Ireland Vital Records - How to Obtain Information

Government registration of births, marriages and deaths in Ireland began January 1, 1864. Registration of marriages for non-Roman Catholics began in 1845. Many of the early years of civil registration of births, marriages and deaths have been microfilmed by the Mormons and are available through Family History Centers worldwide. Check the Family History Library Catalog online for details on what is available. Address:Office of the Registrar-General of Births, Deaths and MarriagesGovernment OfficesConvent Road , RoscommonPhone: (011) (353) 1 6711000Fax: (011) 353(0) 90 6632999Â   Ireland Vital Records: The General Register Office of Ireland has records of birth, marriage, and death occurring in all of Ireland from 1864 to 31 December 1921 and records from the Republic of Ireland (excluding the six north-eastern counties of Derry, Antrim, Down, Armagh, Fermanagh and Tyrone known as Northern Ireland) from 1 January 1922 on. The GRO also has records of non-Catholic marriages in Ireland from 1845. Indices are arranged in alphabetical order by name, and include the registration district (also known as the Superintendent Registrars District), and the volume and page number in which the entry is recorded. Through 1877 indices were arranged alphabetically, by year. From 1878 onwards each year was divided into quarters, January-March, April-June, July-September and October-December. FamilySearch has the Ireland Civil Registration Indexes 1845-1958 available for free searching online. Enclose the correct fee in Euros (check, International Money Order, cash, or Irish Postal Order, drawn on an Irish bank) made payable to The Civil Registration Service (GRO). The GRO also accepts credit card orders (the best method for international orders). Records are available by applying in person at the General Register Office, any local Superintendent Registrars Office, by postal mail, by fax (GRO only), or online. Please call or check the Web site before ordering to verify current fees and other information. Web Site: General Register Office of Ireland Ireland Birth Records: Dates: From 1864 Cost of copy: â‚ ¬20.00 certificate Comments: Be sure to request a full certificate or a photocopy of the original birth record, both of which contain the date and place of birth, given name, sex, fathers name and occupation, mothers name, informant of birth, date of registration and the signature of the Registrar.Application for an Irish Birth Certificate * Birth information prior to 1864 may be available from parish baptismal records which are kept at the National Library, Kildare Street, Dublin, 2. Online:Ireland Births and Baptisms Index, 1620-1881 (selected)Irish Family History Foundation – Baptismal/Birth Records Irish Death Records: Dates: From 1864 Cost of copy: â‚ ¬20.00 certificate (plus postage) Comments: Be sure to request a full certificate or a photocopy of the original death record, both of which contain date and place of death, name of deceased, sex, age (sometimes approximate), occupation, cause of death, informant of death (not necessarily a relative), date of registration and Registrars name. Even today, Irish death records do not usually include a maiden name for married women or date of birth for the deceased.Application for an Irish Death Certificate Online:Ireland Deaths Index, 1864-1870 (selected)Irish Family History Foundation – Burial/Death Records Irish Marriage Records: Dates: From 1845 (Protestant marriages), from 1864 (Roman Catholic marriages) Cost of copy: â‚ ¬20.00 certificate (plus postage) Comments: Marriage records in the GRO are cross-listed under the surname of both the bride and groom. Be sure to request a full certificate or a photocopy of the original marriage record, which contains the date and place of marriage, names of bride and groom, age, marital status (spinster, bachelor, widow, widower), occupation, place of residence at time of marriage, name and occupation of father of bride and groom, witnesses to marriage and clergyman who performed the ceremony. After 1950, additional information provided on marriage records includes the dates of birth for the bride and groom, mothers names, and a future address.Application for an Irish Marriage Certificate * Marriage information prior to 1864 may be available from parish marriage registers which are kept at the National Library, Kildare Street, Dublin, 2. Online:Ireland Marriages Index, 1619-1898 (selected)Irish Family History Foundation – Marriage Records

Reflecting On The First Ideology Of Man With A Very...

Reflecting on Life One of the most influential characters known to man, was the one who started our very existence. This prominent character accomplished the first ideology of man with a very innovative style. This recorded aspect is very important because it shows us how Adam relates to the people and God as well. Reflecting back on Adam’s actions, provides us with a clear example of how we should relate to both God and others. Jeremiah 29:11 states, â€Å"For I know the plans I have for you, declares the Lord, plans for welfare and not for evil, to give you a future and a hope†. As I’m called to reflect God’s nature to an extent, this verse is something I like to keep in mind. To fully do what God has called me to do, it is reassuring to†¦show more content†¦I see this verse weaving in and out my life with friends, family, and even peers. I have learned that I have to first show Christ is within me, or face the ideology of James 2:14-26, that is â€Å"faith wit hout works is dead.† I would rather die knowing I was a man of true faith, than die a man hidden in darkness. This is something I constantly relate to the story of Genesis. There is something that is stressed throughout Adam’s story in Genesis about how he rules over creation. Ruling may sound like a simple task but in reality it is the most dangerous, due to the nature of consequences that come along with it. â€Å"Everyone to whom much was given, of him much will be required, and from him to whom they entrusted much, they will demand the more† (Luke 12:48). Ironically my name is Adam, so I feel this great sense of relation to the character of Adam, and his actions. Through observing a few of his mistakes, I can see so many similarities’ that happened through human nature. Ruling has become more dominant in my life, seeing how I have great aspirations of becoming a coach, a mentor, and a leader within my church. Throughout my life I have already experienced coaching in gymnastics, and prepping young men to not only learn, but excel in such a manner that can carry over into the generations to come. With this in mind I wish to rule properly in God’s reflection, exploiting the truths that we can learn through the Bible. God gave us this great gift of creation, so we should use it

Human Growth and Development Free-Sample for Students-Myassignment

Questions: 1.Describe the Relationships between the Main Characters.2.Consider and Discuss age related issues.3.Erik Ericksons Psychosocial Stages of Development, and relates it to the film by giving at least 4 details Specific example from the film.4.List and explain Specific issues that affect the Developmental Miles Stones of childhood, adolescence, adulthood and late adulthood as watched in the film.5.Jean Piaget Cognitive Developmental Stages and relates it to the film by giving at least 4 details Specific example from the film.6.How could you as a Nurse Support the Main Characters?7.You must be able to identify how the film relates to the concepts of Human Growth Developement?8.Describe how these Developmental Stages are demonstrated in the film. Answers: Summary of the plot Human kindness is the main theme of this movie. Typical example of this is the provision of shelter to a teenage refugee, Michael Oher, by two brothers, Leigh Anne Tuohy and Sean Tuohy. The disturbed childhood of Michael generates his identity crisis. The major drive behind this is a disturbed childhood, which is reflected from the uncertainty regarding his father and drug addition of the mother (Hancock Lewis, 2009). The new home, that Michael gets, acts as his escape from the polluted upbringing. Limited education contradicts the new avenues that are opened before him as Leigh Anne becomes his caretaker. Not only this, she plays an important role in exposing his talents in football. Newness in the life of Michael, in the form of abode, teacher, friends, contradicts the stale and suffocative existence. 1.Relationship between the main characters This movie mainly comprises of three characters, one brother sister pair, a refugee. The bondage between the brother and the sister acts as a subplot for the movie, The Blind Side. This bondage adversely affected the predicament of the rest of the characters. Along with this, the movie also comprises of the parents of the refugee, who do not have any fixed identity. This is owing to the uncertainty of the father and addition to drugs by mother, who hardly remains in her own senses (Hancock Lewis, 2009). This uncertainty negates the biological relation of parents and children, which nullifies the natural development of individuals. Countering this, speculation of the relationship between the refugee and the sister, it attains a mother-son relationship as she takes care of his needs, demands and requirements. Speculation of the relationship that Michael develops with the teachers can be equated with the mother-son relationship. Owing to the drug addiction of his mother, Michael does not receive proper care, nourishment and upbringing, which he finds in Leigh Anne and his teachers (Hancock Lewis, 2009). Countering this, uncertainty about Michaels father makes the familial relationships incomplete. 2.Age related issues in the film The film witnesses the interaction between characters of different age groups. This is applicable for SJ Collins and the brother sister pair, Leign Anne Tuohy and Sean Tuohy. They act as parents to children, who go to school along with Michael. This situation can be considered as Michaels rebirth, as he interacts with the other children of the school (Hancock Lewis, 2009). 3.Comparison between Eriksons psychosocial development and the film The film bears correlation with Eriksons stages of development, which provides separate experience to the individuals from infancy to adulthood. The following is an example of the correlation. Humans, with the advancement of their ages, feel specific issues. As an example, in the period of infancy the babies require the mothers for the fulfillment of their needs. Here, trust is developed in terms of the care provided by the mother and mistrust is developed regarding the safety and security of the surroundings in which the care and nourishment is provided (Newman Newman, 2014). Therefore, trust and mistrust are the two main attributes of the first stage of infancy as proposed by Erikson. Speculation of Michaels predicament makes it difficult to calculate his age. This plight of Michael attaches an interrogative tone over his upbringing (Hancock Lewis, 2009). As a matter of specification, his mothers drug addiction contradicts the true aspect of motherly love, care and attention, which negates the significance of the first stage. With the gradual advent of maturity, competence versus inferiority grips the developing child. Due to the societal interaction, the child becomes aware of its capabilities. According to the film depictions, Michael, in his developing stage identifies his passion for football. This is due to the inner speculation of self-capabilities as a result of mocking by the other students. As the individuals progress towards maturity, doubts regarding their identity grips their existence. Within this, evaluation of the exposed performance intensifies the doubt upon the inability to get a proper answer (Cheung, 2013). In view of this, identity crisis is the main attribute of the third stage of development as proposed by Erikson. This proves inappropriate in case of Michael, as due to his talents, he secures fame amidst the whites. Here, the word blind in the name of the movie progresses towards brightness. From the time, Michael gets a secured home, succeeds in his mission, his age attains maturity. In view of this maturity, his development attains a different shade, which is entirely different from the usual conventions of the developmental aspect (Ateah, Cavanaugh Kail, 2009). This maturity contradicts the threat that this world lacks safety and security of the humans. Michaels physical appearance is one of the major issues, which compels him to encounter negative ou tcomes everywhere. Independence takes the dependence in the adolescence. Herein, lays the initiation of self-performance of the tasks by Michael under the guidance of Leigh Anne and his teachers. In this phase, there are high tendencies of deviating from the good values, which reflects the misutilization of the attained independence. This develops shame among the individuals such as Michael, which questions the decisions taken for the attainment of personal development (Cherry, 2012). The subsequent stage acts as an address for the previous stage. The initiatives taken for the achievement of resolutions brings the deviated persons, like Michael back to their journey of life. With the attainment of maturity, people like Michael come face to face with their neighbors, which highlight the forgotten issue of identity crisis. This generates the feeling of isolation, which aggravates the quest for a secure shelter (Forbes, 2012). The example of this is the encounter with the Leigh Anne and Sean, who reshape Michaels life into a worthy one. 4.Specific issues that affect the psychological stages The main issue in the film is the lack of proper upbringing, which questions the individuality of Michael. This nullifies the cycle of the Eriksons psychological developmental stages of infancy and adolescence. Moreover, it overpowers mistrust upon trust in terms of the care provided to the children. However, the period of later adolescence requires proper guidance from the parents, as deviation at this stage proves crucial in terms of the development (Cherry, 2012). This is lacking in case of Michael, due to the tragic plight of his parents. In the adolescent stage, children require a helping hand for pursuing their passions. This is true for Michael, as he finds a mother figure in Leigh Anne and the teachers, who provide him with the much needed care, love and attention. The coach can be considered as a father figure. This adds color to his fading familial relationships. In view of this type of upbringing, Michaels adulthood is full of colors, where he relives his dreams and attain s success (Hancock Lewis, 2009). However, the broad-mindedness of Leigh Anne and Sean aligns with the giant figure of Michael. In view of the broad-mindedness the abnormality of Michael takes a backseat. 5.Application of Jean Piagets Developmental stages in the film According to Piaget, There are four stages of development, such as, sensorimotor, preoperational, concrete operational stage and formal operational stage. These stages bear resemblance with the depiction of scenes in the film. In the infant stage, the sensory motor nerves regulate the actions. The action of these nerves compels persons like Michael to use imagination to attain a grasp over the place called world, where mistrust is the main aspect in terms of the societal existence (Jones, Jones Campo, 2013). Concrete operational stage supports individuals like Michael to adjust within the land of the whites. This adoption provides concrete idea to Michael regarding his capabilities. This brings newness into Michaels life. Within this imaginative application, the infants achieve a gradual grasp over the worldly issues, which contradict the plight of Michael. This is owing to the lack of proper upbringing. Receiving a secured and safe shelter enriches the rationality of Michael, which helps him to cope up with the harsh reality of his identity crisis and deal with it (Piaget, Inhelder Piaget, 2013). Michaels approach towards the newfound shelter, and his life events, project all the stages of development proposed by Piaget. 6.Perspective of a nurse to the highlighted issues of the film Being a nurse, my primary responsibility would be to provide an escape to Micheal from his disturbed childhood. This can be done by applying therapies and communications. These processes possess enough flexibility to provide a sound development, which adds flexibility and firmness in the existence of people like Michael (Newman Newman, 2014). Their development and success adds value to my role as a healthcare professional in terms of providing quality care and support to the patient and ensuring their security and wellbeing. 7.Concept of human growth and development in the film Absence of proper care, nourishment by the parents contradicts the true essence of growth and development for Michael. This disqualifies him as an individual, which questions the tag of human. However, these aspects attain a positive shade as Michael receives a safe and secure shelter in the home of Leigh Anne Touhy and Sean Touhy (Hancock Lewis, 2009). Along with this, he finds a mother and a father in the characteristics of Leigh Anne and his teachers respectively. In view of his altercation, the proposed heading seems appropriate. The chapter and scenes of the movie bears resemblance with the stages of development, which is psychological as well as cognitive. With the advancement of the film, both the types of development go side by side. Interacting with the people in the surrounding brings Michael face to face with his disturbed childhood (Ateah, Cavanaugh Kail, 2009). However, pursuing his passion overpowers the cognitive development on the psychological development. Success in football helps Micheal to move ahead in life. 8.Critical reflection on the depiction of the film The depiction of the film is absolutely perfect. In an age of selfishness, people hardly show kindness to people, who are homeless and have a disturbed childhood. In this perspective, the film is an address to this social issue. The provision of safe and secure shelter to Michael by complete unknown strangers is an act of kindness, which is slowly and gradually becoming obsolete (Hancock Lewis, 2009). Along with this, the film attains a different shade in terms of personal development, which qualifies the film as recommendable to the psychologically entrapped persons. Watching the film would act as an escape from the psychological disturbances and beautify their existence, adding firmness to their individuality. References Ateah, C. A., Cavanaugh, J. C., Kail, R. V. (2009).Human development: A life-span view. Nelson Education. Cherry, K. (2012). Erikson's theory of psychosocial development psychosocial development in infancy and early childhood.The New York Times Company. https://psychology. about. com/od/psychosocialtheories/a/psychosocial. htm [26 May 2012].[Links]. Cheung, Y. B. (2013).Statistical analysis of human growth and development. CRC Press. Forbes, G. B. (2012).Human body composition: growth, aging, nutrition, and activity. Springer Science Business Media. Hancock, J.L. Lewis M. (2009). The Blind Side. USA. Retrieved from https://www.dailymotion.com/video/x2igvxe Jones, K. L., Jones, M. C., Del Campo, M. (2013).Smith's recognizable patterns of human malformation. Elsevier Health Sciences. Newman, B. M., Newman, P. R. (2014).Development through life: A psychosocial approach. Cengage Learning. Piaget, J., Inhelder, B., Piaget, J. (2013).The growth of logical thinking from childhood to adolescence: An essay on the construction of formal operational structures(Vol. 84). Routledge.

Regency Grand Hotel Essay Example

Regency Grand Hotel Paper Introduction to the Regency Grand Hotel: Introduction to the Regency Grand Hotel The Hotel is among the five star hotels in Bangkok, established by local investors. The ownership of the hotel was later transferred to the American Hotel Chain. John Becker a man with a good history in organizational management became the General Manager. Becker introduced an empowerment strategy as an aspect that would increase employee motivation and satisfaction. The practice reduced the bureaucratic governance that was embedded in the past management. The employees were now able to get involved in decision making, creativity, and innovation. Interaction with top management was also encouraged. Beckers policy however did not improve the performance of the organization, he spent a great deal of time solving employee problems, there was an increase in the number of complaints by customers and an increase in mistakes made by the employees. The performance of the organization therefore deteriorated. Symptoms Causes of Deterioration of Performance: Symptoms Causes of Deterioration of Performance Cultural factors Communication factors Staff performance: personality and organizational fit Job design and role ambiguity Espoused and enacted values Power hierarchy decision making process Stress, absenteeism, high staff turnover and job satisfaction Major issues in the case: Major issues in the case Organizational change inadequately managed. The differences in the newly merged workforce with dissimilar profiles had not been addressed. We will write a custom essay sample on Regency Grand Hotel specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Regency Grand Hotel specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Regency Grand Hotel specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Following this, Becker did not employ a communication strategy that supported the dissimilarity between management and employees and their different cultures. The unclear decision making process and power hierarchy. Lack of proper analysis of the chances of success of the strategy of empowerment. Lack of proper coordination within the management team, when trying to implement the empowerment strategy. The Hotel also faced the challenge of social emotional conflicts among employees. Contingencies of power such as source of power were not clearly outlined. These issues resulted in high levels of stress, absenteeism and turnover. Communication and Culture: Communication and Culture Prior to the take over, The Regency Grand was Thai owned and operated. While weighed down by the internal processes the census was one of understanding and fitted in within the cultural bounds. The American conglomerate conducted little research into the culture as reflected by Becker’s appointment and utilization of predetermined strategies ill-suited to an already successful business. English is becoming the common business language in Thailand (Chakorn, 2006). Verbal and written communication differs greatly between the two cultures, amplifying the need for Active listening. Implementation of organizational change: Implementation of organizational change in times of change within an organization, it is essential for the management team to ensure that employees are actively involved in the process of change. Becker introduced his new policy to the directors of the organization. He however, found himself all alone trying to implement the empowerment practice. Involving employees in the decision making initiatives is crucial. The purpose of this is to make them feel part of the organization (Lynn, 2008). The empowerment criteria employed by Becker enabled assimilation of employees in the decision making process. Their contributions were however, not profitable to the organization. Involve staff in change Involve staff in decision making Ensure staff feel included in organization More successful organizational change Organizational Culture and Change : Organizational Culture and Change Organizational culture exists where a set of cognitions is widely shared by members of a social unit and comprised of fundamental assumptions, values, behavioral norms and expectations, and larger patterns of behavior (O’Reilly, Chatman Caldwell, 1991). Employees at the Regent had an organizational affiliation to the Hotel, adding to the organizational culture. O’Reilly, Chatman and Caldwell (1991) indicate that individuals will choose roles, occupations and organizations based on congruency with their own values. Organizations tend to recruit individuals who are likely to share their values. When Becker implemented changes in job roles and organizational structure, without maintaining a congruency in values, this may have lead to changes in the organizational culture. Person-culture fit will increase commitment, satisfaction and performance. To ensure this is implemented, it may be necessary to adjust aspects such as hire new staff with similar values, or help existing staff to see congruency between their values and those of the organization. Personality : Personality â€Å"Cultures shape the expression of traits but not their levels† (Hofstede McCrae, 2004, 74). Personality traits have been found to have a significant role in influencing job choices and work values (Berings, Dufruyt Bouwen, 2004) Therefore, these traits should be taken into account, both when hiring employees and when designing and redesigning job roles. Big Five Personality Traits: Big Five Personality Traits Through research, five primary personality traits have been found to account for personality variations in society (Robbins, Bergman, Stagg Coulter, 2006). These traits are: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. Teng (2008) indicates that Schneider and Bowen (1985) found that personality traits of service employees can predict service quality. By hiring employees with personality traits in mind during the selection process, organizations are better able to create a suitable job-personality fit, and therefore improve profitability. Personality Trait requirement comparison (Adapted from Robbins et al, 2006) : Personality Trait requirement comparison (Adapted from Robbins et al, 2006) Personality Trait requirement comparison – cont. : Personality Trait requirement comparison – cont. Working effectively with personality traits: : Working effectively with personality traits: Although personality traits are intrinsic, it is possible to assist employees to display desirable behaviour in a range of circumstances through effective training techniques and skill building. Individual variations in preferences for different organizational cultures are associated with interpretable differences in personality characteristics (O’Reilly et al, 1991). The redesign of roles, responsibilities and reward systems to encourage desirable outcomes will increase congruency between individuals’ self-perception and person-organizational-fit, thereby improving the high staff-turnover situation as well as job satisfaction. Unclear power hierarchy : Unclear power hierarchy Another major issue encountered at the Regency Grand Hotel which affected the organizational culture was the problem of unclear power hierarchies which lead to staff not understanding their role clearly in the decision making process. Employees were given empowerment but this proved to be problematic as staffs were unable to discern between what constituted a major or minor problem. Staff found that in many cases when they did make a decision it was later overturned by supervisors. One part of the process of empowerment is impact. â€Å"Empowered employees view themselves as active participants in the organization; that is, their decisions and actions have an influence on the company’s success† (Mc Shane, 2008, p. 185). Becker introduced empowerment but this part of the process was distorted as the employees felt that their decisions were not valued and often overturned. Additionally, Becker stated he would not tolerate the same mistake twice. Staff now found it easier to revert back to their old ways of passing all problems over to their supervisors. This was directly counteractive to the plan of â€Å"allocating more decision-making authority to front line employees† (McShane, 2008, p. 192). This further reduced the effect of empowerment. Job Design and Role Ambiguity: Job Design and Role Ambiguity Employees were uncertain of the types of issues that were to be considered â€Å"Minor† and â€Å"Major†. Without clarification, they continued to refer problems to management. Jobs that have ambiguous demands, jobs that have too many demands, and jobs that do not allow the employee to participate in work related decisions are likely to hinder attempts at successful performance, thereby frustrating higher order needs† (Beehr, Walsh Taber, 1976, 42). This frustration results in reduced effort and motivation. They go further to state that â€Å"Effort toward quality is related to role ambiguity in that concern with the quality of one’s work is not maintained if it is unclear what constitutes task success†(Beehr et al, 1974, 46). Supervisors were unsure and reversed employee decisions to refer them on to higher levels of management. Role Conflict: The front-line staff were expected to experiment and be creative in dealing with situations at work, but were only allowed to make a mistake once. This resulted in reduced learning capacity as employees began behaving defensively in order to avoid reprimands for errors. Reduced Job Satisfaction: Increase in customer complaints, increase in absenteeism and employee turnover. Intra-organisational relationships suffered as trust was lost and fear reigned. Poor reviews due to declining levels of customer service. Role ambiguity: Role ambiguity Role ambiguity was another issue for the Hotel. â€Å"Role ambiguity can be defined as a lack of information needed to perform the role (Pearce, 1981; Cooper et al. , 2001). This issue can lead to many problems. â€Å"Employees who experience role ambiguity tend to perform at lower levels than employees who have a clear understanding of job requirements and what is expected of them. Likewise, role ambiguity is reflected in employees uncertainty concerning appropriate actions in commonly occurring job situations. It explicitly results when employees are not clear concerning the amount of authority they have and when they do not know others job performance expectations† (Boles Babin, 1996, as cited in Ussahawanitchakit, 2008). What is my role? What are my responsibilities? What are my functions? Who is my supervisor? What are the delineations of my role? Where is the information I need? Where is the information I need? Do I have the power/control to do this? Role ambiguity: Role ambiguity According to role theory, role ambiguity will result in coping behaviors by the uncomfortable employees in organizations that may attempt to solve the problems by avoiding stress, or to use defense mechanisms for changing the real situation. Therefore, ambiguity will allow an employee to be dissatisfied with his role in the organization, change reality and reduce his performance (Rizzo et al. , 1970). It can be seen in the case of the Regency Grand Hotel that due to the lack of clarification of the role each employee played within the organization stress resulted. This stress lead to an increase in staff moving toward the defensive tactic of pointing the finger at other employees therefore disowning any problems they may have encountered themselves. Recommendations for defining roles and reducing ambiguity: Recommendations for defining roles and reducing ambiguity The remedy for the situations that have evolved within the hotel is to clearly define each person’s role and make them aware of the importance their part plays in the overall operation of the hotel. Ensure employees are aware of their responsibilities. Additionally to define what is a major and minor problem and make it clear to members of staff who has the power to make decisions at each level, would also be of great assistance. For example if a problem arises at the front counter with a customer which would incur a minimal cost to the organization this could be handled by reception staff with little impact on the supervisor and within a much faster time frame causing less inconvenience to already disgruntled customers. This could be achieved by removal of the ‘same mistake twice rule’ that Becker introduced. In this way employees would truly feel empowered to make decisions that would have an impact on the organization thereby feeling that they were an important part in the hierarchy that exists in the hotel. Address Managerial / Supervisory level employees’ concerns at losing power. Reward them for encouragement and development of front-line team results. Job Satisfaction Aspect: Job Satisfaction Aspect Job satisfaction is essential for the work. Steven Travaglione (2007) note that happy workers are generally more productive. The initial management run by the Thai investors provided attractive employment packages e. . high salaries and bonuses. The performance was however, not impressive. The empowerment practice introduced by Becker reduced the bureaucratic governance. Employees were now able to interact freely with the top management. Becker interacted with employee and solved their problems. Nevertheless, there was an increase in the number of complaints and mistakes made by employees. Job Satisfaction Recommendations: Job Satisfaction Recommendations An audit process should be implemented to ensure change in strategy is adopted effectively. Open communication and feedback is required to ensure management is aware of the situations and any recurring issues that may require further investigation. Employees will respond well to feedback on their actions, this will assist with the learning process. Employ a risk manager, they do one on one coaching/counseling with employees to help with their concerns and be a impartial person to talk to when frustration arise and learn coping skills for the working at the hotel, this would have been great for when they did the changing of owners for a easy transition. Recommendations: Recommendations As front-line employees have not had power to make decisions in challenging situations in the past, it may be necessary to implement training sessions to improve skills when dealing with these situations, for example, conflict resolution courses, customer service training. An audit process should be implemented to ensure change in strategy is adopted effectively. Reward employees for correct/suitable actions – note rewards may be as simple as verbal encouragement or â€Å"Employee of the Month† titles. Open communication and feedback is required to ensure management is aware of the situations and any recurring issues that may require further investigation. Employees will respond well to feedback on their actions, this will assist with the learning process. Motivation: Motivation is a fundamental aspect of improving the quality of performance of the work force. The Regency Hotel management aimed at developing motivation among employees. However the employees were not motivated. Increased frustration, stress, job dissatisfaction and high turnover were some of the factors that demoralized employees. Encouraging innovativeness and reativity among employees is an essential component of a successful organisation. The free environment provided by the organisation was not effectively utilized by the employees. The performance of the organisation depreciated as a result. Motivated staff Improved performance of organisation Motivation Recommendations : Motivation Recommendations As mentioned earlier, reward employees for correct/ suitable actions – note rewards may be as simple as verbal encouragement or â€Å"Employee of the Month† titles. Team Building events, going on vacations with other employees to train up with other employees from the other hotels in the chain. Whenever the emphasis is on positive feedback it is a good idea to provide feedback in both public and private settings. When employees are recognised and encouraged in public, it acts as a natural stimulant for others who are close enough to see or hear whats taking place. Monthly training to empower and motivate the employees and sub management to have more skills and coping strategies in stressful/pressure situations. There is never an end to training, employees can also better themselves and that betters the organisation as a whole. Stress management seminar’s, motivation seminar’s, new skills seminar’s as they say knowledge is power and the more knowledge their employees have will create more motivation and improvement in their work and the hotel efficiently. Team building : Team building Team building enhances the capacity for an organisation to perform tasks faster and effectively (Steven Travaglione, 2007). Through empowerment employees were supposed to be more united. Employees were instead more divided and constantly in conflict. The empowerment policy was basically enacted for the purpose of improving the organisations performance. Complaints from customers were frequent The deterioration in service provision captured media attention. Team Building Recommendations : Team Building Recommendations Communication Exercise: This type of team building exercise is exactly what it sounds like. Communications exercises are problem solving activities that are geared towards improving communication skills. The issues teams encounter in these exercises are solved by communicating effectively with each other. †¢ Goal: Create an activity which highlights the importance of good communication in team performance and/or potential problems with communication. Problem Solving/Decision making exercises focus specifically on groups working together to solve difficult problems or make complex decisions. These exercises are some of the most common as they appear to have the most direct link to what employers want their teams to be able to do. †¢ Goal: Give team a problem in which the solution is not easily apparent or requires the team to come up with a creative solution Planning/Adaptability Exercise: These exercises focus on aspects of planning and being adaptable to change. These are important things for teams to be able to do when they are assigned complex tasks or decisions. Goal: Show the importance of planning before implementing a solution Trust Exercise: A trust exercise involves engaging team members in a way that will induce trust between them. They are sometimes difficult exercises to implement as there are varying degrees of trust between individuals and varying degrees of individual comfort trusting others in general. †¢ Goal: Create trust between team members Stress and case relationship : Stress and case relationship All of the factors identified in the Regency Grand Hotel case contribute to the high levels of stress, and resulting symptoms of stress: absenteeism and high turnover. Research supports the findings above by citing that open upward and downward communication; supporting creative organisational cultures by encouraging new ideas and mistakes that naturally ensue; clear and constant feedback (Baptiste, 2009); structured job design and work organisation; and well managed organisational change (Redfern, Rees Rowlands, 2008) are all elements that help reduce the levels of stress felt by employees within an organisation. According to Redfern et al. , (2008, p. 288) negative stress occurs ‘when the pressure placed upon an individual exceeds the perceived capacity of that individual to cope’. They offer a definition of stress by describing it in the following way: ‘stress releases powerful neurochemicals and hormones that prepare us for action to flight or flee† (Redfern et al, 2008, p. 288). Results from recent studies highlight some of the possible reactions of negative stress within organisational settings: ‘stress related problems among workers contribute to dysfunctional organisational consequences such as decreased organisational commitment, increased absenteeism, and high turnover’ (Chiu, Chien, Lin and Hsaio, 2005, p. 839). These reactions have been strongly experienced as symptomatic of issues at the Hotel. Visual depiction of case stressors and results in staff : Visual depiction of case stressors and results in staff New management Organisational change Unclear decision making hierarchy Communication problems Espoused versus enacted values – issues with creative organisational culture Lack of feedback Cultural clash between management and employees Issues with job design Stressors Release of powerful neurochemicals and hormones Possible outcomes Reaction Fight Flight Recommendations for introduction into the Regency Grand Hotel : Recommendations for introduction into the Regency Grand Hotel Physical activities such as exercises like jogging, aerobics, walking, and circuit classes can be implemented as lunchtime sessions which not only benefit employees by reducing stress levels and stress related illnesses but also work towards strengthening the social and team aspects of work. Research shows that the regular undertaking of such activities in an organisational setting has many positive effects on resilience to stress. For example physical well being is improved, as is mental alertness, decision making abilities and job performance. Relaxation technique classes also introduced to the Hotel staff would, assist with coping with mental and physical manifestations of stress. Classes that teach employees deep breathing skills, meditation, and yoga echoes the benefits of exercise with additional advantages such as restoring energy and vitality (Treven and Protocan, 2005). Recommendations for introduction into the Regency Grand Hotel : Recommendations for introduction into the Regency Grand Hotel Much research has been undertaken on how learning and development programs within the workplace can add to employees resilience to stress (Redfern et al. , 2008). Programs such as: Lifestyle programs which educate employees on the advantages of balanced diets and a regular exercise regime Time management kills within a job role to ensure that goals are met with minimal stress (Shuttleworth, 2004) Specific training for managers to ensure they have the skills to control their own stress levels as well as track those of their employees – this particular training will have the added advantage of buy in from the management perspective to develop an appropriate culture at the Regency Grand Hotel as well ensuring that the managers act as role models for their employees (Shuttleworth, 2004) In addition to the exercise, relaxation techniques and learning and dev elopment solutions, it is recommended that Employee Assistance Programs be introduced to the Hotel, this program offers employees a service whereby challenging situations can be discussed with counsellors and psychologists who can provide tools that will embed coping mechanisms (Trevern and Protocan, 2005). Recommendations for introduction into the Regency Grand Hotel : Recommendations for introduction into the Regency Grand Hotel In addition to the exercise, relaxation techniques and learning and development solutions, it is recommended that Employee Assistance Programs be introduced to the Hotel, this program offers employees a service whereby challenging situations can be discussed with counsellors and psychologists who can provide tools that will embed coping mechanisms (Trevern and Protocan, 2005). Recommended stress reducing strategies Physical activities Relaxation techniques Learning and development solutions Employee assistance program Conclusion : Conclusion The majority of problems experienced during the acquisition of the Regency Hotel may have been avoided or at least reduced dramatically through effective communication strategies, incorporating a comprehensive feedback loop to ensure understanding of changes and new requirements on an organisational level as well as individual level for all employees. Cultural, personal and organisational aspects should be taken into account; and changes to job design and job roles should be made clear to ensure successful adoption of the new system. At this stage, the Regency hotel is in a state of flux, with reduction in staff retention, profit and reputation. Effective change management strategies as outlined in this presentation should now be introduced to assist the employees to build a new Organisational Culture and incorporate the Empowerment strategy. Regency Grand Hotel Essay Example Regency Grand Hotel Essay The following case study illuminates the dilemma of the employees undergoing the management changeover following its acquisition by an international group. In the earlier set-up, the employees were expected to follow the orders of their managers without questioning them. Initiatives to solve problems at personal level were discouraged and it led to lack of innovation and risk-averse behavior. Eventually, the hotel staff got accustomed to the style of management over the past fifteen years, and it made the work go smoothly with minimal number of conflicts. However, the recent sale of the hotel to a new American group introduced an altogether new style of administration to the employees. The management style of the new GM was entirely opposite to what the staff was familiar to, and it caused problems bringing the hotels performance and reputation down the drain. Problems The problem of the Regency Grand Hotel entails a number of factors in its failure to meet expectations of its new management, though the challenges did not exist previously. As it is observed that there are some significant challenges in managing the workplace In changing business environment. We will write a custom essay sample on Regency Grand Hotel specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Regency Grand Hotel specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Regency Grand Hotel specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The workplace environment becomes more complex In which the complexity of Interactions, relationships and processes often makes difficult to understand. In the organization, managers are required to be effective In organizing, decisive, and malting good relationship with employees. In this report, the practice of empowerment is analyzed as the new management endorses ten capacity AT employees to make sconces Ana echelons Into actions. However, there are situations where employees feel uncomfortable with the change in management. Mostly, people do not accept and understand the benefits in changing the management. Organization needs to consider the internal and external factors in implementing a new strategic management. It is important to develop strategy to help employees learning about the change. Managers are also required to develop good communication within its employees since people may come from different cultural background, skills, age, and gender. These differences will create barriers in communication based on different values and perceptions. The effective management of workplace in organization requires an understanding of leadership and motivation in managing the workplace on performing the Job and being motivated to do so. Empowerment is a concept which is commonly used in management in various organizations. Employee empowerment have benefited many organizations through careful and comprehensive way of dealing with employees and carrying out empowerment process subtly and friendly and thus creating perception, memory and emotions in order to make the employees feel as if they are part of the process, not Just as they have been tossed about. As far as emotions go, it is rightly said that emotion is associated with mood, temperament, personality and disposition, and motivation. There is no practical way of getting things done other Han this. 1. Contingency Theory Fiddlers contingency theory emphasizes that the leadership effectiveness depends on both the leaders personality and the situation in which that leader operates (Fiddler 1967). This theory implies that the most effective style of leadership will vary depends on whether the persons natural leadership style is appropriately matched to the situation (Mischance, Lockable Traveling 2010 up. 67). For example, in highly routine environment where the tasks are usually repetitive, a directive leadership style may result best by giving instruction and order to specific tasks. On the other hand, in flexible environment where Job is highly structured or fairly unstructured and employees are required to be flexible with any situations occurred, participative leadership style is required (Bolder, Gosling, Monaural Dennis 2003). The theory assumes that different situations call for different characteristics, therefore no single optimal cryptographic profile of a leader exists. The relationship between leadership style and effectiveness suggested that under condition a, style x would be appropriate, while style y would be suitable for condition b, and style z for condition c. Some of the major mistakes of John Becker were that he Just copied his previous successful management style but ignored that the situation definitely had changed. Management is a complex process, and not all the theories or leadership styles can be suitable for all situations. 2. Leadership Styles Theory of Leadership is influencing, motivating and enabling others to contribute toward the effectiveness and success of the organizations of which they are members (Mischance, Lockable Traveling 2010 up. 456). Leadership style is the approach and method to provide direction, implement plans, and motivate people. The 3 major leadership styles are:- o Delectate or autocratic learning style o Participative or democratic leadership style o Laissez-fairer leadership style 2. Directive or autocratic leadership style These leaders relay on assigning the employees to specific tasks, clarify their work duties and procedures, ensure that they follow company rules and push them to reach their performance capacity(Mischance, Lockable Traveling 2010 up. 460) In the case of The Regency Grand Hotel, the previous management had encouraged employees to always work according to managements instruction and employees ere not allowed to trying out ideas that had not been approved by management. Although this style has a lot of disadvantages it is successful in Regency Grand Hotel over past of years. Employees worked according to managements instructions with no innovation or no creativity. While trying to be innovative, employees made some mistakes and they were punished as a result of which employees were anxious of being innovative or taking risks. This is the historical and cultural background of the organization which cannot be easily changed. Fiddler identified that there are tuitions where managers are required to be task oriented or relationship oriented.