MBA Management course -'Business in Society' Essay

MBA Management course - 'Business in Society' - Essay Example eading organizations of the world are currently extending their supportability activities to concentrate on responsibility and limit chances by expanding pattern desires for financial specialists and guaranteeing their techniques are in accordance with the speculation communitys destinations. This would exhibit corporate responsibility towards the financial specialists and investors who eventually will bolster the companys versatile manageability endeavors.1 At IKEA, we have consistently trusted in incorporating supportability systems to help our workplace through materiality and activities based activities. We have been in front of our rivals in manageability activities. A portion of our remarkable undertakings during 2006 had been making home outfitting items ok for ecological impacts; support for dependable ranger service dependent on set up prerequisites for wood providers; support for economical cotton creation; and satisfactory working conditions. In 2007 we have presented IWAY (IKEA Way on Purchasing Home Furnishing Products) which urge customers to assist us with accomplishing supportability objectives. Our present activities incorporate progressing in the direction of decrease of youngster work, commitment towards atmosphere sway; and going towards sustainable power source by supporting practical vehicle; and working with networks towards sustainability.2 These viewpoints show that however, a profoundly naturally cognizant organ ization, IKEA’s methodologies in the past has been centered around material and tasks solely. For the future, we have to grow progressively severe techniques which Tomorrows Value report shows as, financial specialists viewpoints of supportability. At IKEA, we have just had the option to accomplish this through discoursed with associations, providers, organizations and related associations. So far IKEA has had the option to build up a procedure for supportability and components for checking it.3 We have to tailor our manageability methodologies to line up with tomorrow’s qualities and maintainability to expand showcase openings.

Major Religions with Food Proscriptions free essay sample

Islam. To the Muslims, eating involves confidence for the individuals who keep the dietary laws called Halal, a expression for all allowed nourishments. Those nourishments that are denied, for example, pork and winged animals of prey, are known as Haram, while the food sources that are faulty for utilization are known as Mashbooh. Muslims eat to protect their great wellbeing, and overindulgence or the utilization of energizers, for example, tea, espresso, or liquor are disheartened. Fasting is rehearsed consistently on Mondays and Thursdays, and all the more regularly for six days during Shawwal (the tenth month of the Islamic year) and for the whole month of Ramadan (the ninth month). Fasting on these events incorporates abstention from all food and drink from dawn to dusk. Ramadan In the Muslim confidence, the blessed month of Ramadan is the ninth month of the Islamic year and is committed to petition, fasting, and noble cause. Muslims accept that it was during this month that God initially started to uncover the heavenly book of Islam, the Quran, to the prophet Muhammad. We will compose a custom article test on Significant Religions with Food Proscriptions or on the other hand any comparable subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Most Muslims are required to shun food and drink during sunlight hours for the whole month. The quick is broken at night by a supper called theâ iftar,â which generally incorporates dates and water or sweet beverages, and is continued again at dawn. Fasting during Ramadan is one of the five Pillars of Faith, which are the most significant strict obligations in Islam. The training is intended to help Muslims to remember poor people, to rinse the body, and to encourage peacefulness and profound dedication. Ramadan closes with Eid al-Fitr, the Festival of Breaking the Fast. MALAYSIAN RELIGIONS, FOODS PRACTICES AND RESTRICTIONS, AND RATIONALE FOR BEHAVIOR Type of religion| Practice or restriction| Rationale| Buddhism| †¢ Refrain from meat, veggie lover diet is attractive †¢ Moderation in all nourishments †¢ Fasting required of monks| †¢ Natural food sources of the earth are viewed as most unadulterated †¢ Monks maintain a strategic distance from all strong food after noon| Hinduism| †¢ Beef precluded †¢ All other meat and fish confined or kept away from †¢ Alcohol dodged †¢ Numerous fasting days| †¢ Cow is consecrated and cant be eaten, however results of the holy relic are unadulterated and alluring †¢ Fasting advances otherworldly growth| Islam| †¢ Pork and certain winged animals denied †¢ Alcohol disallowed †¢ Coffee/tea/energizers evaded †¢ Fasting from all food and drink during explicit periods| †¢ Eating is for acceptable wellbeing †¢ Failure to eat accurately limits profound mindfulness †¢ Fasting has a purging impact of insidiousness elements| Nutritionâ is thesupply, toâ cellsâ andâ or ganisms as food to supportâ life. Numerous basic medical issues can be forestalled with aâ healthy diet. Theâ dietâ of a living being is the thing that it eats, which is generally controlled by the perceivedâ palatabilityâ of nourishments. A horrible eating routine may injuriously affect wellbeing, causing inadequacy sicknesses such asâ scurvy[2]â andâ kwashiorkor;[3]â health-compromising conditions likeâ obesity[4][5]â andâ metabolic syndrome;[6]â and such normal constant foundational maladies asâ cardiovascular disease,[7][8]diabetes,[9][10]â andâ osteoporosis. [11][12][13]

Health Management _ 4 Example

Health Management _ 4 Example Health Management _ 4 â€" Essay Example > Health ManagementQuestion 1IntroductionHandling a managerial position in a healthcare organization can be quite challenging. As the newly appointed director of medical services at Rashid hospital, my responsibility is to ensure that the patients receive the best quality healthcare services at all times. The needs of the employees also play a very big role in achieving the goals and objectives of the hospital. It will therefore be my duty to ensure all the employee issues are addressed so as to ensure that they deliver their mandate. The management of the resources at the hospital will also be my duty. The management of resources will mainly be for the purpose of ensuring that the hospital is able to sustain itself and the day to day operations enhanced. As a new director, I will prepare a report concerning the employee issues, strategic management and SWOT analysis. This is mainly for the purpose of getting the overview function of the management. Leadership styles will also be ad dressed in the report. SWOT analysis of Rashid hospital. Strengths of Rashid hospitalRashid hospital is a very large hospital in the UAE with a well developed infrastructure. The hospital well equipped and it has adopted the use of modern technology in the treatment of patients. This reduces the time required to attend to patients to a great extent. The hospital is able to treat more than 140,000 patients annually. The hospital also has the highest number of specialists in the Radiology department. This has played a key role in the saving of lives of many people and thus fulfilling its goals and objectives. The employees of the hospital are also very dedicated to their duties and to saving the lives of the patients. Some have displayed exceptional performance by working round the clock to ensure that the patients receive the right treatment and medication. These are thus the main strengths of the hospital since its establishment. The strength has increased the popularity of the ho spital. WeaknessesDespite the good results the hospital has been able to achieve, there are still some weaknesses. Most of the specialists in the hospital are expatriates. They are highly qualified and the hospital has to pay them a lot of money for the purpose of retaining them. The medical training facility at the hospital does not have enough capacity to train specialists which has greatly contributed to the problem. The hospital thus faces a lot of strain in its budget due to the high salaries of specialists. The hospital also finds it challenging to deal with patients who cannot settle their huge medical bills. Since the hospital is known for treating extreme cases, most of the patients are referred to the hospital despite their financial background. The hospital on the other hand has to save lives and cannot turn away patients due to lack of finances. This has thus led to increase in unsettled medical bills. OpportunitiesSince the hospital is run by the Dubai Health Authorit y which is a government agency, the hospital is entitled to funds from the government. The funds can be used to expand the hospital infrastructure and thus treat more patients. This opportunity will enable the hospital to grow and expand and thus achieve its mandate. The hospital can also expand its medical training school so as to enable it train specialists. The hospital can also take advantage of the new government policies on healthcare provision and insurance to expand its facilities and recruit more medical personnel. The government policies are also aimed at ensuring that the financially unstable are able to access quality medical services. This will be an opportunity for settling the issues of unpaid medical bills in the hospital. The hospital can also benefit from government a policy tat allows public health facilities to charge a certain amount for some specified medical; services.

Essay Diversity Training Manual - 691 Words

Diversity Training Manual: Part 1 Abstract This paper is the first part of a training manual that will help employees to have a better understanding of diversity in the work place and how to act towards different diversity issues that may arise in the workplace. It will also give current statistics and recent trends of the demographics in the United States as well as the forecasted trends. Also included will be a rough outline of the entire contents of the manual and the table of contents for the manual. Table of Contents Introduction: Section 1: Current Statistics of the Demographics of the Population in the United States Section 2: Recent Trends of the Demographics in the United States a) Immigrants versus natives b)†¦show more content†¦It has been forecasted that by the year 2050 whites will be a minority group. They will only account for 47% of the population where the Hispanics and Asians will be the majority (Passel Cohn, 2008). Another demographic change that is going to take place is the age of the work force. With all the advances being made in the medical field people are living longer and are able to work longer. The workforce used to be made of men that had similar capabilities that were between the ages of 20 and 60. Now there are four different age groups to consider, there are the traditionalists that are over the age of 60. Then there are the baby boomers that are between the ages of 44 and 60. Generation X is between the ages of 26 and 44 and then there is generation Y that is younger than 26. All these age groups need to be communicated to differently but have to be treated equally (Pierce, 2011). This training manual is going to help everyone to think outside of their own culture and learn how to communicate with others that do not always share the same views. References AIU Online (2011). Unit 1: Current Workforce Make-Up. Retrieved on November 11, 2011 from https://mycampus.com/classroom/Pages/multimediacorsetext. Bucher, Richard D. (2010). Diversity Consciousness Opening Our Minds to People, Cultures, and Opportunities (3rd ed.). Upper Saddle River, NJ: Prentice Hall. Passel, Jeffery and Cohn, D’Vera (February 11,Show MoreRelatedDiversity Training Manual (Part 2)765 Words   |  4 PagesIV. Religion Discrimination Religion is a subject of discussion in recent years because different religions are being introduced to the world. Many people are raised in a particular faith from when they were little but more than a quarter of them have since left their faith. About 44% of those people have switched faiths. People who are unaffiliated with any faith make up about 16% of people today. One in four Americans, ages 18-29, say they are not affiliated with any particular religion. 51%Read MoreDescribe What Your Role, Responsibilities and Boundaries Would Be as a Teacher or Trainer in Terms of the Teaching and Learning Cycle. How Might â€Å"Equality†, â€Å"Diversity† and â€Å"Inclusion† Impact on a Learner’s Experience?1081 Words   |  5 PagesPTLLS Assessment Describe what your role, responsibilities and boundaries would be as a teacher or trainer in terms of the teaching and learning cycle. How might â€Å"equality†, â€Å"diversity† and â€Å"inclusion† impact on a learner’s experience? Give examples from your own experience and research to support your assertions. â€Å"This submission is entirely my own work unless I have used quotation marks to indicate my reference to the work of others† As a teacher or trainer, there are a variety of rolesRead MoreWeek 4 EasiYo Case Study995 Words   |  4 Pages            Managing change and diversity at EasiYo    FROM A MANUFACTURING base in Auckland, EasiYo enables over a million homes in New Zealand, Australia, the UK, Italy and China to enjoy fresh yoghurt every day of the year. It supports home production through the supply of powdered bases and culture and a plastic incubator in which the yoghurt ferments. Paul OBrien joined the company as CEO in December 2009 and has overseen sales growth of around 30 per cent a year, on the way to a target of salesRead MorePromote Professional Development Essay1036 Words   |  5 Pagesassessment for Manual Handling training. They have to take part in practical activities. They work in groups using both in-action and on-action models, practicing techniques and manoevres and then analyzing the activities. Structured questions are given each year to be completed by all staff. Discussions take place around incidents, accidents and risk, and staff learn from each other, and identify what they need to learn. They are then signed as being competent. By being at a training session withRead MoreInformed Consent : Children s Protective Services1352 Words   |  6 PagesInformed Consent Children’s Protective Services (DHHS) are very systematic on providing consent forms, agency policies, agency and court procedures, and child protection manuals to respondent(s). When an allegation is made, an investigator will reach out to the respondent(s)via phone or visit. During the investigation the respondent(s) is giving a child protection law handbook that explains the entire process, parental rights, court process, parent and attorney responsibilities, foster care, andRead MoreMulticulturalism And A Multicultural Society1012 Words   |  5 PagesMulticulturalism and Social diversity is so important and yet so many people still carry around the race card. Social diversity and multiculturalism is more prevalent in the justice system than anything else in society today. According to the ABA the African-America race faces an incarceration rate that is six times that of whites. As a criminal justice professional we must be aware of social issues. There are two reason why social awareness is important, the first is when a group of people is alienatedRead MoreBuilding and Managing an Effective Technical Support Team1231 Words   |  5 Pagesteam, individuals should be chosen based on their willingness to learn. A technical support team staff member will in most cases not be already familiar with the products or services being offered. Training will entail not just phone manners or customer service communication; but also thorough training in how the companys products and services are experienced by the end-user. This may mean having new technical support personnel become experienced personally with the equipment or service, acting asRead MoreDiploma in Business Essay1571 Words   |  7 Pages This legislation is detailed at: Australian Human Rights and Equal Opportunities Commission, viewed May 2012, . Vocational education and training, apprenticeships and traineeships (legislation) JKL is committed to upholding the Industrial and Commercial Training Act, the Apprenticeships and Traineeships Act 2001 and the Vocational Education and Training Act (2005). The act stipulates that within all sites of operation, all apprentices/trainees are rostered on each shift with at least one vocationallyRead MorePolicy Manual of ABC Corporation4212 Words   |  17 Pagesï » ¿ HR Policy Manual and Research Introduction At the ABC Corporation we pride ourselves in our ability to meet customer demands quickly and efficiently. Our customers have come to expect nothing but the finest quality and service from our staff. We know that our ability to maintain our standards of service and quality depend on our greatest asset ¦YOU! It is the people that have built this corporation into a respected member of the community. It is with great pleasure that we welcome you toRead MoreOrganizational Behavior Terminology and Concepts Essay834 Words   |  4 PagesBehavior, as defined in our text, is the study of human behavior in organizations (Schermerhorn, Hunt Osborn, 2005, p. 17). How organizations behave within their ranks is in my opinion what truly can make them successful. The concepts of culture, diversity, communication, etc; need to be addressed so that employees can work well together and business can run smoothly. How employees of an organization think and work together creates an organizational culture. This organizational culture could

Conflict at Walt Disney- Case Study - 1170 Words

Conflict at Walt Disney Eve Stapler Webster University Conflict at Walt Disney Within every organization there is some type of conflict, whether the conflict is personal, organizational or emotional. But the key is to manage the conflict so as to not hinder the profitability, functionality or public image of the company so that it is viable competitively. In the case of the Walt Disney Company, although the company had conflict within the organization, this did not hinder its competitiveness. The company still was able to compete, even with the public knowledge of its conflict with the company’s owner Michael Eisner. What is important to understand about conflict is that there are several types of conflict, there are different†¦show more content†¦Conflict Resolution Managing conflict for organizations is very important in maintaining business relationships, especially ones that are profitable like that of Disney-Pixar. At the helm of the Walt Disney Company during the begging and end of these feuds was Michael Eisner and Bob Iger. Even though Michael Eisner is the one responsible for the conflict with Disney and Pixar, he should be equally responsible for trying to fix the damaged relationship. When trying to manage conflict there are several approaches that can be taken to resolve the conflict at hand: dominating, accommodating, problem solving, avoiding and compromising. Eisner’s Style. Michael’s style of conflict resolution can be described as dominating. The dominating approach to conflict resolution involves using its power over the individual to force them into a resolution that is only beneficial to their interests. Being that Eisner has held some sort of power over the parties involved, such as controlling budgets of the involved parties or having a hierarchical position within the company, such as the CEO, he uses this type of approach to solve resolutions. Iger’s Style. Bog Iger’s conflict resolutions style can be described as problem-solving. Problem solving involves resolvingShow MoreRelatedCase Study Disney1005 Words   |  5 PagesA Case Study on 02/11/08 02/11/08 Agenda ââ€" º About Disney ââ€" º Divisions of Disney ââ€" º A bit of History ââ€" º About the CASE ââ€" º SWOT Analysis ââ€" º Its Current Executive Management ââ€" º Recommended Organizational structures ï‚ § Model 1 ï‚ § Model 2 ï‚ § Model 3 02/11/08 About Disney ââ€" º ââ€" º ââ€" º ââ€" º The Walt Disney Company (most commonly known as Disney) (NYSE: DIS) is one of the largest media and entertainment corporations in the world. Founded on October 16, 1923 by brothers Walt and Roy Disney asRead MoreOrganizational Conflict At Walt Disney The Ceo Eisner1124 Words   |  5 Pagesstates that organizational conflict is the clash that occurs when the goal-directed behavior of one group blocks or thwarts the goals of another (p. 391). In the case study Politics at Walt Disney the CEO Eisner began losing favor with the company when the firm’s performance began to fall. Despite having handpicked a majority of the board members Eisner could not deny the company’s loss of performance. Pondy (as cited by Jones, 2013) developed a model of organizational conflict which lists five sourcesRead MoreThe Management And Worker Relationships Within The 2009 Documentary Waking Sleeping Beauty Essay1151 Words   |  5 Pagespower will help to show the impacts they have ha d on the creative team within the Disney Corporation as well as the many variations of resistance, which occurred. This essay will discuss ‘Waking Sleeping Beauty’ in chronological order using specific events, which display the six notions of power in order to show the relationships between managers and the animators of Walt Disney Productions. In a noteworthy study focusing on power two reputable academics John R.P. French and Bertram Raven (1959)Read MoreThe Success Or Failure For The Walt Disney Company Essay1502 Words   |  7 Pages1. Introduction 1.1 Objective of Case Study The objective of this case study is to discuss about how the success or failure for The Walt Disney Company apply several corporate government theories and corporate board management to their organisation. 1.2 A - Definition of Corporate Governance Corporate governance is the internal and external framework of verification and counterbalance to the organisation. This framework ensures that accountability discharge to all their stakeholders by an organisationRead MoreAcquisition Alliance and Strategic Logic Formation2205 Words   |  9 PagesStrategic Logic Formation Name Institutional Affiliation Date: Acquisition Alliance and Strategic Logic Formation The famous Walt Disney Company has made strides towards acquiring Pixar in a business deal worth $8billion. They have been rival cousins operating in the animation industry. For the past few years, there have been speculation about the imminent deal. So far, Disney has released all films belonging to Pixar. However, the distribution deal of the two companies is expected to expire afterRead MoreLearning About Human Behavior And Organizational Culture, Motivation, Managing Conflict, And Negotiation1242 Words   |  5 Pagestake me a whole semester to actually process. I thoroughly enjoyed the topics, case studies, and trying to decipher if a certain action is ethical and moral. What really defines ethical and moral? Is it one’s own cultural beliefs that dictate this or possibly the United States Constitution, the Holy Bible, and written laws? The topics I will focus on are organizational culture, team culture, motivation, managing conflict, and negotiations. These are a few key topics that stood out to me and I willRead MoreWalt Disney Case2137 Words   |  9 PagesWALT DISNEY CASE STUDY 1. SWOT Strengths * Stable Revenue and Profit Growth * Diversified Portfolio * Tremendous Brand Recognition * Responsiveness to Markets * Substantial Asset Holdings Weaknesses * Top Tier Management Turnover * Redundancy in Business Functions Due to SBU Structure * Inclusion of High-Risk Investments in Holdings * Lack of Corporate Control over Divisions * Growth Barriers in Theme Parks Opportunities * Continued Growth throughRead MoreThe Staffing Function Of Management897 Words   |  4 PagesStaffing The staffing function of management involves the securing and developing of people to perform the jobs created by the organizing function (Leslie W. Rue, 2009). The many components of Disney require a complete range of staff recruitment including Executive, Office Support, Sales, Marketing, Industrial, Manufacturing, Technical, Skilled and Unskilled Staff. These components are imperative to Disney’s function and preservation of the company’s established brand recognition. Global staffingRead MoreConflict at Walt Disney Company: a Distant Memory?2429 Words   |  10 PagesConflict at Walt Disney Company: A Distant Memory? The Disney Company has played an iconic role in the American tourism and the evolution of digital media over the years. Its continued success and longevity are a concrete testament of the organization’s solid leadership, innovative growth and vision. Disney’s past and present leaders have made substantial impact on the company’s culture, direction, successes and shortcomings. This case analysis will focus on Michael Eisner and Rob IgerRead MoreDisney Theme Parks2237 Words   |  9 PagesDisney Theme Parks Executive Summary As the well-known multinational enterprise, Walt Disney company has achieved a great success in its oversea project. The company set up Disneyland in Japan, France and China successively. But it carried out different policies according to different areas. The report will analyze the motivations of setting up abroad. And define Table of Contents Executive summary----------------------------------------------------------------(2)

The Great Depression Free Essays

string(37) " little bit and they stopped buying\." 9. 04 The Great Depression A. Heading: * Address (imaginary) * City, State (imaginary) * Date (Month, Day, Year in the 1930s) B. We will write a custom essay sample on The Great Depression or any similar topic only for you Order Now Greeting: Dear ________: C. Body Your letter should focus on the following aspects of your life: * Paragraph 1: In the introduction to your letter, identify two causes of the Great Depression. Utilize the web sites in the Resource section. Explain how the Great Depression has affected you and your family. Use specific details from the web sites (For example, how did Black Tuesday affect your family or relatives? What is your standard of living? * Paragraph 2: a. Describe your family. Who are your brothers, sisters, relatives? What do your parents and relatives do for a living? b. Choose one of your relatives that has a job set up by FDR’s New Deal. (For example, an uncle might be employed by the WPA). Choose a specific program within the New Deal—do not simply reference the New Deal in general. Describe the job with details. What is the purpose of the organization? * Paragraph 3: c. Describe your school, classes, and teachers. Who are your friends? . Describe the town where you live. Who are your neighbors? Describe important celebrations, events, and people. Where do you like to hang out or play? * Paragraph 4: e. What is happening in the nation politically and economically? Look carefully at the date of your letter. Include specific details from the resources. f. What is happening in the nation’s culture? Tell about music, radio programs, movies, sports. (Minimum of two specific details from the timeline according to the date of your letter. ) * Paragraph 5: a. What are your dreams for the future? b. What do you think the world will be like? c. How do you think the events of the Great Depression will affect you? | 76 Fort Street Johnston, West Virginia January 15, 1936 Dear Home Owner, My name is Frank Rollins and one day you will find this letter in my old house as part of a time capsule to be opened in the year 2007. It will hopefully help you and others understand what life is like for the people living through the tough economic times of today and hopefully will help you appreciate the many things that you may have. It will help you understand that standards of living can change very rapidly in times of economic turmoil and that what was once taken for granted can just as easily slip through your hands as if it wasn’t there. It will also hopefully help you understand just how quickly things change. Most importantly, I hope this letter helps you appreciate that the people in your lives are so much more important than the things. I am writing this letter as one final activity in this wonderful home where we have lived for 12 years. I am 33 years old, married to a beautiful woman, and we share 5 children between the ages of 5 and 11. We bought this house as our first home and thought that we would live here to raise all of our children. It is a wonderful neighborhood and the people here are friendly and kind. We have made friends that we will have for life and our children have too. Today is a very sad day for my entire family and for the friends that we have made. Unfortunately, we have to move because we can no longer afford to pay for the house that we treasure so much. Times are tough in this country and although we thought we would make it, things have changed. I was once the manager of the town’s bank and I made a very good living. We have been able to live in this affluent white collar neighborhood, be part of the country club and send our kids to private school where they were around other kids with the same standard of living. I worked hard to earn the wage that I did and I moved up the ladder in a meticulous manner so that I could maintain stability and growth. I wanted to provide my wife and children with the best that life has to offer and I was successful until October 29th, 1929, Black Tuesday. That was a day that changed my future and my destiny. It was the day that the stock market crashed and that people lost much of what they had. It was the day that caused panic for everyone, but bank managers in particular were in a predicament that was not too pleasant. Money just seemed to disappear and everyone blamed us. What they didn’t understand is that a bank is a business and somehow we had to pay our bills too. We had lent money and lent money and lent money and now, as people couldn’t pay it back, we were really in a pickle. It was a tough day followed by a rougher few years. I saw people’s houses be taken from them and people were just crushed. I was not able to help because the bank didn’t have any more money to lend. Roosevelt had placed a temporary close on banks to figure out who could legitimately stay open and who had to close for good. My bank stayed open for a while, but the time came 3 months ago when the doors had to close. You see, what happened is that people got really comfortable spending their money and other people’s money. Borrowing started, lots of borrowing, and people no longer lived with debt. It became a way of life. Then, people wanted more and more stuff. This was all in the 1920’s by the way when all of these new things were being manufactured and people were in awe of the new technology. As people bought it, more stuff was made until there was too much stuff on the store shelves. People had started to smarten up a little bit and they stopped buying. You read "The Great Depression" in category "Papers" Production continued and the businesses were paying the price for that over production. When businesses have to pay, they cut costs somewhere else. In this case, it was in laborers. So people got laid off and were now out of work. The whole thing spiraled out of control and devastated the entire country. At the time, Hoover was our President and although he gets blamed for a lot of this stuff, it wasn’t really him who was to blame. He could have been more alert to what was happening I guess, but it was hard for anyone to see. He lost the election last year when Roosevelt was brought in with the promise of the New Deal. The New Deal is the promise for everything to be put back together financially in the country. It is the promise for jobs and for businesses to get back on their feet and for the country to become prosperous again. Will it work? It is hard to say becuae we are in the beginning phases of it. Roosevelt is definitely doing what he can to help the American people though. He has puts programs in place that are funded by the federal government that will insure that another Black Tuesday doesn’t happen. He has the FDIC which insures people’s banks deposits, the Works Progress Administration to offer jobs building new highways, the Social Security Administration to help people who are elderly or retired and about 12 other programs beyond that. They are all there to offer education, work and insurance that people’s money is safe. I think it will be several years before we know what will come of all of this but we will keep our fingers crossed that things get better. I will actually benefit from Roosevelt’s new deal as I begin my job as a highway builder next week. It will not provide the private school education that my kids are used to, or the continuation at the country club, but it would be unfair if it did. It is not the government’s job to provide me with anything but I am really happy that it will help me provide food to my family. Right now, every little bit helps. I look at this opportunity as a way to appreciate what I had and to look forward to gaining it back one day. I will do that as things get better and people get more in touch with the realities of what they have. It will be a while before banks are trusted and there are some people who still hold me personally accountable for their losses. That is the worst feeling in the world because I pride myself on honesty and integrity. The highway building will be a good respite and a way for me to get in better touch with what I will do in the future. My children will begin in the public school on Monday too. It will be the beginning of our new life with all kinds of changing happening next week. They will go to a one room school instead of a school where each grade is separated. Their teacher seems so nice though and I think they will benefit from their time learning together instead of apart. They will go from 8am til 12 pm and return home for lunch and to do their homework, chores and play. What my wife and I have stressed to them is how lucky we are to have each other, good health, and grandparents who have a home big enough for all of us to stay in. There are many less fortunate than us who don’t have a place to go and they don’t have food to put on their table. That is the ultimate tragedy really, isn’t it? We will still have a radio to listen to and we will continue to dance the way that we used to at night after listen to Roosevelt’s fireside chat. We dance in hope that the promises he is making will come true and we dance to celebrate life. Some nights we listen to the baseball games and root for Babe Ruth. He is the ultimate baseball of all time. We also read together so that our minds can keep growing and as a way to entertain ourselves. Sometimes we act out the stories in our family just for fun. One of my daughters has a flare for the dramatic and she loves to be an actress. She loved going to the movies when we could afford it, and I can’t wait to be able to take her again when times are a little better. The other kids like to play baseball in the yard with the kids in neighborhood, climbing trees and swimming at the country club. I suppose we will have to go to the river to swim for the time being and the new experience will be a great one for all of us. What I want you to know as you read this letter is that times are tough and in history, people should be aware of how tough times are for some people and how they got that way. I hope that you cherish the people in your life more than the things that you can have and that you make sensible choices when spending money that you have worked hard for. I believe that people should try to live without debt for the trivial things in life. Clothing, cars and things of that nature should be paid for without using someone else’s money. I understand that houses are very expensive and that in normal circumstances people must borrow money for them and that one expense is the only one that should leave you owing someone else money. There will temptations in life and pressures from others to spend money you don’t have, but I beg of you not to do it. I am giving up my home tomorrow and I am thankful the most for the wife and children. The things we have accumulated are only reminders of how I could have saved that money and been paying for my home right now. Be grateful for health and cherish the smiles that you see as people pass you by. Maybe one day, I will rebuy this old home of ours, and maybe it will be one of my grandkids who opens this time capsule letter. That would be the ultimate gift, but for now, I can only hope that the people who move in here enjoy it as much as we did and that they have good fortune and prosperity. And 70 years from now, in 2007, I hope that all of Roosevelt’s new programs have worked and that we, in the worst of financial times, have made it right for future generations. Change is not a bad thing, it lays the groundwork for new and better times. Best wishes to you and your family. I hope that you enjoy our home as much as we did. Sincerely, Frank Rollins How to cite The Great Depression, Papers The Great Depression Free Essays The Great Depression was caused by not just one event, but by a combination of factors that led to the Great Depression. These included the stock market crash of 1929, the failures of nine thousand banks, drought conditions in the Mississippi valley, also known as the Great Dust Bowl, in 1930 and American economic policies with Europe, including the Smoot-Hawley Tariff in 1930, which reduces trade with Europe and contributed to an overall reduction in purchasing of durable goods. The stock market crash of 1929 was the event that sparked everything off. We will write a custom essay sample on The Great Depression or any similar topic only for you Order Now On September 3, 1929, the Dow Jones Industrial Average reached a high of 381.2, a record high at the time. At the end of the market day on Thursday, October 24, the market was at 299. 5, this was a twenty one percent drop in just under two months. In November of the same year, the Dow Jones Industrial Average was at 199. By the time 1932 was over, the market had lost over ninety percent of its value. Banks, at the time, were also largely unregulated and often loaned out more money than they had on hand. Brokerage firms would lend out none dollars for every dollar, their investors had deposited. This was called buying on a margin. When the market failed, these loans were called in and the investors had no way to pay. This was worsened when many loans could not be collected on and depositors demanded their money back. There was no such thing as the FDIC back then, and the banks depositors lost their entire savings when a bank failed. The dollar was also decreasing in value while the debit people had stayed the same. This caused banks to decrease lending, which in turn, disrupted businesses, causing job losses as these businesses failed as well. It was a vicious cycle made worse by runs on the banks. Bank runs are when people rush to withdraw their money from banks for fear of losing it if the bank was in financial trouble. When people were unemployed and fearful of the banks, they tried to withdraw money that simply was not there. The Decline in the Supply of Money As we have discussed, a chain of events led to the great depression one of those was a decline in the money supply. The table below will help understand better the status of the money supply before and after the great depression years. (Watkins, 2013) M1= The sum of currency in circulation and the level of demand deposits M2- The sum of M1 plus time deposits. Political Debate During the Great Depression, the political parties had some heated debates between each other to try and solve the crisis. Essentially the debates among parties during the great depression are not unlike the fiscal debates that have gone on since the parties’ inception. Fiscally conservative and liberal parties both have good points and have both been proven successful in the past. The problem is that both theories have also shown examples of failure. FDR originally took a fiscally conservative approach during the recession but soon adopted a new strategy. In April 1938 he took advice from Harry Hopkins and other advisers who believed that government spending on  relief and public works would revive the economy, even if it produced larger deficits. The idea was that the depression was the product of under-consumption and that giving consumers more money (â€Å"priming the pump†) would stimulate consumer spending and fix the economy’s recession. FDR asked Congress for a $5 billion relief program, which passed in the spring and summer of 1938. But it didn’t really have an effect because although this was an aggressive approach to the recession, it was still too conservative. The amount of $5 billion was too little to provide the necessary stimulus. How to cite The Great Depression, Papers The Great Depression Free Essays The Great Depression was caused by not just one event, but by a combination of factors that led to the Great Depression. These included the stock market crash of 1929, the failures of nine thousand banks, drought conditions in the Mississippi valley, also known as the Great Dust Bowl, in 1930 and American economic policies with Europe, including the Smoot-Hawley Tariff in 1930, which reduces trade with Europe and contributed to an overall reduction in purchasing of durable goods. The stock market crash of 1929 was the event that sparked everything off. We will write a custom essay sample on The Great Depression or any similar topic only for you Order Now On September 3, 1929, the Dow Jones Industrial Average reached a high of 381.2, a record high at the time. At the end of the market day on Thursday, October 24, the market was at 299.5, this was a twenty one percent drop in just under two months. In November of the same year, the Dow Jones Industrial Average was at 199. By the time 1932 was over, the market had lost over ninety percent of its value. Banks, at the time, were also largely unregulated and often loaned out more money than they had on hand. Brokerage firms would lend out none dollars for every dollar, their investors had deposited. This was called buying on a margin. When the market failed, these loans were called in and the investors had no way to pay. This was worsened when many loans could not be collected on and depositors demanded their money back. There was no such thing as the FDIC back then, and the banks depositors lost their entire savings when a bank failed. The dollar was also decreasing in value while the debit people had stayed the same. This caused banks to decrease lending, which in turn, disrupted businesses, causing job losses as these businesses failed as well. It was a vicious cycle made worse by runs on the banks. Bank runs are when people rush to withdraw their money from banks for fear of losing it if the bank was in financial trouble. When people were unemployed and fearful of the banks, they tried to withdraw money that simply was not there. The Decline in the Supply of Money As we have discussed, a chain of events led to the great depression one of those was a decline in the money supply. The table below will help understand better the status of the money supply before and after the great depression years. (Watkins, 2013) M1= The sum of currency in circulation and the level of demand deposits M2- The sum of M1 plus time deposits The Money Supply and Consumer Price Index (CPI) Before and During the Great Depression Years Demand Currency Consumer M2 M1 Deposits in circulation Price Index YEAR ($bill) ($bill) ($bill) ($bill) (1947-49 =100) 1926 43.7 26.2 22.2 4.89 1927 44.7 26.1 22.1 4.85 74.2 1928 46.4 26.4 22.5 4.80 73.3 1929 46.6 26.6 22.7 4.75 73.3 1930 45.7 25.8 22.0 4.52 71.4 1931 42.7 24.1 20.0 4.82 65.0 1932 36.1 21.1 16.2 5.70 58.4 1933 32.2 19.9 14.8 5.72 55.3 1934 34.4 21.9 17.2 5.37 57.2 1935 39.1 25.9 21.1 5.57 58.7 1936 43.5 29.6 24.3 6.24 59.3 1937 45.7 30.9 25.3 6.45 61.4 1938 45.5 30.5 25.0 6.46 60.3 1939 49.3 34.2 28.1 7.05 59.4 1940 55.2 39.7 32.0 7.85 59.9 1941 62.5 46.5 38.1 9.61 62.9 1942 71.2 55.4 43.8 12.38 Political Debate During the Great Depression, the political parties had some heated debates between each other to try and solve the crisis. Essentially the debates among parties during the great depression are not unlike the fiscal debates that have gone on since the parties’ inception. Fiscally conservative and liberal parties both have good points and have both been proven successful in the past. The problem is that both theories have also shown examples of failure. FDR originally took a fiscally conservative approach during the recession but soon adopted a new strategy. In April 1938 he took advice from Harry Hopkins and other advisers who believed that government spending on  relief and public works would revive the economy, even if it produced larger deficits. The idea was that the depression was the product of under-consumption and that giving consumers more money (â€Å"priming the pump†) would stimulate consumer spending and fix the economy’s recession. FDR asked Congress for a $5 billion relief program, which passed in the spring and summer of 1938. But it didn’t really have an effect because although this was an aggressive approach to the recession, it was still too conservative. The amount of $5 billion was too little to provide the necessary stimulus. How to cite The Great Depression, Papers

Employee Recognition and Retention at McDonalds

Question: Discuss about theEmployee Recognition and Retention at McDonalds. Answer: Introduction Considering the increasing competitiveness in markets, attracting and retaining employees is one of the major concerns of any organisation. Although the competition may have abated following the financial crisis in some countries, in some other countries, the labour markets remain tight for some occupations, since there is a retention of workers. For instance, this is clearly depicted in the case of the McDonalds organisation. It uses the employer branding strategy in attracting the human capital, which is aimed at allowing the firm to achieve its bottom-line objectives. Organisational branding highly communicates the benefits of using McDonalds services to its consumers and employees among other vital factors that embed this organisation. Branding process happens through the creation of unique image or name of the services offered to the consumers through means of advertisement to the consumers. The branding process influences the beliefs of the consumers concerning the service. Con sequently, the beliefs become the part of the brand image in the organisation, which invokes its recognition. Recognition and Retention in Organisations In general, the concepts leading to employee attraction and recruitment framework, the value of organisations conveys to the potential employees belief that their needs will eventually be met. It means that just as the consumers depend on the branding phenomenon to differentiate their products, workers employ a similar technique in distinguishing between various employers to determine if a certain employer will help them to attain their personal objectives. In McDonalds it is the employers who control the industrys attraction and recruitment process which will eventually determine if the employees will choose to remain in their jobs. Another vital perspective that is useful while gauging that factor that attracts young people to jobs in the McDonalds organisation is the notion of building their career paths. An individual's career path is equivalent to their self-image ability, basic values, talents and career motives. In essence, to develop ones career helps an individual gain both work and profession experience which leads to making sound career decisions. The McDonalds culture helps in supporting the company to position itself and achieve its goals and objectives. McDonalds is the biggest player in the worldwide fast-food industry. It uses its culture as a tool to attract customers and the most qualified employees. Markedly, the organisation's culture tells more about the values and traditions that it uses to influence its employees behaviour. With the best behaviour of workers and good management, there is the likelihood of attracting customers and retaining them. To enhance business efficiency in regards to production and other services, McDonald's company culture calls for learning. Through learning, there is continued evolution of the firm reflecting on its effectiveness in applying its corporate culture to achieve the best levels of human resource. This condition clearly points to the importance of organisational culture as a factor to enhance success, particularly in international business (Saha and Theingi, 2009). Notably, the McDonalds cultures insist on the development of its human resource component, to enhance its efficiency. This is because it supports business growth and success. Markedly the organisation has four important characteristics prioritised by McDonalds as follows - people, individual learning, organisational learning, and the diversity and inclusion. Leaders should be in a position to understand employee recognition psychology to achieve the best out of their workers. For instance, if an employee provides the best services in their job, they should be recognised by the management. After getting such recognition, these employees are likely to work harder since they would like to continue being recognised. They also look forward to receiving gifts or another kind of appreciation. McDonald's achieves this imperative by recognising its employees at the monthly, quarterly and annual intervals. Moreover, the company also provides an outstanding achievers award. The recipient of this award is determined through a meticulous process, which entails the input of various managers. The winner also receives a $500 gift voucher. The employee recognition is the most important of all culture practices in the McDonalds organisation for the future leaders' program since it mediates the effects of workers retention. The quality of service is an astute mediator of the relationship between job satisfaction and the customer satisfaction. Consequently, to satisfy the customers, it is essential to ensure that the workers are themselves fully contented. Achieving this contentedness entails improving workers satisfaction, as this will lead to an improvement in the quality of services based on the theory of social exchange (Yee, Yeung, and Cheng, 2008). According to this theory, when individuals receive gifts, a feeling of gratitude ensues. Consequently, they yearn to reciprocate. In the context of McDonalds scheme, recognition encourages workers to provide the best input, which contributes to the realisation of the goals of the organisation. Employee encouragement can also be understood from the perspective of motivation, which is one of the tools that human resource managers commonly employ in their practice. One such theory is Abraham Maslows hierarchy of needs. This theory categorizes the needs of individuals into five classes, which are physiological, safety, love and belonging, esteem and finally self-actualization. These needs may further be classified into lower level needs and higher level needs. The first three classes are the lower level needs while the two remaining classes constitute the higher level of needs. Maslow contended that if an individual becomes contented with a particular class of needs, then this class becomes less important. In their career description, McDonalds does not emphasise on the lower level of needs perhaps because the work in this firm is safe. However, the organisation puts more emphasis on the flexibility of working time and the experience that individuals acquire from their work (M illeta, 2008). The McDonald's company has a clear recognition of its employees needs, thereby choosing to focus primarily on the higher level of needs in the Maslow hierarchy. From this theory, while motivating employees or workers, it is important to clearly understand their needs. Another famous theory is Taylor's principles of scientific management. In his theory, Taylor assumes that money is the main motivator in an organisation. The theory tries to establish the means that is the most efficient for the performance of a task. Consequently, the theory recommends the piece rate mode of payment such that those employees who work fastest receive bonuses. In the McDonalds payment policy, this principle is implemented through a system of competitive wages. However, McDonalds does not regard wages as the only motivation since the organisation provides other benefits, which also act as motivators. One can also perceive aspects of Herzbergs motivator-hygiene theory. In this theory, there are two sets of factors that have an influence on employees, which are the motivator and hygiene factors. Motivators include the interest that an individual has as well as future opportunities that give workers job satisfaction while on the other hand, hygiene factors include the working environment, which can lead to the workers to becoming dissatisfied (Farndale et al., 2011). McDonalds portrays notions of a belief that the motivators in this theory can lead to the satisfaction of the employees. Therefore, the rewards got from excellent performance, and the chances of future development are used in motivating employees in McDonalds. The management of talents is an important area of focus in the workers' retention, but it lacks a clear definition. It mainly centres on the employee being a very vital and valuable resource with the capacity to providing a competitive advantage. The talent retention targets an entirely different set of individuals as opposed to employee retention (Schlosser, 2012). The talent management is only concerned with the retention of the most talented individuals whom the firm has recognised to having the ability to occupy the key position. One of the limiting factors in association with the retention policies is that they end up in the retention of the employees including those who have low performance. However, with the talent management, an organisation is able to focus both its efforts and resources on the employees who have potential in occupying the top positions. This theory is demonstrated clearly in McDonalds through its future leader's programs. The organisation is able to identif y and retain the most talented individuals by recognising them. The decision making for the nonprofit organisation is equally important just like the business organisations. Then it is important to note that the non-profit just like other organisations rely on their personnel in executing their strategies to advance their goals and objectives. For that reason, the non-profit firms needs to attend similar tasks as the business organisation that they partake when faced with the issue of establishing and maintaining a strong workforce. To achieve this, the Spastic Centre, which is a non-profit organisation, addresses the following personnel issues as delineated by the human resource management. They include assessing individuals needs, recruiting new ones, screening, selecting and hiring, orientation of the new one and finally deciding on the best method of compensation. A good manager in the non-profit organisation must ensure that they get more performance from the workers (Brown and Lam, 2008). This is because the human resource department entire ly determines the companys performance. It is for this reason that the management should make decisions on whom to hire and who to fire. In many non-profit organisations, including the Spastic Centre, publicising its existence is very important step that they should take when recruiting its staff and volunteers if they are to encourage and retain them in their firms (Clemmer, 2003). For many non-profit organisations, volunteers are countless since they attend the basic tasks. These organizations usually rely on two essential avenues for publicising their work that is their local media like newspapers and other or the community organisations. Contact with the non-profit group like churches or the public groups particularly rewards the non-profit organisations. The interviewing process for successful staff is essential for the non-profit organisation (Charan et al., 2011). This is because it holds truest volunteers, directors and other officers. Therefore, the non-profit organisation managers should ensure that they recognise the volunteers in the process of selection and staffing to enhance their performance. Non-profit organisations today face even dimmer prospects when it comes to the sourcing of a reliable and capable workforce. These dimming prospects can be attributed to a complex interplay of factors, as highlighted by Pauline (2011). Firstly, there is a shifting paradigm in the nature of the work-life interplay, which has severely hampered both the volume and capacity of potential volunteers. Specifically, individuals today have to contend with longer working hours as well as increased demands of everyday life, issues that limit their available free time. Secondly, there is also increased competition for the talents currently available in the market, due to increased competition amongst business organisations, as well as the emergence of new forms of non-profit institutions and other opportunities and events, which similarly rely on volunteers (Pauline, 2011). Given these factors, volunteer retention becomes an increasingly important consideration, yet one that is increasingly diff icult to attain. In light of the above factors, volunteer retention becomes an important strategy, which non-profits can employ to satisfy their labour needs. Pauline (2011) elaborates that retention may be even more significant in non-profits that in business organisations granted the nature of some of the events requiring volunteers, whereby they occur at particular intervals, say annually. Consequently, it is essential that they retain volunteers to reduce the amount of time involved in recruiting and training new volunteers. While training is a vital approach that leads to a successful non-profits organisation management (Allen, 2008), it is a rather expensive and time-consuming affair. Training is important in ensuring that volunteers have a proper understanding of what the organisation expects from them. In light of these aspects, the importance of retention for non-profits is further underscored by the scarcity of resources at their disposal in comparison with business organisations. One of th e key tactics that non-profits can then employ to retain volunteers is to ensure volunteer job satisfaction (Pauline, 2011; Warner, Newland and Green, 2011). Satisfaction essentially regards the difference between what volunteers expect and what they obtain from the job (Warner, Newland Green, 2011). Satisfied volunteers are more likely to be committed to the organisation, and to be willing to continue volunteering. Volunteer satisfaction can only be attained through an apt and precise understanding of volunteers motivations. When an organisation understands the motivations behind a volunteers voluntarism, it gains an understanding of the volunteers expectations and is thereby better placed to meet these expectations (Warner, Newland Green, 2011). Consequently, the direct use of tactics such as recognition may not necessarily work for non-profits, given that the main driver of satisfaction is volunteers expectations. For instance, Warner, Newland and Green (2011) report the finding that continuous nonsport volunteers were found to be indifferent to recognition. Recognition was, however, an attractive feature for other respondents in their study, whose sample included volunteers in both sport and nonsport organisations. On her part, Pauline (2011) reports that volunteers were least satisfied with the amount of recognition that they received in the organisations where they volunteered. It is wort hwhile to note that the sample in her study comprised of volunteers in sporting. Based on the above findings, it appears that the need for recognition varies based on the field within which a particular non-profit organisation is operating. Recognition seems to be an important issue for volunteers within the field of sports. Although it is not explicitly stated in the literature, one can perhaps attribute this finding to the competitive nature of sporting as a field, which often culminates in the recognition of individuals whose performance stand out. Nonetheless, the conclusion here is that an organisational audit, as well as a review of volunteers, is an important first step in satisfying employees, as it facilitates an understanding of their expectations. Conclusion Human capital is one of the most essential inputs in organisations, whether they be business organisations or non-profit institutions. Both levels of organisation face increasingly dim prospects due to an increasing shortage in both the volume and ability of available labour. This is due to increased competition as well as a shifting dynamic in the characteristics of the labour force, which means that organisations have to compete for a limited human resource base. Consequently, the retention of the current human resource base has gained increased prominence. McDonald's has found that employee recognition is a safe path towards the realisation of employee retention. The company has an elaborate training program, and regularly recognises employees for outstanding performance. A scrutiny of the practice reveals that it is underpinned by theories such as motivation, performance management and talent management. Recognition is an important way in which organisations can achieve employee job satisfaction, thereby increasing employees' commitment to their jobs and promoting employee retention. Recognition as a strategy towards retention, however, has limited applicability in non-profits. Recognition has been indicated to have varying significance, being more significant in certain volunteering perspectives such as sporting than others. In this case, an important first step is for such organisations to understand the nature of their organisations and motivations behind volunteers. References Allen, D. G. (2008). Retaining talent: A guide to analysing and managing employee turnover. SHRM Foundation Effective Practice Guidelines Series, 1-43. Brown, S. P., Lam, S. (2008). A Meta-Analysis of Relationships Linking Employee Satisfaction to Customer Responses. Journal of Retailing, 84(3), 243255. Charan, R., Drotter, S. J., Noel, J. L. (2011).The leadership pipeline: How to build the leadership powered company. San Francisco, Calif: Jossey-Bass. Clemmer, J. (2003).The leader's digest: Timeless principles for team and organization success. Canada?: TCG Press. Farndale, E., Hope-Hailey, V., Kelliher, C. (2011). High commitment performance management: the roles of justice and trust. Personnel Review, 40(1), 5-23. Gregory, K. (2011). The importance of employee satisfaction. The Journal of the Division of Business Information Management, 29-37. Hughes, C. J., Rog, E. (2008). Talent management. International Journal of Contemporary Hospitality Management, 20(7), 743 - 757. Lafley, A. G., Charan, R. (2013).The game-changer: How you can drive revenue and profit growth with innovation. New York: Crown Business. Millette, V., Gagn, M. (2008, March 8). Designing volunteers tasks to maximize motivation, satisfaction and performance: The impact of job characteristics on volunteer Engagement. Motivation and Emotion, 32(1), 11-22. Pauline, G. (2011). Volunteer satisfaction and intent to remain: an analysis of contributing factors among professional golf event volunteers. International Journal of Event Management Research, 6(1). Saha, G. C., Theingi. (2009). Service quality, satisfaction, and behavioural intentions: A study of low-cost airline carriers in Thailand. Managing Service Quality: An International Journal, 19(3), 350-372. Schlosser, E. (2012).Fast food nation: The dark side of the all-American meal. Boston: Mariner Books/Houghton Mifflin Harcourt. Ton, Z. (2014).The good jobs strategy: How the smartest companies invest in employees to lower costs and boost profits. Ton, Z., Huckman, R. S. (2008). Managing the impact of employee turnover on performance: The role of process conformance. Organization Science, 19(1), 56-68. University of Michigan. (2000).LS A bulletin. Ann Arbor, MI: University of Michigan. Urbancov, H., Linhartov, L. (2011). Employee turnover and maintaining knowledge continuity in large and small organisations." (). Central European Review of Economic Issues, 14, 265-274. Warner, S., Newland, B. L., Green, B. C. (2011). More than motivation: Reconsidering volunteer management tools. Journal of Sport Management, 25(5), 391-407. Yee, R. W., Yeung, A. C., Cheng, T. E. (2008). The impact of employee satisfaction on quality and profitability in high-contact service industries. Journal of operations management, 26(5), 651-668.