Information Technology Is Everything Gold that Glitters

Information Technology: Is Everything Gold that Glitters? Over the past 10 years information technology has become part and parcel of the majority of working practices all over the world. At present if a particular company experiences difficulties with the Internet connection or their computer system, it brings their working process to a standstill. It is high time we took stock of the influence of information technology on the working world and decided whether it is an entirely positive phenomenon. On the one hand, information technology has greatly facilitated the simplification of the working processes. Now the representatives of many professions are equipped with a multitude of special computer programmes dealing with their mundane tasks much quicker and more effectively. For instance, scientists depend on them when it comes to complicated calculations. Moreover, it has allowed people to work from home, so they spend less time on commuting and work in a less stressful environment. On the other hand, the simplification of working practices in some industries has brought about a lot of redundancies. Many people were left without means to survival and were forced to undergo retraining courses to be able to fit in the modern world. As for working from home, it also tends to have a negative influence. People, who by virtue of certain circumstances opt for this way of working, are deprived of the usual social contact with colleagues. They no longer regard themselves as a part of the team and lack the feeling of belonging, which triggers off negative emotions and stress. On balance, information technology seems to have different effects on the society, both beneficial and adverse. Since turning back time and getting rid of technological advances is not only non-productive, but also simply impossible, we have to learn to deal with their negative influence.

Third-Party Conflict Resolution - 1824 Words

Third-Party Conflict Resolution University of Phoenix MGT 445 Organizational Negotiations Instructor Andrew W. Russo, MBA May 5, 2009 Third-Party Conflict Resolution Introduction In the negotiation process, the use of third-party conflict resolutions often comes into play when parties cannot seem to reach an agreement regarding resolving mutual interests. These types of third-party conflict resolutions are: arbitration, collaboration, litigation and mediation. For the Seatcor Manufacturing Company, the use of third-party conflict resolution is necessary. The researchers of Team A have reported collaborative ideas of this case by (1) analyzing the possible intervention strategies, (2) applying what is thought to be†¦show more content†¦Innovative companies, such as Seatcor are investigating management and production systems that emphasize informed participation, decentralized authority and expanded responsibility. Therefore, in this type of dispute resolution, it is important that Joe, as the manager know the laws, policies, and procedures governing Seatcor. This knowledge is required so that Joe could fulfill his responsibilities, protect the or ganization from costly legal action, and provide a respectful work environment for all. Our next step should be to seek the acceptance of the idea of mediation from Joe and Charles. Mediation can mend and restore frayed working relationships, even when the parties are very angry at each other. Finally, we should put as much effort as possible into the investigation and resolution of the incident, including supporting Charles, and recommending or implementing mediation that will expose problems and give alternative actions for resolving the dispute. Mediation Resolves Conflict. The use of mediation in a dispute is one of the interventions used to resolve conflicts. The parties will actively participate in this process because of his or her stake in a resolution. The agreement reached is ultimately between the two parties and is not imposed. However, this does not mean that a mediator is limited to his or her personal opinion about a dispute. Because a mediator is to remain impartial and neutral, the mediator is to separate his orShow MoreRelatedThird Party Conflict Resolution2113 Words   |  9 PagesThird Party Conflict Resolution MGT/445 Organizational Negotiations March 11, 2013 | | | | Third Party Conflict Resolution Read MoreThird Party Mediation in Conflict Resolution3121 Words   |  13 PagesTHIRD PARTY MEDIATION IN CONFLICT RESOLUTION Introduction The contemporary international system has witnessed dramatic increases in numerous conflicts. Specifically, of the six continents in the world, not even one is immune to one form of violent conflicts or the other. Of all efforts to explain the causes of these conflicts, a growing body of research findings highlights the association between economic deprivation and conflict. (Gurr 1970; Elbadawi 1992; Collier and Hoeffler 1998; StewartRead MoreThird Party Conflict Resolution Paper1408 Words   |  6 PagesUniversity of Phoenix Third Party Conflicts MGT 445-Organizational Negotiations Third Party Conflicts In this last week’s paper, we will study a case that has strong conflicts and we will see how we can analyze the possible intervention strategies used to solve the case. We will apply what we deem is the best plan and explain what would be the best strategy to find a solution to this conflict. We will utilize the seven stages of negotiation and see which of the five major negotiationRead MoreThird Party Conflict Resolution – Sick Leave Essay1453 Words   |  6 PagesThird Party Conflict Resolution – Sick Leave The case of sick leave involved Kelly, who was hired by Soto Board of Education in Japan. 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Sometimes it can be difficult for two parties to work together without the help of a third party to assist in the processRead MoreMajor Factors Determining Organizational Performance And Effectiveness1563 Words   |  7 Pages2004, p. 321).This can lead to conflict or a kind of tension between the organization and the employee. Mathieu and Zajac (1990) also found evidence for the relationship between organizational commitment and turnover. Yammarino and Dubinsky (1992) advocate an employee’s awareness of the immediate supervisor to be one of the major determinants of employee attitudes in the work place, including organizatio nal commitment. This can be more productively done by HR third party who is biased neither to theRead MoreDispute Resolution Processes Essay1240 Words   |  5 PagesDispute Resolution Processes Wherever there is a human-interaction, conflict is virtually unpreventable. For-instance, some conflict may well erupt a dispute in any structure of relationships, and other perhaps resulting in extremely compound international confrontation and hostility. It isnt that they cant see the solution. It is that they cant see the problem (G. K. Chesterton). Consequently, dispute resolution processes have been developed to manage and intervene in these types ofRead MoreMediation For A Second Party816 Words   |  4 Pages At times conflicts between the parties become difficult to manage or resolve among themselves. More and more employers and organizations are seeking to resolve these conflicts using a third party: mediator or arbitrator, (Meade, 2000). Disputes relating to discrimination of all kinds, harassment, or strikes can be extremely costly and time consuming when litigated in court. Arbitration or mediation can be a solution to seek an effective resolution to the conflict at hand without escalating or usingRead MoreHistory Of Adr And Conflict Management Essay1462 Words   |  6 Pagesreview of the literature discusses the history of ADR and conflict management. Additionally, this section discusses the four principal ADR processes Mediation, Arbitration, Negotiation and Conciliation as part of the conflict resolution mechanisms . The theoretical framework and guiding theories were explored. Finally, this chapter analyses the legislative framework in both at National and International arena. 2.1.1 Alternative Dispute Resolution ADR is a generic term that refers to a wide array of practicesRead MoreConflicts And Conflict Resolution Process1671 Words   |  7 PagesConflicts are inevitable in any human s’ interaction which makes their occurrence normal in the workplace. Conflict can be caused by imbalance of power and communication barriers that arise from the social structure or individual interpersonal’ perceptions, assumptions and expectations. The interpersonal conflict has a huge impact on the individual himself and extends to the workplace. The Human Resources (HR) role comes in light to attempt to help in the conflict resolution process. Human resources

Business Capstone Project and Organisation Performance

Question: Discuss about the Business Capstone Project and Organisation Performance. Answer: Introduction In order to get suitable job at the appropriate time in the hospitality industry, the deserved candidates tend to depend upon the recruitment agencies. This tendency is growing increasing mainly among the young people. In this way, it has become a prominent business with which the agencies try to satisfy the needs of the clients along with helping the hospitality organizations to find the most deserved candidates. This present research aims to identify the proper reason for which people increasing rely upon the ability of the recruiting agencies in hospitality industry. This proposal includes the research questions, method, literature review, findings, analysis and discussion with which the dissertation on the role of recruitment agencies can be developed in near future. The research issue The hospitality industry is a large industry where it requires new candidates on daily basis. The hospitality organizations face difficulty in recruiting the deserved candidates which can affect their business procedure as this industry is directly related with the client satisfaction level (AlBattat and Som 2013). The recruitment agencies help the hospitality industries insofar as the bulk recruitment is concerned. They shortlist the deserved candidates through layered interview procedures after which they recommend the candidates to the respective organizations (Hamade 2013). However, these organizations are also facing obstacles because there are a growing number of agencies which aims to recruit the fresh or experienced candidates to different hospitality organisations. The status of the hospitality organizations tends to determine the reliability of the recruiting agencies. Therefore, these agencies are supposed to improve their communication processes with the clients with the help of mails and phone calls so that they can better evaluate their skills and can hire them for attending the interview. For the over dependence upon these recruiting agencies, the business organizations face difficulty to recruit the candidates directly. The research question What is the effectiveness of the recruitment agencies to provide jobs in hospitality management to the most deserved candidates? What is the advertisement strategy with which the recruitment agencies try to satisfy the expectations of the candidates? Controversies in the literature According to Hamade (2013), the recruitment agencies successfully help the deserved and potential candidates to get their desired jobs in the hospitality management more easily with the help of their special screening team. While Konrad (2013), opines that these agencies fools the candidates by extracting huge money from the candidates as their fees, where they can get these job opportunities with their inbuilt skills. On the other hand, from the viewpoint of Ergn and Gavcar (2013), these agencies help the hospitality organization to identify suitable candidates in less time and cost effective manner that seems to be beneficial for them as they require a huge number of work force to successfully meet the demands of their consumers. However, Ladkin and Buhalis (2016) opposed that, these organizations increase the expenses of the job seeking candidates where sometimes the costs have crossed the salary amount of the proposed job role. As per the comment of Abomeh (2013), by relying upon the recruiting agencies, the hospitality organizations can ensure the recruitment of deserved and trained employees which help them to improve their work quality with which they aim to increase the satisfaction level of their consumers. While Huda, Haque and Khan (2014) opposed that, recruitment through these agencies proves to be harmful for the job seeking candidates because they do not give them sufficient idea about the work culture and negative aspects of the organizations where they are supposed to be recruited which often become the reason behind the resignation of them. Research method For collecting the relevant data from the consumers, online survey process will be adapted because in this way, the reply of the respondents can be recorded appropriately without any change in a cost and time effective way. In this way, the data can be stored for a long time (Gill and Johnson 2010). Moreover, by adapting the online survey procedure, this study can include the authentic response of the participants because in this way, they can openly share their demands and expectations for the employees of the hospitality organizations. Both the primary and secondary data will be collected for improving the quality o this study. The primary data will be collected from the recruitment agencies from where detailed and explanatory data can be included to the present study. Literature review Defining creativity in a business context From the viewpoint of Ladkin and Buhalis (2016), the hospitality industry is supposed to change its service procedure rapidly with the changing circumstances. The globalization causes universalisation of the demands and expectations of the consumers with which the hospitality organizations are also supposed to change their service quality and consumer offering procedure (Schoffstall 2013). Therefore, in order to adjust in the competitive business market, they need to indulge in continuous innovation procedures so that they can successfully serve the needs and demands of the consumers (Zinyemba 2013). In order to maintain the sales as well as profit rate, these hospitality organizations need to surprise their consumers with their innovative service procedure (Faldetta, Fasone and Provenzano 2013). The employees of such organizations also need to have the ability to adjust in these continuous changing procedures so that their service can match up the satisfaction level of their consume rs. The behavioural aspects of the employees, therefore, seem to be an important aspect for the financial development. With the help of proper and appropriate behaviour of their employees, the hospitality organizations aim to indulge in constant financial development by attracting more consumers toward their extra-ordinary services (Iyfnet.org 2015). Therefore, this innovation causes the recruitment agencies to make the recruitment proper and suitable so that they can provide deserved candidates to the hospitality organizations (Ali 2013). In this recruitment process also, these agencies need to employ innovative procedure so that they can select the most deserved candidates along the applicants by evaluating their ability (Gutierrez et al. 2015). In this way, they can also provide assurance to the hospitality organizations that they are having the most suitable candidate for their proposed posts. If these agencies can acquire the trust level of the organizations in hospitality industry, their business can subsequently face a huge hike because for this sector huge number of candidates are required constantly (Chitsaz-Isfahani and Boustani 2014). With the help of creative and prompt approaching ways, these agencies can approach to a huge number of deserved candidates so that they can provide the young eligible candidate sufficient job opportunities in the hospitality industry (Peters 2016). In this way, with the help of proper creative measure, the recruitment agencies can make sure the employment of deserved candidates to different hospitality organizations along with determining their profit level from both the candidates and the hospitality organizations. However, these recruitment agencies also face difficulty in maintaining the creativity in their selection processes. The high critical recruitment procedure, these recruitment agencies cannot be able to maintain the huge demand of the hospitality organizations where huge number of employees are needed in a daily basis. Moreover, as these agencies aim to evaluate the basic excellence of the applicants, they fail to successfully identify the ability of those employees after their employment at the proposed hospitality organizations where they are supposed to work under huge pressure and also need to employ their creativity and innovation so that they can meet the constantly changing demands of the consumers (Nestoroska and Petrovska 2014). For this reason, the hospitality organizations faces difficulty in maintaining sustainability of their work force who fail to take the huge pressure of the rapid changing working environment and client demands (Boone et al. 2013). Moreover, the candi dates, who are supposed to be recruited through any recruitment agency, seem to be surprised with their job profile and work environment after their joining the proposed organization. This indicates to the inadequate recruitment process of these agencies by not providing sufficient knowledge about the hospitality organizations where they are supposed to be recruited. Methodology, graph of survey report The survey is expected to be completed within 15 days so that the analysis method of those data can be done with adequate time. The target population will be mainly the young generation of age group 20-25 who mostly take the help of the recruitment agencies to get their desired jobs in the hospitality industry. The sample size will be of 66 and the target demographic region will be the two major cities of Australia namely Sydney and Melbourne where a number of young respondents will be available (Gill and Johnson 2010). The probability sampling method will be used for this study (Olsen 2011). The survey will be conducted through online medium. Close ended, same survey questionnaire will be used for each respondent so that the response of different respondents for the same questionnaire can be gathered. 1. How far do you agree that the career expectations of the candidates in hospitality industry fulfil through recruitment agencies? Activity Number of respondents Percentage of respondents Total respondents Strongly agree 25 38 66 Agree 10 15 66 Neutral 16 24 66 Disagree 6 9 66 Strongly disagree 9 14 66 Table 1: Fulfilment level of career expectations of the candidates in hospitality industry through recruitment agencies Image 1: Fulfilment level of career expectations of the candidates in hospitality industry through recruitment agencies 2. How far do you believe that the jobseekers along with the recruiters of hospitality organization lay trust on recruitment agencies? Activity Number of respondents Percentage of respondents Total respondents Strongly believe 19 29 66 Believe 16 24 66 Neutral 4 6 66 Disbelieve 17 26 66 Strongly disbelieve 10 15 66 Table 2: The trust level of jobseekers along with the recruiters of hospitality organization on recruitment agencies Image 2: The trust level of jobseekers along with the recruiters of hospitality organization on recruitment agencies Findings Analysis of the vignette In this section the analysis of the collected data from the respondents will be analysed elaborately so that the desired result can be extracted. For the first question, 38% respondents strongly agree and 15% respondents agree with the fact that the career expectations of the job seeking candidates get fulfilled with the help of these recruitment agencies. On the other hand, 24% respondents remain silent on this topic. 9% respondents disagree and 14% respondents strongly disagree with this topic. From this analysis, it will be revealed that most of the respondents, around 53%, agree with the fact that these recruitment agencies help the candidates to fulfil their career expectations by identifying the scopes of their desired job opportunities in the hospitality industry. On the other hand, in order to increase the number of the supporters, the recruitment agencies will need to improve their communication and recruiting strategies so that they can approach to a huge number of deserved candidates For the second question, 29% respondents strongly believe and 24% respondents believe with the fact that the jobseekers along with the recruiters of the hospitality industry do keep their trust upon the recruitment agencies. On the contrary, 6% respondent remains reluctant on this very topic, while 26% respondents disbelieve and 15% respondents strongly disbelieve with this fact. This observation indicates to the response of majority of people for the support of this fact which also suggests to the success rate of these recruitment agencies in influencing the career and trust level of the job seekers as well as the recruiters. However, a handsome number of respondents also deny the reliably of these recruitment agencies. In order to increase it among other respondents as well, these agencies need to employ effective communication skills along with proper information about the proposed organizations so that the recruitment method can be truthful enough. Discussions and suggestions Suggestions Employment of proper and effective advertising medium The recruitment agencies need to choose proper advertisement mediums like personal mail, phone calls, social media, different website etc so that they can approach to the right candidates who can better deserve the employment opportunities in the hospitality industry. These agencies can make their advertisements more attractive by placing the names of famous hospitality organizations in their job advertisement so that the interested candidates who want to build their career in hospitality organizations. Moreover, by providing appropriate and sufficient information about the desired candidates, these agencies can easily shortlist the candidates for their hospitality organizations. Improving the communication medium In order to increase reliability among the job seekers and the employers of hospitality organizations, these recruitment agencies need to improve their communication level with the candidates so that they can approach a huge number of deserve candidates and provide them the opportunity to join the rapid growing hospitality industry. By applying prompt and innovative communication process, these agencies can effectively communicate with their so that the selection can be started at the proper time when the hospitality organizations need fresh candidates for different positions. Moreover, by providing deserved and suitable candidates, these agencies can increase the reliability of the hospitality recruiters on them. Offering reasonable opportunities to the candidates These agencies need to offer the candidates reasonable salary amount with other profitable information so that the candidates can rely their trust upon their given offers. In order to make their offers authentic, they can also insert the links of the hospitality organizations for which they aim to recruit deserved candidates. These agencies must offer the applicants such offers which they will definitely get at the proposed organizations which will help to increase the reputation along with the authentic approach of these agencies insoas employment is concerned. Ethical regulations This study keeps the identity of the respondents secret so that they can express their demands and expectations from the hospitality organizations without any hesitation. Moreover, the information, collected from the recruitment agencies will not be disclosed and will strictly de used only for the sake of this current study. These data will be protected under the Data Protection Act 1998. Limitations of this study This study will not include a huge number of respondents which can be regarded as a negative point because for this reason it will fail to include a diverse level of opinion, idea, and expectation. On the other hand, this study will regard a small demographic area which indicates to a limited number of respondents. This study will not include sufficient theory that can decrease its quality level. Future scope This study will have various scope of future improvement as it can increase its target area which can include a large number of respondents in the survey questionnaire. On the other hand, by including more relevant theories on the topic, this study will have the opportunity to improve its quality. In addition, by providing adequate basic information, this study can help the junior researchers who will want to proceed with this same topic. Reference Abomeh, O.S., 2013. Assessment of Recruitment Practice on Organisation Performance: Empirical Study of Hospitality Businesses in Abuja.European Scientific Journal,9(29) AlBattat, A.R.S. and Som, A.P.M., 2013. Employee dissatisfaction and turnover crises in the Malaysian hospitality industry.International Journal of Business and Management,8(5), pp.62-71 Ali, A., 2013. Significance of human resource management in organizations: linking global practices with local perspective Boone, J., Veller, T., Nikolaeva, K., Keith, M., Kefgen, K. and Houran, J., 2013. Rethinking a glass ceiling in the hospitality industry.Cornell Hospitality Quarterly,54(3), pp.230-239 Chitsaz-Isfahani, A. and Boustani, H.R., 2014. Effects of talent management on employees retention: The mediate effect of organizational trust.International Journal of Academic Research in Economics and Management Sciences,3(5), p.114 ERGN, E. and GAVCAR, E., 2013. RECRUITMENT AND SELECTION PROCESS OF HUMAN RESOURCES: A SAMPLE OF TRAVEL AGENCIES OPERATING IN FETH?YE Faldetta, G., Fasone, V. and Provenzano, C., 2013. PAS S.PASOS. Revista de Turismo y Patrimonio Cultural,11(4), pp.583-595 Gill, J. and Johnson, P. 2010 Research Methods for Managers. SAGE, London Gutierrez, I., Alcaraz, J.M., Susaeta, L., Surez, E. and Pin, J.R., 2015. Managing Sustainability for Competitive Advantage: Evidence From the Hospitality Industry Hamade, S, 2013, Perception and use of social networking sites among university students, Library Review, Vol. 63, No. 7, pp. 388-397 Huda, K., Haque, A. and Khan, R., 2014. Effective Recruitment Challenges Faced by the Hospitality Industry in Bangladesh: A Study on Selected Star Rated Residential Hotels.Economia. Seria Management,17(2), pp.210-222 Hursh, N, (2013), Acustom business plan, Saskbusiness, vol. 31, no 8, p.p 32 Iyfnet.org, (2015), Creating Opportunities for Youth in Hospitality, Available from: https://www.iyfnet.org/sites/default/files/Creating-Opportunities-for-Youth-in-Hospitality.pdf [Accessed on 14 Feb, 2017] Konrad, E, 2013, Cultural Entrepreneurship: The Impact of Social Networking on Success, Creativity and innovation management, Vol. 22, No. 3, pp. 307-319 Ladkin, A., and Buhalis, D. 2016. Online and social media recruitment: hospitality employer and prospective employee considerations.International Journal of Contemporary Hospitality Management,28(2), 327-345 Nestoroska, I. and Petrovska, I., 2014, January. Staff training in hospitality sector as benefit for improved service quality. InFaculty of Tourism and Hospitality Management in Opatija. Biennial International Congress. Tourism Hospitality Industry(p. 437). University of Rijeka, Faculty of Tourism Hospitality Management Olsen, W. 2011. Data Collection: Key Debates and Methods in social Research. SAGE Peters, R.W., 2016. Participation Denied: The Professional Boundaries of Monitoring and Evaluation in International Development.Human Organization,75(4), pp.315-325. Schoffstall, D.G., 2013. The benefits and challenges hospitality management students experience by working in conjunction with completing their studies Zinyemba, A.Z., 2013. The Challenges of Recruitment and Selection of Employees in Zimbabwean Companies.International Journal of Science and Research (IJSR)(0nline), pp.2310-7064

Airplane Accidents in the Media free essay sample

This paper examines the amount of airplane accidents that get covered in the media versus the number of the airplane accidents that actually happen. The following paper examines how the news media has been changed from a brave, controversy-seeking faction to a community of self-censoring, congress-fearing puppets of whom the politically powerful are the puppeteers. The writer argues that the media is not the same establishment that once looked for the extra, but it is merely a reserved, timid society, a society that has ignored its once unquenchable thirst for the truth in order to satisfy its hunger for the more material things, money and power. It is a calm, cold morning in Maine and the news is blaring in one household. The family hears that there has been another violent plane crash. Little Jimmy is quaking in his shoes, because he knows that the story will be covered constantly for most of the week, if not longer. We will write a custom essay sample on Airplane Accidents in the Media or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Violent images will be shown on the television that his parents bought for Jimmys favorite educational television shows. Jimmy decides to change the channel, but almost all of the channels are covering the same information about the plane crash. Then, an image of a man who died in the crash appears on television. Little Jimmy bursts into tears. Jimmy grows up to detest the news, and to hate plane crashes. Why must the news cover tragedies so extensively?