Leadership in a Multicultural Organization - 4096 Words

Leadership in a Multicultural Organization Introduction With the passage of time traveling industry has emerged as one of the most profitable and lucrative industries globally. This can further be demonstrated from the fact that traveling industries today are just not localized to providing their customers with tourism related facilities but along with this they also ensure that their customers make use of all possible facilities and leisure resources through which their clients can enjoy the most memorable trip ever. In addition to this it is also important to mention that the recent economic slump developed serious repercussions upon the development of the travel industry. It was estimated that in the year 2008 international travel†¦show more content†¦Additionally, Ethics should be reflected from the behavior of the managers. Ethical behavior is of critical importance to supervisors and managers of the organizations. Ethics reflect both human resources and economic issues. A manager with good ethics and good behavior with the people working under him is always appreciated by the employees. The managers whose good morals are reflected with their behavior are in a position to convince the team members to accept the decision of the manager easily. â€Å"If leaders want their people to do the right thing most of the time, they have to role model the right thing all the time.† (Clinton, 2008) Multicultural Organizations The company, having a diverse workforce, is bound to have its impact on the effectiveness of the organization as well as on the career growth of an individual. One of the most important advantages of having a multicultural or diverse workforce is to attract the best available talent towards the organization. Such organization, which does not show any prejudice in recruiting, retaining and promoting the employees from diverse cultural and racial backgrounds easily gain competitive advantage and become able to sustain highest caliber of human resources (Adler, 1991). Different studies have proved that organizations having diverse workforce and multicultural environmentShow MoreRelatedMajor Leadership Patients Faced by Global Leaders in Leading Todays Multicultural Organizations2119 Words   |  8 PagesBased on Terrell and Rosenbusch (2013), todays world is one of extreme chaos and continuous change. It has become borderless, multicultural and a quickly developing hybrid of cultures, where a rapidly growing number of businesses operate as if the whole world were a single entity. This has created new realities for organizations because they must manage diverse cross-cultural workers, customers, suppliers, investors as well as competitors increasingly (Javidan et al, 2006). The challenge of globalizationRead MoreLeadership Styles Developed By Sogeti With The Team Park Implementation866 Words   |  4 PagesThe previous discussions focused on the leadership styles utilized by Sogeti with the Team Park implementation. The purpose of the platform was to foster collaboration and sharing of ideas across a global network. The program was intentionally designed to be fluid without a formal internal leadership structure other than having community owners to assure proper manners and maintain order within the community. However, there are two very important leadership concepts to be considered under this newRead MoreAdvantages And Disadvantages Of A Team Vs Teamthink1261 Words   |  6 Pagestake a look at appropriate leadership styles that would be most effective for managing a group or a team, also taking into consideration multicultural teams. Finally, we will point out some of the advantages and disadvantages of having groups or teams. 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Successful leadersRead MoreThe Leadership Model : Inclusive Leadership And Organizational Culture Among A Diverse Global Group Of Employees1065 Words   |  5 PagesEthic al Leadership Models Research has shown inclusive leadership is based on leadership that is ethical and all-encompassing driven by the leaders desire to honestly connect to subordinates. Ethical leaders such as Authentic, Servant, and Strategic understand the importance of all subordinates regardless of race, creed, color or national origin play an equally important role in the strategic organizational plan. Such traits allow leaders to effectively engage with subordinates of a wide varietyRead MoreCharacteristics of a Global Business Leader1098 Words   |  5 PagesRunning head: RESEARCH PAPER Research Paper Leadership in Global and Multicultural Organizations Research Paper This paper will examine and contrast the essential characteristics of a global business leader as well as evaluate the characteristics and practices that may assist multinational organizations retain their workforce and boost their morale and team spirit. This paper will also examine views regarding the characteristics and practices necessary for global leaders to successfullyRead MoreRao (2015) Acknowledge That Leaders Need To Accept The1212 Words   |  5 PagesThis article provides an overview of the traits of inclusive leadership. Next, the paper analyzes leadership skills required to create an inclusive organizational culture. The essay transition to exploring leadership characteristics that influence an organizational culture. Last, the article discusses the best method inclusive leaders can apply when working with multicultural groups in a global environment. Traits of Inclusive Leadership A Deloitte article (2016) highlighted six traits of an inclusiveRead MoreInclusive Leadership : Forming A Global Team1114 Words   |  5 PagesInclusive Leadership: Forming a Global Team Cornelius Cash Grand Canyon University LDR804-Leading across Cultures September 21, 2016 t: Ethical Leadership Models Research has shown inclusive leadership is based on leadership that is ethical and all-encompassing driven by the leaders desire to honestly connect to subordinates. Ethical leaders understand all subordinates regardless of race, creed, color or national origin play an equally important role in the strategic organizational planRead MoreThe Effect Of Assan Motor Company Under The Leadership Of Mr. Hunt Stevenson1442 Words   |  6 PagesInternational organizational behavior is very important in every organization for one primary reason. Many businesses operate under the influence of organizational behavior. For this discussion, we will analyze different aspects of Assan Motor Company under the leadership of Mr. Hunt Stevenson. Therefore, the paper will cover all topics starting with question one to question nine defining what is contained in the video and supplemental readings provided. 1. In order to develop a new business in JapanRead MoreHow Spiritual Leadership Behaviors Support Cultural Intelligence1449 Words   |  6 PagesHow Spiritual Leadership Behaviors Support Cultural Intelligence Spiritual leadership theory has increased in research over the past few decades. Spiritual leadership may be defined as drawing on intrinsically motivating values and behaviors to give one a sense of calling and membership (Nicolae, Ion, Nicolae, 2013). Spiritual leaders evoke a deeper sense of purpose for themselves and their followers. The workforce within companies is increasingly becoming culturally diverse. Within the United

Effect Of Hydraulic On Hydro Power Stations - 1089 Words

Abstract Water hammer or hydraulic transient is an unsteady flow phenomenon which is commonly found in closed conduits of hydropower station, water transmission networks, and liquid pipeline systems. Acute transients events in a hydraulic system often result from accidents and mishaps. Significant disturbances may occur in a hydro power station and causes a rapid change in the flow rate of the system during some operational conditions such as load rejection, load acceptances, and instant load rejection. This would, in turn, generates fluid transients in the hydraulic conveyance system, namely the penstocks, resulting in unacceptably low or high pressures in the penstocks depending on the triggering mechanism of the transients. Eventually, if not protected properly, the penstock may burst or collapse and human loss in some cases. The present paper reviews the available literature summarizing the effect of hydraulic transients on hydro power stations. Also an attempt has been made to analyze th e effect of diameter, materials of the penstock on water hammer. The reviewed literature has shown that with the increase in diameter the effect of water hammer would reduce to as extent. It was also observed that with the change in material used in the fabrication of the penstock, the effect of water hammer change remarkably. Keywords: water hammer, transient flow, penstock, materials, closed conduit, diameter 1 Introduction Hydro power becomes increasingly famous as anShow MoreRelatedAlternative Energy Sources1852 Words   |  7 Pagesare wind, solar, hydro and nuclear. But there is currently another source of energy that is heavily debated to see whether the pros outweigh the cons. This energy source is natural gas. The main reason for the heavy debate of natural gas is not because of the energy source, but rather the mining process of the energy source through the process of hydraulic fracturing. In this report the following topics will be discussed to get a better understanding of natural gas and the hydraulic fracturing processRead MoreLiterature Review : The Small Hydropower ( Shp )2208 Words   |  9 Pages CHAPTER 1 LITERATURE REVIEW 1.1 SMALL HYDROPOWER (SHP) AAAAAAA 1. Powers et al (1985) did an assessment study on the fishway development and design. Method of water control and the degree and type of water control were formed the basis to classify fish passes. Swimming speed of the fishes was related to their lengths for designing the fish passes. Energy required by the fishes upstream was determinedRead MoreIs Sayano Shushenskaya a Power Station Plant2234 Words   |  9 PagesRusHydro is established as part of Russia’s privatization movement in December 2004, even though the Russian government owns most of its shares (about 60%). RusHydro still possess 55 hydro plants, is the leading power company in Russia by installed capacity estimated (25.4 GW) and the second-largest hydroelectric power company in the world. The energy generated by SSH, about 23.5 TWh annually, was about one-quarter of that produced by RusHydro’s resources for the Unified Energy Systems of Russia andRead MoreReducing Global Warming Essay1522 Words   |  7 Pagesspace, it is retained long enough to warm the atmosphere. This is the greenhouse effect, and the gases causing it are greenhouse gases. Without global warming, the earth’s average temperature would be much lower; resulting in a drop of 33 degrees from its current 15 degrees to -18 degrees, an ice planet. However, excessive amounts of greenhouse gases could increase the greenhouse effect, causing an up rise in global temperatures as well as changes in precipitation Read MoreChesapeake Energy Is The Second Largest Producer Of Natural Gas2324 Words   |  10 Pagesmaintenance process of horizontal drilling and vertical hydraulic drilling. High capital costs, knowledge, equipment are needed to get in the industry. Price also affects the barriers of entry because the industry showed high barriers of entry in late 90’s when competitors were discouraged to extract natural gas due to price fluctuations. Buying power is neither high nor low for a company like Chesapeake. In the industry there is no significant buy power between competition but strategies to implementRead MoreWindmill1781 Words   |  8 PagesTable of contents Executive summary 2 Problem 2 Purpose 2 Scope 2 Introduction 3 Advantages of wind power 4 Environmental effects 5 Emissions 5 Ecological footprint 5 Conclusion 7 Recommendation 7 Executive summary The report provides an analysis of the nonmarket issues of the wind power market and provides information relating to wind power projects in Canada. The report aims to help communities balance local concerns with wider environmental needs, thereby allowing the benefits ofRead MoreEssay about The Problems with Fracking 2005 Words   |  9 Pages As the water flows out of the sink, one can strike a match and light the liquid on fire. Showering in these chemicals is out of the question. Fresh water has become a comfort, rather than a given. Could planet Earth survive this existence? If hydraulic fracturing, otherwise known as fracking, were deemed legal, this question may be put to the test. Fracking is a process in which chemicals, sand and water are used in â€Å"high volumes†¦ to fracture gas-bearing layers of rock† (Dolesh 2). As the rockRead MoreEssay Hydro-Politics Along the Jordan River5715 Words   |  23 PagesHydro-Politics Along the Jordan River One of the most important yet under-appreciated conflicts in the Middle East is over water resources along the Jordan River. As population and demand for water in the riparian states of Israel, Jordan, Palestine, and Syria have sky-rocketed, water scarcity in the desert region has reached crisis proportions. In response, leaders on all sides have entered into a dialogue, known as hydro-politics, that has been characterized by an unyielding attitude ofRead MoreWave And Tidal Energy : A New Viable Potential Form Of Alternative Energy2213 Words   |  9 Pagestype uses the rise and fall of the ocean swells that generate electricity through floats, buoys, or pitching devices to drive hydraulic pumps. The second type uses the rise and fall of water that is within a cylindrical shaft to generate electricity through an air driven turbine. These are also known as oscillating water column devices. The third type of device generates power using hydropower turbines when the device concentrates waves and drives them into an elevated reservoir. There are also severalRead MoreHydraulic Fracking Essay15746 Words   |  63 PagesHydraulic Fracturing (â€Å"Fracking†) LAS 432 – Technology, Society, and Culture Team B Michael Griffin Mark Hartwick Alena Hutson Kansas Gentry Kevin Gracia Professor Douglas McCoy 8/24/12 Contents Thesis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Page 3 Abstract†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.Page 3 Hydraulic Fracturing Description†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.Page 4 History of Fracking.....................†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..Page 5 Cultural Context†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Page

Ultimate Fighting Case Study Free Essays

Ultimate Fighting Championship (Case 2) The following is an environmental analysis on the mixed martial arts (MMA) fighting competion, Ultimate Fighting Championship (UFC). The parent company, Zuffa, LLC, since the UFC’s purchase, has been trying to legitimize UFC as a sanctioned sport and develop its international growth. The UFC has grown exceedingly in popularity since its founding in 1997. We will write a custom essay sample on Ultimate Fighting Case Study or any similar topic only for you Order Now The first section of this report will cover an overview of trends in the segments of the general environment that are external to the company: political/legal, socio-cultural and global, economical, technological, and demographics. The second section will discuss how Under the UFC fits the aspects of Porters Five Forces. The final section will show the competitive and internal analysis along with success strategies. Political/Legal Segment Mixed Martial Arts has been around since the very first Olympics in Athens, Greece. Over time its popularity grew and more people became interested in this sport. The UFC was the first MMA organization that tried to popularize this sport. The original founders of this organization choose marketing techniques that made many people to question the ethics of the sport. There were no time limits, no weight classes, no mandatory safety equipment, and very few rules. As a result, MMA was banned from the majority of U. S. states and the founders decided to sell the organization. The buyers and second owners of the UFC wanted to legitimize MMA as a sport. To do this, they asked states to regulate MMA and needed the government to create regulations and specific rules that fighters follow. Unified Rules and Other Important Regulations of Mixed Martial Arts were created. As of January 2011, MMA was regulated in almost every U. S. tate with the exception of Connecticut, Vermont, and New York. Socio-Cultural and Global Segment The socio-cultural aspect for the industry has to do with society’s attitude toward watching physical violence for entertainment. MMA has a very loyal fan base. The UFC has done much to turn its image around and further increase viewership. They made Dana White, a former amateur boxer, trainer, and creator of the sports marketin g agency, Dana White Enterprises, the face of the organization and part of the UFC brand. White’s popularity and status benefited the UFC’s image. MMA has increased its international presence with events in Canada, Australia, the United Kingdom, and Germany to name a few. The MMA has also established television deals to bring the matches to various locations around the world. MMA competitions can now be viewed in Europe, Asia, Australia, South America, North America, and the Middle East. Economical Segment Economic factors can have both a positive and negative effect on the MMA industry. Because Mixed Martial Arts is a luxury and not a necessity, economic growth and recessions is one thing to consider. Economic growth brings more consumer spending and consumers will be willing to spend more on tickets or PPV events. Economic recessions bring the exact opposite as consumers are willing to spend less on things that they do not need. Another thing to consider is the elasticity of demand. Since MMA events are not a necessity, consumers will not be willing to pay more when prices rise unless they are dedicated fans. Technological Segment The MMA industry depends heavily on technology for success. Television is the primary outlet for this industry. Live events are transmitted on PPV (pay-per-view) so fans who cannot physically be there can still watch it on television. Reality television shows like The Ultimate Fighter and the UFC Countdown are broadcast on Spike TV so fans can get to know the fighters outside of the Octagon. This industry also releases video games so fans can portray their favorite fighters. The UFC launched a video game called â€Å"UFC Undisputed† in 2009 and 2010 to promote upcoming PPV events. MMA organizations and fighters now have Twitter and Facebook accounts allowing fans to follow and be kept up to date on current news. Various amounts of MMA smart phone applications are also available in app stores. Demographic Segment The MMA industry looks to attract both males and females of any age and any ethnicity. The reasoning behind this is that everybody has a natural instinct of fighting; it is in our DNA and whether we choose to do it or not, we will always have that urge to fight. Although it is intended for everybody, men, typically between the ages of 18-34, are the main viewers and participators of MMA fights. The reasoning behind this is that males at a younger age are more risk-tolerant than males at older ages. There are very low percentages of female MMA viewers, however the females that do watch and participate in MMA are in the same age gap of 18-34. Organizations such as the UFC and Strikeforce mainly target this specific demographic as it is proven that males between those ages are the main fans. Porter Five Forces Supplier Power (Low) The supplier power for the MMA industry is low. The main supplier within this industry is the fighters themselves. Fighters have generally low power in this industry. The main reasons for this are the lack of competition in this industry and the abundance of fighters willing to participate. Within this industry there is one dominant player and that is the UFC. This give this organization power over fighters willing to join this industry and fighters that are already in the industry. Most of the top fighters in this industry are signed to long term contracts further limiting their power. Since there are many fighters willing to join this industry the organization can take the time to pick and choose who they want. Barriers to Entry (High) The barriers to entry are surprisingly high. The main components these organizations need are fighters, a place to fight, and people who take interest in these fights. What makes this barrier to entry high though is that the main organization in this industry is already well established. Competing against this organization is quite difficult and companies who have tried have failed. In this type of industry there is really only room for one organization such as similar professional leagues like the MLB and NBA. A new organization can very well get their name out there, but staying in the competition is hard. In order for a new organization to stay in business within this industry, the organization would have to bring something new and unique to the industry. Barriers to entry for fighters are considered high as well. Within this industry, well known fighters are already established and have contracts with existing organizations. New fighters interested to join this industry will have to go above and beyond to prove that they can compete with the top fighters. Competitive Rivalry (Degree of Rivalry) (Low) The competitive rivalry for the MMA industry is low. With the only major player in MMA being UFC it appears to have a monopoly on the industry. It has bought out most of its major competition such as Strikeforce, a kickboxing organization that stared in 1988, World Extreme Cagefighting (WEC), a MMA organization founded in 2001 focusing on smaller weight classes, and Pride Fighting Championships (Pride FC), a Japanese organization founded in 1997. Threat of Substitutes (High) The threat of substitutes for the MMA industry is high. The MMA industry is a focus of the sports industry, thus there are many alternatives. Hockey, football, baseball, basketball, and soccer can all be substitutes for MMA. In particular, hockey and football are aggressive sports that sometimes break out into violence. Since MMA is also entertainment based consumers can substitute it with movies, concerts, and video games. Buyer Power (Low-Moderate) The buyer power for the MMA industry is low to moderate. Consumers have low power in the MMA industry. In this industry, consumers typically buy tickets or pay a PPV fee to watch a live match. Buyers do not have options when purchasing tickets because tickets are usually sold at a fixed price and are typically sold from one venue. An option for a consumer could be a scalper, but scalpers usually sell the tickets at a higher cost than the original cost making buyer power even lower. In addition, MMA events are only shown live once. Consumers do not have the option to come back and watch it live later. Other MMA events will occur throughout the year, but that particular event will never be able to be seen live again. However, buyers can gain power if an organization decides to raise prices. MMA events are not a necessity so if prices rise, average consumers are less willing to pay more for tickets or PPV events. Competitor Analysis The UFC’s major competitors were PRIDE Fighting Championships (Pride FC), World Extreme Cagefighting (WEC), and Strikeforce. All three mentioned were all acquired by the UFC or Zuffa, LLC. As of late, the UFC does not have major competition in this industry. The UFC is clearly a monopolized organization and with this brings almost no competitors. Internal Analysis The UFC has had great success in the US and other foreign markets, such as Australia, and has a large fan base. With the success in Australia, Fertitta, the CEO of the UFC, has contemplated pursuing other international locales. To be successful the UFC has to find support for this type of combat based entertainment in other areas of the world. It also leads to the question, would different cultures be willing to accept the sport or would there simply be too much of a cultural gap between various audiences? Strategies of Success The UFC has already seen success internationally in many countries such as the UK, Australia, and Germany, just to name a few. The UFC should start expanding into other international areas. To do this the organization must look at the success of other sports. With China, an established relationship is usually needed before any deals can be made. With the rise of the middle class and desire for Western luxuries though, the UFC has found an opening into the market. In India MMA has grown from a budding interest into a rich tradition of martial arts and hand-to-hand combat. In South Korea martial arts has been popular for more than 2,000 years and it is cited as one of the most recognizable cultural aspects of the country. With the UFC gaining popularity in these unique countries, it is apparent that the UFC can and should expand into other culturally diverse countries but with some patience. Alternative Strategies The UFC could also just choose to stay in countries where they already have a large fan base. Since it already has a large fan base in countries like Australia, it is easier for the UFC to grow a larger fan base in these areas. The organization also need not worry about government regulations or forging new relationships with these governments because they are already established. How to cite Ultimate Fighting Case Study, Free Case study samples

Recruiting - Interviewing - Selecting and Orienting

Question: Discuss about the Recruiting, Interviewing, Selecting and Orienting. Answer: Introduction: The Sheraton Gateway Hotel in Torontos Pearson International Airport is one of the most reputable hotels in Canada and the North American circuit, according to reviews conducted by the Trip advisor website (2017). The hotel is the only full-service hotel located inside the Pearson International Airport. It boasts of amenities such as a climate controlled walkway to the airport's main terminal, a 24-hour fitness center, and a heated swimming pool. The hotel also boasts of a popular restaurant that serves international dishes, and an organizational strategy that looks to maximize the hotels location value in gaining more market share. Being located so close to a busy international airport is an important part of Sheraton's strength, especially since it is the only such hotel in the vicinity of the airport. This gives it a huge advantage in attracting travelers (Sheraton, 2017). Sheraton Gateway Hotel is also associated with the Sheraton Gateway Hotel, Los Angeles. It is commonly referred to as the Sheraton inside Canada, and by its full name for those not conversant with it. In completing this research, the group spoke with Goretti Moreno, who works as a meeting and event manager at the hotel. In this role, she manages events and meetings contracts generated by the sales department. She also reviews sales contracts and maintains relationships with new as well as existing clients. For the purposes of this discussion, the hotel will invariably be referred to as Sheraton, hotel, company, organization and firm (Sheraton, 2017). We decided to research this company due to its reputation, and its relevance to the subjects we wanted to study. The hotel currently employs around 500 employees. They are spread across several departments including food and beverage, front office, housekeeping, maintenance, kitchen, sales and marketing, event organization and outside catering, and finance. The biggest number of employees is concentrated in food and beverage and kitchen departments, as well as housekeeping. While the hotel has not received any awards on account of its human resource practices, it has received the Project ICARIUS Supplier Gold Medal from the Global Business Travel Association. The award is given to institutions which excel in the provision of meeting and conferencing services, as well as hospitality. The award also matches the event and meeting managers assertion, that the hotel is heavily focused on quality, above all else. It believes that quality will help it retain a significant market share, necessary as it moves into the future (Sheraton, 2017). Sheraton's organization culture is geared towards innovation and quality of service. The award won by the company is a testament to an organization focused on delivering the best quality service in the region. As Moreno (the event and meeting manager) explained, the companys culture is aligned to cultivate and maintain strong relationships with its clients. The hotel has a modest following on Facebook, with the figure currently at around 1000. The page mainly has comments about past clients, who are very impressed with the level of quality of service they enjoyed during their visit. Employees stay at the hotel because of several reasons. The pay is competitive compared to other hotels, and there are opportunities for growth. Additionally, employees at the hotel are deeply involved in planning their work, meaning that they own their tasks and processes. Sheraton does HR planning. HR planning refers to the set of processes that ensure staffing is not only sufficient and qualified, but that it is competent enough to achieve the organization's goals, and enable fulfillment of the organisation's strategic objectives. The results of this exercise are improved competency and employee motivation. In forecasting how the organization will plan its human capital in a specific timeframe in the future, the organization uses both qualitative and quantitative techniques. The oft-used qualitative technique is the Delphi technique, accompanied by expert opinions. Also used is Markov analysis (Naff al, 2001). The Delphi technique is used to forecast staff needs, with the use of expert opinion. The opinion is gathered from all perspectives of the hotels environment, including economic realities, competition, availability of the desired human resources, and projected profitability of the business. The Delphi technique is a seven step process that is aimed at formulating recommendations and then implementing them. The planning starts with the choosing of facilitators, followed by the identification of relevant experts. The experts will be both from within and outside the organization. The problem is then defined. In this case, the problem may be a shortage of employees, and the resulting dilemma on how the vacant positions will be filled (Naff al, 2001). What follows are three rounds of questions. In this phase, the problem is broken down into several parts for easier analysis. Then, a further analysis probability judgments, for instance, are carried out, after which a set of predictions is formulated. These predictions are further analyzed, and on the basis of the recommendations, planning is implemented. Using Markov analysis follows a different channel. Here, the organization looks at the supply and demand of labor, literacy rate of the country, population growth, and other demographics, economic development and technological development, as well as wage level and growth. Using these variables, the organization comes up with a solution of how the future circumstances of the HR function will be (Belhaj, 2013). The objectives of the HR planning exercise is to come up with a sustainable model that takes into consideration current and future HR and business needs, as well as the prevailing environmental conditions. These are closely aligned with the organizational goals of high quality, and competitiveness in terms of attracting both clients and the best human capital. The organization realizes that to continue offering the quality of service that it currently does, an effective HR strategy is necessary, hence the need for planning (Naff al, 2001). Job Analysis, Design, description, and postings Job descriptions refer to the official cluster of tasks that an employee is obligated to perform in an organization. The job description process at Sheraton is a multi departmental affair since many roles affect more than one department. The human resource department takes the lead in this, offering guidance and referring others to best practice in the industry. The respective departments will thereafter detail the tasks they expect the incumbent to perform. This description is discussed with other departmental managers who are relevant to the specific role, after which they come up with a compromise. The human resource department is thereafter responsible for aligning the job description to the organization's overall aims and strategic direction (Mangaleswaran Kirushanthan, 2015). Job analysis at the Sheraton is conducted periodically, after five years. The analysis is done to determine each jobs main duties, and how the duties are important to the job. This is done via a highly empirical process of data collection and thereafter considering the relevance of each task to the job. The job analysis exercise is an organization wide affair and requires an external consultant to perform. The most used model is the Pearson Chong Path model, which look at job satisfaction, among other important elements needed to perform a job satisfactorily. The exercise has so far succeeded in aligning the organization's jobs with the market, as well as helping the job description process in alignment with organizational strategy (Bernard, 2000). According to Moreno, the organization practices job evaluation. This is especially the case with employees who are not new to the organization, that is, less than 2 years old and are in the lower cadres. The employees are rotated periodically between a select group of departments, which are closely aligned with their general job description. For instance, those employees who are in the housekeeping department may also be posted to the front office and concierge roles, so that they can better understand how the hotel works. Those in sales may also be posted to event organizing, and in the process understand the whole process that is relevant to their specific roles. While employees are rotated at the organization to raise their skills and experience level, they also bring in new skills to their new tasks, in the process enriching those employees as well. According to DuBrin (2011), job rotation succeeds in ensuring that employees are truly competent in their roles and that they are be tter positioned to appreciate the organization's overall strategic direction. Recruitment, Selection and interviewing In order to come up with the best recruitment processes, the hotel has come up with a method of anonymous recruitment whereby the irrelevant details about the candidate are not presented. These details include gender, name, race, religion, among others. Candidates are appraised solely on the basis of their qualifications. To further improve the recruitment process, the hotel has implemented a policy of effectively selling their qualities to the best candidates. The hotel tries to get the best people; it faces strong opposition from the market. To address this, the Sheraton has tried to develop the skills of its recruiters in presenting their offer to potential highly qualified candidates. Recruiting processes are generally forward looking. This means that the recruiters are not guided by history and past trends, but by the future needs of the organization, as well as the strategic direction(Arthur, 2012). In advertising for vacant positions, the hotel uses its website, as well as popular job search websites that are well regarded by professionals. By doing this, the organization maintains its reputation, while also opening up its organization to as many candidates as possible. The organisation that does this is able to get the best employees to fill its positions while improving its reputation as a highly regarded employer(Ullah, 2010). The company looks for a set of skills in its employees, as it tries to thrive in an increasingly challenging atmosphere. The basic requirement is the technical aptitude to work satisfactorily in the assigned role. Besides this, however, the organization has put measures in place to ensure that only employees with innovation skills are hired. Additionally, employees must be ready and able to work in an environment which promotes diversity. The hotel has a culture of constantly learning, as exemplified by its job rotation policy. New employees must, therefore, be ready to learn on the job, and constantly improve their skills (Ullah, 2010). The employee value proposition for Sheraton does not currently exist. This is a major anomaly since the EVP would be crucial in showing employees what they stand to gain should they join the organisation. The ideal EVP for the organization would be employee based. In other words, the EVP must be based on not what the organization feels is important, but on what is most likely to appeal to the employees. Secondly, the EVP must be able to present real and tangible benefits. Merely promising some benefits may not work for the organization, since the EVP may fail to convince the employees to join the organization. The EVP should have a description of what exactly is expected from the employees. This will prevent any ambiguities and confusion from arising in future (Collett, 2014). Orientation, Training, and Development New employees are still nervous about their new jobs. The first task of the organization is to put them at ease. The orientation process is essentially a first impression opportunity for the employer, and how they treat the employee will in future be used by the employees in judging their work environment. The orientation exercise should include a factual and honest presentation of the organization and task. The session should not be rushed, so that the employee may assume their new duties. Instead, the exercise should be well spaced out to give the employee enough time to internalize the information. The orientation exercise should not be all information about the organization and the job. Too much information may not be taken well by the employee. A better use of this time will be by giving the employee a chance to know their colleagues and build a social network that they can rely on for further orientation. These qualities are included in the orientation process conducted at the Sheraton (Peterson, Morrison, Nilsen, 2000). After the orientation process, employees are taken through quality training. This training helps them detect and correct any quality issues in their work, and enables them to point out any deficiencies in quality. At the same time, all employees undergo training to get them up to speed with the various technological tools they will be using in their jobs. These tasks include front office software for the front office staff, as well as kitchen equipment for the kitchen staff (Peterson, Morrison, Nilsen, 2000). While the company's training modules have not been recognised publicly, their training modules are nonetheless very dear to the organization, as Moreno intimated to us. Using these modules, it has been possible to improve orientation, performance, and reduce employee turnover. The training modules have also succeeded in enabling the best employees quickly adjust to their new roles. This has boosted confidence, teamwork, and generally enabled the organization edge ever closer to its organisational strategy goals (Peterson, Morrison, Nilsen, 2000). The organization needs to be keener on its EVP and use it more effectively. While the hotel has been able to consistently get the best candidates to work for it, this may change in the future. Hotels with more financial muscle and better packages may attempt to not only lure valued employees, but they may become the preferred destination for the best employees. To help stop this, the EVP is critical. The process of getting and retaining the best is not just dependent on the EVP. The recruitment process is very important as well. Recruiters should be able to communicate the strengths of the organization clearly, to enable them to get the best employees. While the orientation process has been able to get the required results, this might not be the best results they organization can get. In addition to what the organization is doing, there should be a mentorship programme for new employees. The mentorship programme will enable employees learn their roles faster. It will also enable employees to build social networks in the organization while gaining valuable experience in their positions. Lastly, the organization should be able to involve its employees more in the job analysis exercise. They should have a say in how the external consultant analyses their roles, to help the consultant get a better perspective of the jobs in question. References Arthur, D. (2012). Recruiting, Interviewing, Selecting Orienting New Employees. New York: Amacom. Belhaj, R. (2013). A Markov Model for Human Resources Supply Forecast Dividing the HR System into Subgroups. Journal of Service Science and Managment , 2013 (6), 211-217. Bernard, H. (2000). Social Research Methods: Qualitative and Quantitative Approaches. London: Sage Publications. Collett, A. (2014). 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