Coffee Shop Essay

Why should I be nice to you?. Coffee shops and the politics of good service is the article of Emily Raine shows the issues of the working environment like coffee shop. Raine’s worked in good and bad conditions in many place for many years. She finds the ways that make her feel better and less stress at work. Raine’s deal with difficult kind of people like the manager, â€Å"the displayed that unique of pleasant customers†. She was not happy because the â€Å"pay†, and the â€Å"long† hours that she has to work. She learned that good service doesn’t mean much of anything. The most important thing that I knew that every single customer service all know is, always be nice to the customers. I understand that the customer’s experience should always be the best it can possibly be, that you should always strive to make their experience better. No matter what they said to you, what they treat you, how rude and disrespectful they were and what they want from you. That is the most difficult thing to do, because you never know if they in the bad mood or good mood. If customers received a bad service because you in bad mood then it is very possible that could cause you in trouble or decrease the chance of those customer coming back to your restaurant. Why Should I Be Nice To You? : Coffee Shops and the Politics of Good Service is the article about Emily Raine’s opinions about the coffee shop. She used many examples to get reader attention and understand for her how difficult when working in the coffee shop. There are different between work in the â€Å"service jobs† â€Å"find dining to cocktail waitressing to hip euro-bistro counter work† and the coffee shop. She thought she got pay too little for the long hours, the boring at work and the tricky person like the â€Å"manager†. She talks about the Starbuck coffee shop, â€Å"where cheerful young workers are displayed behind elevated counters†. Starbuck has branded a new kind of worker, â€Å"the happy wholesome, perfume-free barista†. She also compared the working environment of Starbuck and other companies finally she understood that there is no easy way to serve without being a â€Å"servant† and she always found that the best way to serve is to show actual emotion rather than affecting a smooth display of interminable patience of good will† also personality with a customer it very important of being good sever. I agree and also disagree with her opinion. I think that she already knew how much she got paid before the first day of work so why did she choose to work for that jobs. I understand that before the first day of work the manager explain for you everything that you need and how long that you have to work for each day. She shouldn’t complain about the pay and how long that she has to work because she already knew all of that. She said that â€Å"The managers demanding†, of course when you work under someone else, you have to follow every single demand of someone above you. You have to understand for them, because there is someone else above demand them to do that. She feel that working in the coffee shop the time to interact with customer not too long â€Å"Unlike table service, where interaction with customers spans a minimum of half an hour, the average contact with a cafe customer lasts less than ten seconds†( Raine 213). Every job has a different time to communicate with your customer in restaurants. For example the time to communicate with the server and waitress in the restaurant is longer time than serving in the coffee shop. Customers in the fast food restaurant and the coffee shop get order the food, the drink, and carry the food out to the table. When you serve in the restaurant, you need to stop by couple of time to ask if the customer need something else. In the coffee shop, the customer service stand behind the counter and get what the customers need. In the coffee shop not many people will stand up or ask you for something else, because the counter around the coffee shop is full of everything they need, sugar, milk, straw and napkin, the place where they can serve by themselves. But in the restaurant, they will ask you for a little thing such as napkin, refill the drink, or order something else for their table, because restaurants are fancier places than fast food restaurants or coffee shops. I believe that the way fast food restaurant run is get people in line, order what they want by take a little â€Å"trip† inside the restaurant. The purpose is get customer feel like they are not wasting time to get their food. â€Å"This means that in a given visit a customer might order from one worker, receive food from the next, then brewed coffee or tea from yet another, then pay a cashier before proceeding down the line of the counter. Every employee has a different job and in some way you need more than three or four people to service you, and you don’t want to wait any longer to receive the food. She also complains â€Å"Our notions of good service revolve around a series of platitudes about professionalism; we’re at your service, with a smile where the customer’s always right†(Raine 214). Of course you need to smile at customers to show your happy personality so it make customer feel more comfortable when eating in your restaurant no matter where you work, not only in the coffee shop. The customer always right, I don’t thinks many place that have this rule, because sometime customers need more than what you can give. They need something over your work, that means you don’t have to follow their demand. She also said that the server at the Starbucks â€Å"where cheerful young workers are displayed behind elevated counters as they banter back and forth, calling out fancy Italian drink names and creating theatre out of their productive labor†(Raine 215). All of this also depend on you, depend on your partners. You want to make your work become happy and cheerful, you can do that. The boss wants their employees feel comfortable at their work. Raine’s said Starbuck coffee has good benefits for their employees such as, health insurance, dental plans and other perks such as product discount and give away† (Raine 216). I don’t understand what she talk about those unusual benefit. What is an unusual benefit for service?. I know that a lot companies offer good insurance for their employees. What is the difference between Starbucks benefits and other companies’ benefits? She needs to explain little bit more about the unusual benefits of Starbucks offer for their employees. The text was written in a way that was easily understandable, and also itwas very easy to relate to. Most people have had an encounter with some type of customer service work, whether they were actually working, or they were being served. I agree and also disagree with her opinion. Because there are a lot of different kinds of people that you have to service and you’re a worker you have to deal with your boss and follow their demand. After I read this article I also understand how difficult and hard time for service work behind the counter. I understand how difficult it was for her and other worker to deal managers. I suggest for Raine’s that changing the jobs until you find a better job is a good way to improve your work skills and have less stress at work and also my suggestion for the manager is as a manager you has to understand how hard your employees have to work. Try to put more people on the schedule and more than one people on one station that more easy for employees to do their work. The more comfortable employees have the more success they could bring to your restaurant or the coffee shop.

American Dream Essay

While living in America, I have witnessed many transformations within society as a result of the government and public policy. I do not agree that almost anyone can achieve the â€Å"American Dream†, as social status, race and gender can impact the success. My perception of the definition of the â€Å"America Dream† is that people are given equal opportunities to gain success despite their differences. The â€Å"American Dream† is also a dream that suggest that life should be fair and plentiful for all citizens. Unfortunately, social status has become a hindrance for achievement. There are not the same opportunities for the lower social groups compared to the middle and upper class. Within the article â€Å"All Americans are Victims of Katrina amid system failures† by Walter Mosley there were clear examples provided to show the inequality of the rich and the poor. Due to the already impoverished state, the government ignored the calls and cries of the citizens of New Orleans after such a tragic hurricane. Since there was a lack of response and minimal resources after the tragedy, it was very hard for the people to progress yet alone make any achievements towards success. Race is a very sensitive topic for most as it can be offensive and controversial. In the very recent news, there have been numerous violent cases where it appears that individuals were targeted because of their race. I am against those who believe that since President Obama is black, it makes it easier for other African Americans to reach their highest potential. Looking back on the article, it noted that the government failed to rescue, rebuild and redeem because the majority race within the area was African American. This lack of rescue and slow rebuilding will delay most people from achieving the American dream. It also goes against the principles of the American dream that all men are created equal and should be treated as such. If there are constant road blockages amongst the races, a person will only be able to elevate himself to a basic standard of living not fulfilling the â€Å"American Dream. † Although there has been an overwhelming increase in the success rate of women, there is much work that needs to be done. Discriminating against people because of gender can lead to many issues. Women have been wrongly passed over in order not to receive higher positions that they qualified for. In turn, this has shortened the chances of reaching the ultimate goal of the â€Å"American Dream†. Within the article it was a reminder that both genders suffered and needed to be saved but the lack of support within the government was the ultimate challenge. When there are so many negative forces against people, it is hard to reach the highest levels of achievement. Without government support to all citizens equally, there is the chance that not all will achieve the â€Å"American Dream†. There will be some who will not have any issues excelling but there will be many who simply cannot get ahead. Moreover, I am very proud of all those who have made it through the struggle and opposition and who continue to fight the battle of inequality of social class, race, and gender.

Strengths and Weaknesses of Labour Process Theory Essay - 1

Strengths and Weaknesses of Labour Process Theory - Essay Example This paper illustrates that Labour Process Theory (LPT) plays a fundamental role in management. It effectively controls the environment and supports the capital accumulation. Through this theory, it is going to analyze that what managers, owners are seeking for to maximize the profit and minimize the capital losses that extract the maximum labor or employees efforts.This LPT theory is introduced by the Marxist and criticized by different scientific management authors. The labor process theory is concerned with shifting the relationship between the organization and technology with the arguments that technologically develop new accounting system. In the ideal enterprises, the technology needs resources and deploys it for capital accumulation. Although, technology is a capital weapon that is used in labors domination. The organizations today are looking forward to the crystallized outcomes of this ongoing battle. According to the Lixin Han, Labour Process is the dynamics of social and o rganizational change. Marx defined labor process in which nature and man both practices are noticed. The man on his own settlement usually starts changeable, controlling and consider the material reaction. It is the theory between the man himself and the nature of the human himself opposes the nature through one of its own forces like settings of arms, legs, hand, and head. In order to produce appropriate natural process, it is required to adopt own wants. The major factor of labor process is the purposeful personal man’s activity and the understanding of work subject to the instruments handling. The labor process theory is about the controlling the power of labor that is the human ability to perform work. There are three dimensions of technological change like a transformation of work, its changes and controlling. The replacement of human-machine combination requires many dimensions over time. In order to improve the technology transformation, the innovative factors are focu sed on the point of a production process that is based on limited factors. Like textile industry involves spinning and weaving process is simplified through technological evaluation.

Human Resource Management Essay Example | Topics and Well Written Essays - 3000 words - 19

Human Resource Management - Essay Example It’s for that reason crucial for all supervisors to comprehend and provide due significance to the diverse HR guiding principles as well as functions within a business. Management of HR describes HRM significance along with its diverse roles of a company. It explores the diverse Human Resource procedures which get interested with drawing, controlling, inspiring as well as developing workers for the organization’s advantage (Metz, 2005, 35). Talk to anyone operating within Omani oil and gas industry as well it is shortly prior to the arising of the HR question. â€Å"The tanks at this place are vastly complex; thus, the capability gap is a challenge; however it may even be a problem within the United Sates or whichever other marketplace. We require collaborating with the State in providing sufficient education,† Chikri Ben Ammo, the general oilfield services general director of Schlumberger Oman. The multifaceted reservoir buildings coupled with hydrocarbons endowment from sultanate implies that the responsibility sourcing human resources with suitable know-how as well as competencies has constantly been a hard one for global oil corporations, and will probably stay so (Dess & Miller 2010, 12). The article describes the challenges in HR management inside a shifting setting and recommends possible leveraging as well as HR management methods. Hiring as well as retaining competent personnel has transformed into an expensive commerce in form of capital as well as time, and it’s hence not shocking that the State along with the personal sector has by now ventured large amounts in teaching Omanis in working at all hydrocarbon company levels, from discovery to distillation and delivery (Sadler 2003 23). The mainly noticeable sign of this combined endeavor is to be established in Muscat control center foundations of the government-owned colossal Petroleum Growth

Evaluate the Decision Making Process Assignment

Evaluate the Decision Making Process - Assignment Example Despite the forth coming problems, an effective and true decision, which is taken at right time, may also saves many of the important organizational resources (Ingram, 2010). According to the experts, the basic goal of the decision making process is to achieve some desired and set goals and objectives and avoid negative and poor consequences (Krehbiel, 2012). The firms’ managers always try to take a right decision at right time so that they can support the other organizational activities and thus giving a better output productivity. When any decision is taken in the organizational perspective than for sure it will help the organizational mangers but at the same time there can be some good or best decisions which not only support the organizational system but also add up to the efficiency of the organizational activities and the operations (Krehbiel, 2012). The process of decision making is a systematic progression which actually works in a step by step series. The process may starts with the recognition of the problem. This can be happen when the manager or any of workers may predict or forecast any possible problem or contingency in the very short run for the organization (Heckman & Crowston, 2011). Here it is not necessary that there will be a prediction of the problem rather the manger may come to know about the problem when they are badly struck in it. The critical point is that the manger or the firm mya truly identify the problem in the situation. Many of the mangers may get confuse between the actual problem and its symptoms. In most of the situation, the symptoms are very clear but the mangers may not track the problem exactly. Therefore, at first step the real identification of the problem is very important (Heckman & Crowston, 2011). Now in this situation the managers must carefully analyze all the possible factors and the reasons, so that they may come to know about the difference between the symptoms and the actual problem

Australian Migration Law Essay Example | Topics and Well Written Essays - 500 words

Australian Migration Law - Essay Example The 90-day period is to be reckoned from the time the Secretary responded to the Registrar’s written notice of the existence of such an application for review under s 418 (1). Within 10 days of receipt of that written notice, the Secretary must respond with a written statement concerning the decision being reviewed setting out the findings of facts of the deciding person, evidence supporting such decision and reasons for such decision under s 418 (2). The only exception to the reviewability rule is when the Minister has forbidden it by issuing a conclusive certificate which precludes a review of his decision if he has determined that a review would not be in the best interest of the country in accordance with s 411 (3). For Mischa’s application to be valid and aside from complying with the prescriptive period of 28 days, his application must be: in the prescribed form; with the prescribed application fee, if one is required. In addition, such application can only be lod ged by Mischa while he is in Australia. Q2 Advise Mischa with respect to his situation. Include in your advice responses the following questions: (a) What is his current immigration status? (b) How can he remain in Australia lawfully whilst he responds to these allegations and the decision to cancel his visa is reviewed? Ans.: The cancellation Mischa’s protection visa has the effect of making him an unlawful citizen. This is the principle laid down in s 15, Part 2 of the Migration Act 1958, which makes the unlawful status effective immediately after cancellation unless the individual is the holder of another valid visa. For Mischa to be able to stay in Australia lawfully, he must apply for another visa. However, under s 48 (1) (ii) and s 48A (1) (b) of the Migration Act of 1958, Mischa is prohibited from applying for another protection visa. What Mischa can do to make his stay in Australia legal while waiting for the conclusion of the review of his appeal with the RRT, is

Research Methods-Planning and Evaluating Research based on a Essay

Research Methods-Planning and Evaluating Research based on a Questionnaire - Essay Example The effectiveness of the selection process relies on the amount of knowledge on the researchers’ hands concerning sampling (Cohen & Lea, 2004). The sample population should be enough to address the issue at hand and as a researcher, one should avoid biased sample sizes ensuring that the sample size is neither excessive nor small. Questionnaires can be administered and be distributed in a number of methods depending on the study’s scope. The different ways in which questionnaires can be distributed includes using postal services, telephone, electronic, and through personal administration or self-reports. All the methods used in the distribution of questionnaires as pointed out depend on the scope of the survey undertaken in terms of costs and time (Kalof & Dan et al., 2008). Administration of questionnaires to a sample in far locations is best distributed according through postal, telephone, and electronic mode. The three methods are effective in cost reduction while at the same time ensuring the researcher gets the input of respondents in far areas (Patton & Patton, 2002). However, the most effective form of distribution is through personally administered questionnaires or self-reports. This method involves the interviewer or researcher administering the questionnaires to the respondent physically. Th e physical presence of a researcher is important in the provision of guidance and clarification to respondent while at the same time ensuring they establish a rapport with their respondents (Patton & Patton, 2002). Self-reports and personally administered questionnaires yield high response rates in comparison to other modes of distribution and thus researchers should ensure they use it as a tool for research. Likert scales are important components of research especially when conducting a survey with the aid of questionnaires. The scale can be described as an ordered scale where respondents are availed with options to

An Introduction to Law Case Study Example | Topics and Well Written Essays - 3000 words

An Introduction to Law - Case Study Example However in this scenario, the court only considers the legal rules and principles decided in the earlier case. The court is not bound by the complete decision of the previous case. It is the holding of the principle of the law on which the case gets decided. It is the Ratio-Decidendi that sets the precedent and it's binding on the courts in future and it should be considered in combination to their facts of the case1. Obiter dicta actually mean "outside words". While in law, it is measured as the extra comments made by the judges during the proceedings. These are usually some examples which are related and judge discusses them. It should not be misunderstood as a part of precedent like Ratio Decidendi. The obiter dictum is the language in a decision that is not necessary to the decision. The guiding principles on which the judge and the court give the decision are the Ration of the case and other than this all the other statements made by the single judge or the bench is called the Obiter Dicta. Obiter Dictis is also known as the passing statements. A bench comprises of three judges, if one of the judge dissents against the judgment of the other two judges than the majority view would be called the Ratio Decidend.i Whereas, the dissenting judgment would be part of the obiter dicta of the whole judgment. Ratio Decidendi is binding on the lower courts as they act in the form of examples for them. Obiter Dicta can be just influential but not compulsory. It is also true that the part of the judgment that forms the part of Obiter Dicta are not wholly irrelevant and in some cases under the English legal system have espoused some important legal principles that have acted as a guiding fo rce in a number of later decisions. Obiter Dicta act as a persuasive statement under the English legal system which is not binding. Although, some cases have elaborated on this part of the judgment and have come up with extensive and thorough analysis that though part of the obiter dicta of the judgment have later on acted as persuasive statements and as a guiding light in a number of subsequent cases in the English legal system2. Like in the case of 'Mama v. Flora Sasoon 55 IA360', the Privy Council's full judgment on the case of specific performance was obiter dicta as the Privy Council held 'there was no concluded contract at all'. However, the decision is binding on all courts as it settled the law on particular performance. Similarly, in 'Lawson v. Commissioner of Patents (1970), 62 C.P.R. 101 (Ex. Ct.)' The ratio decidendi or the decision was claiming straight to the "subdivided parcel of land" also does not fall within the description of "invention" in section 2. Especially, a sub-divided parcel of land is not represented as either an "art" or "manufacture" in section 2. The Court gave this narrow ratio, but also discussed in an elaborated manner if a method of subdividing land might constitute an "art" under section 2 (concluding that it would not), even though no such method claim was put before the Court to be decided. An ideal instance of both ratio decidendi and obiter dictum can be found in the judgment in the most famous of all insurance law cases, Castellain v. Preston (1883) in which the principle of indemnity in

Crime Prevention Essay Example for Free

Crime Prevention Essay Introduction Throughout my project I will be referring a retail shopping centre in tralee, kerry.The shopping centre trades between 8.00 am and 07.00 pm, six days a week and 10.00am to 5.00pm on Sundays I ahave decided to do this project on this centre as it is the only shopping centre located near my home aslo I chose thi centre as I am very familiar with it. Functions of notebook entries: * To record matters which cannot be entrusted to memory. * Make entry for each working day. * To provide a permanent personal record of hours of duty and work done. * To record instructions, incidents and messages * Fill out the top of your report clearly and completely as needed * While doing your rounds Be sure to take notes in your field notebook. Do not use your memory. Make sure to take Note the times, Dates and any persons involved if necessary. * Remember your notebook may be used in a court of law as evidence or to assist you when testifying. Use it only for its intended use. * The retail shopping centre was built in 2004 . The shopping centre employs ten security staff to cover its 90000 sq. ft. area. There is a purposely built security office with all the latest cctv monitoring systems. Uniforms for security are simple such as black trousers, black shoes and white shirt. A high visibility jacket will be supplied for car park duties there are over a 1000 free parking spaces. The only equipment a security guard will carry on them at all times is a two way radio system for communication purposes with the control room and co workers. Inspections * Security personnel who guard entrances and exits must thoroughly screen people and packages to make sure no unauthorized items or individuals go where they shouldnt. Surveillance * Closely monitoring their assigned location be it static or patrolled, allows security guards to spot suspicious behaviour and prevent problems, including illegal activity. Enforcement * A variety of tools help security guards enforce the law and rules, including communication devices like radios, monitoring devices like security cameras, detection devices like scanners and defensive instruments like batons. Emergencies* When emergencies occur, security guards are often responsible for directing people in the area to safety, contacting emergency responders, attempting to determine the source of the problem and containing the threat. Law * As an employer you are required to manage safety and health at work so as to prevent accidents and ill-health. * The law requires employers to: * Carry out a risk assessment * Identify the hazards * Prepare a written safety statement * Section 20 provides that every employer must have a written safety statement based on the hazards identified and the risk assessment under Section 19 and setting out how the safety, health and welfare of employees will be secured and managed. When preparing a safety statement, account should be taken of the general principles of prevention set out in Schedule 3 to the Act. * Safety statements must be specific to the place of work and must set out – * The protective and preventive measures taken and the resources allocated to safety, health and welfare, * The hazards identified and the risks assessed, * The plans and procedures for dealing with emergencies or serious and imminent danger, in compliance with Sections 8 and 11, * The duties of employees as regards safety, health and welfare at work, and the requirement for them to co-operate on those matters with their employer and any person who has responsibility under the relevant statutory provisions, * The names and, where applicable, job titles of persons assigned to perform tasks pursuant to the safety statement, and * The arrangements for the appointment of safety representatives and safety consultation at the place of work in compliance with Sections 25 and 26 and the names of any safety representatives and/or safety committee members. * Assessing the risks in your workplace * This is how to assess the risks in your workplace: * Identify the hazards. * Decide who might be harmed and how * Evaluate the risks and decide on precautions. * Record your findings and implement them * Review your assessment and update if necessary. Risk assessment process: * To identify the hazards: * talk to staff to learn from their knowledge and experience, and listen to their concerns and opinions about health and safety issues in the shop; * look at the accident book, to understand what previous problems there have been; * Walk around the shop, the stockroom and all other areas noting what might pose a risk, taking HSE guidance into consideration. Also consider occasional activities, such as changing light bulbs; * Write down who could be harmed by the hazards and how. * For each hazard, write down what controls, if any, were in place to manage these hazards. These controls were then compared to the guidance on HSE’s website. Where existing controls are not considered good enough, write down what else is needed to be done. * Discuss the findings with staff, display the risk assessment in the staffroom and make it part of the induction process for new staff. Decide when the actions that were needed will be done, and who will do them, and tick the actions off as each is completed. * Review and update the risk assessment every year or straightaway if major changes in the workplace happen. The Safety, Health and Welfare at Work Act 2005: * Represents a modernisation of our occupational health and safety laws and it sets the scene for achieving further improvements in the national record on safety and health over the next few decades. * Its primary focus is on the prevention of workplace accidents, illnesses and dangerous occurrences and it provides also for significantly increased fines and penalties aimed at deterring the minority who continue to flout safety and health. * One of the aims of the act is to encourage a responsible attitude on the part of both employees and employers. * Duty of care: legal obligation imposed-requiring that safety standards are upheld –to ensure people are not injured by actions or failure to act. Duties of employees * Comply with health and safety legislation, both in the 2005 act and elsewhere. * Take responsible care to protect his or her own safety. * Co-operate with his or her employer or any other person as necessary, to assist that person in complying with safety and health legislation as appropriate. * Correct use of protective clothing and any other protective article or substance where necessary. * Not be under influence of an intoxicant at the place of work. * Not engage in improper conduct or other behaviour such as violence, bullying or horseplay. Hazards and risks * Hazard is the potential to cause harm; risk on the other hand is the likelihood of harm * A hazard is a situation in the workplace that has the potential to harm the health and safety of people or to damage plant and equipment. * Risk is the likelihood that a person may be harmed or suffers adverse health effects if exposed/come into contact with a hazard Some groups of people are particularly vulnerable to hazards: * Young workers, have higher accident rates. * Pregnant women. * People with disabilities. * New or inexperienced workers * Workers who have recently changed roles or jobs. Risk control: is the process of implementing measures to reduce the risk associated with a hazard. The control process must follow the control hierarchy, in order, as prescribed in some health and safety legislation. It is important that control measures do not introduce new hazards, and that the ongoing effectiveness of the controls is monitored. Safety statement Safety statement is the name given to a document that outlines how a company or organisation manages their health and safety. It is a report of all hazards and risks found in the workplace. An account of the controls taken or planned to be taken to control them. A Safety statement is required by law unless the employer employs less than three people. Employers have ultimate responsibility for safety and health. The safety statement should begin with a declaration, signed at senior, responsible management level on the employer’s behave. The declaration should spell out the policy in relation to overall safety and health performance, provide a framework for managing safety and health, and list relevant objectives. That the safety statement will be revised as changes occur and evaluated at set intervals; how the relevant contents of the statement are to be brought to the attention of employees and other people in the workplace who might be affected by the statement. Stress in the workplace Stress is any action or situation (stressor) that places special physical or psychological demands on a person. There are two types of stress: eustress and distress. Eustress is a good stress and appears to motivate and inspire . Distress is considered as bad stress, and can be short-lived or long-term. Stress is often described as a mismatch between the demands of work, family and living and of coping with these demands. Stress can be positive – when it motivates us to get something done – or negative when we have too many demands and constantly feel under pressure. Bullying in the Work Place The 2005 Act provides that employers carry out risk assessments at their place of work in the preparation of a safety statement. This assessment should also include the risks associated with bullying. The definition of bullying is Repeated inappropriate behaviour that undermines your right to dignity at work. It can encompass verbal bullying, physical bullying or otherwise and it may take different forms such as social exclusion and isolation, damaging someones reputation by gossip or rumours, intimidation, aggressive or obscene language or repeated requests with impossible tasks or targets.Whilst there is no specific legislation that deals with bullying in the work place the Health and Safety Authority have issued a code of practice for employers and employees on the prevention and resolution of bullying at work. Conclusions and recommendations: Overall I was impressed with the level of professionalism that is in the shopping center . Security personnel within the premises have very good procedures and should continue this. The security officers have access to the latest technology including CCTV with spinning domes. They use these to great use for crime prevention and should continue to do so . the staff are very good at identifying hazards and protecting customers as a result of this the retail center will be successful for yearts to come.

Preventive Priorities Survey 2014 Essay Example for Free

Preventive Priorities Survey 2014 Essay In this article the author has written about a survey conducted by The Center for Preventive Action which is Preventive Priorities Survey (PPS) that assess the current and all the possible conflicts which can occur in the coming years of US and how they can influence U.S. interests . The purpose of PPS is to help the U.S. policymaking community primarily to prevent conflicts and all the incentives that can erupt a conflict . In the conflict preventive survey there are many possible sources of instability and conflict around the world that the United States should try to avoid. Predicting which conflicts are more likely to occur and can pose a greater threat to U.S. interests than others helps to decide where to focus attention and resources. PPS is a qualitative evaluation that uses the informed judgement of the experts to check all the possible threats and risks that can destroy US interests by erupting a conflict. To help the experts with their estimations and cope up with the situation , the survey offered general guidelines to check the relative probability and impact of potential contingencies which a US could face. These contingencies were categorized in different levels as high , moderate and low based on their chance of occurring and their intensity of impact on US interests. The PPS did not include the potential economic or financial crises or any natural calamity or environmental problems , PPS is primarily concerned with the discrete geopolitical contingencies .Also the PPS represents the expert’s opinion at the time the survey was conducted. Risk assessments can change rapidly and oftenly. The results, therefore, could be quite different after several months. There is a certain methodology to carry out this survey which the center for preventive actions performs in different stages of which first stage is soliciting the PPS contingencies in which CPA used a variety of social media platforms as well as its blog on CFR.org to seek suggestions for contingencies to include in the 2014 survey. With the help of the Council on Foreign Relations’, CPA extracted hundreds of suggestions into thirty contingencies considering both ,possibility to occur over the next twelve months and potentially harmful to U.S. interests. The nest stage was polling of experts in which the survey was sent to more than 1200 government officials ,foreign policy experts and academics to evaluate the likelihood and poteintial impact of each contingency on US inetrest  according to the definite criteria. Ultimately the most popular suggestions were included in the survey. Then comes the final stage that is categorizing the contingencies in which the survey results were uniformly scored and contingencies were sorted into one of three preventive priority tiers in accordance to their placement in the risk assessmemnt matrix. There are three tiers in assessing the contingencies in PPS . In Tier 1 Contingencies judged high preventive priorities for U.S. policymakers because in tier 1 those contingencies were included which had a severe impact on US interests and their chance to occur was moderate like the Syrian civil war ,a highly disruptive cyberattack on U.S. critical infrastructure ,threat of military strikes against Iran , a mass casualty terrorist attack on the U.S. homeland ,a severe North Korean crisis caused by a military provocation, internal political instability, or threatening nuclear weapons/ ICBM-related activities. Then comes the contingencies which had moderate impact but high likelihood such as growing violence and instability in Afghanistan resulting from the drawdown of coalition forces and/or contested national elections ,increasing internal violence and political instability in Pakistan ,strengthening of al-Qaeda in the Arabian Peninsula resulting from continued political instability in Yemen and/or backlash from U.S. counterterrorism operations , civil war in Iraq ,growing political instability and civil violence in Jordan triggered by spillover from the Syrian civil war. In Tier 2 Contingencies judged mid-level preventive priorities for U.S. policymakers as those contingencies are includedin tier 2 which had moderate effects and moderate chance to occur such as deterioration of the political situation in Egypt, increased sectarian violence and political instability in Lebanon ,continuing conflict in Somalia, political instability and growing militancy in Libya ,drug-related violence in Mexico, a severe Indo-Pakistani military confrontation due to Kashmir. Also there were contingencies which had high impact and low likelihood which are an armed confrontation in the East China Sea between China and Japan ,an armed confrontation in the South China Sea between China and Southeast Asian plaintiff to disputed mari- time areas. It also includes contingencies with low effect on US and high likelihood of occurrence like increasing sectarian violence and political instability in Nigeria ,violence and risk of mass killing in the Central African Republic . In Tier 3 Contingencies judged low preventive priorities for U.S.  policymakers as it included those contingencies which had moderate effect on US interests and their chance of occurrence was low such as a Sino-Indian clash .it also included contingencies with low impact and moderate likelihood which were destabilization of Mali, growing popular unrest and political instability in Sudan , military conflict between Sudan and South Sudan due to border resource disputes ,conflict in the Kurdish- dominated regions of Turkey and the Middle East , growing violence in eastern Democratic Republic of Congo , internal violence in Bangladesh surrounding the general elections. Tier 3 also included contingencies with low impact and low likelihood such as political crisis in Venezuela leading to civil violence and potential regional instability , an outbreak of military conflict between Armenia and Azerbaijan . So this survey played a vital role to find out and take preventive measures for all t he current and upcoming conflicts which could have any adverse effect on US interests. This survey helped the experts to assess the contingencies and suggest those to CPA which could adversely influence US so the policymakers then worked according to the intensity of the contingencies suggested . PPS is very helpful for the center of preventive action to check the impact and likelihood of the contingencies which could occur and they carried out all their activities according to the strength of the contingencies which they measured on the risk assessing matrix and placed them in different tiers and took precautionary measures to protect the US interests and security.

Examining Factors Influencing Police Decision Making Criminology Essay

Examining Factors Influencing Police Decision Making Criminology Essay Police decision-making relies on a myriad of factors to include the individual officers characteristics, the environment the officer works in, the characteristics of the offender, the situation the officer finds themselves in, and the organization that influences them. In an attempt to control officer behavior and discretion, some police agencies have encouraged and/or mandated the increased hiring of minorities, women, and college educated officers. The belief is that officer characteristics such as race, sex, and education have an effect on police decision making and these characteristics will have a moderating influence on egregious behaviors such as excessive force, police shootings, and violations of civil rights. However, there is no compelling evidence to suggest that officer characteristics have such a strong influence to counter the other factors of situation, organization, and environment in decision-making. Since officer characteristics are a minor part of the complex fact ors influencing police behavior, there is no harm in promoting increased hiring of minorities, women, and college educated officers. These hiring policies do need to be seen as an attempt by the police agency to hire officers that share characteristics of the constituency that they serve. More study is needed to verify the influences of officer characteristics on police behavior and then, if the studies verify a connection, this research can substantiate the increased hiring practices of minorities, women, and college educated officers. INTRODUCTION There is a dearth of quasi-experimental and experimental designs into the factors that influence a police officers decision-making. Questions remain on how influential certain characteristics such as officer sex, race, age, education, and attitude can be on officer behavior. Of the existing studies that investigate the influences of officer characteristics, the results are mixed on how influential these characteristics are. However, there are numerous studies, while not experimental, that can help explain police behaviors through factors other than officer characteristics (National Research Council, 2004, pp. 34-35). By using these studies of other than officer characteristics, we can validate how strong or weak these factors are on officer behavior. More studies of officer characteristics on police behavior are needed in order to justify the sanctioned hiring of more females, minorities, and college educated officers in an attempt to control officer behavior. Some police administrat ors and policy makers think that officers with more education and a diverse background will make better decisions when interacting with the public and reduce the incidents of excessive force and violations of civil rights (Walker, 1998, p. 232) and this is the reason for implementing affirmative action hiring programs at some police agencies. Some factors put forth as possible behavioral influences on police officers have included citizen behaviors and attitudes, ecological influences, environmental factors, legal restraints, organizational factors, politics, and situational factors. While all are capable of influencing behavior, none answers the entire question of determining and predicting police behavior (National Research Council, 2004, pp. 214-216). One of the biggest obstacles in determining police behavior is overcoming ingrained conventional wisdom on police matters. There is too much attention placed on certain behaviors such as racial profiling, police shootings, use of force, and corruption without trying to understand the causes and definitions of such behaviors. These high-profile incidents receive quick fixes from politicians and police administrators without addressing the underlying causes. Theory based studies would be better used to explain and correct egregious displays of police behavior (Engel, 2002, pp. 269-270). There is a need for empirical based studies of police behavior in order to determine which factors, if any, influence the behavior of police officers, the use of discretion, and whether if police departments can control for these behaviors by emphasizing the hiring of women, minorities, and college educated officers (National Research Council, 2004, pp. 152-154). Based on the evidence so far, the influences on police behavior are too complex and varied to make a strong conclusion that certain policies such as hiring more minorities, women, and college educated officers can correct and/control individual police behavior. Although strong correlations exist between police behavior and situational, legal, organizational, and community factors, none represents a bellwether solution for influencing police behavior. With no conclusive evidence linking certain officer characteristics such as officer race, gender, and education to particular behaviors, policies emphasizing departmental solutions to behavioral issues should be maintained within certain contexts. Rather than being seen as a tool to influence officer behaviors and outcomes, these hiring practices should be seen as an attempt to correct previous discriminatory hiring practices, promote employee diversity, and as an endeavor to have a police agency reflect their constituency in order to bu ild trust and cooperation. Other factors such as police culture, situations, and police bureaucracy that have been shown to have more of an influence police behavior than officer characteristics should be given more focus in attempts to change officer behavior. DISCRETION AND POLICE BEHAVIOR The Importance of Discretion Tackling the issue of determining the basis of police behavior is not new but the complexity of the issue was realized from the beginning of such research as the American Bar Foundation Survey in the 1950s and its follow-on research by the Presidents Commission on Law Enforcement in 1967. Though these early studies spent considerable time in attempting to understand police discretion, they laid the groundwork for later studies on police behavior and raised several questions in the process (Walker, 1992, pp. 48-54). Questions such as the influence of officer characteristics and attitude on officer behavior are still not fully understood. These studies began with the emphasis on examining police behavior and public interaction with the belief that most officers performed their jobs according to the letter of the law. However, it was soon discovered in the course of these studies that the police exercised an enormous amount of discretion in applying the law (National Research Council, 2 004, pp. 22-23). The importance discretion has on police behavior cannot be overstated. A police officer, once out of training, operates with very little direct supervision and can be highly selective in demonstrating the power of the police. Even when answering service calls with ample evidence of a crime, there is no guarantee that the officer will take a formal action against a citizen. Almost every interaction an officer has with the public has a measure of discretion. Because of a lack of direct supervision, the actions of the officer cannot be constantly monitored to ensure adherence to the law and obedience of civil rights. On one hand, an officer decides to enforce the law and make the arrest. This action then comes under the review of the police department, courts, the media, and the public since arrest in the United States are a matter of the public record. On the other hand, an officer decides not to make an arrest by using discretion. The reasons for no arrest can vary from lack of eviden ce to the officers concern that her/his shift is almost over and does not want to stay late to book an arrest. Only the officer, the suspect, and perhaps some bystanders have knowledge of the non-arrest. Since none of these people occupy the officers chain of command or justice sub-system, this decision of non-arrest is not up for review except in rare circumstances (Goldstein, 1960, pp. 90-92). Goldstein (1960) noted that the use of police discretion in not making arrests are not reviewed except in cases where the police detained suspects in a crime and the suspect went on to commit further crimes and/or the non-arrest is seen as part of corruption. However, arrests and therefore the decisions to make that arrest are under review at every juncture of the criminal justice process, from booking through adjudication. Therefore, the burden of a good arrest and the discretion used to make the arrest is no longer on the officer put placed with the courts for review. Police officers use their discretion for a multitude of purposes, from being a crime fighter to doing their best to avoid as much work as possible. Allowing for the effects of being the subject of a study, officers still exhibit a wide range of behaviors depending on when, where, and with whom they choose to exercise their powers of detention, questioning, arrest, and force (Van Maanen, 1974, p. 122). Added to the everyday factors such as the situation in which the officer find himself or herself interacting with citizens, expectations of their agency and co-workers, and differences in location, the officer is also part of a public service organization. The police have competing mandates and responsibilities placed upon them by a fickle public and an even more fickle political system. These mandates and responsibilities are usually not clearly communicated or only communicated after an incident has taken place and the police response was not what the public expected of their agency. Discretion is used by police management to guide these expectations down to the beat officer and to adjust to a changing and mercurial political climate (National Research Council, 2004, p. 57). Studying Police Behavior and Discretion Discretion has been the focus of study since the 1950s and 1960s in an attempt to understand how officer decision making influences police behavior. More importantly, researchers were looking into how discretion factored into situations in which officers violated civil rights, arrest decisions, and racial discrimination (National Research Council, 2004, p. 64). While previous research focused on the police applying the law, it was thought that officers clearly applied the law fairly and non-discriminately when the law had been broken. However, follow-up studies revealed that discretion in how the officer applied the law was more important to decision making than once believed. Officers were shown to not make arrests even when the law was clearly broken and were making arrests for reasons other than law breaking i.e., citizen safety, disrespect, and case management (National Research Council, 2004, p. 70). Attempts to control discretion have been tried in different police agencies, often because of police shootings and other misapplications of deadly force. While most attempts to control or formalize discretion have met with mixed results, other such as in the aftermath of the Memphis police shootings have been successful in reducing police shootings and implementing other administrative controls (Fyfe, 1982, p. 72). The use of discretion carries with it a double-sided curse of being unavoidable in police work in a democratic political system. With no discretion, police officers would be heavy handed and legalistic but still exercising some type of preference, just with more subtlety and with obvious crimes being ignored and minor infractions being investigated. Attempts by police administrators to control discretion have failed (Aaronson et al., 1984, pp. 408-436) and even though it can encourage abuses, discretion carries with it the will of the people who are being policed. The Exercise of Police Arrest Power The actions of the police are based on the lawfulness and legitimacy of their actions in controlling the public. The public also has to recognize the legitimacy of the police and submit to these tenets in order to be policed. When there is conflict between the public and the police it is usually a result of the police not following the strictures set up under the law e.g., unlawful search and seizure, interrogations without Miranda warnings, and excessive force (National Research Council, 2004, pp. 5-6, 252). Various police agencies exercise discretion and arrest power in different ways based on the style of policing the agency utilizes. There are three styles of policing identified by Wilson (1968): the watchman, service, and legalistic. Discretion is used the most often under the watchman style since these types of agencies are primarily concerned with order maintenance. Officers using this style are most concerned with maintaining social control by suppressing illegal activities and disruptive behavior. Discretion is used along with arrest powers to persuade, threaten, and discourage potential lawbreakers (National Research Council, 2004, pp. 70-71). The legalistic police agency is the opposite of the watchman style with an emphasis on enforcing the law no matter how small the infraction may be. Legalistic agencies tend to have high arrest rates, issue more citations, and utilize the law to target and/or harass persons suspected of violating the law. The use of discretion is low for th ese types of departments since they tend to view infractions in more concrete terms and use arrest as a tool even for minor infractions. This type of full enforcement also constrains officer behavior and allows some amount of control over the officer by the agency. Police agencies that use a service style of policing are using both order maintenance and law enforcement while staying attuned to the desires of the community they serve. While less emphasis is placed on using arrest for even minor infractions, the service type of agency still uses arrest and discretion to enforce the laws that are important to the local community. Officer behavior is still controlled but not as much as under the legalistic style but also not given as much freedom as under the watchman style. However, discretion is still present in all three styles with varying degrees of arrest power implemented and/or encouraged by the agency in order to more closely adhere to the desired outcomes of the police agency. OFFICER CHARACTERISTICS Effects on Police Behavior It has been suggested that an officers psychological and attitudinal orientation influence the officers behavior when they interact with the public. This assumption deals with an officers traits, experiences, and attitudes (Terrill and Mastrofski, 2002, p. 218). One area that has drawn an increasing amount of attention from researchers is officer characteristics and the use of force. Research into the influences of officer education and experience has suggested that officer education and experience have a positive effect on the use of force in that officers with more experience and formal education are more likely to use alternate forms of citizen control. Officer education refers to formal education outside of police training and usually means some type of college or trade school education. Officer experience refers to the amount of years employed as a police officer. The research found that a more educated and experienced officer shows more restraint when applying force (Terrill an d Mastrofski, 2002, p. 244). Officer behavior can be explained by the situational factors officers find themselves in and by the attitude exhibited by the officer. However, the link between situational factors and officer behavior is stronger than the attitude link. While going against conventional wisdom, officer attitude has not been found to be a strong indicator of officer behavior and this holds true for the general population as well (Worden, 1989, p. 670). Situational and organizational factors have been found to be a more important source of officer decision making than attitudinal based factors (Worden, 1989, pp. 673-674). An officer is also heavily influenced by the legal factors involved when an officer encounters a citizen such as the citizens resistance to orders, officer and citizen safety, and evidence of a crime. Usually when an officer finds her or himself dealing with a situation that requires arrest or the use of force within a legal framework, they will behave accordingly rather than rely on officer attitude or other officer characteristics (Terrill and Mastrofski, 2002, pp. 233-235). The officers race has also been studied as a possible explanation for police behavior with the thinking that an officer of a minority background would interact with citizens of the same race differently and with greater understanding. Agencies have encouraged the hiring of more black officers with the expectation that black officers would improve relations between police and the black community and reduce the amount of bias held by officers against black citizens. However, before race or ethnicity can be examined as a possible source of behavior and a predictor of future behavior, other influential factors must be controlled for. These include length of the officers experience on the job, their level of education, characteristics of the suspect, and type of encounter in question. Studies such as Brown and Franks (2006) hold that officer race has an influence on arrest decisions and behavior but their study had to control for the above-mentioned factors. They found white officers were more likely to make arrests than black officers were but that black officers were more likely to arrest black suspects. Other research found that while there were differences in the attitudes of minority and white officers, African American officers arrested African American suspects more often and were more likely to use force against minority suspects than white officers (XXX) An officers gender has also been identified as a possible source of officer behavior. However, there has been no significant evidence to suggest that male and female officers behave differently in the course of their jobs even though it has been suggested that female officers would be less aggressive and rely more on persuasion and verbal tactics during suspect confrontations (National Research Council, 2004, p. 151). The few studies that showed a difference in officer behaviors based on gender were directed toward community policing and order maintenance situations. Engel et al. (2000) founds that female officers focus more on problem solving when confronted with issues during their shifts (National Research Council, 2004, p. 151). Female officers, when operating under the auspices of community policing, have been found to have a more positive attitude towards citizens and the goals of the community policing programs than do male officers (Skogan and Hartnett, 1997, pp. 239-242). Ma strofski et al. (2000) concluded that female officers also were more likely to honor a citizens request to control other citizens within the context of community policing (p. 335). Other than attitudes, differences between female and male officer bahvior during the course of their duties has not been shown. Female officers seem to exhibit the same bahviors as male officers when confronted with different situations and different behaviors exhibited by citizens. Whether these citizen inteactions required restraint, issuance of citations, force, or arrest, the actions of the female officers was very similar to those of male officers (Walker, Despite some differences in attitudes, research findings confirm that there are only very slight differences in on-the-job behavior between the sexes. Studies of police officers in several agencies have revealed that female and male officers responded to similar calls for service and encountered similar proportions of problem citizens (e.g., citizens who are intoxicated, angry, violent, etc.). Only slight-and nonstatistically significant-differences existed in the proportion of arrest and citations issued by male and female officers (for review, see Walker). Findings regarding officers use of deadly force, however, have been somewhat mixed. Studies have shown that male officers are involved in deadly force incidents more often than female officers, but female officers who are partnered with a male officer reacted similarly to their male partners when responding to violent confrontations (Walker). In addition, a study of police officers in Indianapolis Police Department and St. Petersburg Police Department during 1996-1997 found that male officers are more likely than female officers to respond positively to citizens requests to control another citizen (Mastrofski et al., 2000). Going Against Type, Styles of Officer Behavior Being part of a heavily bureaucratized and politicized organization, the police officer has the opportunity to depend upon a certain type of behavior in order to make their work enjoyable. A police officer is supervised closely and operates independently at the same time, utilizing discretion and experience to either patrol aggressively or only answer service calls. The intricate factors that influence decision-making include organizational pressures, territory coverage, survival, street code, group dynamics, and coping skills. Since the nature of patrol work can change from moment to moment and can only be generally predicted over the course of a shift, the behavior an officer exhibits can quickly change from an aggressive legalistic style to a laid back, emergency response style over the course of a shift (Van Maanen, 1974, pp. 120-121). Outside factors have an influence on officer behavior as strongly as internalized attitudes and beliefs. Because the police agency is heavily influenced by outside forces such as the law, bureaucratic control, politics, and public complaints, sometimes the officers behavior is pre-determined by such constraints (Herbert, 1998, pp. 361-364). An officer also has to hold themselves to an organizational ideal of being competent, moral, and safe (for self and fellow officers). Even if an officer exhibits the attributes of a hard-charger or a desk jockey, they are still expected to meet the minimum expectations of the group i.e., assist when called upon, show solidarity with fellow officers, and be safe (Herbert, 1998, pp. 355-361). SITUATIONAL FACTORS OF POLICE BEHAVIOR The Probability of Arrest Factors other than officer characteristics have been shown to be a better predictor of officer behavior in terms of arrest. Citizen initiated arrests and preferences have a stronger influence on arrest decisions than the preferences of the officer, who sometimes would prefer to be more lenient and possess more evidence when making an arrest decision. Seriousness of the crime, whether the suspect is known and/or related to the officer, and the amount of disrespect given to the officer are also factors that take the arrest decision beyond officer characteristics (Black, 1971, pp. 1104-1110). Suspect demeanor also has been shown to be a strong indicator of the chances of being arrested. An officer, no matter their attitude or other characteristics, will not usually subject themselves to disrespect and abuse at the hands of a citizen. Although situation specific, interaction between police and citizens is influenced by the behavior displayed by both parties, and an escalation of perceived disrespect by one party against the other is met with resistance by the other. There is also disagreement among officers on what construes disrespect, which adds to the difficulty in using suspect demeanor as an officer behavior predictor (Klinger, 1994, pp. 489-491). However, the correlation in suspect demeanor and chance of arrest is still a strong indicator of officer behavior and prediction (Worden Shepard, 1996, pp. 99-103). Other situational factors such as the mental health of a suspect and citizen requests have a much stronger effect on officer behavior than officer characteristics. Even though there may be a correlation on an officers education level in respect to the officers predilection to arrest a mentally disordered suspect (Engel and Silver, 2001, p. 247), officers have not been shown to disproportionately arrest mentally disordered persons based on mental health (Engel and Silver, 2001, pp. 245-248). An officer is usually not inclined to grant a citizens request to arrest another unless there is evidence of a crime committed. This holds true regardless of the citizens race, wealth, or social affiliation. However, Mastrofski et al. (2000) found that male officers, officers of limited experience, and officers with a passion for community policing were more apt to honor a request for arrest. Suspect Characteristics It has long been pre-supposed by the advocates of conventional wisdom that certain characteristics of the suspects that are immediately discernable such as age, race, sex, and social class had an influence on the officers decision to make an arrest or some other formal action. (EXPAND) ORGANIZATIONAL FACTORS ON OFFICER BEHAVIOR The Influences of the Organization The influence of organizational factors on officer behavior is dependent upon the type of organization the officer is working in. Smith (1984) identified bureaucratic and professional agencies with four sub-categories identified by the level of bureaucracy and professionalism within the agency. High professionalism and high bureaucracy is legalistic, high professionalism with low bureaucracy is service, low professionalism with high bureaucracy is militaristic, and low professionalism with low bureaucracy is fraternal. Therefore, the behavior of the officer can be reasonably predicted based on the type of agency and that agencys definition of legal control (Smith, 1984, pp. 33-35). Organizational influences on officer behavior can also be seen when using expectancy theory. The organization, in this case police agency or department, instills certain expectations from its officers in regards to arrests, traffic stops, citations issued, etc. In the example used by Mastrofski et al. (1994) in their study of Pennsylvania police officers, DUI enforcement was the studied expectancy. Mastrofski et al. (1994) found that when the officers operated under the expectations of their agencies, they usually complied whether the expectations were for high or minimal enforcement. The characteristics of the individual officers did not play a significant role except for a small number of rate busters who bucked the system and made significantly more arrests for DUI (Mastrofski et al., 1994, pp. 142-145). Organizational factors have been shown to have the ability to change officer behavior when there has been directed action against identified behavior, usually in response to police abuses or scandal. An example of this occurred when the Memphis police department made a concerted effort to reduce the amount of police shootings since the rate of deadly shootings in Memphis was disproportionate when compared to other, larger cities (Fyfe, 1982, pp. 712-717). The reasons for shooting given by the Memphis officers were not in agreement with reasons given by the comparison city of New York since Memphis officers showed a predilection to using deadly force for property crime offenses (Fyfe, 1982, pp. 715-716) while New York officers did not. The Memphis police addressed this issue by instituting a more stringent deadly force policy and officer survival training in an attempt to reduce the shootings incidents. An organizations influence on officer behavior can also be seen in the supervisory styles of police mid-level management. Engel (2001) identified different supervisory styles among police sergeants and lieutenants identified as traditional, innovative, supportive, and active (pp. 347-350). While each style has a direct influence on the officers they are supervising, it is also interesting to note the attitudes of the supervisors themselves when the distribution is included for sex, race, rank, age, experience, and education. Engel (2001) found that half of the traditional supervisors were female, this may be attributed to their use of rules, and regulations to keep officers in line and under control since female supervisors may have an issue with perceived power by subordinates (pp. 350-351). COMMUNITY FACTORS ON POLICE BEHAVIOR Patrolling the Neighborhood The area in which a police officer patrols has an effect on their behavior. This depends on the social, economic, and attitudinal makeup of the local residents of the neighborhood in question. There are also other environmental factors influencing police behavior. These include community interaction, past history of policing the neighborhood, the local politics, and the dominant area culture (National Research Council, 2004, pp. 155-156). The influence of the neighborhood is strong on potential police behavior dependent upon the type of neighborhood that is served by the police. Smith (1986) found that police behave differently in higher status neighborhoods than they do in lower status neighborhoods. For example, the police are more prone to stop and question a suspicious person in a higher status neighborhood than in lower status, less racially heterogeneous neighborhoods (pp. 338-339). Neighborhood conditions also affect police behavior. Klinger (1997) found that officers come to view deviant behaviors as normal if they are exposed to the behavior in neighborhoods that are economically disadvantaged. Rather than acting as service providers in these types of neighborhoods, officers quickly learn to prioritize the crimes in terms of urgency and the need to respond (pp. 298-300). Crank (1990) also found differences in officer behaviors in terms of motivation to arrest in rural and urban areas. Not only are there differences between police behaviors within a municipal area, there are also differences in behavior between rural and urban police with the rural police officer being more prone to make arrests for discretionary offenses (pp. 185-187). DISCUSSION Police agencies, the public, policy makers, and politicians have long had the desire to recruit and employ officers whose behavior is beyond reproach. An officer who made the correct decision in every instance without regard to a suspects race, sex, economic status, or mental health would be highly regarded and emulated. When the officer was confronted with situations that required the application of force and/or restraint, they would do so correctly and with the proper legal justifications. It is thought that the use of officer discretion would also be properly applied and controlled by the first line supervisors and directed by the agencies themselves based on community need. Agencies believe they could partially meet these goals if they emphasize the hiring of women, minorities, and college educated officers. However, due the complexity of police work and the multitude of influences such as situational, organizational, and environmental factors, shaping officer behaviors would be very difficult indeed. As was shown in numerous studies above, these other influences besides officer characteristics, often have a stronger influence over officer behavior than the officers own attitude, race, sex, and/or education. CONCLUSION The emphasis on hiring more minorities, women, and college-educated officers should continue because these programs are causing no harm and they are a reflection on the desires of the community that is being policed. No study has shown a negative effect of having more minorities, women, and college-educated officers on a particular police force. However, no study has shown a significant difference in police behaviors based on sex or race so more research is needed in an attempt to understand a connection between officer behavior and officer characteristics.

Dropout Intervention Essay -- Education, Dropout Prevention Programmin

Outcomes In Relation to EBD The literature indicates that outcomes for students with EBD were, by and large, positive and indicated that dropout interventions geared toward students with behavioral issues show some potential success for students. Sinclair, Christenson, & Thurlow (2005) found 44% of students within the treatment group with EBD as the primary special education qualifier were more likely to persist in school, whereas only 33% of students with EBD in the control group had the same likelihood. Researcher Remorse Hindsight and seeming regret in regard to measurement and study design weren’t uncommon across the literature. A pervasive â€Å"should have, would have, could have† existed among certain of the studies. The Vannest et al. (2009) study concluded with researchers lamenting the lack of a â€Å"quality measurement† in regard to the mentor-mentee interactions. The writers also bemoaned the study’s reliance on time units (that were not described), components of mentor-mentee interactions at school and via email, and, puzzlingly, a reliance on â€Å"measurable and observable data†. Both Munoz (2002) and Franklin et al. (2007) determined that without a control or comparison group, validity is shaky. However, none of the examined dropout prevention researchers were remorseful that the current span of literature didn’t consider race or gender in program design or measurement (including research projects explicitly aimed at students upon the basis of t heir race and/or gender). Mobility and Attrition Throughout the literature, mobility and it’s effect on student success rates in dropout prevention programming is noted but not consistently considered in the intervention findings, which is curious considering the possible dynamics... ...about the students we are supposed to provide with individualized, differentiated programming. Ninth, program interventions should consider implementing student involvement with planning, intervention, progress review, and goal discussion. Students who are in control of their own educational process foster ownership and responsibility for their future. Measuring the efficacy of such an approach for our target population could prove extremely beneficial, definitely informative. Tenth, making the realistic consequences of dropping out of school versus staying in school and graduating a more tangible concept for our target population appears to be a worthwhile undertaking. Vocational training programs and career mentoring could prove valuable for increasing graduation for our target population, and should definitely be examined.

Employee Motivation Essays -- Employment Management Workforce Labor

Employee motivation is the level of energy, commitment, and creativity that a company's workers apply to their jobs. In the increasingly competitive business environment of recent years, finding ways to motivate employees has become a pressing concern for many managers. In fact, a number of different theories and methods of employee motivation have emerged, ranging from monetary incentives to increased involvement and empowerment. Employee motivation can sometimes be particularly problematic for small businesses, where the owner often has spent so many years building a company that he/she finds it difficult to delegate meaningful responsibilities to others. But entrepreneurs should be mindful of such pitfalls, for the effects of low employee motivation on small businesses can be devastating. Some of the problems associated with unmotivated workers include complacency, declining morale, and widespread discouragement. If allowed to continue, these problems can reduce productivity, earn ings, and competitiveness in a small business. On the other hand, small businesses can also provide an ideal atmosphere for fostering employee motivation, because employees are able to see the results of their contributions in a more immediate way than in large firms. Besides increasing productivity and competitiveness, a highly motivated work force can allow a small business owner to relinquish day-today, operational control and instead concentrate on long-term strategies to grow the business. ... ... advancement. Managers who recognize the "small wins" of employees, promote participatory environments, and treat employees with fairness and respect will find their employees to be more highly motivated. One company's managers brainstormed to come up with 30 powerful rewards that cost little or nothing to implement. The most effective rewards, such as letters of commendation and time off from work, enhanced personal ful-fillment and self-respect. Over the longer term, sincere praise and personal gestures are far more effective and more economical than awards of money alone. In the end, a program that combines monetary reward systems and satisfies intrinsic, self-actualizing needs may be the most potent employee motivator.

Causes of Channel Conflicts

Goal incompatibility: the channel partners have incompatible or misaligned goals, for example the manufacturer perceives his goals to be a market share and profit maximization in the long run, the wholesalers perceive their goals to be sales maximization and in turn profit maximization. The latter even prefer to work at higher margins and short term profitability. This makes the wholesaler accuses the manufacturer of squeezing his margins. This is typically what’s happening with all large manufacturers and their channel members today.For example, Charcutier Aoun in Lebanon may have incompatible goals with wholesalers and even manufacturers. Charcutier Aoun wants big discounts and very low prices in order to increase sales and therefore, profit margin and producer of Gillette may want to have a brand image and big market share without decreasing the price in the short-run and therefore, increase profit margin in the long-run. Unclear roles and rights: If the channel members hav e unclear role than there will be arise conflict. For example, producer, wholesalers and retailers role in distribution channel should be clear.But one channel member doesn't play his role or interferes on others role than there will be conflict. For example, BMW manufacturer may have such conflict if one of its distributors started directly selling to the retailers bypassing large wholesalers in the territory. The wholesalers can in return affect BMW sales by pushing the competitors’ products. Another example, if Apple plans to open a shop by itself at the same place where he/she are selling the products through retailers than conflicts will be created between producer and retailer.Differences in perception: There may be perceptual difference among the channel members involved in the distribution channel. Differences in perception cause conflict. For example, producers perceive retailer discount adequate and retailers perceive it inadequate or it may be the opposite. For exa mple, Aishti sells many types of luxury brands and makes occasional discounts of 20 to 30 percent yearly. Manufacturers or distributors of certain Brand may not agree to include their deluxe brand in this discount as it is the company strategy.Intermediaries’ dependence: If the channel member is highly dependent on the manufacturer this may increase conflicts between them. For example, exclusive dealers like Kettaneh are highly affected by the pricing strategy of the manufacturers and even the product itself. If the new VW showed a mechanical defect or low performance, this will directly affect Kettaneh’s sales and profit as it is the only product he sells. Therefore, importance and recurrence of channel conflicts will increase between Manufacturers and dealers.Finally, Destructive channel conflict can have serious consequences on channel efficiency, channel effectiveness and partners' profits. Such consequences lead to low partner loyalty to principals. These conseque nces will lead to a negative impact on customers' purchasing behaviors and therefore, to each partner’s profit. However, some channel conflict is desirable, provided it is well managed. Managed channel conflict is better defined as channel competition and is not destructive.

Individualism in Literature Essay

Individualism is one of the most wondrous themes of literature because of its contribution to the pursuit of human dignity. Individualism is a moral stance and a philosophical concept which puts emphasis on the moral worth and the supreme and intrinsic value of human beings (Lukes 51). Literature has proved to be an outlet for an artist’s own definition of individualism. Due to the fact that such philosophical concept is associated with so many aspects of life including society and culture and art, authors have devoted ample time in using individualism creatively while demonstrating social awareness and way of life. Among the authors who explore the concept of individualism are Ayn Rand, Charlotte Gilman and Margaret Atwood. The characters in the literary works of such authors reflect how the pursuit for individualism can be disturbed ans stunted with the occurrence of love. Rand’s dystopian book called Anthem explores the turbulent period in which mankind is forced to live with the harsh setbacks of irrationality and collectivism, and the failures of socialistic upbringing and economics. In Anthem, a youth named Equality 7-2521 finds himself in a hidden tunnel, isolating himself from an anti-individualistic society and realizinng how much solace and solitude suit him. But his search for individualism is being disrupted by the Golden One, a beautiful peasant girl whom he considers as a valuable element in his eyes (Rand 19). In Gilman’s novel titled Herland, three adventurous friends journey into an all-female land called Herland and its women deprived of social realities of the modern world and the contribution of masculinity to their maternal well-being (Gilman 95). Atwood’s novel, The Handmaid’s Tale presents to readers the search for individualism in a Puritan society established using ruins of war. Atwood explores how love can redefine and inflluence a person’s search for human dignity in The Republic of Gilead that discourages the pursuit for individualism and legalizes slavery (Atwood 8). Individualism in Herland Herland is a novel that sees women in an isolated land become fascinated with the beauty and mystery of the real world where there is a sense of conformity and recognition for femininity and masculinity. One of the characters in book, Moadine, affirms such fascination to the societal settings of the real world by declaring how wonderful and supremely beautiful man’s civilization must be due to the countless contribution of science and technology (Gilman 96). It is clearly manifested that Moadine, being one of older women who teaches the three men in the way of life of Herland, has fallen into the conundrum of the Utopian society of the modern world. Moadine’s curiosity on the civilized ways of man which women in Herland are being deprived with becomes an avenue for them to enter in the mysterious homeland of the three men. Moadine is in charged in guarding one of the three male captives, Terry, a classic male chauvinist attempts to fascinate Moadine with his knowledge and control over the female mind (Gilman 37). Terry is a portrait of individualist kind of male who only recognizes the strength of the males and perceives women to be as secondary beings. Terry deeply resents women in Herland who can exist without the help of men and dares to call them sexless, epicene, and undeveloped neuters (Gilman 157). But the bitterness of Terry and his negative attitude towards the women are set aside upon his realization that he is madly in love with Alima (Gilman 157). Alima is one of the girls of Herland and embodies the attitudes and non-conformist traditions of the land. She is a tall long-limbed lady, well-knit and strong and agile (Gilman 18). The personality and upbringing of Alima voices out female superiority over men and her individualist character is deeply rooted out from her self-confidence and belief that women should never consent to an unequal relationship with the opposite sex. Alima’s eyes are full of splendor and mirrors out her wide, fearless and reluctance to pain and losing which is indicative of her interest as more that of an intent male playing in the field than of a female lured by ornaments and gentleness of romance (Gilman 19). Knowing that women love to mastered, Terry is convinced to woe Alima using sheer brute force, pride and passion of his strong masculine side (Gilman 146). Alima eventually fall in love with Terry and eventually marries him. Their love confirms the failure of individualism as they both try to live in the Utopian society as husband and wife. Another character in the story who reflects the failure of individualism is Jeff, one of the three explorers who found out about Herland. Jeff is the complete opposite of Terry and is strongly challenged by the independent and athletic girls of the isolated land. Jeff’s individualist attitude is seen upon his involvement with the almost natural advantages of Herland and its people (Gilman 137). Jeff becomes confounded with Herland’s way of living and declares his personal love for the land (Gilman 138). Prior to the discovery of the land, it is known that Jeff is so much absorbed with the realities of the Earth but maintains a priestly and angelic approach to masculinity and womanhood. But his individualist view of the modern world is changed upon the discovery of Herland that makes him realize that there is a better world than the real one. His profound appreciation for the Herlandian culture is evident in the way he treats it women and Jeff has refined conception about the women in Herland and deep thoughts about the idealized femininity. Jeff is strongly in love with Celis, showers her with a mystique kind of romance, and keeps on insisting that he take care of her rather than doing the typical thing of treating her as his equal better half. Jeff worships Celis and the ideals which she presented (Gilman 137). Celis’s mild-mannered attitude and vulnerability force Jeff to think that twice of going back to the real world together with Celis (Gilman 149). Van, one of the explorers and also the narrator in the novel, thinks of Herland critically and philosophically. Van has always stood at the middle ground, thinking of the Herlandian culture using science and used to argue about the physiological limitations of sex (Gilman 11). As the girls of Herland think that sex is just for procreation, both Van and Jeff have learned to overcome difficulties concerning sex. Van used to declare the discovery the land is aiming at friendship, a civilized attitude on both sides (Gilman 24). Both Jeff and Van do not want to leave the different kind of utopian society which Herland has for their own patriarchal and male-dominated world. In this notion, it is evident that Van falls in love with the perfection of Herlandian culture and the ways of its women. It is seen in the attitude of Van that he is no longer interested with the pursuit of individualism as he is so much swept off by the beauty and perfection of Herland. Van’s wife Ellador is equally intelligent as Van and is being motivated by her curiosity of the utopian modern society of her husband as well as her love for Van. Ellador explains things sweetly and kindly and thinks of Van as a wise man with no foolishness (Gilman 117). Such concept of him makes Van reluctant to rejoin the realities of his world and present to Ellador the harshness and stupidities of the Earth (Gilman 117). Individualism in Anthem The story of Anthem revolves around its protagonist, the youth named Equality 7-2521. Equality 7-2521 finds himself in an unspecified date in which mankind is forced to negate all the concepts of individuality and conform to the productive and capitalist values which technological advancement brings. It is clearly manifested in the novel that the author tries to eliminate the philosophical idea of individualism by eliminating the pronoun â€Å"I† and replacing it with â€Å"We† and â€Å"our† and other plural pronouns which are all indicative of conformity. Being the protagonist in the story, Equality 7-2521 struggles between individualism and collectivism. In the beginning part of the story, it is already given that the protagonist fears to be alone and dreads the consequences of having one head and one body (Rand 1). The protagonist is caught up in a world that views individualism as an illegal act, great transgression and source of all evil (Rand 1). Equality 7-2521 is a street sweeper who believes in the concept of individualism and discourages the collectivist society which the Council has established. He can be described as vain and self-centered, brave and intelligent. His curiousity and desire for freedom are what makes him fearless of the society of brainless drones who surround him. The protagonist is a symbol of superiority of a singular intellectual being to the homogeneity of the whole society which does not have the courage to think for themselves and is indistinguishable from each other. In order to hide from the evils of the Palace of the Great Council, Equality 7-2521 hides in an underground tunnel where he is alone and fulfils his longing for solitude (Rand 23). He describes the feeling hiding inside an abandoned tunnel and writing about his sentiments on the world which has gone wrong as a liberating experience. According to the protagonist, the air is pure and odorless in the tunnel which gives him enough strength to survive underground (Rand 23). One of the sentiments of Equality 7-2521 is that there is no solidarity among the brotherhood because almost everyone seem to have their own personal problems, ideal and aspirations. Fraternity 2-5503 is described by the protagonist as a quiet boy with gentle eyes who suddenly cries without reason and whose body shakes at night with unexplainable sobs (Rand 24). Solidarity 9-6347 also belongs to the brotherhood and is described by Equality 7-2521 as an intelligent and bright youth, sometimes fearless, and screams in his sleep at night (Rand 24). These observations instigate an idea that the protagonist may be different from those around him and realizes how disturbing and troubling it is to be different. Such realization makes him regret his differences and attempts to bring himself into conformity which the Council continuously promotes. The friendship of Equality 7-2521 and International 4-8818 is said to be an evil thing as they both exist in a time of great Transgression of Preference that declares loving someone better than the others in the brotherhood as illegal as it is written that they should love all men and make friends with all of them (Rand 11). The friendship of Equality 7-2521 and International 4-8818 is suggestive of the protagonist’s half-hearted attempts to erase all of his preferences for individual people, to help and care for each person equally, and to be identical to his fellow brothers. International 4-8818 considers the protagonist as a prophet. When he and Equality 7-2521 found out about the tunnel, he is torn between loyalty to his friend and to the Council. He represents an individual who secretly search for his own meaning but is disrupted in his pursuit because of the fear of breaking the law of the Council. Another character from the story is The Transgressor of the Unspeakable Word. The protagonist describes the Transgressor as young and tall and has hair of gold and blue eyes (Rand 26). The Transgressor suffers no pain as he is burned alive and his tongue had been torn out so that he can no longer speak of the true essence and meaning of individualism (Rand 26). It is said that the Transgressor has an honorable death as there was no pain in his eyes and no hints of agony in his body (Rand 26). It is said that there was only joy and pride, a pride holier than what is fit for the human pride (Rand 26). The Transgressor’s fate is reflective of the Council’s resentment of the word â€Å"individualism† which The Transgressor had been longing to proclaim. Collective 0-0009 is the leader of the World Council of Scholars. Equality 7-2521 considers Collective as the oldest yet the wisest of the Council who hates and fears him (Rand 42). Collective 0-0009 questions the superiority and the intelligence of the protagonist and accuses him of breaking the laws of the Council and boasting infamy (Rand 44). The individualistic view of Collective 0-0009 is seen through his appreciation of the Council as the sole brain of the society (Rand 44). Collective 0-0009 symbolizes the thinking force behind the evils of the collectivism in the society. Though he resents Equality 7-2521, the Collective 0-0009 is shapeless and cowardly and deeply reliant on the Council. When Equality 7-2521 meets the Golden One, his search for individualism is destroyed because he enters into a new phase in his life in which there is more to life than battling collectivism. He ventures into perfection and utopia that love insinuates as he no longer desires to deny that he prefers some of his fellows over the others. The Golden One is the name given to Liberty 5-3000 (Rand 19). Because the protagonist thinks about her all the time and his desire for love is overwhelming, he gives himself to the illegal deed. In so doing, he no longer presents to readers an individualistic Equality 7-2521, but shows to them that he is swept off by the utopia which love brings. Moreover, the Golden One gives the protagonist the privilege of having a meaningful relationship with another human being. According to Equality 7-2521, he feels all of a sudden that the Earth is good and that it is not a burden to live (Rand 19). It is evident from the beginning that the Golden One tends to be haughty and proud and does not recognize all of the constituents of the society except for Equality 7-2521. The Golden One strongly adores the protagonist because he is the bravest and the sharpest among the brotherhood. Such qualities of the protagonist make her subservient to him almost instantly as she initiates to take care of him as early as the third time they meet. When she follows him to the Uncharted Forest, she becomes the possession of Equality 7-2521 totally and she remains in that manner until the end. Individualism in The Handmaid’s Tale Atwood’s novel explores the theme of female subjugation set in the Republic of Gilead, a totalitarian and theocratic country that has replaced the United States of America in the map (Foster 6). The story is being narrated by Offred, one of the handmaids in the state. It is noted that the handmaids in the country are assigned to bear children for rich couples that have trouble conceiving. The country is founded by a male chauvinist, theocratic-organized military coup as a radical response to the pervasive social, moral and ecological degradation of the country. At the first chapter, the narrator briefly describes the differences between the social setting of the country prior to the establishment of the new republic and the present time in which women are seen as objects whose value depends on their ability to give birth (Atwood 9). The novel presents to readers an individualistic view of women as utilities for childbirth. Offred, the narrator, considers herself as a walking womb because of her duty as a handmaid whose only duty is to help maintain the declining white population (Foster 6). In the newly established country, women are stripped off of their economic and social opportunities and privileges and are recognized for their role of giving birth. The wife of the Commander, Serena Joy, fails is ashamed of herself because of her inability to conceive and somewhat envies Offred for her reproductive capacity (Atwood 20). Offred is a patronymic slave name that refers to the Commander which she serves, such as Fred. Offred is the protagonist in the story who reflects the failure to possess an individualistic attitude by engaging in an affectionate affair. Following a continuous prodding by the Commander’s wife, Offred succumbs to an illegal affair with Nick to save herself from the uncertainties which lay ahead (Atwood 226).

Resort World Sentosa

Resorts World Sentosa Private Limited is the leisure and gaming company that owns and operates Singapore’s biggest Integrated Resort, a 49-hectare development called Resorts World Sentosa. The mega resort is located on Singapore's holiday island of Sentosa. The S$6. 59 billion must-see destination welcomed its first visitors at its soft opening in early 2010. Resorts World Sentosa started operations with the four hotels in January, the Resorts World Casino in February and  Universal Studios Singapore ® family theme park in March, along with  MICE facilities that include one of Asia’s largest Grand Ballrooms.It offers a wide range of entertainment and shows, as well as celebrity chef restaurants, brand-name boutiques and a half-kilometer long shopping and dining Strip named FestiveWalk. Two more hotels, the Marine Life Park and the Maritime Experiential Museum will be added in subsequent phases of the resort’s growth. Resorts World Sentosa is a wholly-owned subsidiary of Genting Singapore Public Limited Company (PLC), a leisure and gaming company listed on the mainboard of the Singapore Exchange. Genting Singapore PLC is part of the Genting Group that is listed in Malaysia.Dining can be a fun experience at Universal Studios Singapore. For some classic American fare, grab a gourmet sandwich at Celebrity Cafe and Bakery or sink your teeth into savory cheese burgers at Mel’s Drive-In. You might just be entertained by dancing and singing servers. Craving for some oriental flavour? Taste authentic Cantonese cuisine at Hollywood China Bistro or go for South East Asian favourites like noodles and curries at Casa Del Wild. Be it fine-dining or a quick casual lunch you’re after, it’ll be full-filling and fabulous! 3. 2. Service Quality This problem may occur every time even from professional staff, especially, untrained or unqualified staff. For example, when guests want to know some products such as wine list details, they can ask every staff, current F;amp;B staff, rotated staff, or casual staff, because they assume all staff are trained with basic of service knowledge. If a staff gives haphazard information, they will not judge only the staff but also the hotel. 3. 2. 2 Negative brand image When guests are unhappy with poor service, they love to complain to the staff.Dissatisfied guest may never return to use your service again because they do not believe that the service is not worth for their expense. Moreover, dissatisfied guests often tell about bad experience to their friends. This is call negative word of mouth. Negative word of mouth is the most powerful to make the business goes down because people like to ask other people for recommendation ; furthermore, it is the easiest way to find in internet. Most people love to know the bad experience more than good one. So the brand image is used very long time for recovery 1. Personal Benefits ;amp; experiencesHaving internship in Universal Studio Singapore was a great opportunity for me. In there, I worked in fine dining restaurant for 3 months, another 3 months was fast food restaurant. Honestly, I have gained many experiences from them. In fine dining restaurant KT’s Grill and fast food restaurant Celebrity Cafe ;amp;Bakery are totally different, no matter atmosphere, service standard. Western outlet it focuses on the service quality and cafe more concentrate at the service efficiency. So the internship not only shows me that what theoretical knowledge I have to study or learn more but also shows me as the career pathway.Additionally the wok experience will also help build an excellent resume (including relevant work experience) for when I’m out of the classroom and getting a job. 1. 1 F;amp;B operating knowledge Six months working experiences in 2 restaurant, gives me a better understanding about the nature of F;amp;B industry. In western restaurant KT’s Grill, the most important part is the table ser vice â€Å"Table Service† is a restaurant industry term that can mean either the presentation of food to patrons by waiters, or the place settings present on each table.Restaurants without either are usually referred to as â€Å"counter service† establishments. Most fast-food chains fall within this category, as patrons must place their orders, collect their food, and pick up any needed utensils at a centrally located counter, just like my second outlet, celebrity cafe. Table service establishments are usually more expensive, but more work is involved on the restaurant’s part both to set and clear tables and to present food to order. When taken to mean place settings, service typically consists of utensils, a napkin, and a water glass or goblet.After customers order food, a filled dish is added to complete the place setting. Depending on the type of meal typically served, much more may also be included. Traditional Western table service has several types and siz es of spoons, forks, and knives. Larger spoons are for soup, while smaller ones are used for eating dessert or stirring coffee. All place settings have a standard-sized dinner fork, while smaller forks are used for salad and dessert. Steak knives as well as duller, butter-type knives for bread may also be included. Talking about the table delivery, it can create challenges.It is not always easy for me to hold a food and drink-packed tray upright while weaving through dining tables and watching out for other guests at first. Waiters must often spend a lot of time practicing in order to ensure flawless delivery. Many restaurants spend a great deal of time thinking about the message their table service sends. Preparing dishes directly in front of the customer typically takes more time per dish, and is costly in terms of staff attention. If it helps promote a certain ambiance, however, it is usually worth it.Like our restaurant, it is an open kitchen which the guests can see the process how the chef cooking the food. The same is true with staff appearance. Servers who are dressed well, in formal wear, female staff wear white blouse and black skirt, and male staff wear black pant. It often projects a certain image that is lost when they come to the table in jeans. Usually, restaurants design all aspects of their table service to reflect the sort of ambiance they want to create. Fine dining restaurant may have well worn cutlery as its table service, while expensive eateries tend to have more elegant tableware.The decor in restaurants is also crucial as patrons are often eating not just for the food, but also for the overall experience. Everything from the quality and color of the tablecloth to the presence of flowers and overall durability of flatware and goblets plays a part in projecting the image and feel of the establishment. When comes to the menu, it is difficult for us to understand the English menu, because not familiar with the name of food, especially in E nglish version, like striplion, banger;amp;mash, and some desserts as well.Moreover, we have to know what kind of sauce in it, the ingredients†¦ It is a huge challenge for me at first, I have to go through the menu everyday, this practice slowly established a basic knowledge in my mind about the food and beverage that we usually served. And after a week, I can take order everyday, which quickly deepen my understanding all the items in the menu. We must be knowledgeable about the food and beverage so that we will able to answer and handle any question or problems the guest may have. While after I transfer to Celebrity Cafe, 1. 2 Service Sequence Seat the guest ;amp; pass them the menu ;amp;unfold the napkin for them -After order, offer the bread before Appetizer? -Sever the appetizer first – When theoretical experience meets real work experience, it shows many benefits between a management trainee who has knowledge and staff who has work experience and knowledge. The bene fits can be knowledge sharing because the trainee will use his/her knowledge to solve the problem, on the other hand, the staff will use his/her experience. For other benefits, the trainee can be realized that the selected position or department is suitable for them for choosing career pathway in the future.