Report on Emergency Procedures

PART A Roles and Responsibilities Work Place Manager Notify the appropriate emergency service such as police, ambulances, and electricity supplier of an emergency, and also call for an evacuation procedure. Emergency Service Commander Assume control during an emergency, and send services to the site Employees switch all power operated equipment on the site; move calmly to a safe area; wait for roll call and further instructions from supervisors; and return to work only if instructed. Supervisors check for the switching off of all power operated equipments; check that all persons are safe and have been evacuated; carry out roll calls; and notifying the manager of roll call results and wait for further instructions. Emergency Procedure The emergency procedure that are to be adopted are: accurate identification of the hazard by its location, cause, and extent which in our case is at the corner of the site; affected people should be ready for an evacuation procedure or other emergency duties that they would embark on; notification of emergency situation to emergency services such as police, ambulance, fire brigade, and national electricity supplier; where no risk to people is available, then controlling of the emergency is appropriate until professional assistance arrives. Controlling of electricity is done by clearing the area to provide a clear view of electric cables, and switching off the main electricity supply box of the area; and where appropriate a partial or full evacuation of staff, visitors should be done through previously designated emergency routes. Documentation Emergency Procedure Checklist Filled by the work place manager to ensure that persons within the area are completely aware of what the emergency plan is and what would be the responsibility of the respective people in the organization. Accident or Incident Report Form Filled by the site supervisor to provide up to date information and statistics of the incident. Procedure Manual Construction employees and supervisors should attend training of handling emergency procedures after which they are handed with an emergency procedure manual. The manual acts as a guide to handle emergency and evacuation situations. Plant Requirements Plant and equipment requirement required in this emergency situation are: a detailed emergency plan as the electricity is high risk; visible and clearly mounted fire extinguishers and hose reels; unobstructed access ways; presence of a first aid room and Medicare centre to tend to the injured; unobstructed emergency stair cases in the stories; and an effective evacuation warning device such as sirens or bells. Authority Alerted The authorities notified are: police to record statement with the driver of the accident truck; the hospital to allow for provision of ambulance services; and the national electricity supplier to carry out procedures on their grid. Evacuation Procedure After considering the above listed requirements, then the procedure that must be followed in an evacuation is as shown below: Once the emergency is discovered which in our case is possibility of live electric cables on a site then the work place manager is notified The workplace manager would then activate an evacuation procedure using sirens, a bell or any other system, and notify the appropriate emergency service of the incident The notification would allow for the emergency service commander to assume control where he will send emergency services to the scene Evacuation procedure would be activated through an alarm that would prompt employees and supervisors to perform certain duties Construction employees are to: switch all power operated equipment on the site; move calmly to a safe area; wait for roll call and further instructions from supervisors; and return to work only if instructed Supervisors on the other hand are to: check for the switching off of all power operated equipments; check that all persons are safe and have been evacuated; carry out roll calls; and notifying the manager of roll call results and wait for further instructions. After the emergency has been controlled and everything is back to normal, then de-briefing ensues and work either continues or people dismissed. If someone were to be hurt in the incidence then the First Aid personnel should carry out life saving procedures before transferring of the victim to the onsite Medicare centre where they would get the necessary care and treatment. After saving their lives they would be treated for mental shock before being released. Serious injuries are to be taken to the hospital using an ambulance after emergency treatments. PART B The incident that occurred at the site was the presence of a collapsed electric pole and power lines at the corner of the building site that was caused by a truck that swerved and hit the pole so as to avoid hitting a child. The emergency procedure that was taken was to alert the necessary authorities like the electricity supplier and to switch off the main electricity supply to prevent injuries, damage of property, and death. After the situation was controlled and evacuation procedure was done to remove possible injuries and keep people safe. Injured people were treated on site before transferred to the hospital. The preventive measures that could be put in place to avoid the incidence were: making sure that the site is protected by earth leakage device; surrounding the site with thick barriers that are poor conductors of electricity; making sure that electric cables are underground as opposed to overhead ones; and making sure that roads for vehicles are far away as possible from work sites.

Trace Of Political Parties From Conception Through Civil War

Trace of Political Parties from Conception through Civil War Since 1787, there has been constant competition for promoting political ideals in this nation. These groups are known as Political Parties. From the big political parties to the small parties, they all have a part in history. The use of these political parties is traced from conception up until the civil war. In the late 1700’s, the political party known as The Federalists doubted the United States would become a great commercial power. The Federalist dominated the new government. According to the book, â€Å"Although no one welcomed them, the political parties gradually took shape† (Brands, H.W., Breen, T.H., Williams, B.H., and Gross, A.J. 170). The federalist encouraged a very rapid integration of the United States into a world economy, but however avid they were about capitalism, the Federalist nor the Republicans did not trust the people or local government to do the job adequately. 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Supervisory Skills in Tourism and Hospitality Samples for Students

Question: Discuss about the Supervisory Skills In Tourism And Hospitality. Answer: Introduction The hotel industry today faces complex challenges for satisfying increasingly sophisticated global customers. To attract and retain customers these industries should implement technologically advanced yet cost effective strategies and attractive pricing strategies that will give them a competitive advantage. They also need to implement strategies for retaining maximum employees. Operational employees play a vital role in providing good quality service to customers by converting the unsatisfied customers to satisfied and loyal ones (Kusluvan et al. 2010). The high attrition rate of operational employees is the major area of concern for hotel and tourism industry. Managing staff turnover for retaining employees can reduce costs for new recruitment. Professionalism, labor development, and frequent motivation are the keys to success for a hotel. This report deals with the positive and negative HR management strategies of the hotel industry and provides recommendations for improving their business by gaining competitive advantage. Systems Brain need to implement for changing HR Management The problems that Brian faces in human resources management in mainly because he is dependent totally on a third person for looking after this department. He is not involved with any aspect of human resource management for the hotel. The person Mary, who is responsible for management of this area, is herself not good at dealing with customer issues. She got involved in too many altercations with the hotel guests when she worked at the front desk. Hence, the management removed her from that position and promoted her to a human resource practitioner. She is always busy with hiring new employees having no time to train the new joiners. Most of the front desk employees either are quitters or have been fired from previous jobs. These ill-trained employees treat the customers badly and are responsible for the low occupancy rate of the hotel. The customer satisfaction rate is only 6 out of 10. As the HR personnel is always busy, she doesnt have time to pay the wages on time and does not imp lement any policies as a guidance for employees to perform better. This dissatisfaction among employees is the cause of high turnover rate at Harbor View Hotel, which is 120%. The main area that Brian should bring changes is the hiring of new employees. Hiring good talents can totally change the atmosphere and productivity of the hotel by providing quality services to customers (Nadiri Tanova, 2010). Brian should make sure that the human resource personnel to recruit upbeat, dedicated workers for each position. The next look after of Brian should be to cut down the attrition rate of employees. For attaining this, Brian needs to provide good training and incentive programs and make sure to provide the salary on time to retain employees for a longer period. He also needs to implement employee progression and promotion policies to retain employees. He should provide ways by which employees get adequate training for gaining necessary skills to work in the advanced position. This will also reduce the expenses as compared to the hiring of new employees for filling positions, which people leave shortly. Strategies followed by Joe for HR Management The things that Brian can learn from Joe are how to recruit suitable employees, retain them by providing them with opportunities and the ways to satisfy customers. Joe is the General Manager of The Mount Hotel and is directly involved in all human resources management decisions. According to Joe, the front-desk area of any hotel is the most important because it deals with most of the customer interactions. He knows the importance of front-desk as he himself worked in that department for a long time. Hence, he deeply scrutinizes people before hiring them. He also looks after the needs of the employees for increasing retention. He has set up incentive programs for those who perform excellently at the front desk. He has created a work environment that works as a team. He gives ample training and information to employees regarding their duties. All these strategies give work satisfaction to employees and they are not learned to leave this hotel. Hence the attrition rate of this hotel is only 25% and that too when casual employees leave. The well-informed, well-trained and satisfied employees are also the reason for satisfied customers (Hjalager, 2010). The employees never ill-treat their customers and look after their needs. These increases return customers and the occupancy rate of the hotel even in off seasons. The customer satisfaction rate is nine out of 10 in the Mount Hotel. Required training and development programs for Harbor side hotel The employee training programs that need the Harbor side Hotel should for increasing its turnover and occupancy rates are in the areas of customer service, public relations, hospitality, local tourism information and first aid. Excellent customer service and good public relations are very important in tourism and hospitality (Yang, 2010). It is the first point of contact between the guest and the representative of the hotel. It is the first opportunity for any hotel to create a good and long lasting impression to the customer (Chand, 2010). The businesses, which prioritize their customers, will have a steady flow of return customers. Satisfied customers provide a good review of the hotel in online social sites and through word of mouth, which increases the customer base of the hotel. The front desk workers of this hotel treat their customers badly leading to low customer satisfaction. They need huge training on customer service. The hotel authority should give training on the need fo r satisfying customers. The front desk workers need to learn how to behave properly with the customers and how to be energetic and helpful while servicing them. They need to know how to prioritize customers before themselves (Tsai et al. 2010). This can increase the customer satisfaction rate and there will be an increase in return guests and occupancy rates for the hotel. The hotel also needs to train and inform their staff on local tourism. The staff needs to identify, implement and monitor commercial opportunities and additional services to raise revenue. The front desk employee needs to know detailed information of all local tourism spots and should know how to book accommodations and make tour reservations for potential guests (Ryu, Lee Gon Kim, 2012). First aid training is very important for the hospitality industry in order to be prepared for any accidents. The staff should know how to deal with an emergency like who to call for help. This increases the sense of security amo ng the customers as well as the employees. Innovative Human resource initiatives for both the hotels Human resource initiatives that can increase the performance of both the hotels are Selective hiring The company should implement policies for hiring based on traits and organizational fit. The sincere attitude of concern towards customers is more important than the prior experience of work in the hospitality industry (Tang Tang, 2012). This helps to filter those employees who can take on-spot decisions, think autonomously, learn the job quickly and has the mentality to work in a team and adapt to changes. The process to test for the trait and organizational fit is to create real-life on job scenarios and make the candidate to work for half a day in that situation. Changing retention strategies Low pay and long working hours are the two main reasons for high attrition rate in the hotel industry. Flexible work arrangements and investing in the long-term development of employees can reduce this problem (Bratton Gold, 2012). Job sharing and outsourcing can also increase employee retention and get the best-talented group of workers. A method for attracting young talented people and stabilizing them in the hotel is to provide them with special training, apprenticeships, personal developments and academic credits. Competency training and leadership development programs Providing training and career development programs to the newly hired employees encourage employees to build knowledge and situation handling tactics that benefit the organization and increases productivity (Brotherton, 2012). Competency training and career development programs help to gain competitive advantage. Through refining their competencies, employees learn to handle larger and complex situations. Their power of taking decisions based on intuitions also develops. According to HR strategies, implementing internal career development programs can help to achieve this goal. Benefits and incentive plans for employees This is the most important aspect of reducing expenses on hiring new employees (Sigala, Christou Gretzel, 2012). Hotels should treat compensation for employees as an investment and not as an expense. As employee performance relates to customer satisfaction, employers should reward hard working and good performing employees from time to time. HR should implement policies as variable pay and performance-oriented pay structure. They should introduce competency-based models for finding out the more skilled and better-performing employees and rewarding them with higher percentages of variable pay (Nickson, 2013). Service organizations highly benefit from competency based pay systems since employees are encouraged to take initiatives for solving a problem and perform better than their co-workers. In addition to rewarding proving positive feedback social recognition to employees works as a great stimulator for increasing employee performance. Conclusion Globalization has tremendously improved the service industries like hotel and tourism. The advancements in the tourism industry have led to the concept of human resources development and management as the pinpoint issue for providing proper service to customers. Fitting deployment of human resource not only satisfies customers on the local level but customers on the global arena are also satisfied. The preliminary issue of hotel industry nowadays is to identify, recruit, channel and incorporate skilled human resources to improve functional efficiency and productivity. Another key for the success of this rapidly growing industry is to engage third party organizers and agencies which have hundreds of skilled professionals to work for them. References Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Brotherton, B. (Ed.). (2012).International Hospitality Industry. Routledge. Chand, M. (2010). The impact of HRM practices on service quality, customer satisfaction and performance in the Indian hotel industry.The International Journal of Human Resource Management,21(4), 551-566. Hjalager, A. M. (2010). A review of innovation research in tourism.Tourism management,31(1), 1-12. Kusluvan, S., Kusluvan, Z., Ilhan, I., Buyruk, L. (2010). The human dimension: A review of human resources management issues in the tourism and hospitality industry.Cornell Hospitality Quarterly,51(2), 171-214. Nadiri, H., Tanova, C. (2010). An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hospitality industry.International journal of hospitality management,29(1), 33-41. Nickson, D. (2013).Human resource management for hospitality, tourism and events. Routledge. Ryu, K., Lee, H. R., Gon Kim, W. (2012). The influence of the quality of the physical environment, food, and service on restaurant image, customer perceived value, customer satisfaction, and behavioral intentions.International Journal of Contemporary Hospitality Management,24(2), 200-223. Sigala, M., Christou, E., Gretzel, U. (Eds.). (2012).Social media in travel, tourism and hospitality: Theory, practice and cases. Ashgate Publishing, Ltd.. Tang, T. W., Tang, Y. Y. (2012). Promoting service-oriented organizational citizenship behaviors in hotels: The role of high-performance human resource practices and organizational social climates.International Journal of Hospitality Management,31(3), 885-895. Tsai, W. H., Hsu, J. L., Chen, C. H., Lin, W. R., Chen, S. P. (2010). An integrated approach for selecting corporate social responsibility programs and costs evaluation in the international tourist hotel.International Journal of Hospitality Management,29(3), 385-396. Yang, J. T. (2010). Antecedents and consequences of job satisfaction in the hotel industry.International Journal of Hospitality Management,29(4), 609-619

Ronald Reagan Leadership free essay sample

There are many definitions of a leader and how their leadership skills can be described. One of the theories developed to study leadership is trait approach. Also known as great man theories, it was developed to explain how traits influenced leadership. This theory suggested that certain people were born with special traits that made them great leaders. (Bass,1990; Jago,1982). For this applied leadership mini paper I chose Ronald Reagan as my leader. Through this paper I would like to enlighten how the Trait approach theory helps me to analyze him as a successful leader. In his lifetime, Ronald Reagan was such a cheerful and invigorating presence that it was easy to forget what daunting historic tasks he set himself. He sought to mend Americas wounded spirit, to restore the strength of the free world and to free the slaves of Communism. †Ã‚   This was lady Thatchers eulogy on President Reagan that so admirably in one sentence summarizes his individual traits and his great achie vements (McCarthy. We will write a custom essay sample on Ronald Reagan Leadership or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 2008). He is indeed one of the greatest leaders the world has ever seen. The remarkable leader, Ronald Reagan was born to parents John and Nelle Reagan on February 6th 1911 in Tampico Illinois. He was elected the 40th president of the United States of America on November 4th, 1980. He graduated from Eureka college, and also had an acting career with Warner bros. At the age of 69, he was the oldest man and the first movie star ever elected as the president. (Connerly, 2000). During his presidency, the economic condition of the United States of America flourished. Ronald Reagan died on June 5th 2004, however the great things he did as a leader will always be something to remember him for. In the trait approach, leadership is defined in terms of traits of the leader thought to exhibit good leadership. With the help of this theory we can compile a long list of desirable traits in a leader. A century of research to back it up, trait approach is very reliable in analyzing our leader. Ryan Reagan is an excellent specimen because he demonstrates all those qualities essential to be a successful leader. He was intelligent, determined, confident , a good communicator and had integrity, all traits individuals hope to possess in order to become a successful leader. (Northouse,2011). These characteristics were very important for Reagan to become as successful as he was. Because of his certain personality traits like honesty, his compassionate nature, his modesty gained him tremendous amount of followers who respected and loved him. By his achievements and the fact that still to date talk about all the great things he has done for his country and demonstrate the want and need for leaders like him, shows what a successful leader he was. Ronald Reagan was a strong leader and was a good communicator of his beliefs, which helped him attain support of the people of America. However, there were several instances during his presidency where negotiations had failed. It was during these instances that Reagan made the biggest impact as a leader and really earned the respect of the people of America as someone who meant what he said (DSouza, 1997). Even though Reagan had to face difficult situations as a leader, he took time to rethink this strengths and achieved his goals. This shows us that Reagan was born a great leader, and although he had a knack for it, he relentlessly worked at it which is why he became such a hit with the American public. Because of this combination of his great personality traits and even greater accomplishments Ryan Reagan proved to be one of the preeminent American presidents in history. We can see how his traits made him a constructive authority for the people of America and an inspiration to anyone who one day would like to become a successful leader. The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things. † ? Ronald Reagan References: DSouza, Dinesh. Ronald Reagan: How an Ordinary Man Became