Chef Satisfaction Essay Example for Free

Chef Satisfaction Essay The findings showed that employees’ job satisfaction directly and positively influences organizational commitment, but does not directly influence job performance. Employees’ job satisfaction enhances job performance only through organizational commitment. Internal marketing, empowerment and leadership also positively influence job satisfaction. Empowerment and leadership enhance employees’ organizational commitment. Internal job stress negatively influences employees’ job satisfaction and external job stress enhances employees’ job performance. According to the findings, this paper realized the main factors which influence hospitality industry employees’ job satisfaction, organizational commitment and job performance, which can function as criteria for human resource management in the hospitality industry. Key words: Hospitality industry, job satisfaction, organizational commitment, job performance.   With the change of the industrial structure in recent years, the output value of the service industry has become more than 70% of the GDP in most advanced countries (CIA, 2009). Thus, the service industry plays a significant role in national economic development. In 2008, as the world encountered a financial tsunami, the governments of different countries selected potential service industries and supported them with resources, in order to energize economic development. The hospitality industry is a typical service industry, and it is critical service industry around the world. In Taiwan, the scale of the hospitality industry has been increasing year by year. According to the Statistics Department, Ministry of Economic Affairs, in 2001 the business volume of the hospitality industry in Taiwan was NTD 261. 3 billion. In 2006 it passed NTD 300 billion and in 2009 it reached NTD 321. 7 billion. However, the hospitality industry refers to labor services and relies on manpower in areas such as production, delivery and restaurant service. Thus, the hospitality industry is mainly based on services. As mentioned in Bitner’s (1995) framework of the service marketing triangle, service providers play a critical role in the service industries. In service industry management, regarding the importance of employees, Heskett et al. (1994) proposed the framework of service profit chain. In the service profit chain, there are critical linkages among internal service *Corresponding author. E-mail: [emailprotected] tcmt. edu. tw. Tel: +886-2-28102292 ext. 5009. Fax: +886-2-2810-6688. Tsai et al. 4119 quality, employee satisfaction/productivity, the value of services provided to the customer, customer satisfaction and company’s profits. This chain shows that internal service quality can enhance employee satisfaction, which will enhance employee productivity and further result in external service value and enhanced customer satisfaction. Finally, the company can make a profit (Zeithaml et al. , 2009). Therefore, satisfied employees make satisfied customers. Service personnel satisfaction significantly influences organizational commitment and job performance on customer satisfaction and corporate operational performance (Ladkin, 2002; Dunlap et al. , 1988; Tansuhaj et al. , 1988; Chowdhary, 2003; Yang and Chen, 2010). How to enhance service personnel satisfaction, organizational commitment and job performance is a critical issue in service industry management. In past research on employee satisfaction, organizational commitment and job performance, many scholars (Babin and Boles, 1998; Bernhardt et al. 2000; Van Scotter, 2000; Koys, 2003; Testa, 2001) have validated that employees’ job satisfaction positively influences job performance and organizational commitment. In studies on factors of employees’ job satisfaction, job performance and organizational commitment, the service profit chain proposed by Heskett et al. (1994) and service marketing management model indica ted by Tansuhaj et al. (1988) on overall service industry both demonstrated that managements internal marketing activities produce job satisfaction and commitment to the organization. In addition, many studies have found close relationships between leadership, employee satisfaction, organizational commitment and job performance (Billingsley and Cross, 1992; Yammarino and Dubinsky, 1994; Burton et al. , 2002; Avolio et al. , 2004; Chen and Silverthorne, 2005). The above studies have mainly focused on the educational service industry, retail industry, manufacturing service industry, medical service industry and governmental institutions, but have not conducted indepth explorations on the hospitality service industry. Hopfl (1994) indicated that in the service delivery, firstline employees must be empowered to some degree in order to cope with customers’ special demands. Thus, job empowerment can be treated as important management to encourage first-line service personnel and immediately solve customers’ differential demands. Avolio et al. (2004), Caykoylu et al. (2007) and Chen et al. (2008) respectively conducted empirical studies on medical personnel and employees of the telecommunication industry, banking industry and postal industry, and found that empowerment positively influences employee satisfaction and organizational commitment. One issue worthy of further study is the extent of how empowerment positively influences hospitality industry employee satisfaction and organizational commitment. In addition, first-line employees face different customer demands and supervisor requirements, therefore job stress is a critical issue for them. Jamal (1990) and Jex (1998) suggested that reducing employees’ job stress could enhance employees’ job satisfaction and job performance. Williams and Cooper (2002) and Ouyang (2009) indicated that proper job stress would enhance employees’ job performance. In the hospitality industry, the influence of job stress from external customers and internal supervisors on employees’ job satisfaction and job performance is an issue worthy of further exploration. Based on the above, internal marketing, leadership, empowerment and job stress are possible factors of service industry employees’ job satisfaction, organizational commitment and job performance, and these factors are validated in various service industries. However, the outcomes in different service industries are not the same. For the hospitality industry, it is important to validate and analyze the influences of the above factors on employees’ job satisfaction, organizational commitment and job performance. Thus, this study intended to combine internal marketing, leadership, empowerment and job stress and proposed an integrated model of hospitality industry employees’ job satisfaction, organizational commitment and job performance. Hospitality industry employees in Taipei City were treated as the subjects, and the researcher probed into factors of hospitality industry employees’ job satisfaction, organizational commitment and job performance in order to function as criteria for management in the hospitality industry. LITERATURE REVIEW Job satisfaction The term â€Å"job satisfaction† was proposed by Hoppock (1935) who suggested that job satisfaction means employees’ emotions and attitude toward their jobs, and is their subjective reaction toward their jobs. The definition of job satisfaction is generalized into three categories: (1) Definition of generality: Job satisfaction refers to the affective reaction to one’s job as the most (Ozer and Gunluk, 2010). Job satisfaction, which is one of the most important necessities for an individual to be successful, happy and productive, is a feeling of satisfaction, that is, an outcome of the perception of what the job provides for an individual (Ay and Av aro lu, 2010); (2) Definition of difference: This refers to the degree of satisfaction and the difference between ndividual actual returns and required returns. For instance, Porter and Lawler (1968) suggested that the degree of satisfaction depends on the difference between a person’s actual returns and expected returns; (3) Definition of criterion framework: Peoples subjective perception and interpretation on objective traits of organizations or jobs would be influenced by individual criterion framework. According to Smith et al. (1969), job satisfaction is the outcome after a person interprets the job traits according 4120 Afr. J. Bus. Manage. o the criterion framework. The influence of certain work situations on job satisfaction is related to many factors, such as comparisons between good and bad jobs, comparisons with others, personal competency and past experience, etc. Job performance Kane and Lawler (1976) suggested that job performance refers to the record of the results when employees have practiced a job for a certain period of time. According to Schermerhorn (1989), job performance refers to the quality and quantity accomplished by individuals or groups after fulfilling a task. After a certain period of time, measurements of employees’ job performance could serve as criterion for promotions, wage adjustments, rewards, punishments and evaluations. Cascio (2006) suggested that managers must specifically define performance to allow the teams or employees to recognize the organizational expectations in order to fulfill the organizational goals. In other words, managers must set concrete goals, trace the fulfillment degree and evaluate the teams’ or employees’ performance. Van Scotter and Motowidlo (1996) suggested that employees with a high degree of job enthusiasm will demonstrate extra effort and devotion, and will actively seek out solutions to problems at work in order to enhance their job performance. Robbins (1998) divided the measurement of job performance into job result, job behavior and personal traits. Lee et al. (1999) divided job performance into efficiency, efficacy and quality. Efficiency refers to the employees’ output rate and is the ability to accomplish tasks before deadline. Efficacy refers to the employees’ goal accomplishment rate and proposals. Quality refers to the employees’ error rate and complaint rate, supervisor satisfaction, customer satisfaction and colleague satisfaction. This study suggested that in the application of this construct to measure hospitality industry employees’ job performance, efficiency should refer to the employees’ speed in customer service, efficacy should mean the accomplishment of tasks assigned by customers, and quality should mean the employees’ performance in customer service. As to measurement, Shore and Thornton (1986) indicated that self-evaluation allows individuals to participate in performance evaluation and serves as a criterion. Based on the above, according to the views of Lee et al. (1999), this study divided job performance into efficiency, efficacy and quality, and measured hospitality industry employees’ job performance using employee self-evaluation. Smith et al. (1969) proposed the Job Description Index (JDI) to measure job satisfaction, with the constructs including wage, promotion, job, supervisors and colleagues. Black and Gregersen (1997) found a positive correlation between job satisfaction and job performance. Organ (1990) suggested that when employees are satisfied with their work, they are willing to sacrifice themselves and devote to their organization. Organizational commitment From the perspective of attitude, Porter et al. (1974) indicated that organizational commitment is a person’s active and positive intention to identify with and internalize organizational goals and value. According to Reyes and Pounder (1990), organizational commitment is the strong belief and intention to identify with organizational value, devote to and stay with the organization. Mathews and Shepherd (2002) suggested that organizational commitment refers to workers’ attitude, behavior and connection between individuals and the organization. Guest (1995) indicated that organizational commitment is at the core of human resource management. It transforms traditional manpower management into the core of human resources. Organizational members’ attitude or intentions particularly indicate the importance of employees’ organizational commitment. Dee et al. (2006) suggested that organizational commitment is a person’s intention to devote to and be loyal to the organization. Lambert et al. (2006) suggested that organizational commitment is the structural phenomenon of trading between individuals and organizations. It increases with time, but it does not lead to a transferable investment outcome. Thus, in theoretical study and practical use, scholars have valued organizational commitment in human resource management. In recent years, many scholars have probed into organizational commitment from the view of Porter et al. (1974). Thus, this study also followed the above view and divided organizational commitment into value commitment, effort commitment and retention commitment. This study further treated these three constructs as criteria to measure hospitality industry employees organizational commitment. Definitions of these constructs are thus shown: (1) Value commitment: a strong belief and identification with organizational goals and values. 2) Effort commitment: the intention to devote more to the organization. (3) Retention commitment: a strong intention to continue being part of the organization. Internal marketing Internal Marketing (IM) is the process of handling staff as internal customers and projects as internal products that satisfy the needs and desires of the customers and adhere to the company’s goals (Berry and Parasuraman, 1991). Rafiq and Ahmed (1993) suggest that internal marketing involves â€Å"a planned effort to overcome organizational resistance to change and to align, motivate Tsai et al. 4121 nd integrate employees towards the effective implementation of corporate and functional strategies†. Joseph (1996) suggested that internal marketing is can be applied to marketing and human resource management, combining theoretical techniques and principles in order to encourage, recruit and manage all employees in the organization and constantly improve external customer service and mutual services. In addition, Ahmed et al. (2003) defined internal marketing as the emp loyees’ evaluation of the reward system, internal communication, training and development of the company. Internal marketing empirical research in the service sector has proven that internal marketing has influenced on internal customers (that is, employees) satisfactions. Berry and Parasuraman (1991) suggested that the advantages of internal marketing implementation in organizations are as follows: (1) To acquire and keep excellent talent; (2) to provide a common vision so that employees have job purpose and meaning; (3) to give employees the ability and knowledge to accomplish the work; (4) to encourage employees to share the results of teamwork; (5) to create job designs be based on the findings of marketing studies. The aforementioned views reveal that corporate implementation of internal marketing allows employees to enhance service quality, which increases the production and profits of the companies. The implementation of internal marketing in the organizations results in an internal service culture, raises service consciousness and increases profits (Parasuraman et al. , 1985). Based on the views of these scholars, internal marketing is critical for organizations and influences external marketing to further enhance customer satisfaction. According to the these definitions and based on the views of Rafiq and Ahmed (1993) and Ahmed et al. (2003), this study treated employee evaluations of reward systems, internal communication, and training and development of companies as criterion for measuring internal marketing of the hospitality industry. Leadership Leadership refers the process of influencing the team to accomplish the goals (Robbins and Coulter, 2005). Leaders are key success factors of an organization (Bass, 1985; Daft, 2002). Skillful leaders recognize and use the interpersonal relationships of the team and strengthen the members’ loyalty and morale. Effective leaders must learn skills such as patiently sharing information, trusting others and recognizing the timing of interventions (Steckler and Fondas, 1995). In recent years, numerous scholars have tried to discuss leadership from new perspectives. New studies of leadership theory have particularly stressed the influences of demands between leaders and subordinates, the interaction of personality traits and situational factors on leadership (Bargal and Schmid, 1989). Corporate leaders must select a proper leadership according to their subordinates’ different demands for supervision, in order to enhance employee satisfaction and fulfill expected goals. Bass and Avolio (1997) divided leadership into transformational leadership and transactional leadership. In transformational leadership, subordinates trust, respect and are loyal to their leaders. Leaders can develop their subordinates’ potential and enhance their confidence by changing their values and beliefs in order to increase their organizational commitment, intention and motivation to create exceptional outcomes. Transformational leadership can be divided into ideal traits, ideal behavior, the encouragement of inspiration, and the stimulation of wisdom and individual care. In addition, transactional leadership means leaders and members remain in the process of negotiation and mutual benefit instead of a persistent one-purpose relationship. Social exchange theory is treated as the theoretical base. When subordinates act according to their leaders’ expectations, they will have returns with a specific value. Transactional leadership can be divided into contingent rewards, and active and passive exceptional management. Most quantitative studies on leadership have created questionnaires using the MLQ scale designed by Bass and Avolio (1997). The MLQ scale includes two constructs (transformational leadership and transactional leadership). This study also designed a leadership questionnaire for the hospitality industry according to the MLQ scale. Empowerment Empowerment signals a transition away from traditional development that confined people’s role to that of passive recipients, effectively rendering them dependent on handouts in the form of foreign aid (O’Gorman, 1995). Bowen and Lawler III (1992) define empowerment as sharing with frontline employees four organizational ingredients: (1) Information about the organizations performance; (2) rewards based on the organizations performance; (3) knowledge about contributing to organizational performance; (4) power to make decisions that influence organizational direction and performance. Murat and Thomas (2003) suggested that empowerment does not simply refer to telling employees that they are empowered, but aims to allow the employees to recognize what power has been authorized. Boudrias et al. (2004) suggested that in managerial circles, empowerment application includes two types: (1) Empowering the responsibility of decision-making to subordinates while emphasizing rich work environments 4122 Afr. J. Bus. Manage. and diverse authority, information, resources and support, and providing the opportunity to learn in order to improve performance; (2) psychological empowerment, which refers to employees’ experiences of empowerment that are inferred as a mediating variable of empowerment and expected results. According to Sherman (1996), empowerment acknowledges that employees have the power to change in order to encourage employees to increase their competency. Kanter (1993) suggested that empowerment can keep employees from feeling helpless. Organizations could thus reduce negative effects such as low morale. The most significant effect of empowerment is to enhance employees’ abilities and self-efficacy (Conger and Kanungo, 1988). Bowen and Lawler III (1992) suggested the advantages of empowerment for organizations below: (1) To rapidly respond to customer demands and questions; (2) a high degree of employees’ job satisfaction; (3) positive interactions with consumers; (4) employees with creative thoughts; (5) the creation of loyal customers. About the definition of psychological empowerment, Spreitzer (1995) defines this concept as the psychological state that employees must experience for managerial empowerment interventions to be successful.

Communications Essay -- essays research papers fc

Freedom of speech is a right of individuals as they possess their own free will. Because of their free will, individuals have expressed their thoughts, desires, and aspirations through the mass media. Communicating freely with other affirms the dignity and worth of each and every member of society. Communication remains God's great gift to humanity without which we cannot be truly human, reflecting God's image. Freedom of expression is essential in the attainment and advancement of knowledge. Communication brings forth various ideas and information. People today are better informed and more enlightened thanks to thriving press freedom and expanding mass media here and in many parts of the world. All points of view are represented in the "marketplace of ideas" and society benefits from debate about their worth. "Monkey see, monkey do" has become a well-known saying in today's society. In addition, this is how media influences society as it leaves a large impact on the individuals. Media has been considered by Ciony C. Gonzales as the most dominant art form, as it has an innate power to engage and affect the total person. It leaves a compelling and lasting impact on both the conscious and subconscious. Though media informs and educates, it also corrupts and exploits, leading it to contribute to the moral degradation of society. The moral fabric of our society has been coming apart for some time. Sex and violence have been big sellers through media outlets but at the expense of our children as well as the society they live in. children are very impressionable and they emulate what they hear on the radio and see on both television and movies. We must safeguard and change what our children are exposed to. Media's role in society is to inform, educate, and entertain. It tells the truth and provides positive stimulation that can build up images and reputations the right way. It can also be a tribunal of justice. Therefore, media has contributed greatly in ways that both enlighten and enrich society, but in other ways have deteriorated and perplexed it. It is not a surprise to learn, then, that media is the most powerful source of information, and nothing else in today's world influences public perception as heavily. Media in the Philippines is simply a reflection, an outgrowth, a mirror of society as a whole. After all, media has been perceive... ...are dissatisfied at what our children are exposed to. The owners, producers, directors, gatekeepers, commentators and actors, must be held accountable. If we don’t buy, they wont survive, so we must write our politicians, radio stations, television stations, newspapers, and magazines and every other media outlet in order to let them know our concerns. We have the power, so let’s exercise it. After all, our society and the children that it breed are at stake. BIBLIOGRAPHY Caà ±aberal, Bernard. "Radio, Pop, Music & Comics: Impact on Filipino Youth." Media Watch, January 1993, pp. 44-45. Deocareza, Franco. "A Positive Media Culture for Children." Life Today, September, pp. 19, 23. Gonzales, Ciony C. "Film Culture." Life Today, January 1984, pp. 10-11. Gonzales, Ciony C. "Taking Films Seriously." Life Today, January 1984, pp. 9. "Pornography serious threat, studies show." The Christian Science Monitor, 23 September, 1999, Sec. A, p. 11. "Profanity use is too commonplace." The Oklahoma Daily, 21 Oktober, 1997, Sec. A, n.p.. Reuter, Fr. James. "Media and Values." Life Today, June 1992, pp. 40.

Russia & Economy

Since attaining her independence in the early 1990’s Russia can pride herself in emerging as a middle economy which has registered an average annual economic growth rate of 6. 5%. This is largely attributed to her embracing a free market economy to replace the earlier central command approach. The World Bank notes that this economic growth has seen the number of people living in extreme poverty reduced. Trade especially exports of natural resources for instance oil and gas blended with stability in the macroeconomic policies adopted can be blamed economic achievement.However, there are major challenges that threaten this success story. The need for diversification of the economy, adoption of environmental conservative measures like the fight against deforestation has intensified in the increasingly globalized economy. Various non governmental organizations (NGOs) as well as international institutions have played a significant role in ensuring that this goal is attained. In the process, losers as well as winners have emerged. Many NGOs have been at the forefront to chip in their devoted efforts to resolve the deforestation problem in Russia.World Wildlife Fund (WWF) Russia, an environmental based organization advocates for sustainable forestry in Russia. In the recent times global warming issues have intensified and are a cause of concern due to the effects on climate change. (WWF, 2009). WWF Russia has intensively ensured that this information is disseminated across Russia. It adopts collaborative measures with the owners of the forests as she works to realize this goal. The objective is to ensure that CO2 emissions, a greenhouse gas responsible for global warming are reduced.WWF highlights the effects of deforestation on wildlife as well as on human beings. It advocates for responsible forestry especially in the timber trade. WWF Russia is also committed to ensuring that the Russian artic and the wildlife there are also conserved. The biodiversity of th e Northern Caucasus region must be protected from deforestation, wild fires and poaching if the wildlife contained there is to remain unharmed. In this regard, WWF Russia ensures that companies control their spillage or observe safe or responsible waste management practices.It also encourages responsible fishing. Joint efforts are vital if this goal is to be attained. WWF Russia advocates for ‘the protection of water sheds as well as the limited soil disturbances to ensure positive effects on the timber harvested’. (WWF, 2009). Another important environmental NGO is Green Peace which also advocates for conservation of forests. Green Peace has registered success by reducing the felling of trees especially in the North Western parts as well as the Russian Far East regions. (Greenpeace)In addition to the environmental organizations, there are human rights organizations like Indem foundation which have been committed towards promoting democracy in Russia. This is done throu gh collaborative efforts with the civil societies, public officials as well as government organizations. Major issues addressed by Indem include anti corruption, issues of international cooperation, reforms in the government and the political arena as well as justice assistance. This NGO tries to ensure that people know their rights and follow the right procedures to have them respected. (Indem Foundation, 2005).International institutions like the EU and the World Bank have also played a significant role in influencing Russia. The World Bank highlighted the need to ensure diversification of the economy to allow equitable growth while reducing the poverty levels. In an effort to ensure that Russia moved with the modern times where globalization is enhanced the World Bank created a 3 year strategy. The main objective in the strategy adopted would be to ensure sustained growth, improved management especially in public led institutions, increased social services as well as increased rol e of the nation at a global level.Russia was expected to participate in global activities like assisting the less developed countries. (World Bank, 2009). Among the ways in which Russia can diversify her economy is through the promotion of agriculture. This sector is however faced by many challenges like excess use of chemicals, wrong choice of crops as well as extreme or excess farming. Another important industry is forestry which has also faced a lot of problems in the recent past. Exploitative foreign companies and criminal organizations have negative effects on the forestry industry.Other challenges include wild fires, pests as well as pollution from the industries. (Library of congress, 2006). Russia showed her interests in registering with World Trade Organization in 2005, a move that was expected to place her at a competitive edge in as far as her economic growth and development are concerned. However her failure to adhere to the stipulated rules for instance strict adherence to intellectual property rights sees her blocked from admission by some great economies for instance the US.(Palmer D, 2009). This has seen different bodies in Russia advocating for a change in how people perceive intellectual property rights. The need to view them as an investment has now become vibrant. Russia is a member of the EU, another international organization and she continues to accrue related gains. There are certain rules to be followed by all members of the EU community. Russia collaborates with the EU to modernize the economy, on security matters, international relations as well as on regional cooperation. (EC)In an effort to strike a balance between the economical, environmental as well as social interests the forest owners will be losers. This is attributed to the fact that they will forego their financial gains as they adhere to the harvesting. The society will gain as a whole as the adverse effects of global warming will be reduced in a safer environment. Russia has also gained from the globalization process especially in her trading activities with the larger EU region. The poor and marginalized in Russia who forms approximately 20% of the population have also emerged as winners in the globalization process.(World Bank, 2009). This is attributed to the fact that international organizations like the World Bank have been committed to change their plight. World Bank has been involved in collaborative research activities to find ways of how more jobs can be created. It also assists in health care provision by offering equipment as well as in preventive approaches to curb diseases. World Bank also shows commitment to boost Russia’s education, fight against corruption as well as acquire a safe environment. (World Bank, 2009).There are many governmental as well as non governmental organizations that affect Russia’s performance in the global environment. These organizations may have a direct impact on the Russians for instance those that empower the human capital while others may indirectly affect man for instance those based on natural resources like wildlife and forests. Regardless of the direct or indirect impact these organization lead to the emergence of losers as well as winners in the society. All in all, the benefits of globalization are enormous and ought to be embraced as no country is self sufficient.References: Doug Palmer. 2009. Russia's WTO bid still faces big U. S. obstacles. Reuters. Retrieved on 9th April 2009 from http://www. canada. com/news/world/Russia+still+faces+obstacles/1453371/story. html EC. The European Union and Russia. Retrieved on 9th April 2009 from http://ec. europa. eu/external_relations/library/publications/russia_brochure07_en. pdf Greenpeace. The Russian Forests. Retrieved on 9th April 2009 from http://archive. greenpeace. org/comms/cbio/russia. html. INDEM Foundation. 2005. Retrieved on 9th April 2009 from http://www.indem. ru/en/index. shtml Library of Congress – Fe deral Research Division. 2006. Country Profile: Russia, October 2006. Retrieved on 9th April 2009 from http://lcweb2. loc. gov/frd/cs/profiles/Russia. pdf. WWF 2009. Reducing climate change in Russia through sustainable forestry. Retrieved on 9th April 2009 from http://www. panda. org/who_we_are/wwf_offices/russia/index. cfm? uProjectID=RU0130 Wwf Pskov Model Forest Project. Retrieved on 9th April 2009 from http://www. svo. se/episerver4/dokument/sks/engelska/Swedish_Russian/PMF%20 Brochure_ENG. pdf

List of Impeached Governors in the United States