EOC WEEK 10: Up In The Air

I loved this movie "Up In The Air"! This movie was funny and constructive. It gave you an idea of today's reality and the economy and on the other hand it was funny because people are fired everyday and there's just no nice way to put "your fired". I thought it was creative how George Clooney fires the guy and inspires him to have a new beginning. A better life for his children. When the reality of it is hes going to be searching for a job for the next few months or even years. I thought it was funny how the girl thought she knew what she was doing and then George showed her the real deal! I takes a lot to be able to turn a bad situation to good, especially when you are telling someone that aren't going to be receiving a paycheck anymore. I think some good skills Clooney used in the movie were, turning the tables from bad to good, pointing out the benefits, and just being realistic as well. This movie kind of reminds of "Thank You For Not Smoking"movie where he tries to enhance the idea of cigarette smoking. That movie illustrates the same idea, turning something bad to good. You kind of have to be a bullshitter to have that job. I have only been fired once but I knew it was coming because I got into a physical fight with somebody, so I wasn't saddened by my job loss. I am not sure what I would do if I really relied on my paycheck to support a family or a home and then I suddenly lost my job. I know I wouldn't want somebody telling how its going to be good for a change in my life, after I just lost my job.

BOC WEEK 10 Getting Fired

I have had to fire someone before when I was a manager at Brueggers Bagels. I hated having to do it, because it was a friend, or I thought! I had this really hard working employee by the name of Rachel and she was the best! She always did everything in a timely manner and always worked any hours I needed. I really appreciated her and also started building a bond with her and became her friend. I caught her stealing form the tip jar first, then she started stealing product. I did not let her go the first time, but I wrote her final warning and made her apologize to her employees and pay them back what they would've gotten in tips. She also agreed to writing a letter of apology to the owner in order for her to keep her job, normally she would've been let go immediately. So a few weeks went by and everything was fine. I was leaving the company to move to Minnesota and had put in my 2 week notice. In the two weeks she managed to steel again and I had to fire her, but the hard part was that I had just moved in with her for a few weeks before I was off to Minnesota. This was one of the hardest things to do. I had to put it to her as if she wasn't being loyal as a friend, to have put my job in jeopardy as well. I had to show her the proof on video even. She felt very bad and admitted to it. I was thankful I was leaving to Minnesota since it was awkward living with someone I had to fire. I think the worst part was that I actually gave her a second chance and wanted the best for her in general as a person.

WEEK 9 EOC : Personal Freedom vs Union Membership

What would you do if you wanted to work for a company and you had to join the union to get the job?

If I wanted to work for a company and had to join a union, I would have to research it first before I joined. I think some unions offer good benefits within the union if I found a opportunity I couldn't pass up I would probably join. I don't like the idea that its almost like a contract though.

If the union went on strike for something I didn't agree with I am not sure what I would do. Do you have to go through with the strike just because you are with the union? Other issues I would be concerned with if I had to BELONG to a check would be if I would for sure get paid or if they could keep my paycheck for some reason or another.

WEEK 9 BOC : History of Labor Unions in the United States

"Trade unions really exploded in the United States during the nineteenth century with the founding of the first national union, the National Labor Union. It was created in 1866 and was not exclusive to any particular kind of worker." (ezinearticles.com/?The-History-of-Labor-Unions&id=1119684)

I didn't understand the reasons behind having a union, but I understand now that its just merely the same as having someone backing you up. I understand that also when in a union job you can receive different benefits and or disadvantages too. I hadn't realized that unions have been established for so long. Also the fact that you can have a union for any type of occupation. 

"Today, unions still serve the same purposes for which they were originally founded. Current union agendas include ending child labor, increasing wages, raising the standard of living for the working class, and providing more benefits to both workers and their families. If you are interested in learning more, information about modern unions can help." (ezinearticles.com/?The-History-of-Labor-
Unions&id=1119684) 


My question to this is can anyone form a union for whatever they want? Or do they have to go through a special process? If anyone can create a specific union wouldn't everyone have a union then! Do you have to have money to create a union or ownership within the company? 

"You will need a union authorization card. Contact a union organizer to help you and to guide you to open a union. Set the date of union election and campaign to keep potential union members." (how-to.ask.com/other/how_to_start_a_union) 

 

This is a start to getting a union going. There are several rules and regulations to follow before starting a union. Starting a union to me seems pointless, overrated, and very time consuming. I don't know that I would ever join a union, it depends on what is offered in the union and if it would benefit me.

 

EOC WEEK 8 Sexual Harrasment

Sexual Harassment is a large problem that is hard to deal with. Sexual harassment is very tricky. I myself am dealing with a sexual harassment issue at my job currently. I work at a small mom and pop shop, and the owner is a male about the age 45+, married twice is on his third marriage and has a new born about 2 weeks old. Its very sad because his wife and newborn are adorable. I am friends with his wife's brother that's how I got the job. I don't mind the job so much its dealing with this owner that I cant stand. I want to take control of the situation at hand but the owner of the store knows too many people in town and it would be much more hassle and money then I have time for. I don't ever like picking up my pay because I feel he is always corning me and may refuse my pay if I do not play his games. Currently he talks about volger things like breasts and sex with me. I have told him several times I am not like that, its against my morals, what about his wife, etc, etc , etc! I cant stand it I have even offered him to only work 1 day a week just so I don't have to deal with him. The best bet for me at this point is to quit! I want to tell my friend his wife's brother but do not want to start any family issues as well. What do I do, I asked myself? I asked you a professor and you told me to quit my job. Unfortunately I need the money for a few more weeks so until then I have looked up "www.associatedcontent.com/article/63144/how_to_avoid_sexual_harassment_at_work.html" from Google and I am going to try some of these tactics. I am going to test some of these out. Also I have asked to go down to one day and I only work 2 days currently so then all I would worry about is that day and then picking up my pay.

WEEK 7 EOC Evaluate Experience

For this project I had my boss evaluate me. In this evaluation I have learned to take criticism a little better then I ever have. I found that I am a go getter, a leader, and I inspire! I stand out compared to most workers. This was all news for me!
I was caught by surprise that my supervisor explained to me that I seemed a little OCD, and nosey! I am often caught ease dropping. I am always asking too many questions. This surprised me because I didn't think anyone really noticed. I always want to know the inside juice.
I was some what prepared for this observation because I am always asking questions and have been called nosey before.
I wasn't able to evaluate other members for this project. Although I wasn't able to evaluate other members in the class I was able to do a somewhat of a fake evaluation with some co- workers. I personally evaluated the co-workers at my job Floor and Decor, and found that most of them are not qualified or are over qualified. There are a a handful of excellent workers at Floor and Decor. They stand aside from the obvious non- competent workers we have!
There are 2 people that really stand out in the company whom yes I would love to represent me, Don Eramo, and Kimberly Vixie. Both have been with the company for several years and dont not work there for the pay. They merely work there because they enjoy it.
The only way I think that you could improve this experience is to have the students do both in class and take it to their supervisor to be personally evaluated. This was a nice review for me at my job kind of put at a better understanding where I can improve and where I shine as an employee. Doing this activity encouraged my job to analyze things somewhat differently within the company. We now have utilized employee of the month because of this! How exciting!

WEEK 6 EOC STEPS IN JOB INSTRUCTION TRAINING

"The First step in any training program is to asses the need for training"(Managing Hospitality, pg. 190)


In the movie 9 to 5, the Consolidation company manager Mr. Hart didn't even evaluate if there was a training program offered nor even cared. Mr Hart was just interested in benefitting his personal physical pleasures at the job. The three woman implemented a new atmosphere, job share program, and daycare. Implementing the job share program was a great and easy way to cross train the new employees. Violet the Supervisor designed a program that benefitted the employees and the company. I believe she noticed what could be changed and took action. She assed that people would work more shifts if they were available. People would go to work if they had a day care for their children.

"Effective training programs do not create themselves"(Managing Hospitality, pg. 196) 
Mr. Hart didn't create or try to create any kind of training program within the new associate, he just yelled at her and told her to clean up her mess and that she was stupid. Had the new employee had proper training on the xerox machine she wouldn't have been belittled or have made such a mess. A simple job can be harder than someone thinks, but no job is impossible as long as you have instruction.

"Job rotation involves moving trainees from one job to another"(Managing Hospitality, pg. 205)

Moving Mr Hart to Judy's position would help him understand that she is human too. Learning the copy machine may be surprisingly hard for him as well! Just because he is higher up doesn't mean he can do everything. Violet knows everything there she should be training the employees and Mr Hart or anyone else whom advances within the company. Job rotation would help others learn and emphasize with one another on a business level of job skill.

WEEK 6 BOC STOLEN VALOR LAW

The company should have not of told the non-hired employee that they hired a veteran and that was why they didn’t hire the other gentleman. They weren’t careful in the way they denied somebody a job. The gentleman wanting the retro pay has every right to be upset that he wasn’t hired in which he was discriminated against and does deserve the money. The company should offer a job to the person, although the person may not even want to be a part of the company now that this had happened. If a job is not offered I think they should give him a check for 90 days which would have been a probationary period for him if he had been hired.

WEEK 5 EOC: Stolen Valore

"In a 2-to-1 ruling, the appellate court said that if the law were held constitutional, many everyday lies could become criminal acts." (New York Times, Wednesday, November 3, 2010)

I cant imagine how out of control this could become. I also think that it is not fair to have someone lie on their application, think how out of control that could become if people can get away with lying for a job or college. When I was a G.M. I would look to see if they had any special acheivements, and or clubs and all of which can be lied about. I think it is the responsibility of the employer to follow up in reference to what they put on their application. When I hired if they put they were in a club or activity, I would ask them about the activity in detail. As someone should do in reference to being in the military, ask them questions. I mean we could perhaps have it be something that you can list if you can provide written documentation of it, but then the problem is what if that documentation is false as well. Now days anything is possible on the computer. I personally am not sure what the right answer is to this issue, because jail time for a harmless lie. Then I think about it and I imagine it no different then lying about a crime that may have been committed and not documented or lying about your name and social ect. This one is  tough!

BOC: WEEK 4 ANALYSIS OF YOUR JOB

What is the job title? Does the title explain what the job is? If not, what title would offer a better explanation?

Floor & Decor

My job title is Tile Sales Specialist, The title en tales that I am a specialist, which I know a little more then the average customer so I wouldn't consider myself a specialist! 

How does the job fit in with the rest of the company? What jobs are comparable? Is the wage/salary comparable to other jobs within the company? Within the industry? Use reference materials (library, Internet) to justify your answer.

The job as a tile specialist fits the company, there are many specialist within the company. There are specialist for each department, Wood, Tile, Stone, Slate, Wall Tile, and Customer Service. We do lots of tasking, I think that's why they don't call us sales associates! Everyone that starts no matter your experience gets 9.00$ an hour. Management gets salary. All departments have lots of duties, selling, stacking, labeling, tracking product, forklift driving, and many other duties you get daily! Lowe's and Home Depot are our competitors. They offer more pay and better training! I looked on their website and also work with people who have worked at both places!www.lowes.com/ www.homedepot.com/?cm_mmc=SEM|RPM|ST_Branded|GGL_2883&skwcid=TC|13614|%2Bhomedepot||S|b|5936144124)(www.lowes.com/)

What is the chain of command? To whom does the person with this job report? Is this person responsible for monitoring the work of others? Describe the internal and external contacts of the person holding this position.

Chain of command at Floor & Decor is as follows, employee, manager, general manager, district manager, and owner/cooperate. Me as a Tile Specialist, I report to my manager first. My manager is responsible for managing the work of others. The manager then reports to the G.M. We have our managers cell number and home number.

What duties and tasks does the person holding this job perform? What are the physical requirements of the job? 

The duties of a Tile Specialist consist of, marketing, merchandising, sales, product knowledge, customer service, closing and opening cleaning. This job includes many random side projects as well. The physical requirements of a Tile Specialist include, lifting 30-80 lbs, walking approximately 12 miles or more a day and other tasks they may include driving a forklift and using a pallet jack.

What tools and equipment are required for this job? Include any computer equipment.

Tools and equipment required are, gloves, pen, paper, tape measure, box cutters, forklift, and pallet jacks. Also a basic computer system to order and check inventory. Intranet services used internally. 

Describe the baseline knowledge, skills, and abilities necessary to perform this job.

The basic knowledge for this job is selling, measuring or using a calculator, and some tile and floor product knowledge. All of which is picked up through the selling process.

EOC: WEEK 4 Bob Borich

What advice would you give Bob Borich? "Orientation should be followed by a period of close supervision" (Managing Hospitality Human Resources, pg 175" 

If Bob would have followed up with his plan of having other employees train I believe we would have had more success with the training of the new employees. Although he didn't have time to train a general follow up should have been utilized to assure proper procedures were taken.

How unique to think Bob Borich's situation is? "Employee Turnover in hospitality industry averages as much as 200 to 300 % per year." (Managing Hospitality Human Resources, pg 16)


Turnover rate is very high in today's society! Unfortunately Bob's situation is common. Businesses that are family owned or smaller tend to have this problem because there isn't enough money to have training programs and testing. I have noticed or experienced that when you start a job with a company that is struggling financially or smaller ma/pop operations there tends to be lack of training either because it costs money or it costs money! So generally you are thrown into a job duty or just expected to figure it out, which then makes it hard to be confident in asking questions, because you don't want to seem incompetent. Then that leads to quitting because the person may feel to overwhelmed. Or it could lead to that person being fired because they never had a chance to learn the job the right way. 

What types of orientation should be turned over to employee's ? "Unfortunately, many managers do not take orientation seriously." (Managing Hospitality Human Resources, pg 174) 

It all depends on the employees you have and how you have trained them. Also I would say that no orientation should turned over to employees if you want it done right from the beginning! I feel like that way there wouldn't be any questions as to what was learned, taught, or consumed while in orientation. Again it depends on the job, the employee, and what I want out of the employee!

WEEK 3 EOC:Networking and External Sources

Ways to recruit people for a retail clothing store...
Job posting is good for getting the word out. Internal recruiting allows you to bring people who want the job forward. Job bidding helps internal recruiting because you can again you know who wants it. External resources could include, newsletters, woman's shelters, job fairs, job fairs at colleges, military postings for part time help, restaurants, bus stops, and many more. Online recruiting can include, craigslist, monster, employment911.com, and more. Advertising on television or radio ads can also help.(Managing Human Resources pg 103-105)

I think all of these sources are great for finding people. Essentially you can use any of these methods but what it comes to is the actual interview and the person interviewing for the job. I find that job fairs are great because, you get to meet and greet, feel the person out, and do quick info interviews to see if they are what you need. Also this allows you to check availability and status of a future prospect. I have found that whenever I go to a job fair I get a job!

WEEK 3 EOC: Culinary Survivers

"Bottoms up forecasting, this method of forecasting is intuitive; it is based solely on the experience of the managers."(Managing Hospitality Resources pg 90) 

 Bob Taylor's Ranch House seems to use bottoms up forecasting, in which its a smaller entity and they haven't used any other methods to overcome the economy let down. Seems almost like they are just living off of hope. If the restaurant looked into outside options such as upgraded menu's, promotions, or labor ideas, at least they would be able to see if they could achieve a stable business. Doesn't seem like the company has looked into any options. "If you don't know where you are going any road will take you there" (Managing Hospitality Resources pg 87)

"The human resource planning process involves anticipating an organizations business demands and providing the staff to meet these demands" (Managing Hospitality Resource pg 87) 

 Ferraro's company chooses to offer a promotion on the weekend tailoring to the events in the area, although this is somewhat beneficial, it can be a lost opportunity during the week. If they continue this it could lead to a business that will only be open Thursday to Sunday!

"The human resource planning process involves anticipating an organizations business demands and providing the staff to meet these demands." (Managing Hospitality Resources pg 87) 

Metro Pizza, has utilized focus groups of the younger generation. This allows metro to see new trends and business flow today. They have thought about the idea of using food trucks, which is a new way to establish customers, new and old! I think this company will grow into a chain!

 "A hospitality organization must function in real world settings where there are either too many or too few employees with skills to meed the needs of the business." (Managing Hospitality Resources pg 89)

 Bootlegger Bistro focuses on new food trends and has hired a nutritional person to add healthy items to their menu. While at the same time they utilize the 93 yr old woman that has worked with her own recipes for years, this keeps everything consistent on the regular menu items they continue to serve.

 

 

WEEK 2 EOC: Zippy Airline Catering

"Hospitality managers use a veriaty of forecasting methods to anticipate business levels, in turn, determine personnel levels." (Managing Hospitality Human Resources pg 79)

I believe the changes done at Zippy were not sufficient enough they needed to brainstorm their ideas. Instead of carrying hot foods why not just make cold food served. Or add microwaves and have prepackaged food and still serve warm. All of these ideas are currently taken place on airlines today. Plus adding a conveyor belt probably costed a lot.

"Managers must consider the time it takes to set up and or clean up after a shift." (Managing Hospitality Human Resources pg 76) 

Seems like they will need to train people to use this method and or there could be safety issues, company may need to increase their insurance for those around or using conveyor belt. Another factor is the set up or tare down of equipment or product used. Also instead of having one food item per person they could have each person do 2 or all then you would get double the work done. "After forecasting potential sales, amanager must determine how many employees are required to serve the estimated number of customers." (Managing Hospitality Human Resources pg 75)

Zippy should have brainstormed all options. I think they could have done more research and thought about labor cost and staffing.

Week 1 EOC: Old Timer Makes Waves

“Indicated is that Sally has had several change in managers, this not only causes confusion to associates, but also to the job the associates feel they are entitled to.” (Managing Hospitality, Pg 52)

Sally doesn't seem as if she is taking change well. The problem here consists of her getting new managers and not being adaptable to change. It may be an issue in the chain of command in which Sally may not benefit contacting upper management first because they may refer her to talk to the manager she has a problem with first. Most management is open door policy.

 “Indicates that Aging in the work force may become a problem with baby boomers.” (Managing Hospitality Pg. 35)
 This may be exactly what is happening to Sally in reference to her not keeping up with the times. Baby boomers are learning technology very slowly and the younger people are more fast and efficient because of new technology in today’s society. This generation is introduced to technology pretty much when we are born. Baby boomers didn’t even have technology. I think the baby boomer generation needs to step it up or they will lose their jobs. On the other hand the current generation needs to remember the old ways also! 

“Seniority rules are legal as long as others are not discriminated against.” (Managing Hospitality, Pg. 31)

I believe Sally has seniority at her job, but is being overlooked, because she isn’t relating to company change and new innovation. I think if she could adapt to change better then she could benefit from having seniority!

Week 1 EOC: My Voice

Create is my favorite word! I want to say I am a professional Creator! Ever since I was younger I have been creating, clothing, art, projects, everything. Creating can consist of anything! To create is using your imagination, your mind, and even your soul! If you cant create then your probably boring! I have been creative at everything I do. Everyday and every minute I am observing created things and recreating them in my mind, particularly with fashion and marketing. I have had an eye for style ever since I was little. I was able to pick out brands without even being aware of them, just by style and appearance, when I was 10 yrs. old. I worked in retail for 13yrs. I have been employed at various retailers such as, Ann Taylor, GAP, Victoria’s Secret, Express, Guess, and Marciano. I have a strong passion for fashion and a personality that exceeds any kind of customer service expectations. I hope to pursue a career within the fashion field whether it is in the business end or style end of fashion. If you like creativity and free spirit you’ll love me!