A Closer Look into Healthcare Spending Essay Example

A Closer Look into Healthcare Spending Essay Example A Closer Look into Healthcare Spending Paper A Closer Look into Healthcare Spending Paper More and more, the rising expenditure in healthcare is getting a closer long-overdue attention from both the American public and the policymakers in Washington. The glaring disparity between US spending on healthcare which stands at sixteen percent (16%) of the GDP as against other industrialized nations which only average between eight to ten percent (8 10%) of their GDP says a lot about the need for an overhaul of the existing policies and systems at work. Moreover, According to a recent report released by the Centers for Medicare and Medicaid Services or CMS, the healthcare expenditure in 2006 was estimated at $2.16 Trillion and is projected to reach over $4 Trillion per annum by 2016 [1]. If this is computed at individual spending, it would cost an average of $7,110 for the year 2006. The projected aggregated increase in spending would mean that about $12,320 per person per annum will be spent by 2016 [1]. These issues on the unabated rise of health care expenditure warrants a closer look not only into the spending itself but more on how it is being spent and the efficiency and quality by which healthcare is being delivered. Clearly, in comparison with other developed countries, the US healthcare system spends more but not necessarily delivers it more efficiently nor is the quality of care above and over what the other developed nations have as iterated in the position paper published by the Commonwealth Fund (Davis, K., et. al. Jan. 2007) . In fact, if we look closely into the CMS reports on how these monies were being spent, hospital care comprise of thirty percent of the total expenditure, twenty percent went into Physician and other clinical services, Nursing homecare at six percent, Prescription drugs at ten percent, Program administration and Net Cost at seven percent and twenty five percent went to other cost like dental services, home health, durable medical products, sundries, other personal health care, research, structures and equipment [CMS, 2005 Report]. Closely related to the topic of spending is where the monies to pay for these expenditures came from.   According to the same report from CMS, National Health Statistics Group, the biggest portion came from the Private Insurance group at 35%, Medicare came next with 17%, Medicaid and SCHIP at 16%, Out of Pocket expenses (or from individuals at 13%, Other public funds at 13% (Public meaning Worker’s Compensation program. Public Health Activity, Department of Defense, Department of Veteran’s Affairs, Indian Health Services, State and local health subsidies and school health subsidies), Other Private funds at 7% (Other private funds include industrial in-plant, privately funded construction and non-patient revenues including philanthropy from private parties. Given the above most recent data, several studies both government and private sector initiatives have submitted and made public their position on the issue.   One such position was from the Commonwealth Fund Group, whose authors include Karen Davis, Ph.D., Cathy Schoen, M.S., Stuart Guterman et. al.   In their position paper, the group also sourced their references from the CMS [5] and zeroed in on two possible areas where cost cutting measures can be made. These two areas focused on one time savings and the other on a more long term and recurring basis.   The one time savings can apparently be derived from â€Å"high levels of U.S. expenditures, inefficiency and waste†¦Ã¢â‚¬â„¢ [K. Davis, Jan. 2007]. Among these â€Å"inefficiencies† were the apparent â€Å"overuse, inappropriate, or ineffective uses of care;   payment incentives that reward the delivery of more services, without consideration to clinical value or cost-effectiveness; market power of insurers, providers, and the health industry, including pharmaceutical companies, device manufacturers, and other suppliers to set prices above competitive market levels; a low ratio of primary to specialty care physicians and services; access barriers to preventive and primary care that contribute to avoidable hospital admissions, emergency department use, and complications of chronic and acute disease; a lack of well-coordinated care that leads to unsafe. D uplicative, or conflicting care; inadequate information systems and information exchange; and High administrative costs, including the high proportion of insurance premiums used to cover overhead costs, the complexity of insurance benefit design and duplicative and uncoordinated requirements, and administrative costs for providers† (K. Davis, et. al.   Jan. 2007). The group further stated strategies could be geared towards making substantial savings that could accumulate to $1.39 Trillion (over an eight year period from 2007 to 2015) if a one-time reduction of 5% in health care expenditures can be effected.   Specific areas were recommended that could well provide the strategies that everyone from the public to the private sector is looking for. These areas are concentrated on the following: first is the provision of more access to information about health providers and cost to give more options to the paying public and promote greater competition among providers, thus increasing quality of care provision over a period of time. Second is an across the board reduction of administrative cost for insurers for them to extend the savings to their clients. Third is the re-focusing of resources into primary and preventive care instead of palliative health care. Fourth is the re-allocation of resources into information technology infrastructures and exchange of information for the greater benefit of the public. Lastly, and fifth, to put investments into strategic areas to ensure access, affordability and equity for all Americans. I tend to agree to the recommendations of the group over the other studies and recommendations that I went through.   Although for sure, these recommendations need further detailed planning and further studies to substantiate the claims and conclusions. Overall, the same sources of funds as cited by the CMS would have to shell out the same level of resources for a period of time until the recommendations outline for cost cutting and more effective means of healthcare delivery system will have been in place.   A projection or timetable of five to seven years may be more feasible for both further study and a detailed manual of operationalization can be in effect. For the meantime, however, both the government at all levels – federal, state and local should be responsive to the calls for changes and heed the transformation doctrine once it is passed by legislation and put into place.   Furthermore, a call for uniformity of enforcement at the local levels should be ensured to avoid the pitfalls of having a huge disparity of healthcare cross in different parts of the country.. References: [1] Centers for Medicare and Medical Healthcare Benefits. Various reports including   Ã‚  Ã‚   Projections for Health expenditure Projections from 2005 to 2016. From: cms.hhs.gov/NationalHealthExpendData/ [2] Snapshots: Health Care Growth (Kaiser Permanente). Retrieved on Feb. 23, 2007, From:kff.org/insurance/snapshot/chcm050206oth2.cfm [3] Medical Expenditure†¦ Retrieved on Feb. 23, 2007, From: ahrq.gov/qual/nhdr06/methods/meps.htm [4] SAMSHA reports. Retrieved on Feb. 23, 2007. From: samhsa.gov/spendingestimates/chapter1.aspx [5] The Commonwealth Fund website: Retrieved on Feb. 23, 2007, From: cmwf.org/publications/publications_show.htm?doc_id=449510

Exercise Is Good

Exercise Is Good Introduction Do you want to live a good life feeling great with improved mental psyche and energy levels void of some chronic diseases coupled with sound sleep all in one package? Look no further; regular exercising will offer this all-inclusive package of benefits. Many people just know very little about goodness of exercise; regrettably, they do not know how good it can get over time.Advertising We will write a custom essay sample on Exercise Is Good specifically for you for only $16.05 $11/page Learn More The good news is that, exercise delivers results regardless of sex, occupation, physical ability, or age. Exercise results are yours for taking; once you put the input, the output is almost certain. Unfortunately, people will always find excuses for not exercising and even some will quote myths associated with exercise for them to stay out. Many exercise activities are not strenuous and require very little efforts; for instance, dancing for fun. The trut h is; exercise is good because it will help you have good moods, manage chronic diseases, and manage weight giving you good shape. Goodness of Exercise Exercise helps in improving one’s mood and mind status. Mood is a state of mind. Physical activity triggers the body to release chemicals known as endorphins. These chemicals enable one to be happy and peaceful. The contemporary society is set in a way that people can work without involving a lot of physical exercise. Moreover, many people are being forced by circumstances to take jobs that they do not like. Chances that such people will slump into stress, depression, low self-esteem, and insomnia are high. However, exercising improves all these by improving one’s mood. For instance, during exercise, individuals set goals and by beating the timeline to accomplish these set goals, make one feel good and this improves his or her self-confidence and self-esteem. It is logical that a confident and self-esteemed person will have good moods. Human body is made up of active cells and they need to be kept active; exercise offers these. As Mayo Clinic Staff posit, â€Å"As you exercise, your body gets fitter and stronger, and thus, your mind starts seeing everything, including yourself in a better light† (Para 4). Have you ever heard of people claiming the only thing they do when stressed up is exercise? These few individuals have discovered the secret to let go of in-built pressure. Brain is made up of muscles and exercise is good for brain muscles just as food is good for the body.Advertising Looking for essay on health medicine? Let's see if we can help you! Get your first paper with 15% OFF Learn More Good news to those battling with chronic diseases as hypertension, diabetes and osteoporosis among others; exercise is the way out. Research indicates that regular exercise combats these diseases. According to Hawk, â€Å"exercise is the silver bullet for improved healthâ €  (Para. 1). In combating heart diseases, exercise strengthens heart muscles, increases High Density Lipoproteins (HDLs), and reduces Low Density Lipoproteins (LDLs). These lipoproteins are cholesterol derivatives and scientists term HDL as ‘good’ cholesterol and LDL as ‘bad’ cholesterol. Reduction of LDL with subsequent increase of HDL promotes smooth blood flow and replenishes heart functions. In Type II diabetes, the body is insensitive to insulin probably due to weight gain amongst other causes. Exercise helps in shedding weight and this makes the body insulin sensitive. Consequently, this insulin breaks down sugar molecules in the body thus lowering blood sugar levels eventually combating diabetes type II. Nowadays, poor feeding habits and little or no exercise makes people as young as fifteen to suffer from osteoporosis. However, exercise offers reprieve to this nightmare by strengthening bone tissue formation and maintenance. Finally, research in dicates that exercise improves immune system response and this helps to keep minor infections at bay. Finally, exercise helps in keeping body shape. No one likes obesity or out of shape body. Unfortunately, many people love talking how they hate their over weight bodies without doing anything about it; lip service. Exercise is the way to attaining that elusive figure you have always craved for, over the years. It is natural that, during physical exercise, the body burns thousands of calories. Body weight results from excess energy, which is converted to fat and stored in different body parts. As one exercises, metabolism rate increases leading to breakdown of fats making your body slimmer and healthy. Research indicates that, â€Å"To lose one pound of fat, you must burn approximately 3500 calories over and above what you already burn doing daily activities† (Buemann Tremblay 193). These researchers make it clear that normal daily activities are not sufficient to burn the re quired calories in the body; therefore, exercise is the way out. Fortunately, you do not need to check into a gym to manage weight loss; far from it, 20 to 30 minute walk every day or cycling for fun is enough to keep weight gain under control. Unfortunately, many people complain that exercise is not good because it is not fun. This is true and it does not apply to exercise alone; it applies to anything that someone does. If you do not enjoy what you are doing, it can never be fun. However, the claims that exercise is not fun are only excuses; not reasons. The fact is, there are many exercise programs, and out of them, every one can find a program that excites him or her. Exercise can be done in a group or individually.Advertising We will write a custom essay sample on Exercise Is Good specifically for you for only $16.05 $11/page Learn More Moreover, most of practices that people do for fun qualify as exercises. For instance, taking a stroll in the neighbo rhood in the evening is enough to relax one’s mind. Teenagers are fond of cycling for fun; however, even though they do not know it, cycling is a great lot of exercise. So, what is the way out of these excuses? Identify an exercise that excites you; an exercise that you will do without much hustle. For instance, decide to engage in flexibility training exercises like yoga and sit-ups or even join a dancing group. By doing something that excites you, fun will be inevitable. However, remember to do whatever you are doing on purpose with discipline. Discipline is the key to any successful story you will ever hear. Conclusion Exercise is all-inclusive package that will enable you live almost a stress-free life, full of energy with improved self esteem and sound sleep not forgetting how you will be able to combat some diseases like hypertension and diabetes type II. During exercise, the body releases endorphins that restore peace and felicity. Moreover, nothing equals the thrill t hat one gets by accomplishing set goals and exercise offers this opportunity to set both short and long-term goals and accomplish them. Again, exercise prompts the body to produce more ‘good’ cholesterol and eliminate the ‘bad’ one thus improving blood flow thus keeping hypertension at bay. Any good doctor will tell you exercise is as essential as sleep or feeding. Finally, exercise enables you to maintain body shape by shedding those extra pounds. Unfortunately, many people complain that exercise is not fun; however, this is just an excuse, not a reason. There are many exercise programs to choose from, every one can get a program that excites him or her, and as the excitement sets in, fun follows. Anyway, who does not want to live a peaceful and happy life? Not even you, start exercising and start today. Buemann, Baines Tremblay, Albert. â€Å"Effects of Exercise Training On Abdominal Obesity and Related Metabolic Complications†. Sports Medicine. 2007, 21(1): 191-212. Hawk, Patricia. â€Å"Here’s why Exercise is good for You.† 2009.Advertising Looking for essay on health medicine? Let's see if we can help you! Get your first paper with 15% OFF Learn More Mayo Clinic Staff. â€Å"Exercise: 7 Benefits of Regular Physical Activity.† 2010. Web. https://www.mayoclinic.org/healthy-lifestyle/fitness/in-depth/exercise/art-20048389

Taking the Next Step in the Death Industry Essay

Taking the Next Step in the Death Industry - Essay Example Raji (2007) stated that consumer passes through various stages of decision making process before taking a decision regarding the purchase of product (p.13). It is further mentioned that need for a product is the first stage in buying decision process (Raji, 2007, p.13) and various researches suggest that customers go through five stage decision making process which includes information search, evaluation of alternatives, purchasing and post purchase evaluation apart from need recognition (http://tutor2u.net). Morticians may follow the decision making process of buyers and could include the webpage service in the package of funeral products explaining the benefits to the consumer and friends like allowing long distance relative and friends to send condolence messages and other notes. According to Clow (2007) dual channel marketing is â€Å"when firms sell the same goods or services to both consumers as well as businesses†(p.107). In present scenario, Nancy and Margo are targeting morticians as they are in direct contact with the relatives and friends of the deceased person. It is further pertinent to mention that the website will also setup links to the newspaper wherein the short obituary will include the web address which itself will create direct customer relations for the website. This makes it clear that Nancy and Margo, through morticians are creating market for themselves as well as developing direct relations with the customer, thus giving an indication of the use of dual channel program. The strategy of Nancy and Margo, not directly promoting the service to patron, is correct because morticians, who deal with funeral materials and accessories, can strike a deal with them along with the materials instead of Nancy and Margo going to the patrons and promoting their website. The concept of providing website dedicated to deceased person is innovative and may strike a chord among people living in technological era. Though

Effects of Engery Drinks on the Human Body Essay

Effects of Engery Drinks on the Human Body - Essay Example The energy drinks are beneficial and effective when consumed in right quantity and in right combination where the individual responses vary from person to person. All possible negative effects known to date are only because of their inappropriate usage and all the effects are reversed once refrained from these drinks. The negative effects of energy drinks are; Blood pressure and heart related problems: Caffeine and taurine in the energy drinks effects the functioning of heart and affect blood pressure and also alter the effectiveness of their medications. The increased body metabolism by the energy drinks causes impairment in blood pressure which could adversely affect cardiac functioning. Hence people with Hypertension and heart problems are advised to refrain from energy drinks. Combination effects: Generally all energy drinks contain caffeine. Caffeine in combination with other drinks exerts different effects. However when combined with alcohol like vodka it is proved to be lethal due to the combination of two opposite qualities where alcohol is a depressant and energy drink is a stimulant (Istvan and Matarazzo, 1984) where as caffeine in combination with glucose with herbal flavoring fractions improve aspects

Human Resource Management At Hyatt Hotels

Human Resource Management At Hyatt Hotels Hyatt Hotels Corporation is a global hospitality company with more than 434 properties around the world. The mission of the company is to Provide Authentic Hospitality. They incorporate this mission in everyday operations by focusing on the development of a relationship with associates, owners and customers. Hyatts business is conducted by its employees and officers, under the direction of the President and Chief Executive Officer and the oversight of the Board of Directors to enhance the long-term value of the Company for its stockholders. The Board of Directors is elected by the stockholders to oversee management and to assure that the long-term interests of the stockholders are being served. The Board recognizes that the long-term interests of stockholders are advanced by taking into consideration, as appropriate, the concerns of other stakeholders, including associates, guests, property owners, suppliers, the public and members of the communities in which Hyatt Hotels Corporation operates. History In 1957, Mr. Jay Pritzker purchased the Hyatt House Motel near Los Angeles Airport. This started the story of this large company that manages, owns and franchises over 434 hotels around the world. The Pritzker family converted the company into a public entity in 1962. In 1968, a new company known as Hyatt International was formed to take care of properties around the world apart from North America. Hyatt Corporation and Hyatt International merged into a single entity in 2004 forming the Hyatt Hotels Corporation. Mission, Goals and Values Hyatt defines that its mission is to Provide authentic Hospitality. They try to practice this in a way that respects all people and all ideas. The company is looking at Superior results by working in an efficient manner. The Goals of the company are to be considered the preferred brand in each of the segments they serve which include: Employees Guests (Customers) Owners (stockholders as well as third party property owners) These goals clearly state that the strategy of the company is based on its people apart from the basic need for a companys existence. This will be discussed in detail when speaking about the strategy model that best fits the hotel chain. The company claims to have certain values that are imperative in forming the culture as well as the strategies of the organization. These are mentioned below: Mutual Respect They are a people based company and believe in respecting ideas, thoughts and beliefs of others Listen well Verify Acknowledge Intellectual Honesty and Integrity Hyatt wants its employees to be loyal to the company which can form the basis of the culture of the company. Tell and accept the truth Honor your commitments Humility Hyatt does not believe in advertising loudly and gaudily. They expect the reputation of the company to be built on experience. Let actions speak for themselves Recognize the contributions of others Fun Hyatt tries to ensure that employees enjoy their workplace in order to ease the stress of the hospitalty industry. Dont take yourself too seriously Creativity and Innovation Hyatt promotes new ideas and concepts. They handle change well due to the following steps they use to promote innovation amongst employees. Challenge conventional wisdom Take action/risks Evaluate Strategy The word strategy, deriving from the Greek noun strategus, meaning commander in chief, was  ¬Ã‚ rst used in the English language in 1656. The development and usage of the word suggests that it is composed of stratos (army) and agein (to lead). In a management context, the word strategy has now replaced the more traditional term long-term planning to denote a speci ¬Ã‚ c pattern of decisions and actions undertaken by the upper echelon of the organization in order to accomplish performance goals (Bratton, 2005) Hyatt Hotel Corporation Strategy The mission and goals of the company are clear in the above diagrammatical representation. The policies of the company are based on fulfilling this mission of the company. The value chain given above shows the prioritization of the companys strategy. Hyatt believes in keeping the customer satisfied by fulfilling the customers needs and demands. Hyatt wants to be the preferred company for customers. This can be done through excellent service (smooth operations) which can be achieved only through engaged employees. Engagement of employees is defined by Hyatt as the experience of the employees through their career at the company. The more satisfied the employees are at the workplace, the more the engagement which leads to efficient work. Employee engagement can be improved when the company grows increasing the opportunities for the development of the team members. The performance of the hotels helps the company grow. And this performance is again determined by the customers who would prefer Hyatt over other hotels. This value chain developed by hyatt is the basis of formulation of policies for Human Resources, Marketing, Finance and Operations. Hyatt has developed its strengths by concentrating on the most important aspects of running a company. They are making sure all employees concentrate on developing the brand image by providing excellent service according to the standards set by the company. This can be done only when the employees are clear about the brand value and quality expected. Hyatt also makes it clear in its strategy to ensure the profitability of the company in order to maintain a steady growth cycle. They have included manpower development in their strategy and mentioned that people are the companys key assets and that the company strives to keep their employees satisfied and motivated at the workplace. Aligning the business strategy with Human Resources International Operations The International Human Resources Department is made up of team members that are located in the Corporate Office in Chicago, as well as Hyatts Divisional Offices in Zurich, Dubai and Hong Kong. Their collective goal is to drive the People Brand ensuring the provision of an authentic employee experience. The roles and responsibilities at the Corporate and Divisional level are focused on creating employee preference through Employee Engagement, Top Talent Management, Workforce Planning, Succession Planning, Training and Development, effective Human Resources systems and Competitive Total Rewards. The team in Chicago concentrates on the development and oversight of Human Resources strategy while the Divisional teams focus on strategy implementation as well as hotel pre-openings. Human resources strategies may be defined as the patterns of decisions by management formulating policies and procedures to design work and select, train and develop, appraise, motivate and control workers. Creating these models are appealing to academics as they can analyse various configurations or clusters of HR practices and develop and test theories with the help of conceptual models. (Bamberger Meshoulam, 2000) In theory, academics have proposed at least three different models on Human Resource Strategy. These models have been based on various methodologies and policies developed by organizations to align the Human Resource strategy with the company strategy. These models are Control Based Model where the management tries to control and monitor the role and performance of each employee; Resource Based Model where the concentration is based on the behavior and attitude of the employee and the manager subordinate relationship in the organization; The third model is a combination of the two above which integrates them in order to bring together the advantages of both.(Bratton, 2005) Hyatt and its Strategy Model After a careful study of the three models and analysis of Hyatts Human Resource Strategy, it can be derived that Hyatt uses the combination model which is an integration of the control based and resource based strategic models. More details and explanations are provided below. Hyatts strategy emphasizes on people being its key asset and concentration on the growth and development of the employees. This can be analysed to say that Hyatt concentrated on its employees needs to be fulfilled in order to achieve efficient work from the team members which leads to better results for the company. There is a mutual relationship between the employer and the employee focusing on the development of both. The table given below shows various Human Resource strategies adopted by companies based on the nature of the organisation and their requirments. The table states Human Resourse strategies for three components the behavior required from employees, long or short term focus of the company and the concern for quality in the organisation. These components are reviewed in terms of Innovation, quality enhancement and cost reduction. We can derive that the companys Human resource policies are based on the company strategy as per quality enhancement. Hyatt works out its Human resource strategies with an emphasis on quality enhancement. The job profile and description of the employees are mostly fixed with a particular set of tasks ad responsibilities, it has little or no scope for innovation or change depending on the level of responsibilty. The hotel industry operates with many Standard Operating Procedures and a carefully planned and fixed way to perform tasks. This leaves very little scope for change in an individuals job description. These job descriptions are extremely elaborate and detailed in order to keep the employees aware of what is expected of them, on a day to day basis as well as overall. Maintaining procedures and standards for operations ensures that the brand can provide consistent service around the globe making the customer feel comfortable in any hyatt hotel without any surprises. This strategy helps Hyatt keep its brand image. The appraisal system in the company is in place . They have an individual appraisal on a regular basis conducted by supervisors and managers but the team performance as well as the hotels overall performance is taken into consideration when offering incentives and salary hikes. The employees are made to feel comfortable in the organisation which is required due to inconsistent work hours and the need for motivated employees. This ensures the employee putting in his/her best effort to maintain the work ethic and follow the procedures in order to benefit the company and increase productivity. The Training and Development team of the hotels as well as the corporate offices are very elaborate and active as there is a need for extensive task as well as competency training for the employees. The training involves keeping the employees up to date with changing policies as well as ensuring that tasks are fulfilled as per the set standards. Constant coaching and emphasis on following SOPs maintain a low-risk environment whch is beneficial for the organisation. As discussed before, the human resource strategy of organisations have been classified into three different models- Control based, Resourse based an Integrative model which combines the other two. Hyatt follows the integratve model of Human resource Strategy. This is explained below with the help of many examples in terms of Selection policies, Training and development and other such strategies that the company implements. The Integrative model This model is a combination of two models, one based on managerial control in the organization and the other based on a reward-effort exchange. Bamberger and Meshoulam have labeled the conrol based model as locus of control and the resource based model as acquisition and development. Locus of control concentrates on monitoring the employees compliance with the standards and procedures set in place while acquisition and development is the strategies used to recruit the right candidates and then train and develop them in order for them to learn the processes and operations. These two main strategies of the organisation yield four different ideal types of dominant HR strategies. The table below signifies these four strategies and how they play a vital role in the alignment of Human Resource strategies with the Organizations strategy. These strategies as depicted in the table show the organizations Human Resource strategies based on acquiring and managing their employees. Hyatt follows the Paternalistic and Commitment strategies for recruitment as well as appraisals of employees. Hyatt believes in a strong training and development system therefore it ensures that after recruiting a candidate, it is imperative to keep the candidate off operations and in orientation for a week. They develop their employees according to the brand and standards that are meant to be followed. This is an illustration of the Paternalistic HR strategy. Hyatt also believes in regular appraisals and personal growth of the employee. Performance of the team is closely monitored by managers and supervisors to ensure the process being followed and the desired outcome being achieved. There is a strong emphasis on compliance of standard operating procedures which is monitored with individual employees and they are appraised on their efficiency as well as their productivity. Selection Process at Hyatt Hyatts selection process is done through interviews. The application (recruitment) is done with the help of an online tool named Taleo and shortlisted candidates are called in for interviews. There may be various rounds of interviews but the initial screening is done by the Human Resources department. Hyatt also has a training module meant for senior managers in Interviewing. This is to make sure that everyone is on the same page to select the perfect candidate and there are lesser conflicts. The training module also mentions other factors such as conduct during the interview, venue, interaction etc. Hyatt uses competencies as the foundation for the selection decision. The Selection Interviewing Module provides the people responsible for interviewing with the skills necessary to evaluate candidates using carefully developed behavioral and situational questions. This approach allows the interviewer to identify behaviors that demonstrate the personal skills, abilities and knowledge that make up the companys core and leadership competencies. Hyatt has a guide with instructions and techniques to conduct interviews. This guide mentions how the the employees shuld be marked in terms of competencies they possess. Hyatts core and leadership competencies used to select the right candidate are mentioned below: Definition of a Competency Competencies are behaviourally defined personal characteristics that are required by employees for effective performance. These personal characteristics may include, but are not limited to: knowledge, skills, and abilities. What top performers do more frequently or more effectively than other performers Leads to performance excellence Consistent with our direction and future business needs Hyatt Competencies Hyatts Core Competencies, for which they interview line applicants, are: Action Oriented Adaptability Communication Customer Focus/Quality Integrity Interpersonal Skills and Teamwork Time and Task Management the leadership competencies which are used for candidates applying for managerial positions are as follows Core competencies, plus: Change Management Commercial Awareness Decision Making Managing the Work of Others Motivating and Influencing Others Organisation Savvy People Development Problem Solving Strategic Orientation Hyatt tries to ensure that all their selected candidates either possess the above mentioned competencies or can be developed through training to fit in to the organization with the mentioned characteristics. The interviewers are supposed to grade the employees according to what they perceive from the candidate during the rounds of interviews. This fits in to the Hyatt strategy by ensuring that the right fit of people are employed keeping in check the overall mission of providing authentic hospitality. The competencies mentioned are characteristics required in employees to best match the manpower need of the company. The core competencies include a basic framework of the employees personality and how he or she will be able to adapt to the culture of the company. Hyatt requires peope who are proactive with good communication skills and can fit in to a team by working in coordination with others. Hyatt does not concentrate on the skill as much as the overall personality of the candidate as they have an extensive training and development module to teach the employees the standard operations. This is done through various extensive task training modules and sessions that are conducted for the employees. This is discussed further in detail below. Given below are evaluation sheets which are used to grade the inerviewee and compare the candidates to see who fits the job descriptions most accurately. This is a sample evaluation sheet for line candidates. As discussed earlier, the focus is not on skills that the candidate has, it is based on the compatability of the candidate in terms of the competencies required for the individual to fit in to the hotel and help achieve the organisations goal and increase productivity. Training and Development Training may become necessary in a hotel for a number of reasons, including: new Corporate Strategy, new business goals, other changes in the hotel, external changes in the local market, employee performance shortcomings, and many other factors. Identification of training needs is done by the Training department of the hotel based on the following factors: New computerization Organizational changes New procedures Changed business goals New product (e.g. restaurant.) New legislation in areas which impact employee involvement Specific need of a new client/organization/supplier New/increased competition. Sources of information to help identify training needs: Corporate Strategy Articulation Results from the Employee Opinion Survey Business Plan Observations of employees Questionnaires Interviews Performance Development Plans Guest Feedback and Comment Cards Competition visits Management Log Books Accident Reports Performance and Productivity Report Consumer Audit Report. Training at Hyatt is classified into two. Skill training and Attitude training. Skill training is handled by indivisual departments with the help of task breakdowns and rotational training sessions for the employees. The following factors will impact the degree to which Skills Training is a priority need: Competency levels of employees The rate of employee turnover Prior experience of employees Quality and quantity of Departmental Trainers Availability of time in which to train Maturity of established standards Degree of empowerment. The following is a Departmental training record form which is used as tool to observe and keep a check of the training being conducted in the department to help hone the skills of the employees. Department: Room Service Position: Waiter / Waitress Employee Name and Start Date Date and initials of Trainer: Who was the Trainer and when was task completed X: Trainee does not have to be taught the task Blank: Training not carried out yet Name and Start Date Tasks Kate 4/5/96 Brad 3/1/97 Tom 2/3/98 Jack 5/3/98 Mary 6/5/98 Hotel Orientation Day 1 JM 4/5/96 JM 3/1/97 JM 5/3/98 JM 6/5/98 Hotel Orientation Day 2 JM 5/5/96 JM 4/1/97 JM 6/3/98 JM 7/5/98 Departmental Orientation DM 5/5/96 DM 4/1/97 DM 2/3/98 DM 6/3/98 DM 7/5/98 Tray Set Up PP 6/5/96 PP 4/1/97 2/3/98 PP  ´ Answering the Telephone PP 6/5/96 PP 4/1/97 PP 2/3/98 PP 7/3/98 Folding Napkins NM 6/5/96 NM 4/1/97 NM 3/3/98 NM 7/3/98 Cleaning glasses NM 6/5/96 NM 4/1/97 NM 3/3/98 NM 7/3/98 Coffee/Tea set up NM 6/5/96 NM 4/1/97 NM 3/3/98 NM 7/3/98 Learning about DND PP 7/5/96 PP 5/1/97 PP 6/3/98 PP 8/3/98 Cleaning floors PP 7/5/96 PP 5/1/97 PP 6/3/98 PP 8/3/98 Set up of breakdown area RM 7/5/96 RM 6/1/97 RM 6/3/98 RM 8/3/98 Clearing breakdown area RM 7/5/96 RM 6/1/97 RM 6/3/98 RM 8/3/98 Depositing soiled equipment RM 7/5/96 RM 8/3/98 Storing clean equipment RM 7/5/96 RM 7/1/97 RM 6/3/98 RM 9/3/98 Polishing silver  ´ RM 7/1/97 RM 6/3/98  ´ Reading a docket RM 7/5/96 RM 8/1/97 RM 9/3/98 This document is imperative to ensure that the employees are being trained well in their day to day tasks so they are able to increase productivity in the hotel by following standards and doing their jobs the way they are supposed to. This is aligned to the strategy of the hotel by developing the emplyees to enhance efficiency and performance. Attitude Training is required to communicate the values, attitudes and behavior expected by the hotel/company. Examples of Attitude Training: Grooming standards Telephone techniques Dealing with guest complaints Principles of Upselling Exceeding Guest Expectations This may be impacted by the following factors: Local culture Rate of employee turnover Degree of motivation Length of service Age of employees Union relations/activity Interdepartmental/hotel transfers Repositioning of hotel standards Local unemployment How competitive the hotel market is. As discussed above, Hyatt believes in the paternalistic approach to Human Resource strategy by conducting extensive training and developing the personnel to become Hyattians as well as learn the day to day tasks. The objective of this extensive training is to finally achieve the companys goal of satisfied customers and increased financial performance. Performance Development and appraisals Hyatt International Operations approach to Performance Development (formerly Performance Appraisal and renamed to reflect the positive, forward-looking aspect of this process) is part of the companys continued commitment to the implementation of Human Resources Programs that put into action  The People Philosophy, which builds on our Values, culture  and competencies, all of which help to build consistent Human Resources programs and practices.   Relative Importance of Each Competency to Specific Job Titles The Performance Development Plan Evaluates the employees performance in each competency and space has therefore been provided alongside each competency to indicate whether the competency is of low, medium, or high importance to the specific job held by the employee: Low   where the competency is not critical to the job (although it could still be important as part of the employees overall personal development plan). Medium   where the competency is important to the job, but other competencies may be more important, and High   where the competency is crucial to the job The Relative Importance will not vary from year to year where the employee is in the same position. However, it will vary considerably between different positions. Six Month Review Hyatt International Operations recommends a Six Month Review as a best practice in employee Performance Development. Formally reviewing an employees performance on a six month basis has the following advantages: It demonstrates to employees our ongoing commitment to their personal development, and reinforces the principles of The People Philosophy It allows for adjustments in the employees personal development goals in real time and not too long after the event It increases the opportunity for dialogue between an employee and his/her manager a powerful way to improve employee communication. A sample performance development form is shown below. This form shows the

Barn Burning - Charcter Analysis :: essays papers

Charcter Analylis Barn Burning Character Analysis William Faulkner’s â€Å"Barn Burning† In â€Å"Barn Burning† the setting is a time when people drove horse wagons and the workingmen were generally farmers. The major character in this story is Colonel Sartoris Snopes, called â€Å"Sarty† by his family who is a ten-year-old boy. In the beginning, Sarty is portrayed as a confused and frightened young boy. He is in despair over the burden of doing the right thing or sticking by his family, as his father states,† You got to learn to stick to your own blood or you ain’t going to have any blood to stick to you.† Sarty’s father, Abner Snopes is accused of burning down a barn and Sarty is called upon to testify against his father and to tell the events of what happened. He wants to tell the truth because it is the right thing to do, but he knows he might have lie to save his father from being reprimanded. To his relief, it is decided that Sarty will not have to testify and is dismissed from testifying. It is decided by the Justice of the Peace to order Abner and his family to leave town at once. Sarty has moved twelve times in his ten years of age and although the story does not state clearly, that this is not the first time his father has set fire to a barn, but shows that the chances are, that he probably has done this in the past which has affected Sarty in how he feels about his father. Sarty’s other family members include the mother, aunt, an older brother, and two twin sisters who are minor contributing factors in this story. The family knows the father is responsible for the burning of the barns and they even unwillingly help him at his requests. This story describes the family somewhat concerned for the father, but they never challenge his decision to burn the barns even though it is wrong. The critical point of the story is when Sarty decides to tell Mr. De Spain that his father is going to burn his barn. Sarty is in disarray because he doesn’t know what is going to happen to him next and is probably speculating that his family will never forgive him because the of the harm that will come to their father if he is caught in the act.

The Manufacturing Practices of the Footwear Industry: Nike vs. the Competition

The Manufacturing Practices of the Footwear Industry: Nike vs. the Competition Steven Van Dusen The current manufacturing practices of the sneaker industry, in particular companies such as Nike, Reebok, Adidas, Converse, and New Balance, takes place throughout the globe. With the industry experiencing severe competition, and the product requiring intensive labor, firms are facing extreme pressure to increase their profit margins through their sourcing practices. The following paper will analyze the sneaker industry, while examining the multitude of viable manufacturing options, and critiquing their current manufacturing structure. Footwear Industry – Players, Revenues, Market Share To properly review the manufacturing in the footwear industry, it is necessary to first gain an understanding of the dominant leaders in the marketplace. The industry is currently experiencing hypercompetition, led by six main firms – Nike, Reebok, Adidas, Fila, Converse, and New Balance (see exhibit 1), with nearly $7 billion in revenues domestically. Nike is the industry leader, with a 47% market share, followed by Reebok, a distant second at 16%, and Adidas at 6% (see exhibit 2). This category is facing decreasing demand and the rising popularity of alternative footwear, resulting in more pressure than ever before to achieve high gross margins through effective global sourcing practices. Manufacturing options Footwear companies have two basic options in the manufacturing of their products, they can both own and operate the factories that produce their products, or subcontract their products out to secondary manufacturers. These facilities can be located either domestically or internationally, and both present a myriad of positives and negatives. Firms that produce domestically benefit from ease of monitoring, skilled workforce, government stability, job creation, and well understood labor rules, while suffering from the relatively high wages required in the U. S. as compared to developing countries. By manufacturing products overseas, in particular in third world economies, tremendous efficiencies are gained in the form of reduced wages, but are countered by the increased difficulty of monitoring the quality of their products and the actual working conditions in the factories. Companies that are vertically integrated, who own and operate the factories where their products are manufactured, are faced with large capital expenditure requirements and the management of the factories themselves, resulting in lower profit margins. Strategic Outsourcing In analyzing the sneaker industry, we are faced with the question, â€Å"What are these firms core competencies? † If manufacturing falls under this umbrella, then firms should look to produce internally. However, the core skills that set these companies apart from the competition, are their marketing, distribution, and technological expertise. Applying the dominant sneaker companies areas of expertise, let’s review the following questions: Is internalization a source of competitive advantage? Is manufacturing a skill our firm does better than anybody else? Will firms be able to leverage their manufacturing expertise in the future? Are we releasing any of the firm’s proprietary skills/information by outsourcing? With all of the above questions posed to any of the big four sneaker companies, they would respond with a resounding â€Å"no†. Therefore, in today’s global environment, the most strategically viable manufacturing strategy is the outsourcing of their products. The efficiencies that are gained, in the form of shifting of risk, reduced capital requirements, lower wages, and ability to focus on their core competencies, strongly outweigh all other manufacturing options. The Evolution of Manufacturing in Third World Countries As the economies of countries around world expand, so does their ability and skill level in all facets of manufacturing. Beginning in London in the early 1900’s, and followed through to the present day, manufacturing in its simplest form consists of light manufacturing, which uses unskilled labor to produce items such as shirts, shorts, and jeans. As the economy develops along with the skill of manufacturing, countries begin moderately technical light manufacturing, which includes footwear, outerwear and, performance sportswear. The next step in this growth involves the production of technical consumer products such as radios, calculators, and wristwatches. With the most developed economies gaining high levels of technical expertise, manufacturing grows to include technical durables, which includes automobiles and computers. This progression represents the advancement of economies throughout the world today, and provides the reasoning behind sneaker companies manufacturing beginning in the United States and Germany, and passing through Japan, Korea, and Taiwan, to its present day central areas of China, Indonesia, and Vietnam. As these three countries progress over the next decade, and large amounts of new capital is pumped into their economies, their standard of living will rise along with their manufacturing expertise. Companies will be forced to relocate their manufacturing in countries such as Cambodia, Pakistan, and underdeveloped regions of Africa in search of lower wages. Nike Nike currently enjoys a 47% market share of the domestic footwear industry, with sales of $3. 77 billion. Nike has been manufacturing throughout the Asian region for over twenty-five years, and there are over 500,000 people today directly engaged in the production of their products. They utilize an outsourcing strategy, using only subcontractors throughout the globe. Their majority of their output today is produced in factories in China, Indonesia, and Vietnam, but they also have factories in Italy, the Philippines, Taiwan, and South Korea. These factories are 100% owned by subcontractors, with the majority of their output consisting solely of Nike products. However, Nike does employ teams of four expatriates per each of the big three countries (China, Indonesia, Vietnam), that focus on both quality of product and quality of working conditions, visiting the factories weekly. They also developed their code of conduct in 1992 and have implemented it across the globe, as its goal is to set the standard for subcontractors to follow if they wish to do business with Nike. However, due to a manufacturing network of this magnitude, they have faced numerous violations involving factory conditions and human rights issues, which have been widely publicized. They have responded to these issues through the Andrew Young report, the Dartmouth Study, and Ernst & Young’s continual monitoring, but are still approximately two years away from completely addressing these problems throughout the globe. Reebok Reebok, as the second leading manufacturer of footwear, has domestic revenues of $1. 28 billion and a market share of 16%. Similar to Nike, they also utilize a 100% outsourcing strategy and manufacture their products throughout Asia. They have created and implemented their own code of conduct for manufactures to follow, but have less infrastructure than Nike across the globe to enforce it. They are facing scrutiny in regards to wage, overtime, and air quality issues, and like Nike, are working to address these issues. However, their strength, the creation and distribution of a global brand, is allowed to foster under this manufacturing strategy, as they focus on their core competencies, and outsource their production. Adidas Adidas is currently enjoying the fastest growth of any brand domestically, with a market share of 6% and revenues of $500 million. They have been shielded from bad publicity by the two Goliath’s of the industry, Nike and Reebok, and are reaping the rewards substantially. They have adjusted their manufacturing strategy, from a vertical operation in Germany in the 60’s and 70’s, to an outsourcing focus today throughout Asia. Unlike the big two, they do not have a code of conduct, and their factories are considered to be the worst in the industry. It is just a matter of time before they are exposed, with an underground swelling of negativity already occurring today. In order to avoid the negative effects and lost revenues that Nike and Reebok have received, they need to immediately begin to take a proactive stance in regards to the working conditions of their factories. Converse With a market share of 3% and revenues of $280 million, Converse manufactures their products both domestically and internationally. It is important to note that the only product they continue to manufacture in the U. S. oday, is the Chuck Taylor All Star, with plants in Lumberton, NC and Mission, TX. This is a product where the â€Å"Made in the USA† label is crucial to its success, and internalization is a source of competitive advantage. These two factors serving as the sole reason why the production remains within the U. S. All other shoe models are outsourced in Asia, with the explanation of reduced wages driving this strategy. Converse, lik e Adidas, must also generate a higher degree of internal monitoring of their subcontractors, or they will soon face increased scrutiny New Balance New Balance is the one company that has kept a substantial amount of manufacturing in the United States, and has a 3% market share with sales of $260 million. They currently operate five plants in New England, employing over 1400 workers, that produces 50% of their output. With this mixed strategy, of vertical integration and outsourcing, they are very unique, with their strategic reasoning based on the advantages gained through higher levels of quality domestically, and the â€Å"Made in the USA† label. They are in a highly specialized, niche business, running shoes, and closeness of factories is more essential to their customer base than the other companies because of special orders. For their most technical products they employ outsourcing, following the strategy of their competitors. Although there is something to be said for manufacturing domestically, they are straying away from the skills that they do better than anybody else – the design and marketing of the premier running shoe in the industry. Their long-term strategy should shift to a 100% outsourcing model, allowing them to control this niche for the future. Summary Manufacturing in the footwear industry has evolved dramatically over the course of the last century. As economies grow and skills are enhanced, production has been forced to spread to less developed regions around the world. While Nike, Reebok, Adidas, Converse, and New Balance each have their own manufacturing structure, the reason behind their rise to dominance in this industry is their ability to focus on the core skills that they perform better than anybody else. The outsourcing trend that dominates the industry today will only increase in the future. The major issues facing these firms today, working conditions and human rights, must be addressed in the short-term. Through either one firm’s leadership, or all footwear companies strategically aligning, these issues will be addressed; the question is â€Å"Just how long will it take before the footwear companies say Just Do It? † Copyright, 1998 Van Dusen, INTS 092 UNC – Chapel Hill