Employee Turnover In The Hospitality Sector In China

Employee Turnover In The Hospitality Sector In China People are one of the most significant resources for business, especially in the people-intensive and service- intensive hospitality industry (Kong and Baum, 2006). Additionally, front office plays a role of reception and marketing as well as the brain in the hotel, and it is an important factor that has impact on hotels image and reputation. An increasing number of research in China and in the world are keen on investigating human resources management about the turnover in hospitality industry (Liu,2002; Baum et al.,2006). Gustafson (2002) indicated that high employee turnover had been widely accepted and documented in the hospitality industry. The study also showed the relationship between managers perceptions and staff turnover. Moreover, Poulston (2008) found the poor training was associated with workplace problems, and improving in the training part is likely to reduce the thorny problems such as under-staffing. The result proved via questionnaires indicated that in the hospitality industry, the employers were not generally looking for hard technical skills, especially in the front line positions, but rather soft skills (Nickson et al., 2005). Such soft skills encompass attitude and it was also the essential parts affect staff aspirations about changing work all the time. In brief, turnover in hospitality is affects not only including psychological factors but also physical factors. It is clear that China has a bright future in the hospitality industry, and absolutely it is with potential to open the outside world and thus to obtain advanced international management skills as a result. China is still facing the problem of shortage of quality personnel and high staff turnover which might relate to culture of bias to the hotel jobs (Kong et al., 2006). Due to the importance of about turnover in the hospitality industry, some of the psychological and physical factors may similar be all around the world, yet in China, culture differentials also exist about the job nature in the hospitality industry. 2.2 Turnover KPMG (1991) and Timo (1999) pointed out that high staff turnover rates in the hospitality industry are largely higher than manufacturing industries in Australian labor market. Timo (1999) indicated that hospitality sector employment is always described as a mode of instability and flexible form of employment. In addition, findings in Timos survey (2005), a unit of percentage can evidence this statement: only 23.2% of employee respondents had been employed by the hotel 3-5years. It is also worth mentioned that only a little more half or 56.5% of respondents had been employed for less than two years. Similarly, about half of the manager respondents have been employed by one hotel for more or less two years. A survey conducted by Kong and Baum (2006) found that 75% respondents in front office was their first experience of working in hotel sector. Only about 30% respondents indicated that they plan to stay on their job for one to three years. This percentage largely reflects the potentia l workforce turnover in hospitality environment. Awareness about staff turnover cannot just stay on the surface, it must recognize that staff instability is not only the loss of talent, but that also would result in more costs in hotels. According to the survey by Mitchell (2001), he indicated that turnover is costly in any kind of operations. Cost here is a general concept. It concluded intangible and tangible factors. The former involved loss of experience, technical skills, relationships knowledge etc. The latter is concerned about adding money to recruitment, training, creating of candidates. Additionally, Hinkin and Tracey (2008) also published a report regarding the cost profiles associated with staff turnover in Cornell Hospitality Quarterly. They divided the turnover cost into hard costs, soft costs and opportunity costs. Meanwhile they listed five cost categories during the recruitment, selection, training and development, and performance. The authors found out that the results that the managers spent a great amount of tim e and money in recruitment and selection new staff because of the poor quality of the candidates pool and high turnover rates existing in the hotels. The front office is the first place that customers have contact with a hotel, which employees provided the first impression to the customers about the hotel service. In other words, the front office represents the hotels image and as a consequence staff in front office must know all the answers concerned in hotel to make customers happy( Kaye, Thomas, 2000,pp24-P25). Meanwhile, the clerks in hotel front office face big challenge on daily work. Working stress is one of the reasons that caused staff turnover can be found (Lo and Lamm, 2005). Pressure caused by working challenge may give rise to staffs leaving desire and foreshadowing the final turnover in the hospitality. Moreover, several physical factors have an effect on staff satisfaction about the current job. In Hinkin and Traceys (2000) work, they analyzed major causes for turnover arose, poor working environment, low wages, unreasonable management and lacking guiding for employees and poor training is also mentioned in this work. From the literature it is evident that human resource challenges found that there are many regions all around the world are confronted with the same issue about staff turnover and specifically, the problem of seasonal employment in tourist regions trouble the hotel managers a lot. Martin et al. (2006) published a research paper and summarized that the bad image of tourism hospitality industry, unfavorable working environment, few development and promotional opportunities, these are all the candidates perceptions and the most significant factors for managers to improve and in order to attract and retain the workforce. Specifically, there is an outstanding issue in the hospitality industry that the staff working in hotels is younger and younger and it has closely relationship with turnover issue. According to a New Zealand survey, almost half or 40% of the employees in hospitality sector are less than 25-years-old, the biggest group of the staff being 15-19 year (Whiteford and Nolan 2007).Working in hotel, as well as in front office, the most significant requirement for the staff is not skill levels but service attitude. Selection methods for recruitment can discern such feature, it relied 79% on application forms, 74% on curriculum vitae or/and 89% on interviews and references (60%) (Nickson, Warhurst and Dutton, 2005). A pertinent study conducted by Norris (1995) found that there are low barriers for person to enter most of the hotels, to be front-line personnel. Therefore, low barriers interests young workforce to looking for job in hospitality industry. Meanwhile, the youth staff in front offic e is one of the reasons for its workforce instability. Play and work, this notion may attract those employees to choose jobs in hotel which has low skill barriers to enter as well as opportunities to travel and exciting. (Accirrt, 1996; Chalmers and Kalb,2001) In other words, with the phenomenon of the seasonal turnover, human resource managers in the hotel cannot ignore the using of the students as a temporary labor pool (Farnsworth, 2003). There is no doubt that the close relationship among the local hospitalities and the hospitality manager schools and the tourism manager colleges, they can help provide potential workforce to the hotels. Also, the author advocates that hospitality operators should provide job related training to the students and improve their working competitive strength. Organizational commitment, missions, goals and direction Organization commitment is playing a significant role which as a factor reducing employee turnover in the hospitality industry (Kazlauskaite et al,.). According to Greenberg and Baron (2000, pp.181) definition, organization commitment is an extent to which an individual identifies and is involved with his or her organization or is unwilling to leave it. And there are three types of organizational commitment: affective commitment, continuance commitment and normative commitment (Meyer and Allen, 1991). Among these three types of commitment, affective commitment may be considered most desirable for an organization. In addition to the reduction of employee turnover, according to Schuler and Jacksons research result (1999), they found out that employee organizational commitment was also seen to be important for quality improvement and maintain the importance of such human resource practices as teamwork, appropriate feedback system. Furthermore, employee empowerment as a factor can enhanc e organizational commitment. Empowerment is a rather complex process and it is hard to definite until now, but Lovelock and Wright (1999) define empowerment in service industry as the authorization of an employee without asking for a supervisors approval to help customers to find out service problem solutions and make appropriate decisions. And with regard to the relationship between psychological empowerment and organizational commitment, Sigler and Pearson (2000) found the positive relationship between them and Janssen (2004) indicated that psychological empowerment can be viewed as a way to stimulate an individuals commitment to the organization. Basically, empirical evidence suggests that the hotels organization mission, goals and direction influence employee retention and job productivity. And the organization development direction and support had a significant impact on employee job satisfaction and overall commitment (Kim, Leong, Lee, 2005). Susskind et al.s (2000) research also indicated that perceived organizational support strongly insfluences job satisfaction and employees commitment to their organizations. US Department of Labor (1993) on high performance work practices revealed that involving employees in decision-making, goals and the direction of an organization through participation in terms will help reduce turnover rate and produce job employee satisfaction. Furthermore, Cho et al. (2006) also reported that organizations which non-managerial employees are more likely to experience higher turnover rate comparting with which have high-performance work practice in the organization. Hotel culture and communication According to Becker and Huselid (1999), hotel culture creates competitiveness since it changes staffs working behavior by making them act consistently with the hotels desired corporate culture, thus influencing employee retention. Most of other researches indicated that there were uncovered similar findings between hotel culture and staff turnover rate and retention. For instance, according to Milman and Ricci (2004), they revealed that among the most powerful indicators to predict hourly staff retention in the hospitality industry were positive experiences with the hotels policies and with the hotels humane approach to staff. Work environment and job design In terms of the working environment and job design, most of the studies found that employees who had positive experience with regards to working hours, sense of fulfillment with their jobs and higher level of job satisfaction are more likely to stay with current employer. Although employees care lots about the monetary rewards which can be a top motivator for employee retention, having a comfortable working environment and flexible working hours were also important motivators (Wildes, 2007).The research work performed by Martin (2004), he pointed out the working situation has a quite important influence on the staffs perception and working attitudes. Accordingly, the working performance also impacted by the employees satisfaction of the working environment. Continuously improving the ethical problem in the hospitality, it will ultimately lead to the lower staff turnover and the successful retention of the talent workforce. What is more, the result that hourly employees retention was predicted by self-fulfillment and working conditions, even over monetary rewards was confirmed by empirical studies of lodging properties in Central Florida (Milman Ricci, 2004). Hires and promotions According to the searching result, numerous of the studies examine the impact of hiring and promotion activities on retention and performance (Becker Huselid, 1999; Cho, Woods, Jang, Erdem, 2006; Huselid, 1995; Milman, Hourly employee retention in small and medium attractions: the central Florida example, 2003). Based on the Pfeffer (1999) research, hotels which wishing to succeed in todays global competitive environment must make adequate HR investment and build staff who possess better skills and capabilities than their competitors. In addition, it is important that selective hiring procedures can ensure effective retention of the most qualified employees while lowering staff turnover in the long term (Huselid, 1995). Customer relationship The relationship between employees and customers is a connection that cannot be ignored. A theory about employees and customers satisfaction was tested by Heskett (1990), clients satisfaction is base on the employees satisfaction in the hotel. More precisely, employees in the hotel are the significant factor which is root for hospitality operation. Furthermore, the research study by Dienhart et al. (1992) found that there were positive relationship between customer centeredness and the staffs constructive views of job involvement, job security and satisfaction. If staff can feel that the hotel takes good cares of them, in return, they will provide a better service to customers to meet and/or exceed their expectation. They are more likely lead a higher satisfaction both staff and customers, also to better staff performance, thus making them less likely to leave (Arnett, laverie, McLane, 2002), positively influencing staff retention. Training High quality level training is one effective measure for staff retention. Several studies show that the close relationship between training activities and productivity and retention. In hotels where staff receives the proper training needed to assume greater responsibility, turnover rates are generally lower (Youndt, Snell, Dean, Lepak, 1996). And meanwhile Youndt et al. (1996) theorize that human resource practices designed to develop talented and ream-oriented workers improve staff productivity and customer satisfaction. With the same working situation for choosing, to the candidates, they prefer to apply for work at the hotel properties which have done well with the career progression image (Martin et al, 2006). Alexander and Nuchols (1994) also support a positive relationship between high quality level training and employees turnover. Moreover, work by Poulston (2008) investigated that some turnover is redeemable, meanwhile some is inevitable. In such a case, if hotel provides p roper training focus on individual development features, employees are likely to stay long, and try their best to enjoy a complex and stressed environment. Obviously, hotels with substantial training opportunities should experience lower turnover rates according to Shaw et al.s (1998) research. However, an interesting finding also by Shaw et al. (1998) included a positive relationship between training and the discharge rate. They indicated that hotels provide more training opportunities are concerned about staff skills and performance, and therefore experience a high percentage of staff terminations. Conversely, hospitalities that experience a high discharge rate initiate training activities because of lower workforce skill levels. Employee recognition, rewards and compensation The most notable among hotels retention initiatives is compensation and benefits. Numerous studies have addressed the impact of employee compensation, rewards and recognition on turnover and retention (Walsh Taylor, 2007). In terms of wages, a survey by Norris(1995) indicated that workforce in hotel are usually low paid, compared with government average wage, staff in hotel earns just about 73% of the whole industry average. Another survey conducted by Choy (1995) pointed out that hospitality employees average annual salaried have been found to be about 16.5% to 31.6 % below than the hotel industry average and government average wage. Additionally, highly competitive wage system promotes employee commitment and thus results in the attraction and retention of a superior workforce (Guthrie, 2001). And other further survey noted that staff will remain with an organization as long as it serves their self-interest to do so better than the alternatives available to them elsewhere (Shaw, J enkins, Gupta, 1998). Although several study investigated the compensation can strongly influenced the staff turnover rate, also several other research have indicated that compensation in the form of base or variable pay may not be sufficient to attract or retain staff. The most important retention predictors included intrinsic fulfillment and working conditions rather than monetary rewards were confirmed by Milman (2003). Moreover, the absence of opportunity for professional growth and development affects hotels turnover rate and retention instead of compensation and work-life balance (Walsh Taylor, 2007). Leadership and human resource management partnership Furthermore, another survey (Gustafson, 2002) found that the frequency of managers in hotel sector filling in for workers has a negative relationship with turnover. If front offices managers working side-by-side with front-line clerks, teamwork sense developed from staff so that they will recognize that they are needed. At the same time, the managers action will lead to a sense of belonging and heightened communication, and therefore they would be less likely to leave. Contrarily, poor management, conflict between manager and front-line employees are all negative for daily operation in front office. It is not only negative for customer satisfactory, but also passive for staff to set career perspective it will lead employees more likely to turnover. A survey by Tutuncu and Kozak (2007) noted that supervision within the hospitality industry can bring job dissatisfaction, and otherwise staff turnover. What is more, Chew et al. (2005) reveals that hotel with a value profile of either eli te or leadership, complemented with strategic HRM effectiveness will enhance financial performance. Instead of just focusing on single practice like staffing, the simultaneous use of multiple sophisticated human resource practices was assessed, which was identified as a link between organization-level outcomes and groups of high performance work practices (Huselid, 1995). All the prior work has consistently found that the effective of human resource management initiatives increased staff productivity and retentions. Specially, recruitment and training process, working environment, labor-management and performance appraisal, promotion and incentive compensation system that all been linked with valued firm-level outcomes (Huselid, 1995). Although the effects of human resource management practices on employee turnover and retention of organization-level is significant, many of the research in the hotel industry paid more attention to the individual-level predictors of turnover (Shaw, J enkins, Gupta, 1998). 2.3 Turnover in China According to the statistics from China National Tourism Administration Office(2008), it is shown that Chinas current tourism related staff were around 6million, while the actual the need of that are about 8 million or more. Therefore, the talent gap between the practical situation and the expectation is about 2 million. On the other hand, the loss of existing tourism practitioners was very serious. The ordinary turnover rate is 5% to 10% in the general industry, while the turnover rate is as high as 20% or more in the tourism industry, especially the higher qualification, the higher rate of brain drain. (The Yearbook of China Tourism, 2008) The increased mobility of human resources in the hotel industry was becoming increasingly prominent, the brain drain had become a primary problem troubled hotel mangers. The turnover rate in other industries was about 5% to 10%, while the appropriate turnover rate in hospitality industry was about 8%. However, China Tourism Association, Human Resource Development and Training Center did an investigation in twenty three domestic cities in thirty three of two to five stars hotels human resource department, and found that the average turnover rate was 23.95% (Wang, 2009). According to statistics, it can be seen that the hotel staff turnover rate was 3 times more than the appropriate turnover rate, and it showed a gradual upward trend. Zhang and Wu (2004) also indicated that one of the key issues of human resource challenges of Chinas hotel was the high staff turnover rates. A paper published by Zhao et al. (2006) introduced that the high turnover rate in Hospitality industry is a universal existence question which puzzles the managers a lot. The literature concluded some reasons of employees turnover: instable work, little chance for promotion, pursuit higher returns and display their values, want to obtain the respect of personality, etc. Additionally, the author Fei (2009) did an investigation on the negative influence of hotel turnover, including cost allowance, undermine the team morale, and reduce the credibility of brand, loss business information, and decline the service quality. After analyzing the reasons that leading to the staff instability in China hospitality industry, Zhao brought forward some countermeasures: improve the staff training, make plans for staff career development, and focus on communication to strengthen the emotional management, improve the hotel and cultural construction to foster people-oriented management concept. Meanwhi le Fei analyzed the potential development direction from different angles of social factors, corporate factors and individual factors to elaborate the importance of staff loyalty. Many hotel staff graduated from hotel management and have quite potential to be outstanding employees in hospitality industry, but all these outstanding staffs instability was also troubled their corporate managers a lot. Research from Zhang (2006) was focus on investigating the reasons of hotels outstanding employee turnover and introduced the ERG theory, after that he tried to solve the core issue in the hospitality industry: how to maintain the outstanding staff and pursue the hotels long-term stability and development. In this report, Zhang indicated that the outstanding employees outflow from their desire of leaving and the ERG theory used here to analyze the employees core requirement to prove that staff advantages should be discovered. Additionally, the author enumerates some positive examples to expound some recommendations for hotel and employees to establish loyalty mutually. It terms of the human resource management, dynamic management, relative to the static management, is also a research issue in China. Chen (2006) found out that in order to control the mobility of the employees and reduce the turnover and loss, the hotel should carry out the comprehensive, systematic and long-term dynamic management. Additionally, Chen advocated that investigate the hotels turnover situation, the searchers would not only investigate the external internal environment changing but also do some researches about the human resource inflow outflow and human resource flowing in the corporate at the same time. After that, Chen indicated the most important countermeasure was to establish the warning mechanism. Zhang and Wus (2004) did research about the human resources issues the hotel facing in China. It must mention that the authors analyze challenges the Chinese hotels were facing via hospitality perspectives, travel perspectives and university perspectives, and indicated the hospitality industrys expectation of education. They found that human resource challenges were playing a negative role in the development of Chinas hotel and tourism industry, the critical issue was the staff retention and human resource shortages, at the same time, the education level and the industrys expectation gap also became a thorny topic. All the organizations and the government would establish communication to enhance the graduates skills level and experiences, decrease the gap of expectation and practical operation, in order to enhance the retention rate in hotel and improve the problem of human resource shortage. According to Chinas culture, with the one-child policy, there are not enough citizens are born to supply workforce demands. In addition, the countrys relatively outdated educational system cannot lead the colleges and universities to provided outstanding human resources with types of skills in an increasingly globalized economy. One of the most important factors contributing to the high level turnover rate in hospitality industry in China is work-life balance, long hours working shift and heavy workloads instead of the technological working, especially in the front line post (Michael, 2008). The same evidence could be finding out in much of the related western hospitality and tourism industry work. Deery and Iverson (1996), Deery and Shaw (1999) and Ghiselli et al. (2001), all these research investigated the constructs like organization commitment and job satisfaction are significant elements contribute to staffs intentions to leave an organization. Additionally, work stress and pers onal attribute plays a decision role on leaving an organization (Deery M, 2008). As mentioned above, work-life balance (WLB) also is one of the influence factors that impact on the staff turnover rate in hotel (Wang and Walumbwa, 2007), while Dagger and Sweeney (2006) focus on life quality and staff turnover relationship research. 2.4 Turnover in Guangdong Province Based on the related HRM theories, such as learning organization, situational leadership, quality of working life and employee satisfaction, Chen (2007) deeply investigated the human resource management situation in one hotel in Dongguan which is a industrialized city with rapid economic growth, he got the result that no matter an international brand hotel or a local hotel, the issues of staff turnover and management brought out a series of problems in Guangdong Province. On one hand, due to the labor-intensive industry, the hospitalities have to operate with a large number of employees; On the other hand, the staffs that hard recruited were unable to retain. According to the identification of the basic turnover environment, the author analyzed the high turnover rate and the investigating the countermeasures based on the three parts: external environment, staffing department and human resource department. In Guangdong Province, many of the researchers found that training quality was a significant element on the issue of turnover in the tourism industry, especially in the hospitality industry. Dai (2005) made a hard working on doing the research about the different training approaches and quality between western countries and China, and set the Guangdongs Hotels as examples, pointed out the differences in terms of the importance of training, investment in training, training contents, training approaches and methods, and the training effectiveness and evaluation. According to Shen (2008), she also focused on investigating the important role of the training in the hospitality industry. She kept her mind on searching the hotel training effect assessment with an instance of Intercontinental Hotel in Guangdong. The author pointed out that the personnel quality would be the big issue during the management. Its meaningful influence not only present on the Human-Resource department, the whole hotel, but also on the employees themselves. One positive effect of training for the hotel, it could have a direct economic benefits, and training as an investment process on the staff. The assessment of the training can provide employees with consciousness of the hotels benefit changing based on their capacities and enhance of their senses of achievement, improved employees job satisfaction and loyalty to the hotel. According to the geographical situation in Guangdong province, its a developed area with lots of small medium enterprises as well as the hospitality industry provides a great amount of job opportunities to attract workforce from all the other provinces. It must mention that most of the workforces who live in other places go back to their hometown for the Spring Festival and its the peak period of labor-turnover (Wang, 2009). 2.5 Conclusion and research question After searching the literature with the issue of turnover in hospitality industry, and according to comparing among those researches, several similar points about the situation and reasons on the turnover can be found between Chinas hospitality industry and other countries. Although Chinas hospitality is developing with many thorny problems including staff turnover accompanied by Chinese culture. In this paper, the author aim to find out the following questions, and analyze the relationship among all the influenced factors. Accordingly, the author proposes a mode of managerial turnover cognitions set up by Carbery R. et al (Figure 1) with the purpose of helping identify the four sets of variables and define the hypotheses. The figure showed above, which identified the variables as possible of the hospitality turnover, involve Career Issues, Job Issues, Organizational Commitment and Covariates and so on. Based on the variables listed above, they can be classified into Demographic variables, Human capital variables, and Psychological variables according to this paper specific investigation of the staff turnover in the front office in hospitality. Demographic variables Age, gender and marital status are all demographic variables that influence the hospitality industry front offices staff turnover. There was a phenomenon that the a great amount of staff in front office were youth employees, almost accounts for 40% of the staff were less than 25 years old (Whiteford and Nolan 2007). And in China, in particular the loss of tourism management students of the phenomenon was particularly serious (Dou, 2009). In the research conducted by Hellman (1997), indicated that older staff was more likely represent a lower degree of mobility due to the concerned about the formal and informal benefits associated with age in the work place. On the contrary, it is important to think about whats the main reason for the highest turnover rate of the youth staff. As a result, it is hypothesized that: H1: Younger employees represent higher turnover. Human capital variables Specifically, in hotel front office, education level, working experience and salary level are related human capital variables that impact the employees turnover. Finding from human capital theory would suggest that staff with relatively higher education levels could more cognitive about their career development road relatively and could not change their current job straight away. Wong et al. (1999) found that individuals with relatively higher education levels are better informed of the external labor market and they are relatively good at comparing cons and pros with the current positions. As a result, it is hypothesized that: H2: Employees with higher levels of education attainment represent lower turnover. Psychological variables Thomas (2000) and Lamme(2005) indicated respectively working as a front line employee especially working in the front office, was a stressful job and full of challenge. Hinkin (2000) stressed the influenced factors about turnover were various, concludi

Jesus Christ of dance Essay

Doris Humphrey, born October 17, 1895 and died December 29, 1958, legend lives on today. Doris was one of several original modern choreographers. Born in a musical family, her mother taught piano lessons. Doris took dance variety of dance lessons in Chicago. Her birth place was Oak Park, IL. She began her teaching/choreography when her mother opened a dance studio. Doris was 15 years old when she began teaching dance. The dance studio opened to financially support the family. Later, she taught modern dance to community colleges. Juilliard dance program originated with her. Her father was an aspiring photographer and hotel manager. Almost all early modern choreographers studied as Denishawn dancers. The Denishawn California based dance company was founded by Ruth St Dennis and Ted Shawn. From 1918-1928, Doris danced as a principal for Denishawn. Many dancers left Denishawn when Ted Shawn made a controversial remark. One day, outspoken Martha Graham reminded him he was not Jesus Christ. Ted Shawn said he was Jesus Christ. He is the Jesus Christ of dance. Quite a few offended dancers left the company at once. In 1928, Charles Weidman and Humphrey left Denishawn starting their own dance company. The new dance company was name the Weidman-Humphrey dance company. Ted Shawn’s most famous work is Jacobs Pillow. Humphrey had original ideas about dance technique. Modern choreographers are not known to follow tradition. â€Å"Her work embodied the work of Americanist Spirit of individualism† (Debanham, Kathi, Pat, From the Ground Up). Many of her dances emphasized America. In many ways, modern dance rebels against traditional ballet. Almost all modern dancers have years of thorough ballet training. Ballet training comes through in all dancers in performances and class. Doris’s choreography, like all modern dance, is not made to be presentable. Modern dance is not even made to be proper. Modern dance displays non-human strength moves. Viewers really must pay attention to the choreography. Very advanced professional ballet dancers usually perform in short tutus. Advanced modern dancers wear full length skirts. Modern dancer’s technique while performing full length extensions are noticed when the dancers center is straight, and her knee easily touches or goes beyond her ear. Extreme balance, flexibility and strength exhibitions fill professionally choreographed modern dance performances. The only way an untrained dancer understands movements involved is to attempt to copy the choreography. Modern dance movement looks very simple. There are many fakes teaching modern dance today, especially in colleges and universities. This is obvious reading dance magazine articles, written by university professors describing dance technique. Rhythm and breathing was the base of Humphreys choreography. She spent hours exploring how breathing and rhythm works. Her choreography originated with breathing. Breathing exercises progressed to contraction and release. â€Å"All life fluctuates between resistance to and yielding to gravity† (Humphrey, Art of Making Dances). Humphreys greatest contribution to modern dance is fall and recovery technique. Grahams contraction and release technique inspired Humphreys fall and recovery technique. In ballet class, dancers hold constant tension, constant lengthening of the spine and limbs. In Humphey’s dances, the choreography extends with proper ballet technique, (sustained flow) hits a distinct movement destination, (sharp accent). Unexpectingly, the dancers collapse (rest). She related this to birth. The recovery, or release, is when the baby is born. Modern choreographers tend to design original dance techniques from their own interpretation of life’s beginning and ending. Doris Humphrey’s company ended in 1942. She then became the artistic director for Jose Limon. Limon danced in Humphrey’s company. Humphrey Choreographed over eighty dances. Some of these are: Modern-Ballet Color Harmony, 1928; Water Study 1928; The Shakers, 1931; Day on Earth 1947; Water Study is one of her most amazing works. Audiences loved it. â€Å"Dance Magazine described it as ‘a work that astounded critics and audiences alike with its synchronized, moving-wave forms, from calm lapping on a beach to a crashing tempest’ † (Texas State Library Commissions). Other choreographers at this time were Katherine Dunham, Isadora Duncan, Martha Graham, Paul Taylor. Dance is hardly a lucrative profession. Doris lived most of her life through financial hardships. Political events influenced Doris’s financial struggles. â€Å"A worldwide depression began with the October 1929 U. S. stock market crash. International bankruptcies and closing of credit unions closed many jobs. Government public works programs no longer existed. † (Paraphrased, Rise of Totalitarians, 2007). Right before her death, she wrote The Art of Making Dances. Her contributions to the dance world goes farther than fall and recovery technique and her last book. Art of Making Dances is the most significant contribution Humphrey is known for. She died in New York City on *December 29, 1958. *Dates and other facts are not consistent. Apparently, Art of Making Dances were a collection of her notes that was donated to performing arts libraries after her death. Notes; Debenham, Pat, and Kathie Debenham. â€Å"From the Ground Up: Doris Humphrey–Modernist, Americanist, Artist. † Interdisciplinary Humanities 21. 1 (2004): 78-86. Academic Search Premier. 10 April 2007. http://search. ebscohost. com. Doris Humphrey, Art of Making Dances, Dance Horizons, Copyright in 1959, 1987. Editorial, Doris Humphrey 1895-1958 Texas State Library Archives and Commission, http://galenet. galegroup. com/servlet/LitRC? vrsn=3&OP=contains&locID=txshrpub200866&srchtp=athr&ca=1&c=1&ste=6&tab=1&tbst=arp&ai=U13706243&n=10&docNum=H1000149358&ST=Doris+Humphrey&bConts=2191 Editorial, â€Å"Rise of Totalitarians: 1930-39. † World Almanac & Book of Facts (2005): 520. Middle Search Plus. 11 April 2007. http://search. ebscohost. com.

Web Critique WebMD Essay - 1297 Words

Caveat lector is a Latin phrase meaning, â€Å"let the reader beware.† Health information on the internet is growing at an alarming rate. However, some information on the internet is not accurate or current, and unfortunately, many web sites regarding healthcare offer misleading, incomplete, and incorrect information. Many consumers do not have the knowledge to judge and evaluate the quality of online information. This paper aims to discuss how the website WebMD presents information to readers. It will evaluate WebMD according to its source, where was the source obtained; type of funding, is it commercially funded or private; the validity and quality, how valid is the information and can it be verified; and privacy, is your personal information†¦show more content†¦Source Wayne Gattinella is the Chief Executive Officer and President of WebMD which is sponsored by several pharmaceutical companies, medical equipment and health products. Medically certified authors submit information to WebMD which is reviewed by, a medical review board which consist of four physicians to ensure quality and accuracy. Medical doctors, nurse practitioners, and registered nurses are the authours for the information found on WebMD who have their name and credentials listed at the end of each article and their affiliation. There is no contact information for further follow-up to the authour but individuals are encouraged to seek further medical advice. Information is easily obtained on this site with some patience and time; usually there are additional hyperlinks in these articles for additional information which is current and easily uploaded. Funding WebMD is a for-profit organization which receives their funding from organizations, manufacturers, and other leaders dedicated to providing health and lifestyle information. Several advertisements are displayed on the site while you are searching for your topic of interest. Advertisement on this site is clear and concise with information on where to obtain additional products and services. WebMD holds the right to determine the types of Advertising that will be displayed on their site. Advertisements that could be considered as any form of endorsements of products or services will beShow MoreRelatedPost Traumatic Stress Disorder ( Ptsd )1877 Words   |  8 Pageslong time and others get it right after they face a disturbing event (WebMD). WebMD states that there also have been cases where people’s PTSD worsens, or they are confronting that distressing experience for a long period of time, but for others their PTSD are not as bad and are not that harmful either mentally or phy sically. Some individuals re-experience their disturbing event without wanting to, which are called flashbacks (WebMD). 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Cadbury and International Business - 5868 Words

International Business 301 Dr. Omar Ramzy July 16, 2009 Table of Contents Company Background 4 Dealing with Globalization 6 Overall Culture 8 International Trade Operations 10 Strategy and the Firm 11 Value Chain Activities 15 Primary Activities 15 Support activities 17 Value creation 18 Location Economies 19 Core Competency 20 Organizational Architecture 21 Organizational Architecture 21 Corporate Culture 21 Structure 23 People 27 Incentives and Controls 29 Competition, Strategy and Structure 30 Organizational Change 31 Entry Strategy and Strategic Alliances 32 Recommendations 35 Works Cited 36 Company Background Cadbury is the world’s largest confectionary producer; it†¦show more content†¦Moreover, the changing world order from communist, central-planned economies to open-free market economies has allowed looser government restriction to allow multinationals like Cadbury operate more freely. For instance, the Ghanaian government has liberalized the cocoa industry to allow Cadbury to operate more efficiently and effectively in the industry. Overall Culture Cadbury follows a very routine-based corporate culture based on the British system to discipline and step-by-step functioning. Cadbury values â€Å"performance, quality, respect, and responsibility.† They put these values as a priority in their business operations and therefore countries that have are incompatible with these cultural traits tend to face difficulties when interacting with Cadbury. The company tries to minimize the power distance element of the national culture by listening to customers, suppliers, shareholders, and employees. As a company, Cadbury states that its culture is one of a very collectivist nature considering that it works as one team across geographic and functional boundaries. When it comes to its competition with other firms, it takes on a very individualist nature but acquiring competitors and engaging in a predatory pricing scheme. When it comes to the femininity versus masculinity factor of culture, Cadbury adjusts to the country it functi ons in. In Egypt, which tends to be quite feminine relative to other countries, Cadbury engages in variousShow MoreRelatedEthical Issues Of A Business1415 Words   |  6 Pagesissues that a business needs to take into consideration in their operational activities. Date: Ethical issues surrounding the operation of Cadburys Introduction Throughout this report I will be explaining the ethical issues that Cadburys needs to consider in their day to day activities. Also I will be focusing on the aims and objectives of the Cadburys. According to business case study the definition for business ethics is â€Å"the moral principles that guide the way a business behave. ActingRead MoreCadbury : A Leading Chocolate And Confectionery Manufacturer1638 Words   |  7 PagesRose, 1993, p.1). Cadbury; a leading chocolate and confectionery manufacturer is well known for its ‘Quaker’ belief and its high quality products like Cadbury’s Diary Milk, which led to its success. (Fitzgerald, 2005). It was founded by John Cadbury in Birmingham, he started starting selling tea and cocoa, then his sons mainly concentrated on the cocoa business, which led to the firms expansion, until 2010 that Kraft; the US food company took over it. (Cadbury, ‘n.d.’). Cadbury is noteworthy, asRead MoreCadbury Schweppes1162 Words   |  5 PagesIndustry Analysis: Cadbury Schweppes (CS) is comprised of a global confectionery and beverage company. For the purpose of this case we will maintain our focus on the confec tionery business and the assessment of adding to their sugar confectionery portfolio. CS is number three in the beverage business but see the opportunity to become the largest confectionery in the world. The categories are chocolates, sugar and chewing gum. At this time Adams is the number two sized in the gum business. This industryRead MoreAnalysis of Cadbury Schweppes Essay1439 Words   |  6 PagesAnalysis of Cadbury Schweppes TABLE OF CONTENTS 1.0 INTRODUCTIONÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…..3 1.1 DefinitionÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…...3 1.2 PurposeÂ…...Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…...3 1.3 Sources of DataÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…..3 2.0 MISSION STATEMENTÂ…Â…Â…Â…Â…Â…Read MoreThe Protection Of The United Kingdom Of Great Brittan And Northern Ireland1694 Words   |  7 PagesThe reason many companies’s including Cadbury use these laws is in order to keep their organization running smoothly and organised, the computer misuses act 1990 doesn’t allow trespassers to use, access or alter any computer data they are not entitled in doing so. The reason Cadbury use this is in order to keep their information safe Cadbury implement this in such as secrets or ingredients to their products must be kept safe. The Data protection Act 1998 (DPA) is an act of Parliament of the UnitedRead MoreMarketing Strategy of Nestle vs Cadbury1313 Words   |  6 PagesASSIGNMENT ON MARKETING STRATEGY OF NESTLE VS CADBURY (COMPARATIVE) [pic] PRESENTED BY: SWATI SAXENA SWATI SINGH URVASHI DUBEY TASMIYA Group:33 MANAGEMET OF BUSINESS ADMINISTRATION SHRI RAMSWAROOP GROUP OF PROFESSIONAL COLLEGES What is marketing strategy? Marketing strategy  is defined by  David Aaker  as a process that can allow an organizationRead MoreThe Swot Analysis to Cadbury1733 Words   |  7 Pages| | |SWOT and PEST analysis on Cadbury PLC | | | | Read MoreBusiness Management947 Words   |  4 Pages| Introduction The company is located in London of United Kingdom ,which incorporated on 1969 .Cadbury Schweppes PLC is one of the oldest and largest family-run businesses in the world now. Even though pastries Cadbury Limited merged with the carbonated drinks company Schweppes Limited in 1969, Cadbury family members still run the Cadbury Schweppes , which has been represented in Cadbury s top management for almost 180 years. The company is currently the world s third leading producer ofRead MoreCadbury Sap1348 Words   |  6 Pageshree hundred individuals in ten countries and seven business areas are currently involved in the SAP.com implementation, which will completely restructure Cadbury Schweppes plc, based in Birmingham, UK. This implementation project using e-enabled ERP is known internally as Probe. With the exception of its business development activities, this is the largest project that this organization has ever undertaken. A sweet chocolate aroma fills the air and heads of thousands of children every year asRead MoreHow Functional Areas Operate Inside An Organisation1090 Words   |  5 Pagesdescribe how Functional Areas operate inside an Organisation and there role in any business to achieve Goals and Objectives. We possess Cadbury to report with two core functional areas i. e.: Marketing along with Human resource, and objectives connected with them. Introduction In corporate world small organisation performs the many jobs by a couple of people occasionally, however in a large organisation like Cadbury people need to be specialised in many unique individual tasks. Functional areas will