Landscape in Bessie Heads Collector of Treasures Essay Example

Landscape in Bessie Heads Collector of Treasures Paper In this essay I will explore the construction of spatial discourses as they inform endured, racial and other ideologically policed senses of cultural identity. The prescribed statement; The questions of home, land, language and cultural expression are central to the constitution of identity, much as awareness of issues of gender, race, class and national identity are integral to the creative construction of liberating postcolonial subjects will be investigated through four stories from her short story collection, The Collector of Treasures (1992). The stories that will be looked at are The Deep River: A Story of Ancient Tribal Migration, Jacob: The Story of a Faith-Healing Priest, Life and The Wind and a Boy. Each story will be looked at in terms of societal changes; character displacement and exile themes; the clash between encroaching modernism and capitalism (brought about by colonialism and arguably neocolonialism) and tribal traditionalism; and dualities which reveal this clash of value as well as centers relating to control and gender. Because of the nature of her personal life and the themes with which she deals, each story will also be looked at in terms of borders: symbolic, topographic and temporal. Borders, by definition, keep things in as ell as keep things out, and so these raise the questions of space, place and belonging. For this reason, it becomes a postcolonial concern to envisage Heads fictional stories as textual landscapes by which she and the reader are allowed to navigate the potholes of gender, society, and the construction of identity. We will write a custom essay sample on Landscape in Bessie Heads Collector of Treasures specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Landscape in Bessie Heads Collector of Treasures specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Landscape in Bessie Heads Collector of Treasures specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Bessie Head had a much-varied life while living in South Africa. She lived as a foster child until she was thirteen years old, studied at a mission school, trained as a teacher, and after a few years teaching, worked as a journalist for a DRIED publication, Golden City post. Head left South Africa and moved to Botswana, where she lived as a refugee for fifteen years (Head 1992:I). The Botswana government refused to grant her citizenship, fearing South African intervention should the exile community expand, and so she was forced to report weekly to the police (Nixon 1996:244). Ender Apartheid she had been the product of an illegal union between a black man and a white woman, and so her sense of cultural identity was pushed to the periphery. Her move to Botswana was not simply promoted by the search for freedom from racial oppression, but for a search of belonging. She had been rootless in South Africa, and unlike other African writers in exile, did not pursue the literary roots to the Northern Hemisphere, but moved to Botswana, one door away from South Africa (Head, cited in Nixon 1996: 243). And so, Heads move to neighboring Botswana reveals in her a belief which permeates her writing, that in being African there exists some essential connection across borders. It was a search as an African for a sense Of historical continuity, a sense of roots (Head cited in Sample 1991: 312). Head gained citizenship in 1 979, only two years after The Collector of Treasures was published. At the time of writing, Head was located firmly in an ambiguous space: not really a citizen of either country, and not really belonging to any particular (or at least recognized) racial grouping. Her concerns are visible in the readings of the short stories to be discussed hereafter. They tell the tales of movement, of a search for identity in the self and in the community. The characters in the stories take space and color for themselves an ideal place using the various modes through which a person knows and constructs a reality (Tuna cited in Sample 1991: 311). Her belief in the continuity of people is revealed, as she says: The least I can say for myself is that I forcefully created for myself under extremely hostile conditions, my ideal life. I took an obscure and almost unknown village in the Southern African bush and made it my own hallowed ground. Here, in the steadiness and peace of my own world, I could dream a little ahead of the somewhat vicious clamor of revolution and the horrible stench of social systems. My work was always tentative because it was always so completely new: it created a new world out of nothing; it brought all minds of people, both literate and semi-literate together, and it did not really qualify who was who everyone had a place in my world (Head cited in Sample 1991:312). Fittingly, the first short story I will deal with is also the first in the collection, and, interestingly, seems to offer some foreshadowing insights into some of the problems that would become a part of later society in post-Nine-/colonial rule and are dealt with in the stories later in the collection. The Deep River: A Story of Ancient Tribal Migration tells the story of a tribe, the people of Monoplane, whose kingdom was somewhere in the central part of Africa Head 1977:1 The ambiguous centrality of the tribe?s location lends itself to the idea that the problems faced by the tribe belonged to or would belong to, in this analysis all the people of Africa, and not simply those of a particular nation or region whose existence was delimited by external and constructed powers of control; borders which, in all reality, created different nations out of the same people. There are a number of themes at play in this story; the ideal community whose subjects really lived identity-less lives under the unquestionable rule of dictated authority, the corruptive power of authority, gender determinism, and finally, the search for home in new lands. Long ago, when the land was only cattle tracks and footpaths, the people lived together like a deep river (1). In the very first sentence, two motifs are introduced: movement and water. The footpaths might refer to a pre- industrial era, one of relative simplicity and free of capitalist influences, but it also might speak to the pattern of migrant and migrant labor forced upon the African people during the period of colonialism, a pattern which would remain one of the most central paradigms of socio-economic living even long after the continent was decolonize. But for now, it could make reference to the central theme of all the stories in this collection and Heads own state of traditionalism: the search for a home in which identity might manifest itself, individually and communally. Water is also an important motif in Heads stories. It comes to represent healing and well-being. In The Deep River the depth and nourishing power of the river is synonymous with the peace and calm of the people, who live together unruffled by conflict or movement forward (1 The tribe is, like the river, a wealth of tradition that returns a kind of stagnation. The river is deep, and not fast, and, like the people, unruffled by Movement forward. Immediately this allows the tribe to be imagined as stuck in its specific ways. This notion is confirmed when the manner in which they live is examined. The people lived without faces, except for their chief, whose face was the face of all the people (1). The people were community orientated, but also without individual identities. The people accepted this regimental leveling down of their individual souls (2) and followed the laws of the land, which were really Monoplanes laws. They could not plough, harvest, pound, boil or ferment the corn without permission, and so their own chief rigidly policed the peoples relationship with the land. This community was in actual fact, less than ideal, a top down power structure that quieted the popular democratic. This dynamic would be one that would become a corrosive and pervasive issue later in history, as colonial forces policed the people and their relationship with the land even more unjustly. The people of Monoplane are citizens who do not assert their democratic rights, are not allowed to assert their democratic rights. This is an important understanding to come to when read against Heads own experiences as a racial outlier in South Africa and a refugee in Botswana. This atmosphere of inertia in their own home is heightened when considering the topographic, symbolic and temporal borders as outlined by Johan Shamanism (2007). As a topographic element the river separates the tribe of Monoplane from other hostile tribes or great dangers, and so removes the possibility of harm. Because the location of the tribe is undisclosed (as this story is an entirely fictionally account of the Bootlace tribes history, as explained by Head (6)) it takes on a generalized quality of nation state borderlines. It becomes a symbolic border when considering the fact that without external contact there is no possibility of progression; the only things that could possibly be pictured outside of their own village is the great possibility of danger. Fear becomes an monopolizing factor and prevents any purport unity for development. The calm of the river and of the people is upset when Subleases right to chieftain comes into question. He admits to having conceived a son with Ranking, his late fathers wife, and takes her and the child as his own. His brothers, Animate and Moslems, are terrified that Subleases child would displace them in seniority and thus get to rule as chief before them, and they urge their brother to renounce both son and wife. When Seeable refuses to do so, they keep on him, and tacitly force him to leave the village. And so from this the corruptive power of authority can be read. Greedily, the brothers would rather force their own brother from his home than be outranked by a baby. Like its spatial positioning in this textual landscape, its temporarily becomes an intrinsic property. It outlines the passage from then into now, from the mime of unquestioning subjectivity under Monoplane to Subleases splinter groups experience later in the land of the Bandwagon people. It is important to note that the only time territory is reckon sized by name and location is here, when the splinter group have relocated and have come into contact with many other tribes like the Phalange, Bake and Boatswains (6). The reader is then allowed to attribute this very fable-like history to a particular people in a particular place and thus understand the power of landscape mapping; our eyes follow the footprints in the text until something s made familiar. The temporal borders in this story convey something about the erosive ability of time, as well as the static and discriminatory notions with regards to gender. The old men there keep on giving confused and contradictory accounts of their origins, but they say they lost their place of birth over a woman (6). The people cannot even remember their own history, and remain resentful that they lost their home, even though the splinter group who decided to leave did so voluntarily. The splinter group, before deciding to join Seeable had already decided that Animate and Moslems [were] at the OTTOMH of all this trouble (5), and yet to this day (6), the men maintain that it was a woman who had done it. This unequivocally shows that women remain the scapegoats of history; that the universal she had somehow poisoned the well from which the would-be mighty ruler had drunk. In a world where women were of no account (3), Seeable is admonished for taking his relationship with his new wife, Ranking, seriously. Ranking, the only female in the story to be mentioned by name, is compared to a child, and, if taken advice from, would negate the legitimacy of Seibel?s rule. Even Rawnesss father tries to convince her that her feelings are simply a passing fancy, that women never know their own minds (4). This is problematic for it implies that women operate on a lower consciousness level than men, if any at all. She responds by asserting other women may not know their minds (5), showing strength of character and will, but is interrupted by her fathers impersonal hand, pointing towards a new husband for her. Ranking, however, decides to leave her new partner and join Seeable on his journey to new lands. Head gives Ranking a voice where there women are denied it, and creates a metaphoric landscape in which women might be able to make themselves heard and exercise control over their own lives (Sample 1992: 311). In my opinion, Ranking becomes the predicate upon which the intrepid women figures later in the collection are drawn from. Much later in their history, the tribe has relocated to the land of the Bandwagon, and the name Teetotal was all they were to retain of their identity as the people of the kingdom of Monoplane (Head 1992: 6). In the language spoken by the tribe of Monoplane, Teetotal meant, all right, you an go (6). The language of their tribe became an integral part of their identity as a community in their new land. The new tribe literally referred to themselves as a dismissal, the notion of the journey a congenital layer in their new make-up. The people have become transnational themselves, with a historical sense of continuity. They are at once still the people of Monoplane, as well as the new people of the Teetotal. The next story in the collection is Jacob: The Story of a Faith-Healing Priest. In this story the reader becomes very aware of Heads preoccupation with the elites of human nature, of a split between good and bad. This duality manifests itself in the landscape and in the characters and is a representation of the clash of values between encroaching modernism and traditional life. As Head says in The Collector of Treasures there were really only two kinds of men in society (87). Believe this refers literally to her pattern of juxtaposing good and bad men where here, Jacob is set up against Lebanon. Also believe that it may refer to a more universal tendency to refer to society as mankind, where people contain within themselves a fundamental split. In Jacob, Jacob is beautiful and simple and deeply sincere (25) and engages in a life of meagerness. He lives in a simple hut, provides spiritual counsel to the people, takes no donations and places his trust and faith into his children followers, associating him with innocence and child-like goodness. In stark contrast to this, Lebanon is a selfish, greedy man who exploits his followers, lives in a mansion and is believed to indulge in witchcraft, or black magic. This juxtaposition is represented in the landscape where each man lives on a different side of Mangle, Jacob on the sunrise side, and Lebanon on the unset side. Clear images of good and bad, light and dark are set up, and so the split in the town illustrates the split between characters both external and internal. It is the topographic and symbolic border of the text. This binary also characterizes the temporal border of the text; Jacobs passage from a man as Prophet Lebanon (21) into his final and biblical form of goodness. Jacob had owned a beer brewing business, had a beautiful but materialistic wife and two attractive daughters. One night he is robbed and left with only a few hundred rand, when he hears the voice of God, bidding him to do his DOD work. Jacob had heard this voice before, on the night of his parents death. His father was a German man and had married a Montanan woman, and here it is clear that Head inserts some of her ova,JNI ambiguity into Jacob, rendering the split in him as intrinsic. Heads water motif comes into play here again, and its dualities are evident. She spends a page and a half describing the lush landscape of the village, and makes it clear that for Head, Botswana was a place of restorative powers and healing possibilities. The village of Mangle received its yearly quota of twenty-two inches of rain List the rest of the country was smitten by drought (19). A river also borders Mangle, marking the village as a fountain of good fortune and spiritual well-being it is home to two prophets. Drought in Heads stories comes to represent a spiritual barrenness, but this will be discussed later. However, water is also what killed Jacobs parents their car skidded into the river during a heavy downpour. It is als o believed that Lebanon could even make rain (36), tainting the spirituality of Mangles supposed good fortune with the evil of Lebanons black magic. Though it may notation both good and bad properties, it could be argued that if it were not for the death of Jacobs parents, he may never have heard the voice of God, and therefore would not have been pushed into the spiritual journey that resulted in him becoming the good and faithful man he did. This temporal border, Jacobs spiritual journey into selflessness, is also represented by his transition between two kinds of women. His first wife is selfish, greedy and materialistic and leaves him when he invites her to join in Gods work with him. Johanna, his second wife, is a single mother with children and presents the important conventions of traditional life. Just as Ranking is the only woman mentioned by name, so too is Johanna. She is strong willed, driven, and recognized as a real woman (30). And so, on a basic level, Jacobs first wife represents a capitalist society, whilst Johanna represents a traditional one. These values clash and cannot live together inside Jacob, just as Jacob and Lebanon cannot both live in the village. Lebanon becomes a victim of his own villainy and is caught performing a ritual murder. He is sentenced to death and [p]people say the OLL of Lebanon returned from the grave To tell the people whom he awoke at night his fellow ritual murderers to desist from taking the lives of people because of the agony he was suffering now (36). This may serve as a warning against the consequences of a lifestyle of capitalist greed and selfish indulgence. In her characterization and landscape, Head sets up dualities and borders across which people must travel. Though there is minimal physical movement in the story (Jacob travels into Mangle, as do his followers from other villages, including Johanna), the journeys undertaken by the characters come spiritual ones. They are the quests to find meaning and happiness in a traditional society ravaged by exploited capitalist economic infrastructures. This is the search for a cultural identity that is pursued by reconstructing reality through modes Of knowing; a search projected onto the landscape Of the text as characters attempt to cross external and personal borders and thus become actively involved in shaping their own worlds. In Life, an ironic title as the story culminates in the protagonists death, the clash of values between modern and traditional lifestyles are explored, as ell as the gender specific roles and expectations assigned to women. The story opens up with a socio-historical account of the relationship between South Africa and Botswana the borders were first set up between the two countries in 1963 and forced all Botswana citizens back to their country of birth. Head goes on to summarize a heavy flow of foot-traffic between the two countries, as migrant labor was a booming industry. From the first page, Head turns her personal traditionalism into a literary vision to convey a powerful sense of the endless border crossings, of continuation and linkages twine people (Nixon 1996: 244). In the story, Life is one of these people. Having left her village of birth at ten years old, she returns from Johannesburg seventeen years later (Head 1 992: 37). She is therefore a dislocated woman, having lived in the village but having been formed as an individual in the big city. Hers is the story and history of the continent; of forced displacement and the struggle to remained identity. The landscape of this story is not so much a physical one; descriptions of the physical terrain (as in the previous two) hold less symbolic importance than o the landscape of personal spheres of existence and clashing centers. Upon her return to the village, Life is shown to her family yard in the center of the village. With her vitality, extravagance and penchant for a luxurious and free lifestyle, people flock to Lifes center like moths to a flame; %She is going to bring us a little light, the women said among themselves (38). Life picked up her old profession of prostitution and soon the din and riot of a Johannesburg township was duplicated A transistor radio blared the day long. Men and women reeled around drunk (40). Life conceptualizes her new laity through the reconstructive modes of familiarity; by transporting the center of Johannesburg (that which she knows) into the heart of the village she creates in herself and her surrounds a sense of belonging. Lifes identity and life is intimately linked to the preservation of this center of vitality. SEG, the wealthy cattleman, occupies another center of village life, one that represents a new kind of male in the colonial era. He is simultaneously emblematic of the cultural mores and values of traditional village life as well a willing and opportunistic recipient of all things brought to African life by alongside, and enforced by neo-colonialism. As Life acknowledges in him (after he walks into the same bar that she conducts her business of selling herself) ; [h]e was the nearest thing she had seen for a long time to the Johannesburg gangsters she had associated with He same power and control (41). With a silent command he orders Life to his end of the bar, she adheres, and so their spheres come into contact. Sample (1991) suggests that Lifes downfall was due to the fact that Life moved her center into Lessees sphere. I don think that this rings completely true. Lifes center of existence had always revolved around power, money and extravagance, and just like the gangsters she had associated with in Johannesburg Lessee represented these values He was invited into her sphere so that they might control the center together. Life did not have to go home with Lessee that night, but she did so voluntarily. And had Lessee not in fact been at the same time, two kinds of men both traditional and modern Lifes fate may have been different. Lifes movement from her end of the bar to Lessees that night (41 ) delineates the temporal and symbolic borders of the landscape in this story. It suggests the moving of people into different spheres of life (symbolic), as well as Lifes passage into destruction (temporal). When Lessee arrived that night, death walked quietly into the bar (41 ). Lifes center thus becomes one of male control and dominance; He took control of all the money. She had to ask him for it and state what it was to be used for. Then he didnt like the transistor radio blaring the whole day long (41 In Life we see the emergence of a new kind of woman as well, equally influenced by the economic and power opportunities brought about by modernity. The beer-brewing women are a prime example of this. Surrounded but not ruled by the village ethos of simplicity and domestic obedience, they refuse to subscribe to these ideologies; Boyfriends, yes. Husbands, uh, uh, no. Do this! Do that! We want to rule ourselves (39). They are able to differentiate between romantic relationships and self- empowerment, stating that [l]eve is love and money is money (40). For this reason, Life becomes their queen. Michael Faculty writes about space being linked to power, and one can see this in these brave women, who flex the boundaries Of traditional life and create for themselves a world in which they re in control. Life, for a brief time, lives by her husbands rules, but becomes bored by the banality and repetition of daily life. Her vivacious spirit cannot be quieted, and in an act of final rebellion, she coordinates the event that will ultimately result in her death. [A] wild anger was driving her to break out of a way of life that was like death to her (44), and so she makes an appointment with a man at six oclock, even though she knows her husband is at home. She knows the consequences of her action as Lessee warned her at the beginning of their marriage that [I]f oh [Life] go with those men again Ill [Lessee] kill you (43). It seems as though Life wants to be caught, as though she would rather be killed physically than slowly die the spiritual death of a village wife. Alerted to Lifes actions in the yard Of a neighbor, and true to his word, Lessee kills Life with a large knife that he used for slaughtering cattle (45). In this sentence alone the value of women as a commodity to be consumed or destroyed is highlighted. She is no better than a cow, one that might earlier have been the prize of his herd, but now must be destroyed and swallowed whole without a thought. Speaking to Lessees position as a new colonial male and the unfair gender balance is Lessees sentence. The judge was a white man, and therefore not involved in Tsarina custom and its debates (46), and reacted sympathetically to Lessee who remained calm and diplomatic during his trial. Undoubtedly the judge was able to identify with these characteristics, which must have marked Lessee as a man of a new era. Lessee received only five years imprisonment. Heads comment on the gender imbalance is elucidated when compared to Diesels situation in The Collector of Treasures; she received a life sentence for committing the same crime. Once again Heads tacit monomania for dualities and the split self becomes clear. Contrasts are drawn between Life and the other village women. Even the beer-brewers, who admire her, remain somewhat removed, as they hadnt fallen that low yet (40). These clashes of values can be seen in a light similar to the clash between Jacob and Lebanon. Just as the two men could not both live in the village, neither could Life nor Lessee. He is a man split by down the middle by traditional village predicates and the greed of modern life, while she is a fire that eventually burns herself out rather than be tamed. The space Head creates in the textual landscape of this narrative is one of contested places of power, belonging and identity. Life and Lessee want to, at the same time, inhabit their individual spheres as well as share one together. Fee compromises while Lessee does not. Although physically they share the same space, they have each ascribed to it a different notion of life, happiness and identity. Their centers fight for control, and, as commented by Lessees friend at the end of the story, rivers never cross here (46). If we take into account Heads motif of water as life and healing, then both Life and Lessee re their own rivers, determining the health and direction of their own lives. They can never meet and remain individual rivers, because the current of one will always be stronger than the other. Heads experience as a transnational, attempting to create an ideal life in new spaces is illuminated in this tale of migration and of crossed borders.

What Is An Argumentative Essay Sample?

What Is An Argumentative Essay Sample?A traditional education argumentative essay sample can be the difference between getting a full scholarship and having to beg for the same. There are other ways that scholarship money can be acquired, but how much does it really matter in the end? Does it really matter that your parents, whose financial circumstances have not changed, are writing a report about you so that you can be awarded a scholarship? Not really.What is interesting about this is that you will learn all the relevant information that you need. One of the greatest methods of acquiring money that doesn't come from money, and that actually can be used for future college expenses is to use an argumentative essay sample. It's the most straightforward, least time consuming way to gather necessary facts.By far the most important thing that you will learn is how to use such information for future college expenses. You will be forced to apply for scholarship money, in spite of your pas t situation, and you will have to obtain it all without the aid of your parents or even the use of a financial institution. No, what you really want is to get money without having to beg for it.When applying for scholarship money, one of the worst things that you can do is to state that you are broke. It sounds like a no-brainer, but if you fail to give it any thought, then you will have no chance at obtaining any money. So, what do you say to them?If you want, you can find a lot of information on how to write your own self-help books. Many websites offer articles on what to write in your books. These will not only teach you how to write, but what to include in your books. The result will be a lengthy write up that includes all the necessary facts that you have.Do you want to get good grades? How can you be assured that they will be consistently good? You need to know how to apply such knowledge to obtaining a good grade. If you want to develop your personality, then such an essay s ample is a must.However, if you are in high school, and you are worried about whether you will be able to fit it all in before your senior year begins, then the high school counselor may have some advice for you. They can give you some suggestions. One such suggestion is to write a very detailed argumentative essay sample.

100 Basic English Key Words for ESL Students

100 Basic English Key Words for ESL Students This list provides a starting point for a basic understanding and fluency in the English language. The list of 850 words that was developed by Charles K. Ogden, and released in 1930 with the book: Basic English: A General Introduction with Rules and Grammar. For more information about this list, you can visit Odgens Basic English page. This list is an excellent starting point for building up a vocabulary which allows you to converse fluently in English. While this list is helpful for a strong beginning, more advanced vocabulary building will help you quickly improve your English. ​These vocabulary books will further help you build your vocabulary, especially at advanced levels. Teachers can use this list as a starting point for developing an essential vocabulary to their lessons. Teachers can also use this list along with other ideas on how to teach vocabulary on this site. Basic Verbs, Prepositions, Articles, Pronouns, etc. 1. come2. get3. give4. go5. keep6. let7. make8. put9. seem10. take 11. be12. do13. have14. say15. see16. send17. may18. will19. about20. across 21. after22. against23. among24. at25. before26. between27. by28. down29. from30. in 31. off32. on33. over34. through35. to36. under37. up38. with39. as40. for 41. of42. till43. than44. a45. the46. all47. any48. every49. no50. other 51. some52. such53. that54. this55. i56. he57. you58. who59. and60. because 61. but62. or63. if64. though65. while66. how67. when68. where69. why70. again 71. ever72. far73. forward74. here75. near76. now77. out78. still79. then80. there 81. together82. well83. almost84. enough85. even86. little87. much88. not89. only90. quite 91. so92. very93. tomorrow94. yesterday95. north96. south97. east98. west99. please100. yes

How to Write a Report Without Stress - Successful Tips

How to Write a Report Without Stress - Successful Tips Sometimes students are required to make a report, and they may confuse this task with essay writing. Needless to say, the skills you need for writing wuch a  paper are good knowledge of grammar, the ability to analyze things and find the most important information fast. Writing a report or any other academic paper is a serious assignment, and you need a guide to fulfill this task successfully without stress. In our useful guide, you will find all the needed information about writing a report, what skills sub-sections you need, and how to create this paper without wasting your precious time. Do you need a guide to write a report? In our skills sub-sections guide, students can find all the needed tips on how to write a report without wasting nerves. Of course, if you haven't got all the skills sub-sections we recommend, it's better to ask professionals about writing your document. Our talented specialists have all the skills you need for successful writing. ORDER YOUR REPORT NOW The Skills You Need Guide: The Needed Skills Sub-Sections When you're writing a report, you need strong skills to complete the task perfectly. For students, it's not always clear how to write a good document. Usually, teachers require them to create something without telling how to write this paper and the skills you need to complete it successfully In our how to write a report guide, we're going to share the main skills sub-sections: 1. Managing your time This is not always so easy to manage your time while writing a report because you have to plan a lot of things like researching the subject, making an outline, editing the finished work, etc. How to write papers within a deadline? Time-management is important for students to fulfill their tasks in time. Most students get problems with planning their time while writing a report. We suggest reading our e-books about the skills you need to develop your time-management. 2. Researching When you want to improve your writing abilities, it's critical to learn how to research information before writing a report. It's impossible to create a good paper without reading a lot of information and structuring it well. You have to understand what sources are good to use in your paper, how to cite them properly, and how to analyze information to make your own opinion on the particular things. Our e-books on researching will be a must-have for students who want to make excellent documents! 3. Developing an idea Before you start thinking about how to write a document, it's important to develop the main idea. Spend some time thinking about the key points and the idea of the paper to create a thesis statement. Patience and clear thinking are the skills you need here. If you need a guide to develop an idea, feel free to search for it in our how to write papers blog. 4. Understanding your readers When students are writing any papers, they have to understand their future audience. This helps to create an interesting document for a particular group of people. Before you start to write, think who will read the paper, and what kind of things can make this group of people interested in reading and discussing it. If you need a guide to research your audience before writing, read our e-books about the skills you need, and learn how to write better and improve your abilities without stress! 5. Organizing your future report. It's important to follow the particular format when writing a report Most papers for students must include three main parts: an introduction,   main part, and a conclusion. Make sure you know the required format and read all the instructions on writing. Skills in organization the document help students to make successful manuscripts without problems. Keeping your work well-organized will prevent a lot of problems like repeating things, stress, and time-wasting. Organizing your document and keeping a good structure are the skills you need to finish your task perfectly. Don't hesitate to read our e-books on how to write and organize a report. 6. Clear writing and straight thoughts are the skills you need It's a very important point in our skills sub-sections because every paper should be created with a formal tone and proper grammar. When you need to support the argument or tell readers your own opinion, it's important to write clearly and straight. Include only the information on the subject. Learn to formulate thoughts straightforward without many words. Build simple and short sentences, it'll help readers to understand your document better. If you need a guide to create good manuscripts, our e-books on how to write academic papers will be quite useful. 7. Grammar rules Knowing grammar and punctuation rules are the skills you need to create marvelous texts. When students are writing a report, it's inappropriate to write with errors. We suggest checking the completed paper and correct all the mistakes. If you need a guide to revise documents for grammar mistakes, feel free to use various online programs and read our e-books with detailed instructions. Nobody wants to read articles with misprints and mistakes, so do your best to make papers look professional! Read more articles from our blog to learn how to write excellent texts. What to Do if You Don't Have the Skills You Need? Here are five great reasons why clients keep choosing our team for writing their manuscripts: Talented authors know how to write bright documents. They have all the skills you need for creating a professional paper on the highest level. Experienced editors can review completed texts for errors. They will give no chance to mistakes to appear in your writing. All the texts will be checked thoroughly for grammar and punctuation mistakes and plagiarism. Low prices attract customers' attention. Order papers without wasting money and get some rest without stress! We set reasonable prices and special discounts for customers. Years of experience. Thousands of happy clients trust our reliable company. We provide students with high-quality documents without errors. People select us because we do our best to create perfect manuscripts for your needs. Order papers fast. Fill the form and get a completed manuscript just in a few hours! The most popular question among students is "How to write a report if you don't have the skills you need?", and the answer is to choose our professional writing company! We know how to write various papers for students without stress. Our skilled professionals are glad to create successful documents for your needs in the shortest terms. ORDER A REPORT HERE

Korean diaspora communities in Britain and the United States process Essay

Korean diaspora communities in Britain and the United States process of community building and notion of homeland - Essay Example I intend to explore the differing patterns of immigration adaptation of Korean communities in the U.K. and the U.S., the process of community building and the degree of efforts exerted by these two comparable groups to either maintain or reject traditional customs, and their sense of identity attached to or detached from their homeland or the host country. Absolute majority of existing literature on Korean diaspora is concentrated on Koreans in the U.S. Study of Korean communities in Europe has received surprisingly little attention from academia, and scant volume of existing scholarly work clearly reflects such neglect. According to the statistics released by the Korean Ministry of Foreign Affairs and the Overseas Korean Foundation, the size of worldwide Korean Diaspora is 7,044,716 as of 2007. China, the U.S. and Japan are the top three recipient countries accounting for more than 80 percent of the total population of overseas Koreans. In Europe, excluding the former USSR countries , there are 111,276 ethnic Koreans and the U.K. is home to the largest Korean population in Europe with some 42,000 people. The fact that there is no existing literature on Korean immigrants in Europe provides a good justification for initiating this study. However, novelty alone is not a sufficient condition that justifies the significance of one study. Apart from the literature on Korean diaspora communities, there exists an ample volume of scholarly work comparing the U.K and the U.S. There is an obvious advantage of comparing these two countries as although imperfect, their shared Anglo-Saxon culture, and language can control many endogenous factors that can be problematic while comparing two completely different countries. My intention is not to dismiss the value of existing comparative examinations of Korean communities that have already been done, but to fill in the gap in existing literature by carrying out a research on the group that has not been covered by other researchers before, and uncovering subtle differences - rather than visible differences highlighted in the existing literature on Japan-U.S and China-U.S. comparisons, that exist between the two countries that share many similarities yet subtle differences. Such differences, although they are felt and detected, have not received scholarly attention and therefore ex ist only in forms of personal anecdotal speculations. The significance of this potential work should not be limited to the field of diaspora studies in parochial Korean context only. It will also make contribution to studies of ethnic minorities in the U.K. in the British context. Some of the empirical findings will be able to be expanded, generalized and have wider implications in the general diaspora discourse. That is, the ultimate aim of my study, and choosing Korean immigrant group, is a mere strategic choice made by a novice student coming from Korea, hoping for a smoother entry to the field of ethnicity and migration academia in her initial stage. My ambition for possible further research after the completion of doctoral dissertation will expand to other ethnic groups in different countries, and also different migrant groups recently burgeoning in Korea. Literature Review There exists no comprehensive study on Korean communities in the U.K. One book exists on a Korean community in Europe, that examines the Korean immigrants

Marketing Essay Example | Topics and Well Written Essays - 1750 words - 13

Marketing - Essay Example sly existed between countries of various parts of the world and has thereby paved the way for economic development through the process of creation of internal and domestic demand for products and services of international brand, quality, design and stature. It is of considerable importance to state that the need of economic development has led to the process of opening up of economies around the world. The emergence of new and developing economies around the globe has played a catalytic role in the process of increasing the level of competition in the marketplace. So quite naturally, this has led to the process of increasing the demand for standardised and high quality goods and services in regions all over the world. In an attempt to maintain a level of standardization, the services sector all over the world has focused on implementing various new tools and strategies that considerably helps in the process of developing a significant benchmark of service delivery and retaining of authentic quality. With the growth, penetration and continuous evolution of technology, the global services sector has broadened its extension to delivering services to clients who are located in various parts of the world. It is of significant importance to state that in an attempt to do so, the services sector has increasingly embedded the technology platform as a medium of delivery in their entire service delivery model. It can be said that the Hilton Garden Inn Hotel is part of the highly popular brand of hotel chain which is trademarked by the group Hilton Worldwide. The hotel offer hospitality sector based service offerings, which are found to be falling within the category of mid-range pricing. The hotel and its esteemed services are mostly targeted consumers all over the world, who essentially form the segment of business men and leisure travellers. Talking in a more detailed manner, it can be said that the Hilton Garden Inn Hotel is a part of the independently operating chain

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