Antecedents and Pronouns in the French Grammar Glossary

Antecedents and Pronouns in the French Grammar Glossary An antecedent is the previously mentioned or implied word, phrase, or clause that a pronoun replaces.  The pronoun typically agrees with the antecedent in gender, number, and/or grammatical function. Pronouns Agree With Their Antecedents Pronouns are words that stand in for nouns.  There are many different kinds of pronouns, but they can be divided into two main categories: personal (je, tu, il, nous, vous, ils), which changes according to the grammatical person it represents; and impersonal (adverbial, demonstrative, indefinite demonstrative, indefinites, interrogatives, negatives, possessives, relatives and indefinite relatives). The latter range from the adverbial y and en to the demonstrative celui, celle, ceux, celles and the popular relative pronoun  (qui, que, lequel, dont, and oà º), which links a dependent clause to a main clause and may replace a subject, direct object, indirect object or preposition. Examples   Pronouns and their antecedents, with which each pronoun agrees in form or function, are bolded. Nous regardons la tà ©là ©.We are watching TV. Jai achetà © un livre.  Il a à ©tà © à ©crit en 1999.I bought a  book.  It  was written in 1999. Je  lui  parle.Im talking  to  him. Si nous allons faire un gà ¢teau, nous devons le faire maintenant.If were going to make a cake, we need to do it now. Je  lui  parle.Im talking  to  him. Je cherche lartiste.  Il  Ãƒ ©tudie Paris.Im looking for the artist. Hes studying in Paris.Je cherche lartiste  qui  Ãƒ ©tudie Paris.Im looking for the artist whos studying in Paris.

Sidney Lumet and His Concerns

Sidney Lumet and His Concerns Each person who creates a piece of art has certain concerns that are usually presented with the help of interesting and thought-provoking themes, strong charismatic characters, and an appealing and attention-grabbing story. In this respect, it is necessary to analyze the movies created by an outstanding director Sydney Lumet who managed to provoke thoughts in his audience teaching them abut the life values and essential principles that should be followed.Advertising We will write a custom essay sample on Sidney Lumet and His Concerns specifically for you for only $16.05 $11/page Learn More A Stranger Among Us (1992) A Stranger Among Us (1992) starring Melanie Griffith who played a role of Emily, a detective undercover, is the first movie that should be assessed in terms of theme, characters, and story. Emily lives in the family of rebbe and investigates a case of robbery committed by a step-daughter of rebbe who knew nothing about her past life. This story i s full of spirituality and seriousness because the main character is depicted as an independent and emancipated woman who thinks that her life is her own business and she is the only person who can decide for her. This idea is suggested as a contrast to the fact that an arranged marriage will take place between the rebbe’s son and a girl he never saw before. In this respect, we can clearly see the relationships between American culture where women can do whatever they want and a highly spiritual Hasidic culture in accordance to which people can get married without knowing each other well enough. So, the investigation intertwines closely to the spiritual development of Emily as the main character and gaining of understanding about other people and motives behind their actions. One of the most powerful scenes is the one that took place in the store where Ariel (the rebbe’s son) cuts diamonds; two gangsters came to the place and demanded a sum of money given to them month ly for their services of protecting the store from all problems and concerns. This scene ended ambiguously as Emily saw the actions of gangsters but did nothing to prevent them from doing so; it is clear that she worked undercover though she could inform her colleagues about that gang. Moreover, neither Ariel nor his sister made efforts to prevent those criminals from extorting money from them.Advertising Looking for essay on art and design? Let's see if we can help you! Get your first paper with 15% OFF Learn More The story told in the movie A Stranger Among Us (1992) is similar to all stories used by Sydney Lumet where the director manages to introduce characters who by all means choose the side of observing the laws or the side of illegal actions. In this respect, the character of Melanie Griffith represents the positions believed by Lumet as she chooses the side of legal actions and protects the right of others to be in safe. Though some characters really choose the side of good guys, other are definitely bad and the director does not show changes in characters in terms of their life way. However, he manages to show that the main character develops spiritually and recognizes her behavior as inappropriate for the Hasidic community. Family Business (1989) The second movie that should be discussed I terms of themes, characters, and story is the Family Business (1989) starring such celebrated actors as Sean Connery, Dustin Hoffman, and Matthew Broderick. Thus, we can see Sean Connery as the grandfather, Dustin Hoffman as his son while Matthew Broderick plays the role of son of Dustin Hoffman’s character. Relationships between the members of one family that were ruined due to the desire of one of them to change his destiny and live a good life without criminal matters can be considered the major theme of the movie. As the crimes were associated by Dustin Hoffman’s character with his father played by Sean Connery, he decided to protect his own son from the influence of criminal principles advocated by his own father. In this respect, the director managed to show the true family relations in the background of criminal activity exercised by all three men. This story shows that men cannot change though every person should remember about his/her relatives and strive to keep in contact with them regardless of the conflicts and misunderstandings that could have happened in the past. All three main characters are shown as similar in one way and absolutely different in another. Thus, the grandfather has a ‘career of criminal’ as he likes what he does and is not going to give it up. At the same time, his son is sure about the rightness of his decision to keep his own son farther from his grandfather whereas the mystery is revealed and the boy demonstrate interest and enthusiasm about performing some robbery together with his grandfather. It is clear that the relations between these people become be tter only when all three are operating together. This story also shows that the power of habits can make a person commit crimes again and again.Advertising We will write a custom essay sample on Sidney Lumet and His Concerns specifically for you for only $16.05 $11/page Learn More Sydney Lumet does not introduce anything new but approach for showing of basic principles of life. Talent of actors and the director enable them to create something outstanding whereas the story for this movie can be traced in a great number of families all over the world. Generation gap and attempts to do quite the opposite what a father has done can separate people for the whole life. In this respect, the audience likes movies directed by Lumet because of the ideas and principles advocated by the director who manages to convey his message with the help of the story and characters. The Family Business (1989) directed by Sydney Lumet can be considered one of the feature films that provoke thoughts about relations with other members of the family and importance of keeping connections. The themes and characters used by Sydney Lumet contribute greatly to the stories chosen for a screen version. The director feels the audience and chooses the themes that can evoke certain emotions in people and make them rethink their life positions and beliefs. The positions believed by Lumet find their reflection in the characters of his movies; this can be found in every movie because he manages to make every character distinctive and unique. Though he can repeat what he said earlier, all words pronounced by characters are filled with specific meaning which is wise and thought-out. These two movies A Stranger Among Us (1992) starring Melanie Griffith and Family Business (1989) starring Sean Connery, Dustin Hoffman, and Matthew Broderick can be compared to The Hill (1965) starring Sean Connery where the story reveals the actions that took place in a detention camp. The similar thing in these stories is that they have strong characters who know what they want from life and are sure what side to support.

Walmart - International Logistics and Supply Chain Management Assignment

Walmart - International Logistics and Supply Chain Management - Assignment Example The chain store is renowned for its efficient supply chain management and control practices, which have enabled it to perform beyond the reach of its competitors in the consumer goods industry (Kallrath & Maindl, 2006). In particular, the company has employed state-of-the-art technologies in most of its operations to help improve service delivery. For instance, starting with bar coding to hasten its supply chain operations, Wal-Mart was among the first companies to follow up bar coding with RFID programs. Although the initial rollout of its RFID tagging programmes flopped, the current rollout, which started in 2010 is expected to be successful (Ingram et al., 2010). In fact, the latest rollout of Wal-Mart’s RFID program really excited its suppliers and vendors with the prospects of better and more efficient operations and increased profits. This paper explores Wal-Mart’s in-house fleet advantages and disadvantages, evaluates its state-of-the-art technologies and cross-d ocking operations. The Benefits of Cross-Docking to Wal-Mart In general terms, cross docking involves turning the demands from a company’s retail stores into purchase orders, which are then forwarded to manufacturers or suppliers (Kumar et al., 2009). The manufacturers then notify the stores about their capacity to produce and deliver the ordered goods in a timely manner. Once produced within the stipulated period, the goods are sent to a staging area where they are packed according to the procurement orders from different stores (Kumar et al., 2009). The goods are then delivered directly to the customers. The pre-requisites of docking are rather basic and easily monitored. The fundamentals pre-requisite are strong building foundations that support the entire cross docking process. The second pre-requisite is dedicated and experienced drivers who recognise and believe in prioritizing customer service above other things. Once employed, the drivers are filtered and assigned dut ies according to their capabilities. Further, the drivers’ reliability and competence to follow the laid down standards should be assessed. Wal-Mart also ensures that its drivers are committed to the standards set in the Private Fleet Driver Handbook. The drivers’ progress is then constantly monitored by the company so that the company is assured of the competence and reliability of its drivers. Fleet coordinators are also important in Wal-Mart’s cross docking operations as they inform drivers on expected time of arrival, departure and delivery of goods, which are quite precise according to Wal-Mart’s standards. Several changes had to be implemented in Wal-Mart’s managerial control if their cross-docking programmes were to be successful. Prior to the adoption of cross-docking, the company’s pricing, promotion and merchandising decision were centralised (Mentzer, 2001). However, with the implementation of cross-docking, focus was shifted to t he â€Å"demand chain† instead of the common supply chain. That is, instead of allowing retailers to push goods into the company’s shelves; customers did more of the pulling, according to their demands, tastes and preference (Kumar et al., 2009). Cross-Docking Saves Companies Time and Money Savings on time and money are the two most obvious and far-reaching benefits that Wal-Mart enjoys from using cross-docking. First, the company has the capacity not only to receive goods immediately but also the

Old is gold, let us not neglect it Essay Example | Topics and Well Written Essays - 500 words

Old is gold, let us not neglect it - Essay Example Gradually, I developed an attachment with them. The affection between the old couple and me was such that I was off and on discussing their matters with my wife during night times. Indians worldwide normally celebrate their Diwali festival (festival of lights) with unlimited enthusiasm and on one such occasion, my wife and I spent our day with them on their request. "Don't feel shy, have a satisfied lunch," said the old woman to my wife when we together addressed the dining table. Her husband spoke his mind with a silent smile, "we proudly consider you as our children. One day I will take you to my hometown in India .It is a beautiful place." All of a sudden, I was overcome with a feeling of new affections entering my life. 'From here afterwards, this must be my world,' my inner self silently but unknowingly declared. Then, the discussion extended to this and that over lunch. When we got up for washing, it was clear that the old couple were neglected by their son who stayed in the same city with his wife. My wife sat with the old lady in the main hall while we settled down on a sofa in the drawing room. I shot a casual question to the old man, "shall I request your son to take care of you" My enquiry made him furious but the very next moment, his face turned as gloomy and pale as the waning Moon. "No," he said curtly. I apologized but he said instantly, "No.

Environmental Management of Denbies Essay Example | Topics and Well Written Essays - 2250 words

Environmental Management of Denbies - Essay Example The Black Death of 1348 also served as a setback as many wine estate workers were killed. In the revival of Cardiff castle in 1875, vineyards were re-established and production continued until 1920. Today, some 410 vineyards exists in Britain growing the German Muller Thurgau variety so that by 1995, a total of 7.7 hectolitres were sold equivalent to 4836 million of which English wine accounts to one percent. Denbies, with a vineyard of 265 acres produces about 400,000 bottles of English wine per year making it the largest vineyard in England (Denbies, 2007). Situated at South East England, Denbies is a part of the North Downs with a total land area of 635 acres collectively called as the Denbies estate. Following strict planning permission, the estate's historical landscape has been preserved including use of old name of plantations such as The Dell and maintenance of paths and tracks around and through the estate consisting of seven miles of vineyard trials accessible to the public (Denbies, 2007). This report shall deal with Denbies' environment management program as well as its current wine tourism industry. Culture, tourism and agriculture sectors are all involved in the wine tourism industry but it was emphasised that three sustainability pillars: environment, economy and society must be embodied (Poitras and Geiz, 2006). Likewise, in a broader concept, the four political, economic, sociocultural and ecological pillars are proposed in the context of competitive destinations (Ritchie and Crouch, 2003). Wine tourism has been defined as visits to vineyards, wineries, attending wine festivals, and wine shows for which grape wine tasting as well as experiencing wine production and other attributes of a grape wine region are the prime motivating factors for visitors (Hall and Macionis, 1998). In evaluating the environmental management of Denbies, all of the above shall be incorporated, but most specifically, the environment considerations as well as impact of Denbies' activities with regards to its environment and its surrounding area shall be pointed out in consideration of conserving the natural resource base in wine regions requiring collaboration and sound planning not only by management but by many partners that include the community (Williams and Dossa, 2003). Strengths: Denbies as an environmentally conscious organisation maintain programmes both for the vineyard and the visitor centre. Environmental strengths of Denbies amongst others include: Chemical use is taken into account (selective chemical use). Use of chemical spray is every 28 days cycle- enough to protect the wine against frost damage. No pollution problems around the area. Cork is 100% natural. Recycle its glass and uses virgin glass. Use of preservatives in wine is very minimal. The only waste is from yeast. Chemical store is far away from the vineyard to ensure safety. Does not need to irrigate. Has natural drainage. Offers training for its staff. Very good in health and safety. Does its own plant maintenance. Natural fertilization from pips and skins spread on the vineyard after pressing. Changing to natural gas from diesel. Cardboard recycling for its packaging. Composting grape skin. Using old oaks from barrels. Reuse spray from

The Service Culture At Ritz Carlton

The Service Culture At Ritz Carlton This paper mainly presents the service culture at Ritz Carlton. The paper discusses the service culture in the Ritz-Carlton Hotel. This paper covers some background history of the hotel as stated on the corporate website, service strategies golden rules incorporated by the hotel chain. With real life examples taken from interviews by professionals the service culture is illustrated and explained. The purpose of this is to inform and educate what the service culture includes and how Ritz Carlton maintains outstanding service atmosphere in all its branches across the world. This paper also states how Ritz -Carlton executes the service offered as stated in an interview taken by Jankowski. The line-up for which the hotel is known for is also discussed along with employee feedback, empowerment and their focus on service. The heritage of Ritz-Carlton Hotel Company, L.L.C. started with The Ritz-Carlton, Boston. The service standard set by this Boston landmark provided a standard for all Ritz-Carlton hotels and resorts across the world. In 1927, Mayor Curley requested Edward N. Wyner, who was a Boston real estate developer, to construct a world-class hotel. During this time, Wyner was constructing an apartment building. He agreed to change the apartment building into a hotel. Wyner was aware both of Ritzs reputation in Europe and Bostons cosmopolitan society and knew that the name would definitely bring success. After getting authorization from The Ritz-Carlton Investing Company and The Ritz Paris for using their name, he started work on the luxury hotel in Boston. The Ritz-Carlton, Boston opened its doors on May 19, 1927 charging $15 per room. As was the tradition of Cesar Ritz, Wyner maintained the privacy of his guests that attracted the elite. This policy is followed till today at all Ritz-Carlton hotels. Considered a private club for rich people, until 1960s the hotel was very formal and hotel guests had to be in the social register or admirable. It was believed that the hotel sometimes checked the quality of writing paper used by the guests when requesting reservations, having refused a few for having used inferior quality. As Boston society was formal, strict dress code was specified for all guests. Even the restaurants were strict regarding who they chose to entertain. The Cafà © did not allow women to lunch alone and until 1970, the Ritz Bar did not allow unescorted women. The hotel had its own upholstery, print shop and an in-house craftsman who was assigned to color gold stripes on the hotels furniture. Many guests were pampered and every care was taken to make them feel special. For Winston Churchill, the rooms fabric on the furniture was redone in red, as it was his favorite color. After Edward Wyner death in 1961, Cabot, Cabot Forbes (land developers) with their chairman and majority stakeholder, Gerald W. Blakely, took over the hotel. To continue with the Ritz legacy, Charles Ritz, son of legendary Cesar Ritz, was appointed on the board of The Ritz-Carlton until his death in 1977. In 1983, Blakely sold the hotel and the rights to William B. Johnson, who then established The Ritz-Carlton Hotel Company. The Ritz-Carlton logo created by Cesar Ritz is a combination of the British royal seal (the crown) and the logo of a financial backer (the lion). In 1965, Cabot, Cabot and Forbes revised the logo which is used till date. In many Ritz-Carlton hotels and resorts tables are set with the signature cobalt blue glasses which were considered a status symbol in 1920s Boston. These glasses were originally made to go with the blue Czechoslovakian crystal chandeliers present in the original Dining Room in The Ritz-Carlton, Boston. The window glasses which were imported from Europe chemically reacted with Bostons climate and turned blue. Having blue glass windows meant the owners could afford imported glass so Ritz ordered them in blue color (Ritz Carlton Hotel Company LLC, 2010). Discussion Gold Standards This is the base on what The Ritz-Carlton Hotel Company, L.L.C. stands. They cover the values and philosophy on what the hotel bases its operation: The Credo The Motto The Three Steps of Service Service Values The 6th Diamond The Employee Promise 1. The Credo At Ritz-Carlton Hotel genuine care and comfort of guests is of highest importance. Emphasis on providing the finest personal service and facilities for guests is important. Guests are offered a refined ambience which they can experience while relaxing. In their words The Ritz-Carlton experience enlivens the senses, instills well-being, and fulfills even the unexpressed wishes and needs of our guests (Ritz Carlton Hotel Company LLC, 2010). 2. Motto At The Ritz-Carlton Hotel Company, L.L.C., We are Ladies and Gentlemen serving Ladies and Gentlemen. This motto exemplifies the anticipatory service provided by all staff members (Ritz Carlton Hotel Company LLC, 2010). 3. Three Steps of Service A warm and sincere greeting. Use the guests name. Anticipation and fulfillment of each guests needs. Fond farewell. Give a warm good-bye and use the guests name. (Ritz Carlton Hotel Company LLC, 2010) Service Values: I Am Proud To Be Ritz-Carlton. These include: I build strong relationships and create Ritz-Carlton guests for life. I am always responsive to the expressed and unexpressed wishes and needs of our guests. I am empowered to create unique, memorable and personal experiences for our guests. I understand my role in achieving the Key Success Factors, embracing Community Footprints and creating The Ritz-Carlton Mystique. I continuously seek opportunities to innovate and improve The Ritz-Carlton experience. I own and immediately resolve guest problems. I create a work environment of teamwork and lateral service so that the needs of our guests and each other are met. I have the opportunity to continuously learn and grow. I am involved in the planning of the work that affects me. I am proud of my professional appearance, language and behavior. I protect the privacy and security of our guests, my fellow employees and the companys confidential information and assets. I am responsible for uncompromising levels of cleanliness and creating a safe and accident-free environment. (Ritz Carlton Hotel Company LLC, 2010) The 6th Diamond Mystique (service value 1 to 3), Emotional Engagement (service value 4 to 9) and Functional (service value 10 to 12) (Ritz Carlton Hotel Company LLC, 2010) According to Coffman (2006), who led the Ritz Carlton team to define new service value, the middle piece of the Sixth Diamond is reviving the emotions and memories of guests by genuinely caring and making them feel recognized, important and unique. Creating the Mystique happens when we hear guests requests even before the guest knows them, going so above and beyond the call that folklore (wow moments) spreads throughout guests and hotels. The Employee Promise At The Ritz-Carlton, our Ladies and Gentlemen are the most important resource in our service commitment to our guests. By applying the principles of trust, honesty, respect, integrity and commitment, we nurture and maximize talent to the benefit of each individual and the company. The Ritz-Carlton fosters a work environment where diversity is valued, quality of life is enhanced, individual aspirations are fulfilled, and The Ritz-Carlton Mystique is strengthened. (Ritz Carlton Hotel Company LLC, 2010) The Lineup In Ritz-Carlton new employees learn the Golden Rules and they spend every day of their employment discussing one of the 20 Basics. This is done during The Lineup which is considered as the hotels most important tool. To illustrate the working of this tool we can imagine an employee who works with the kitchen staff and for initial 10-15 minutes of the day speaks with their team. They like others in the hotel, discuss one of the 20 Basics. A days discussion could center on Basic 10 which states that each employee is empowered. Therefore, when a guest needs help or suggestion, employees should break away from regular duties, address and resolve the issue immediately. Similarly, senior management meets with their top executives and respective teams. Dishwashers, doormen, and maintenance staff meet their groups respectively and discuss the meaning of Basic 10. The discussion revolves around situations, both hypothetically and in present reality. All 25,000 Ritz-Carlton employees act similar in their respective locations. So when the discussion cycle is completed with all Basic 20, the next day, everyone starts all over again, with Basic 1 (Lamton, 2003). Employee Empowerment The word empowerment is believed to be originally thought by the Ritz-Carlton. An amount is fixed on the employees resources for solving a problem immediately, without checking with a supervisor. An employee can use up to $2,000 to find an instant solution to a guests problem. An employee cannot avoid difficult situations by saying that its not their job. One cannot be limited with ones job descriptions when guest satisfaction is at stake. Employees need to step outside job boundaries, and no one questions them when they do so because it is more important to solve the issue (Lamton, 2003). Ongoing Employee Feedback Employees are empowered when occasional problems comeup and the hotels executives support, and reward continuous employee input. The hotel believes that employees are aware of what is happening, and the management must listen to them. The new employees might be asked about their opinion on improving service several times a month. Decisions are made by a small number of management staff and their reports are put into practice without any difficulty. The selection of employees is a team effort too. A supervisor does not hire an employee without taking opinions of candidates potential colleagues nor does Human Resources hire a new employee without group consultation (Lamton, 2003). Telling Wow Stories Stories can be used promote the culture and values of a company. In Ritz Carlton during the lineup, someone reads a wow story of the day. A story is communicated to all hotels in different countries. An employee in New York will hear the same story as an employee in Bali; same for one in Shanghai. These stories focus on a staff person who performs beyond his/her job description and offers a perfect service which creates an aura that alters luxury one time guests into repeat guests. There is a wow story of a family which stayed at the Ritz-Carlton, Bali. This family had carried with them special eggs and milk for their son who was suffering from food allergies. When they arrived they noticed that the eggs were broken and the milk had gone bad. The Ritz-Carlton manager and dining staff tried to look for alternatives in the local market could not find the any suitable items. Luckily the executive chef at this particular resort knew of a store in Singapore that sold them. He immediately got in touch with his mother-in-law, and asked her to buy the products and fly to Bali to give it to him at the hotel. The family was extremely happy. After such an experience, this particular family was definitely converted into a repeat customer. These stories have two functions. The first is to identify an employees dedication in front of colleagues and second is to emphasize a service value. In the above story of a family in Bali the intension was to reinstate service value No. 7: Use teamwork to meet the individual needs of our guests. This can be considered as an ideal way to express what is expected from the employees. Each story restates the way Ritz expects employees to act and shows how each employee contributes to the service values. Gallo compared two lineups; first a general one and second a more specific meeting for the housekeeping staff on the morning shift. Gallo noticed about both meetings that there was a keen interest these employees showed had outshined the enthusiasm that was observed in other companies. Employees were enthusiastic to share. The stories served as teaching tools. Two, 15-minute lineups across 61 hotels, 365 days a year. The hotel offered many hours of training to its employees but it all will not result in anything concrete unless employees were connected on an emotional level. Sharing stories helps in this matter (Gallo, 2007). Focus on Service Every single Ritz-Carlton staff member is entrusted to use up to $2,000 on a guest. Thats not per year but per incident. It is not used often, but it shows a deep trust in the staffs decision. They could use more than the designated amount after the general managers permission. The notion is to create an extremely amazing stay for a guest. It is not necessary that there is a problem, it could be something as simple as a guests birthday, an employee arranging champagne and cake in the room. Many times $2000 is to create an outstanding experience. The stories include instances of a carpenter being hired to construct a shoe tree for a guest; a laundry manager who when not being able get a stain out of a dress after trying two times took a flight from Puerto Rico to New York and returns back the dress personally; or in Dubai when a server overhears a guest speaking to his wife, on a wheelchair, that he felt bad that he was not able to take her to the beach. The waiter informs the maintenance, and the next afternoon a wooden walkway was created down the beach leading to a tent set up for dinner for them. The general manager was not made aware of this until it was complete (Reiss, 2009). Listening to customers makes it easier to personlize the service. Computers make it easier today. Ritz has a guest recognition system that has data on clients individual preferences (Janelle Maul, 2000, p.225). In an interview conducted with Diana Oreck, Vice President Ritz Carlton Leadership Centre, she throws light on how Ritz Carlton executes service culture. Following are the points made by her: Determine Culture The credo has to be clear and easy to understand. The hotel has steps of service that shows the attitudes toward interactions between employees and customers. The Ritz-Carltons three steps are: Greet guests warmly and sincerely, and use their names. Anticipate and fulfill the guests requests. Bid guests a fond farewell, and use their names. From the above, the most difficult is the second point. One can easily provide service if asked directly. It gets challenging when one has to develop an attitude that enables one to be sensitive enough to clients to foresee their needs (Jankowski, 2008). Surprise and Delight Wanda Jankowski states that recently she had stayed at a Ritz-Carlton to give her presentation. She was losing her voice and was surprised to notice that within five minutes of her arrival, the front desk person who received her during check-in sent to her room a handwritten note and a tea bag in the envelope. The note stated that hot water, lemon, and honey was coming. Hotels can train employees to anticipate clients needs. It can range from being able to sense whether a client needs more information or a suggestion regarding a storage facility while their house is being remodeled. The key is to surprise and delight customers. Employees are not expected to be on autopilot when clients needs are to be anticipated. It is important management and owner of the company to practice what they preach. If theyre not practicing service-centric values, they cant expect it from their employees (Jankowski, 2008). Reinforce Values Daily Ritz Carlton has a two-day formal orientation for its employees. 15 minute meeting are then held daily so that employees can register the cultural values. The companys values and ways to apply them in different situations are discussed. The attendances for these meetings are nonnegotiable. Every Monday and Friday, outstanding examples of customer service are discussed. These examples help in motivating employees and help them absorb service values. These examples include how each employee can treat another employee and guests. An example stated in Ritz -Carlton Atlanta, is of a guest who was asked his preference in a newspaper he would like in the morning. The guest replied that he did not need a paper, but desired a pizza right that moment. Within half an hour a sizzling hot pizza was delivered in his room. Ritz-Carlton has been able to measure through research that satisfied customers spend more money. On average employees have 40 hours to find a solution and make an impact on the customer (Jankowski, 2008). Conclusion Ritz Carlton is a hotel chain that signifies excellence. The service culture that was created in the first hotel in Boston was used as a model to replicate in other branches. Going beyond their call of duty is what Ritz Carltons employees pride themself on. The Gold Standards created by the hotel is followed in all its branches and any one is expected to be discussed every single day. The execution of service culture as stated by the Diana shows how the hotel chain considers it as an integral part of the hotel. Ritz-Carltons success has be in effectively using the information provided by its customers. Treating customers like guests and providing an unforgettable experience is what Ritz-Carlton believes in.

History of Abortion Essay -- essays research papers

Ever since the Roe v. Wade Supreme Court decision in 1973, Abortion has changed its course in society. With the new decision made by the United States, abortion was now legal. Many abortions were performed before the Supreme Court decision, but the settlement made it less risky for the doctors involved. Abortion has caused society to be divided by a pro-choice group and pro-life group. Two groups with struggles that will never end. There are many different types of abortions that can be preformed. The type used depends on how far along in the pregnancy the woman is. In the very early stage of the pregnancy, up to 49 days after conception, the woman has two choices. The first is to take a combination of drugs. This is called a medical abortion. The embryo is then passed out. The other met... History of Abortion Essay -- essays research papers Ever since the Roe v. Wade Supreme Court decision in 1973, Abortion has changed its course in society. With the new decision made by the United States, abortion was now legal. Many abortions were performed before the Supreme Court decision, but the settlement made it less risky for the doctors involved. Abortion has caused society to be divided by a pro-choice group and pro-life group. Two groups with struggles that will never end. There are many different types of abortions that can be preformed. The type used depends on how far along in the pregnancy the woman is. In the very early stage of the pregnancy, up to 49 days after conception, the woman has two choices. The first is to take a combination of drugs. This is called a medical abortion. The embryo is then passed out. The other met...

Small Team Group Paper

Paper I recently worked in a small group for my employer. The team included five of us. We had signed up to volunteer to serve at a benefit luncheon for M. S. Our previous general manager had been diagnosed with M. S. And stepped down from her position in order to take care of her health. The luncheon was very important to all of us. We were all of different personalities from five different walks of life. We were all girls. Each group always had that one out spoken person, one who was the caboose, and he other three of us where somewhere in the middle of the two personalities that stood out.One of the major problems we had with this group was that the one girl just loved to gab. I think if she could make a living for talking, she'd be a millionaire. Therefore, she would walk around, which we were encouraged to do, and talk to all those who attended. But she took advantage of the freedom to do so. At the luncheon we had sold well over 500 tickets, that didn't include the people who w alked in and bought a ticket at the door. So with being down one person we began to slip behind.We were running out food because our line of communication to the kitchen to refill was cut off, we had tables that needed clean, guest that needed assistance. Because this girl would run off and disappear we had to pull one girl from one station to pick of the slack, so we were constantly always moving around. Once we were able to find a rhythm and the girl came back we set some ground rules. She was not happy being told what to do since it was volunteer work, but we were there for one reason and it as to help raise money for a good cause.We didn't nominate a leader of the group. We figured we were all grown adults there to do grown adult work. We believed we didn't need a leader. We were able to all speak our minds to one another and agree on rules that needed to be enforced so we were successful. We also were representing the company we were working for at the time and did not want to set a bad example or lose our Job over something so silly. Making sure that our time was successful was our number one priority .Us girls all got along so well and liked each there that we wanted the five of us to continue to be able to work together in a team and represent our company at future events such as the one we were working at. Another goal we had was to make the over all luncheon a success. We wanted to help raise as much money for M. S. As possible so next year more people would want to come out and help support the cause. The communication among our group was great. We all had communicated on a daily basis at work. We would text each other on the weekends.None of us were real close until we started working in the groups gather. We were all honest with each other. I think that because we had an open line of communication and were honest with one another that that's what strengthen our relationship between the five of us. Ever since I worked in a group with these five gir ls, it makes me want to work more and more in groups. Sometimes with the same five girls I started with, and sometimes with new people. I enjoyed getting to know these young ladies, and because of it I have build a lifetime friendship. We did go on working more charity events for the community.Our goals for each and every event were always the same. Be positive, we are the face of our company so we had to be the role model, be successful as a whole, engage with the people, make them want to come back to other events we would be doing in the future. We all took to one another so when we had an opinion about something we were all open for discussion. We never took each others criticism to heart, we often would laugh about it and fix the issue that was at hand. Over all we enjoyed each other's company because it passed the time and made working with a group enjoyable.

Thailand vs. Indonesia

I enjoy spending my summer vacation traveling. I have visited a lot of countries but here i am going to talk about two beautiful countries,Thailand and Indonesia. They both beautiful. They're very similar but different in some points. For me, the atmosphere in the streets of Thailand and Indonesia is very similar. Both streets are full of life. In Thailand, stalls fill it streets. You can find a lot of things accessories, books, movies and even clothes. Trees shade the roads, the smell of fresh air filling the place. I'd go out strolling by myself and lose sense of time.In Indonesia bazaars and food trucks are everywhere. The tropical rain forests there are just breathtaking . The sight of nature and stalls reminded me of Thailand. In spite of their similarities, Thailand and Indonesia are different in some points. Indonesia is an Islamic country. The number of big mosques there is 100,000 while the small ones are over half a million. There is no transportation other than cars; the t raffic is 24/7 which can waste a lot of time. There is a huge amount of Homeless people begging for food or money which is very sad and heartbreaking fact.On the other hand, there are 3,494 mosques in Thailand even though it's a Buddhist country. There are subways and metros that are very well arranged which saves a lot of time. The citizens there are financially stable, you seldom see people panhandling there. In my point of view I find the similarity and differences in both countries beautiful. Thailand and Indonesia are different in how developed they are, but they're also similar in nature and how energetic they are. I enjoyed both countries and I sure intend to spend my next vacation in one of these two beautiful countries again.

Free Essays on Demonology

Demonology: The Doctrine of Fallen Angels This excerpt (would you believe, a condensed one at that!) of Arnold Fruchtenbaum’s extensive Messianic Bible Study mbs-082, on the subject of demons gives an overview while addressing these five common, crucial misconceptions: Demons do not exist; they do not have personalities; they are responsible for every sin; every physical infirmity; and, every mental ailment. THE EXISTENCE OF DEMONS Does the Bible really teach that demons exist? Yes, most definitely, and we see this in three ways. First, the existence of demons is mentioned by every New Testament writer except the author of Hebrews (the latter does, however, mention Satan, who is the head of demons). A second way in which the Scriptures teach the existence of demons is apparent in that Jesus recognized the existence of demons: Not only did He positively teach that demons really do exist (Mt. 7:22; 10:8; 12:27-28; 25:41; Mk. 7:29; 16:17; Lk. 10:20; 11:18-20; 13:52), but He also affirmed this through His actions by casting out demons (Mt. 12:22-29; Mk. 1:39; 5:1-20; Lk. 4:35, 41; 8:29-33; 9:12; 11:14). A third way that the Bible clearly teaches the existence of demons is that the disciples – both within (Mt. 10:1) and without (Lk. 10:17) the apostolic group – recognized the existence of demons. THE PERSONALITY OF DEMONS Are demons merely emanations, or influences, or powers? Or does the Bible teach that demons have personalities? There are three attributes of personality. If it can be proven that something has all three of these attributes, then that something is a personality. These three attributes are intellect, emotion, and will. First, do demons have intellect? Yes, and this is evident in six ways: first, demons know who Yeshua is (Mk. 1:24); second, demons know their own future doom (Mt. 8:28-29); third, demons know both Jesus and Paul (Acts 16:16; 19:15); fourth, demons know that God is One (Ja. 2:19); fifth, de... Free Essays on Demonology Free Essays on Demonology Demonology: The Doctrine of Fallen Angels This excerpt (would you believe, a condensed one at that!) of Arnold Fruchtenbaum’s extensive Messianic Bible Study mbs-082, on the subject of demons gives an overview while addressing these five common, crucial misconceptions: Demons do not exist; they do not have personalities; they are responsible for every sin; every physical infirmity; and, every mental ailment. THE EXISTENCE OF DEMONS Does the Bible really teach that demons exist? Yes, most definitely, and we see this in three ways. First, the existence of demons is mentioned by every New Testament writer except the author of Hebrews (the latter does, however, mention Satan, who is the head of demons). A second way in which the Scriptures teach the existence of demons is apparent in that Jesus recognized the existence of demons: Not only did He positively teach that demons really do exist (Mt. 7:22; 10:8; 12:27-28; 25:41; Mk. 7:29; 16:17; Lk. 10:20; 11:18-20; 13:52), but He also affirmed this through His actions by casting out demons (Mt. 12:22-29; Mk. 1:39; 5:1-20; Lk. 4:35, 41; 8:29-33; 9:12; 11:14). A third way that the Bible clearly teaches the existence of demons is that the disciples – both within (Mt. 10:1) and without (Lk. 10:17) the apostolic group – recognized the existence of demons. THE PERSONALITY OF DEMONS Are demons merely emanations, or influences, or powers? Or does the Bible teach that demons have personalities? There are three attributes of personality. If it can be proven that something has all three of these attributes, then that something is a personality. These three attributes are intellect, emotion, and will. First, do demons have intellect? Yes, and this is evident in six ways: first, demons know who Yeshua is (Mk. 1:24); second, demons know their own future doom (Mt. 8:28-29); third, demons know both Jesus and Paul (Acts 16:16; 19:15); fourth, demons know that God is One (Ja. 2:19); fifth, de...

Micro economics Essay Example | Topics and Well Written Essays - 500 words

Micro economics - Essay Example (Worker`s compensation, web). Compensation of an employee who has died as a result of the company`s negligence, can be collected by the widow or other family members who were directly dependant on the employee. Employers are required to pay into the compensation once a month. Employees are not required to pay anything for the compensation fund and therefore, the employers cannot charge it to the employee`s wage. A lawyer is obliged to give clear advice keeping in mind the core values as well as the rules of the company. The advice should also be in the interests of the company. if the company has an employee compensation fund, then the family of the deceased cannot sue the company as long as they get compensation. Because the employee was killed due to the company`s negligence it is evident that the compensation for the dependants of the deceased employee should be enough so as to support them. For the spouse, the company should give twice the amount of the pension which the employee would have received if they were completely disabled (Labor law, Web). This should be paid as a lump sum amount and along with this, almost 30% of the employee`s monthly wage should be paid on a monthly basis if there is no other source of income for the spouse. As the company`s negligence resulted in the death of this employee, it is the responsibility of the company to support the family of the employee. Compensation should also be given for other dependant members of the employee such as children, parents etc. 10% of the employee`s wage should be given to the children until they reach the age of 18. Other dependants, if they were fully dependant on the employee, should be given the same amount as the spouse. If they were dependant partially, then a one-time payment should be made according to their level of dependence. In all this, it should be kept in mind that the total compensation paid should not be more than 75% of the employee`s wage because the company has to

Financial Accounting Coursework Example | Topics and Well Written Essays - 2250 words

Financial Accounting - Coursework Example It was also decided that the auditors would also have to follow the International Standards of Auditing (ISA), so that it would be easier to analyze the financial statements of the company on a global platform. The objective of this study is to discuss the improvement in the quality of information that users of financial statement get in IAS environment. Developing a strong accounting system is of significant importance because ability of the investors and the banks to calculate and assess the financial strengths and the performances of the companies depends on the transparent corporate accounting system. There should be mandatory consolidation of accounts along with the subsidiary accounts for ascertaining the true profitability. There was lack of segmented reporting of income, other disclosures, extent of deferred tax liabilities, etc. These were few reasons for which a common accounting standard was introduced. The Regulatory Framework for Financial Reporting All the companies in UK have to comply with the company laws regardless of its size. It was also important for companies to develop financial statements for the investors to analyze the financial position of the company. It is also the legal responsibility of the directors to see that the company is working in compliance to the accounting standards. According to the Companies Act of 1985, companies must represent a true and fair view of their accounting statements. In 1990s, the Financial Reporting Council (FRC) was set up for setting the accounting standards in UK. It was a solely independent body set up by the Department of Trade and Industry (DTI) and the City institutions. In the year 2000, the International Organization of Securities Commissions (IOSCO) reviewed the IAS. It was proposed that all the EU companies would have to prepare their accounts or financial statements by following the IAS standards. It was estimated that about 7000 companies in EU were accountable for using IAS, whereas there w ere only 275 companies who were using IAS till then. All the measures required were taken to establish IAS as a law in EU. This regulation was applicable for the detailed accounting provisions. It was on the member states to choose whether they wanted to permit their unlisted companies to follow the IAS standards. However the UK Accounting Standard Board (ASB) did take several initiatives to narrow down the gap between IAS and Generally Accepted Accounting Principles (GAAP). IAS is still being modified and it has become IASB in the process of converging IAS and GAAP. A survey was conducted by Pricewaterhouse Coopers in the year 2002 among 650 Chief Financial Officers (CFOs), all across the European Union to find the response of the companies towards the usage of IAS. It was found that 62 percent of the CFOs agreed to the fact that IAS would help in establishing an effective and transparent accounting system for them. 85 percent of the companies still did not use IAS, 92 percent of t he CFOs were confident of meeting their deadlines of 2005 and about 60 percent did not even begin their planning for transition. International Accounting Standards (IAS) The study aims at discussing the different aspects of IAS, in order to analyze the improved quality of