History of Garde Manager

The History of Garde Mange Aaron avers The garde manger profession began with peoples need to preserve food. The practice of food preservation is very much older than the term garde manger. In medieval times, castles and large homes were equipped with underground larders, or cold food storage rooms. The food storage areas in these castles and manor houses were usually located in the lower levels, since the cool basement-like environment was ideal for storing food. These cold storage areas developed over time into the modern cold kitchen. In France, the larder was called the garde manger.So one meaning of the culinary term garde manger can be a person in charge of cold foods preparation and preservation. Today, in the industry, I have been taught that the garde manger is now referred to as the â€Å"pantry chef. † Garde manger is also known as the place in which cold foods are prepared and stored, and the person or chef of cold foods preparation. Garerde Manger was being used l ong before it was a commonly used term. Perishable foods like meat and fish were dried in the sun or packed with salt to preserve them. The first dependable method of preserving foods was actually drying. Also you can read about  History of the Culinary Arts.Smoking foods was derived from placing the meat on poles over a smoky fire to prevent insects and other animals from feeding while it was curing. Farming families began using spices along with the salt, and discovered that tough meats can be tenderized. In the Middle Ages and in the early renaissance, foods that were prepared for the upper classes were overly complicated and heavily spiced. La Varenne, a French chef with Italian influences, went against medieval tradition,    and stressed the importance of natural flavors and lighter sauce.Salads and vinaigrettes took the place of heavier cooked foods and became the standard side to roasted meats. It was at this point that the role of garde manger expanded from food preserva tion to the actual preparation of all cold foods consumption, moving them out of the basement and into the kitchen. By the end of the twentieth century the prepackaging of our industry has allowed some great advances in garde manger. Garde manger, â€Å"keeper of the food†, or pantry supervisor, refers to the task of preparing and presenting cold foods.These typically include such food items as salads, hors d'? uvres, cold soups, aspics, and charcuterie. Larger restaurants and hotels may have the need for the garde manger to perform additional duties, such as creating elements for buffet presentation like edible centerpieces made from materials such as ice, cheese, butter, salt dough or tallow. In most modern kitchens the garde manger is synonymous with pantry chef, having duties focusing on salads, soups, cold food items, and dessert plating’s. It is usually the entry level line cook position within a restaurant.The term â€Å"garde manger† originated in pre-Re volutionary France. At that time, maintaining a full supply of food was a symbol of power, wealth and prestige. Noble families had a household steward who would manage their cold store room. The steward was referred to as the â€Å"officer de bouche†, a title that was eventually replaced with â€Å"garde manger†. This position was extremely important, because most of the food was butchered, pickled, salted, cured, or smoked during the fall season and stored for months, all the way into the spring months.It is because of this duty of supervising the preserving of food and managing its use that many interpret the term â€Å"garde manger† as â€Å"keeping to eat†. The position of â€Å"butcher† first developed as a specialty within the garde manger kitchen. As both the cost of and demand for animals for food increased, more space was required for the fabricating and portioning the raw proteins. This need for space was due not only to an upswing in the number of protein sales, but also to the need for separating raw proteins from processed foods to avoid cross-contamination and the resulting possibility of food borne illness.Special â€Å"butcher shops† were created where portion sizes, product deployment, and temperature could be highly controlled. Today butcher shops exist both as standalone establishments and alongside kitchens in large hotels, country clubs and high volume restaurants. Modern garde manger can refer to different things in the professional kitchen. In many restaurants it is a station which is generally an entry level cooking position within the restaurant, as it involves preparing salads or other smaller plates which can be cooked and plated without significant experience.In other high-profile classically influenced restaurants and hotels, the position pertains to the classical preparations. Today Garde Manger is referred to as â€Å"The Art of the Cold Kitchen†. Some may even say it is the arts a nd crafts of the culinary industry. Today's Garde Mangers must behold more than simple food preservation skills. They must have the knowledge and skills to create everything as small as a batch of mayonnaise to something as large and elaborate as ice carving. Some food establishments use the word pantry instead of Garde Manager.Some may even refer to it as the salad station†¦ the list goes on and on. In the restaurant scene the Garde Manger's job is typically plating salads and preparing cold appetizers. In some situations it may even be their job to plate desserts. Some find the experience of working in the Garde Manger extremely challenging and stimulating that they often decide to make it their life long career. The skills needed for the Garde Manger are so extreme that it is often the walkway that leads some to the path of being a great chef, possibly even a famous chef.

Advertising and Mass Production Essay

Advertising and mass production both helped shaped American national culture in the 1920’s, this era began an entirely new outlook amongst the citizens of the county, and brought a new and more fast-paced style of life, in which has only grown faster. The 1920’s in itself birthed the nation with brand new culture by shifting small local economics to the large scale mass production by mega corporations and the influence of their advertising campaigns. The 1920’s saw a shift in culture no other era had experienced thus far due to the growth and dominance of advertising. Technological inventions of this century, such as the radio, the billboard, and the magazine, brought ideas and information to people in new ways, impacting the entire social lifestyle of the time. Peoples live were suddenly filled with voices and signs telling them exactly what to buy and what they should. The happy-go-lucky and ‘nothing to lose’ persona encompassing the citizens of the time only fueled their decisions to go ahead and buy these offered products. Items were being offered that had never been on the market before such as refrigerators, telephone sets, cookers, the Model T by Henry Ford, and an endless amount of domestic hardware and commodities. An increase in jobs and a flourishing economic boom allowed people to feel comfortable in buying products at a much higher rate. However, many people did not actually possess the money they thought themselves to enjoy. Margin buying and installment buying became widely used practices and in effect concentrated the focus of American life around consumerism and materialism. The creation of the magazine, such as Time by Henry Luce, encourage people continue in their direction of booming buying, and the people listened. This new American dream caused citizens to want, want, want! The term mass production was defined in a 1926, meaning the production of large amounts of standardized products, including and especially on assembly lines. Advertising was used to make people want to buy, and mass production was used so everyone could buy what they wanted or what they thought they needed. With the high demand of products, business progressed into large corporations, and more investment opportunities. Standardized Mass production led to more efficient machines, and higher production and wages, hich led to increase demand of consumer goods, which perpetuated more standardized mass production; this cycle created a business boom in the 1920’s. After the war we looked forward to a brighter future for America‘s economy, we established this future by using advertising and mass production which are still used today. America has faced many up’s and down’s, whether we like to admit it or not, everything serves a purpose in this world, advertising a nd mass production has its pros and cons, but whichever we choose to look at, it will always be apart of our national culture.

Silic Case

Accy 510 Silic Case Homework Assignment Name: Yue (Josie) Deng Date: June 11, 2012 #1 On 01/01/2003, Silic should record the one-off, fair-value revaluation as result of its adoption of SIIC tax regime. Because the building was appraised at â‚ ¬12,500 and originally bought at â‚ ¬10,000, the firm needs to make a journal entry to account for this increase in value 01/01/2003 Buildings & Landâ‚ ¬2,500 Revaluation Surplusâ‚ ¬2,500 * Land & Building = â‚ ¬12,500 – â‚ ¬10,000 = â‚ ¬2,500 * As we learned in class from reading Silic’s financial statements, 82. % of the unrealized gains from revaluation will flow to the Revaluation Surplus account and 17. 1% will flow to the Other Creditors account. * â‚ ¬2,500 * 82. 9% = â‚ ¬2,072 * â‚ ¬2,500 * 17. 1% = â‚ ¬428 * However, in this particular case, we combine the two accounts for simplicity purposes. On 12/31/2003, Silic need to record a depreciation expense on the building. 12/31/2003 Charge to Depreciationâ‚ ¬500 Depreciation & Provisions â‚ ¬500 Revaluation Surplus â‚ ¬100 Consolidated Reservesâ‚ ¬100 * As given in the question, the depreciation expense is â‚ ¬500.Silic depreciates its office and buildings on a straight-line basis. We can deduce the useful life of this particular building is 25 years (â‚ ¬12,500/â‚ ¬500 = 25 years). * The company also needs to amortize the revaluation surplus it originally recorded in response to the fair value revaluation based on the useful life of the building. â‚ ¬2,500/25 years = â‚ ¬100. The amortized amount moved to consolidated reserves (retained earnings). On 01/01/2004, Silic sold the building at â‚ ¬12,000 in cash. 01/01/2004 Cash â‚ ¬12,000 Depreciation & Provisions â‚ ¬2,900 Building & Land â‚ ¬12,500Gains on Disposal â‚ ¬2,400 Revaluation Surplusâ‚ ¬2,400 Consolidated Reserves â‚ ¬2,400 * The firm received â‚ ¬12,000 in cash by disposing the asset. The net value of the buil ding was â‚ ¬9,600 (â‚ ¬12,500 – â‚ ¬2,900 = â‚ ¬9,600). Thus, the firm sold the building at a gain of â‚ ¬2,400. * In addition, the firm needs to clear the revaluation surplus of this building to zero, and move the amount to consolidated reserves. #2 a) On 12/31/2012, Silic demolishes a fully-depreciated building. It needs to make the journal entry: 12/31/2012 Charge to Depreciation Depreciation and ProvisionDepreciation & Provision â‚ ¬64,000 Buildings & Landâ‚ ¬64,000 * The firm needs to first record the depreciation expense for the last year of the asset’s useful life. The amount cannot be determined by the given information provided in the question. * We also need to clear this particular building from the balance sheet by debiting Depreciation & Provision (contra-asset account) and crediting Building & Land. b) No, this would not produce a faithful representation of Silic’s activities for the building. We still need to amortize the rev aluation surplus for the last year.It would not be representational faithful if the remaining value of fair-value mark-up still sits in the Revaluation Surplus account, because the gain is already realized through the depreciation of the asset. We need to amortize the remaining surplus to consolidated reserves to show the event. Although this journal entry may not necessarily affect the value of total liabilities and equities, we still need to make sure to record this entry to provide investors with most representational faithful information. #3 01/01/2005 Buildings & Landâ‚ ¬93,863 Unrealized Gains on Land and Buildingsâ‚ ¬93,863 The number is calculated by subtracting the historical cost of land and buildings on exhibit 4 from the fair value of these assets on exhibit 4b. * â‚ ¬1,681,493 – (â‚ ¬1,139,063 + â‚ ¬448,567) = â‚ ¬93,863 #4 (a) From my point of view, cost accounting method provides more relevant information to investors. According to FAC No. 8 O bjectives of Financial Reporting, â€Å"relevant financial information is capable of making a difference in the decision made by users†. The two most important characteristics are the information’s predictive value and confirmatory value.As indicated in the case, Silic primarily competes in the French commercial-property market, which 72% (2004 data) of its earnings was derived from rental properties. As a result, its ordinary course of business centers around its leasing activities, and the fair market value of the properties is not a significant indicator of the company’s performance. Thus, the fluctuation in the value of properties should not materially affect investors’ decision making. Since the 1980s, the commercial property market of Paris and its surrounding region had experienced substantial upward and downward movements in the values of properties.If we incorporate the change in the fair market value into the computation of net income, Silicâ₠¬â„¢s bottom line would fluctuate significantly each year. However, the truth is â€Å"the French real estate and property management industry had been growing steadily at an average rate of 2. 8% per year. † The industry and the company have been on a steady growth trend. Investors would not be able capture the real picture of the operating performance of the company if it switched to fair market accounting of properties.Therefore, I support the company’s decision of measuring investment property using the cost model. This election provides more relevant information to investors with regards to the company’s operating performance. (b) I think historical cost accounting would present Silic in the most favorable light over time. As I discussed in part (a), the adoption of IAS no. 40 would require Silic to mark its investment properties to fair value during each reporting period, and report the gains and losses on its income statement.As indicated in the case, Fre nch real estate market had experienced substantial upward and downward movements in the value of properties. Thus, a probable outcome of fair value accounting would be a significant fluctuation in the firm’s bottom line during each reporting period. Fluctuations in net income signals great risk of the financial performance of an entity. A normal risk averse investors would not invest in an company that poses significant risk. Therefore, I believe historical cost accounting would present Silic in the most favorable light over time.

Aids and How It Spread Globally Essay Example | Topics and Well Written Essays - 1500 words

Aids and How It Spread Globally - Essay Example The disease is primarily caused by the HIV virus i.e. the Human Immunodeficiency Virus. It was in the year 1982 that the term was first used; while earlier indication of such type of disease was termed as 'Grid' i.e. Gay related immune deficiency (BBC, 2006). The disease started from the African region. In the year 1981 the medical fraternity started noticing that a number of patients in the African region are dying from a disease, which they believed must not have been serious enough (CBC News, 2006). The seriousness of the fatal infection became more striking when the disease soon found its way into other countries and first case of AIDS death was reported in Canada in the year 1982. The western world took notice and researches into the symptoms and nature of the infection led to its categorization as Acquired Immune Deficiency Syndrome. The virus HIV, leads to gradual weakening of the immune system of the body and in such situations even everyday infections start becoming life threatening. Research and development into finding a permanent solution to cure the disease have not yet been successful. Though, the life expectancy of AIDS patients have become much more now. While earlier, the patient would have died within months of the disease, now an AIDS patient can expect to lead a normal life for 12-15 years after getting infected with the HIV. The HIV Our immune system which is supposed to work like a defense mechanism against the infections is badly damaged when the Human Immunodeficiency Virus target the immune system. This virus attacks a particular type of white blood cells called CD4+ cells. After taking full control of the cell the virus then inserts its own genes into the cell's DNA2. Subsequently, the virus starts using the DNA cell to manufacture more virus particles. The CD4+ host cells gradually starts dying and as the number of CD4+ cells become less in the human body, the immune system of the body starts weakening. The HIV is a retrovirus containing two single-strand liner RNA molecules per virion and reverse transcriptase. The structure of this virus is said to be simple than many other viruses, but it has proved to be very difficult to defeat. After infecting the body, the virus goes into human blood, sexual fluids and breast milk. Therefore, the virus is passed on to another person, if his or her fluids come in con tact with any of the infected fluids. How the Disease Spreads As the HIV virus infects the blood, sexual fluids and breast milk, the disease can spread to another healthy person when; i. A healthy person starts having sexual intercourse with the infected person. In order to save the infection being passed onto to another person as a result of sexual intercourse, condoms are the best defense mechanism. Adopting such protective mechanism doesn't allow the sexual fluids to come in contact with each other. The UNAIDS report (2008) indicates that the educative and informative programs are indeed having a good impact on the youth of 15-24 years and there are reductions in risky behavior3. ii. A healthy person shares the injection needles and body piercing equipment with another infected person. In such cases, doctors advise that injection needles should be properly sterilized before being passed on to another person. Often drug addicts do not take such care and they make

Travis perkins performance in the main market Essay

Travis perkins performance in the main market - Essay Example Also, the trading volume of Travis Perkins became excessively high which established a strong performance of the company. This facilitated the inclusion of the company in FTSE 100. The investment banks invested heavily in Travis Perkins due to its strong financial fundamentals and facilitated a noticeable improvement in the performance levels of the company. This resulted in more and more investors including the private and institutional investors to invest in the shares of the company (Shapiro, 2005, p.121). As a result the share prices of the company went up, the trading volume as well as other performance measure metrics for moving into the FTSE 100 became extensively improved. The valuation of the stocks of Travis Perkins went up due to the high support from the investment bankers. As a result of all these factors, Travis Perkins could easily enter into the main index from the FTSE 250. The Board of Directors of Travis Perkins was extremely efficient in terms of strategic management, succession planning as well as risk management. The Board of Directors of Travis Perkins implemented corporate governance practices and management strategies which influenced better performance of the company. The different corporate restructuring processes followed by the management of the company resulted in the increase in the investor attractiveness for the company (Jennings, 2001, p.4). This resulted in a high volume of trading for the shares of Travis Perkins. The performance levels of the company were improved and the company became financially stronger which influenced the investors to invest their money in the stocks of Travis Perkins. The FTSE 100 includes the top 100 companies measured by the capitalization factor. Whereas the FTSE 250 include the next 250 companies, measured by capitalization in the United Kingdom Market (Fay, 2006, p.114). There may be four different stock movements between the two indexes. These include: The stocks of Travis Perkins displayed

Social effects of hurricane Katrina in the Gulf region Essay

Social effects of hurricane Katrina in the Gulf region - Essay Example Social effects of hurricane Katrina in the Gulf region Research suggests Hurricane Katrina negatively impacted the Gulf region because it led to loss of lives, civil disturbances, and property damages. This included the invasion of Afghanistan and Iraq in a type of political revenge attack against the terrorist activity led by Osama bin Laden. The hurricane Katrina hit New Orleans in one of the worst times for America in Iraq, when the opposition attacks were at their strongest. The failure of the American government to help its own people in the aftermath of the hurricane contrasted sharply with the political rhetoric of the Bush administration, exposing its hypocrisy internationally on truly humanitarian and vital issues of domestic security. From this point on, the Bush administration would lose whatever political authority and respect it retained in America, eventually ending in the election of President Obama in the 2008 election. It is important to recognize how Hurricane Katrina eroded the political authority of the Bush administr ation at a time when it was conducting two unpopular political wars abroad. The symbolic effect of the images broadcast internationally displayed America as no different from the â€Å"Third World† nations that it perennially derides and rejects in building its political myth of superiority. The public, both domestically in America and internationally in civil society, are aware of the duality between the ideals proclaimed by the political leadership in America, and the actual actions taken by authority. For example, in talking about peace and justice, the U.S. administration at the time was practicing torture, extraordinary rendition, and other forms of illegal detention such as in undisclosed, secret prisons and Guantanamo Bay. This is a hypocritical stance in many ways, despite the way that it was posited by the Bush administration under the rhetoric of Homeland Security and public safety. What Katrina did is publicly expose the hypocrisy in this rhetoric to full internati onal view, showing that the Bush administration really was not concerned with people’s safety, health, and welfare at all, especially if they were not in a wealthy, Wall St. constituency. Thus, the first major effect of the Katrina disaster was to erode the public authority of the Bush administration and to associate it publicly with hypocrisy. (Brinkley, 2007). This result is quite important as the theme carried over into the 2008 Presidential election and led to the election of Barrack Obama and a Democratic majority in both the House of Representatives and the Senate. As a political symbol, Katrina showed the dichotomy between rich and poor in America, and how those in positions of power are more likely to be serving their own interests rather than that of the public good or public need. This is important as it creates a type of despair popularly, a political vacuum of sorts that the â€Å"hope and change† mantra of the Obama administration capitalized on in 2008. F rom this it is legitimate to conclude that Hurricane Katrina caused a major change in political perceptions in America, and that this included a loss of faith in the ability of the government to provide services in an emergency situation. (Brown, 2005) Consider the vast destruction and number of deaths and injuries that took place in the aftermath of Hurricane Katrina, and it is evident that this is precisely a situation where the

IN THE ESTATES OF NICKY AND LYDIA GRAY Case Study

IN THE ESTATES OF NICKY AND LYDIA GRAY - Case Study Example However a practitioner must advise the executors to publish an advertisement in the London Gazette and in the news paper having circulation in the district where the respective assets of the deceased are situate, for any liabilities owed by them. This is a requirement under section 27(1) of the Trustee Act 1925. As per what is known as Benjamin order 1, if it is not practicable to advertise, court should be approached for an order to distribute the estate assuming that all debts have been ascertained.2 As per s 34 and schedule 1 of Administration of Estates Act, it should be ensured that all debts are paid with due diligence, formal discharge or receipts for payments should be obtained and obtain a clearance certificate for tax liability on the estate of the deceased from the Capital Taxes office, and ensure that Department of Social Services does not have any claim on the estate,3 In addition any mortgage debt should be paid after payment of funeral expenses.4 Since it has been ment ioned that the Greenfield 'was left in trust for life ', it should be examined whether exemption from inheritance tax can be claimed under Trustees Act. The gift of violin to Beatrice will be exempted from Inheritance Tax if value is below 3,000, even though the deceased Nicky Gray had not survived for 7 years from the date of gift for availing exemption from the said tax. As the value of the Nicky Gray's property is said to be 500,000 as per the offer the executors in trust have received which is in excess of the 300,000, it is subject to Inheritance tax. The value of other assets also must be added to this value to compute inheritance tax which at present is 40% of the nil rate band of 300,000 for the year 2007-2008 and 350,000 thereafter upto April 2010. The executors may liable to pay the inheritance tax within six months of the testator's death and then only apply for Probate with evidence of having paid some or all of the tax due. The executors also should apply for probate in the probate court either in Principal Registry in London or in an applicable district probate court as the case may be and obtain a probate order from t he court. This is an authority conferred by the court on the executors to deal with the estate of the deceased in accordance with their Will. This will also help get access to Lydia Gray's bank account on being produced at the identified bank. Nicky Gray's Will Nicky's Green filed house is to be held in trust by Howard and Elaine Gray for life and then what ever is the remainder of the house will go to Alan Gray. Since Alan Gray is also one of the executors, he took the probate but is not taking any action. As Howard Gray and Elaine Gray who are ninety years old, they better appoint Administrators on their behalf to carry out the Will's administration. Subject to clarification regarding exemption from inheritance tax, it is only after the payment of inheritance tax, the court will issue grant with which the executors can deal with the property. The executors in order to pay the inheritance tax have to borrow money or meet from their own funds initially. They have to maintain an account for every beneficiary to see. They can distribute the balance amount of the estate after deducting the tax so paid and other expenses incurred and other liabilities paid if any. Under

Describe the technology infrastructure management activities of an Essay

Describe the technology infrastructure management activities of an organisation that is engaging in e-commerce in a substantial - Essay Example Enhancing output, falling expenditure and increasing facilities for customers have been some of significant viable components in any winning organization. In addition, geography, as well as structures of procedures is not enjoying the significance as vital factors, as medium organizations are now benefiting from the platform of internet to sell their goods and services and pierce new markets in the enormously little period. Ivy Incorporation is a company in a developing location with the populace of approximately three million. Analysis has indicated that it exists in a very minute business platform with inadequate natural assets that finished it nearly impractical to depend on such resources for its expansion (Pacey, 2000, 524-632). Encouraged by advances within internet and web, Ivy Incorporation is stepping into the IT era, where information is enjoying its status as a major force behind its viable achievement. Moreover, Ivy incorporation has recognized significance of information assets within novel financial system and need to spend in its populace to continue viable (Zack et al., 2009). With Ivy incorporation situated as the information entrance within region, company’s objective to develop into the international core is striking to a number of firms with worldwide procedures. Ivy incorporation has started ‘e-commerce plan’ (Zack et al., 2009) to encourage e-business and to persuade industry to take benefit of its infrastructure. In particular, experts have indicated that e-commerce is ‘employment of inter-networked computers to make and convert business relation. The wide definition of e-commerce is that it is dependent on digital communication and information technology’ (Estache, et al., 2002, 41-93). In this regard, one can say that e-business is expected to simplify the processes of business, while also making the business more competent to survive in the world today. The typical functions of an e-business include the online selling and purchasing of goods, services and information. ‘This business definition of e-commerce could be broader or narrower’ (Estache, et al., 2002, 41-93). E-business is one of these broader terms used to describe these in the narrow sense of the word. A narrow definition, on the other hand, states that it is a transactional feature. Basically, e-commerce is any series of transactions where goods and services are traded through computer networks. This applies to both open and congested networks. Electronic Commerce Hotbed It is the scheme to deal with vital matters related to e-commerce endorsement, as well as accomplishment. Methodology selected is to band assets of main participants of electronic commerce, for example, IT firms, traders, communications suppliers, decision makers, as well as examiners (Yoon, 2006, 351-65). Together with business allies, for example, IT organizations and financial associations, company has formed communications system to fa cilitate procedures of e-commerce, for example, ‘e-banking, e-payment services and various agent e-commerce services’ (Kunigami et al., 2010, 98-105). In particular, the hotbed of e-commerce is concerned on 7 most important elements (Shirky, 2008, 924-1023). These areas consist of: ‘

Democracy Essay Example | Topics and Well Written Essays - 250 words

Democracy - Essay Example With that being said, what makes democracy American to start with? First, democracy is â€Å"a political system or form of government† of the people living in a specified territorial ground which it also protects. Undoubtedly, â€Å"it runs with promulgated rules and laws† that are embedded in a constitution which people have to abide with. Second, sovereignty rests on the people therefore they are given the â€Å"right of suffrage or the right to vote†. (â€Å"What is democracy?†, 2004) This also means that major decisions and issues must be thrown to the electorate to decide. Within this context, the â€Å"majority rule† is followed. Thirdly, democracy is always directed to work for the â€Å"common good of the society† covering the fields of education, food, shelter, environment protection, safety and order. Fourthly, democracy always considers the respect for the dignity of man and his personal freedoms such as freedom of religion, freedo m of expression, among others. Learning from the above, what else does not work with democracy? According to the International IDEA : â€Å"The relationship between democracy and development is the key challenge.

The Baroque period Essay Example for Free

The Baroque period Essay The Baroque period was a point in time that describes the style and manner of music in Europe that extended through the years spanning from 1600-1750 C. E. (Sartorius, para. 1). The term Baroque was initially mainly used as a description of art rather than the music until the 20th century. During this era, two main musical classes were dominant, the oratorio and the opera. This article explores the similarities and differences between the two genres as well as tries to note whether all famous composers wrote both genres or were specific in their writing A striking similarities in the two genres existed and centers mainly around the time they came up. Both genres flourished and saw increased performance in the 17th century. Both genres employed the use of drama in their performance and could thus be described as vocal pieces aimed at narrating a story (Grier, pp. 302) Though the two genres share similarities, their differences are also pronounced. The oratorio lacks stage performance and does not rely upon the use of costumes during presentations, a defining feature of operas. Also, while the operas are mainly secular, the oratorios are mainly sacred in their context hence their name that means†prayer hall†. While operas almost always have a lead, oratorios rely heavily on use of chorus singers. The oratorios also relatively had a lot of recitations, something the operas did not share. While some famous composers such as Daniel Purcell writing oratoris such as Magnificant and Nunc Dimittis as well as Batch Sebastian famed for his oratorios such as libretto seemed to stick to one genre of music in their writing, some wrote both the operas and the oratorios. An example is the composer Giovanni Battista Bassani who had a set of 13 oratorios including LEsaltazione di S Croce, 1675 and IL mistico Roveto, 1681 and he also composed 13 operas most of which cannot now be traced save for Gli amori alla moda. Handel Georg, arguably only second to Batch in composition also wrote operas and oratorios such as Judas Maccabeus and the Messiah (Gonzales Et Al, pp. 135). Work cited: Gonzales, Et Al, Mapeh in Action Iv 20. Manilla: Rex Bookstore, Inc. , 2008. Grier, James Don Neville, Salieris Partion. Early Music, XXIX (2): 302-304, 2001. Retrieved on 4th May 2010 from http://em. oxfordjournals. org/cgi/pdf_extract/XXIX/2/302. Sartorius, Michael. BAROQUE MUSIC: historical and geographical context. 17 May 1994. Retrieved on 4th May 2010 from: http://www. baroquemusic. org/barcomp. html.

The Turnover Culture In The Hotel Industry

The Turnover Culture In The Hotel Industry Part B Abstract It is revealed that high labor turnover is a major global problem in hotel industry. The human resource management in the hotel industry is facing challenge about retaining employees and minimizes the turnover. Therefore, it is worth to investigate about the human resource management in the hotel industry. The purpose of this study is to explore the labor turnover in hotel industry, and its associated the factors affecting the labor turnover and how to manage the labor turnover. The labor turnover in hotel industry is influenced by the work related factors, external factors and external factors. According to some statistics, the cost of labor turnover in hotel industry is very high. Moreover, some retention strategy are propose to overcome the labor turnover are discussed including training, employee motivation and employee recognition. Section 1 : Introduction Reason for choice of topic The tourism industry is the leading industry in many countries. Hong Kong tourism industry contributing $162.8 billion or 10.8% of gross domestic product in 2009(http://www.gov.hk/en/residents/, http://www.tourism.gov.hk/textonly/english/statistics/statistics_perform.html ) and Thailand tourism industry generate 6.5% of gross domestic product in 2008 (http://www.thaiwebsites.com/tourism.asp). Accommodation is an essential element of tourism service and it is vital to the quality of the tourist experience, as it constitutes a major part of consumption. This study is to investigate the labor turnover in the hotel organization. It is general known that the hospitality industry has a major challenge about the labor turnover and staff stability rates. These problems are usually occur in the front-line staff as it is related to a lot of unfavorable working conditions in hotel, such as the long working hours, unstable working schedule and lack of promotion opportunities. Therefore, many people are not willing to enter to the hotel industry or some people have work for many years in hotel industry but shift to another industry because of those unfavorable working conditions. Besides, the human resource management in the hotel industry are facing some serious problems about retaining the employees and recruits the right people to fill in the right job. Therefore, it is worthwhile to investigate the factors that cause the front-line employees to quit the job. In addition, to discuss what the human resource management can do to retain the st aff and manage the labor turnover in the hotel organization. Another reason for choosing this topic to study is the authors want to become the human resource manager in a hotel. Therefore, it is vital that the author have a clear understanding of what challenges that the human resource management are facing and to use the specific approach to overcome those problems. 1.2 Academic objectives of dissertation This paper aims to achieve the followings objectives: To find out what is the meaning of labor turnover and have an overview of the turnover culture in the hotel industry To discuss the factors that influence labor turnover in hotel industry. To explain the cost of labor turnover in hotel industry. To find out what the human resource management can do to managing the labor turnover. Outline of sections In section 1, the author talked about her reason for choice this topic and the major objectives through this project. In section 2, the authors explained the concepts of labor turnover briefly and provide an overview of the turnover culture in the hotel industry. In section 3, the author would explain the factors influence the turnover in the hotel industry and have an understanding of the cost of labor turnover. It could help to show the labor turnover is a serious problem within the industry. Moreover, in section 4, the author wants to make others understand how to manage the labor turnover in the hotel industry. Finally in section 5, would be the summary and conclusion about this project. Section 2: Literature review 2.1 What is labor turnover? According to Price (1977, p.15) the term turnover is defined as the ratio of the number of organization members who have left during the period being considered divided by the average number of people in that organization during the period and also each time a position is vacated, a new employee must be hired and trained. This replacement cycle is known as turnover (Woods, 1995, p. 345). Labor turnover refers to the movement of employees in and out of a business. Labor turnover affects both workers and firms: workers may need to learn new job-specific skills, whilst firms incur the costs of hiring and training new workers (Brown et. al., 2009). The new workers may be more highly motivated and more highly skilled. Hence, turnover may enhance firm performance. However, high labor turnover causes problems for the firm as it is costly, lowers productivity and morale. Labor turnover can be divided into two main types: voluntary, where the employees leave of their own free will, and involuntary, where the employer decides that employment should terminate. Retirement can fall into either category (Boella, 2000). Most often the voluntary turnover arises where some employees leave to escape negative work environment factors and other are pulled away from the organization by more attractive opportunities and Cheng and Brown (1998) stated that people quit their job for many reasons, but most reasons are not related to management. In recent study, the involuntary turnover can applied to those employees have a poor performance or have did some serious mistakes then the organization would encourage them to quit than fire them. 2.2 The turnover culture in the hotel industry Everyone knows that the hotel industry is a highly labor-intensive industry but the high labor turnover is a serious problem within the industry all around the world. Some theorists such as Mobley (1977), Price (1977), Price and Mueller (1986) identified a range of other variables such as pay, communication, social integration, reutilization, role overload, promotional opportunity, training, supervisor and co-worker support, and distributive justice as having a significant impact upon turnover. According to the research Griffith University, the primary reason for managerial and operational turnover was voluntary resignation, followed by an internal transfer. Performance related terminations were very low. The main motivating factors for executives, managerial and supervisory staff to change jobs, within the hotel industry, were better career opportunities and better working hours. Changing jobs outside the industry was primarily motivated by higher salaries, working hours and better career opportunities. The data suggests that higher wages and better working hours are the major drivers for managerial employees to leave. Similarly, operational staff seek better wages, better working hours and improved career opportunities. In the pervious years, a small among of staff in hotel industry will stay for longer than five years but the voluntary turnover is gradually increase compared with the last decades. According to Kennedy and Berger (1994, p. 58) they stated that, in the hospitality industry, the highest turnover occurred during the first 4 weeks (in employment). The cause of turnover is often poor human resource decisions and the unmet expectations of newcomers. 2.3 Factors affecting employee intent to leave in the hotel industry There are many factors affecting employee turnover. According to a widely accepted though, employees usually quit their jobs because of lack of wages. However, many studies show that there are also many complex factors affecting employee turnover other than wage, such as the management of the company, economics, and psychology. In the following section, some factors affecting employee turnover are discussed. 2.3.1 Work Related Factors The work related factors are other factors that will influence the labor turnover in the hotel industry. The following section will mainly focus on the job satisfaction, pay, working environment, work performance, promotion opportunities and the organization commitment how to influence the labor turnover. 2.3.1.1 Job Satisfaction Job satisfaction is containing the satisfaction with pay, satisfaction with the work itself, satisfaction with the supervision, satisfaction with the promotion opportunities (Khatri et. al., 2003). According to Davis (1981), job satisfaction can be defined as pleasantness or unpleasantness of employees while working. In addition, Oshagbemi (2000) has defined job satisfaction as individuals positive emotional reaction to particular job. The term job satisfaction is considered an attribute that exists as the equity of a variety of desired and non-desired job-related experiences. It is also defines as the degree of fit between the features of a job and employees expectations. In addition, there are researchers who view that job satisfaction is a result of both employees expectations and aspirations and their existing status (Clark Oswald, 1996). When the employees with a lack of job satisfaction they will be quitting the job, and the basic reason is that they expect to have a more sati sfying job. On the other hand, if the employees have a high job satisfaction, the organization will be fewer labor turnovers. Price and Mueller (1981) stated that job satisfaction has an indirect influence on turnover through its direct influence on formation of intent to leave. Another study stated that employees with higher degree of trust would have higher levels of job satisfaction in the hospitality industry (Gill, 2008). 2.3.1.1.1 Pay According to the past study, the average annual wages of hotel are very low compare with the other industries such as the IT technology and education industry. A low starting salary is found in the frontline department in the hotel industry such as the housekeeping, Food and Beverage and front office. It was shown that dissatisfaction with pay is among the significant factors responsible for turnover (Pavesic and Brymer, 1990; Pizam and Ellis, 1999). Pay is received by the staff and money is equivalent to staffs effort to provide service. The salary, compensation and fringe benefit received by the staff are also the pay. Therefore, if the pay is increase, it can reduce the labor turnover. The relationship between pay and job satisfaction has received considerable attention (Churchill, FordWalker, 1974; Lawler, 1995). The pay was the most important job attribute contributing to job satisfaction in the Hong Kong hotel industry. Therefore, higher pay is significantly related to greater job satisfaction. The staff will be more satisfied with their job when the actual pay is more than the expected pay. The other situation that causes the staff to be more likely to leave their organization is that when they perceive that they are receiving lower salary but they know the other people elsewhere are offered better pay. Therefore, offering higher wages than competing organization will enable the organization to retain some talented worker. 2.3.1.1.2 The work itself The work itself is a critical dimension in employee job satisfaction (Luthans, 1992; Lawler, 1995; Qu, Ryan Chu, 2001; Groot Van Den Brink, 1999) and Glisson and Durick (1988) considered the worker and the nature of the work itself as two important factors affecting job satisfaction. The internal satisfactory factors are related to the work itself, such as: feeling of achievement, feeling of independence, self-esteem, feeling of control and other similar feelings obtained from work. And the external satisfactory factors such as: receiving praise from the boss, good relationships with colleagues, good working environment, high salary, good welfare and utilities. There is a relationship between job satisfaction and stress. Barsky, Thoresen, Warren and Kaplan(2004) argued that high level of work stress will be decrease the job satisfaction and finally leaving the organization because workers feel their job duties are difficult to fulfill. Price (1977) divided job stress into four types: lack of resources to perform, the amount of workload, the clarity of the role obligations and the role conflict. Those job stresses will also make the employees intent to quit the organization. 2.3.1.1.3 The supervision Supervision, being one of the dimensions of job satisfaction (Rust et al., 1996), is defined from the employee-centeredness perspective, it is manifested in ways such as checking to see how well the subordinate is doing, providing advice and assistance to the individual, and communicating with the worker on a personal as well as an official level (Luthans, 1992, pp. 121-122). Some information show that, satisfaction with supervisor will influence job satisfaction positively and finally decrease the labor turnover. If the supervisor provide more concern and social support to the employees, they will be more satisfy and the turnover will be decrease. 2.3.1.1.4 The promotion opportunities Price (2001) stated that promotion opportunities are the potential degree of movement to a higher level status within an organization. The promotion opportunities are also the important category to define the employees are satisfy or dissatisfy, because promotion opportunities are usually associated with increase the salary. However, the result show that hotel sector are lack of promotion opportunities rather than not having enough fair promotion policy (Iverson and Derry. 1997). Due to the hotel industry are lack of promotion opportunities, it will reduce the chance to retain the talented employees in the organization. When employees suffering from unfair treatment, they will change their job attitude immediately and may quit in long run (Vigoda, 2000). 2.3.1.2 The Organization Commitment According to Pennstate (2006), organizational commitment is the relative strength of an employees attachment or involvement with the organization where he or she is employed. Organizational commitment is important because committed employees are less likely to leave for another job and are more likely to perform at higher levels. There are three dimensions of organizational commitment, which are affective commitment, continuance commitment and normative commitment. Turnover literature has consistently found a strong relationship between turnover and organizational commitment, indicating that employees with low commitment are likely to withdraw from the organization. Alternatively, a positive relationship has been found between organizational commitment and career progress or internal promotions indicating that promoted employees are more likely to exhibit higher organizational commitment. 2.3.1.3 Work Performance Employees work performance is another factor affecting labor turnover. According to a study conducted by Jewell and Siegal (2003), it was found that the employees having high performance were not willing to leave their jobs. At this point of view, if the employees having low performance leave their jobs for any reasons, labor turnover is not an important matter for the company. On the other hand, if the employees have a high job performance. Low wages, exclusion from prizes, unsuitable jobs are also among the reasons causing low performance and high employee turnover. 2.3.1.4 Personal Reason Some employees also leave their jobs because of personal reasons. A principal reason that employees leave their jobs is lack of incentives (Pizam and Ellis, 1999). Employees may simply want recognition or an opportunity in advance. For example, The Ritz Carlton Company has reduced employee turnover by focusing on quality recruitment, providing better training and orientation, establishing realistic career opportunities and creating long-term incentive and reward systems. 2.3.2 Demographic Factor Most voluntary turnover models include demographic variables such as age, gender, race, tenure, marital status, number of dependents, and educational experience. However, this paper only focuses on the level of education, gender, marital status and age. 2.3.2.1 Level of Education One of the major challenges of the hospitality industry is the retention of highly educated employees. We define highly educated staff as employees who have followed a higher education program at a bachelors or masters level successfully ( Deery and Shaw, 1999). Carbery et al. (2003) noted that those more highly educated managers or non-managers are more likely to intent to make a turnover decision. One research study by (Blomme et. al., 2010), it shows that among alumni of the Hotel School The Hague who are working worldwide has shown that within 6 years after graduation about 70% of all graduates from the hotel school The Hague leave the organization in which they are working. The more highly educated staff will be less easily satisfied with their jobs than those staff with lower education level because the highly educated staff have higher expectations in job status and salary and they may not be willing to join or stay in the hotel industry. In addition, the external labor market s will provide many opportunities for those highly educated people to satisfy their high expectation on financial benefit. (Wong, Siu Tseng, 1999) 2.3.2.2 Gender Some study noted that, the female and male have their particular behavior that would influence the labor turnover. According to a study conducted by(Doherty and Manfredi,2001:62), it was found that women workers leave their jobs more than men workers, because the roles of women have to taking care of children, having baby in a society and doing house work. In addition, Hersch and Stratton (1997) stated that women, especially married women, spend more time engaged in household activities and are substantially more prepared to quit their job for a family-related reason than men . Some women workers also do not want to return to their jobs after having baby. On the other hand, the study conducted by Tang and Talpade (1999), it stated that males tended to have higher satisfaction with pay than females, whereas females tended to have higher satisfaction with co-workers than males. Its means that women tend to rate social needs as more important than men such as working with people and being helpful to other. Men tend to consider pay more important than do women. Women often begin their careers with much lower expectations than men do and they are willing to take career risks and change employers to do so. Finally, women workers usually work at the entry level jobs in hotel and accordingly get less pay than their men co-workers. According to a study conducted by Iverson (2000) in the USA, it was found that women managers in hotel got very less wages than men managers whether in the beginning or top of their careers. In a similar study, it was found that men workers got more wages than women workers got (Burgess, 2000). It was also found that in order to balance the wage differences among men and women workers, basic and routine job were given to women workers than men workers. 2.3.2.3 Marital Status According to Pizam and Ellis (1999), it stated that marital status could influence labor turnover. Those married employees are most concerned with the balance between their work and family life. Hom and Griffeth (1995),stated that married employees will not want to have a voluntary turnover. Because they have many concerns about the financial needs for their family. If they cannot afford the long and unstable working hours, they will tend to give up the job. However, this issue mostly occurs on women. Therefore, they will have more time for family life and take care of their child. On the other side, the unmarried employees will consider factors related to their jobs such as promotion opportunities and organization commitment more than those married employees (Wong, Siu Tsang, 1999). Therefore, they are less satisfied with their job than married employees. 2.3.2.4 Age In recent study, Hartman and Yrle (1996) points out that the Generation Y employee mostly creates the labor turnover in hospitality industry. In addition, the study conducted by Iverson and Deery (1997), it stated that younger employees have a higher propensity to leave than older employees. The problem was arisen in this decade; as the employees born in the baby boomer are retire gradually. The baby boomer is anyone born between 1946 and 1964. They have been through periods of war; therefore have less opportunity in education institutions. They tend to demand more stability in their workplace, and they are very loyalty to their employees. On the other hand, the Generation Y employee who was born between the years 1979 and 1994, they can adapt the changes easily and seek a higher standard of life therefore, they consider more about their interest in the work. Furthermore, they usually change their job, as they want to gain more experience and make their life more diversity. 2.3.3 External Factors The external factors are the factors that we cannot control and very difficult to predict. Some of these factors include political shifts, legislation, new or modified regulations, global economic conditions, technology changes and major mining disasters. In some study, the hotel industry is quite easily influenced by the global economic conditions. The economic situation could predict most of the labor turnover within the industry. Therefore, the unemployment rate affects the employees perception on job satisfaction. If the economic is down turn, the employees who perceive a high level of job dissatisfaction, they may still stay in organization because they dont want to lose their current job and also the job market is a lack of opportunities for them to get a better job. On the other hand, if the economic condition have improve, the employees will leave the organization immediately to find a better job. Therefore, it may create the high level of labor turnover when the economic have improved. In the later part of the literature will focus on how to manage the labor turnover in order to minimize the labor turnover within the hotel industry. 2.4 The cost of labor turnover In the previous section, some of the critical factors that affect the labor turnover are discussed. The following section will focus on the cost of labor turnover and its impact. Labor turnover is a significant cost to hotel and it may be the most significant factor affecting hotel profitability, service quality and skills training. (Davidson et. al., 2009). The cause of labor turnover is multidimensional, such as low morale, low productivity, low standard of performance and absenteeism. According to the statistics from TTF Australia(2006), the annual cost of replacing managerial employees was $109,909 per hotel and the annual cost of replacing operational employees was $9,591 per employee. The total annual cost of turnover ($49M) equates to 19.5% of 64 surveyed hotels total payroll costs ($250M). Another study stated that the Marriott Corporation alone estimated that each 1% increase in its employee turnover rate, costs the company between $5 and $15 million in lost revenues (Schlesinger and Heskett, 1991).Therefore, the cost of labor turnover is very high. Labour turnover is not only a significant tangible dollar cost but also an intangible or hidden cost associated with loss of skills, inefficiency and replacement costs (Lashley Chaplain, 1999). The direct impact of labor turnover will cause financial suffering such as administrative cost and Lashley (1999) refers to lost investment in training and lost staff expertise as particular examples of turnover costs and opportunity costs. For the indirect impacts caused by high labor turnover are lack of manpower, poor quality of service and low morale of employees and also if turnover increases, service quality may decline as it takes time and resources to back fill departing employees, especially at busy hotels (Lynn, 2002). Labour is a significant cost and the leakage of human capital through unnecessary turnover is an element of critical importance to bottom line performance. A number of HRM practices have been suggested as potential solutions for turnover, such as investment in training, offering organisational support, adopting innovative recruitment and selection processes, offering better career opportunities (Cheng Brown, 1998; Forrier Sels, 2003; Hinkin Tracey, 2000; Walsh Taylor, 2007; Walters Raybould, 2007) and adopting measures to increase job satisfaction and commitment. 2.5 How to manage the labor turnover in the hotel industry? High staff turnover is the common problem in hotel industry, it is also a major factor affecting workplace efficiency, productivity, and hotel cost structure. Labor turnover represents a challenge for contemporary HRM strategies and practices. Therefore, in this section, it will turn to focus on how to manage the labor turnover from the human resources perspective. In the previous section, the cost of labor turnover in the hotel is discussed. The total annual cost of turnover ($49M) equates to 19.5% of 64 surveyed hotels total payroll costs ($250M). The turnover cost are very high, thus the awareness of the importance of employees staying with an organization is evident. Hinkin and Tracey (2000) advocate that hospitality executives who understand the value of human capital and adopt organizational policies and management practices in pursuit of employee retention will outperform the competition. Effectively designed and well implemented employee retention programs that increase employee tenure more than pay for themselves through reduced turnover costs and increased productivity (Hinkin and Tracey, 2000). According to 2500 supervisors, managers and executives within this sector, the top five most important aspects a company can provide to retain their people are as follows: communication, Leadership, Career path, development and understanding aspirations and helping the individual towards achieving them.(Baum ,2006) This shows that, the employee are highly concern for this five elements to determine their job satisfaction. Therefore, when HRM design for a retention scheme, they can consider those five elements before their decision. 2.5.1 Training In organizations where employees receive the proper training needed to assume greater responsibilities, turnover rates are generally lower. Several studies show that training activities are correlated with productivity and retention (Delery and Doty, 1996; Huselid, 1995; Kallenberg and Moody, 1994; MacDuffie, 1995; Shaw et al., 1998; Terpstra and Rozell, 1993; US Department of Labor, 1993, Walsh and Taylor, 2007; Youndt et al., 1996). Staff is a unique asset in the company. Therefore, many hotel have invest a huge number of money per year for staff development. Because they realize that provide training to their employees would enhance the organization produtivity and improve their job performance. For the long-term purpose, training can solve the problem of high labor turnover in a hotel. Moreover, the hotel industry are now have a general shortage of the middle management staff. Therefore, the training should be around to develop and train new management personnel. For example, in 2004 Shangri-La Hotel Resorts Shangri-La Academy was born, this is a full-time facility that handles internal training for progression up the ranks. In addition, the Intercontinental Hotel Group also launched an in-house training center in order to groom their high potential employees to take on managerial positions within their company. Those measures of the Shangri-La Hotel and the Intercontinental Hotel Group is to do the retention of their employees and confront the trend of shortage of experienced staff and try to minimize the labor turnover. 2.5.2 Motivate the employee Staff motivation is as vital to success as any skill or personal attribute and its also plays a key role in staff retention. Motivation is the process by which a persons efforts are energized, directed, and sustained toward attaining a goal.(Stephen Coulter, 2006:482) . Staff motivation is a key element in retaining staff and help them increase the job satisfaction thus the labor turnover rate may be decrease. It is essential for the management of hotels to develop efficient HRM polices and practices that enable them to motivate competent employees who can contribute to the achievement of their objectives. This requires employees at different levels of management and at different stages in their career in order to maintain high morale and high performance (Enz and Siguaw, 2000). If hotel managers can satisfy their employees, it will help them to improve customer satisfaction in the long run and retain them. (Tsaur and Lin, 2004). 2.5.3 Employee recognition, rewards and compensation Numerous studies have addressed the impact of employee compensation, rewards and recognition on turnover and retention. If the hotel manager gives more recognition, rewards and compensation to their employees, it can minimize the turnover. Several research studies found that highly competitive wage systems promote employee commitment and thus results in the attraction and retention of a superior workforce (Becker and Huselid, 1999; Guthrie, 2001; Shaw et al., 1998). Shaw et al.s (1998) study further noted that employees will remain with an organization as long as it serves their self-interest to do so better than the alternatives available to them elsewhere. The study also found that companies providing incentive plans to employees are more likely to experience lower turnover rates among non-managerial employees. Milman (2003) concluded that the most significant retention predictors included intrinsic fulfillment and working conditions rather than monetary rewards. Similarly, the study by Walsh and Taylor (2007) revealed that although compensation and work-life balance are important, it is the absence of opportunity for professional growth and development that affects management retention and turnover (Walsh andTaylor, 2007). Section 3: Summary and Conclusions Labor turnover refers to the movement of employees in and out of a business. Labor turnover may enhance firm performance but high labor turnover causes problems for the firm such as lowers productivity and morale. Labor turnover can be divided into two main types: voluntary and involuntary. High labor turnover is a serious problem within the industry all around the world. A range of other variables such as pay, communication, social integration, reutilization, role overload, promotional opportunity, training, supervisor and co-worker support, and distributive justice as having a significant impact upon turnover. The reasons of labor turnover in hotel industry can be classified as work related factors, demographic factors and external factors. For the work related factors, job satisfaction can be defined as pleasantness or unpleasantness of employees while working. It is containing the satisfaction with pay, satisfaction with the work itself, satisfaction with the supervision, satisfaction with the promotion opportunities When the employees with a lack of job satisfaction they will be quitting the job. On the other hand, if the employees have a high job satisfaction, the organization will be fewer labor turnovers.

Management Control, Employment Equity and Skills Development

Management Control, Employment Equity and Skills Development Gabriella Greyling Management Control, Employment Equity, Skills Development Table of Contents (Jump to) Introduction Background Understanding the Scorecard Compliance of the Advertising Industry in Cape Town Conclusion Bibliography Introduction In the case study, Duffett, van der Heever Bell argue that transformation within the advertising industry is vital due to the influence this sector has over social norms and trends (Duffett, van der Heever Bell, 2009). They further argue that the advertising industry in Cape Town has implemented BEE and is making progress in complying with the targets set out in the Codes, although admit that there are some challenges that may impact on success of the Codes to achieve transformation goals. Compliance with three of the seven elements of the Broad-Based Black Economic Empowerment Codes of Good Practice of 2007 (â€Å"Codes†) (namely Management Control, Employment Equity and Skills Development) of the advertising industry in Cape Town, has been critically analysed using the 2009 study by Duffet, van der Heever and Bell. The study looks at factors that hinder or promote transformation in this industry, in relation to the B-BBEE Codes and applicable transformation charters. The advertising industry falls within the scope of the Marketing, Advertising and Communication (â€Å"MAC†) Transformation Charter, gazetted in terms of Section 12 of the Broad-Based Black Economic Empowerment (â€Å"B-BBEE†) Act (Act No. 53 of 2003). Under Section 12, a transformation charter is not binding on the industry, unlike the Codes, which were gazetted in terms of Section 9(1) of the B-BBEE Act (B-BBEE Codes, 2007, p15). This is mentioned as one of the factors impeding success of transformation in the advertising industry, as it has created some confusion for scorecard preparation. Furthermore, at the time of conducting the study, SANAS had delayed the process of accrediting Verification Agencies to July 2008. This meant that many companies were performing self-assessments to determine their compliance in terms of the B-BBEE Codes in order to save money on costly verifications. Consequently, the results from the study may not be entirely reliable, but they ne vertheless form a useful basis to understand B-BBEE compliance in the advertising industry in Cape Town. Background The B-BBEE Act of 2003 was introduced as a model for growth for the South African economy. Encapsulated in this model is the notion that â€Å"no economy can grow while the majority of its population are excluded†. (Okharedia, 2014) The Codes, which were subsequently gazetted in 2007, provided a tool for measuring empowerment (and by implication, transformation) within a company, known as the ‘Scorecard’. Seven elements to this scorecard cover various forms of empowerment, known as direct empowerment (Equity Ownership and Management Control), human resource development (Employment Equity and Skills Development) and indirect empowerment (Preferential Procurement, Enterprise Development and Socio-Economic Development). Specific targets are set for all entities, and these targets are weighted out of 100. Once the scores for each element are added up, they will result in a total number of points out of 100, which indicates the B-BBEE Status (Level 1 to 8) and Procurement Recognition Level (135% 0%). If a sector-specific code is issued in terms of Section 9(1) of the B-BBEE Act, it may have different targets and weightings to that of the Codes of Good Practice, which are applicable to that industry/sect or only). (B-BBEE Codes of Good Practice, 2007, p15). Due to the focus on the Management Control, Employment Equity and Skills Development elements, the table that follows presents only these three (3) elements, rather than all seven (7). Understanding the Scorecard Table 1: the Management Control, Employment Equity and Skills Development scorecards B-BBEE Element Total Weighting Measurement Criteria (Indicator) Indicator Weighting Target (0-5) Target (6-10) Management Control 10 Exercisable Voting Rights of black Board members using the Adjusted Recognition for Gender 3 50.0% 50.0% Black Executive Directors using the Adjusted Recognition for Gender 2 50.0% 50.0% Black Senior Top Management using the Adjusted Recognition for Gender 3 40.0% 40.0% Black Other Top Management using the Adjusted Recognition for Gender 2 40.0% 40.0% Bonus points: Black Independent Non-Executive Board Members 1 40.0% 40.0% Employment Equity 15 Black disabled employees as a percentage of all employees using the Adjusted Recognition for Gender 2 3.0% 3.0% Black employees in Senior Management as a percentage of all such employees using the Adjusted Recognition for Gender 5 43.0% 60.0% Black employees in Middle Management as a percentage of all such employees using the Adjusted Recognition for Gender 4 63.0% 75.0% Black employees in Junior Management as a percentage of all such employees using the Adjusted Recognition for Gender 4 68.0% 80.0% Bonus points for meeting or exceeding the EAP targets in each category. 3 Exceed EAP targets Exceed EAP targets Skills Development 15 Skills Development expenditure on black employees as a percentage of Leviable Amount using the Adjusted recognition for Gender. 6 3.0% 3.0% Skills Development expenditure on black employees with disabilities as a percentage of Leviable Amount using the Adjusted Recognition for Gender. 3 0.3% 0.3% Number of black employees participating in In-service Training Programs as a percentage of total employees using the Adjusted Recognition for Gender 6 5.0% 5.0% As one can see from Table 1, each element is further split into sub-elements or indicators. Each indicator has a point weighting, and a target. We will be focusing on the target for years 0 to 5 (since the Codes came into effect in 2007, and the applicable case study was published in 2009, which is within the first 5 years of the Codes). The Management Control score card measures board participation of black people in general, and black females specifically. Additionally, participation by black people at Senior Top Management level and â€Å"Other Top Management† level is encouraged in this element of the Codes. Emphasis is also placed on participation of black Executive Directors. Participation of black women at board and top management level is further encouraged through the Adjusted Recognition for Gender (â€Å"ARG†) provisions of the Codes. This provision places a greater weighting on black women, by dividing the percentage of black people by 2, and then adding the percentage of black females. The enhancement does have a limitation, in that when adding back the black female percentage, this figure cannot exceed 50% of the target for that indicator (in other words, if the target is 40%, then one can add back a maximum of 20% to the total black percentage representation which had been divided by 2. Similarly, the Employment Equity and Skills Development score cards also utilise the ARG in order to encourage equality between men and women (black females should make up half the target of black people, which is also statistically feasible, as females constitute half of the population in South Africa (Commission for Employment Equity, 2013). The Employment Equity scorecard measures four areas of employment; Senior Management, Middle Management and Junior Management, as well as disabled employees, while Skills Development measures expenditure on skills training for black employees in general and black employees with disabilities specifically. It also measures the number of employees engaged in Learnerships (or Category B, C or D Learning Programs, as per the Learning Program matrix contained in Annexe 400A of Code 400) as a percentage of the company’s total staff compliment. Comparison of the Codes and MAC Transformation Charter Upon closer inspection of the targets contained in the Management Control, Employment Equity and Skills Development Scorecards of the MAC Transformation Charter and the Codes of Good Practice, the weightings are different, and the targets are phased in from 2006 to 2014 such that the 2014 targets match that of the Codes (or are higher than targets contained in the Codes); Points available under Board participation for the MAC Charter are 5, and targets will be phased in from 25% in 2006, to 50% in 2014 (whereas the Codes offer 3 points for 50% black board participation) The same target applies to Executive directors, Senior Top Management and Other Top Management under the MAC Charter set the target to 25% at first, increasing to 30% in 2009 and finally 50% in 2014 (which is higher than the Codes for Senior Top and Other Top Management targets of 40%, un-staggered) while the available points under the MAC charter are higher in all three categories (4 and 3 points available, instead of 3 and 2 respectively). The target for Independent Non-executives is lower under MAC at 30% (and is phased in from 10% in 2006), as opposed to 40%. Under Employment Equity, the MAC Charter imposes one target for Senior, Middle and Junior Management of 25% in 2006 gradually increasing to 60% in 2014, unlike the Codes, which indicate 2 phases of targets, for each level of management separately. The Skills Development element is more similar between the Codes and the MAC Charter, unlike the previous 2 elements, however, the total skills expenditure on black employees as a percentage of the Leviable Amount target phased in from 1% in 2006 to the full 3% (as per the Codes) by 2014. These different targets make MAC Charter slightly easier to comply with, in terms of absolute targets. Compliance of the Advertising Industry in Cape Town According to Duffet, van der Heever and Bell, the advertising industry in Cape Town reported an increase in black employees from 35.2% in 2004 to 40.2% in 2006. They further reported that black female employees increased from 21% in 2004 to 23.9% in 2006. With regard to management positions, there was a reported increase in black female managers, from 13.8% in 2004 to 17.7% in 2006. One of the challenges noted from the study, was that there was a shortage of skilled black Previously Disadvantaged People (â€Å"PDI†) leading up to 2008, particularly in the advertising industry. Further, the 2007 B-BBEE baseline study referred to in the study also reported a high turnover of black staff, further confirming the desire for black employees in the advertising industry to â€Å"job-hop†. This becomes costly, as companies try to offer comparative salaries to retain talent, not only in their company, but in Cape Town, since salaries are known to be higher in Johannesburg than in the Cape. Training programmes would need to be used to improve job satisfaction with the view that they may result in improved staff retention rates. It was reported that the advertising industry has come up with some innovative training and mentorship programs in order to address both skills and staff (Employment Equity/Management Control) requirements. A further challenge in relation to B-BBEE spoke to attitudes that companies had toward compliance. In one instance, it was noted that some larger companies were more focused on compliance with BEE regulations, than acting in the true spirit of BEE, and that in some instances dishonesty and deceptive practices were used to achieve better scores, as this can result in increased business. Despite concerns by white males who took part in the study, that they were effectively working themselves out of jobs by embracing B-BBEE, many viewed B-BBEE as an opportunity to engage with their target market. Rather than stifling out diversity, encouraging it could create further business opportunities, especially in terms of growing the target market (through job creation, but also through understanding the new emerging target market of empowered black South Africans, and being able to create purchasing desires that would stimulate the economy during a difficult global financial period). The risk faced by the advertising industry was losing their white employees if these employees felt prejudiced by the opportunities being afforded to black South Africans only. The only possible way for this to succeed would be through growth of the industry, in order to generate more revenues to pay all employees equitable and comparable salaries, regardless of race. These challenges can heavily impact the compliance of companies for the Management Control, Employment Equity and Skills Development elements; when B-BBEE is seen as a cost, the true potential envisioned in the objectives of B-BBEE is easily lost. It was however reported that over 80% of advertising agencies had utilised the services of B-BBEE verification agencies, despite the industry being in its infancy, and that a majority of these agencies had positive attitudes towards B-BBEE. This resulted in the advertising industry being ahead of the national B-BBEE status, in terms of their level of compliance achieved. However, compliance within the MAC Charter targets, which as previously discussed is not binding, and has lower, phased-in targets than the Codes, may have led to these higher status levels. Conclusion Due to the uncertainties existing in the B-BBEE verification and compliance sphere at the time of the study, it is difficult to assess whether or not meaningful transformation had taken place. Despite this, there are indications of compliance by the advertising industry in Cape Town. While the industry was mostly self-regulated, around 80% of agencies confirmed they had engaged with Verification Agencies to confirm their B-BBEE credentials. Standardising and formalising the verification process may result in greater compliance, along with the imposition of penalties for misrepresenting information in order to achieve a favourable score. As stated by the authors of the study, â€Å"The ratio of success to failure in BEE is determined on a daily basis† (Duffett, van der Heever Bell, 2009; 109). Regular monitoring is required to continuously assess compliance with the Codes, and to evaluate transformation achievements as a result of B-BBEE. Even with the wrong intentions, B-BBEE can promote changes and improvements in the lives of previously disadvantaged individuals. However, true success for B-BBEE would be to bring about meaningful improvements in the lives of all South Africans, rather than a select few. Bibliography R.G. Duffett, I.C. Van der Heever D. Bell. 2009. ‘Black economic empowerment progress in the advertising industry in Cape Town: Challenges and benefits’, Southern African Business Review, 13(3): 86-118. South Africa, Department of Trade and Industry. 2003. Broad-Based Black Economic Empowerment Act, No. 53 of 2003, No. 25899, Government Gazette Volume 463. Pretoria: Government Printers. South Africa, Department of Trade and Industry. 2007.Broad-Based Black Economic Empowerment Codes of Good Practice,No.29617, Government Gazette Volume500,Section 9(1) of the Broad-Based Black Economic Empowerment Codes of Good Practice Act 53 of 2003.Pretoria: Government Printers. South Africa, Department of Trade and Industry. 2008. Marketing, Advertising and Communication Sector Transformation Charter, No. 31371, Government Gazette Volume 518, Section 12 of the Broad-Based Black Economic Empowerment Act, No. 53 of 2003. Pretoria: Government Printers. Okharedia, A.A.. 2014. ‘B-BBEE Legislative and Strategic Framework’ [PowerPoint Presentation] 10 March. UNISA Graduate School of Business Leadership. Midrand, Gauteng. South Africa, Department of Labour. 2013. Commission for Employment Equity; Annual Report 2012-2013, Pretoria: Government Printers. Available at http://www.labour.gov.za/DOL/documents/annual-reports/Commission%20for%20Employment%20Equity%20Report/2012-2013/annual-report-comission-for-employment-equity-report-2012-2013> [Accessed 25 March 2014]

Analysis of My Papas Waltz by Theodore Rothke Essay -- My Papas Walt

Analysis of My Papa's Waltz by Theodore Rothke My Papa's Waltz is by Theodore Rothke it is about a childhood memory written later in his lifetime. Theodore Rothke's dad was an alcoholic drunk. Theodore Rothke went through a period where he was depressed and mentally unstable. Theodore Rothke was fascinated by the nature of the world; many of his poems were about this subject. Some people who read My Papa&'s Waltz come to the conclusion that it is about a drunken abusive father. However, I think when he was writing this he was reminiscing about a good childhood memory from when he was around seven years old. Theodore Rothke?s life was anything but ordinary. Not only alcoholism but also mental breakdowns through out the middle and later part of his life troubled Theodore Rothke. Roth...

Language, Action and Time in Samuel Becketts Waiting for Godot Essay

Language, Action and Time in Waiting for Godot Twenty-two hundred years before the emergence of the Theater of the Absurd, the Greek philosopher Artistotle stumbled upon one of the themes developed in Samuel Beckett's play Waiting for Godot; that is, that Thought (Dianoia) is expressed through Diction and that Thought (Theoria) is in itself a form of Action (Energeia). Intellectual action is thus measured equally in comparison to physical action. Over the centuries, theories regarding thought, action and language have evolved considerably, but certain underlying themes in Beckett's unconventional work can trace their origins back to Aristotle's original concepts concerning drama, namely the relationships between language, thought and the action involved in contemplation. Aristotle proposes that Thought and Diction imitate Action. In Beckett's Waiting for Godot, it is possible to see a similar pattern (that when taken a step further is no longer linear but circular), in which Language permits the existence of Thought which in turn becomes vicarious Action. (Ironically, this whole process which is portrayed by Beckett on-stage is equivalent to the art of theater itself which, manifested through language, permits the audience offstage, whose witnessing of a play replaces imagining it, to undergo the same process in acting vicariously through the characters.) The first and more interesting part of the process is best illustrated by the ending of both acts when Vladimir, and then Estragon, says "Yes, let's go" and the stage directions indicate "They do not move". It suffices simply to say and subsequently to think of leaving, for there is no more meaning in the vicarious action than in its actual physical manifestation. ... ... Vladimir who comments about the condition of Estragon's feet: "There's man all over for you, blaming on his boots the faults of his feet." The boots represent god, for each is an external object that man contrives to protect himself. Beckett is saying that man should not blame the devices that he creates when they fail to protect him from himself, but should rather accept the responsibility for their failure as he is the creator of those devices. If god does not fill man's existential void, instead of hopelessly waiting for that unreliable god to come and rescue him, he should consider looking to himself to resolve the problem of the meaninglessness of his life. Bibliography Aristotle. Poetics. Tr. S.H. Butler. New York: Hill and Wang, 1977 Beckett, Samuel. Waiting for Godot. New York: Grove Press, 1954 Durozoi, GÃ ©rald. Beckett. Paris: Bordas, 1972

Racial & Crimial Profiling

RACIAL AND CRIMINAL PROFILING An Assessment of RACIAL AND CRIMINAL PROFILING Cultural Diversity in Criminal Justice RACIAL AND CRIMINAL PROFILING 1 As many issues and concerns arise in our everyday lives, it is often difficult to overlook many of the horrific and tragic situations of today’s law enforcement. Regardless of what profession you may be in there are always ways to make improvements to it.A few of the future and emerging issues that I feel that leaders in the criminal justice system need to address are racial profiling and criminal profiling which each can create a mistrust within a department and violate the civil liberties of citizens. When events such as these begin to surface in the media and within our communities, questions begin to arise about the tendencies of our police agencies. Racial profiling or racially biased form of policing (especially recently in the United States), is any police action initiated on the mere basis of race, ethnicity, or national or igin of a suspect.This is a form of discrimination that is used to target the ethnic, minority communities. Profiling in law enforcement occurs when government agencies and officials decide to investigate a person on suspicion, and the detained suspect committed an illegal offense, based solely on their ethnicity and racial identity. Arrest should be determined and made on the behavior of that individual or on information that leads police to a particular individual that has been identified as being, or having been engaged in some type of criminal activity.Racial profiling was an issue that arose over 40 years ago and has resurfaced as a bigoted practice unworthy of the law enforcement professional. It has been and should continue to be widely condemned as contrary to the basic ethical principles. Furthermore, such particular type of action weakens the public’s confidence in the police, thus decreasing police – citizen trust and cooperation. Racial or ethnic indicators associated with a particular suspect or suspected groups may have place in legitimate law enforcement strategies if they accurately relate to the offenders who are being sought for criminal law violations.The example I chose to support my information about racial profiling is RACIAL AND CRIMINAL PROFILING 2 the incident that surrounded the African-American Harvard Professor, Henry Louis Gates, Jr. , who was arrested at his home by a white police officer. It was in an upscale community and neighbor observed two black males on the porch; she assumed they were burglars and proceeded to notify the authorities. A white officer came to the home of Mr. Gates who had recently returned from a trip from China, who questioned and then arrested him.He later realized that the Professor was the homeowner and was behaving suspiciously because he was frustrated and fatigue because he could not immediately locate his keys once he arrived at his home from his trip. This was clearly racial profiling and the professor â€Å"fit the profile of a thug†, but he was in did not the picture of being prestigious enough to reside in such an upscale resident also. Hopefully someday society and law enforcement will not judge a person by the color of their skin when making arrest within our communities.It is often difficult not to revert back to what we have seen on the various criminal-investigative shows when we discuss certain issues with our colleagues, but actual investigators would not use that type of protocol to jeopardize their cases. Criminal profiling should consist of an analogy used by the police while on a scene combined with the details gathered to form an overall conceptual finding of a perpetrator. This is not a concrete method of capturing a criminal, but it will certainly narrow down the persons of interest that are being pursued.It will also assist to develop some form of similarities between the various crimes that may be occurring in a particular area, the tim e the incidents are occurring may be a factor, as well as the specific victim being targeted in the situations. Some may not think that this may not be of any importance, but I know that this form of profiling could be essential if it is used properly because the criminal often â€Å"gets sloppy and let’s their guard down† and normally this is when they are RACIAL AND CRIMINAL PROFILING 3 pprehended. Investigators who deal with violent crime are somewhat experienced with criminal profiling and are behavioral psychologists whose sole job is to profile the criminal mind. â€Å"For example, one of the purposes of the FBI's Behavioral Science Unit is criminal profiling, and they employ agents who are considered experts at understanding and predicting the minds and behavior of these criminals. The BSU within the FBI is also responsible and accountable for training new agents and researching criminal behavior.It is imperative that all involved are mindful that criminal prof iling should not be used solely to identify and capture criminals. In case, you might have twelve or more suspects who â€Å"profile† are all alike, which means that other investigative techniques must be used to identify the real executor. As a matter of fact, to investigate a horrendous crime, is hard and strenuous work. Criminal profiling provides assistance to the detectives with understanding the modus operandi, or the motivation and the habits of brutal killers and sex offenders.There are four individual areas of investigation that criminal profiling uses and they are antecedent, method, disposal and post offense areas. These areas range from what caused the offender to initially commit the crime, what type of violence was used with each crime, what did he do with the victims afterwards, and how should to how their behavior should ultimately be observed. Three names are well-known in Canada for the atrocious crimes each of them committed, Clifford  Olson, Paul  Bern ardo and Robert  Pickton. Olson raped and murdered 11  young boys and girls before he was apprehended. Bernardo raped at least 18  young women but wasn’t caught until he murdered three more. Pickton has been found guilty for the murder of 26  women, but claims to have killed  49. There were signs and similarities that linked the victims and the individuals responsible together. Serial criminals often follow a certain victim guideline RACIAL AND CRIMINAL PROFILING 4 and pursue specific fantasies or rituals with their victims.Police forces long have recognized that serial criminals tend to follow patterns, use particular weapons or methods, and target similar victims† (Dept of Justice, Canada, 2011). In my opinion, I don’t think it is even possible to ever know why some individuals are wired the way they are; it is and will always be a mystery to why certain crimes are committed. RACIAL AND CRIMINAL PROFILING 6 References http://criminal. lawyers. com/Cri minal-Law-Basics/The-Criminal-Profiling-Process. html http://www. victimsofviolence. on. ca/rev2/index. php? option=com_content=view=336=26

Wal-Mart Case Study

In 2005, it created jobs for more than 1. 5 million people worldwide. In the United States this number is 1. 3 million. Every year, Wall- Mart distributes 2% gross national product in US with estimated $300 billion annual sales. After nearly a half of a century, it still follows Sam Walton philosophy to provide low price for customers every day (Stank & Stank, 2009). In 2006, this organization has slipped to number two after a serious problem.This case study old show these unethical issues that Wall-Mart faced many years from 2001 to 2006, including off-the-clock work. Sexual discrimination, health benefits, union, and using illegal aliens and child labor. In 2000, the main unethical of Wall-Mart shows in this case is the â€Å"off-the-clock work† that the employees were enforced working overtime In the Wall-Mart stores. From 11 states In 2001 that was pending lawsuits against Wall-Mart the number of states had Increased even 28 after one year (Satanist & Satanist, 2009).The store managers had required the employee check UT their time card, while they were working at night and locked inside the stores. Many emergencies happened without any help because the managers were not around to open the door. These Wall-Mart activities show that this organization is breaking the law when enforced Its employees working more time without any payment while the managers went out earlier. Sexual discrimination Is another unethical Issue that Wall-Mart faced in 2001. In fact, the percentage of male employees who were promoted to management is less than female employees.According to Satanist and Stank (2009), there are sixty-five percent women employees of the hourly worker, but women who stand on management position Just only thirty-three percent at Wall-Mart. Some employee claimed that, Wall-Mart gave these Job opportunities to men because the men had to feed their family, whereas women Just want to make some extra money (Stank & Stank, 2009). There are clearly things that Wall-Mart were not fair with women who daily worked for this organization. This activity should be considered and adjusted to fit with the new situation.Wall-Mart was blamed that provided many policies reduce cost of health care. This corporation provided the health benefit programs for its employee, but somehow many employees cannot pay or payable but less benefit. Normally, all companies In the united States spend average $ 5,646 per user for health care than the average rate (Satanist & Satanist, 2009). This is considered unethical issue in Wall-Mart when this organization is largest retailer in the world. In addition, Wall- Mart has used states health benefits program to instead its own payment; it was not responsible action of a big corporation.Many employees and their family could not allow Wall-Mart's health care program, they return to Medicaid – a state's health care program. Marshland's law stated that the company had to pay at least 8 percent of payroll costs per user health insurance, nor the difference amount actual pair and percentage must be passed to Marshland's Medicaid fund (Satanist & Satanist, 2009). Wall-Mart had changed its health care policy and reported increasing the percentage up to 8 percent, however, only 47. 5% employees can approach Wall-Mart's health care insurance (Satanist & Satanist, 2009).Keep the labor cost as low as possible seem tick with its philosophy â€Å"everyday low prices† because if the labor cost increase that means this philosophy would no longer right. That also was the problem that Wall- Mart faced in globalization. That is why Wall-Mart disbanded the meat department and nearly 180 other stores when the employees became unionized (Satanist & Satanist, 2009). In fact, if employees become a member of a union, they would get a lot of support from this community to fight for their right benefits.However, Wall-Mart had to allow unions in protected of China government because if they not allow they old lose a lot of resources such as: material, merchandise, low labor cost, and series of suppliers, etc. Other issues at Wall-Mart stores are using illegal aliens working for the company. Although Wall-Mart knows exactly if it uses these employees they are against the law. However, Wall-Mart has continued to hire illegal aliens from the outside employment agency for cleaning. This company has agreed to charge for this issue $11 million, four times higher than normal charge by another corporation (Satanist & Satanist, 2009).Wall-Mart used child labors and violated child labor laws. The result of the audit showed that Wall-Mart used employees under eighteen years old for working at night, on school hour, and more than 8 hours per day (Satanist & Satanist, 2009). Not at all, this company also used child labor in the dangerous Job such as: chain saw and cardboard balers. Once again, Wall-Mart has broken the law in many states. In 2005, the International Labor Rights Fund filed a lawsu it against Wall-Mart with series of violating labor laws in five countries: Swaziland, Indonesia, China, Bangladesh, and Nicaragua (Satanist & Satanist, 2009).The violations include irking overtime without payment, preventing any effort to have a union, and locked in working time. The major reason that making Wall-Mart supplier broken the laws is Wall-Mart was not enforcing the company's code of conduct with its suppliers (Satanist & Satanist, 2009). After a series of unethical issues during few years, Wall- Mart shows that it is still the big company where it provided the cooperation to repair and troubleshoot its problems quickly. Wall-Mart has acknowledged its issues and step-by-step solve them making ethical decisions, changing management methods, ND charging for all people who directly impacted.In conclusion, responsibilities of the big corporation should always do the right thing, and fixes every issue ethically to making the better reputation. The discuss questions that more clearly about this case study: 1 . Are the ethical issues Wall-Mart faces really any different from other large retailers? The largest retailer faces this these ethical issues that means many target for any concern and naturally the ethical issues become a sensitive problem. In additional, Wall-Mart cannot hire its problem, because of million employees who irking on thousands of stores.Wall-Mart might be a good case study for other corporations who are facing ethical issues. 2. Wall-Mart officials have stated that they don't feel women are interested in management positions at the company. Do you agree or disagree? I disagree with this point of Wall-Mart. Women are much more holding the key position in the company. It shows a fact that women also do the same things as much as men can do. I do not see any reason to reject the opportunity to offer the management positions of women at work. The world is changing, women as no longer Just take care their family, they also are great peopl e in the business. . Wall-Mart is continually criticized for its health-care policy. Is this really an ethical issue? Why or why not? This is considered unethical issue in Wall-Mart because the health cares that Wall-Mart provides to their employees are not fitted with a world- class company. In additional, Wall-Mart has used states health benefits program to instead its own payment; it was not responsible action off big corporation. Many employees and their family could not follow Wall-Mart's health care program, they turn to Medicaid – a state's health care program.Billion of revenue that the company could get is based on its employee's distribution. Pay more money for health care also kind of investment, and I guessed that the return of this is greater than the profit, including loyalty, employees' effort, and good company's image. 4. Should Wall-Mart be concerned about unionization of stores since allowing unionization of workers in China? The major reason the make Wall-M art allow unionizing in China not start from its expectation. However, this is a good signal for a ewe revolution in many Wall-Mart stores worldwide.In America, if any store starts to form a union the store could face many problems from Wall-Mart managers. This would change because of no former union are not fair for United States employees. The union would keep fighting the employee's right benefit. On the other hand, my opinion, United States government should protect the union like China government that also protects the American labors. Reference Satanist, P. A. , & Satanist, S. D. (2009). Understanding business ethics (1st deed. ). Upper Saddle River, NJ: Prentice Hall.