HRM strategies and labour turnover in the hotel industry147None the less, the existence of developmental opportunities were evidence of the hotel industries attempts to minimize voluntary staff tumover through long-term career opportunities in the trade (Nankervis and Debrah, 1995 Nankervis, 1993b). This consequently acts to offset the perception that labour tumover is an inherent and acceptable facet of the hotel industry (Mullins, 1995 Riley, 1991a Woods, 1994 Meier, 1991), supporting the argument that it is manageable through effective HR practices.Mabey and Salaman (1995 130) fur ther argue that an investment in an organizations people will allow them to respond more effectively in a changing environment. This is especially tme considering the dynamic nature of the hotel trade, where consistency in service through an organizations people is considered most important (Denvir and McMahon, 1992 Anastassova and Purcell, 1995 Berger and Ghei, 1995). This may therefore be achieved through the use of training and development as an agent of change (Mabey and Salaman, 1995), where employees may be constantly informed and updated about, as well as strategically equipped for, the changing requirements of the hotel.Performance managementEvaluating an employees performance is viewed as being very much related to employee development within the hotel trades of both countries. The prevalent adoption of this function in Australia reflects a significant improvement where earlier research (Nankervis, 1991, 1993a) showed a comparatively low usage of performance appraisal.A man agement-by-objectives (MBO) approach (Oberg, 1972 Kramar, 1994) to perfonnance management is used by all but one of the hotels in each country. This usually involves both supervisors and employees completing separate paygrade forms and conferring on the final report. Employee feedback and input are considered significant parts of the performance appraisal process, which is essentially modelled afterward the performance development plan (PDP) adopted by Harvey Hotels (Beckert and Walsh, 1991). The exceptions were primarily attributed to the fact that employee appraisal may not be as effective as a democratic process, for example where supervisors may notwant to create undue conflict and many attempt to be nice about the assessment. This would essentially let out inaccuracy and prejudice into the procedure and would therefore reduce its effectiveness.Hotels in both countries distinguished between managerial and operative staff for performance management processes, with some hotels also having different appraisal standards among the particular levels of management, e.g. supervisory, middle management, etc. However, there was a general consensus on the criteria against which managerial and operative employees were evaluated behavioural aspects were stressed for the fomier, with the latter being assessed on the more generic aspects of performance (Eade, 1993).In spite of the various appraisal methods available (Eade, 1993 Walker, 1992) (peer evaluation, grade appraisal, etc. all the hotels interviewed adopted a supervisor subordinate approach to assessing an employees performance and determining potential developmental requirements. However, half the sample in Australia adopted a combination of appraisal techniques, i.e. self-appraisal in adjunction with supervisor subordinate evaluation. This could be perceived to provide increased employee input, as well as a more balanced assessment of that staff member. The employee input was often148Angeline Cheng and Ala n Brownviewed as an important mechanism for them to express issues relating to their developmental needs. One Singaporean hotel, however, was more rigorous in its appraisal process with the secondary supervisor also required to appraise the employee. This could be perceived to lessen any potential warp on the part of the immediate supervisor, and provide a more impartial and accurate evaluation of the worker. In Singapore, apart from assessing the overall performance of an employee through identifying and evaluating weaknesses and strengths, performance management was often used as a means of justifying remuneration adjustments. This was less common in Australiawhere award rates of payment rather than individual contracts govem pay rates.The frequency of conducting the performance management interview is also consistent between the two countries, i.e. either semi-annually or annually. In instances where probationary periods are required for newcomers, the first performance assessme nt occurs at the end of that period. Since probationary periods are more prevalent in Singapore, the early occurrence of this process also serves to diminish, somewhat, the relative incidence of staff tumover as a result of the recruitment or induction crisis (Mullins, 1995 and Thompson and Abbott, 1990), acting as an opportunity for feedback, elucidation and identification of any necessary training needs. There was, none the less, an emphasis on determining an employees potential developmental needs through the identification of discrepancies in meeting performance objectives (Walker, 1992 Riley, 1991a). run short interviews as a final evaluation process were a more commonly used among Singaporean hoteliers, even though there was one hotel in each country that did not see the need to undertake this practice. Despite the evidence that formal exit interviews are conducted with departing Australian employees, the ability to utilize the information derived effectively in identifying and isolating possible causes of tumover (Mok and Luk, 1995 Eade, 1993 Vetula, 1991 Kiechel, 1992), and consequently to propose necessary corrective action (Woods and Macauley, 1987), is more apparent in the Singapore hotel industry. Exit interviews in Australia are predominantly conducted as a routine process to ensure that final administrative matters are resolved before the employee leaves.Overall, although considered to be significant and contributory to the bottom-line, the performance management function is generally viewed as having an indirect effect on labour tumover in both countries, primarily through its determination of an employees training requirements, developmental opportunities and remuneration issues. RemunerationThe role of remuneration was similarly perceived, in both industries, to be asecondary factor through which labour tumover can be mitigated, especially monetary compensation. Generally incongruous with the limited literature that argues that remuneration is a major contributing factor in labour tumover (Hom and Griffeth, 1995 Woods and Macauley, 1989), the role compensation plays in the hiring and retention of staff was, however, acknowledged to primarily be through the concept of equity, value and satisfaction (Walker, 1992 Riley, 1991a).According to the expectancy theory (Mullins, 1995), there would be an increased tendency for people to leave an organization if a discrepancy existed between their expected and associated value, evident through the remuneration received. For example, if employees feel they are not compensated in accordance with the service provided toHRM strategies and labour turnover in the hotei industry149the organization, they would be inclined to feel unappreciated and undervalued, thereby contributing to their end to leave the company.This diminished significance attributed to remuneration, however, does not discount the contributory role that compensation plays in a hotels tumover statistics, and associated consequences like labour shortage, hiring expenses, etc. (Woods and Macauley, 1989 Boella, 1988 Woods, 1992 Mullins, 1995 Denvir and McMahon, 1992 Riley, 1991a Lewis, 1989). There is also a direct impact on an organizations bottom-line essentially through a potential reduction in employee start-up costs, which include orientation, socialization, training, etc.However, remuneration has a comparatively large influence on tumover in Singapore. Unlike the Australian hotel industry that pays award rates for operative staff, different hotels in Singapore pay different rates according to their individual collective agreements (Debrah, 1994). Because of the tight labour market (Debrah, 1994 Goh et al., 1995), potential employees are allowed to choose their employers and work environments, a processwhich may include job-hopping to hotels that can afford to pay higher wages (Debrah, 1994).However, the differences in the impact of compensation policies on supervisory and managerial staff in A ustralia and Singapore were comparatively negligible. The remuneration received by these salarial staff is not performance-based, but positionbased, thereby hardly affecting decisions of tumover and retention. Remuneration in Singapore, however, refers to a total compensation package, inappropriate in Australia where it refers primarily to monetary compensation, i.e. basic pay. The package is generally inclusive of the basic wage or salary, insurance coverage and fringe benefits, e.g. discount rates at sister-hotels (Walker, 1992). Employees at this level tended to remain with their employer for factors other than money.The impact of remuneration on labour tumover can therefore be perceived to be secondary, although more direct in Singapore, under conditions of labour scarcity and a potentially competitive wage market. tear down so, in Australia, where particular categories of employees, such as chefs, are in relatively short supply, remuneration packages may play a role in attrac ting and retaining them. However, the function of remuneration has not been ignored, particularly in relation to the concepts of expectancy and equity. In summary, people would leave if they are not compensated according to their expectations, suggesting therefore a direct, albeit minimal, influence on labour tumover.ConclusionsThis research suggests that hoteliers in Singapore and Australia are adopting a more strategic perspective to HRM in tackling labour tumover. In both countries the greatest emphasis was placed on recruitment, selection, induction, socialization and training and development practices as mechanisms for minimizing tumover. Performance management and remuneration strategies were seen as having a more indirect impact through the strategies listed above.The broad range of strategies adopted by Singapore hoteliers to combat the initial difficulties in recruitment (Nankervis and Debrah, 1995) reflect a longer-term approach to HRM. This could be attributed to the corr espondingly higher tumover rates in the hotels and the countrys low unemployment rate, and hence the industrys concened effort to attract and retain committed employees. However, it needs to be recognized150 Angeline Cheng and Alan BrownTable 4 Key differences in HR activities between Singapore and Australia HR practices and policiesSingaporeAustraliaRecruitment Employee referrals Networking Reliance on part-time staff natural selection Structured interviews behavioural emphasis Skills tests Person-job specifications Structured interviews Reference checkingOrientation socialization(induction) Follow up feedbacksessions Buddy systemTraining Guest comments analysis Employee consultationDevelopment Targeted development, e.g.management traineeprogrammePerformance management Impact on remunerationpolicies operative levels Exit interviews Limited impact onremuneration policiesRemuneration annual remunerationreview position perfonnance based Individual collectiveagreements for operati vestaff Package remuneration Annual remunerationreview position-basedonly Award rates for operativestaff Monetary compensationthat the attention given to recmitment and selection is as much an operational matter as it is a strategic approach attempting to reduce tumover.Orientation and socialization processes were emphasized similarly in Singapore and Australia, although there was comparatively more utilization of probationary periods (Eade, 1993 Thompson and Abbott, 1990 Day, 1988) and a buddy system (Eade, 1993 Day, 1988) to ensure an employees effective assimilation into the hotel in Singapore.Training in both countries has been almost associated with the induction process, with the latter seeming to be considered a subset of the former. Because orientation involves the basic operational instmction of staff, it is perceived to be part of the overall training function. Nonetheless, tumover is perceived to be significantly influenced by willingness to invest in this function, and therefore in an organizations human resources, such that there may be an increased sense of job satisfaction and morale thereby retaining staff (Woods and Macauley, 1989 Conrade et al., 1994). Although developmental opportunities are present in both Singapore and Australia, they are concentrated in the supervisory and managerial, and therefore skilled (Riley, 1991), levels of the organization. None the less, the correlation between developmental paths and an organizations tumover rates were apparent, that is the opportunity to grow and advance within an organization would offset a perception of hotel employment asHRM strategies and labour turnover in the hotel industry151transient and casual (Nankervis, 1993b Woods, 1992 Riley, 1991a Mullins, 1995 Denvir and McMahon, 1992) through the availability of true careerpaths. Performance appraisal and remuneration policies have minimal impact on labour tumover, except on the operative staff in Singapore where wages are negotiable and indiv idually determined according to the collective agreements of each property. To summarize, the impact of the five variables on labour tumover has been comparable in both countries, although the primary distinction lies in the recruitment and selection processes adopted in view of the differing labour situations and employment levels (Nankervis and Debrah, 1995). 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