Differences in Setting Up a Business in China vs India Research Paper

Differences in Setting Up a Business in China vs India - Research Paper Example A major difference between China and India lies within the political systems of the two countries, with China having the Communist Party system while India having a democratic system. This provides India with numerous comparative advantages over China (Nobrega, 2008). In spite of the laziness of the courts in India, the legal system protects the property rights whereas intellectual property rights are frequently violated in China and business is done primarily through interpersonal networking; a concept known as guanxi (Adams, 2007). In terms of the political systems, China is following market reforms economically which encourages business models that are capitalist-based and allows more free trade than India. India, on the other hand, has a system of commerce that was based upon the Soviet model until the 1980s, and has ever since, reforming to follow China in terms of freedom of trade and establishment of the capitalist-based business models (Runckel, 2007). China and India have co mparable trade barriers and reduced tariffs. However, China is more liberal for the international companies than India. China has removed restrictions on the retail trade and is modernizing the sector with huge investments whereas, in India, international companies find greater restrictions. For example, a US corporation can have just one director to establish its business in China whereas for it to establish a business in India, a minimum of two directors are required (inchincloser.com, 2010).

DB 3 - Biology Coursework Example | Topics and Well Written Essays - 250 words - 1

DB 3 - Biology - Coursework Example Medical practitioners should change the drug where minimal or no improvement is evident in a patient. This help to kill the bacteria resistant to the previous antibiotic. Improper use of a given antibiotics also contribute to resistance. Patients who stop medication after observing a slight improvement expose themselves to resistance from the diagnosed bacteria. Therefore, doctors must ensure their patients complete the dosage of a given antibiotic. In instances where the uses of antibiotics are widespread, the pathogen in question is likely to develop resistance as they mutate (CDC, 2014). Violation of antibiotic use in the above ways triggers the bacteria to develop resistance in different ways. The one sure way to tackle antibiotic resistance is to use antibiotics smartly. Smart use of antibiotic entails avoiding compromise in the use of antibiotic for treatment. There are personal interventions that one can take to avoid the spread of antibiotic resistant pathogens, key being avoiding exposure. The sign found in restrooms is important as far as antibiotic resistance is concerned. It contributes to the fight against antibiotic resistance. It significantly creates awareness. Center for Disease Control and Prevention (CDC). 2015. Antibiotic Resistance Questions & Answers. Web. January 30, 2015. Retrieved from

Economics - Entrepreneur Case study Essay Example | Topics and Well Written Essays - 1750 words

Economics - Entrepreneur Case study - Essay Example This position has further been corroborated by the fact that Peter Druker described innovation as the specific function of entrepreneurship thus the first sign of the fact that Sid is an entrepreneur is the fact that he is an innovator- a person who invented something to enhance the flexibility of working within roofing industry. The so called Rail is typical example of the fact that entrepreneurs are always technically savvy persons. Creating capital is often considered as the most important activity performed by the entrepreneur (Thompson, 1999) and the fact that the assumptions made by Sid to capture 1% of the market is indicating towards the fact that he is going to start the creation of capital which would further increase his business as well as employing other persons to create further employment opportunities. However, what is most important to note here is the fact that just innovation may not be sufficient until and unless it is not backed up by the certain characteristics as well as motivations of the entrepreneur. Creativity is considered as one of the biggest motivators for the entrepreneurs to continue to carry on activities which are not only creative in nature but also have the potential to be economically successful. (Mosakowski, 1998). The so called ladder rail of Mr. Sid is an example of how creativity has been the chief source behind the fact that he continued to work on his creative ideas despite a negative response from his company. Thus from this perspective, it is also clear and evident that Mr. Sid is an entrepreneur. Finally, perseverance is the key in entrepreneurship. It helps entrepreneurs to keep going even in the fact of difficulties. This allows them to have the necessary motivational drive to keep pursuing their dreams as once an entrepreneur decide taking a chance than it become difficult to retract from the position and that is what Mr. Sid showed. Despite reduction in the sales prices offered by the major buyers, the

Critical reception of William Hogarth in the nineteenth century Essay

Critical reception of William Hogarth in the nineteenth century - Essay Example According to Gray (140), his contemporaries compared Fedotov who is a Russian artist with Hogarth; for instance, Druzhinin describing Fedotov drawing of a woman leading her drunken husband through the streets claims that Hogarth would not refuse a subject rich in dramatic and satirical potential. Although the two artists use romantic themes of the misunderstood, impoverished artist and enforce pathos of the situation with abundant symbolic detail. Druzhinin later lamented the loss of a man who in his opinion believes could have been Russia’s Hogarth because Fedotov had the potential to go beyond the achievements of the famous English artist. Other commentators of Fedotov did not encourage him to emulate Hogarth; for instance, Bryullov advised him not to be attracted by complexities of Hogarth but encouraged Fedotov to follow nature (Gray 140). Until 18th century, continental Europe set the artistic agenda with the first artist using true English style and sensibility being William Hogarth who exposed vice and corruption in the 18th century London (Else 69). While Hogarth satirized the society other artists were busy showing the best light of the society in the 18th century. Through the nineteenth and twentieth century there were various views; however in the Victorian time, Hogarth emerged as a popular figure as well as honest and patriotic Englishman (Bindman and William 13). Hogarth issues regarding artistic origins as well as background emerged in early 1780s with publication of the fourth volume of Horace Walpole’s Anecdotes of painting in England that dealt with contemporaries including Hogarth. Considering the role of Hogarth’s widow following his death, there is an indication of moral conversion in the widow through suppression of indecent print and she engaged with Rev.Dr Trusler in producing a [popu lar volume known as Hogarth Moralized in 1768.

Social Unrest in the Bahamas Essay Example for Free

Social Unrest in the Bahamas Essay The principal causes of working class unrest and increasing dissatisfaction were the same throughout the British Caribbean Region colonies: low wages; high unemployment and under-employment; arrogant racist attitudes of the colonial administrators and employers in their relations with black labourers; lack of adequate and proper, in most cases, any representation; and no established structure for the resolution of industrial disputes by collective bargaining. Furthermore the unfairness shown towards black labourers would later result too many complaints and little or no positive response. Black labourers continued to seek some kind of equality due to the fact that most of their work at the same performance level as those who were white. ? Political Struggles: The Bahamas, like many other countries that are apart of the Commonwealth, had representative assemblies based on the bicameral system of the mother country. Each colony had a governor who represented the monarch, an appointed upper house, and an elected lower house. The electoral franchise, however, was extremely restricted, being vested in a few wealthy male property holders. Colonial acquisition and administration were not neatly and easily accomplished. The Burma Road riot, however, was more than an isolated act of venting. Although a powerful symbol of black agency that has been referenced again and again in the political struggles of Bahamian blacks, the riot was more than a symbol. The riot also kindled the development of a pro-black consciousness in the country, a necessary precursor to black rule and independence. The majority black population in the Bahamas could literally dismantle the edifices of minority white rule, if sufficiently provoked. The fissure that was created in 1942 would widen over the next few decades and within a quarter of a century it became a gapping hole that the majority black Progressive Liberal Party (PLP) walked through to victory. ? ? High unemployment and under-employment: By the early nineteenth century, blacks constituted at least 80 percent of the population in the Bahamas. Majority falling in the unemployment or the under-employment category. Around this time whites were considered more qualified leaving most blacks with little work options. For example, middle class blacks had a better chance to receive a well paying job than any equally qualified ‘grass root’ Bahamians. ? Racism: Even after emancipation, Caribbean societies inherited a rigid racial stratification that was reinforced by the unequal distribution of wealth and power. The three-tier race structure, which existed well into the 1940s and in some societies beyond, upheld the belief of European racial superiority, although most West Indians are of African descent. Racial discrimination was prevalent throughout the Bahamas in the 1930s and the 1940s. Black Bahamians were treated as subhuman in this country. It appears as if the suffering of the black masses, which were mostly living in abject poverty. For example, in the general strike in 1958, white taxi drivers were granted license to transport tourist from the newly opened airport located on Windsor Field. This started began the ‘Quiet Revolution’ which was gave the Progressive Liberal Party (PLP) a chance bring the issues of the nation in the presence of the House of Assembly. Low Wages: Black labourers were reluctant to work but were mostly given low wages. Blacks were paid less than white labourers which began uproar in most cases. The government was forced to impose martial law (where the police are given extra powers to arrest) and establish curfew fearing that the black labourers would take out their frustration on local whites. In relation to racism, foreign workers were paid 8 shillings per day versus shillings for local workers (Burma Road riot). Although many have suffered discrimination in many ways, this seems to be the most effective and injustice of them all. Bahamians were willing to work but they were unwilling to remain submissive to the white government or merchant class order. This was because of the difference of wages between black Bahamians and the merchant class order. The white government tried to negotiate the improvement of the wages, however, the Bahamians still suffered from the discrimination. Things such as owning a property was difficult because they never met the outstanding payment due to low wages. Foreign workers were paid more than black locals; overlooking the fact that the some black locals work harder to be paid that the small amount of money. In conclusion, during the nineteenth century, common causes of working class unrest were extremely obvious because of the many riots and the constant discrimination against blacks and whites. The inequality of each factor represented how Bahamians suffered to find a job that would offer them a respectable a wage and to muster their strength to create a political party that can proudly present the frustrations of the black Bahamians in the House of Assembly. Black Bahamians wanted to elevate black people to a position of racial equality and to promote democratic values for all Bahamians. Successfully the Bahamas looked forward to an outstanding future. The black majority party (PLP) won the government making Lynden Pindling the first black Premier of the Bahamas. Sir Milo Butler became the first Governor General of the Bahamas. The Bahamas has greatly improved since the 1930s and the 1940s. The country didn’t face anymore labor discrimination and most importantly racial tension. The Bahamas grew even more and hadn’t faced any more struggles and strife. The 1930s and the 1940s were forever engraved in the Bahamian history because it was a time that the Bahamas had to fight for what was theirs in pride and strength. 1. You are a member of the Taxi Cab Union during the General Strike of 1958. Give an account of your experience. In November 1957 the government had once again betrayed us by granted license to white taxi drivers to transport tourists from the newly opened airport at Windsor Field. As a black Taxi cab driver and a member of the Taxi Cab Union, it wasn’t an unfamiliar feeling to be discriminated public ally by the government. We were not going to tolerate this injustice act us Taxi Cab drivers. So we all came together and planned to use our Taxi cabs as blockade across the road leading to the airport. It seemed risky but it was worth it. The question â€Å"What was I thinking? † lingered in my mind for a couple of days but I had to do it for the sake of my family, my colleagues, my job, and my country. The strike officially began in January of 1958. We formed a blockade with our vehicles across the road lading to the airport exactly like we had planned. Many other workers came outside to support us as well. The leader of the Bahamas Federation of Labor and a known heroic figure, Randol Fawkes, called for all hotel workers, sanitation workers, government workers, teachers and public servants to strike, in order to force the government to address the labor issues of the country. The General Strike was to last sixteen (16) days. Bay Street owned tour companies were given the exclusive right to transport tourists to and from the hotels. Obviously, this move, if allowed to go unchallenged, would have destroyed the livelihoods of hundreds of black Bahamian independent taxi drivers. The General strike was a peaceful, non-violent revolution of the labor laws of this country. The strike had its intended outcome. New labor laws including the Trade Union and Industrial Conciliation Act were passed. A labor department was set up giving ordinary workers more rights. Discriminatory labor practices were also banned. The black majority got a right to vote. In 1959 all Bahamian men over were allowed to vote. In 1961 legislation was passed that allowed women over 21 to vote. As Bahamians we struggle to get what we want but it was a strong fight to what we deserved. Life had changed ever since then all because we didn’t tolerate the racial attitudes and unfairness of the white government.

Hrm Practices In Hotel Industry In Australia Management Essay

Hrm Practices In Hotel Industry In Australia Management Essay There has been widening recognition that human resource management strategies (HRM) impact organisational performance and overall effectiveness particularly in the service industry where strategic HR practices can contribute to competitive edge (Cheng Brown, 1998). The hospitality and tourism industry essentially comprises a service and production sector and with the immense emphasis on service quality, people essentially represent the entire industry. The success of the industry is dependant on the calibre of its employees and how they are managed in order to help the organisation achieve its objectives. HRM practices in smaller organisations are given comparatively a lower priority with larger hospitality organisations. (Kelliher Johnson, 1987)have recorded studies to suggest that even larger hotels have not yet developed a model for HRM but is moving away from personnel management in the past two decades. The major challenges faced by the hospitality industry and organisations w ithin this industry are that the industry is known for poor pay and employment conditions and a low take-up of HR practices. It is also generally believed that the industry has relied extensively on low-cost, numerically flexible and disposable workforce. Within the Australian context, there has been controversy regarding the extent to which organisations are moving away from a low wage, low-road approach to HRM exemplified by high levels of contingent labour towards a more systematic high commitment approach consistent with functionally flexible, enabling work practices (Angela Knox Walsh, 2005). The key issues that have central implications for strategic HRM are the casualisation of the workforce and high employee turnover within the industry and human resource managers need to utilise practices that enable them to have flexibility with respect to employment contracts and casual labour and also have strategic objectives to reduce the high employee turnover. This report attempts t o identify the key issues within the Hospitality and tourism industry like casualisation of the workforce, employee turnover and its implications for strategic human resource management. The report also discusses the case of Marriott International Inc., a large hotel chain operating within Australia and world over and attempts to identify if there are trends of best practices within its HR department which can be applicable to the entire industry. 2. HRM practices in Hotel industry in Australia (Lockyer Scholaris, 2004)conducted a survey that revealed that there was a lack of systematic selection procedures in the hotel industry particularly the small hotels and the larger hotel chains were having difficulties meeting the demands imposed by the labour market and other recruitment constraints. HR practitioners must have a tacit knowledge of a hotels local labour market and customer base to be able to make strategic selection procedures. Recruiting and selecting staff members is essential to an organisation and since the hospitality industry is largely a service industry, the employees should also be considered as assets. Hiring practices in Australia have moved from traditional methods (advertising, walk-ins, selection interviews, reference checking, etc.) to more strategic approaches like networking, internal labour market, behavioural interviewing, targeted selection, etc. Australian hospitality industry trends suggest that there is more internal recruitment within organi sations and internal recruitment is inclusive of transfers and promotions of casual and part time staff. Recruiting methods in Australia are seen to be predominantly strategic but less innovative. Australian hotels place high emphasis on the recruitment and selection process to attempt to reduce employee turnover and there is a large number of casual labour hired especially amongst the young because of the ease of entry. Consequently it can also be recognised that effective training and development practices within the service industries is imperative to providing a unique and differentiating standard of service, enabling increased profitability and bottom line results. According to the World Tourism Organisation (WTO), the hospitality and tourism industry is the largest sector and effective HR practices like training and remuneration and will benefit the organisation succinctly through their implementation (Taylor Davies, 2004). Australian hotels use a number of methods to identify the training needs of the employees by usually analysing guest comment cards, consultation sessions amongst employees etc. The industry being highly labour intensive poses a major task for the management of this labour as the product delivery is conversely based on the effectiveness and manner in which service is delivered within the industry. The hotel industry is associated with long, unsociable hours and poor working conditions highlights the poor pay, low skills and lack of career opportunities as characteristics that influence the attraction, development and retention of managers.(OLeary Deegan, 2005), (G. Martin Woldring, 2001). Therefore a high emphasis must also be laid on the development of managers. (Brophy Keily, 2002) developed a competency framework for middle level hotel managers by mapping these to the key results areas of customer care, quality and standards, managing staff, achieving profitability and growing the business. They highlight the importance of operational activities for middle managers, concurring with the finding of (Watson McCracken, 2002)and (Watson, McCracken, Hughes, 2004) Another area of importance is performance management and most hotels practice procedures like the performance development plan (PDP) which involves employee feedback and input and are integrated into the performance appraisal plan (Cheng Brown, 1998). The practices adopted in Austrlian hospitality firms are a combination of self appraisal in conjunction with supervisor subordinate evaluation. This practice has been widely adopted by a number of Australian firms because it is perceived to be a more balanced assessment of the employees but a strategic and functional practice which can be adopted is the 360 degree feedback because this is a service oriented industry and the feedback from customers and peers would certainly benefit the evaluation of an employees performance. There is also an underlying practice amongst Australian hotel industry employers regarding employment relations and they engage directly in firm-level bargaining with trade unions. The Australian hotel industry was characterised by poor union participation but in recent years, evidence from (Angie Knox Nickson, 2007) suggests that this is not the case especially in larger firms. The union representation of this industry approximates about 37 percent density according to Australian Workplace Industrial Relations Survey. Wages and employment conditions are regulated by legally enforceable awards and Australian hotels are regulated by a combination of federal awards and collective agreements (Angie Knox Nickson, 2007). This in turn has a cascading effect on the type of employment relationship in existence and also introduces the issues pertaining to the hiring of causal labour, part time employment of majority of the entry level service jobs and also the prominent problem of employee retention. The most significant challenge faced by HR practioners is to work effectively with other function managers within the hotel to create integrative plans that help the firms achieve their business objectives and to link the strategic goals of the Human Resource function to that of the other departments and the organisation as a whole (Tracey Charpentier, 2004). This involves intensive practices of Corporate Social Responsibility implemented by the HR function but aligned with the organisational objectives. The interest in business ethics in Australia has also increased with significant research being conducted not only on the role of the HR function but also its ethical implementation. There is a low consensus among HR managers in translating ethical principles into organisational practice and strategic HRM helps to implement these principles and minimise the deficit in transfer of knowledge. Business ethics and the role of HRM is significant here as it includes the concept of product ivity, profitability, efficiency and effectiveness in achieving the organizations basic purposes, comply with legal requirements, or, alternatively, that they succeed in avoiding legal threats and to improve quality of work life, to ensure fairness in policies, and to foster harmonious relationships between management and workers. Therefore strategic HRM is important to achieve organisational goals and therefore achieve better firm performance (A. Martin, Mactaggart, Bowden, 2006). This sort of Strategic HRM practices can be seen in the case analysed below of Marriott International Inc. which is a large international hotel chain also operating within Australia. 3. Marriott International Inc. The case of Marriott International Inc. illustrates some best practice principles which have resulted in the organisation being awarded the employer of choice awards a number of times and placed 50th in a leading newspaper as the Best Company to Work For. Marriott uses its employees as a brand differentiation strategy as revealed by their surveys with employees which was the outstanding service qualities delivered by the employees. Marriott International Inc. has an organisational culture of spirit to serve whereby they use a three stage approach to implementing these strategies. Training programs lasting five days are conducted on a periodic basis for their leaders and managers and have a map of customer expectations created and a plan to exceed those predicted expectations. Managers are given techniques to improve self motivation and that of their team through positive attitude including visualisation, writing goals down, and positive vocabulary. They are also equipped with culture change to drive their business. They also deliver 15 minute training sessions that cover major aspects of job quality and also have a daily basics training that covers on one of the basics to deliver good products. Marriott has recognised that the only way to deliver the brand is through their people (Anonymous, 2003). Marriott is committed to fair treatment of associates and to providing training and advancement opportunities to all employees. Diversity is also an important policy in Marriott. The company believes that this is the way they attract, develop and retain talent people. Such diversity is not only within group, but also applies to suppliers, customers, owners and so on. Marriott states that one of major efforts are devoted to recognize associate hard work, provide health care, and create opportunity for growth and career development. The company is trying to build an associate-centered environment. Therefore, it provides a total compensation package which include: à ¢Ã¢â€š ¬Ã‚ ¢ Medical, Dental, Life, and Disability Insurance à ¢Ã¢â€š ¬Ã‚ ¢ Annual Salary Increases à ¢Ã¢â€š ¬Ã‚ ¢ 401(k) Retirement Savings Plan à ¢Ã¢â€š ¬Ã‚ ¢ Continuing Education/Tuition Reimbursement à ¢Ã¢â€š ¬Ã‚ ¢ Hotel Room and Food Beverage Discounts à ¢Ã¢â€š ¬Ã‚ ¢ Ongoing Training and Career Development Marriott International Inc has a formal corporate culture; there are also holistically planned HR policies, although there are different emphases between those formal corporate culture and HR policies (Fu Liu, 2005). Marriott award their employees with the highest award, which is the J. Willard Marriott Award of Excellence and the selection is made from over 300,000 employees (Anonymous, 1996). The company also awards employees on their excellence towards corporate social responsibility with the Alice S. Marriott Award for Community Service which goes to show their efforts towards building an ethical and socially responsible organisation through their spirit to serve our community efforts (Anonymous, 2003). Marriott International Inc., also has programs with its low-skilled, low-wage workers to offer them opportunities with day care, English classes, and other social services for loyalty, enthusiasm, and a low turnover rate. Employee stock options are also part of the package. This is one instance where the self-interest of low-skilled, low-wage employees coincides with the self-interest of their employer (Bethesda, 2009). It can clearly be noted here that considering the levels of the casual workforce in Australia, Marriott has made arrangements to attract and retain even these types of employees. Since, Marriott, have recognised that the hospitality industry is a labour-intensive service industry, depending for its success on the social and technical skills of its personnel, their ingenuity and hard work, their commitment and attitude, they have created a conducive environment to treat their internal customers with priority and it permeates to all the HR functions. 4. Casualisation of the workforce in Australia The Australian context of the tourism and hospitality industry has been characterised by casual employment which has been permitted under labour regulation with concerns of it being precarious (Campbell Brosnan). (Wooden Warren, 2004) also emphasises that this is one of the distinctive features of the Austrlian labour market and the Australian Bureau of Statistics (ABS) data suggest that just over 27 percent of all employees were employed on a casual basis. Australian Employment law Guide reports that this percentage has been progressively increasing in the past 5 years as shown in Appendix 1 in terms of the number of labour hours worked. Milman suggests that 51.3 percent of teens are employed on a casual basis within the hospitality tourism and retail industries which is a significantly large number of casual workers. On the other hand (Angela Knox Walsh, 2005) suggests that research shows that a number of managers are employing temporary and casual workers and, to a lesser exten t, part-time employees, as well as female, ethnic minority and immigrant labour. The increased number of casual employees is largely filled by young workers especially in the Food and Beverage outlets, Banquets and Housekeeping. There is almost no qualification required for these entry level positions and employees are usually trained on the job. The employment of temporary and casual workers is shaped by fluctuations in customer demand and the size and number of extra events and functions that are scheduled during the day and tight labour cost-control practices are considered to be a key characteristic of HRM in the Australian hotel industry. These characteristics have been the primary reason for the employment of causal and temporary workers based on demand. This form of employment can be seen as employment that falls under Total Quality Management, where employment is on the basis of production, or in this case service demands. As labour regulation has developed, casual employment has come to be firmly embedded in labour regulation. Casual employment has a number of characteristics irrespective of the industry being examined and this can be further reiterated by the laws that provide for casual and temporary employment. The Australian Employment Guide says that it is important to distinguish casual contracts from continuing contracts because by definition casual contracts impose no obligation on either party to continue the relationship. Each period of hiring is distinct and severable and any continuing relationship does not mean in law a continuing contract. In casual contracts, therefore, there is a work/pay bargain that: à ¢Ã¢â€š ¬Ã‚ ¢ provides no continuity of employment, and consequently no obligation on the employer to provide, or continue to provide, work; and à ¢Ã¢â€š ¬Ã‚ ¢ directly ties work, output or time spent to the rate of pay. This is so whether the nature of the payment is on a piece-work or time-rate basis. The issues here that develop as a direct consequence of this kind of employment include but are not limited to greater job insecurity, low pay, limited opportunities for career progression, unsatisfactory working hours, low levels of access to work-related training and low levels of union representation. Even though the union membership has increased significantly over the past few years within the hospitality industry, the union membership for casual employees is virtually non existent. Wooden conducted research which provides conclusive evidence that although there are negative attributes of casual employment, it is extremely misleading to characterise non-standard jobs as sub-standard jobs. It thus follows that initiatives intended to inhibit the diversity of employment options that are available to employers will often not result in changes in working arrangements that will be unambiguously preferred by employees. If Australia wishes to develop a committed, highly skilled workforce, it must offer jobs which are secure and where the employees receive benefits commensurate with their skills and experience; in other words the many holes in the legislative and administrative framework need to be tightened up so that casual work is not abused. The practices used by Marriott International Inc. as described earlier have been very useful in preserving the ethical integrity of casual employment within the hospitality industry in Australia and even hotels like Hilton offer its employees a work at home option to improve both company as well as employee growth and performance. The research findings of (Angela Knox Walsh, 2005) also suggest that a number of recent studies have challenged the notion that the hotel industry takes an unequivocally low-road approach to employment and HRM matters and this reflects insights from research studies on the hotel industry that suggest that differences in employer po licy and practice may well reflect variations in organisational size and market position. As in the case of Marriott which is a large company with 300, 000 employees and with percentage of net profit to be 14.4 percent (appendix 2), the company size and market position have allowed it to take the high road and utilise the HRM function as a source of competitive advantage and align it consistently with the business strategy, goals and objectives. 5. Staff retention and high turnover The Australian hospitality and tourism industry not unlike the rest of the world is notably a highly labour intensive industry with employees often taking on varying degrees of work load and pressure within the service construct. Employees, especially entry level, casual, part time and temporary employees are often faced with high pressure work systems where performance is given considerable importance which has direct impacts on firm performance on the whole. Most leading hotel chains even have regulations on grooming standards and codes of conduct of employees and employees can be dismissed based on those grounds. This puts added pressure on the workers which can lead to an increased percentage of staff turnovers. The prominent issue that arises from high staff turnover is naturally increased personnel costs incurred because of recruiting and training new replacements, but the turnover analysis is often ignored within the Australian hospitality industry as it is seen as a hidden cost and is considered a normality within the industry itself (Cheng Brown, 1998) (Dibble, 1999) suggests that turnover may be caused by personal or personality factors, family issues, work, team relations, as well as organisational structure and strategic human resource practices. (Cheng Brown, 1998)Cheng and brown here suggest that HR practices should pervade every HR function and the organisation itself to reduce the turnover within the industry. Organisations that employ more flexible HR practices have a greater probability to induce low employee turnover. (Davies, Taylor, Savery, 2001) conducted research in hotels in western Australia that enlightened the fact that although researchers have long spoken about the numerous HR functions like training, performance appraisal, remuneration, employee development and their effect in reducing turnover, the most prominent function that indicates an improvement in quality, productivity and reduced employee turnover is the training function. Employees feel empowered and committed to the organisation for the training re ceived by them. The kind of training within the hotel industry can be skills acquisition, performance management training, leadership and development etc. Although the current economic crisis has increased the availability of talented labour for the hospitality it is still imperative to integrate HRM functions to retain employees within the organisation. 6. Recommendations The HRM department of Australian hospitality and tourism industry although strategic in their approach towards their function, needs to adapt to the increasing demands of the industry and the high increase in casual work force. HR managers need to conduct substanstiative training and development activities to empower even their casual staff to reduce turnover and utilise employees as a source of competitive advantage for firms. They need to align their strategy with the goals and objectives of the organisation itself so as to be able to recruit and select appropriate employees whether it is causal, part time or full time employees. Increasing the benefits and compensation given to employees also reduces the turnover in the industry as clearly indicated by the Marriott case. Providing low cost benefits for casual employees and training reduces the annual turnover and increases firm performance. 7. Conclusion The Australian hotel industry is highly dynamic and has various attributes to it; most significant of those are the casualisation of the workforce and high turnover. The recommendations put to practice certainly aides organisations perform better and reduces the negative implications for the HR department within these organisations. Taking a High road approach and focussing on delivery of quality helps the HR managers to focus on training and development of the employees and to increase higher commitment from them. The areas of significant change likely within the hospitality industry are technology, power paradigms, training and development, compensation programs, employee relations and family, social and work life balance. These areas need to be facilitated by the Human resource managers by integrating their practices to ensure high firm performance and low turnover by empowering employees.

History Of The Leader George Patterson History Essay

History Of The Leader George Patterson History Essay Influencing people to achieve positive results is known as Leadership. A leader helps us to effectively tackle the most difficult task of our world and inspires others. They develop themselves beyond self-actualization stage, lead differently and for different purpose and they dont follow any rules. However all the good leaders have some extraordinary skill which suites there personality. By doing the leadership assignment its gives an opportunity to understand about leadership styles, its theories and also I will be able to analyze a true leader and also his qualities. This assignment will give brief information about General George Smith Patton; he was a former US army officer. His policies are implemented in the modern world because of his leadership qualities which are well known. By using some important theories of leadership we will be able to understand his leadership qualities, leadership style and analyze his leadership skills. His leadership style used to change as the situation changed which is very unique. I would want to implement some of his leadership styles in my life. Patton was one of the Great Soldier in the battle field. Analyzing and Understanding his leadership qualities are very motivational and interesting. He has been considered as one of the greatest leaders of modern times.   I was inspired by the way Patton was commanding his team. He trained the team such a way that they will never give up. They maintained discipline and also were know as the best brigade of AFC. Pattons military skills, ideas, dedication and motivation made me chose him as my leader for this report. George S Patton Leadership Patton had demonstrated the leadership power which has changed the world around him; he was one of the greatest and the rarest leaders of all time. His leadership qualities are very interesting and motivating. Patton was a Great leader, his leadership qualities are still being used in the modern days. Analyzing his leadership qualities is very motivational and interesting. He has been considered as one of the greatest leaders of modern times.   I chose Patton as my leader since I was inspired by the way he was commanding the US military team by his immense skills, ideas, dedication and motivation. His team members were trained in such a way that each member of his team had never give up attitude and all his team members were disciplined. Patton team members were named as the best brigade of AFC. Introduction Modern Leadership The modern world is very competitive and is driven by knowledge. Due to innovation the traditional style of leadership is giving new ideas in a better way. Leadership will always play a huge role in the competitive world, since a leader can achieve his targets by innovative ideas each and every day. Motivation, Innovation, Dedication and Discipline are the basic qualities in a leader in todays corporate world. This project involves an in-depth study of the life and times of Mr George S Patton, focused on his evolution and development as an innovative, ambitious, assertive, leadership quality. These qualities and the skills are best suited for an ideal leader in the modern corporate world. I would want to learn the leadership styles and qualities which are motivate and realistic. The project work draws from Mr Pattons historical data and attempts to go beyond the notion of a one-man show and issues of fame, power, status and charisma. It will also address and incorporate criticisms of Patton as a leader. Contents Contents 3 1.Executive summary (200) 4 2.Introduction (200) 5 3.Key leadership capabilities (1200 Words) 9 3.1.Leadership strengths of George S Patton 9 3.2.Leadership weaknesses of George S Patton 9 3.3.Analysis of George s Pattons leadership capabilities and styles 9 Death 11 4.Conclusion (900) 12 Executive summary (200) Introduction (200) Context and Background of George S Patton (900 words) Patton history General George S. Patton Jr is one of the most masterful and successful military commander of all time, he was the most gifted leader of his time. He was born on November 11, 1885 in San Gabriel California to Ruth Wilson and George Smith Patton Sr from Scotland. Patton was big built, very tall with full self-confidence person and he was the best field commander of United States since he had the art of holding gun with ivory handles. He had set a high standard of commitment to train his troops by continues efforts. Patton was inspired to become a hero in his childhood by listening to stories of his ancestors who fought in Civil War, Mexican War and other. After attending Virginia Military Institute for one year he went to United States. Patton graduated on 11 June 1909 from United States Military Academy. During his graduation days he fell in love with Beatrice Ayer, they used to date each other and later they got married in May 26 1910 at West Port. After his graduation he was assigned as a Second Lieutenant in the 15th cavalry Regiment. Patton was extremely good in sports. In 1912 he participated in the Stockholm Olympics representing the United States in the first Modern. At the age of twenty-six Patton performed well in different sports such as 25 meter pistol shooting, free style swimming, and horse riding 800 meters, cross country running and sword fencing. At the end of the sporting event Patton was placed fifth overall, however he was disappointed with his performance in shooting event. Initially this sporting event was opened for military officers to test the fitness level of the officers. During the competition Patton was docked for missing the target, though he contended the lost bullet had simply passed through a large opening created by previous rounds from the .38, which left considerably larger holes.  In 1913 Patton started studying French sword drills at French cavalry school to keep himself busy after his perf ormance at the Olympics. The commandant of mounted service school informed Patton to report as the sword master of the school at fort riley, Kansas. Patton used to study at the school and he used to design and teach swordsmanship. During the expedition of Mexico Patton got his first real opportunity to battle as a member of legendary General John J. Pershings staff. Patton led the routine cavalry patrols at fort bliss along Mexican border in 1915. Patton gained a lot of recognition by the press after his expedition against Francisco pancho Villa into Mexico along with the company of Pershing, where he attacked on villas men. While returning from Mexico Pershing promoted Patton as the captain of his headquarters troop, since he was very determined and an aggressive person in nature. The tanks were not used widely during the beginning of the World War 1 in 1914. United States Tank Corps was established during 1914 and Patton became the first member, he served until 1920 since the corps was abolished. Patton took full responsibility of the crops starting from designing their uniforms, innovative ideas, and planning. In 1917 during the first ever major tank battle in 1917 at Cambrai, France, Patton and his men won the battle. Patton started the American tank school in Bourg, France, he used all his experience and knowledge of tanks and he trained the first 500 American tankers. Patton had intensive knowledge in tanks he termed tanks as the modern combat; he did a lot of research and experiment in radio communication between tanks which helped to create co-axial tank mount for machine guns. He wrote a lot of letters to congress about radio communication in tanks, but congresses were not happy since it was very expensive. Later Patton invented the co-axial tank mount for cannons and machine guns. In September 1918 Patton and his men marched into Meuse-Argonne Operation, they entered the battle field with 345 tanks. Patton had complete control in the battle field since he was able to communicate with the rear commanders by group of runners. Patton was shot once while he was giving the direction for the tanks. Patton was rewarded with Distinguished Service Cross for Heroism for his actions during the battle, which is one of the many awards that he won in his carrier. In Hawaii and Washington D.C. Patton held different types of staff jobs after World War I. In 1924 Patton graduated from the Command and General Staff School, and in 1932 completed his graduation in Army War College in military schooling. Patton was able to convince the congress that United States needed more armored striking forces. In 1940 Patton was transferred to second Armored Division at Fort Benning, Georgia and he was late he became the Commanding General on 11TH April 1941, due to the formation of the Armored Force in 1940. Later Patton started giving bold speeches in amphitheater such as Blood and Guts, he became very famous at this point of time as his photos were on the cover page of life magazine. After the attack on Pearl Harbor in 1941 December United States entered World War II. Patton was in charge of Western Task Force during November 8, 1942. Patton was commanding the Western Task Force, the only force for Operation Torch, the Allied invasion of North Africa. During Sicily in 1943 July, Patton commanded the Seventh Army after the success of Operation Torch. In 1944 Patton was given command of Third Army in France. Later German weakness was exploited with great success by Patton and his team after the battle of Normandy by covering most of the Europe countries such as France, Belgium, Luxembourg, Germany, Austria and Czechoslovakia. Patton relaxed on his pace after the Third Army liberated the Buchenwald concentration camp. The local German civilians were the tour camps after Patton had a policy which was later adopted by other commanders; 81,522 square miles of territory had been conquered by the third army during the World War11. In 1945 October, Patton was in command during the fifteenth army in American-occupied Germany. On 9th December Patton suffered a lot of injuries in a car accident, and after 12 days on 21st December he died. He was buried in the Battle of the Bulge in Hamm, Luxembourg.   Patton is one of the best military general in the history since he had the remarkable ability, extraordinary skill and determination to lead his team mates. Key leadership capabilities (1200 Words) Leadership strengths of George S Patton Leadership weaknesses of George S Patton Analysis of George s Pattons leadership capabilities and styles Leadership Strengths of George S Patton Patton had an exceptional military career, he was a self motivated warrior and he believed in rebirth as a warrior of destiny. Pattons military services started in 1909 and after his graduation he was named as the 2nd deputy in 15th cavalry. After his Olympics success he was sent to Mounted service school at Kansas. Patton set up his policies and ideas at each and every division he visited. Patton was driven by task and purpose attended the Virginia military institute. Patton used to always inspire his soldiers to overcome their fear of death by his Inspirational talks and his profanity. He used to always order soldiers to get the work done, because he always demanded respect by his actions. (DEste, 1995) During the expedition of Mexico Patton has achieved many rewards and recognitions during his career; he was a part of World War 1 and World War 11. Some of his awards are Distinguished Service Medal, Purple Heart for his service in the Meuse-Argonne Operations, Silver Star, Legion of Merit, the Bronze Star, order of the Bath and Order of the British Empire. Patton had a good knowledge in the symbols of society, nature of human race. He was a dictator; this dictatorial leadership style helped him to teach the soldiers to take actions against their will towards self defense. He was an expert at the combination of chronological and action research, on the battlefield, real time.   Patton got the best performance of his soldiers by rewarding the solders for best task performers; similarly he suspended rewards as a penalty. Through his commanding presentation Patton had maintained a referent power. Patton had a skilled influence as a warrior; he viewed history as a linked process of routine custom and character of human race. He was a specialist at battlefield, action research, and real time. He was the only US General being buried on foreign soil with his men in Europe, the soldier who dead during the war on the same plains were always been remember unlike Carthaginians and the Romans. Patton has the power of dominating and he was able to understand the need of men who are preparation and who were not prepared going into the war as a situational leader. Pattons action speaks louder than his words, and this makes a hero that creates legends of an idol leader. Pattons men were more concern about him than their rivals by this strategy adopted by Patton, and he gave his men the skill to overcome their enemies, because Patton had a plan which influenced his men by fear. Patton was in trouble few times in his career since his leadership style was very different from other leaders, he never changed his mind. Leadership weaknesses of George S Patton Slapping incident In 1943 August 3, Patton had slapped a soldier. Drew Pearson a newspaper columnist informed in the radio program that Patton had been severely reprimanded which received a huge negative publicity, a week later another soldier was also slapped under parallel conditions. The Allied headquarters informed that Patton had not been reprimanded, but they confirmed that he had slapped a soldier; this slapping incident nearly ended his career. Patton had a lot of respect for the soldiers in command and he was very impatient with the soldiers who had low energy in the battle during his authority. By doing so Patton believed he would be able to inspire his troops. One of the general was fired during the entire war compared to his well-known partner Bradley who fired many generals during the war. Patton never used to acknowledge any jokes meant at him, since he felt that accepting jokes would reduce his self-esteem. Patton had made a remarks during the battle of the bulge which became very famous i.e the associates should permit the sons-of-bitches (Germans) depart to Paris, and then well slice then off and surround them off. Later his recommended seriously that his Third Army we be able to force the British back into the sea. There was a lot of inter-related conflict due to Pattons remarks between General Montgomery and the Soviet Red Army; these comments were rarely harmful due to union rivalry situation. Patton was very well dressed general with riding pants, polished helmet, big black boots and his famous sidearms. He had huge ranked symbol and loud sirens in his vehicle. He used to add a lot of humour with profanities during his speech which is ideal for the battle conditions. A UPI writer who followed Pattons speech in his article mentioned that Gen. George S. Patton thinks he was the best soldier who ever lived. Patton made the soldiers believe that they cannot be defeated by injecting his strategic plans. Pattons decision used to change according to time and situation; he had no positive or negative comments towards minorities since military work was his first priority. He spent a lot of time with African-American officers while he was in Europe. Patton due to some reason never liked the British however he respected Montgomerys for their ability. Black officers were assigned for military tribunals and defendants, since Patton had requested the higher officials. In March 1945, Eisenhower heard about the secret task force Baum during World War11 conducted by Patton and he was very furious about the whole plot.  Capt. Abraham Baum was the commander during this task force, the aim of this task was to liberate the POWs by penetrating behind the Germans lines. The mission was a complete failure and 32 soldiers were killed, about 57 tanks and other vehicles were missing. The main reason behind this task was to liberate Pattons son-in-law who was captured in Tunisia during 1943. Death Patton and Major General Hobart R. were on outing in the country side Mannheim, Germany; Pattons vehicle hit the front of GMC truck at a low speed. It was a minor accident; there was no much damage on the vehicle. Patton had injured his spinal cord and had breathing problem. He was taken to the military hospital in Heidelberg. Later Patton died due to pulmonary embolism on 21 December 1945. The memorial service was held at the Christ Church (Christuskirche) in Heidelberg-Sà ¼dstadt. As per Pattons request he was buried at the  Luxembourg American Cemetery and Memorial  in  Hamm, Luxembourg. Indeed a very controversial death for Patton. In 1986 there was a movie made on Patton, The Last Days of Patton which relived the ending incident of his life. After his death there was a sculpture of Patton placed at the church and his vehicle was repaired and is kept at General George Patton Museum  at Fort Knox, Kentucky. Conclusion (900) Patton had an important impact on U.S. Army General. His actions as a leader have been judged positively by a various population, i.e diverse in terms of age, gender, social class, race over a long period of time. The most powerful argument for Patton leadership style, some think he is a transformational leadership style since he was people oriented since he always kept peoples interest in mind. Patton had been publicly recognized for his post conventional outlooks and actions for his transpersonal ultimate concerns. Patton was very successful general since he had a very good military tactics. His leadership styles are ideal for todays business world. I will follow his leadership styles since most of his styles are effective during World War11 and his life. Leaders are born not made; this statement is very true in Patton life.