Online Therapy Paper - 1146 Words

MARY H. GOODMAN JUNE 20TH, 2013 ONLINE THERAPY PAPER BSHA/352 TECHNOLOGY IN HUMAN SERVICES JASON ANDRADE ONLINE THERAPY PAPER INTRODUCATION This paper will discuss conduct and discuss three different online therapy sites. It will discuss the contact of each website, the professional involved, how the actual online interaction occurs. It will address how professional associations and state boards view online therapy. It will discuss the related security and ethical issues, such as informed consent and confident confidentially. Include your opinion of the advantages and disadvantages of online therapy services. The three websites that have been chosen for this assignment are Live Person, My Therapy, and Online-Therapy.†¦show more content†¦My Therapy Couch: The third program that was chosen My Therapy Couch it believes that even though they are not the tradition face to face therapy that the still have the same credentials, have to fall the same guidelines, the same standard of ethics and have the qualifications as any other therapist would have. The My Therapy Couch offers different options for their pati ence’s and it is convenient and affordable. The way it works is that most people use online service for simple two reasons: one would be to get immediate attention and the other would be to seek on going treatment. My Therapy Couch discuss the different of methods used in which one is Direct Counseling which is email consultant, Email Therapy, Private Therapy, and one on one counseling these methods are considered the most common easiest and fast form of communication. In addition to the most common service My Therapy Couch offers another outlook that they Online Therapies do not offer is that not only do they match a client with a therapist. But also with a support team that is focused on the client needs. Their mission is simple that they are here to help and the goal is to provide the client with the tools and support need to improve life. They believe that it is not their job to find the answer to your questions but to give the client the tools they need to find thei r answersShow MoreRelatedOnline Therapy Paper1114 Words   |  5 Pagesï » ¿ Online Therapy Paper Shanika Elebeck BSHS 375 June 23, 2015 Ms. Reyes Online Therapy Paper Technology has made an enormous advancement with the helping field through technical applications. Applications like Skype can allow a person to communicate through video. A person can use Skype for personal and professional purposes. Applications that allow a person to video chat have been used to perform online doctor visits and online psychotherapy services. Like everything in this world nothingRead MoreOnline Therapy Paper1529 Words   |  7 PagesOnline Therapy Heather Lattea BSHS/352 Instructor Andrade August 13, 2012 Online Therapy Online therapy has emerged as a viable new option in the helping profession. Online therapy or e-therapy occurs when a therapist provides therapy and support over the Internet. E-mail, chat, video, or smart phone are all waysRead MoreOnline Therapy Paper1368 Words   |  6 PagesOnline Therapy Paper Keisha Lucas BSHS/352 April 8, 2013 Professor Kari Siemieniewski Online Therapy Paper Online Therapy is a service that helps people to obtain therapeutic services through an online database that is ran by a therapist or a group of therapists, who are in charge of the website. Therapeutic websites are very helpful for someone who isn’t able to get to an office setting to have face-to-face sessions. They are extremely convenient because one can have counseling sessionsRead MoreOnline Therapy1280 Words   |  6 PagesOnline Therapy Daryl Hartlauer BSHS-375 06/18/2015 David B. Lagerson Online Therapy The purpose of this paper is to investigate and to report how on-line therapy is currently being implemented in treatment today. I will be looking at three different current services and how they are regulated, how they are implemented, security issues, ethical issues, and treatment facilitation. In my opinion on-line therapy offers some unique advantages both for the client and the therapistRead MoreIntroducing The Internet Into The Therapeutic Relationship1366 Words   |  6 PagesFrom homework assignments and assessments, using technology can be an opportunity. On the obstacle side, online counseling provides complex and unique ethical concerns from the clinician’s perception, particularly as it relates to couples counseling. What is online counseling? What ethical issues do practicing MFTs perceive regarding online counseling to couples? Web-based Couples Therapy Interventions Though internet-based interventions for couples are available as preventative measures likeRead MoreOnline Therapy Sites1574 Words   |  7 PagesOnline Therapy Sites Online therapy is professional counseling services that are offered over the internet. Online therapy allows clients and professionals to communicate over the internet without having to communicate in the traditional office visits. In addition, online therapy allows clients and patients to attend online counseling in which the clients will feel more comfortable and less intimidated. On the other hand, clients are more likely to be open and honest when communicating throughRead MoreAdvantages And Disadvantages Of Therapeutic Alliance1276 Words   |  6 Pagesare a multitude of reasons why an individual may need or want therapy; whether it’s due to learning how to cope with a mental disorder or disability, life happenings such as traumas or abuse, addictions, or even PTSD. Anybody can receive it – individual persons, families, or groups. It isn’t hard to argue that most therapists and psychologists will agree that the therapeutic alliance is one of the most beneficial foundations of a therapy session. Also referred to as the working alliance or workingRead MoreInsomnia814 Words   |  4 PagesPSY 101 Freshman Introductions to Psychology November 24, 2014 Techniques Used by Professionals to Treat Insomnia I. Summary and Analysis of the Research. Majority of clinicians are not certain on whether to use medication or behavioral therapies to treat insomnia. Majority of them are not aware of the effectiveness, usefulness, and the importance of non medication methods. The topic here will discuss the various methods that health professionals have used to treat insomnia. A. In theRead MoreEssay on Hhs 310 Internet and Mental Health Isuues692 Words   |  3 Pagesservices conducted on the Internet have been described as e-therapy, online counseling, e -mail therapy, Internet-based therapy, and similar terminology. Online therapy services may be provided as an adjunct to more traditional forms of mental health treatment, or may be initiated without any offline contact between the therapist and client. Currently, there are a variety of websites providing links and information regarding online therapy. As I was reading about benefits and risks in using internetRead MoreOccupational Therapy Career Options Essay668 Words   |  3 PagesIn occupational therapy there are three options from which to choose. One can be an occupational therapist, an occupational therapist assistant, or an occupational therapist aide. In this health profession they are responsible for helping patients in their ability to perform daily living activities like speech, physic al, and mental activities. His or her patients have generally lost these abilities because of mental, physical, or developmentally or emotionally disabling conditions. This profession

The Impact Of Social Networking Sites On Employees On...

Assessment 3: Research Proposal Executive Summary: Social networking is considered as one of the most important development aspects of today’s business world. It has contributed to another feature in the way people all over the world communicate with each other. The social networking sites are now used by millions of people around the world that has modified their web conduct. Success of the companies is mostly dependent on their employees as they are able to build values and help companies to create a reasonable long-term competitive advantage. Any organisation’s success largely relies on their employees’ productivity. The popularity of social networking in today’s business world has affected the workplace and most of the employees now†¦show more content†¦Information will be collected through semi-structured interviews and the use of questionnaires. Specific and uniform set questions will be used in the study purpose to achieve and gather precise and specified information in relation to the subj ect matter. 1. Introduction 1.1 Purpose of the study The purpose of this study is to explore the impact of social networking websites on productivity of the employees. It also aims to understand the consequences of allowing unrestricted access of social networking websites to the employees of the organisation. The report will present whether there is positive or negative relationship between employees’ involvement in social networking websites and their productivity. 1.2 Context of the study The success of any organisation is mainly reliant on employees. Employees are regarded as one of the significant assets that enable the organisations to have a long-term competitive advantage. In today’s world of business, skills in relation to digital knowledge and Internet literacy are considered mandatory for both organisations and their employees. Employees who have access to networking sites are also spending time on social networking websites and getting involved in other activities which are not related to work such as exploring social media, watching videos, following news, downloading music, etc (Uddin, Luva and Hossain, 2012). Use of social network on today’s business world has gained

Is the Most Important Asset of an Organization Free Essays

Question : â€Å"Human Resource (employees) is the most important asset of an organization. † Introduction Traditionally, human resource focused mainly on administrative functions and process personnel management. However, due to technology advancement, administrative tasks have reduced. We will write a custom essay sample on Is the Most Important Asset of an Organization or any similar topic only for you Order Now The role of human resource has shifted and seems to be taking up more responsibility in company strategic planning and development. This theory has been supported in the work of Noe et al (2010, p. 719) Durai (2010, p. 109) stated, â€Å"Employees are the precious asset of an organization†. In view of this statement, human resource planning plays an important role to optimize the utilization of its asset in term of cost and productivity. Involvement with company’s strategic planning will allow human resource department to have a broader view of employees’ skill requirement and deployment. Ineffective planning will cause a hindrance to employee satisfactory and organization success. In this paper, we will study how the theory of compensation management, job rotation, recognition and training will motivate employees. Correspondence to these theories, organization will gain in productivity and profit once the employees are appeased with the working environment. Employee engagement with the organization Employees’ talent and efforts have tangible effects on an organization’s productivity and stability. And such efforts are often been neglected and fail to satisfy employees’ needs. When employees’ efforts are not recognized, there will be a lack of commitment to the organization. Thus, employees will not be motivated and will be less creative. Effectiveness of Compensation Management In order to facilitate the achievement of an organization’s goals and key values, compensation management plays an important role in human resource management function. Employees should be managed properly and motivated by providing the best compensation system based on the job done and its result. A good compensation system will attract and retain skilled and productive employees. (Pattanayak B, p. 284) According to Armstrong (2002, p. 8), the compensation system consists of a total remuneration of direct financial rewards (fixed wage and variable pay) and employee benefits (annual leave and sick leave). And, non-financial rewards such is job recognition, opportunities for career advancement and personal growth are also part of the compensation system. Diagram 2 shows the list of financial and non-financial rewards that an organization can apply under the compensation system. [pic] Noe et al. (2010, p. 547) mentioned that employees’ emotion and function towards the organization is mainly influence by the compensation payout. Difference in individual personal characteristic will draw people to different compensation systems. A great solution to compensate employees in the organization is to adapt combination program rather that one program over another. List of compensation programs are merit pay, incentive pay, profit sharing, ownership, gain sharing, and skill-based pay. Merit pay is one of the best rewarding compensation programs. Employees are measured and payout annually based on the individuals performance appraisal rated by employees’ supervisor. Many companies in Singapore are adapting this compensation program for their permanent staffs. Employees will be more motivated when their performances are recognized and their basic pay is increased. Another example of compensation program is incentive pay. Incentive pay is usually seen in organization with sales team that brings in revenue and profit that will gain market share for the company. Employees with higher performance will gain in such compensation program as they measured based on the amount of products or services sold and the payout is not part on the employee’s basic pay. Payment will be earned on a weekly or monthly basis depending on the organization’s policy. Once an individual is motivated by such monetary rewards, he will sell more products and services for the rganization. However, if the compensation program is not well planned, it will have a negative effect to the organization to support its business objectives. As mentioned in the article by Daly D (2009), skilled-based pay is the remuneration to payout employees with a better skilled knowledge that related to the job. Employees who have attained new skill and knowledge will be compensated m ore comparing to their co-colleagues. Taking an example of a technician in a manufacturing organization, he will be rewarded once he has completed the machine repair and maintenance program. In order for him to continue to be compensated with better basic pay, he has to continue to upgrade his skillsets. Once the employees’ market value has increased, he will be motivated to contribute more to the organization and improve productivity. Effectiveness of Job Rotation Recognition Apart from monetary rewards, job rotation has a function to motivate employees to enhance their skill knowledge and contribute more to the organization. Job rotation is systematic procedure whereby individual employee is shifted from current position or department to another in a given period of time. Employees will be multi skilled and able to support the organization when skillsets are required. When a job is less lifeless or monotonous, employees will perform better and improve productivity. Hence, employees will gain a promotion and increase their income. (Noe et al, p. 430) Effectiveness of Recognition Recognize and reward are exactly what the employees in the organization looking forward for a better growth in their career. The right motivation will influence the employees’ behavior and in return employees will achieve the organization’s goals and objective and strive for higher productivity. Once the employees are satisfied and feel rewarded, it is unlikely for them to leave the organization. Employees will dedicated their skill and time for the organization. Therefore, the management should always be enthusiastically recognizing the talented and hardworking individuals to create a healthier working environment for the employees to come to work happily every day. Effectiveness of Training and Development Engaging employees with training and development are the two fundamental components in an organization. Both training and development do co-exist, as training will provide the skillsets and knowledge for the employees’ needs in the job. Whereas, development is a process to prepare employees in gaining new skills and knowledge for forthcoming demand in the current job or a job that do not exist. When employees obtained new skills and knowledge, it will improve the quality of the work. Organization will take the opportunities to attract and retain talented employees to gain profits and productivity. This theory is support by Noe et al. (2010, p. 87) Conclusion Employees are still an integral part of a company, being important assets. They must be constantly motivated and rewarded financial or non-financial on effort done on the job. Thus, human resource management has to balance the needs and achieve the goals and objective of both employees and the organization. Once the employees gained the recognition from the organization, they will produce better results and profits. Reference Armstrong M, 2002: Employees Rewards, London: CIPD Publishing. Durai P, 2010: Human Resource Management, New Delhi: Dorling Kindersley (India) Pvt Ltd. Noe, Hollenbeck, Gerhart, Wright, 2010: Human Resource Management Gaining A Competitive Advantage, 7th Edition: New York, McGraw-Hill. Pattanayak B, 2006: Human Resource Management, 3rd Edition: New Delhi, Prentice Hall of India Private Limited. Daly D, 2009. Employee Relations, Motivation, Performance Management, DeGarmo Group. Available http://www. degarmogroup. com/index. php/2009/03/the-effectiveness-of-skill-based-pay-systems/ [1 Dec 2010] Own Referencing Employee reward Michael Armstrong CIPD Publishing, 2002 – 573 pages http://books. google. com/books? d=keiVwGxm3i0Cpg=PA363dq=financial+and+non+financial+rewardshl=enei=lELSTtXwHYLorQeht-XnDAsa=Xoi=book_resultct=resultresnum=1ved=0CDcQ6AEwAA#v=snippetq=total%20remunerationf=false Durai P, Human Resource Management, Pearson Education India Page109 http://books. google. com. sg/books? id=cRAvCCsN2e0Cpg=PA109dq=what+the+point+on+human+resource+is+an+asset+to+organisationhl=enei=58zRTti1K9HnrAeGjOnGDAsa=Xoi=book_resultct=res ultresnum=3ved=0CEIQ6AEwAg#v=onepageq=what%20the%20point%20on%20human%20resource%20is%20an%20asset%20to%20organisationf=false pic] Ronel Kleynhans, Human Resource Management 2006 Page 6 Pearson South Africa, 1 Mar, 2006 – Business Economics – 310 pages http://books. google. com. sg/books? id=8_acBYy_77oCpg=PA6dq=HRM+-+employee+is+an+assethl=enei=bbHRTsf8LYHTrQf1pakwsa=Xoi=book_resultct=resultresnum=4ved=0CEAQ6AEwAw#v=onepageq=HRM%20-%20employee%20is%20an%20assetf=false Human Resource Management 3Rd Ed. Biswajeet Pattanayak PHI Learning Pvt. Ltd. , 1 Mar, 2005 – 504 pages http://books. google. com/books? id=dF7G0yZ51GgCdq=compensation+managementa mp;source=gbs_navlinks_s [pic] Ultimate Small Business Marketing Guide James Stephenson, Courtney Thurman Entrepreneur Press, 4 Jan, 2007 – Business Economics – 478 pages http://books. google. com/books? id=algx60Sbqo0Cdq=training+program+to+motivatesource=gbs_navlinks_s Industrial/Organizational Psychology: An Applied Approach Michael G. Aamodt Striking a balance between research, theory, and application, the sixth edition of INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY: AN APPLIED APPROACH http://books. google. com/books? id=TgE7zklRjHgCdq=training+program+to+motivatesource=gbs_navlinks_s David Daly http://www. egarmogroup. com/index. php/2009/03/the-effectiveness-of-skill-based-pay-systems/ Encyclopaedic Dictionary of Organization Behaviour Rahul Arora – 2000 – 573 pages – Full viewSarup Sons, 1 Jan, 2000 – 573 pages Recognition Reward Program Best Practices By Derek Irvine, Globoforce | April 15, 2011 http://www. hrmtoday. com/talent/human-resources-management/recognition-r eward-program-best-practices/ Make Their Day! Employee Recognition That Works: Proven Ways to Boost Morale, Productivity, and Profits Cindy Ventrice ReadHowYouWant. com, 6 Aug, 2010 – Business Economics – 336 pages How to cite Is the Most Important Asset of an Organization, Essay examples

Kim V. Son Case Study free essay sample

Kim v. Son To summarize the case of Kim v. Son, Jinsoo Kim invested in two of Stephen Son’s corporations, which eventually failed, and Kim lost his money. Son felt bad, he and Kim got together and became very intoxicated and signed a â€Å"contract† in blood, stating that Son promised to pay Kim the money he lost and Kim agreed not to sue him. As it turned out, when Son sobered up he refused to keep his promise to pay Kim, so Kim filed a lawsuit based on this bloody contract. The judge declared the contract void due to lack of consideration (Beatty, Samuelson, Bredeson, 2013). We will write a custom essay sample on Kim V. Son Case Study or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Was there valid consideration? First, let’s look at what consideration means. To qualify as consideration, three rules apply: 1) Both parties must receive something of value; 2) If someone makes a promise to give something of value, this signifies a consideration; and 3) The two parties involved must come to an agreement of terms in regard to what items of value are exchanged in the deal (Beatty, Samuelson, Bredeson, 2013). Based on these rules, I agree with the judge that there was no consideration in this case. Kim did make a promise not to sue, but this forbearance did not carry any merit because there was no way Kim would have won the lawsuit. This makes it a one sided proposal because only one party would receive something of value, and that would be Kim. Son would receive nothing of value in return, therefore, no consideration exists. Kim made an investment in a corporation that failed. Son is not liable for his loss. If this was the case, investors would be suing everyone anytime they lost money. Investments carry risks that are often times unforeseeable. If Kim knew that Son’s corporations would fail, he obviously wouldn’t have invested his money. But this does not place the blame on Son nor make him accountable for Kim’s loss. If investing worked this way there would be no risk and you could sue a company every time their stock went down. Common law consists of principles established by judges that encompass all the decisions made by courts over hundreds of years and countless lawsuits (Beatty, Samuelson, Bredeson, 2013). These laws are based on common sense, and â€Å"set a precedent for all courts to follow in similar cases, and are recognized, affirmed, and enforced by subsequent court decisions, thus continually expanding the common law† (businessdictionary. com, 2013). The Uniform Commercial Code (UCC), in contrast, falls under civil law, â€Å"which is based on a rigid code of rules† (businessdictionary. com, 2013). It was established to create a uniform set of laws for business transactions, since common law can vary from state to state (Beatty, Samuelson, Bredeson, 2013). As far as contracts are concerned, Article 2 of the UCC is of most significance. This part of the code deals with the sale of goods. Goods are defined in terms of contracts as anything that is moveable, other than money, investment securities and certain legal rights (Beatty, Samuelson, Bredeson, 2013). Common law, on the other hand, is used for contracts involving the sale of services or anything else other than goods (Beatty, Samuelson, Bredeson, 2013). In the case of Kim v. Son, I believe common law is the applicable source of law. The idea of consideration in regard to contract law is a result of common law principles. The UCC would not apply because there were no goods involved, only money. Furthermore, since the judge ruled that there was no valid contract to begin with, due to the absence of consideration, there were no goods, services, or anything else involved. References Beatty, J. , Samuelson, S. , Bredeson, D. (2013). Introduction to Business Law. (4th  ed. ). Mason, OH: South-Western, Cengage Learning. Businessdictionary. com, (2013). Common Law, Retrieved from: http://www. businessdictionary. com/definition/common-law. html

Gooseberry Season by Simon Armitage Essay Example

Gooseberry Season by Simon Armitage Essay This essay is about the poem which is called â€Å"Gooseberry Season† and it’s by Simon Armitage. I will be looking at the character of father in the poem and look at the different techniques that are used to describe the behaviour of the father. At the start of the poem the character of the father seems to be kind, generous and caring as he lets a stranger stays in the house when the stranger comes and asks for water. This shows his generosity and niceness. Later in the poem he becomes angry and has jealous. At the end of the poem he is a murderer. The title ‘Gooseberry Season’ makes it thinks about a fruit which is bitter and spiky and it grows in summer. Gooseberry is green and the colour green suggests jealousy. The poem starts in a narrative way, â€Å"which reminds me†, it suggest someone is telling a story and may suggests the reader as if he is talking to him. Also it means that there nothing big in his mind he just remembered something. This shows that the father is relaxed and not worried about anything. At the start it also shows that the father is being very generous and nice where it says, â€Å"He appeared at noon, asking for water†, and the father gives him water. Water is a symbol of life so maybe he felt sorry for him when the stranger asks for water. At the end of the stanza one it says that â€Å"We made him a bed†, it suggests that they let a stranger in their house and made him a bed. For the father it suggests that he very kind, generous and caring as he lets stranger in the house. We made him a bed and slept till Monday†, shows that the father been very nice and he welcomes people in the house nicely and he done more than the stranger asked for. It makes the reader wonder at his generosity and niceness as he lets a stranger stay in his house without knowing him. The technique that used at the end of stanza 1 is enjambment which makes sentences carried to the next stanza. The effect on the reader is no pause and it makes it sound like a natural speech. We will write a custom essay sample on Gooseberry Season by Simon Armitage specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Gooseberry Season by Simon Armitage specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Gooseberry Season by Simon Armitage specifically for you FOR ONLY $16.38 $13.9/page Hire Writer In the second stanza the poet uses imagery as it says â€Å"A week went by and he hung up his coat†, the poet uses an image to create an effect on the reader that the stranger makes himself feel like he at home and he makes himself comfortable. The father gets annoyed as its say that â€Å"then a month, and not stoke of work, a word of thanks, a fathering of rent or a sign of him leaving†, which suggests that the stranger is taking the advantage of the father offering him a place to stay. The stranger does not do anything in return for the father. The effect n the reader is that he is breathless by reading the number of complaints against the stranger and it emphasises the number of list from which the father gets irritated. Another point which is mentioned in the second stanza is, â€Å"a fathering of rent or a sign of him leaving†, which suggests that the stranger has not given them an idea of how long he will be there for and they have not asked him for which he is not giving them signs of leaving. In the third stanza it’s says, â€Å"For smooth, seedless gooseberry sorbet†. Its alliteration and sibilance when the s sound is repeated which reminds us of a snake and anger. In this stanza the father seems angry. As it said that â€Å"sucking up to my wife and on his last night, sizing up my daughter†. This suggests that the father would be getting very angry and it also suggest he is jealous. But the stranger probably thought that she is pretty and maybe just thought that she is lovely. But the father got angrier as it said, â€Å"he was smoking my pipe as we stirred his supper†. This Suggests that he was taking over position of the head and it’s suggest anger. Sibilance is used again which suggests hissing and anger. Here the reader feels the father’s anger is justified because we understand that the fathers anger is understandable because anyone in that situation would feel that way when a stranger behaving in that way. In the four stanzas it says, â€Å"Where does the hand become the wrist? † A rhetorical question makes the reader think and want to answer it. We don’t know at what point his thoughts turned to murder. â€Å"The watershed and then the weight, whatever turns up and tips us over that razor’s edge between something and nothing†, â€Å"razor’s edge† suggests images of bloodshed and he getting annoyed. It introduces an element of danger. In stanza five it says, â€Å"I could of have told him this but didn’t bother†. This suggests that he is going to do but he couldn’t be bothered to tell the stranger about what going to happen to him. It says, â€Å"We run him a bath and held him under† which suggests that he is too angry to care. The reader is shocked and surprised at his cold blooded murderer. It says that â€Å"Dried him off and dressed him and loaded him into the back of the pick-up†. This suggests that they are removing all the evidences that could be there so that’s why they have dried him off and dressed him. They drove without headlights; because they did not want to be seen. In this stanza Enjambment makes it sound like a natural speech and makes a verse from one to ump to another. In this stanza it says, â€Å"We drove to the boundary†, which suggest that he very clever as he does not want to be caught. This makes him clever because he does not want anyone to find any evidence. â€Å"And after my boy had been through his pockets†, this suggests that they searched through his pockets because he does not want be caught and does not want anyone to find any links which connect to him. They dragged him â€Å"like a mattress†, which suggest that they treat him like he nothing and is like a old object which they want to get rid off and were not bothered about it. He did not have any respect and his cold hearted as he drags him like a mattress which means dragging something which is old and you just want to throw it away. It says, â€Å"Across the meadow and on the count of four threw him over the border†, this suggests that he treats him like game and he counts to four and then throws him across the border. The last stanza it says, â€Å"this is not general knowledge, expect in gooseberry season, which reminds me†, this links back to the 1st stanza where it says â€Å"which reminds me†. It says in this stanza, â€Å"Scoop the sorbet into five equal portions, for the hell of it†, he was one of them so they were treating the stranger like a family. But even then he got murdered from them. Last thing mentioned in this stanza, â€Å"I mention this for a good reason†, maybe he was threatening someone. It might suggest that he might do it again.

Economic Intervention by Government

Economic Intervention by Government Free Online Research Papers In todays world there are various kind of entities. Some entities can do no wrong, such as the WHO or greenpeace. They can do whatever they like and still end up smelling of roses. The government, however can evidently do no right. Today, wherever you turn you find some bloke clamoring for less government intervention or more government intervention and generally complaining about how governments have not been this bad since the bad old days of Muhammad Bin Tughlaq. My aim in writing this paper is to present a model of governance through which the debate regarding intervention may perhaps be put to rest. Firstly let us look at what government intervention is and why it can be a problem. The primary task of the government is to form legislation to ensure the external and internal security of its people and propagate an environment where it is possible for any one and every one to self actualize. So, a criminal in jail is not entitled to protest the government intervention. Government intervention refers to an intervention purely in an economic sense which distorts the market for any or all goods by affecting demand, supply, or (more likely) both. The theory of free markets says that if everybody is left to do what they like, sellers will charge whatever price they like and buyers will pay whatever price they like. However for business to ensue they must be brought on to the same page, that is, the same price, a price at which the seller is happy selling and a buyer is happy buying. Then the government crashes the party. A prime example of how the government can intervene in a market is through taxes. If, a tax is levied on a particular good, it becomes more expensive and some people can no longer afford it, so the demand contracts. The sellers are now selling far less than they were initially. This is known as a distortion in the market. Other ways in which government intervention may distort a market is through subsidies, through price regulation, through trade tariffs etc. When there is no government intervention, the role of the government is to just stand around lamely while business is conducted and to help out in case of emergencies, for example the government of the US bailed out major banks during the recession. However, it is entirely possible that some timely intervention by the government may just have nipped the problem in the bud. So, to intervene or not to intervene, that is the question. I believe that the government should exist in the market as a corporate entity. That is, it should be a participant, not a regulator and therefore it can alter the market without distorting it. Here we must note that in all non economic matters the government must continue to function as it does presently, so if you kill someone, you will still go to jail. The government would be like any other large company with multiple diversified interests, such as construction (housing, roadways etc) , banking, power generation, telecom etc. All public sector industries will be opened to up to allow private players free entry and exit. Initially the government will be humungous with its influence extending to more or less every industry in the country. However, like every large corporation the government will face skyrocketing costs and sluggish revenue growth. Why? The government has a very large workforce which is very hard to monitor, and therefore tends to be a tad less productive than it ought to be. This is known as managerial diseconomies. This will prompt the government to externalize as many process’ as it can to try and minimize its technical and managerial diseconomies. This will lead to a lot of collateral growth in these industries. This will allow the government to enforce all its welfare measures without distorting the market. Consider the case of the minimum wage. Earlier this acted like a price floor in the factor market, which was distorting the market. It was also a mammoth failure as hardly anyone complied with the norms. However if the government, as a company was to offer employment at a particular wage rate, all the other companies would be forced to comply, otherwise they would find themselves without an adequately large labour force. The motive of the government will be long term welfare maximization, however it will have to generate at least normal profits. Now, ordinarily normal profits are the factor rewards for the entrepreneur, however in this case these profits are used to pay the dividends to the investors This company like all companies will be run on investment, with one major difference; The government of india as an institution belongs to every citizen of india. Similarly, the government of india as a company also belongs to every citizen of india, that is every citizen is a shareholder, however, it is not compulsory for every citizen to invest their savings, therefore investing in the government does not make you a shareholder, it only entitles you to claim a dividend. Also, the amount that one invests does not determine how much of the government one owns, every citizen has an equal share, however a larger investment will necessarily mean a higher dividend. What this does is, it still maintains the democratic nature of our country, but it incentivises investment. The largest implication of this model is that the citizens now have to pay far lower taxes. The only areas that the government is entitled to fund from tax revenue are defense and law and order. All other industries are now funded by investment. This would make it possible for the government to only tax the higher income groups, or to tax the middle and higher income groups a lot less than they do at present. All the various indirect taxes such as sales tax, vat, excise etc can no longer be levied. This step would make the government far more accountable to the people on a day to day basis. If the government is not performing then their stock price is going to fall massively. This will force the government to shake their malaise in order to compete in the market. It will force the government to be aware of all the corruption in the system to which it would ordinarily turn a blind eye. It will force the government to appoint competent ministers. No more will sick industries be allowed to lumber along for years, if a particular part is not performing the government will have to shape up or ship out, it cant afford to have any non performance. This would force the government to set up large think tanks in order to find solutions to these problems. This would create a large demand for highly educated researchers. The problem with our country is that our government is too complacent. Once elected, they know that for the next five years they don’t have anyone to answer to. The bureaucratic machinery is large and unwieldy and this makes officers at every level corrupt because they feel like they can get away with it. Public sector industries are sick and underperforming.The problem is that there are no consequences that the government has to face for these inefficiencies If the government was to enter the market, the government would be forced to be efficient in order to compete, or they would lag behind. Research Papers on Economic Intervention by GovernmentPETSTEL analysis of IndiaDefinition of Export QuotasQuebec and CanadaThe Effects of Illegal ImmigrationBringing Democracy to AfricaNever Been Kicked Out of a Place This NiceInfluences of Socio-Economic Status of Married MalesAnalysis of Ebay Expanding into AsiaTwilight of the UAWAssess the importance of Nationalism 1815-1850 Europe

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Literature Review On The Hospitality Industry Tourism Essay The hospitality industry is experiencing growth even in times of recession. Between 2004 and 2014, the hospitality industry is expected to add 17 percent in wage and salary employment (U.S. Bureau of Labor Statistics, 2006-07). A growing demand of hospitality workers can be translated into a growing need of hospitality educational programs to adequately prepare the workforce to meet present and future demands in this enormous industry. Programs need to provide an education that improves the employability of the hospitality graduates. However, employability of the future graduates will not increase until and unless they convincingly demonstrate the skills and competencies required in the workplace. In an education program, students develop skills and competencies through courses in various subject areas. In that aspect, the hospitality curriculum needs to prioritize the subject areas according to the perceived importance of the industry practitioners, and this prioritization has to be up-to-date to reflect the changing needs of the industry. Although curriculum of hospitality and tourism programs have been examined in a plethora of research studies, little attention is given to hospitality programs housed in accredited colleges of business. Because of the limitations obligated by the accrediting bodies, important aspects of the curriculum such as course offerings, and credits become restricted to certain extent. As a result, there is a need to evaluate the curriculum of such programs separately from other hospitality and tourism management programs such as the independent ones and those housed in various different colleges. Gursoy and Swanger (2004) investigated the curriculum of a hospitality and tourism management program housed in an accredited college of business. As part of their study, they ranked hospitality subject areas according to the perceptions of hospitality professionals, identified any gaps between the perceptions and the current curriculum and suggested a model of curriculum for hospitality programs in accredited colleges of Business. However, hospitality curriculum needs to be ongoing and relevant to the current industry needs and expectations. Also, the changing nature of the industry calls for recent graduates to reflect the changes and challenges of the industry. Therefore, the purpose of this study is to replicate Gursoy and Swangers (2004) study, and provide an updated ranking of the hospitality subject areas. In addition, the changing needs of the hospitality industry is highlighted through a comparison of their 2004 ranking with the current ranking of hospitality subject areas a ccording to hospitality professionals perceptions. As such, likely changes to the 2004 curriculum model are suggested based on the findings of this study. The specific research questions that will be answered through this study are: What are the current perceptions of industry professionals regarding the importance of course subject areas? Are there any significant changes in the perceptions of industry professionals in the last five years? Are there any gaps between the industry needs within the changing operational environment and the current hospitality curriculum? Literature Review Hospitality students have often been criticized for having unrealistic expectations of the types of responsibilities they may be given and consequently the types of skills they will be expected to exercise on entering the hospitality industry (Purcell and Quinn, 1996). At the same time, the industry often discounted a students formal qualifications on the grounds of lack of experience and frequently we hear the complaint that students are overqualified but under experienced for even entry level management positions (Raybould Wilkins, 2005). In order to bridge this gap, the hospitality programs underwent several changes in its content, focus, and structure. In 1996, Formica published a study of tourism and hospitality education in Europe and America that examined programs and future trends. In his study, he argued that there was an international movement that supported the emancipation of hospitality education from its vocational base to an academic field of inquiry. Formicas claim was later supported by Morrison and OMahony (2003) in their case study regarding the liberation of hospitality management education. Rappole (2000) stated that programs have shifted from a home-economics focus towards a business-related one and Chathoth and Sharma (2007) noted this as the likely reason behind the change in curricular structure of hospitality programs in the United States. Most programs in the 1980s and early 1990s were geared towards developing the operational skills of the students, but during the past decade, universities were focusing on both operational and management-related courses as part of the curriculum (Chathoth Sharma 2007; Rappo le, 2000).   Developing a hospitality curriculum broadly involve three major components: substantive knowledge, skills, and values (Dopson and Tas, 2004). While operational issues such as working knowledge of hospitality services were important (Kay and Russette 2000), managerial and behavioral issues such as managerial skills were often considered to be more important (Okeiyi, Finely and Postel 1994).  Thus, the hospitality curriculum should not only teach the students in crucial operational skills but also facilitate them to learn and demonstrate the art of management.   To accomplish this purpose, it was necessary to incorporate the perspectives of the industry professionals into the hospitality curriculum. This was basically achieved in two ways. First, regular industry professionals were invited to visit classrooms as guest lecturers and industry experts, or to participate in executive education programs, as part of the curriculum review process (Lefever Withiam, 1998). Second, comp etency models were devised through which industry practitioners ranked the competencies and content areas most important in the workplace. Educators then made a strong note of these important competencies, and likewise incorporated them into the curriculum. In the course of time, a wide number of studies were undertaken regarding identifying and ranking competencies of hospitality graduates. One of the first competency based studies in hospitality was undertaken by Buergermeister (1983) where he found human relation skills and attitudes to be a very important area for hospitality graduates. Among others, Tas (1988) put forward a hospitality curriculum by identifying 36 skills college graduates expected to possess from surveying general managers of 75 hotels. While, most competency based studies in hospitality management focused solely on the perceptions of the hospitality industry practitioners (Ashley et al. 1995; Breiter and Clements, 1996; Kriegl, 2000) a few incorporated the perspectives of educators along with the industry practitioners (Su et al. 1997; Tsai et al. 2006) and a few even added the perspectives of students to the group (Enz et al. 1993; Okeiyi et al.1994). Among the studies from the industrys perspective, the majority focused on either the hotel industry itself (Tas 1988; Siu 1998; Kay and Russette, 2000; Tesone and Ricci, 2006) or the overall hospitality industry (Ashley et al. 1995; Breiter and Clements, 1996), with a few focusing solely on other sectors such as the food service sector (Horng Lu, 2006; Okeiyi et al. 1994). Notable works in the competency-based approach include Chung-Herrera, Enz, and Lankaus (2003) presentation of an industry specific and future based leadership competency model. In their study, they identified and ranked 99 key hospitality work related competencies. In another case, Nelson and Dopson (2001) compared hotel managers, human resource specialists, and hospitality alumnis perceptions of competencies necessary for success in the hospitality field. Eventually, Dopson and Nelson (2003) ranked 37 course content areas using the same three groups, and found several differences in their perceived importance of those course content areas. Competency models were developed as a descriptive tool to identify, categorize and summarize competencies that might be relevant to perform a specific job effectively in an organization (Chung-Herrera et al., 2003). However, these competency models are often broad and generic in nature and lacks emphasis on specific hospitality skills. Employers, who generally do not want narrowly trained graduates, recognize the importance of generic competencies (Harvey, et. al., 1997). Raybould and Wilkins (2005) integrated a generic skill framework to rank important skill areas of hospitality graduates from both employers and students perspectives. However, the nature of hospitality workplace, demands mastery of both generic skill sets and hospitality specific skill sets. In that aspect, taking into account hospitality subject areas, and course content areas, provides an extensive representation of the skills and knowledge graduates will require at the workplace. Chung (2000) laid out an effective plan for reforming the hotel management curriculum of Korean universities based on required competencies of hotel employees and career success in the hotel industry. Their study found significant relationships between competencies required of hotel employees and hotel management courses of universities, between competencies required of hotel employees and career success in the hotel industry, between hotel management courses of universities and career success in the hotel industry, and last but not the least between hotel management courses of universities and their contribution to career development in the hotel industry. While this method might be easier for the industry practitioners to identify with, it might be difficult for educators to reform a programs curriculum based on such models because of the broad and diverse nature of such competencies. Since, there is a significant relationship between competencies required of hotel employees and ho tel management courses of universities, in this regard, it makes more sense if the industry practitioners rank the actual subject areas and course content areas offered in the curriculum. However, the subject areas and course content areas in the hospitality program might be difficult for industry practitioners to identify with especially if they are not graduates of hospitality programs. In this regard, the concerned school has to rank the subject areas from the perspectives of their own alumni, who are now established hospitality industry professionals so that they can easily identify the subject areas and relate them to their skill requirements in the workplace. Keeping the hospitality curricula rigorous, relevant, and current to the industry trends seems to be a clear concern of the hospitality practitioners. According to Dopson and Tas (2004) the biggest challenge for hospitality educators today is to determine clear objectives for the curriculum that takes care of the constantly changing needs of the industry. In that aspect, it is of utmost importance to close the gap between what is taught to students and what the industry expects of the students being hired (Dopsan and Tas 2004; Okeyi et al. 1994). Therefore, in addition to being an industry and faculty driven process, curriculum development needs to incorporate the changing needs of the industry, and foster innovation. In short, the process needs to be ongoing (Dopson and Tas, 2004). Methods The purpose of this study was to identify hospitality subject areas and rank them according to the perceptions of hospitality industry professionals. In addition the current perceptions of industry professionals regarding hospitality subject areas were to be compared to their perceptions five years ago to reflect the changing requirements of the industry. For gathering data from industry professionals, the same survey instrument developed using a four-step process by Gursoy and Swanger (2004) was used. The four steps included conducting a series of focus groups, developing the survey instrument to systematically measure the perceived importance of the course subject areas by industry and to investigate the gaps between hospitality curriculum and industry needs based on the findings of the focus groups, pre-testing the instrument on a sample of industry professionals using an on-line survey method and last but not the least revising and finalizing the instruments based on the pre-test results. Based on the feedback received by Gursoy and Swanger (2004) from their respondents, the survey instrument was modified in 2009. For the purpose of comparison only the common subject areas between the 2004 and 2009 surveys were retained. The final instrument was employed to collect data on hospitality industry professionals perceptions of the importance of the course subject areas. Development of the Survey Instrument The procedures recommended by Churchill (1979) and DeVellis (1991) were followed for developing the survey instrument. Initially, an item pool containing a total of 39 subject matter variables were developed or identified from the literature, current hospitality curriculum, and from a series of five focus groups conducted with the advisory board members, restaurant executives, hotel executives, university alumni, and hospitality educators. The content validity of the items that were identified from the focus groups and from the literature was assessed by ten faculty members. The faculty members feedback on content and understandability was gathered based on which the items were modified to enhance their clarity, readability, and content validity. Based on the same process any redundancy in the scale items was removed to improve the proposed scale. After the content validity check, it was pre-tested using an on-line survey method involving 50 industry professionals. The survey instrument was modified one last time based on the pre-test. Each variable was measured using a 5-point Likert scale (5=extremely important, 1= not important at all) as to their importance for success in the hospitality industry. The final version of the 2004 survey instrument consisted of four parts 40 subject matter variables, 128 course content variables, demographic information, and information regarding the performance of the company the respondent was part of. For this study, only the part that deals with the subject areas and demographic information are considered. In 2009 some changes were made based on the feedback received from the participants of Gursoy and Swangers 2004 study REPEAT. While the 2004 survey dealt with 40 subject areas, the 2009 one had only 33. 11 subject areas were removed from the 2004 survey, while 4 subject matters were added based on the received feedback, in the 2009 survey. The subject areas that were taken out of the 2009 survey instrume nt are: Fundamentals of Cooking, Math, Accounting, Economics for Decision Making, Tourism, Gaming/Casino Operation, Distribution Channels, Secondary Revenue Management, Beverage Management, Destination Management, and Dining Room Service Management. The subject areas that were added to the 2009 study are: International Tourism, Public Relations, Convention and Meeting Planning, and Food and Beverage Management. For the comparison, the 29 common areas between the 2009 and 2004 surveys were considered. Data Collection A self-administered survey questionnaire was mailed to the selected sample of industry professionals. An individually signed cover letter containing the name and address of the respondent was included with each questionnaire, along with a self-addressed, stamped envelope. A reminder was sent after 3 weeks, to increase the number of responses. Data Analysis Descriptive Analysis was undertaken to rank the means of the respective variables from the survey. Independent samples t-tests were carried out to compare the 2009 rankings to the 2004 ones. All the data analysis was performed in Statistical Package for the Social Sciences (SPSS) version 18. Results The survey was sent to a total of 2340 target participants. 369 responses were returned, resulting in an acceptable response rate of 15.8%. Profile of the Respondents: The demographic characteristics of gender, present position and company, education level, ethnicity, type of property, and size of the property were included in this study in an effort to provide a descriptive profile of the survey respondents. Gender: The survey asked the participants to indicate their gender (male or female). Out of 369, 358 respondents indicated their gender. The number of male respondents was 177 (49.4%) while female respondents were 179 (50.6%). Present Position/Name of Company: Over 180 different companies were represented in the study. Regarding present work positions, the respondents provided more than 200 different positions or titles, which were grouped into 15 categories based on their similarities. Some of the dominating categories included Sales/Marketing with 42 responses (11.4%), Finance/Accounting with 29 (7.9%), General Manager and Human Resource each with 28 (7.6%), Chairman/President/CEO/CFO/COO and Business Owners each with 16 (4.3%), Educator/Teacher/Trainer with 13 (3.5%), Other Managers (restaurant, FB, convention, events, store, regional, training, guest services, other departments) with 43 (11.7%), and Retired/Unemployed with 26 (7.1%). Besides these major categories, there was an Other category for the grouping of many positions that were listed less than 3 times and did not readily fit into another group, such as Attorney. Education Level: Out of 355 individuals who provided education level information, 298 indicated they have a bachelors degree (80.8%); 38 have a graduate degree (10.3%); 17 did some graduate level work (4.6%); 1 individual was a high school graduate (1.6%), and 1 person indicated other (1.6%). Ethnicity: Of the 352 respondents who indicated their ethnicity, 328 (93.2%), circled Caucasian/White; 10 (2.8%) circled Asian American/Pacific Islander; 8 (2.3%) circled Hispanic/Latino; 3 selected Black/African American; 1 (0.3%) circled American Indian/Alaska Native; and 2 (.6%) circled other. Size of Property: For lodging properties information regarding the number of rooms in the hotel was collected and for restaurants, number of seats information was gathered. If respondents worked in neither a lodging property nor a restaurant, they were asked to provide size information using other appropriate measures. Of the 195 individuals who responded to the survey, 92 provided the number of rooms information, 34 provided the number of seats information, and 69 provided the size information by reporting other measures such as total revenue, number of employees, square footage, and others. Of the 92 managers who provided the number of rooms, 2 (2.2%) indicated the property had less than 75 rooms, 17 (18.5%) indicated the property had 75 to 149 rooms, 18 (19.6%) had 150 to 299 rooms, 29 (31.5%) had 300 to 500 rooms, and 26 (28.3%) indicated the property had more than 500 rooms. Most of the individuals who reported managing more than 500 rooms were regional managers, vice presidents, or presidents and CEOs of hotel corporations. Of the 34 managers who provided number of seats information, 6 (17.6%) indicated the restaurant had less than 100 seats, 13 (38.2%) indicated the restaurant had 100 to 199 seats, 8 (23.5%) had 200 to 300 seats, and 7 (20.6%) indicated the restaurant had more than 300 seats. A good number of the individuals who reported managing more than 300 seats were regional managers, vice presidents, or presidents and CEOs of restaurant corporations. Due to the diverse array of survey respondents, a great many different types of responses were received regarding measure of size. Thus, among the 69 respondents who chose, other in the measure of size category, measures such as square footage of convention/conference/meeting/banquet space, number of restaurants/stores/units, number of employees, number of hotels, amount of revenue generated, number of locations, number of accounts, and various others. In addition some respondents provided multiple measures of size. Type of Property: 188 responses were recorded regarding the type of property the respondents were affiliated with. Of those, 99 (52.7%) selected lodging, 27 (14.4%) circled restaurants, 16 (8.5%) indicated managed services, and 39 (20.8%) selected other types which included vending, marketing/advertising, airlines, associations, distribution/suppliers, cruise lines casinos, clubs retail/convenience stores, cruise lines, health care, real estate/property development, banking/finance, and consulting. Type of Ownership: In the Type of Ownership category 225 responses were recorded. Of them, 124 (55.1) properties were company owned, 68 (30.2%) were independently owned, and 33 (14.7%) were franchised. Ranking and Comparison Results The 33 course subject areas were ranked in the order of importance by the industry professionals. The ranking is provided in table 1. The top ten subject areas are Leadership, Internships/industry experience, Preparation for Industry Employment, Ethics, Overview of the Hospitality Industry, Revenue/Asset Management, Hospitality Management and Organization, Hospitality Operations Analysis, Foodservice Operations and Controls, Computer/Information Technology. The results were compared to Gursoy and Swangers 2004 survey results. Results show that 10 out of 29 hospitality subject areas Hospitality Management and Organization, Principles of Marketing, Hospitality Marketing Strategy, Hospitality Operations Analysis, Ethics, Strategic Management, Service Management, Revenue/Asset Management, Study Abroad, and Innovation and Product Development are significantly different compared to the 2004 rankings. Discussion A look at the two ranking tables (2004 and 2009) reveal that highly important subject areas which were quite consistent in their perceived importance among industry practitioners include leadership, Internships/industry experience, Preparation for Industry Employment, Overview of Hospitality Industry, Foodservice Operations and Controls, and Computer/Information Technology. Leadership, the highest rated subject area, especially has been rated as one of the most important skills deemed of hospitality graduates a number of times in hospitality literature (Okeiyi et al. 1994; Breiter and Clements, 1996; Siu 1998; Kay and Russette, 2000; Kriegl 2000; Nelson and Dopson, 2001). There were some major changes in the rankings over a period of 5 years. The ranking of Ethics went down from 1 to 4, service management from 10 to 18, Principles of Marketing from 12 to 19, and Hospitality Marketing Strategy from 14 to 20. On the other hand, Revenue/Asset Management went up 14 places to number 6, and Finance from number 18 to 13. Finance, accounting, and related skills were recognized as very important by hospitality employers in various studies (Getty et al., 1991; Umbriet, 1992; Ashley et al. 1995; Nelson Dopson, 2001; Agut et al. 2003) in the past. In that aspect, this improvement in ranking of finance and related areas is consistent with past literature. As mentioned before, t-tests revealed significant differences in means between 2009 rankings and 2004 rankings in 10 out of the 29 subject areas. 8 of those 10 subject areas had significantly higher means in 2004 compared to 2009. These areas include Hospitality Management and Organization, Principles of Marketing, Hospitality Marketing Strategy, Hospitality Operations Analysis, Ethics, Strategic Management, Service Management, and Innovation and Product Development. Ethics, especially, showed a very significantly high decrease in means (t (670.079) = -5.116, p = .000). Time and again, ethics has been recognized as the most important skill in the hospitality workplace (Enz et al., 1993; Nelson Dopson, 2001; Gursoy Swanger, 2004). This significant decrease in the ranking of ethics shows that it is not quite deemed as important in the hospitality workplace as it used to be. This decrease in importance can be accounted to two reasons. Firstly, following the wake of Enron, WorldCom, an d Adelphia corporate scandals that shook the business community in early years of this new millennium, audit firms were increasingly putting a lot of emphasis on having stringent audit practices. Consequently, businesses all over the world were paying special attention to preventing corporate fraud through promoting ethical practices within the organization. This has increased the demand for ethics, as a top level competency/skill/subject area deemed of recent graduates in the workplace during the time period of Gursoy and Swangers (2004) study. However, the increased emphasis coming out of the shock the business community received from the corporate scandals has faded away a little as time went by. Moreover, business schools all over the world have been producing much better graduates reflecting ethical preparedness in response to those corporate scandals and the increased pressure from the business community. This can be demonstrated by the increased importance on ethics posed by universities in response to industry pressure. MBA programs that require students to take a course dedicated to business and society issues have increased dramatically over time: 34% in 2001 to 63% in 2007, and to 69% in 2009 (Aspen Institute CBE, 2010). In the accreditation standards of AACSB, formulated in 2003, an increased emphasis on ethics was made, and schools were mandated to integrate ethics across the curriculum to meet the accreditation standards, although there was no requirement of a standalone ethics course in the curriculum (Swanson, Fisher, 2009). Having received better prepared graduates, it can be argued that the business community no longer rate ethics as important as it rated in 2004 because they are more content now compared to six years ago. Secondly, the prolonged economic downturn has caused the business community to put more weight on other skills/subject areas. Consequently, this shifted the importance on other areas such as leadership and financial competencies, which diminished the relative importance of ethics. Also, in the beginning years of the economic downturn, firms were under shock, and had to operate under strict financial conditions prompting them to avoid any unnecessary lawsuits which might cause them to be ultra protective. Thus, they were in need of better ethically prepared employees, which are reflected in the 2004 rankings. Moving away from ethics, marketing related subject areas were also rated significantly less important in 2009 compared to 2004. 11.4% of the 2009 respondents were associated with Sales/Marketing compared to 8.9% in 2004. In this regard, it was expected that the ranking of marketing related subject areas would improve, but the results are contrasting indicating that the importance of marketing related subject have indeed gone down. According to IBISWorld industry reports, the overall lodging industry showed positive growth in revenue from 2004 to 2007. However, the report also showed huge decrease in revenue growth in 2008 and 2009. Especially in 2009, revenue decreased by as much as 9.4% for hotel and motel industry, consistent with the projections made in 2008 (IBISWorld, 2010a). This decrease in growth has caused the hospitality industry to be ultra-protective of their expenses. As a result, there has been a decrease in the importance of marketing oriented subject areas, which acco unts for a good chunk of costs in hospitality industry. The same reason can be cited for the significant decrease in hospitality operations subject area. A better argument can be presented from the employment perspective. Because of the sudden economic downturn in the lodging industry, it can be argued that firms have reduced their hiring practices in areas that greatly add to the cost of the hotels such as marketing, operations, and innovations and product development. Same holds true for managerial level positions, which accounts for the decrease in the perceived importance of subject areas such as service management, strategic management, and management and organization. However, reflected in our analysis, it can be pointed out that firms are looking for leaders, who can think out of the box, and bail them out of the financial crisis, which accounts for the high perceived rating of leadership subject area. Especially, it can be argued that hospitality firms are looking for employ ees who can lead from the front and make their decisions, instead of relying on other people such as the managers. Thus, it can be argued that, hospitality firms are trying to cut down the costs of employing specialized managers by trying to promote leadership qualities on their regular employees. The subject areas that showed significantly higher means in 2009 compared to 2004 include Revenue/Asset Management and Study Abroad, which were both highly significant (p Suggested Curriculum Model Gursoy and Swanger (2004) suggested an industry driven model of a hospitality curriculum for programs housed in accredited college of business. Based on our study, some suggestions and improvements are offered to make the semester-based model more rigorous, relevant, and up-to-date. The model of hospitality curriculum was developed based on three different components: business core requirements, hospitality core requirements, and hospitality electives incorporating the ranked subject matter by hospitality industry professionals. Based on the limitations regarding number of credits in the hospitality program and on the suggestions from the focus groups and advisory boards, some subject areas, such as ethics and leadership, were embedded throughout the curriculum. The curriculum model did not embed those subject matters in the business cores and in the general education cores as business core and general education core classes were outside the hospitality programs locus of control. The Senior-level hospitality capstone course integrated all curriculum areas in the program. Subject matters with a mean ranking of 2.0 or lower were suggested to be part of elective courses and were recommended for Sophomore or Junior level. Like the 2004 model, learning a second lang uage (M = 1.76) and studying abroad (M = 1.50) were not deemed essential for success in the industry by the professionals surveyed and hence were not included in the model. Similarly, Entrepreneurship (M = 2.34) and Real Estate/Property Development (M = 1.61) courses, which were thought to be as part of other electives under a different department or program in business, were kept outside the curriculum model. For the 2009 model, electives such as Destination Manag

Rural-Urban Inequality in Contemporary China Essay -- impact of PRC Hok

Introduction -- The Summary of the Reading Materials: 　　The PRC hukou system, whose formal name is â€Å"huji† system, institutionally divides and organizes the Chinese people. To fully appreciate the significance of the hukou system, however, is not easy, even though many, especially those who have lived under the system, can vividly and endlessly attest its mighty presence. For it extensively and powerfully affects almost every aspect of the Chinese society and way of life. In this process, the hukou system tends to generate multifaceted, sometimes even contradictory and conflicting effects on China’s politics, economy, and social life.In politics,the PRC hukou system established stability, authoritarianism, and Elite Class. In economics, the hukou system has allowed the PRC to circumvent the Lewis Transition (also known as Lewis turning point, made in 1968 by Lewis, describes with the growth of rural economic , cheap labor after being fully absorbed, their wages will rise significantly. Lewis displayed wit h this theory of industrialization and urbanization are the best means to combat rural poverty) and hence to enjoy rapid economic growth and technological sophistication in a dual economy with the existence of massive surplus labor, however, the hukou system has created tremendous irrationalities, imbalances, and waste in the Chinese economy and barriers to further development of the Chinese market. At the same time, the PRC hukou system has generated a regionally uneven development and spatial inequality, such as the capita income gap, legal minimum wages, the amount of Welfare Pay. The PRC hukou system made a horizontal stratification in social life: Chinese culture, social stratification, and social norms and values have all d... ... new resources to finally overcome the wide cleavage between rural and urban that has characterized Chinese society since the 1950s, only a sketchy overview pf some the initiatives will be presented. 　　 Conclusion 　　Unlike population registration systems in many other countries, the PRC hukou system was designed not merely to provide population statistics and identify personal status, but also directly to regulate population distribution and serve many other important objectives desired by the state. In fact, the hukou system is one of the major tools of social control employed by the state. Its functions go far beyond simply controlling population mobility. Through nearly fifty-year’s development, the PRC hukou system constituted rural-urban inequality in contemporary China, which has been bringing profound influences on Chinese politics, economics, and social life.