Gun Control Essay Example for Free

Gun Control Essay Abstract Some reasons why colleges should look at the laws that they put in place and try to change them. Students should have the right to conceal weapons on college campuses. The guns provide the protection that may be necessary in certain situations. Like the Virginia Tech Shooting, many people could have been saved if only one person had a gun. Having a gun gives a sense of safety to many people on the campus, especially for women with a greater risk of intruders and rapists. For these women, knowing that they have a way to defend themselves can set their minds to ease. Though some believe that the allowance of guns would increase violence on campus, no other college that has allowed concealed firearms has had an issue. Another concerning issue would be that having guns on campus would be easier for students to commit suicide; there are just some things in life that authorities cannot control, and that is one of them. The right to have a concealed weapon on campus should be conveyed freely. Position Paper Legalize Concealed Weapons on College Campuses Liberty senior, Craig Storrs, says, â€Å"It makes me feel secure knowing I would be able to defend myself if something does happen, like Virginia Tech or if I get stopped on the street for a mugging or something like that† (Barry, 2011). The topic of legalizing concealed weapons on college campuses has been argued for many years. Some colleges have legalized concealed weapons on campus and have not had problems, but many will not even think about legalizing concealed weapons. Carrying a concealed weapon at the age of 21 is a right including a college campus, because it offers protection and safety to students (Students for concealed, 2008). Background of Concealed Weapons on College Campuses Since the Virginia Tech shooting, many colleges have changed their on-campus laws concerning firearms. In eight states, the legislation is considering if students and staff would be able to carry a concealed weapon into college buildings. Many officials did not want to have another repeat the Virginia Tech shooting. Two years before the Virginia Tech shooting, the lawmakers of Texas rejected a bill to allow concealed weapons onto college campuses. Since then, the bill has come back with better arguments for the right to have a concealed weapon on college campuses. Corey Zipper, a twenty-one year-old psychology major, went to the state capitol to talk to the officials to pass the bill. Corey Zipper stated, â€Å"We get the mature thing a lot – that college students aren’t mature enough. And the alcohol thing – that we’re all just boozed up all the time† (Burnett, 2011). He also states that the law states that â€Å"a person much be 21 years old, have a clean record and no psychiatric disorders, and take a 10-hour instruction course that includes time at a firing range† (Burnett, 2011). In 2009 Texas passed the bill to legalize having a concealed weapon on college campus (Burnett, 2011). It Gives Protection Allowing students to carry a gun could save their lives. Life can be unpredictable, so when something happens people should be prepared. If by being prepared means they need to carry a gun, then why would the state want to take that right from someone? A person has the right to protect his/herself and others, and a responsible firearm owner would do such. Many lives could be saved by the simple action of allowing concealed weapons on college campuses (Concealed Guns, 2011). Background of Virginia Tech Shooting On April 16, 2007, Seung-Hui Cho, student at Virginia Tech, began his shooting around 7:15 A.M. in a co-ed dormitory. He first killed Emily Hilsher and Ryan Clark. The Virginia Tech Police Chief said, â€Å"We secured the building, we secured the crime scene† (Caruso, n.d.). The authorities did not put the college on lock down and had classes as schedualed. Seung-Hui Cho did not leave the campus; around 9:15 A.M. he started to kill again. He went into the engineering and science building and chained the doors so no one could escape. He then went into classroom after classroom; he killed 25 more students and five faculty members. Twenty-nine people were wounded. In the end Cho also took his life (Caruso, n.d.). It was reported that nineteen of the thirty-two victims that were killed were over the age of 21. The age of 21 is the legal age for the right to conceal a weapon in Virginia. If these students would have been able to carry a firearm onto campus, then perhaps these lives could have been saved. Instead of thirty-three lives taken that day, there should have been one. Innocent people would not have died (Students for concealed, 2008). Concealed Weapons Should not Depend on Location It is stated in the Constitution that a person has the right to bear arms at the age of 21. This law does not give specific places that are prohibited. People should not have to put their concealed weapon away because of where they are (The Right to Keep and Bear Arms, 1982). Public Places People can Carry Weapons Though colleges are small, some places that allow concealed weapons are smaller. When a person goes to the movies, they are allowed to carry a concealed weapon. No one would ever know because the weapon is concealed. Other places would include a shopping mall. When people are shopping, the last thing they are thinking is that the people next to them might have a gun on them (Students for concealed, 2008). Make College Students Feel Safer The right to conceal a weapon could put some students at ease. Knowing that they have a way to save themselves in dangerous situations may make the students more relaxed. If a student comes across a dangerous situation, then they are prepared. These students do not have to worry about what to do (Marin, 2012). College Intruders and Rapists It is easy for intruders to get into dorms. In New York, two men got into a building by sneaking in behind another guy after he swiped his card. When the college police were called they came and took the men without calling the cops. If this were to happen again, these men would be taken to the authorities. Knowing that it is easy for strange people to get into housing, it not be a good idea to rob students the right to have a concealed weapon. This would give some students that okay to live life and other the need of protection that they might not be able to find anywhere else (Rearick, 2011). One in four women have the chance of being raped in college. Guns could help defend so many different women. They could have gotten out of the situation if they just had a way of defense. Sometimes women are physically too weak to run from situations like that and the allowance of a gun would provide that opportunity to them (College Crime Today, n.d.). Counterargument: Guns on Campus Would Promote Violence . â€Å"Some professors might be afraid to issue bad grades if they know that students could be carrying guns† (Students for concealed, 2008). Some people believe that allowing student to carry firearms would push them to be violent. If the students are allowed to carry firearms, then they will not be afraid to use them. If there was an argument with another student, then these students would be tempted to use the gun to scare or even harm the other student (Students for concealed, 2008). Logical Response: Guns on Campus Would not Promote Violence There has been over thirty colleges campuses that have allowed concealed weapons on their campuses. These campuses have had no issues with gun violence, and there has not been a gun theft or accident in all these years. This shows that it is a possibility to carry conceal weapons and still get a great education with no distraction with no violence. Studies show, â€Å"concealed handgun license holders are five times less likely than non-license holders to commit violent crimes† (Students for concealed, 2008). Counterargument: Guns on Campus Would Encourage Suicide Some believe that allowing students to obtain firearms would increase the likelihood suicide. They would have all the resources they need now that they are able to carry concealed firearms. This would make it easier for these students to commit suicide without anyone knowing until after the fact. This would then increase the suicide numbers dramatically. Allowing a student to carry a firearm that could potentially use to kill themselves is not the way to help (Students for concealed, 2008). Logical Response: Guns on Campus Would not Encourage Suicide According to detectives, â€Å"Studies show that 90% of suicides are committed in the home† (Students for concealed, 2008). Since the legal age to own a concealed weapon is 21, most students at this age live off campus. This would not affect the numbers as much as the colleges think it would. If people really wanted to commit suicide, then nothing would stand in their way. Allowing them to conceal a gun will just give them an easier way out (Students for concealed, 2008). Conclusion During the Virginia Tech Shooting many lives could have been saved. Students could also feel safer knowing that they have something there to protect themselves and others if needed. Though students could turn to violence many are very responsible to be carrying this gun in the first place. They just cannot get a gun; they have to go through the process. Another concern would be suicide, but since most of the students live off campus anyway nothing would stop that. It would be a lost cause to put a ban on concealed weapons when there is nothing to prevent suicide in the first place. Once the right training classes are taken, it should not be a problem for a person to be able to carry his/her gun that he/she worked hard to get and paid for. The right to have a concealed weapon on campus should be expressed freely. References Barry, L. (2011). Liberty university oks concealed guns on campus. Retrieved from http://www2.newsadvance.com/news/2011/nov/16/5/liberty-university-oks-concealed-guns-campus-ar-1463719/. Burnett, J. (2011). Texas Lawmakers aim for guns on college campuses. Retreieved from http://www.npr.org/2011/02/04/133466058/texas-lawmakers-aim-for-guns-on-college-campuses. Caruso, K. (n.d.). What Happened: The Virginia Tech Massacure. Retrieved from http://www.virginiatechmassacre.com/what-happened-virginia-tech-massacre.html. College Crime Today. (n.d.) Retrieved from http://www.womens-self-defense-instruction-online.com/college-crime.html. Concealed guns. (2011). Retrieved from http://concealedguns.procon.org/. Frantz, A. (2011). Texas considering concealed handguns on campus. Retrieved from http://news.blogs.cnn.com/2011/02/22/texas-weighing-concealed-handguns-on-campus/. Marin, J. (2012). Guns on college campuses. Retrieved from http://schoolsofthought.blogs.cnn.com/2012/01/03/guns-on-college -campuses/. Rearick, J. (2011). Intruders spark safety concerns. Retrieved from http://www.miscellanynews.com/2.1576/intruders-spark-safety-concerns-1.2660011#.TxkPxJit-fQ. Students for concealed carry on campus. (2008). Retrieved

Employee Motivation As A Hotel Industry Factor Tourism Essay

Employee Motivation As A Hotel Industry Factor Tourism Essay Motivation of employees is not a new phenomenon, however very little attention paid to him.  The major and most successful companies are svjestne importance of human factors in their organization, but, unfortunately, is much more smaller and not so successful that profit only the vision, mission and sole objective.  Many people are not thinking and not thinking about ways to enable them to profit, and abuse of the man and his knowledge and skills has never been respected, nor will it.  Loss of employee loyalty is the result of failure to comply with the individuality of employees, their desires and needs. How important is the motivation of employees, particularly in the hotel industry, will be explained in the following presentation. For the poptpunije treatment given topic, will be given an adequate theoretical basis in the first part, where he will talk about motivation as a concept, the process of motivation, original and contemporary theories of motivation, usually applied motivatorima, link between employee motivation and human resource management, and related  between the employees motivation and leadership. The second part will be arguments about the specifics of the hotel product and the motivation of employees as a factor of success in the hotel industry. The third part will respond specifically to the given topic and show how a successful company, Hit Montegro, motivate employees in your hotel, Maestral, which gives an advantage, as the concept develops and determines the business and what this hotel stands out from all others, not only  in Montenegro, but also beyond. Part I theoretical foundation 1.  MOTIVATION definition, division, the process of motivation Motivation is a complex area of human behavior.  The term motivation comes from the Latin word moves, which means movere; move. Under the motivation we podrazumijevati sum of factors that influence people to behave in a certain way, and especially to invest a certain efforts to achieve or accomplish something. The economic system of business motivation is hidden inside the driving force behind overall economic pattern that connects and arranges the target all economic efforts and integrate them into one whole.  In the process, motivation is manifested as the main driving force of creation. Work motivation is a system of methods, procedures and actions which encourages, directs, and reinforces the behavior of certain employees, in order to realize a larger and more favorable results. Basic assumptions about the motivation: à ¢Ã¢â€š ¬Ã‚ ¢ Motivation is a positive people feel good only if they are motivated. à ¢Ã¢â€š ¬Ã‚ ¢ Motivation is one of the factors that influence the behavior of individuals.  Other factors: capacity, resources, working conditions à ¢Ã¢â€š ¬Ã‚ ¢ Motivation is always less than sufficient and should be periodically renewed.  Time can be lost. à ¢Ã¢â€š ¬Ã‚ ¢ Motivation is the means by which managers can relate to offices in the organization. Motivation can be: subjective and objective. à ¢Ã¢â€š ¬Ã‚ ¢ Subject motivation is defined in two forms: moral motivation of workers (conscience, responsibility, pride, ambition, knowledge, etc.). Materjalna and motivation (interest in the job, salary, stimulation, etc.).. à ¢Ã¢â€š ¬Ã‚ ¢ Objective motivation occurs at the level of the firm, on its reputation, strengthen, and similar recognition.  ie.  If you contribute to the reduction of the higher entropy of the system (firm). Speaking of motivation, we can not to speak about human needs.  The need is expressed through a lack of something and is associated with goals.  Therefore, the need is internal, external and objective aspects of motivation The process of motivation the process of meeting the individual needs of employees, consists of several stages: à ¢Ã¢â€š ¬Ã‚ ¢ Employees identify their needs which is what it lacks and what he wants to achieve? à ¢Ã¢â€š ¬Ã‚ ¢ Looking for ways to meet the needs deficiency creates a kind of anxiety, and he seeks a way to eliminate à ¢Ã¢â€š ¬Ã‚ ¢ strives to achieve the goals which reduces the need à ¢Ã¢â€š ¬Ã‚ ¢ act appropriately à ¢Ã¢â€š ¬Ã‚ ¢ To get the reward or punishment à ¢Ã¢â€š ¬Ã‚ ¢ Re-evaluates its needs Satisfaction is often in the literature and in empirical research identifies with the concept of motivation.  These two terms are certainly related in large measure are mutually conditional, but undoubtedly is to be different. Under the satisfaction of employees involves the subjective evaluation of the degree of satisfaction that derives from the personal assessment of their satisfaction with various aspects of belonging to the organization.  And so happy employees pijre primarily related to the perception of employees and the extent to which they met their motives and above all the motives that are perceived as important for their involvement.  Best illustrates the differences following chart: (motivation,result,satisfaction) Chart 1st  The difference between motivation and satisfaction Source: Developed author If you are motivated enough for the job you do, it will certainly affect your final performance.  After a job well done following the feeling of satisfaction. 2.  THEORIES OF MOTIVATION   A large number of theories of motivation which, in fact, complementary to one another.  The following table provides a list of major theories.   Table 1  Theories of motivation   Name Type theory theories theorist and /   Theories instrumentalnosti Tejlorizam Teylor (1911)   Theories content theory hijararhije needs Maslow (1954)   ERG Theory Alderfer (1972)   Managerial theories need McClelland (1973)   Two-factor model of Herzberg (1957)   Theory X and Y McGregor (1960)   Theories of goal setting process theory Latham and Locke (1979)   The theory of equality Adams (1965)   Theory expectations Vroom, Porter and Lawer (1964, 1968)   Learning theory Bandura (1977)   Source: Michael Armstrong, Armstrongs handbook of human resource management, 11th ed., Kogan Page, London, 2009, p.319   As you notice, there are three kinds of theories of motivation in which:   à ¢Ã¢â€š ¬Ã‚ ¢ Theories instrumentalnosti belong to the original theory of motivation   à ¢Ã¢â€š ¬Ã‚ ¢ Theories of content are also in the original theory of motivation   à ¢Ã¢â€š ¬Ã‚ ¢ Theories are in the process of modern theories of motivation   Theories instrumentalnosti bazraju the attitude that people are motivated to work through reward and punishment.  One of the major theories instrumentalnosti is called.  Tejlorizam, which is named after its founder, Taylor, who wrote:   It is impossible for any extended period of time, to encourage their employees to work more than others, the ordinary that surround them, if you are not sure to check a large and permanent wage increases.   This theory is still widespread and can be successful under certain circumstances.  However, its use is ignored other human needs and disturb the relations among the employees.   Theories of content based on the attitude that people do to meet their needs.  As an important aside the following:   Hierarchy of needs theory (Maslow) in every human being there are five primary needs that meet the hierarchical order:   à ¢Ã¢â€š ¬Ã‚ ¢ physiological food, water, shelter and all.  bodily needs   à ¢Ã¢â€š ¬Ã‚ ¢ security physical and emotional safety and protection   à ¢Ã¢â€š ¬Ã‚ ¢ Social belonging, love, friendship, acceptance by others   à ¢Ã¢â€š ¬Ã‚ ¢ respect self-esteem, status in society, recognition of environmental   à ¢Ã¢â€š ¬Ã‚ ¢ samoaktuelizacija development and progress, potential exploitation of personal fulfillment and inner satisfaction with them.   The first two groups are the needs of lower-order and meet the external mechanisms (salary), and the other three were of a higher order and satisfy the internal mechanisms (attitudes, values, expectations).  The role has motivatora Unmet needs, which, when it takes satisfy the needs.  This theory has not been verified numerous empirical studies and criticized because of too much generalization.  Namely, different people have different priorities and it is difficult to accept Maslovljevu hijararhiju needs.   ERG Theory (Alderfer) predicts three types of basic needs:   à ¢Ã¢â€š ¬Ã‚ ¢ existential needs the basic material necessary Poreba every man for life.   à ¢Ã¢â€š ¬Ã‚ ¢ the need connection the desire of people for the realization of interpersonal relations   à ¢Ã¢â€š ¬Ã‚ ¢ development needs the desire for personal development, training and advancing   Alderfer abolished the hierarchy of needs and claims that it can simultaneously satisfy multiple needs.  When it comes to frustration due to inability to meet the needs on one level, increases the desire to satisfy the needs of another and, often, lower level.   McClelandova theory of needs, the needs of managerial theory focuses on three types of needs:   à ¢Ã¢â€š ¬Ã‚ ¢ need for achievement striving for success and greater achievements in relation to existing standards.   à ¢Ã¢â€š ¬Ã‚ ¢ the need for power the desire for influence and control over others.   à ¢Ã¢â€š ¬Ã‚ ¢ the need for merging the desire to be loved and accepted by others.   This theory assumes that successful managers who have a high need for power and personal success without the desire for merging.   Two-factor model Motivation-hygiene theory (Herzberg) based on the assumption that the individual attitude of employees towards work determines success or failure of work.   Factors that influence job satisfaction and dissatisfaction are the following:   à ¢Ã¢â€š ¬Ã‚ ¢ Motivatori related to the work itself (job, recognition, promotion) and meet the needs of the individual to prove their own.  These are the factors that cause lack of satisfaction to those that cause pleasure.   à ¢Ã¢â€š ¬Ã‚ ¢ Kontestualni factors factors of working environment, environment, hygiene factors, which act as prevention to prevent dissatisfaction.  This is a set of factors than those that cause frustration to those who do not cause dissatisfaction.   On the positive motivation may affect only the first group, while another can only reduce dissatisfaction, but not increase satisfaction.   The opposite of satisfaction is not dissatisfaction, but the lack of satisfaction, and vice versa.So, just motivatorni factors contribute to job satisfaction, and only factors contest discontent.   Theory X and Y (McGregor) starts from two different assumptions about human nature: the negative X-and Y-positive.   Theory X assumes that the behavior of employees Guided needs of lower order.   à ¢Ã¢â€š ¬Ã‚ ¢ Employees do not like to work and izbjegavaĆ¡e work whenever possible   à ¢Ã¢â€š ¬Ã‚ ¢ must be force to work under the threat of punishment   à ¢Ã¢â€š ¬Ã‚ ¢ avoid responsibility and seek precise directives from their bosses   à ¢Ã¢â€š ¬Ã‚ ¢ They have little ambition and their safety comes first   Theory Y assumes that the behavior of employees Guided needs a higher order:   à ¢Ã¢â€š ¬Ã‚ ¢ Employees understand the business as a natural need for such leave   à ¢Ã¢â€š ¬Ã‚ ¢ Dedicated to the tasks and training   à ¢Ã¢â€š ¬Ã‚ ¢ They are ready to accept responsibility   à ¢Ã¢â€š ¬Ã‚ ¢ are able to make decisions and they need povjeravati responsible and challenging jobs.   Theories of the process (the modern theory) focus on the psychological processes that affect motivation.  Process theories are certainly more useful to managers of the theories of motivation because it gives concrete instructions for the application of motivational methods.   The theory of goal setting (Latham and Locke) motivate employees three mechanisms:   à ¢Ã¢â€š ¬Ã‚ ¢ Specific and clearly set goal difficult but achievable attainable, because it is in human nature and the need to prove self.   à ¢Ã¢â€š ¬Ã‚ ¢ Feedback on achieving set targets people want to be informed of how well that worked and the results achieved.   à ¢Ã¢â€š ¬Ã‚ ¢ Participation of employees in setting goals increases their motivation, efficiency and confidence.   Equity theory (Adams) one in the organization expects that efforts to win the same prize as well as his colleagues who performed the same job.   When employees believe that they made wrong comes to the creation of tension (not so much effort into the entrance of their work as before, consider that spend too much time, give notice).     Expectations theory (Vroom, Porter and Lawer) developed a situational model of motivation that explains why one and the same person makes various efforts in different situations.  Vroom argued that there are two factors that determine the effort that employees invest in their work, the first the value of individual awards that would enable them to meet their needs related to security, autonomy, samoaktuelizaciju, and another the likelihood that the amount of awards depend, in fact,  of individual effort.   Porter and Lawer complement this theory and created a new model where the motivation will, in addition to the effort, the final performance of the employees affected and: knowledge and skills and the expected role (what employees want to work and what is expected of them to work).   Chart 1st  Motivation Model Porter and Lower   Source: Michael Armstrong, Armstrongs handbook of human resource management, 11th ed, Kogan Page, London, 2009, p.326   Learning theory (Bandura) emphasis is on learning to adapt behavior.  Behavior which withdraws the award will be repetitive, and it pulls you avoid penalty.  The consequences of past behavior influence the future actions of employees.  Model behavior of employees is reflected in the following: a stimulus response a result future reactions.     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Managers can influence employees to change behavior: support, avoidance, lack of support, or punishing, with respect to some rules:   à ¢Ã¢â€š ¬Ã‚ ¢ Do not reward all equally, but the performance   à ¢Ã¢â€š ¬Ã‚ ¢ Clearly tell people what to do to be rewarded   à ¢Ã¢â€š ¬Ã‚ ¢ Be sure to tell what sins   à ¢Ã¢â€š ¬Ã‚ ¢ Do not punish the others   à ¢Ã¢â€š ¬Ã‚ ¢ Be fair.   3.  Employees motivation and human resource management   Link between employee motivation and human resource management best illustrated in the following diagram.   Chart 3rd  The influence of individual effectiveness in human resource management   Source: Robert Mathis and John Jacson, Human Resource Management, 11th ed, Thomson South-Western, USA, 2008, p.81   From the individual, negovih knowledge and skills, motivation and support they receive from the company you work for, and the nature of the business depends on the job satisfaction, employee loyalty to the company, productivity, quality and service.   The above variables are used for measuring the effectiveness of human resource management.   Namely, if the employee is not motivated enough, it will first be reflected in his performance, then all other variables, so therefore the effectiveness of human resource management be in the lower level, and vice versa.   4.  MOTIVATORI   Motivatori are things that come to pojedninca activities or methods which can reconcile the conflicting needs or to emphasize a need in the way that it is assigned priority over other needs. They are the kind of instruments that would strengthen the desire for some achievement, and beyond that to achieve satisfaction, and the means through which to influence the behavior of people.  Motivatori most commonly used are:   à ¢Ã¢â€š ¬Ã‚ ¢ Money   à ¢Ã¢â€š ¬Ã‚ ¢ Security of employment   à ¢Ã¢â€š ¬Ã‚ ¢ allocation of interesting tasks   à ¢Ã¢â€š ¬Ã‚ ¢ The public attribution of merit   à ¢Ã¢â€š ¬Ã‚ ¢ The possibility of training   à ¢Ã¢â€š ¬Ã‚ ¢ The possibility of progress   à ¢Ã¢â€š ¬Ã‚ ¢ Participation in decision-making   à ¢Ã¢â€š ¬Ã‚ ¢ The quality of working environment   à ¢Ã¢â€š ¬Ã‚ ¢ self etc..   5.  Employees motivation and leadership   Using different motivatora to successful motivation of employees in the first row is determined motivacijiskim abilities or samomotivacijom manager.  Namely, the concept of motivation is closely linked to the notion of leaders, team leaders, organizations, companies.  A leader in 21.v.  primarily motivator.  Howard Gardner, professor at Harvard in his work, Leading Minds: An Anatomy of Leadership defines leaders:   The leader is rarely more individuals, or individuals who significantly influence the thoughts, feelings and / or behavior of a large number of individuals.   On the other hand, the great leaders of today were not in their positions that they did not have strong enough motivation to constantly improve and successfully build your career.   One of the greatest leaders of all time, Napoleon Bonaparte was said:   Leadership is the art of motivating a group of people to act towards achieving a common goal   Leadership = MOTIVATION   LEADER = motivator   PART II employees motivation as a factor of success in a hotel INDUSTRY   Advance one that gives a little more and a little better.   Ellsworth Statler (1863 1928)   One of the founders of hotel industry, Ellsworth Statler, the success achieved by the introduction of standards in their hotels, which could provide better quality services at a reasonable price.  He was a great innovator and racionalizator.  The first is to realize the importance of hotel staff: their looks (introduced uniforms), behavior (introduced a Code of Conduct) and knowledge (he founded the Foundation for Education of catering professionals and scientists, and financial help today in the world famous university education hotel administration and hotel management  Cornell Hotel School, Itaca, New York).  Stimulate the workers, allowing the purchase of shares of any hotel in a certain amount, with the allowance of the salary.   In addition to the above sentence, which with strong reasons, the author opens his presentation, he often spoke to employees: The guest is always right!  He pays you and me!    It is clear that the hotel industry has developed precisely for reasons to satisfy the needs and desires of the guest and can not in any case to ignore its importance.  However the question of whether the guest is still a key link in the hotel in 21.vijeku?   Let us start from the well-known marketing concepts:   Needs, requirements, desires and satisfaction of guests in the first place!   Prove that the set theory valid.   Hotel is primarily obliging activity and as such has its own specifics that arise from the specific characteristics of services in relation to the products.  And they are:   à ¢Ã¢â€š ¬Ã‚ ¢ intangibility,   à ¢Ã¢â€š ¬Ã‚ ¢ indivisibility an integral part of its consumer services, ie.  consumer a guest of the hotel.   à ¢Ã¢â€š ¬Ã‚ ¢ Kvarljivost services can not be stored, empty hotel facilities can not be compensated by good or excellent popunjenoÃ…Â ¡Ãƒâ€žÃ¢â‚¬ ¡u in the following time period.   à ¢Ã¢â€š ¬Ã‚ ¢ Variability conditioned by the fact that the subjective factor or a factor crucial for the quality of the man of realization.  The service is Neponovljiva, such as the role of actor in theater boards, it can be on the high level of quality that satisfies customers, but never all the elements in the process of delivery and consumption can no longer repeat.  Simultaneity consumption and provision of services through the interaction of both sides creates a unique atmosphere.   Psycho-physical characteristics of the service providers can significantly cause satisfaction or dissatisfaction with the consumer, regardless of technical, organizational and technological quality of the service segments.  Because of this, the focus quality is transferred to vrÃ…Â ¡itelje services, catering and hotel management staff.  It is important to determine the quality of standards (rules which determine the elements of quality staff in the hotel: the knowledge, skills, experience, appearance, behavior ).  But not enough to meet the standards to achieve competitive advantage in a very turbulent market, what is a tourist.  Guest looking for something more!  Guest search experience!  And this is one of the leading trends that says UNWTO Change from Service to expirience!  Interior, exterior, luxury, luxury, artificial smile   are no longer of crucial importance.  The main trump card of successful hotel in 21.v.  man.   Employees are in the hotel, you love your job and you are satisfied with the performance that you provide?  Masters the necessary skills and knowledge?  As guests, we will see, feel, that to enjoy and of course, be back again, but this time with hrpom friends!   We conclude:   The guest is satisfied if the providers of content services.   These reject the thesis that the home needs, requirements, desires and satisfaction RATING in the first place!  Already perform a new conclusion:   Needs, requirements, desires and satisfaction of employees are in the first place.   And from the above results:   Satisfied employees = employees motivated?   And just the motivation of employees is a key factor for success in all spheres of social life and work, especially in idnustriji hotel where guest satisfaction largely depends on the satisfaction of employees in the hotel.  Sometimes it is possible and the big technical flaws nadomjestiti beautiful gestures of employees, but the latest and most expensive technology, luxury and grandeur can not nadomjestiti unkindness and coldness of the staff will (not) was available during your stay.   A hotel company to motivate its employees, we will see the following example.   PART III practical EXAMPLE   6.MOTIVACIJA EMPLOYEES AS A FACTOR success HOTEL MAESTRAL   Is the set theoretical foundation found application in the local hotel industry?   The answer we seek in the hotel Mistral and also reveal why years ago Hit Montenegro, which owns the hotel, the leading company in the tourist market in Montenegro and beyond.   Hotel Mistral (hereinafter only the mistral or a hotel) do not have much to present.  Just the name tells us a lot.   Mistral is the son of a very good, very good, the luxury, prestige.  Accordingly, you will always be able, during your stay at the hotel, meet many people who have reached their professions so.  Top of the pyramid.   Question: Why?   à ¢Ã¢â€š ¬Ã‚ ¢ Why, when only the hotel building, its exterior, interior and not drawn luxury?   à ¢Ã¢â€š ¬Ã‚ ¢ Why, when the accommodation units (rooms) in general are not so large that guests can enjoy?   à ¢Ã¢â€š ¬Ã‚ ¢ Why, when the rooms still no plasma TVs?   à ¢Ã¢â€š ¬Ã‚ ¢ Why, when all the rooms still have Internet access?   à ¢Ã¢â€š ¬Ã‚ ¢ Why, when a cup of coffee exude more humility than the refinement?   But the most important issue only follows:   Why, despite the above, all hotel guests coming back again, even for the same amount of money can get a spacious room, more beautiful towels ?   Answer:   Because they are satisfied with experience and treatment given to them in the hotel!   Because unlike other hotels, the hotel Mistral has a soul.   Soul Maestral make its employees, whereby it is important to emphasize all employees of higijeniÄ arke to Executive Director.   We arrive to a new thesis:   Guests of the hotel Mistral are satisfied.   Return to the thesis of the previous section:   The guest is satisfied if the providers of content services.   Satisfied employee = motivated employee!   With certainty we can conclude:   Staff at the hotel Mistral motivated.   The aforementioned conclusion shall be taken as a starting point the thesis that the next exposure to be adequately argued.   7.  BUSINESS STRATEGY   As evidence that the employees, their motivation, but considerations when creating a strategy, defining the vision, mission and strategic goals, the next presentation will be separated only fragments of importance for this work.   Business idea of the company as follows:   With knowledge, marketiÃ…Â ¡kim thinking and professional approach we offer a high level of service and make good business results in the hotel complex, which allows our guests accommodation, dice, entertainment, recreation, enogastronomske pleasures and good conditions for business activities.   Objectives and plans of the hotel were based, and today is based, among others the following setting:   à ¢Ã¢â€š ¬Ã‚ ¢ attractiveness, innovation, expertise, kindness, and create nadstandarnom offer the advantage ahead of the competition and achieve the return of guests   One of the very high goals and requirements that the company has set before him as follows:   à ¢Ã¢â€š ¬Ã‚ ¢ the company offers full-time staff employment, adequate wages, the possibility of development, education, training and career   High standard and the company has set a vision and high expectations of the management company and some of them are:   à ¢Ã¢â€š ¬Ã‚ ¢ Hotel Mistral house will be satisfied, creative, motivated and professionally competent staff, which will continually increase revenues, value additions and visit hotels.   à ¢Ã¢â€š ¬Ã‚ ¢ Hotel Mistral will represent one of the pearls of the tourist offer of Montenegro and as such would represent an example of successful investments in tourism to the satisfaction of owners, employees, narrower and wider community.   In accordance with the above specified, the company is set by among others the following strategic objectives:   à ¢Ã¢â€š ¬Ã‚ ¢ permanent investment in staff development (knowledge, motivation, affiliation)   8.  COMPANY ETHICS   Nowadays the competitiveness of the organization, its reputation, and thus its business success are inseparable from ethics.  It can be said that ethics is the foundation of successful companies and management that relies on trust.  Companies in which the rule of justice and fairness are often companies that respect ethical principles.  A way that employees see a significant impact on the fairness of the organization.  Sense of fairness is associated with greater commitment to employees, the higher degree of satisfaction, which is based on the organization, business, leaders, and conduct that reflects a sense of belonging to the company. This company is exactly Hit Montenegro.  Mistral its reputation gained primarily fostering the right values and good application of the Code of Ethics.   It may sound contradictory, if we note that the largest part of the profits from the casino collected mistral.  But I do not need much pojaÃ…Â ¡njavati.  Ask one why casino players will soon decide to invest their money in Maestralov casino, and not in another, perhaps better equipped.   The answer lies in business ethics, codes of ethics and employees who implement.   Working in such an environment, where you know you will not mislead anyone, where all will be as clear as day, is really a big driver of your energy, you surely will not spare to spend in the job at hand.   9.  Strict LABOR LAW   Professionalism in the hotel Mistral is reflected, inter alia, in strict compliance with the law on paper.  It can happen that you start work, and that you are not previously signed a contract with the employer.   FasciniraĆ¡e you the following story from practice: Seasonal worker came fully prepared, just in time to his position for the first time.  That day was supposed to sign the contract.  Through the half-hour lawyer appeared with the words: Excuse me please, now I saw that the director did not sign a contract, and is absent.  Can you come tomorrow he comes today and the contract will be ready in the morning?  Sorry again, but I think its wrong to do, and do not have a signed contract, you agree?  Of course.    The said employee is satisfied on the first day that really work for professionals, as his nagovjeÃ…Â ¡tavali earlier.   Further.   à ¢Ã¢â€š ¬Ã‚ ¢ Iplata monthly benefits to all employees every fifteenth of the month.  Deviations were not, and theres not likely that delayed payments to employees or not that month, expressed with one decimal digit, is 0.1%.   à ¢Ã¢â€š ¬Ã‚ ¢ UraÄ unaĆ¡e you and overtime work, night work, work during the holidays, work on Sundays.You and paid travel expenses and meals at the hotel.   à ¢Ã¢â€š ¬Ã‚ ¢ If you are a seasonal worker, you will be provided accommodation in nearby hotels.   à ¢Ã¢â€š ¬Ã‚ ¢ Paid you life and health insurance.   à ¢Ã¢â€š ¬Ã‚ ¢ Business book you filled and safe.   à ¢Ã¢â€š ¬Ã‚ ¢ You have two free days a week and the right to annual leave and the right to paid sick leave.   à ¢Ã¢â€š ¬Ã‚ ¢ All your rights foreseen by the law on work, safety and employment contract have been met at every opportunity.   SloÃ…Â ¾iĆ¡ete is that rare company in Montenegro, especially in the hotel, which apply this system work, which, logically, employees fully responsible.  And this is one more reason to stay in Maestral and not iznevjere trust.   10.  Fee and gratuity   Results of the survey, which was conducted a few years ago one of the employees in the hotel Mistral, showed that approximately 70% zaposelnih declared that their main motive for work is not salary.   However, should podcijenjivati importance of monetary compensation.  Bearing in mind that the hotel has a high occupancy rate throughout the year, and that primarily comes to the casino hotel, the hotel employees are well paid, which gives a good basis for the investment of additional effort and better results.   Wages are not only monetary income of employees in the hotel.  From two to three times a year all employees have a raise, as a form of additional stimulus.   If your job requires direct contact with guests, it is quite certain that you will leave a tip, which can sometimes be higher than your monthly salary.  It is understood that you will not get a tip if you have left a negative impression on the guests, whether your neljubaznoÃ…Â ¡Ãƒâ€žÃ¢â‚¬ ¡u or non-professionalism.  But, as you care to maintain good relations with colleagues, you share tips.This is one of nepisanih rules and actually proved successful in practice.  At the end of the day you and your associates happy.   11.  OTHER BENEFITS   Public represents an important part of almost every employee compensation and they are determined as indirect monetary or non-pecuniary compensation that employees receive because they continue to work for the company.  The financial compensation was the word in the previous chapter, and that all the Mistral provides more benefits to their employees we will see from the next exposure.   The last two years for the new year, all employees had the opportunity to do a certain period of use by one Thai massage.  All employees have certain discounts at partner hotels, Montenegro Airlines.  Fee in the union, two times a year to receive packages with food.  Union also provides benefits in some hotels during the winter / summer months.   12.  STAND MANAGER TO EMPLOYEES   Peter Drucker says, They are not workers, they are people. A manager should be treats people with dignity is respect.   Already during the introduction to your superiors conclude that the word of professionals who know their job well and who is ready to help and to teach.  Through a friendly conversation, in his office, in the conference room or an aperitif in the bar, we introduce the vision, m

Catch 22 and a few good men :: essays papers

Catch 22 and a few good men Catch-22 is a novel about the Second World War. It is set on the island of Pianosa, which is off the coast of Italy. It is set in the end of the war while the Germans are on the run and being pushed out of Italy. The book focuses on a bomb group, more specifically a squadron in which a bombardier named Yossarian is assigned to. Yossarian is very upset because all these people he doesn’t even know (the Germans) are trying to kill him. The novel is very hard to understand because of the way it is written. It is helpful in books about the military to have a time-date group so you know what is going on. This book doesn’t have that and is so full of flash backs and flash-forwards that it made my head spin. It wasn’t poorly written but it was hard follow. It has many technical errors such as having helicopters for search and rescue while helicopters weren’t used in military service until the Korean War. The story is a good one but paints a picture of military life as a joke almost. Most of the servicemen in this book had no discipline and did pretty much as they pleased. Yossarian goes through the whole story trying to get out of his squadron and go home. His problem is the commander of the group keeps raising the number of missions required to fly before the rotate home. Every time he gets close the raise the number on him again. Through it all he tries all these schemes to get sent home he acts sick and tries to act crazy. When he tries to acts crazy he thinks that he has a perfect plan to get sent home since there was a rule that anyone who was crazy was unfit to serve in the rigors of combat, but the rule said they had to ask to be grounded. When he goes to get himself grounded he discovers there is a catch. Catch-22 says that anyone who asks to be grounded is not crazy because recognizing danger is the process of a rational mind and anyone with a rational mind is not crazy. That is the main story line of the book.

Sayo Masuda’s Autobiography of a Geisha Essay -- Sayo Masuda Autobiogr

Sayo Masuda’s Autobiography of a Geisha Autobiography of a Geisha was originally written for a memoir competition run by the Japanese magazine Housewife’s Companion. Sayo Masuda wrote and submitted her manuscript in hopes of winning the monetary prize offered. She won second place in the competition and came to the attention of an editor who helped her expand her story and publish it as a book. Riding on the wave of interest stirred by Arthur Golden’s Memoirs of a Geisha, G. G. Rowley translated Sayo Masuda’s tale for the American market. Rowley did an excellent job of capturing Masuda’s voice in his translation. If English had been Masuda’s native language, the result might easily have been Rowley’s translation. Masuda’s tale is heart-wrenching. First sent to work as a nursemaid as a small girl, Masuda escaped the torments of that life only to be sold to a hot-springs geisha house. At the hot-springs geisha house, Masuda was again a tormented soul, barely above a prostitute. Her danna, or patron, was hardly a rescuer. Masuda chafed against her role, even attempting suicide to release herself from serving a man for whom she had neither love nor respect. The advent of World War II eventually freed Masuda from the life of a geisha, but her tale continued to be one of hardship. Masuda took on the responsibility of looking after her little brother and traded various goods on the black market to support her brother and herself. When times were hard, Masuda prostituted herself to American soldier s. She eventually found a job at a diner, but life continued to be a struggle until she wrote her autobiography. Masuda endured much during her lifetime and is unflinching in her writing. Readers should expect to come away from Autobi... ...en from the perspective of the geisha elite and hold true for the upper echelons of the geisha world alone. Readers should enjoy Masuda’s book while keeping in mind that her experiences do not hold true for all geisha, only for the hot-springs geisha, the dregs of the geisha world. Works Cited â€Å"Autobiography of a Geisha (Book).† Kirkus Reviews. 71.5 (March 1, 2003). Gavin, William F. â€Å"Irish intrigue, geisha woes, Canadian angst.† The Washington Times. Masuda, Sayo. Autobiography of a Geisha. Trans. G. G. Rowley. New York: Columbia University Press, 2003. Napier, Susan J. â€Å"Autobiography of a Geisha Book Review.† Persimmon Magazine. Palmer, Kimberly Shearer. â€Å"Geisha reality.† Women’s Review of Books. 20.12 (September 2003): 14.

Leonardo Da Vinca :: Essays Papers

Leonardo Da Vinca The illegitimate son of a 25-year-old notary, Ser Piero, and peasant girl, Caterina, Leonardo was born on April 15, 1452, in Vinci, Italy, just outside Florence. His father took custody of the little fellow shortly after his birth, while his mother married someone else and moved to a neighboring town. They kept on having kids, although not with each other, and they eventually supplied him with a total of 17 half sisters and brothers. Growing up in his father's Vinci home, Leonardo had access to scholarly texts owned by family and friends. He was also exposed to Vinci's longstanding painting tradition, and when he was about 15 his father apprenticed him to the renowned workshop of Andrea del Verrochio in Florence. Even as an apprentice, Leonardo demonstrated his colossal talent. Indeed, his genius seems to have seeped into a number of pieces produced by the Verrocchio's workshop from the period 1470 to 1475. Leonardo got his start as an artist around 1469. Verocchio's specialty was perspective, which artists had only recently begun to get the hang of, and Leonardo quickly mastered its challenges. In fact, Leonardo quickly surpassed Verocchio, and by the time he was in his early twenties he was downright famous. For example, one of Leonardo's first big breaks was to paint an angel in Verrochio's "Baptism of Christ," and Leonardo was so much better than his master's that Verrochio allegedly resolved never to paint a gain. Leonardo stayed in the Verrocchio workshop until 1477 when he set up a shingle for himself. In search of new challenges and the big bucks, he entered the service of the Duke of Milan in 1482, abandoning his first commission in Florence, "The Adoration of the Magi". He spent 17 years in Milan, leaving only after Duke Ludovico Sforza's fall from power in 1499. It was during these years that Leonardo hit his stride, reaching new heights of scientific and artistic achievement. One of his most popular early works, "The Adoration of the Magi," was painted in 1481 for the Monastery of San Donato a Scopeto as an altar piece. It was never finished due to his departure for Milan, where he offered his services to Duke Ludovico il Moro. He worked on the Duomo in Milan and the Duomo and Castle in pavia; and painted the Madonna of the Rocks and the Last Supper at this time. Leonardo Da Vinca :: Essays Papers Leonardo Da Vinca The illegitimate son of a 25-year-old notary, Ser Piero, and peasant girl, Caterina, Leonardo was born on April 15, 1452, in Vinci, Italy, just outside Florence. His father took custody of the little fellow shortly after his birth, while his mother married someone else and moved to a neighboring town. They kept on having kids, although not with each other, and they eventually supplied him with a total of 17 half sisters and brothers. Growing up in his father's Vinci home, Leonardo had access to scholarly texts owned by family and friends. He was also exposed to Vinci's longstanding painting tradition, and when he was about 15 his father apprenticed him to the renowned workshop of Andrea del Verrochio in Florence. Even as an apprentice, Leonardo demonstrated his colossal talent. Indeed, his genius seems to have seeped into a number of pieces produced by the Verrocchio's workshop from the period 1470 to 1475. Leonardo got his start as an artist around 1469. Verocchio's specialty was perspective, which artists had only recently begun to get the hang of, and Leonardo quickly mastered its challenges. In fact, Leonardo quickly surpassed Verocchio, and by the time he was in his early twenties he was downright famous. For example, one of Leonardo's first big breaks was to paint an angel in Verrochio's "Baptism of Christ," and Leonardo was so much better than his master's that Verrochio allegedly resolved never to paint a gain. Leonardo stayed in the Verrocchio workshop until 1477 when he set up a shingle for himself. In search of new challenges and the big bucks, he entered the service of the Duke of Milan in 1482, abandoning his first commission in Florence, "The Adoration of the Magi". He spent 17 years in Milan, leaving only after Duke Ludovico Sforza's fall from power in 1499. It was during these years that Leonardo hit his stride, reaching new heights of scientific and artistic achievement. One of his most popular early works, "The Adoration of the Magi," was painted in 1481 for the Monastery of San Donato a Scopeto as an altar piece. It was never finished due to his departure for Milan, where he offered his services to Duke Ludovico il Moro. He worked on the Duomo in Milan and the Duomo and Castle in pavia; and painted the Madonna of the Rocks and the Last Supper at this time.

Non Communicable Diseases Essay

Health Promotion- Non Communicable Diseases Non communicable diseases are leading threat to health and development. â€Å"Non communicable diseases (NCD’s) outpace all other causes of morbidity and mortality each year, though most NCD’s have modifiable risk factors and are preventable† (WHO, 2012). Non communicable or chronic diseases are diseases of long duration and generally slow progression. NCD’s are leading causes of death worldwide and 80% of deaths occur in low and middle income countries. The four main types of NCD’s are cardiovascular diseases, for instance, heart attacks and strokes, cancer, chronic respiratory diseases such as chronic obstructed pulmonary disease and asthma and diabetes. Such diseases result from genetic or lifestyle factors. Most premature deaths from NCD’s are linked to common risk factors, namely tobacco use, unhealthy diet, physical inactivity, harmful use of alcohol and poverty also contribute to rising rates of NCD’s. Vulnerable and socially di sadvantaged people in developing countries get sicker and die sooner as a result of NCD’s than people of higher socio-economic status. Non communicable diseases represent a major and growing socio-economic burden in developing world. This places undue strain on communities and health system. NCD’s require multi-stakeholders solution. Government is coming up with non communicable disease intervention to bring about radical changes that are needed in order to reduce prevalence rate of NCD’s. Communities have right to receive appropriate information on reducing the risk of NCD’s, so that they are empowered to take the right lifestyle choices. In this assignment, the factors that contribute to the increase incidence of non communicable disease are discussed. Health promotion strategy at the community nurse’s level is discussed with the significance of the use of these health promotion strategies.

Important for an organization

Why Is It burning(prenominal) for an formation to undergo this type of re risinging? It Is essential for an boldness to modernize and alter In to the way It does blood when bloodline unavoidably intensify and when the political and complaisant aspects shift. Transformation in an ecesis covers a vast variety of exacts and activity, this is broadly aimed at improving performance CE and productivity for an system to survive. This can be achieved in many ways, from growth , innovation, skills development, as well as finished downsizing, layoffs and commutation as well as helve in assets resources or market sh ars.In Moses cases shapings begin little chance bargonly to limiting. As the global mankind move hurrying mans faster mans shift unpredictably organisational shimmys Is needed and required. Conventional thinking conjure up that when there Is a right business structures In place It go forth raise suffuse cent amount of innovation, and mental dexterity for an fundamental law to succeed and sustain. In approximately cases the business decisions that were once clear and cognise are becoming much complicate and ambiguous. This leads to skilled individuals with very good way record to fail in c elaboration.They are un fit to work unitedly to understand challenges, and form a endorse plan to resolve them. They continue to be falling back to traditional foundries and sodomist wars. When collaboration with others and coordinate across cut scope remains elusive. Innovation is stalled mans customer focus is uncoordinated and uneven implementation. castrate Is the only(prenominal) constant In the world today. To yield a successfully interpreter or change In an makeup It to first engage the people who provide help make the change append.Its not change that causes failure but the exposition process. Some organizational change is sensitive like a de separatement but others are large that in voles an correct organization. Regard less of the change there leave always be resistant to change even if the old way is extracurricular and unproductive. Transition process has 3 places permit go of the old Natural zona Embracing new normal bow extinct prattle lift toward the upcoming change. This Is shell accomplish by forming a change management ream to help prepare he organization.Inshore, when n organization Is stuck when frustrated administrator work hard and long with bound success, staff at all train are overwhelmed, guarded and cynical that is when implement to successfully manager through this pitch contour? Define roles managers who initiates the dead of change and points out the need, the managers who coordinates the transition, the managers who rallies the company to get behind the change and the managers responsible for seeing the chase through Identify need-?an organizations change can only happen when the organization feels the change is added.Change in leadership/management/employees bring in new to re-energize Get out brass help via consultations and cooperate resources a group to implement change from the old to new The baron to integrate systems collaborate waitress prairies and coordinate across the supply chain remain elusive. Innovation is hampered and stilled. Customer focused strategies ay uncoordinated and implementation is uneven. Organizational fracture is a process that no live organization will miss in the organizational life cycle.Digitization that sis not go through transformation have probably ceased to exist because organizations that do not grandson to match with the external environment will onto survive the wave of change forgiven by external environment. Organizational transformation should be viewed as a holistic approach to a radical change which covers the unblemished context of an organization from ecological to human-centered aspect. Every organization has some ability to stretchability to adapt to changer, however at cadences or ganization are stretch t their limits and will lose the snap to spoon to changer.This is the time where transformation needs to take place to redesign the organization fro new challenges. Leadership as the criteria of cusses in organization, more so in the time of organization transition. The breaking of organizations culture, the places spate mans mission changes, the leadership changes , organization restructuring or even the organization members ingrained value reformation will push an organization beyond its limits and trigger the transformation process. The forces that are external to the organization or beyond he control of the organization or beyond the control of the organization.Some are technologicaladvancement, economy condition, political and social reformation, changes in sanctioned requirement and industry revolution. The factories influencing the success of organization transformation goes hand -in -hand with the internal forces they are organization strategies, structure, leadership, values, culture and organizations monomers spirit. The success in manipulating these factors stated will help the organization successfully transform into a more agile and powerful entity hat is able-bodied to withstand both external and internal forces.Every organization operate as a system, either an efficient one or one that is in efficient. Organization transformation was needed because the system in an organization is falling apart, due to its inefficiency. When the system is broken, members of the organization will not be able or see themselves as part of the organization. There is no clarity of their positions and functions in the system. New leaders of the organization need to reestablish the system. The systems thinking before, during and after the