Why I Was Qualified For The Position - 855 Words

Prior to this assignment I have always been preoccupied with concerns over what variety of technical questions I was going to asked. In my mind the entire purpose of the interview was to determine whether I was qualified for the position. I have come to understand that an interview is a two way discussion. When it comes time for the position and salary negotiations the steps I used to prepare are the same I would use to enter an agreement on the sale of a product or service; the difference here is that I am the product. To get started on my portion of the negotiation I listed out my best possible scenario was. For me I was looking to get $50,000, late starts, 3 weeks of vacation time, and the woman of my dreams. Understanding this was the least likely of all scenarios I then created a list of the worst possible outcome. While it may seem that the obvious worst outcome would be no offer in preparing I realized that this was not a good metric to use in my negotiation.To determine what I wanted I decided that experience was worth more than money, but that I requred vacation time, and insurance. Going into the negotiation I decided that any range between $27,000-$40,000 would be acceptable because experience at this point was the most valuable. Part of negotiation is trying to understand what the other party is looking for. In this case I can understand that the organization is looking for the highest quality candidate, at a fair wage, and to have them be up to speed in theShow MoreRelatedA Case Study 7.2 Karla, African American Salesperson And Case Study Study 7.3 Karla1097 Words   |  5 PagesIdentify surface problems, Step 2: Ask Why-Why to get root problem, Step 3: Generate solutions, and Step 4: Take action or make recommendations. Provide solid support for those recommendations. The Case Study 7.2 Karla, African American Salesperson Step 1: Identify surface problems The treatment of Karla by her coworkers is the main surface problem because she seemed to be avoided by her coworkers who do not invite her to social gatherings after work. I assume that she is not treated as a â€Å"socialRead MoreAffirmative Action On The Workplace1422 Words   |  6 Pagesemployees. Affirmative action was designed to eliminate any discrimination among qualified employees that were competing for a job. However, in recent years it has backfired and created an entirely new discrimination. This problem arises when companies are told to meet a certain quota for each different race and gender no matter what the circumstances. Now do we as future managers want to be hiring under qualified employees for the sake of meeting a quota? Most people I think would agree with me andRead MoreBusiness Ethics 301 Essay927 Words   |  4 Pagesbetter qualified candidates who are not disabled veterans? 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Especially, in employment more qualified women applicants are hired solely in the fact that they are members of a minority group. The Women’s Movement has fought for the equality of women and I intend to show that affirmative action in today’s society. Affirmative action was first put into use during the 1960s under John F. Kennedy. The Civil Rights movement of 1964 emphasized the program. 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Motivation in Hospitality Free Essays

E XECUTIVE WHITE PA P E R A new study on employee motivation and performance lays the groundwork for creation of the SITE Foundation Motivation Index . MOTIVATION In The Hospitality Industry Introduction About the Research The CANE Model Implications for Employers About the Researchers Where to Get the Study INTRODUCTION E mployee turnover within the U. S. We will write a custom essay sample on Motivation in Hospitality or any similar topic only for you Order Now fast-food and hotel industries costs those industries in the neighborhood of $140 billion annually. In more bite-sized terms, it will cost roughly 100% to 200% of an employee’s base salar y to recruit and train a replacement. Although the turnover rate for these ndustries hovers between 78. 3 percent and 95. 4 percent on a national basis, some fast-food restaurants and hotels experience much lower rates, and have significantly greater success retaining employees. Overall, higher levels of motivation and motivated performance translate into a 53 percent reduction in worker turnover. It is generally understood that employment in these industries is often considered to be temporar y, or stop-gap employment, with workers leaving eventually for what they will consider â€Å"greener pastures. † And certainly, different economics are at work depending on the region, the type of establishment, etc. However, turnover rates also vary within the same economies, the same chains, the same cities, and the same regions. All things being equal, then, what accounts for the differences in turnover rates? And more importantly, what can managers do to reduce turnover at their properties? The Site Foundation is seeking to answer those questions by studying employee motivation and performance in the fast- food and hotel industries. The study – Motivation in the Hospitality Industry – measures key indices of motivated behavior using the widely recognized CANE (Commitment And Necessary Effort) Model of Motivation. The following describes key findings from research to date and offers methods managers can use to reduce turnover in their fast-food or hotel operations. About The Research Hotel and fast-food employees from twenty-two job sites located in the Orlando, Florida area were surveyed in October Published by: T he SITE Foundation Copyright 2004. All Rights Reser ved. This paper is an edited version of a full report by the same name written by Steven J. Condly, Ph. D. , Educational Studies Dept. , College of Education, University of Central Florida, and Robin DiPietro, Ph. D. , Rosen School of Hospitality Management, University of Central Florida. EXECUTIVE WHITE PA P E R Employment in these industries is often considered to be temporary, or stop-gap employment, with workers leaving eventually. 2003. All told, 545 responses were received. Mid-scale hotels contributed 14. 9 percent of the responses; fast-food restaurants contributed 85. 1 percent. A follow-up phase conducted in February 2004 surveyed the same job sites. The survey instrument was modeled after the CANE Model (Richard Clark, 1998). The CANE Model helps us to understand the various aspects of why people are motivated to perform a specific task. The CANE Model The following chart illustrates the dynamics at work in the CANE Model. It is followed by an explanation of the ten predictor variables and questions in which the employee might express the effect of the variable on his or her behavior. (Commitment And Necessary Effort) Perceptions of Capability Self-Efficacy Agency Self-Efficacy 2 Effort Affect x Emotion Mood Task Value x Goal Commitment Importance Interest Utility Choice Persistence IMPLICATIONS FOR EMPLOYERS Simply put, the study demonstrates that certain behaviors have various impacts on turnover in various ways, and these differences suggest strategies employers ight use to reduce turnover. These include: T urnover is less when employees have a high level of value for their work. These employees persist more than colleagues who report low levels of value. Employers can help employees value their work through consistent praise, recognition, and special incentives. T urnover is less at work sites where employees feel supported by the organization. Organizations can increase the level of support their employees feel by listening more, understanding employee issues, and taking action accordingly. Employees who feel better about their jobs persist more, exert more ffort, and are less likely to leave. EXECUTIVE WHITE PA P E R THE CANE MODEL Ten predictor variables identified by the CANE Model guided the investigation of the hospitality industry. These included: self-efficacy, agency, emotion, mood, importance, interest, utility, choice, persistence, and effort. Self-Efficacy The belief that one can organize and execute courses of action to obtain desired goals (Bandura, 1997). Can I Do This? Do I Have What It Takes? Agency The belief that you will be supported in doing a task or allowed to perform the task in accordance with your goals. W ill I Be Permitted To Do This and Be Supported? Can I Do This Under These Circumstances/Conditions? Emotion Negative emotions produce avoidance behaviors (tardiness, inattentiveness, job abandonment); positive emotions energize (choosing a task, staying longer on a task, etc. ) How Do I Feel About This Task Or Job? Mood Moods bias people’s thoughts, not their actions. How Am I Feeling In General? Importance People tend to commit to tasks when they identify with the task. Is This Task â€Å"Me†? Interest People can commit themselves to tasks even when the only thing they get out of it is pleasure from doing the task. Do I Like This? Utility Willingness to perform A to secure B. Task utility is often the most powerful motivator. If the answer to the question at the right is â€Å"nothing,† people are unlikely to commit to the task. What’s In It For Me? Choice Buy-in or the first step. This is that actual goal that people have selected; it differs from intention in that it involves some sort of action or response and not mere thought or words (Kuhl, 1986). Do I Agree With This? Persistence Continued choice in the face of obstacles. When people persist, they generally succeed. Can I Continue To Do This? Effort An energy-based behavior involving actual thinking rather than rote performance. When people exert effort, they increase the likelihood of succeeding in a task. Is It Worth The Effort? Older employees tend to be more motivated, persistent, exert a greater effort, and are less likely to leave in the face of difficulties. Salaried employees are more motivated than hourly employees. Women are more likely to say their work is more interesting, more important, and more useful; however, turnover for women is higher than men. When employees feel they cannot perform certain tasks, managers should reduce the size of complexity of the task into smaller â€Å"chunks. † This helps the employee to build self-efficacy. Employees who perceive their work conditions to be unfair and/or unreliable need evidence that the system is there to help them be effective. If negative perceptions are cor rect, management should rectify them. Conclusion: When tasks are being avoided or devalued, a carefully targeted incentive system can solve the problem in both the short- and long-terms. About the Researchers This summary of a SITE study is an edited version of a full report by the same name written by Steven J. Condly, Ph. D. , Educational Studies Dept. , College of Education, University of Central Florida, and Robin DiPietro, Ph. D. Rosen School of Hospitality Management, University of Central Florida. WHERE TO GET THE STUDY For copies, contact The SITE Foundation: Frank J. Katusak, Executive Director 304 Park Avenue South 11th Floor New York, NY 10010 212-590-2518 f. katusak@sitefoundation. org; www. sitefoundation. org 3 WE’VE COME A LONG WAY SINCE THE CARROT Give Sales Force Motivation the Attention i t Deserves Improve sales representa- Improve team field force per- tive performance an average of formance by up to 45% with a 22% with a carefully designed, properly structured incentive implemented and monitored program incentive program Ninety-two percent of sales Q uota-based incentive pro- representatives surveyed indi- grams are proven to yield the cated they achieved their goals greatest results because of incentive programs Your Program Costs Can Be Based on Results and Payable Upon Success Research Shows Why Certain Incentive Programs Work While Others Don’t Get a free summary of the research, â€Å"Incentives, Motivation and Workplace Performance: Research Best Practices,† conducted by the International Society of Performance Improvement, 2002. Contact Frank Katusak at 212-590-2518 or f. katusak@sitefoundation. org. The complete study is available for $50. How to cite Motivation in Hospitality, Papers

Association Between PA And BMI On Teenagers †MyAssignmenthelp.com

Question: Discuss about the Association Between PA And BMI On Teenagers. Answer: Introduction According to a study there has been an increase in obesity and overweight people in developed countries of the world (1). The increase in obesity is related to hypertension, diabetes, increase in depression, decrease in the quality of life as well as decrease in self-esteem of the people. Physical activity has been found to be an effective mechanism in weight control strategies. Besides decreasing the weight of the practitioner, physical activity has also been found to be effective in controlling type 2 diabetes, cardiovascular diseases and some forms of cancer. Studies suggest that high BMI contributes to the majority of the diseases in Australia (2). Higher levels of BMI has been found to be related to numerous diseases. A higher or lower level of BMI reflects disproportionate use of energy intake and expenditure. Longitudinal studies have found that women who carry out regular physical activity have a healthy BMI. Besides there is also a decrease in obesity of the women who maintain regular physical activity. The study suggested that 150 to 300 minutes of regular moderate intensity physical activity to obtain most advantageous health benefits. Research Question Is there any association between Physical Activity and BMI of teenagers? Statement of the Problem The study is to explore the effect of varied physical activities like swim freestyle for 30 min and run outdoor for 1km on the BMI of a teenager. Objective of the study To determine the effect of Physical Activity on the BMI of a teenager. Operational Definition Teenage : of or relating to the time in a person's life between the ages of 13 and 19 inclusive. https://www.thefreedictionary.com/teenage Physical Activity : According to WHO the cardio respiratory fitness of a person depends on the level of physical activity of the person (3). A person can achieve a higher level of physical fitness with exercise. Moreover, the muscular strength of an individual increases with levels of physical activity. The benefits of physical activity are less adiposity and increased bone mineral density. Physical inactivity has been found to be fourth major cause for mortality. WHO recommends 300 minutes of moderate or 150 minutes of vigorous intensity exercise. Aerobic exercises have been found to be the best form of physical activity. Physical activity performed more than 3 times in a week strengthens muscles and bones. It has also been found that regular physical activity is helpful in the prevention of Non-communicable diseases. BMI : The BMI of a person is the ratio of weight in kilograms to the square of the height in meters (4). It is generally used as a measure of the obesity of a body. The higher the BMI the more obese a person is. Thus it can be assumed that a person with high BMI is physically inactive. Methods For the present study teenage adults were selected from the islands. Non random sampling procedure was selected for the study. Teenagers who regularly run for 1km or swim freestyle for 30 minutes regularly were selected as part of the study. Teenagers who were willing to participate in the study were approached to be a part of the study. The age group of interest were teenagers of the township. The residents of the town were reached through online surveys. A minimum sample of 40 was taken as ideal. The teenagers were divided into two groups. One of the groups had those teenagers who regularly run for 1km. The other group contained teenagers who regularly swim for 30 minutes. The height and weight of the teenagers were taken. Thus the BMI of the teenagers were calculated. The variables and their measure: Variable Name Type Role Level Codes Measure Name Nominal Explanatory Name Self-Report Age Continuous Explanatory Years Self-Report Gender Nominal Explanatory Male / Female Self-Report Height Continuous Explanatory Meters Self-Report Weight Continuous Explanatory Kg Self-Report Physical Activity Categorical Explanatory Categorical Self-Report BMI Continuous Explanatory Kg/ m2 Calculated Procedure For the present research 5-6 questions were used. The consent of the teenagers was taken to be part of the study. A pilot study was taken to check for the time to be consumed for the cost of the study as well as effectiveness of the study. The age and gender of the participants was taken into consideration. The participants were divided on the basis of the physical activity the teenagers participate in regularly. The height and weight of the teenagers was measured. The BMI of the teenagers was calculated. Sample Size A minimum sample size of 40 from the island was taken as ideal. The teenagers was grouped on the basis of the regular physical activity - Runs Outdoor 1Km or Swim Freestyle for 30mins the teenagers undertake. Hypothesis Null Hypothesis: There is no difference in BMI for teenagers taking different Physical Activity. Alternate Hypothesis: There is difference in BMI for teenagers taking different Physical Activity. Tools of Data A spreadsheet was used to collect the data. The data can be grouped into basically two broad divisions Socio demographic profile of the teenagers Name, Age, Gender and House Number of the participants. Variables Height, Weight and Physical Activity. Data Collection The data was collected from the island. Ethical considerations The teenagers were required to provide written consent for the participation in the research. Results: Descriptive Statistics For the present research two different physical activities was considered. The physical activities being considered were Runs Outdoor 1Km and Swim Freestyle for 30mins. Analysis of the data showed that there were 20 teenagers who run outdoor 1 km regularly while there were 29 teenagers who swim for 30 minutes regularly. The average BMI of Swimmers (22.22 kg/m2) was higher than those of runners (20.74kg/m2). The standard deviation in the BMI of swimmers (2.65 kg/m2) was found to be higher than those of swimmers (3.06 kg/m2). The minimum BMI was lower for swimmers (15.33 kg/m2) as compared to those of Runners (16.65 kg/m2). The maximum BMI was lower for runners (27.68 kg/m2) as compared to those of swimmers (27.79 kg/m2). Moreover, the BMI of 50% of those who run for 1km outdoor was less than 20.11 kg/m2. In addition, the BMI of 50% of swim freestyle for 30 mins was less than 22.42 kg/m2. Further the analysis of the data shows those who run for 1km outdoor their BMI are skewed right. On the other the teenagers who swim freestyle for 30 mins the BMI is normally distributed, although there are some teenagers whose BMI is either very high or very low. From the hypothesis it is seen that the t-value (47) = -1.800, p-value = 0.078. Since the p-value is more 0.05, level of significance, hence we do not reject the Null Hypothesis. Thus there is no difference in the average BMI of runners (20.74 kg/m2) and swimmers (22.22 kg/m2). Discussion The analysis of the data shows that there is no difference in the BMI of the teenagers doing different physical activity. The results of the study are in conjunction with previous studies done. Various types of Physical activities can be undertaken by teenagers to maintain a active healthy life and reduce BMI. The researched suffered from a number of limitations. The teenagers for the study were selected through the process of non-random sampling. Only those teenagers were selected who either regularly participated in running outdoors for 1Km or swim freestyle for 30mins. References Van Dyck D, Cerin E, De Bourdeaudhuij I, Hinckson E, Reis RS, Davey R, Sarmiento OL, Mitas J, Troelsen J, MacFarlane D, Salvo D. International study of objectively measured physical activity and sedentary time with body mass index and obesity: IPEN adult study. International journal of obesity. 2015 Feb 1;39(2):199-207. Pavey TG, Peeters GG, Gomersall SR, Brown WJ. Long-term effects of physical activity level on changes in healthy body mass index over 12 years in young adult women. InMayo Clinic Proceedings 2016 Jun 30 (Vol. 91, No. 6, pp. 735-744). Elsevier. World Health Organization. Global recommendations on physical activity for health. 2010. Patton KT, Thibodeau GA. Anatomy Physiology-E-Book. Elsevier Health Sciences; 2014.