Dangerous Liaison Vs Cruel Intentions Coursework

Dangerous Liaison Vs Cruel Intentions - Coursework Example Cruel Intentions is a modern day adaptation of the novel with love, evil, gullibility and manipulation combined with moral cynicism and lust for domination by the primary protagonists. The main characters in the novel were French aristocrats and adults, while the movie depicts the protagonists as young adults who combine manipulation and revenge to achieve their ulterior goals. The lack of social and moral authority which is denounced by Laclos in the novel is transformed into the lack of parental influence on Catherine and Sebastian in the movie. The two siblings are free to pursue their dangerous game of playing with others’ feelings and reputations. The movie also has many erotic messages which create a mental image of what the protagonists is up-to. The novel on the other hand provides the action through a veil of language. Laclos establishes the hypocrisy of the main characters by a series of letters in which they show their various facets to different recipients. The mov ie highlights the hypocrisy of the lead characters in the opening credits as they get ready to mingle with society. Both Merteuil and Catherine are respected members of their societies without anyone their true nature. In Dangerous Liaisons, Valmont dies in a sword fight with Danceny. Before dying he gives him letters which would ruin the reputation of Merteuil. Her reputation is shattered and she eventually dies of misery. Cruel Intentions provides a more heroic and tragic ending of Sebastian who is killed in a car accident. He pushes Annette out of the care before being killed. Annette and Cecile ensure that Catherine is humiliated in front of the student body. Her drug addiction becomes public which tarnishes her reputation. The subject of drug abuse amongst young adults is a major theme of the movie. The movie also portrays the independence of modern women. Cecile and Annette fight back against the manipulation and deceit of

Assignment Essay Example | Topics and Well Written Essays - 250 words - 21

Assignment - Essay Example Thus, it would help to allow dripping of the faucet to dissolve the ice and prevent the growing volume of ice to bring about any further pressure against pipe walls. At night, the cooling of air happens at a speed greater than the cooling of water. Then from the surface of the lake, warm water vaporizes and blends with the colder air above it and due to the resulting temperature difference, warm water cools off becoming moisture in the form of droplets that suspend in the air. This suspension is actually the ‘steam fog’ which people often view as mist just on top of the lake’s surface. 3. A man who is 6 ft tall is standing in front of a plane mirror that is 2 ft in height. If the mirror is placed with its bottom edge 4 ft above the floor on a wall that is 5 ft away, how much of his image (i.e. what length of himself) can the man see? (Assume that his eyes are at the top of his head).  If the man moves to a point 10 ft directly away from the wall, with the mirror staying in place, how much of himself can he now see? You must show all of your work, including sketches, to get full credit. Where I and O both refer to the heights of the image and the man, respectively, while ‘di’ and ‘d0’ are the distances of each from the mirror. Using ruler to scale, the reflection the is 2.4 feet away from the mirror, so In this scenario, index of refraction of water is 1.33 @ room temperature whereas a typical crown grass has index of refraction = 1.52, so when Snell’s law n1*sinÃŽ ¸1 = n2*sinÃŽ ¸2 is applied, the angle of refraction (ÃŽ ¸2) would be greater than the angle of incidence

The corporate social responsibility of Formosa Plastic Corporation Essay

The corporate social responsibility of Formosa Plastic Corporation - Essay Example This research will begin with the statement that in pursuit of environmental protection, Formosa Plastics Corporation adheres to initiatives that are targeted towards improving the environment. For example, the corporation in the areas of energy and water conservation invested about the US $ 0.57 billion from 1999 to 2012, which saw the completion of more than 6,356 improvement projects. This enabled the corporation to save 287,000 tons in terms of daily water usage and decreased carbon-dioxide emissions by about 8.064 million tons yearly. The corporation intends to implement another 772 improvement projects in the future. This will save about another 13,000 tons of projected daily water usage and lower carbon-dioxide emissions yearly emissions by another 1.371 tons. The corporation prevents and proactively controls pollution in all stages of its manufacturing processes. It has established comprehensive garbage classifications and kitchen waste recycling initiative. The corporation h as established Formosa Environmental Technology initiative that recycles kitchen waste into organic fertilizers for growing organic vegetables and fruits. The corporation’s management understands the fact that there is need to give back to the society. The corporation understands that in the region they operate there is lack of medical and industrial talent, which has resulted in substandard healthcare resources.

Course Evaluation Paper Essay Example | Topics and Well Written Essays - 1500 words

Course Evaluation Paper - Essay Example During the course, most students identified with the outcomes. I expected to learn the various aspects of family dynamics, which exist in the society regardless of race, social class, or religion, and I did. I expected to learn the theories involved and to be able to learn various solutions to family problems. I was able to relate to some factors that influence family dynamics that apply to my real life. The factors I learnt include the effect of parent’s relationships on the family, aspects of strictness and lenience among parents, personalities, single parenthood, size of family and culture, and beliefs in the family. The course reflected issues that exist in many families in the world, and was able to broaden my knowledge and thinking about family life. I expected the course to highlight the various positive and negative issues that exist in the family and the impact they have on psychological health of family members. Some of the positive family attributes highlighted incl ude success of children linked to good parenting practices, good parent’s relationships and good family values. Peace in the family always relates to good personalities in children and older family members among others. The negative attributes highlighted in the course include the effect of single parenthood on children, violence in the family most likely led to the fall of the family to factors such as divorce, and divorce affected children even in their adulthood. The lecturer was able to teach in the most practical way, making everyone to participate in asking and answering questions, making the course even more enjoyable. She always asked practical questions that apply in real life, used pictures and videos to teach and expected every student to relate to some issues raised during the course of study. This made the course very exciting and easy to learn. The outcomes had a great impact and were specific to the target population, which in this case were classroom students. The course highlighted many issues, which exist in different families. I related to some of the factors that I have experienced in my own family. Most students were able to relate and connect to most of the issues explained in the course. In some instances the mentioned examples and scenarios rekindled bad memories among some students and caused emotional grieve. These included students coming from a family that experienced violence in the past, drug abuse, families affected by issues such as unemployment, extramarital affairs, and divorce. Some students on the other hand connected well with their well-structured families, which had good values, proper parenting practices, and wealth among others. In either way most students lamented that, they learnt a lot from the course and expected to improve their lives in one way or another. The outcomes were measurable with the timeframe. The lecturer managed to teach various levels of family dynamics within the expected timeframe, and in th e most systematic way. The mentioned outcomes on the students always revealed in each classroom session, and with time, the students had developed a sense of connection with the lecturer and would freely express their views and experiences without fear. The objectives and the outcomes related well in this course and at the end, the lecturer manage

The corporate social responsibility of Formosa Plastic Corporation Essay

The corporate social responsibility of Formosa Plastic Corporation - Essay Example This research will begin with the statement that in pursuit of environmental protection, Formosa Plastics Corporation adheres to initiatives that are targeted towards improving the environment. For example, the corporation in the areas of energy and water conservation invested about the US $ 0.57 billion from 1999 to 2012, which saw the completion of more than 6,356 improvement projects. This enabled the corporation to save 287,000 tons in terms of daily water usage and decreased carbon-dioxide emissions by about 8.064 million tons yearly. The corporation intends to implement another 772 improvement projects in the future. This will save about another 13,000 tons of projected daily water usage and lower carbon-dioxide emissions yearly emissions by another 1.371 tons. The corporation prevents and proactively controls pollution in all stages of its manufacturing processes. It has established comprehensive garbage classifications and kitchen waste recycling initiative. The corporation h as established Formosa Environmental Technology initiative that recycles kitchen waste into organic fertilizers for growing organic vegetables and fruits. The corporation’s management understands the fact that there is need to give back to the society. The corporation understands that in the region they operate there is lack of medical and industrial talent, which has resulted in substandard healthcare resources.

Reflecetion paper Essay Example | Topics and Well Written Essays - 2000 words

Reflecetion paper - Essay Example This memo will address strengths and weaknesses, as well as the risks and opportunities of the expansion. Opportunities 1) Market expansion through economies of scope and scale. Understandably, by expanding to Italy, we are already growing our market share without the high costs of starting a new company in Italy. Its existing revenues and market share will be added to ours. At the same time, from Italy, we can expand further in Europe too. 2) Trend of merger and acquisitions (M&A) in the tourism industry. M&A is the trend in the global tourism industry, including hotels. The articles from Warwick Clifton, â€Å"The Global Hotel Industry: Big, Beautiful and Branded? Part One and Part Two,† highlight that M&A is becoming more prevalent across regional and national markets. International hotel chains are gobbling up local independent hotel chains, in order to rapidly expand across the world. We have to take advantage of M&A and purchase potentially lucrative chains to purchase. Threats 1) Weak Euro. An article from Wharton shows that a weak Euro is bad for hotel business because of dampened consumer confidence. When they cut back in spending, they do so for luxury goods and services, and that includes hotel services. Furthermore, a weaker euro means lower spending power. We can see potential increases in the prices of goods and services that we need in operating these Italian hotels. 2) Damp economic climate in Europe, in general, and Italy, in specific. The economic crisis is hitting several countries in Europe hard, including Italy. This can affect business in Italy for the next couple of years or more. 3) Mixed success in hotel business. The article â€Å"Market Conditions Tighten for Italian Hotel Industry† indicates uneven success in the Italian hotel industry. It says â€Å"Declines for the Padua, Genoa and Bologna markets highlight the difficult market conditions,† while â€Å"the seasonal market of Taormina & Messina in Sicily report ed double-digit RevPAR growth (+18.4 percent) YTD† (â€Å"Market Conditions†). We cannot expect immediate high return for our acquisition because of mixed business revenues due to the slack in the business climate. Strengths 1) Full control of how the chain should be managed. The top management can exert transformational changes that are required to raise the standards of the Italian chain. The home country management will have the power and authority to enact necessary changes to improve the quality of services in the chain. 2) Lower costs in terms of acquiring local knowledge and familiarity. Local managers and employees already know the cultural, operational, and budgetary idiosyncrasies of the host country. It is assumed that the existing human resources are familiar with the market characteristics enough to no longer need a costly comprehensive market research. 3) Empowered organizational culture can be used to enhance quality standards. We can enhance the standard s of the hotel enough to warrant higher hotel rates. We can use the empowered approach of the Italians to let them manage and own organizational changes that will benefit them as employees. 4) Acquisition expands HRM knowledge and skills for multinational operations. If we want to be a multinational hotel business, we must not be afraid of learning from different cultural environments. This acquisition will help our home HRM gain

Human Resource Management At Hyatt Hotels

Human Resource Management At Hyatt Hotels Hyatt Hotels Corporation is a global hospitality company with more than 434 properties around the world. The mission of the company is to Provide Authentic Hospitality. They incorporate this mission in everyday operations by focusing on the development of a relationship with associates, owners and customers. Hyatts business is conducted by its employees and officers, under the direction of the President and Chief Executive Officer and the oversight of the Board of Directors to enhance the long-term value of the Company for its stockholders. The Board of Directors is elected by the stockholders to oversee management and to assure that the long-term interests of the stockholders are being served. The Board recognizes that the long-term interests of stockholders are advanced by taking into consideration, as appropriate, the concerns of other stakeholders, including associates, guests, property owners, suppliers, the public and members of the communities in which Hyatt Hotels Corporation operates. History In 1957, Mr. Jay Pritzker purchased the Hyatt House Motel near Los Angeles Airport. This started the story of this large company that manages, owns and franchises over 434 hotels around the world. The Pritzker family converted the company into a public entity in 1962. In 1968, a new company known as Hyatt International was formed to take care of properties around the world apart from North America. Hyatt Corporation and Hyatt International merged into a single entity in 2004 forming the Hyatt Hotels Corporation. Mission, Goals and Values Hyatt defines that its mission is to Provide authentic Hospitality. They try to practice this in a way that respects all people and all ideas. The company is looking at Superior results by working in an efficient manner. The Goals of the company are to be considered the preferred brand in each of the segments they serve which include: Employees Guests (Customers) Owners (stockholders as well as third party property owners) These goals clearly state that the strategy of the company is based on its people apart from the basic need for a companys existence. This will be discussed in detail when speaking about the strategy model that best fits the hotel chain. The company claims to have certain values that are imperative in forming the culture as well as the strategies of the organization. These are mentioned below: Mutual Respect They are a people based company and believe in respecting ideas, thoughts and beliefs of others Listen well Verify Acknowledge Intellectual Honesty and Integrity Hyatt wants its employees to be loyal to the company which can form the basis of the culture of the company. Tell and accept the truth Honor your commitments Humility Hyatt does not believe in advertising loudly and gaudily. They expect the reputation of the company to be built on experience. Let actions speak for themselves Recognize the contributions of others Fun Hyatt tries to ensure that employees enjoy their workplace in order to ease the stress of the hospitalty industry. Dont take yourself too seriously Creativity and Innovation Hyatt promotes new ideas and concepts. They handle change well due to the following steps they use to promote innovation amongst employees. Challenge conventional wisdom Take action/risks Evaluate Strategy The word strategy, deriving from the Greek noun strategus, meaning commander in chief, was  ¬Ã‚ rst used in the English language in 1656. The development and usage of the word suggests that it is composed of stratos (army) and agein (to lead). In a management context, the word strategy has now replaced the more traditional term long-term planning to denote a speci ¬Ã‚ c pattern of decisions and actions undertaken by the upper echelon of the organization in order to accomplish performance goals (Bratton, 2005) Hyatt Hotel Corporation Strategy The mission and goals of the company are clear in the above diagrammatical representation. The policies of the company are based on fulfilling this mission of the company. The value chain given above shows the prioritization of the companys strategy. Hyatt believes in keeping the customer satisfied by fulfilling the customers needs and demands. Hyatt wants to be the preferred company for customers. This can be done through excellent service (smooth operations) which can be achieved only through engaged employees. Engagement of employees is defined by Hyatt as the experience of the employees through their career at the company. The more satisfied the employees are at the workplace, the more the engagement which leads to efficient work. Employee engagement can be improved when the company grows increasing the opportunities for the development of the team members. The performance of the hotels helps the company grow. And this performance is again determined by the customers who would prefer Hyatt over other hotels. This value chain developed by hyatt is the basis of formulation of policies for Human Resources, Marketing, Finance and Operations. Hyatt has developed its strengths by concentrating on the most important aspects of running a company. They are making sure all employees concentrate on developing the brand image by providing excellent service according to the standards set by the company. This can be done only when the employees are clear about the brand value and quality expected. Hyatt also makes it clear in its strategy to ensure the profitability of the company in order to maintain a steady growth cycle. They have included manpower development in their strategy and mentioned that people are the companys key assets and that the company strives to keep their employees satisfied and motivated at the workplace. Aligning the business strategy with Human Resources International Operations The International Human Resources Department is made up of team members that are located in the Corporate Office in Chicago, as well as Hyatts Divisional Offices in Zurich, Dubai and Hong Kong. Their collective goal is to drive the People Brand ensuring the provision of an authentic employee experience. The roles and responsibilities at the Corporate and Divisional level are focused on creating employee preference through Employee Engagement, Top Talent Management, Workforce Planning, Succession Planning, Training and Development, effective Human Resources systems and Competitive Total Rewards. The team in Chicago concentrates on the development and oversight of Human Resources strategy while the Divisional teams focus on strategy implementation as well as hotel pre-openings. Human resources strategies may be defined as the patterns of decisions by management formulating policies and procedures to design work and select, train and develop, appraise, motivate and control workers. Creating these models are appealing to academics as they can analyse various configurations or clusters of HR practices and develop and test theories with the help of conceptual models. (Bamberger Meshoulam, 2000) In theory, academics have proposed at least three different models on Human Resource Strategy. These models have been based on various methodologies and policies developed by organizations to align the Human Resource strategy with the company strategy. These models are Control Based Model where the management tries to control and monitor the role and performance of each employee; Resource Based Model where the concentration is based on the behavior and attitude of the employee and the manager subordinate relationship in the organization; The third model is a combination of the two above which integrates them in order to bring together the advantages of both.(Bratton, 2005) Hyatt and its Strategy Model After a careful study of the three models and analysis of Hyatts Human Resource Strategy, it can be derived that Hyatt uses the combination model which is an integration of the control based and resource based strategic models. More details and explanations are provided below. Hyatts strategy emphasizes on people being its key asset and concentration on the growth and development of the employees. This can be analysed to say that Hyatt concentrated on its employees needs to be fulfilled in order to achieve efficient work from the team members which leads to better results for the company. There is a mutual relationship between the employer and the employee focusing on the development of both. The table given below shows various Human Resource strategies adopted by companies based on the nature of the organisation and their requirments. The table states Human Resourse strategies for three components the behavior required from employees, long or short term focus of the company and the concern for quality in the organisation. These components are reviewed in terms of Innovation, quality enhancement and cost reduction. We can derive that the companys Human resource policies are based on the company strategy as per quality enhancement. Hyatt works out its Human resource strategies with an emphasis on quality enhancement. The job profile and description of the employees are mostly fixed with a particular set of tasks ad responsibilities, it has little or no scope for innovation or change depending on the level of responsibilty. The hotel industry operates with many Standard Operating Procedures and a carefully planned and fixed way to perform tasks. This leaves very little scope for change in an individuals job description. These job descriptions are extremely elaborate and detailed in order to keep the employees aware of what is expected of them, on a day to day basis as well as overall. Maintaining procedures and standards for operations ensures that the brand can provide consistent service around the globe making the customer feel comfortable in any hyatt hotel without any surprises. This strategy helps Hyatt keep its brand image. The appraisal system in the company is in place . They have an individual appraisal on a regular basis conducted by supervisors and managers but the team performance as well as the hotels overall performance is taken into consideration when offering incentives and salary hikes. The employees are made to feel comfortable in the organisation which is required due to inconsistent work hours and the need for motivated employees. This ensures the employee putting in his/her best effort to maintain the work ethic and follow the procedures in order to benefit the company and increase productivity. The Training and Development team of the hotels as well as the corporate offices are very elaborate and active as there is a need for extensive task as well as competency training for the employees. The training involves keeping the employees up to date with changing policies as well as ensuring that tasks are fulfilled as per the set standards. Constant coaching and emphasis on following SOPs maintain a low-risk environment whch is beneficial for the organisation. As discussed before, the human resource strategy of organisations have been classified into three different models- Control based, Resourse based an Integrative model which combines the other two. Hyatt follows the integratve model of Human resource Strategy. This is explained below with the help of many examples in terms of Selection policies, Training and development and other such strategies that the company implements. The Integrative model This model is a combination of two models, one based on managerial control in the organization and the other based on a reward-effort exchange. Bamberger and Meshoulam have labeled the conrol based model as locus of control and the resource based model as acquisition and development. Locus of control concentrates on monitoring the employees compliance with the standards and procedures set in place while acquisition and development is the strategies used to recruit the right candidates and then train and develop them in order for them to learn the processes and operations. These two main strategies of the organisation yield four different ideal types of dominant HR strategies. The table below signifies these four strategies and how they play a vital role in the alignment of Human Resource strategies with the Organizations strategy. These strategies as depicted in the table show the organizations Human Resource strategies based on acquiring and managing their employees. Hyatt follows the Paternalistic and Commitment strategies for recruitment as well as appraisals of employees. Hyatt believes in a strong training and development system therefore it ensures that after recruiting a candidate, it is imperative to keep the candidate off operations and in orientation for a week. They develop their employees according to the brand and standards that are meant to be followed. This is an illustration of the Paternalistic HR strategy. Hyatt also believes in regular appraisals and personal growth of the employee. Performance of the team is closely monitored by managers and supervisors to ensure the process being followed and the desired outcome being achieved. There is a strong emphasis on compliance of standard operating procedures which is monitored with individual employees and they are appraised on their efficiency as well as their productivity. Selection Process at Hyatt Hyatts selection process is done through interviews. The application (recruitment) is done with the help of an online tool named Taleo and shortlisted candidates are called in for interviews. There may be various rounds of interviews but the initial screening is done by the Human Resources department. Hyatt also has a training module meant for senior managers in Interviewing. This is to make sure that everyone is on the same page to select the perfect candidate and there are lesser conflicts. The training module also mentions other factors such as conduct during the interview, venue, interaction etc. Hyatt uses competencies as the foundation for the selection decision. The Selection Interviewing Module provides the people responsible for interviewing with the skills necessary to evaluate candidates using carefully developed behavioral and situational questions. This approach allows the interviewer to identify behaviors that demonstrate the personal skills, abilities and knowledge that make up the companys core and leadership competencies. Hyatt has a guide with instructions and techniques to conduct interviews. This guide mentions how the the employees shuld be marked in terms of competencies they possess. Hyatts core and leadership competencies used to select the right candidate are mentioned below: Definition of a Competency Competencies are behaviourally defined personal characteristics that are required by employees for effective performance. These personal characteristics may include, but are not limited to: knowledge, skills, and abilities. What top performers do more frequently or more effectively than other performers Leads to performance excellence Consistent with our direction and future business needs Hyatt Competencies Hyatts Core Competencies, for which they interview line applicants, are: Action Oriented Adaptability Communication Customer Focus/Quality Integrity Interpersonal Skills and Teamwork Time and Task Management the leadership competencies which are used for candidates applying for managerial positions are as follows Core competencies, plus: Change Management Commercial Awareness Decision Making Managing the Work of Others Motivating and Influencing Others Organisation Savvy People Development Problem Solving Strategic Orientation Hyatt tries to ensure that all their selected candidates either possess the above mentioned competencies or can be developed through training to fit in to the organization with the mentioned characteristics. The interviewers are supposed to grade the employees according to what they perceive from the candidate during the rounds of interviews. This fits in to the Hyatt strategy by ensuring that the right fit of people are employed keeping in check the overall mission of providing authentic hospitality. The competencies mentioned are characteristics required in employees to best match the manpower need of the company. The core competencies include a basic framework of the employees personality and how he or she will be able to adapt to the culture of the company. Hyatt requires peope who are proactive with good communication skills and can fit in to a team by working in coordination with others. Hyatt does not concentrate on the skill as much as the overall personality of the candidate as they have an extensive training and development module to teach the employees the standard operations. This is done through various extensive task training modules and sessions that are conducted for the employees. This is discussed further in detail below. Given below are evaluation sheets which are used to grade the inerviewee and compare the candidates to see who fits the job descriptions most accurately. This is a sample evaluation sheet for line candidates. As discussed earlier, the focus is not on skills that the candidate has, it is based on the compatability of the candidate in terms of the competencies required for the individual to fit in to the hotel and help achieve the organisations goal and increase productivity. Training and Development Training may become necessary in a hotel for a number of reasons, including: new Corporate Strategy, new business goals, other changes in the hotel, external changes in the local market, employee performance shortcomings, and many other factors. Identification of training needs is done by the Training department of the hotel based on the following factors: New computerization Organizational changes New procedures Changed business goals New product (e.g. restaurant.) New legislation in areas which impact employee involvement Specific need of a new client/organization/supplier New/increased competition. Sources of information to help identify training needs: Corporate Strategy Articulation Results from the Employee Opinion Survey Business Plan Observations of employees Questionnaires Interviews Performance Development Plans Guest Feedback and Comment Cards Competition visits Management Log Books Accident Reports Performance and Productivity Report Consumer Audit Report. Training at Hyatt is classified into two. Skill training and Attitude training. Skill training is handled by indivisual departments with the help of task breakdowns and rotational training sessions for the employees. The following factors will impact the degree to which Skills Training is a priority need: Competency levels of employees The rate of employee turnover Prior experience of employees Quality and quantity of Departmental Trainers Availability of time in which to train Maturity of established standards Degree of empowerment. The following is a Departmental training record form which is used as tool to observe and keep a check of the training being conducted in the department to help hone the skills of the employees. Department: Room Service Position: Waiter / Waitress Employee Name and Start Date Date and initials of Trainer: Who was the Trainer and when was task completed X: Trainee does not have to be taught the task Blank: Training not carried out yet Name and Start Date Tasks Kate 4/5/96 Brad 3/1/97 Tom 2/3/98 Jack 5/3/98 Mary 6/5/98 Hotel Orientation Day 1 JM 4/5/96 JM 3/1/97 JM 5/3/98 JM 6/5/98 Hotel Orientation Day 2 JM 5/5/96 JM 4/1/97 JM 6/3/98 JM 7/5/98 Departmental Orientation DM 5/5/96 DM 4/1/97 DM 2/3/98 DM 6/3/98 DM 7/5/98 Tray Set Up PP 6/5/96 PP 4/1/97 2/3/98 PP  ´ Answering the Telephone PP 6/5/96 PP 4/1/97 PP 2/3/98 PP 7/3/98 Folding Napkins NM 6/5/96 NM 4/1/97 NM 3/3/98 NM 7/3/98 Cleaning glasses NM 6/5/96 NM 4/1/97 NM 3/3/98 NM 7/3/98 Coffee/Tea set up NM 6/5/96 NM 4/1/97 NM 3/3/98 NM 7/3/98 Learning about DND PP 7/5/96 PP 5/1/97 PP 6/3/98 PP 8/3/98 Cleaning floors PP 7/5/96 PP 5/1/97 PP 6/3/98 PP 8/3/98 Set up of breakdown area RM 7/5/96 RM 6/1/97 RM 6/3/98 RM 8/3/98 Clearing breakdown area RM 7/5/96 RM 6/1/97 RM 6/3/98 RM 8/3/98 Depositing soiled equipment RM 7/5/96 RM 8/3/98 Storing clean equipment RM 7/5/96 RM 7/1/97 RM 6/3/98 RM 9/3/98 Polishing silver  ´ RM 7/1/97 RM 6/3/98  ´ Reading a docket RM 7/5/96 RM 8/1/97 RM 9/3/98 This document is imperative to ensure that the employees are being trained well in their day to day tasks so they are able to increase productivity in the hotel by following standards and doing their jobs the way they are supposed to. This is aligned to the strategy of the hotel by developing the emplyees to enhance efficiency and performance. Attitude Training is required to communicate the values, attitudes and behavior expected by the hotel/company. Examples of Attitude Training: Grooming standards Telephone techniques Dealing with guest complaints Principles of Upselling Exceeding Guest Expectations This may be impacted by the following factors: Local culture Rate of employee turnover Degree of motivation Length of service Age of employees Union relations/activity Interdepartmental/hotel transfers Repositioning of hotel standards Local unemployment How competitive the hotel market is. As discussed above, Hyatt believes in the paternalistic approach to Human Resource strategy by conducting extensive training and developing the personnel to become Hyattians as well as learn the day to day tasks. The objective of this extensive training is to finally achieve the companys goal of satisfied customers and increased financial performance. Performance Development and appraisals Hyatt International Operations approach to Performance Development (formerly Performance Appraisal and renamed to reflect the positive, forward-looking aspect of this process) is part of the companys continued commitment to the implementation of Human Resources Programs that put into action  The People Philosophy, which builds on our Values, culture  and competencies, all of which help to build consistent Human Resources programs and practices.   Relative Importance of Each Competency to Specific Job Titles The Performance Development Plan Evaluates the employees performance in each competency and space has therefore been provided alongside each competency to indicate whether the competency is of low, medium, or high importance to the specific job held by the employee: Low   where the competency is not critical to the job (although it could still be important as part of the employees overall personal development plan). Medium   where the competency is important to the job, but other competencies may be more important, and High   where the competency is crucial to the job The Relative Importance will not vary from year to year where the employee is in the same position. However, it will vary considerably between different positions. Six Month Review Hyatt International Operations recommends a Six Month Review as a best practice in employee Performance Development. Formally reviewing an employees performance on a six month basis has the following advantages: It demonstrates to employees our ongoing commitment to their personal development, and reinforces the principles of The People Philosophy It allows for adjustments in the employees personal development goals in real time and not too long after the event It increases the opportunity for dialogue between an employee and his/her manager a powerful way to improve employee communication. A sample performance development form is shown below. This form shows the