Implementation of Recommendations

Objectives and purpose of the report The objective of this reflective report is to establish the relationship between various labor issues as component of decision science in management. The paper reflects on how motivation and participatory decision making processes impact on performance of an organization.Advertising We will write a custom report sample on Implementation of Recommendations specifically for you for only $16.05 $11/page Learn More Summary of important recommendation According to Bruce (1999), the best way to motivate employees is by giving them responsibilities for achieving something and the authority to do it in their own way. Through this approach, employees will be empowered and they will feel trusted and valued by the management personnel and the company as a whole. Naturally, human beings would wish for motivation through mutual consent and internalized empowerment and appreciation (Saunders, Lewis, and Thornhill, 27). Empowerment unleashes plenty of energy and motivation (Bruce, 60). Reflectively, the motivational and energy aspects of appreciation functions simultaneously at micro and macro levels to facilitate optimal functionality or productivity. Empowering employees ensures a stable and sustainable a win-win situation as employees will be motivated to work without much supervision from the management or their supervisors. When properly incorporated within and without different departmental segmentations as an active component of the company goals and vision, the complete manger between the management and other staff will contribute to value addition, good performance and healthy working environment (Bruce, 62). In the end, the employees will form happy intra and inter personal working relationships and appreciate the need for quality service delivery along the production process channel. From the previous study conducted, the most important recommendations are summarized as stated below: To empower the employees to participate more in the decision making process To create more motivational programs involving outdoor activities such as sporting. Illustration of the existing process The process of motivating employees currently being used by the Bank can be represented using a data flow diagram as shown below. Figure 1.2 Data Flow Diagram for the process of employee motivationAdvertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The diagram above illustrates the existing process of employee motivation. The motivational activities are predetermined by the management. The activities entail use of suggestion boxes, points rewards programs, get motivated programs, use of employee evaluation forms, sporting activities and get together parties. The end result is a team of motivated employees. Problems and ways of changing them From the previous study, there were still some problems with the moti vational activities used by management. For instance, certain programs were viewed as a source of discouragement to employees while others were most preferred. For example, employee evaluation forms were seen as a doorway to retrenchment incase the employee was found liable. From the sample picked, 75% rejected use of this method as a way of motivation. Further, the management was unable to motivate and retain employees with medicine qualifications. However, this was based on the assumption that maybe the employees with medicine qualifications were not well motivated to work in the banking environment and it was a wrong career choice for them therefore they had no choice but to quit. Process of changing the problems From the analysis above, there are two major problems that are inherent with the existing system. First, some motivational activities are not accepted by the staff members and the Bank was unable to motivate some employees especially those with medicine qualifications. I n order to change the problems, the Bank has involved the staff members in decision making process. The employees are part of the evaluation program. The human resource department engages the employees in setting their own targets and they also agree on the interval for evaluation. Further, the design of the evaluation form is changed to reflect what best suit the management and the employees. With this improvement, the employees are aware of what is expected of them during the evaluation period. Further, they are more prepared for the evaluations and therefore there is likely to be minimal resistance as compared to the earlier situation. The Bank may also be in a position to attract and retain the employees with medical qualifications by engaging the decision making. The employees may be given the freedom to choose duties that would keep them motivated.Advertising We will write a custom report sample on Implementation of Recommendations specifically for you for only $16.05 $11/page Learn More Diagram illustrating new process after the recommendations From the above diagram we note that the employees are involved in the decision making process. Therefore, the motivational activities are as agreed by both the management and the employees. The end result is a motivated workforce and delighted managers. Benefit expected from each recommendation The table below summarizes the benefits expected from each recommendation Recommendation Benefit 1 Empowering employees to participate more in the decision making process Motivated employees who have authority and responsibilities. More positive with decisions made and therefore much acceptance and commitment in the implementation process. 2 Creating more motivational programs involving outdoor activities such as sporting. Physically fit employees. Upon empowering employees to participate more in the decision making process, culture of independence in reasoning and consultative ap proach when handling work related duties will be internalized. In fact, the employees will appreciate the need for free consultation rather than doing the same as a condition imposed on them by their superiors. In the process of carrying out consultative functionalism, the mind will be tuned to appreciate the need for flexibility in decision making science which is compatible with the goals and vision of the organization. In addition, the entire workforce operating under this approach is likely to positively embrace change element that may be introduced in the organization. Irrespective of the consequences of the change element, the dynamic essence of change proponent would not facilitate any state of quagmire or conflict as the unnecessary pressure associated with change would be integrated. Moreover, creation of more involving motivational activities outside the work schedule would facilitate team building and the spirit of self discipline. For instance, recreational activities su ch as an organizations sports day involve planning direct participation by all stakeholders of an organization.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More During such activities, employees are either divided in groups or assigned a part to perform. To make this more interesting, the management could involve themselves in this as equals. Repeat of such fun days minimizes pressure and inferiority complex that might be hiding in the workforce due to the bureaucratic hierarchy ladder. In the end, the concept of physical, mental, and social heath would be activated and the company is likely to benefit from the same especially on the facets of value addition as a result of good health and fitness. Action Plan Across the globe, organizations irrespective of their sizes or nature of activity they perform have direct need for top performance and optimal service delivery within sustainable and friendly limits. Supported by strong decision making science, the project of motivational functioning depends upon effective management strategies presented in a quantifiable action plan (Bloom, 30). In order to actualize the above recommendations, that i s, empowering employees to participate in decision making and organizing recreational activities, proper research should be developed to streamline goal setting as a factor of friendly working environment and motivation (Bloom, 32). Thus, an implementation action plan specifically focuses on goals identification which is effective on performance orientation and motivational improvement. The table below represents the components of an action plan for the implementation of motivational insight recommendations. Components of an action plan includes: feedback channel, goal setting (specific and difficult), exception criterion, and evaluation of success or failure. Motivational Recommendation Goal setting Feedback Channel Exception Criteria Evaluation Criteria Empowering employees to participate more in the decision making process Setting relatively hard assignments that are attainable and allowing employees to brainstorm and consult on the same. Workforce training. Establishing a c onfidential suggestion box for complaints and complements. Improving on communication network system and intranet. Creating interactive sessions for the workforce Defining the privacy parameter and expected code of conduct. Establishing the organization culture and ethics. Limiting the scope of activities to contain only relevant training Analyzing feedbacks from suggestion boxes Review of performance periodically after every stage of implementation. Carrying out random but inclusive sampling using questionnaires Creating more motivational programs involving outdoor activities such as sporting. Fixing motivational programs in annual calendar. Designing awards to be given in every event Encouraging medical tests and physical stamina. Performance comparison between teams. Defining the scope and making these activities part of performance responsibility. Defining limits for responsive training Testing team spirit and insight. In empowering employees to participate more in the deci sion making process, the organization should source for expertise training on consultative decision making process. This expert will impart skills directly to the management and entire workforce. In the process of implementing this recommendation, training manager should be assigned the duty of organizing the workforce into groups and following up the success or failure of the training (Bowman, 23). During the training process, simple activities such as solving puzzles and brainstorming in different topics are encouraged. In addition, every member of the workforce is expected to participate actively by assigning roles which are balloted. The implementation should be done in three phases with the first phase actively involving an outsourced expert in the field of decision making. After a fortnight, the management should then design in house programs as a continuation of the first stage. In the last stage, the entire workforce is encouraged to internalize the concept initially introdu ced and deactivate fear and inferiority complex when addressing issues of interest to the organization and at personal level (Landsdale, 22). Though this process should be continuous, the active part should not run for more than four months from commencement at a budget less than four percent of the company’s net revenue. In implementing the recommendation on motivation through participatory activities, the organization should factor in those activities which involve the entire workforce. For instance, in the above example, the sporting event should be drawn in the annual timetable and everyone is to be encouraged to participate wholesomely. As the sporting event commences, management and the workforce may operate as small teams competing for prizes as designed by the organizing committee. The organizing committee has power to decide on the prize to offer in consultation with the training manager. In the process of practicing this, team building and motivation spirit is reviv ed and the entire personnel are likely to feel appreciated (Bowman, 21). Reflectively, a motivated workforce performs optimally within little or no supervision as work related activities are internalized and personalized. When the need to achieve is incorporated in the performance index, the organization is destined for sustainable productivity. Action Plan Tabular representation Motivational Recommendation Required Resources Leadership responsibility Steps taken Barriers Performance Indicators Time taken Empowering employees to participate more in the decision making process Outsourced expert. Training materials. Group leaders –implementing. Training manager-evaluation. Periodic training. Interactive forums Educational levels. Authority and responsibility Analyzing feedbacks from suggestion boxes 3 months Creating more motivational programs involving outdoor activities such as sporting. Sporting facilities. Entire workforce participation. Team leaders Team captains. O verall captain. Initiating sports day in the calendar. Resource allocation for awards Convincing the workforce to embrace the event. Divergent interest on sporting activities Testing team spirit and insight. continuous Summary In summery, these recommendations would directly impact on the feedback channel as employees will have motivational power to proactively participate in decision making process. As a result, the learning oriented process will facilitate optimal performance which is specific to the goals and desires of the company as the workforce would have the feeling of being appreciated and recognized for every outstanding performance. In addition, these recommendations facilitate detrimental creativity and positive attitude in organizational environment. In an organization setting, the need to motivate workers is essential to management team who aim at optimizing output within sustainable human resource functioning. Generally, when these recommendations are actualized in the management system, companies are capable of predicting or forecasting the future and pillars of operation at optimal level. Employee motivation is necessary in managing labor retention. Works Cited Bloom, Paula. Circle of Influence: Implementing Shared Decision Making and Participative Management. Lake Forest, IL: New Horizons, 2004. Print. Bowman, Singh. â€Å"Corporate restructuring: Reconfiguring the firm.† Strategic Management Journal 1.4 (2003): 5–14. Web. Bruce, Ann. â€Å"Helping employees to accept responsibility for motivation.† Motivating employees 1.2 (1999): 59-72. Web. Landsdale, Bruce. Cultivating Inspired Leaders: Making Participatory Management  Work. West Hartford, CT: Kumarian Press, 2000. Print. Saunders, Mark., Lewis, P, and Thornhill, R. Research Methods for Business Students. New York: Pearson Education, 2009. Print. 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Free Essays on Leadership Development Plan

Self Assessment Strengths: Strength’s that I posses are very important when in becoming a great leader. The strength’s that I posses are good listening skills, persuasion, determination, compassion, honesty, and respect. I feel that in order to be a leader, listening is just as important as talking. When people take the time to listen they may learn new information that they never knew before. What I do, is instead of missing out on something I like to take in all the information that I can and then combine it with my own so that I can produce a much clearer image when I speak. My second strength persuasion, is a key role in being a leader to me. If subordinates have a different idea then their leader does, persuasion has to be executed in order for the group to accomplish the task on hand. Determination, which is my strongest strength, helps motivate me to succeed and be good at what I do. It helps me to complete my task without any hesitation. When there is something that I want to accomplish m y determination makes me work as hard as I can in order to be successful. My fourth strength, compassion helps me creates a comfortable atmosphere letting the people around me know that I care and that if there is anything wrong I am here to help. Honesty and respect both are my way of getting to know people better. When I first meet a person I let them know nothing but the truth, so that from the beginning they know that this man is sincere and that he is trustworthy of a friendship. Respect has to be earned, but to me I always give respect when I meet a person and from then on it can either go up or it can go down whichever way that person wants it. Weaknesses: Weaknesses that I posses are easy to manage and can be controlled if I take the time to work on them. Weaknesses that I have are laziness, having a short attentio... Free Essays on Leadership Development Plan Free Essays on Leadership Development Plan Self Assessment Strengths: Strength’s that I posses are very important when in becoming a great leader. The strength’s that I posses are good listening skills, persuasion, determination, compassion, honesty, and respect. I feel that in order to be a leader, listening is just as important as talking. When people take the time to listen they may learn new information that they never knew before. What I do, is instead of missing out on something I like to take in all the information that I can and then combine it with my own so that I can produce a much clearer image when I speak. My second strength persuasion, is a key role in being a leader to me. If subordinates have a different idea then their leader does, persuasion has to be executed in order for the group to accomplish the task on hand. Determination, which is my strongest strength, helps motivate me to succeed and be good at what I do. It helps me to complete my task without any hesitation. When there is something that I want to accomplish m y determination makes me work as hard as I can in order to be successful. My fourth strength, compassion helps me creates a comfortable atmosphere letting the people around me know that I care and that if there is anything wrong I am here to help. Honesty and respect both are my way of getting to know people better. When I first meet a person I let them know nothing but the truth, so that from the beginning they know that this man is sincere and that he is trustworthy of a friendship. Respect has to be earned, but to me I always give respect when I meet a person and from then on it can either go up or it can go down whichever way that person wants it. Weaknesses: Weaknesses that I posses are easy to manage and can be controlled if I take the time to work on them. Weaknesses that I have are laziness, having a short attentio...

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Flow in Pipe Network Analysed Using Hardy Cross Method

Flow in Pipe Network Analysed Using Hardy Cross Method Table of Contents 1.0 Introduction 2.0 Procedure for Hardy Cross method: 3.0 Flow in Pipe Network analysed using Hardy Cross method 4.0 Advantages 5.0 Conclusion 6.0 References 1.0 Introduction Piping networks have quite a wide range of practical applications, from water and gas distribution systems to air conditioning installations. Although simple problems, such as for instance, a single branch connecting two reservoirs, may be solved analytically, more complex network problems need an iterative approach, recurring to a digital computer. The most popular method for solving this type of problems is the Hardy-Cross method. The Hardy Cross method is an iterative method for determining the flow in pipe network systems where the input and output flows are known, but the flow inside the network is unknown. Also, the pipe length, diameter, roughness and other key characteristics should be known. Before the method was introduced, solving complex pipe systems for distribution was extremely difficult due to the nonlinear relationship between head loss and flow. Water distribution system models have become very important and practical tool for civil engineers. Models are often used to optimize the design of new distribution systems or analyze major extensions or modifications to existing distribution systems. The introduction of the Hardy Cross method for analyzing pipe flow networks revolutionized  municipal water supply design (Pdhengineer.com, 2014). The Hardy Cross method is normally used as the pipe network analysis by most engineers. Computer models help engineers to solve difficult situations, namely: What is the maximum fire flow at a given point in the system? How long can that fire flow be provided for? What size pipe installation would be necessary between two points in a system to increase the pressure at one of the points to the minimum pressure required? If a subdivision or commercial development is built, will adequate pressures and flows exist? If not, what length and size of water mains must be upgraded by the developer to allow for the proposed construction? 2.0 Procedure for Hardy Cross method: This method is applicable to closed-loop pipe networks. The outflows from the system are assumed to occur at the nodes, where a node is the end of each pipe. This assumption would therefore result uniform flow in the pipelines distribution systems. The Hardy-Cross analysis is based on the principles that At each junction, the total inflow must be equal to total outflow. Head balance criterion: algebraic sum of the head losses around any closed-loop is zero. For a given pipe system, with known junction outflows, the Hardy-Cross method is an iterative procedure based on initially estimated flows in pipes. 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Subsequent mistakes in calculation are also iteratively corrected. If the method is followed correctly, the proper flow in each pipe can still be found if small mathematical errors are consistently made in the process. This method is based on the successive addition of flow-rate corrections in each branch, in order to achieve satisfaction of energy conservation along every path in the network. The easiness of building a new network or modifying an existing one allows the engineer to readily observe how small changes in the network configuration may produce interesting results such as a flow reversal in a certain branch. 5.0 Conclusion Distribution system is a network of pipelines that distribute water to the consumers. They are designed to adequately satisfy the water requirement for a combination of domestic, commercial, industrial and fire fighting purposes. In any pipe network, the algebraic sum of pressure drops around a closed loop must be zero (there can be no discontinuity in pressure) as well as the flow entering a junction must be equal to the flow leaving that junction; i.e. the law of continuity must be satisfied (Nptel.ac.in, 2014). A good distribution system should provide adequate water pressure at the consumers taps for a specific rate of flow. The pressures should not only be great enough to adequately meet fire fighting needs, but should also not be excessive due to pressure leakages which is cost-effective. However, in tall buildings, booster pumps are required to elevate the water to upper floors. Moreover, distribution system of purified water should be completely water-tight and the purity of distributed water should be maintained. Maintenance of the distribution system should be easy and economical. Even, during breakdown periods of pipeline, water should remain available. If a particular pipe length is under repair and has been shut down, the water to the population living in the down-stream side of this pipeline should be available from other pipeline. The distribution pipes systems should not be placed under highways, carriage ways as they will obstruct any traffic flow, but should be laid under foo t paths. Figure 1: Pipe network for Municipal water distribution systems in cities (Scribd.com, 2014) 6.0 References Gupta, R.K., 2005. A Text Book of Fluid Mechanics and Hydraulic Machines. 9th ed. New Delhi: Laxmi Publications. Nptel.ac.in, (2014).Objectives template. [Online] Available at: http://nptel.ac.in/courses/Webcourse-contents/IIT-KANPUR/FLUID-MECHANICS/lecture-36/36-3_pipe_soln_hardy.htm [Accessed on 27 March 2014]. Nptel.ac.in, (2014).Water Supply Network Design. [Online] Available at: http://nptel.ac.in/courses/Webcourse-contents/IIT KANPUR/wasteWater/Lecture%2015.htm [Accessed on 27 March 2014]. Pdhengineer.com, (2014).The Hardy Cross Method and its Successors in Water Distribution PDHengineer Course EN-2034. [Online] Available at: http://www.pdhengineer.com/catalog/index.php?route=product/productproduct_id=1320 [Accessed on 31 March 2014]. Scribd.com, (2014).Pipe Network Analysis using Hardy Cross method. [Online] Available at: http://www.scribd.com/doc/42173408/Pipe-Network-Analysis-using-Hardy-Cross-method [Accessed on 29 March 2014]. https://estudogeral.sib.uc.pt/bitstream/10316/8169/1/obra.pdf) http://en.wikipedia.org/wiki/Hardy_Cross_method

A simple index number :: Economics

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Current foreign Relations with Africa Compared to Past Administrations Essay

The recent visit of President Obama to Africa particularly in Ghana and how he was received in that country is a reflection of the United States’ current foreign relations to Africa. Apparently, the U. S. foreign relation with Africa under the Obama administration is reflected in the following words spoken by the president before the Parliament in Accra, Ghana’s capital. Quoting the President’s word, Peter Baker puts it, â€Å"†¦But I can promise you this: America will be with you every step of the way, as a partner, as friend† (Baker). The US foreign policy as outlined in the president’s message was that the American support to African development efforts is dependent on how Africa takes it responsibility for its own problems. This is clearly depicted in the President’s words as cited by Baker, â€Å"We must start from the simple premise that Africa’s future is up to Africans† (Baker). Obama emphasized that the US support on Africa is primarily because of a functioning democracy and honest governance as he warned that â€Å"No country is going to create wealth if its leaders exploit the economy to enrich themselves, or police can be bought off by drug traffickers. † Furthermore, he said â€Å"No business wants to invest in a place where the government skims 20 percent off the top, or the head the head of the port authority is corrupt. No person wants to live in a society where the rule of law gives way to the rule of brutality and bribery† (Baker). Citing the statement of Representative Donald Payne, head of the House sub-committee on Africa, Baker points out that the Obama foreign policy, as Payne predicted, will likely to â€Å"concentrate on things that would prevent terror like higher education† rather than on the U. S. war on terror (Gettleman) Africa has always been important in the United States’ foreign policy in view of the former USSR’s interests in the Red Sea through which oil flawed to the Red Sea from the Middle East. This importance is reflected in Alan Dobson and Steve Marsh assertion that during the Reagan administration, â€Å"His reinvigoration of the cold war caused him †¦more than any other Cold War US President to Africa in colors of red versus the star-spangled banner rather than the black versus white† (Dobson & Marsh 93). The issue behind the Cold War between the United States and USSR relating to the interest of these two world powers has generated the importance of Africa in the US foreign policy not in an effort to counter the threat of communism in the region, through spreading promoting the blessings democracy in this former slave colony. Apparently, the Carter period sees domestic turmoil as caused by the communist adventurism and implemented a policy of â€Å"bringing about democracy† in Africa† (Adar). Compared to these previous foreign policies, although the Obama government embarked on preventive similar measures, the circumstances demanding for such concerns were a bit different. The situation confronting Africa during the Cold War period was critical because of the threat of communism to reign over the continent, while the situation in Africa confronting the Obama administration is the existence of evils in our world. Baker noted that one evil in Africa that Obama came to fight â€Å"is pernicious mix of greed, famine, and war that has kept Africa down† (Baker). The U. S. foreign relation to Africa during the Cold War era viewed democracy as essential component of the US foreign involvement in Africa. According to Korwa Adar, both the Reagan and Bush Sr. ’s administration viewed â€Å"the issue of democracy and human rights† (Adar, par. 14) as the main agenda in their foreign relation’s policy with Africa. Although the Obama administration also emphasized on the role of ‘functioning democracy’ in his foreign relation policy with Africa, the Obama administration stressed on the issues of corruption and tyranny in the government as the main issues held by the government as primary responsibility of the government to resolve, whereas, both the Reagan and Bush Sr. administration pointed out the human rights violation and the containment of communism as their main agenda in their foreign policy. Regarding the Clinton administration, Adar pointed out that the Bush administration’s efforts on the issue of human rights and democracy â€Å"were carried on by President Clinton† (Adar par. 17). Adar argued that even though the US had no foreign policy towards Africa prior to Clinton presidency, the existing policy during that time was to provide support to leaders â€Å"on the basis of anti-communist or anti-apartheid rhetoric more than their actions†¦Ã¢â‚¬  (Adar, par. 16). The Clinton administration strengthened its commitment as part of his foreign policy, its commitment to human rights. Adar cited that in response to violence and killings of innocent people by the Abacha regime in Nigeria, Clinton cutoff $450, 000 in the US aid in military training and $11 million in grants. In comparison, although the Obama government is also dealing with insurgencies, as Representative Payne earlier cited, the Obama government policy to be implemented in Africa will not likely be about the ‘US fight on the war on terror’, but it will be on preventing the breeding of terrorist and terrorism through providing opportunity of having higher education. Thus, the Obama government foreign policy will likely to yield better results than the previous governments. Obviously, the big difference was that his ethnic origin with Africa placed his foreign policy towards Africa make all the difference because it is based not only shared political ends, but on his shared heritage with Africa. Work Cited Adar, Korwa G. â€Å"The Wilsonian Conception of Democracy and Human Rights: A Retrospective and Prospective. † African Studies Quarterly: The Online Journal for African Studies. Date Retrieved: July 14, 2009. http://web. africa. ufl. edu/asq/v2/v2i2a3. htm Baker, Peter. â€Å"Obama Delivers Call for Change to a Rapt Africa. † July 11, 2009. The New York Times. July 14, 2009. http://www. nytimes. com/2009/07/12/world/africa/12prexy. html? em Dobson, Alan P. $ Marsh, S. US Foreign Policy Since 1945. New York: Routledge 2001 Gettleman, Jeffrey. â€Å"Obama in Africa: Welcome Back, Son. Now Don’t Forget Us. † July 11, 2009. The New York Times. July 14, 2009. http://www. nytimes. com/2009/07/12/weekinreview/12gettleman. html? ref=africa

The Natural Cafe Essay

The Natural Cafe Essay The Natural Cafe Essay Vanessa Wiley English VO1A Evaluating Essay The Natural Cafà © Now-a-days everyone is looking for a way to eat healthier meals. More and more you’ll see vegetarian and vegan restaurants becoming the â€Å"it† place to eat. While we all want to eat healthier, a lot of us don’t have the time to cook meals ourselves every night and are forced to eat out. The Natural Cafà © is a fantastic restaurant to go to for a healthy, reasonably priced meal, but lacks in traditional restaurant customer service. The Natural Cafà © is a small chain of restaurants based throughout Ventura County that serves health hearty meals with organic ingredients. It is open every day for lunch and dinner and they have pick up and to-go orders as well. The restaurant is very earth friendly and recycles all of their glass, cans, and paper. As you walk in the door of the restaurant they have really set the tone for a serene and calm setting. There are very high ceilings and splashes of earth tone colors, like green and deep yellows and oranges and brown, cover the walls. There are plenty of spacious dining tables to choose from once you order. The booths are wooden and not too comfortable to sit in but it gives to that nature feel in the dining area. Like most cafà ©s there is seating outside as well. The outside seating area has patio heaters with tables and chairs with padding. For the vegetarian or vegan, they have a variety of different veggie options and for the meat lovers they offer entrees from a great chicken enchilada to an even better turkey burger. They also offer natural sodas, made-to order fresh fruit and vegetable smoothies, and also beer and wine. Everything is prepared fresh daily. When you pay to eat at a restaurant, you should be waited on from the time you step foot in the door. There should be a hostess there to greet the customer, show them to their table and handed a menu. At The Natural Cafà ©, you are in charge of seating yourself after ordering your meal at the counter. That can be good for the customer that likes the freedom to sit where they please. There is no one waiting at the door to greet you; instead, you will be greeted by an employee standing in the opposite direction behind a cash register that will let you know where you can grab a menu and when you are ready, she will take your order at the counter. This is informal for the customer that would like to relax and take their time to sit down and think about what sounds good on the menu without being rushed. The menus are usually hanging in a slot on the right side just before you walk down toward the cashier. The cashier is very friendly and if you have questions about something on the menu the employee is more than happy to answer it. They are very aware of what ingredients are used and how it tastes. After giving your order at the counter, you’re given a number to be set at your table. This is so that the person bringing out your food will know what order is yours. To some people, that could be impersonal and considered rude to the paying customer. Also, if there were a waiter that took the order at the table the waiter sat them at, the food would come out faster and hotter because that waiter would know whose table to bring it to and not have to look all over the restaurant for your number on the table. The food should look appetizing and taste delicious. Not everyone wants to eat healthier unless it looks and tastes tempting. The Natural Cafà © does a great job at making their entrees look presentable and the smell of the juicy Gobbler Burger-which is a popular item on the menu- lets you know it’s going to taste amazing. This meal is served on an ov al shaped glass plate that comes in a variety of different earthly colors to go with the â€Å"nature† theme. The burger is made of ground turkey that is char-broiled and topped with grilled red onions, lettuce, tomato, and sprouts and served on a whole wheat bun with 1000 island dressing and you can add cheese if you’d like. On

Construction Safety essays

Construction Safety essays Over 100 Million Workers Count On OSHA The mission of the Occupational Safety and Health Administration (OSHA) is to save lives, prevent injuries and protect the health of America's workers. To accomplish this, federal and state governments must work in partnership with the more than 100 million working men and women and their six and a half million employers who are covered by the Occupational Safety and Health Act of 1970. OSHA and its state partners have approximately 2100 inspectors, plus complaint discrimination investigators, engineers, physicians, educators, standards writers, and other technical and support personnel spread over more than 200 offices throughout the country. This staff establishes protective standards, enforces those standards, and reaches out to employers and employees through technical assistance and consultation programs. Nearly every working man and woman in the nation comes under OSHA's jurisdiction (with some exceptions such as miners, transportation workers, many public employees, and the self-employed). Other users and recipients of OSHA services include: occupational safety and health professionals, the academic community, lawyers, journalists, and personnel of other government entities. OSHA is determined to use its limited resources effectively to stimulate management commitment and employee participation in comprehensive workplace safety and health programs. At OSHA, we are dedicated to improving the quality of our efforts and know that to be successful we must become an agency that is driven by commitment to public service. The first step is for OSHA to listen and respond to its customers. Accordingly, we conducted a survey to learn more about what employers and employees think of OSHA's services. Because workplace inspections are one of OSHA's principal activities and because voluntary efforts to improve working conditions ultimately depend on strong enforcemen...

Business and Society Research Paper Example | Topics and Well Written Essays - 1000 words - 1

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Division of Labor within the family Research Paper

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