Criminal case of Florida vs Jamarco Stafford Term Paper

Criminal instance of Florida versus Jamarco Stafford - Term Paper Example The instance of Jamarco Stafford and James Adams mirror a stage in the lives of individuals where wrongdoing appears to have played a significant job in changing a whole situation of a family from joy to a broke phase of living. The groups of Jamarco Stafford and James Adams could be acknowledged to be in such a phase after they lost their kids and confronted their other youngsters going through days and evenings in prison. Murder being an appalling and brutal wrongdoing has been found to experience a few laws and charges. However, the general public is by all accounts incapable to control individuals from taking up such repulsive measures. Especially, in the advanced occasions, the more youthful age is by all accounts progressively rough in nature and engaging in occurrences of murders (Holinger, 1994, p.21) as on account of Jamarco Stafford and James Adams likewise get introduced. The tale of Jamarco Stafford and James Adams presents a situation where these two companions who were incredibly dear companions, growing up together, going to spots and occasions together, inevitably sold out one another when both slaughtered each other’s siblings. Adams had murdered the sibling of Stafford on request of a firearm. The protections on the previous homicide made encounters that prompted a second homicide of Lavoris Adams who was the sibling of James, by Stafford. The occurrence broke the lives of these two families and the two small children needed to spend their lives in prison. The episodes were stunning and startling since these two children had grown up together and were the nearest of companions (Lebovich, n.d.).... The occurrences were stunning and unforeseen since these two children had grown up together and were the nearest of companions (Lebovich, n.d.). In the ongoing years murders or executing by young people have quickly expanded in rate. This has in the long run made challenges for â€Å"law authorization personnel†, just as others who are engaged with the social or wellbeing government assistance of ordinary citizens, the teachers, individuals from families and the friend gatherings (Heckel and Shumaker, 2001, p.xix). Especially in instances of juvenile killings it turns out to be exceptionally hard to pass judgment on the causes behind the demonstration. The youthful ages can't clarify their musings, their reasons, and are befuddling and uninformed of the outcomes of such activities. Commonly they endeavor such acts from absolute youthfulness and eagerness (Heckel and Shumaker, 2001, p.xix). Criminal laws are additionally relevant on the young people who execute such appalling w rongdoings. Indeed, the quantity of detainees from young people is by all accounts rising more than grown-up detainees. Adolescent killers are additionally rewarded like grown-ups since laws have now started measures not to be incomplete in such cases, rather hoodlums should attempted as made by the law. The young people who have been seen as engaged with murders mirror that the quantity of guys in the records is a lot higher than there are females in a similar record (Worell, 2001, p.617). Criminal law and its speculations are profoundly noteworthy with regards to juvenile murdering. It has been seen that a criminal law hypothesis might be not the same as different laws in this way making the criminal law hypothesis a one of a kind hypothesis in its unique situation (Moore, 2010, p.8). Much of the time the reasons for a wrongdoing would not have the option to be clarified by ordinary citizens. In any case, a few specialists have

Words Beginning With For- and Fore-

Words Beginning With For-and Fore- Words Beginning With For-and Fore- Words Beginning With For-and Fore- By Maeve Maddox English has a few words that start with the prefixes for-and fore-Sometimes the prefix implies â€Å"before† or â€Å"in front of.† Sometimes it implies â€Å"outside,† a significance got from an Old French component identified with current French hors, as in the French obtaining hors d’oeuvre, â€Å"outside the fundamental course.† Maybe the most much of the time incorrectly spelled of this class is the word found toward the start of numerous books: Foreword. A book’s foreword is a prelude, a concise exposition not really basic for the comprehension of the content of a book and ordinarily composed by somebody other than the writer of the content. Disarray emerges from the presence of the modifier forward. As a descriptive word, forward is utilized to portray something that is before or in front of something different. On a boat, things situated towards the front are supposed to be forward, for instance, the â€Å"forward hold.† A â€Å"forward child† from a positive perspective is an astute kid, intelligent for its years. From a negative perspective, a â€Å"forward child† resembles the ones on TV who trade jokes, affront, and ironic statements with grown-ups; once more, the sense is that the youngster is in front of its years. The three action words estimate, anticipate, and anticipate all mean â€Å"to predict† or â€Å"to prophesy,† yet have various meanings: The meteorologist estimate showers for Monday. (expectation dependent on examination of information) The tramp predicted Gwen’s union with a farmer. (expectation dependent on puzzling information) Harold’s business experience empowered him to anticipate the results of his partner’s choice. (forecast dependent on close to home understanding) Some different action words starting with fore-in which the sense is â€Å"happening before† are: foreshadow: to declare already. Forecast and prohibit originate from OE action words with comparable implications. Deny now implies â€Å"to order an individual not to do something.† Forebode intends to report early. The word forbode conveys a meaning of fear, for instance, â€Å"Vanishing demonstration of working class foreshadows violent time.† The action word bode, then again, implies just â€Å"to predict† or â€Å"to give guarantee of something† and might be utilized in either a positive or a negative setting: Stephen Colberts Super-Charming Late Show Appearance Bodes Well for His New Gig. Scottish freedom doesn't look good for its economy predestine: to decide ahead of time. â€Å"His antagonistic vibe drives the dramatization in the principal demonstration, and his excited moving in the second causes his destruction to appear foreordained.† admonish: to caution or alert ahead of time. This citation from Charles Kingsley has become an axiom: â€Å"To be cautioned is to be forearmed,† (i.e., information on what is going to happen resembles having a weapon with which to safeguard yourself). In the accompanying things the prefix has the feeling of â€Å"before†: forelock: A lock of hair developing from the fore piece of the head, simply over the brow. In old books you’ll discover references to cultivate laborers and other social inferiors contacting or pulling their forelocks to demonstrate regard to their bosses: â€Å"There was a lot of bouncing from the young ladies and pulling of forelocks from the boys.† The articulation â€Å"to accept open door by the forelock† intends to exploit a circumstance as forcefully as could reasonably be expected: â€Å"He held onto opportunity by the forelock and made sure about the most ideal guide in his business† progenitor: a precursor, one who has preceded. prescience: The activity or workforce of predicting what must occur. For instance, â€Å"[Jacob Little] had uncommon foreknowledge, which now and again appeared to add up to prescience.† In the accompanying action words, the prefix is from the French getting that implied â€Å"outside†: hold back: to decline or cease from â€Å"The respondents were approached to refrain to capture Mr. Swift.† renounce: to swear erroneously; to surrender or revoke â€Å"As amusing young men in game themselves renounce, So the kid Love is lied everywhere.† A Midsummer Night’s Dream, I, I, 240-241. relinquish: to lose the option to; surrender â€Å"The execution of a killer doesn't damage his entitlement to life, since he relinquished that correct when he submitted a murder.† John Locke disregard: to lose recognition of pardon: to surrender disdain neglect: to surrender, revoke dispossess: to block, prevent, or disallow (an individual) from (an activity). Despite the fact that spelled fore-, the prefix in abandon has the â€Å"out† importance, as in â€Å"to shut out.† At long last, there are two words that look practically indistinguishable, yet have very various inceptions: ancestor (thing): A predecessor, progenitor, begetter (typically more remote than a granddad). This thing is shaped from the prefix fore-(previously) and an old word, lager. This lager has nothing to do with the refreshment. Rather, it originates from the action word to be. A be-er is one who exists. An ancestor existed before you did. forgo (action word): to go without or avoid something. â€Å"Woman, abstain that weeping!† Need to improve your English in a short time a day? Get a membership and begin getting our composing tips and activities day by day! Continue learning! Peruse the Vocabulary class, check our famous posts, or pick a related post below:Using an and a Before WordsHyper and HypoSupervise versus Screen

Bram Stoker Essay

Inside â€Å"Dracula†, Stoker plainly presents the male characters in the book as legends, without over accentuating this by giving them remarkably solid forces. They are depicted as should be expected people with deficiencies and shortcomings. This can be seen when Van Helsing experiences agitation, yet in spite of this despite everything assumes a significant job in the pursuit for Dracula, and carries certainty to their journey at urgent occasions. He depicts the â€Å"Band of Brother’s† as those â€Å", who are happy to hazard even our own spirits for the wellbeing of one we love to benefit humankind, and for the respect and wonder of God†. A comparative examination could be made to anecdotal characters/superheroes in funnies, for example, Superman. They spare the frail and cut down the scalawag while likewise having ordinary existences. Be that as it may, regardless of doing this, these superheroes still gangs certain vulnerabilities, in the example of superman, he has a shortcoming to kryptonite. In a similar sense, individuals from the fraternity have their own shortcomings. Hence, most would agree that there is some nearness of a comic book nature in Stokers works, and the characters in the book speak to this. Stoker does well not to make the attributes of his male saints all man and butch, similar to our rendition of the male legend today. I trust Stoker’s perspective on the ideal legend, is one that is genuinely solid yet in contact with his female side. I accept such a character to be Van Helsing. At the opening of Jonathan Harker’s diary it says, â€Å"God protect my sanity†, and later Dr. Seward says, â€Å"What does this all mean? I am starting to think about whether my long propensity for life among the crazy is starting to tell upon my own brain†. Plainly inside the novel, the male characters give indications of delicacy and affectability, which would be a basic characteristic for a ladies of the time. In spite of this, inside the â€Å"Band of Brothers† every individual part have their very own shortcoming, and this again equals to that of a superhuman in a comic book, (a perfect present day legend), how everybody has their own shortcomings, and frequently all have an all inclusive shortcoming, eg. Breathing, in a comic world. For this situation, the general shortcoming of the â€Å"Band of the Brothers† is the mutual love and defensive nature over their ladies/accomplices. I accept that the men in the novel feel compromised by Dracula, who is an impeccably alluring, who is genuinely amazing, and all the more critically focusing on their ladies. The men may have felt this new species may bait their ladies from them, since it very well may be seen that his prey needs a type of readiness or co-activity for him to act. It isn't clear in the novel if Jonathan and Mina have fulfilled their marriage, since Jonathan was in such a terrible state at the hour of the wedding, yet later in the play he again shows deficiencies in the room office, and can just watch Mina sucking at the chest of Dracula having been deadened by the more prevailing player, Dracula. In the novel, individual and all inclusive qualities and shortcomings are available in the â€Å"Band of Brothers†. Since all the characters concerned are human, there is no particular line between the two, maybe rather they speak to independence of characters. Due to the group’s excitement, and their astuteness to spare their cherished from Dracula, they play legitimately under the control of Dracula, and this can be found in London. This shows the energetic and appetite of the man abuses their shortcoming of not thinking accurately, racing into things and a little guilelessness. Mina is disregarded at the house an exposed target for Dracula to assault, a negligent activity demonstrating human shortcoming. Anyway the gathering show incredible devotion and comprehension to the assignment close by as Van Helsing says, â€Å"Our drudge must be peacefully, and our endeavors covertly; for in this edified age†¦

Hotel Industry Employee

The hotel industry has long struggled to establish what truly makes hotel employees motivated and satisfied with their jobs. High employee turnover in the hotel industry is believed to be due to the nature of the work, its low pay, and its long working hours. Thus, to effectively address this turnover problem, employee motivation could be an on-going and critical issue for managers in hotel operations. (Chiang and Jang 2008) Chitiris (1990, 293) strongly emphasized the importance of motivation by stating that Motivation is the prime determinant of behaviour at work and that high ability and high levels of job training will not result in high performance if the individual is completely de-motivated or under-motivated at work. In addition to that, Lee-Ross (2005) elaborated on the significant connection between motivation in the workplace and practical organizational-based outcomes such as productivity, commitment, job satisfaction, intent to stay and burnout. According to Robbins et al. (2008, 180), motivation can be defined as The processes that account for an individuals intensity, direction and persistence of effort towards attaining a goal. Intensity is concerned with how hard a person tries, and is generally the focus of motivation. However, high intensity is unlikely to bring favourable job-performance outcomes unless the effort is channelled in the right direction. Finally, the persistence dimension of motivation is a measure of how long a person can maintain effort. Motivated individuals stay with a task long enough to achieve their goal. Fundamentally, Hackman and Oldhams (1976) theory of motivation is concerned with internal work motivation whereby a continuous cycle of motivation happens within the employee. In other words, the more effort expended on a job, the more motivated they would become. (Chiang and Jang 2008; Lee-Ross 2005) While on the job, motivation is important for individuals. In some theories (e.g. expectancy or equity), researchers predict variations in the evaluations of motivational outcomes, for example, by using remuneration. However, the evaluation of remuneration is usually only one of many outcomes and is often measured with little accuracy. (Mitchell and Mickel 1999) The biggest challenge of employee motivation is that employees often motivate themselves, based on their perception of what they want to achieve and how they can achieve it. However, if managers are aware of what their employees want from work, they can design a work environment that accommodates employees needs and desires. At the same time, well-informed managers may be able to avoid common pitfalls that tend to reduce employee motivation. (Simons and Enz 1995) If a company knows why its employees come to work on time, stay with the company for their full working lives, and are productive, then it might be able to ensure that all of its employees behave in that way (Kovach 1987, 58). Such a company would naturally have a competitive advantage over competitors that may be suffering from high absenteeism and turnover rates, costly re-training programs, and production slowdowns. Wiley (1997) emphasized that in the case of the lack of ability in employees, appropriate training can be implemented; while altering the work environment to promote higher performance is the key in the event of environmental problems. However, if motivation is the problem, the solution would be more complicated and testing. For motivational problems, the best source of information would be the employees. Responses by employees regarding what ignites and sustains their desire to work may lead the employer to redesign jobs, increase pay, change the working environment, or give more credit for work done. The key is that managers should always avoid the assumption that what motivates them will motivate their employees as well. Riley, Ladkin, and Szivas (2002) cited in Taylor and Davies (2004) that the World Tourism Organization announced tourism and hospitality industry as the worlds largest industry sector. Despite the concern about accurately quantifying the definition of tourism as an industry, for employment estimation purposes, it is considered to be one and a half times larger than the next industry. The accommodation sector has continued to exhibit growth over the last few decades, although at various rates, and is forecasted to continue this growth both in development and employment numbers. Therefore, a huge number of employees in the hotel industry are employed on an hourly basis due to meet the highly seasonal industry demand. A review of the literature indicates that there are problems in the hotel industry such as inadequate pay, low job security, limited training and development opportunities, and excessive turnover. (Cheng and Brown 1998; Deery and Shaw 1999; Pizam and Thornburg 2000; Karatepe and Uludag 2007). There are also problems pertaining to unsocial work hours and workloads in the hotel industry. (Karatepe and Sokmen 2006; Rowley and Purcell 2001; Karatepe and Uludag 2007) The studies of Lee-Ross (1993) added that these problems in the hotel industry seemed to be more extreme in the seasonal or casual employment sector. Understanding hotel employees attitudes and motivations has therefore become a useful area of research in the industry. (Wong, Siu, and Tsang 1999) Weaver (1988) argued that hotel managers have experimented with various motivational theories and methods over the years to address the problem of declining productivity among their hourly employees. However, most of these experiments have had minimal success, because they are based on reward systems that have little meaning for hourly employees. If hotel managers are able to satisfy employees needs and wants by understanding their underlying motivations better, it will play a part in retaining and motivating hotel employees. This, in return, will improve customer satisfaction in the long run. (Wong, Siu, and Tsang 1999) Iverson and Deery (1997, 71) noted that Turnover culture is best characterised as the acceptance of turnover as part of the workgroup norm. Alternatively, it is a belief held by employees that turnover behaviour is quite appropriate especially in the hotel industry. In the hotel industry, employees strongly require intelligence, job knowledge and skills, and time management ability. However, without motivation, an employee will not advance in his or her career. (Wong, Siu, and Tsang 1999) The amount of effort an employee inputs toward achieving the hotels goals depends on whether the employee believes that this effort will lead to the satisfaction of his or her own needs and desires. When a need or desire is unsatisfied, a person tries to reduce the tension. From this straightforward approach to motivating employees, the key to facilitating motivation lies with managers accurate understanding of what their employees want from their work. (Simons and Enz 1995) A category of motivational models is based on the assumption that personal growth and achievement is the primary motivating force among employees. These models emphasize on giving ones best efforts to grow and develop as an individual or to advance within the organization. This category of motivational theories includes Maslows theory of self-actualization, and Herzbergs theory of maintenance factors and motivational factors. Maslows theory of self-actualisation has no relevance in the work environment of hourly employees. On the other hand, career-oriented and salaried employees are more likely to be motivated by assurances that the organization will provide opportunities to actualize their full potential. (Weaver 1988) In relation to that, Herzberg divided working conditions into two sets of factors: maintenance factors and motivational factors. According to Herzberg, company policies, technical supervision, interpersonal relationships, salary and status, job security, working conditions, and personal life are maintenance factors; while advancement, recognition, achievement, possibility for personal growth, responsibility, and the work itself are motivational factors. Herzberg believes that maintenance factors do not have the ability to motivate workers. Many hotel managers might agree with this argument, since their early years in the industry were most likely to be characterised by unfavourable maintenance factors, yet they continued their career due to the presence of Herzbergs motivational factors. (Weaver 1988) Another argument of Herzbergs two-factor theory, also known as the motivation-hygiene theory, divides need satisfactions into extrinsic and intrinsic factors. The extrinsic factors (e.g. salary, working conditions, and job security) lead to job dissatisfaction if not met; but will not necessarily contribute to job satisfaction when they are met. The intrinsic factors (e.g. work itself, achievement, and recognition) are the actual motivators; they fulfil an individuals need for psychological growth. The extrinsic factors, on the other hand, merely prevent dissatisfaction. (Kovach 1987) Besides Maslows theory of self-actualization, the conditions of employment Herzberg views as motivational factors also do not apply to the work of hourly employees. In other words, hourly employees are less likely to be motivated by motivational factors that are related to personal growth and achievement. Weaver (1988, 41) stated that Other models attempt to motivate employees by using psychological rewards or punishment, or try to increase employees commitment and productivity by generating a sense of team or family spirit within the organization. These models may backfire instead since the overuse of threats or reprimands may serve as a strong force against motivation. Hostile and distrusting supervisors can dramatically shape employees working conditions, and, for many employees, can diminish motivation levels, argued Simons and Enz (1995, 23). McGregors Theory X and Theory Y and Ouchis Theory Z describe motivational approaches managers have employed specifically to motivate hourly employees (Weaver 1988). These theories are most likely to be applicable in the hotel industry due to its ever-changing, seasonal and labour-intensive nature. Theory X operates in the assumption that employees are lazy and have a strong dislike for work. Managers who agree with this view believe that employees will not be productive unless they are continually prompted and are punished by disciplinary action or the threat of dismissal for low productivity. (Weaver 1988) On the other hand, Weaver (1988) said that Theory Y is based on the assumption that an employees presence at the workplace indicates that he or she is willing to work. Proponents of Theory Y believe that guidance and positive feedback are sufficient to motivate hourly workers to work well. In recent years, many hotel groups have made a conscious change from Theory X to Theory Y management. This change should generally show positive results, since people respond better to encouragement and compliments than to prodding and punishment. However, employees may not always be willing to put out 100 percent effort just because their supervisor is being nice to them. In addition to that, Theory Z is based on the Japanese management model, which focuses on a strong company philosophy and a distinct corporate culture. Companies that develop a motivational model based on Theory Z try to convince employees that they are part of a team or family. Many hotels are starting to implement such motivational programmes in hope of cultivating a sense of family and loyalty within their employees. (Weaver 1988) Interestingly, Weaver (1988) found that hotel employees are often more sceptical than employees in most other industries. This may be due to the fact that they work in an environment where they see how people really behave when they are away from home. Hourly employees in the hotel industry are usually fully aware of what their interest are and are not easily motivated by programmes that they perceive as being unbeneficial and a waste of time. Lee-Ross (2005) stated that high motivation and subsequent job satisfaction can be achieved as long as an individuals job contains sufficient content variables such as skill variety and challenge. He also argued that the other process school states that these positive outcomes depend not only on content variables, but also on how workers evaluate the pros and cons of undertaking a job. Motivation factors including pay, monetary rewards, opportunity for advancement and promotion have been examined in the hotel industry. Also, other motivation factors such as job responsibility, recognition from people, job challenge, feelings of accomplishment, and development of self-esteem have been identified important for hotel employees. (Chiang and Jang 2008; Wong, Siu, and Tsang 1999) The importance of intrinsic and extrinsic work motivation for hotel employees may also vary in comparison to employees in other industries due to their intensive labour work, low pay, image of low status and few opportunities for advancement (Chiang and Jang 2008). In moving across cultures, motivational preferences become even more diverse. The preferences of employees are expected to differ across nations and cultures. (Fisher and Yuan 1998) It is valuable to know exactly what employees value, and whether subgroups of employees have differing preferences, so that reward systems can be appropriately targeted. Often, superiors misperceive the relative importance of various job characteristics for their employees. To the extent that they do (misperceive), they may adopt less than optimal motivation strategies because they misunderstand employees needs and wants. (Fisher and Yuan 1998, 517) The lack of attachment or loyalty plays a large part in the high rate of turnover among hourly employees. It also accounts for the lack of success of motivational efforts based on company loyalty or the promise of career advancement and personal growth within a company. (Weaver 1988) In 1946, industrial employees were asked to rank ten job reward factors in terms of personal preference. The results were as follows: (Kovach 1987, 59) Full appreciation of work done; Feelings of being in on things; Sympathetic help with personal problems; Job security; Good wages; Interesting work; Promotion and growth in the organization; Personal loyalty to employees; Good working conditions; and Tactful discipline. By 1986, the list looked like this: Interesting work; Full appreciation of work done; Feeling of being in on things; Job security; Good wages; Promotion and growth in the organization; Good working conditions; Personal loyalty to employees; Tactful discipline; and Sympathetic help with personal problems. In addition to comparing the employees factor rankings, the survey that was done in 1986 analysed the employees responses by subgroups (e.g. age and income). The underlying assumption was that the motivational effectiveness of the factors might vary according to gender, age, income level, job type and/or organizational level. (Kovach 1987) The 40 years of studies done by Kovach shaped the belief held by many motivational programmes that money does not matter (Simons and Enz 1995). Industrial employees seem to place more emphasis on intrinsic motivational factors compared to wages. In addition to that, in 1946 and 1986, supervisors were asked to rank job rewards as they believed employees would rank them. Their rankings remained almost the same for both years: (Kovach 1987, 59) Good wages; Job security; Promotion and growth in the organization; Good working conditions; Interesting work; Personal loyalty to employees; Tactful discipline; Full appreciation of work done; Sympathetic help with personal problems; and Feeling of being in on things. The rankings show that supervisors have a very inaccurate perception of what motivates employees. Supervisors assumed that employees were strongly motivated by the extrinsic factors and benefits given by organizations, thus leading to a mismatch of remuneration components. However, in 1992, the replication done by Wiley (1997, 268) in hotel employees showed a completely different set of rankings: Good wages; Full appreciation of work done; Job security; Promotion and growth in the organization; Interesting work; Personal loyalty to employees; Good working conditions; Tactful discipline; Feeling of being in on things; and Sympathetic help with personal problems. This could be due to the fact that hotel employees differed substantially from industrial employees. This difference in rankings indicates the need for different managerial strategies for motivating hotel employees, relative to those used for industrial employees. Hotel employees ranked good wages first, which may be a result of the relatively low wages of service-sector jobs. (Simons and Enz 1995) In addition to that, a research done by Charles and Marshall (1992) showed that Caribbean hotel employees may not have the same motivational preferences as those in developed countries. Whereas wages have not been found to be an important motivator in similar research conducted in developed countries, they were ranked highest among this group of Caribbean employees. Proper motivation of employees is vital as it is directly related with productivity and retention. Employees who are contented with their jobs, who feel challenged, and who have the opportunity to fulfil their goals will exhibit less destructive behaviour on the job. They will also be absent less frequently, they will be less inclined to switch jobs, and, most importantly, they will be more efficient. (Kovach 1987) Considering the evident relationship between employee and customer satisfaction, different approaches have been experimented in the attempt to improve employee satisfaction. Predictably, the list was led by compensation, although most anticipate this will become less important in the future. Employee recognition programmes, the opportunity for career advancement and exposure to training followed in order of impact. (Cline 1997, 24) The concept that employees may prefer interesting work over good wages is interesting, but the early studies were based on employees in the manufacturing industries. It seems very likely that hospitality employees preferences would differ from those of manufacturing employees in important ways (Simons and Enz 1995) as it has been shown in the research done by Wiley in 1997. An interesting point of view by Siu, Tsang, and Wong (1997) explained that job factors that are considered by employees to have the greatest motivating power are usually those that are least present in the job. Thus, managers should identify this gap and implement appropriate changes in the attempt of meeting employees motivational expectations. The ever-changing nature of the hotel industry has created and reinforced a turnover culture. Employees generally enter the industry with the belief that there is limited career development and promotional opportunity (Iverson and Deery 1997). However, other job reward factors may be able to attract, motivate and retain hotel employees through proper implementation. When trying to motivate employees, managers often forget that the desire to perform the job must come from within the employee and not from the supervisor. The level and direction of effort are set by employees, based on their perceptions of the most effective method to satisfy their personal desires. Managers could take employees desires into account in creating an environment, where properly directed effort will give employees some form of satisfaction. For many hotel employees, this ultimate motivational catalyst may involve some form of cash incentive and opportunity for growth. For others, it will focus on job security and good working conditions. (Simons and Enz 1995) Essentially, the human element in the hotel industry forms the basic determining factor for effective performance. Therefore, hotel management should strive to increase employees interest in their work and develop organizational structure and management policies as to create positive work environment in which a wider range of employee needs could be satisfied. (Chitiris 1988) The survey on Kovachs rankings of preferences of job reward factors was done by Wiley in 1997, where it was targeted specifically at hotel employees. An up-to-date comparison is deemed to be necessary especially with the current economic boom. The lack of current literature indicates that there is a gap in defining what really motivates hotel employees in comparison to what managers assume motivates employees these days. Also, different culture may affect the research findings if the survey was done in other countries, given that Rileys research was conducted in USA. 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A. Enz. 1995. Motivating Hotel Employees: Beyond the Carrot and the Stick. Cornell Hotel and Restaurant Administration Quarterly, Feb 1995. 20-7. ABI/INFORM Global. https://proquest.umi.com.dbgw.lis.curtin.edu.au/pqdweb?index=0did=4683502SrchMode=1sid=2Fmt=6VInst=PRODVType=PQDRQT=309VName=PQDTS=1209126970clientId=22212 (accessed March 7, 2008). Siu, V., N. Tsang, and S. Wong. 1997. What Motivates Hong Kongs Hotel Employees? Cornell Hotel and Restaurant Administration Quarterly 38 (5): 44-9. ABI/INFORM Global. https://proquest.umi.com.dbgw.lis.curtin.edu.au/pqdweb?did=18185362Fmt=7clientId=22212RQT=309VName=PQD (accessed March 17, 2008). Taylor, R., and D. Davies. 2004. Aspects of Training and Remuneration in the Accommodation Industry: A Comparison between Australian and Singaporean Providers. Journal of European Industrial Training 28 (6/7): 466-73. 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Ethics Report And Recommendations For Bp - 1497 Words

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Pocahontas County Market Analysis Portrait - 1268 Words

Pocahontas County Market Analysis Portrait of Pocahontas County Pocahontas County is a rural area located in the southeast region of West Virginia, spanning 942 square miles. The scenic area serves as the site of the head waters for eight rivers: Cherry River, Cranberry River, Elk River, Ganley River, Greenbriar River, Tygart Valley River, Williams River, and Shaver Fork of the Cheat River and consists of 10 scattered small towns. As with other rural communities across the United States, Pocahontas Country suffers from a depressed local economy, substantial barriers to health care access, and difficulty in attracting health professionals. A market analysis of both the rural community and some options that may be used to attract health professionals to Pocahontas Memorial Hospital offers some proposed relief to the dampened healthcare outlook. Market Analyses Pocahontas County’s Population Gorchels indicated that to begin a market analysis, one must use segmentation factors most appropriate for the industry. In particular, consumer product companies, in this case Pocahontas Memorial Hospital, must use demographic variables such as age, family status, or lifestyle (Gorchels, 2000, p. 74). As of the 2010 Census there are 9,131 people residing in Pocahontas County. The racial makeup is 98% Caucasian, .78% African American, .43% Hispanic, .14% Asian, and .07% Native American with a median income for a household within the county of $26,401 (U.S. Census Bureau, 2013).

Assessment of Blood Brothers Essay Example For Students

Assessment of Blood Brothers Essay The story is basically about a working class woman who works for a wealthy woman, the working class woman has 7 children and she finds out she is pregnant again with twins and her husband has just left her so the wealthy woman persuades the working class woman to give her one of the twins. The two twins meet at various points in there lifes, they meet as young children and become friends when young adults, when they find out that they are twins they both die because the wealthy women kills them both. To get us to understand the play we read more into it by taking scrips from the musical and the original, and developing them by using: Brainstorming We brainstormed a lot about the play, what we all knew about it. We also brainstorm about the different themes of the play, money, dreams, friendship and superstition we then linked them to the play. This helped me a lot because I did not know the full play and this helped me understand the themes and how they connected to the play. Still-image In my group we created a few still-images to help use decide each theme and to make use understand it more and were the themes come into the different parts of the play. We also created a caption to go with each still-image so that it helps other groups to understand what each still image is about. Narration We used narration at many different times but that was also because there is a lot of narration in the script, the first piece of scrip we used was the first scene in the play, it is Mrs Johnston singing about her children and her husband that has just left her. We developed this piece by not using the song but by using the song words as scrip, this was a very humorous piece of the play and I enjoyed doing it because it helped me to start to understand the characters more. Marking the moment We tuck some scenes and marked the moment to show important points in the play. We took one piece of script from the play and it was the point when Mrs Lyons was persuading Mrs Johnson to give up her child, we took three important moments and marked them by using a freeze frame and adding a thought track. Role play We created a role play for Mrs Johnson this was to show what had gone on in the past, example, her husband leaving her, and how these could persuade her to give up her child to Mrs Lyons. This helped me understand the play more because I could see into Mrs Johnsons past and see what sort of life she leads. Hot seating For this we each chose a character and played that character as people interviewed them, this is so we could get a better idea of how the character is thinking what he is thinking and what he thinks of the outer characters. I developed many different extracts from the play Blood Brothers. One of the extracts was the first scene in the play and this was about the mother telling the audience about life and herself, she is basically introducing herself. We developed this scene by adding narration, characters different levels and the movement we also added more text as we took the original text from the song and added the different text to it. The layout was like this: Kr = Kristy K = Katie F = Fabien M = Mark H = Hollie H comes in stage right and Kr comes in stage left they meet in the middle, at this time K, F and m are off stage. .u86fee2ba9e2e400a537ef051b8c81069 , .u86fee2ba9e2e400a537ef051b8c81069 .postImageUrl , .u86fee2ba9e2e400a537ef051b8c81069 .centered-text-area { min-height: 80px; position: relative; } .u86fee2ba9e2e400a537ef051b8c81069 , .u86fee2ba9e2e400a537ef051b8c81069:hover , .u86fee2ba9e2e400a537ef051b8c81069:visited , .u86fee2ba9e2e400a537ef051b8c81069:active { border:0!important; } .u86fee2ba9e2e400a537ef051b8c81069 .clearfix:after { content: ""; display: table; clear: both; } .u86fee2ba9e2e400a537ef051b8c81069 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u86fee2ba9e2e400a537ef051b8c81069:active , .u86fee2ba9e2e400a537ef051b8c81069:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u86fee2ba9e2e400a537ef051b8c81069 .centered-text-area { width: 100%; position: relative ; } .u86fee2ba9e2e400a537ef051b8c81069 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u86fee2ba9e2e400a537ef051b8c81069 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u86fee2ba9e2e400a537ef051b8c81069 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u86fee2ba9e2e400a537ef051b8c81069:hover .ctaButton { background-color: #34495E!important; } .u86fee2ba9e2e400a537ef051b8c81069 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u86fee2ba9e2e400a537ef051b8c81069 .u86fee2ba9e2e400a537ef051b8c81069-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u86fee2ba9e2e400a537ef051b8c81069:after { content: ""; display: block; clear: both; } READ: In Cold Blood: Summary EssayKr and H are both elderly people and are gossiping they have a conversation about the two twins and open the play up. They are both the narrators at the beginning of the play but it is split between them. As they are talking they both go to sit on the chairs that are on the blocks this creates height and this represents the narrator looking over onto the action as narrators always know what is going to happen. The last line is Bring in the mother, let the story begin at this point F and M enter the stage left and K enters stage right. Then the song is spoken as if they are lines in the play some of the lines are cut out as there is a lot of repetition because it is a song. Some of the lines are spoken by K as the mother and also F as the mother outer are said by Kr and H as if they are still gossiping on the park bench. The scene ends when M goes off with Kr stage right. Initially I was aiming for a comical character, if we had used costume, music and would have had more space we could have developed this scene more. Then we could have a longer and more detailed lay compared to the script as this scene was mostly song. At the moment when the story was introduced and the mother came in the mood of the play changed the past of the mother was introduced and this was all so we could understand her past. Perhaps we could have added more text into the script or even some monologs and more mime instead of using scrip I would of liked to of spent more time developing the extract of the play. We should have used more height, and marking the moment as there were lots of important points in the extract. Before we started to develop the scene we should have used hot seating to develop are characters more.