Business decision making Assignment Example | Topics and Well Written Essays - 2000 words

Business decision making - Assignment Example Decision making process is a very significant function to any company that must attain success in the market. It stipulates the areas that the company can easily penetrate in the market without enormous incurrence on costs and any impending risks. Data collection is the approach that wills open doors for such a company to make an adequate decision from the analysis they arrive at as per the data segments (Carroll, 2008). In this paper is stipulated that data analysis is a significant faction which every company ought to adopt. The report revolves around a fashion industry selling fashion clothes, shoes, jeans and other related fashion components whose main target is the youth generation. It possesses a challenge since the youths are dynamics in their desires, this call for constant review of its products to meet the demand of its market segment. A group comprising of 20 youths is sampled from Coventry region who are interviewed on a major market trends about fashion and their take on how fashion impacts the development of new products in the market. Their involvement in the changes is the key factor that is considered (Bazerman& Moore, 2013). Decisions amount to the most significant components to business in the market regardless of its current position. For a business to start it must involve decision making processes and growing business must always apply different decisions for its growth purposes, otherwise growth and start-up will never be met. An agglomeration of factors must be taken into consideration on the particular field of the company. A company ought to ask such questions like what is my market size. What is the market trend? Who are my consumers? What is the market perception? Among other critical questions which will drive the company to undertake proper steps. Quality, quantity, location, size and other structural characteristics are influenced by the decisions made by management in a company (Teale,

The Evolution of Urban Society in Mesopotamia

The Evolution of Urban Society in Mesopotamia Where and when did the first urban societies appear? Were the earliest cities a prerequisite for the development of civilization or merely by-products of it? These are fundamental questions that are attempted to be answered in studies of the ‘urban revolution, which is defined as â€Å"emergence of urban life and the concomitant transformation of human settlements from simple agrarian-based systems to complex and hierarchical systems of manufacturing and trade.† (Gotham 2007) For decades now, many anthropologists, archaeologists and historians have accepted that the ‘cradle of civilization was situated in the Fertile Crescent, a vast stretch of land which extends from the eastern Mediterranean Sea to the Persian Gulf. More specifically referred to is Mesopotamia, meaning â€Å"land between the rivers† in Greek, lying in the basin of the rivers Tigris and Euphrates. Mesopotamia is indeed the oldest site that provides evidence of a complex and urban society, s uch as writing, grand architecture, and bureaucracy. It contains all the characteristics necessary to support the social, economic, and religious needs of a large and sedentary population. Although there is no exact definition for an urban society, scholars have established a myriad of different criteria to classify societies. One of the earliest, and most important, lists of characteristics used to evaluate whether a society can be described as urban was V. Gordon Childes ten-point model in his seminal article â€Å"The Urban Revolution†. His analysis of these different, yet related, factors is often summarized under the acronym â€Å"POET†: population, organization, environment and technology (Wyly 6:2008). For this essay, I will focus on these four criteria and how the ancient societies in Mesopotamia satisfied them. First of all, the growth and density of a population depends on the food supply available, which is restricted by the natural resources available to the inhabitants. Mesopotamia was blessed as a rich agricultural area between its two rivers. It had very favourable geographical characteristics as a flat and alluvial land. As a consequence of its consistent elevation, the Tigris and the Euphrates flowed relatively slowly. The lack of natural dykes or barriers to the rivers caused the yearly flooding. The waters consistently overflowed their banks and deposited a rich layer of silt onto the plains. Since the ground in southern Mesopotamia was extremely fecund, people were able to regularly grow an abundance of crops which could support a considerable population. According to Elvin Wyly (1998), â€Å"After a long period of struggles to improve cultivation techniques in the fertile river valleys, archaeologists believed, an ‘agricultural revolution allowed the production of a surpl us that eventually laid the basis for an ‘urban revolution about 5,500 years ago (3,500 before the current era, or BCE).† It was from the environment that social surpluses were made possible, meaning farmers were able to produce annually more food than what was necessary to sustain him and his family. However, the annual flooding of the plains was often a mixed blessing. Although the fertility of the soil was caused by centuries of silt deposits transferred from the river beds, the flooding could also be unpredictably catastrophic. In an instant, rivers could destroy crops and wipe out entire communities and their inhabitants. Once the hordes of neighbouring peoples settled in adjacent to the waterways, it became necessary for them to join together in a form of collective management to protect their settlements and livelihoods from flooding. This collective management of the flood waters and the social surplus associated with it formed the rudimentary conditions for the progression of Sumerian civilization. Childe (1950: 8) makes this point clear when he notes, â€Å"At the same time dependence on river water for the irrigation of the crops restricted the cultivable areas while the necessity of canalizing the waters and protecting habitations against annual floods encouraged the aggregation of population. Thus arose the first cities—units of settlement ten times as great as any known Neolithic village.† These novel agricultural innovations of controlled irrigation and canalization served as catalysts for the broader societal changes. By providing a consistent social surplus, the populations of the earliest cities in Mesopotamia were able to rapidly increase in absolute terms and also in the density of their settlement. The greater numbers of people provided the basis for specialization and hierarchical institutions. The largest Mesopotamian city Ur, which was built on a tributary of the Euphrates, had a maximum population of 34, 000 in the old walled city, and possibly more than 340,000 when its surrounding regions are included (Wyly 2008: 2). This is an astounding number for a settlement during this period. Among the rivers and streams, the Sumerian people built the first cities along with irrigation canals which were separated by vast stretch es of open desert or swamp where nomadic tribes roamed. Communication among the isolated cities was difficult and at times dangerous. Thus each Sumerian city became a city-state, independent of the others and protective of its independence. This demonstrates that the development of cities and states were inextricably linked, as one was necessary for the formation of the other. This irrigation cultivation and food surplus released certain members of the population from manual labour. The economic and political transformations that brought about early complex societies were largely due to the production of a social surplus by commoners, which enabled the formation of political differentiation and the complex division of labour. Thus began the process of social stratification and the formation of different social classes, perhaps the most significant change incurred by the Urban Revolution â€Å"As with other cities of Mesopotamia, Ur was socially heterogeneous, with a detailed specialization of labor, and substantial differences in wealth and power between an elite class and the remainder of the population.† (Wyly 2008: 2). A strict hierarchy began. At the top were the land-owning elites, consisting of nobles, priests and the military, who controlled the distribution of the surplus. Next, there were specialists such as craftspeople, metallurgists, and scribes employed to track the surplus. At the bottom were the powerless peasants who supported the entire economy on their backs. Smith (2009: 10) notes that â€Å"Sir Leonard Woolley (1954) was directing excavations at Ur, where he uncovered evidence for many craft specialists in the residential neighborhoods.† The power of the elites was symbolized and consolidated by the construction of grand public monuments. â€Å"Every Sumerian city was from the first dominated by one or more stately temples, centrally situated on a brick platform raised above the surrounding dwellings and usually connected with an artificial mountain, the staged tower or ziggurat.† (Childe 1950: 14). Granaries and workshops were attached to these temples allowing the concentration of food and wealth to be held in the hands of a relative few. The ability to store and trade the surplus spurred scientific innovations in measurement and storage, while new political means emerged to supervise the allocation of the surplus and its benefits. According to Childe (1950: 16), new technologies and innovations emergence directly from the need to manage and organize the surplus. The priests and bureaucrats of Sumerian temple invented the first type of writing, in the form of Sumerian cuneiform, as a way of accounting and re cording the resources and revenues collected as tribute from the commons. The invention of writing led to the development of other â€Å"exact and predictive sciences—arithmetic, geometry and astronomy†. The use of writing and sciences for administrative purposes by the state is one of the hallmarks of a more complex, urban society. George Cowgill (2004: 535) claims that â€Å"If the first cities were deliberately created, it is likely that they were new kinds of settlements that arose abruptly, rather than old kinds of settlements that gradually grew so large that they became qualitatively as well as quantitatively different.† Works Cited Childe, V. Gordon 1950 The Urban Revolution. Town Planning Review 21:3-17. Cowgill, George L. 2004 Origins and Development of Urbanism: Archaeological Perspectives. Annual Review of Anthropology 33:525-544. Encyclopà ¦dia Britannica 2009 History of Mesopotamia. http://www.britannica.com/EBchecked/topic/376828/Mesopotamia, accessed November 20, 2009. Smith, Michael E. 2009 V. Gordon Childe and the Urban Revolution: An Historical Perspective on a Revolution in Urban Studies. Town Planning Review 80:3-29. Wyly, Elvin 2008 Urban Origins and Historical Trajectories of Urban Change. Introduction to Urban Geography 1-10.

My Personal Philosophy of Education :: Education Teachers Reflective Writing Essays

Philosophy of Education I believe all students have the potential to think critically and mathematically. However, each student manifests this ability at a different level and pace. Thus, it is the role of the teacher to facilitate learning by providing each student with the opportunity to grasp mathematical concepts. Too often teachers assume that only those who have demonstrated a high level of achievement in the classroom will be able to experience higher-order problem solving situations. Often, problems that require critical thinking are simplified to mere procedures and rules. Instead, I contend that it is precisely the struggle and challenge of these situations that can enhance all students’ understanding in some way. As an educator, it is my responsibility to provide the resources (information, experiences, problem solving strategies, etc.) to enable each student to improve his or her reasoning skills. However, it is often difficult to reach students individually and even more difficult to change the deep-set attitudes towards mathematics, especially among those who struggle. I propose that creating a caring, problem-solving based community is the best way to combat negative attitudes towards mathematics and to help individuals make gains in their critical thinking ability. If I encourage students to be working together as mathematicians in a community, then they can learn from and communicate with each other. In this setup, every student has some insight to bring and each will struggle and learn from problems at their own level. My role in this environment is that of a guide, presenting tools and strategies for the class to discover and reason through mathematics. The more students see that there are different ways of thinking about the same situation, the more they will be able to access resources when they encounter a problem on their own. For instance, in a 7th grade classroom , we used two color counters to introduce integer operations. For the exit exercises, some students still needed the idea of chips while others had established generalizations. Through guided discovery, they took away a level of understanding that best suited them. The students who needed visuals still were not forced to resort to generalized procedures that they did not yet understand. They were able to correctly perform the calculations in a way that made sense to them. I also must guide the establishment of a strong community by encouraging mathematical communication, critical commentary and sensitivity. My Personal Philosophy of Education :: Education Teachers Reflective Writing Essays Philosophy of Education I believe all students have the potential to think critically and mathematically. However, each student manifests this ability at a different level and pace. Thus, it is the role of the teacher to facilitate learning by providing each student with the opportunity to grasp mathematical concepts. Too often teachers assume that only those who have demonstrated a high level of achievement in the classroom will be able to experience higher-order problem solving situations. Often, problems that require critical thinking are simplified to mere procedures and rules. Instead, I contend that it is precisely the struggle and challenge of these situations that can enhance all students’ understanding in some way. As an educator, it is my responsibility to provide the resources (information, experiences, problem solving strategies, etc.) to enable each student to improve his or her reasoning skills. However, it is often difficult to reach students individually and even more difficult to change the deep-set attitudes towards mathematics, especially among those who struggle. I propose that creating a caring, problem-solving based community is the best way to combat negative attitudes towards mathematics and to help individuals make gains in their critical thinking ability. If I encourage students to be working together as mathematicians in a community, then they can learn from and communicate with each other. In this setup, every student has some insight to bring and each will struggle and learn from problems at their own level. My role in this environment is that of a guide, presenting tools and strategies for the class to discover and reason through mathematics. The more students see that there are different ways of thinking about the same situation, the more they will be able to access resources when they encounter a problem on their own. For instance, in a 7th grade classroom , we used two color counters to introduce integer operations. For the exit exercises, some students still needed the idea of chips while others had established generalizations. Through guided discovery, they took away a level of understanding that best suited them. The students who needed visuals still were not forced to resort to generalized procedures that they did not yet understand. They were able to correctly perform the calculations in a way that made sense to them. I also must guide the establishment of a strong community by encouraging mathematical communication, critical commentary and sensitivity.

Causes of Criminal Behavior

In today’s time, deviance and crime plaque American society. There are vast degrees of deviance, from a simple shoplifter, to a car thief, to a killing machine with no conscience, otherwise known as a serial killer. How is this killing machine created? Where and how does this type of criminal behavior begin? The answers to these questions must be addressed in order to stop the formation of deviance. While searching for these answers, the nature vs. nurture is brought up. Scientist and psychologists have debated over whether a child’s upbringing forms their behavior or whether they are born with a personality disorder, or could it be their body type and brain set up? (Jones 1) Society may never truly know all the causes of this behavior but for now, they wrong upbringing can, without a doubt, increase the chances of violent behavior. It has been said for years that ones parents are the base to make someone the person they become as an adult. Parents are a young child’s role model, but as we grow older we start to have other influences in our lives. People such as our friends, teachers, and other family members are considered to be part of our outside environment. In today’s time we are seeing less nuclear families and more single parent households. (Waggoner 30) Kimberly J. Waggoner did a study called, â€Å"The Project of Human Development in Chicago Neighborhoods† which followed 80 young kids, till the age of 30, to see what kind of an impact their childhood had on them as an adult. She found that without two reliable role models, it can make a difference in that child’s behavior. Waggoner 30) She makes a great point that, â€Å"Grandmothers often play an important role in preventing children from developing antisocial behavior, especially those children born to teen mothers. In essence, children with access to extended family and other role models can thrive in a single- parent home. † She also goes on to say, â€Å"Yet, some studies have found that boys raised by their birth mother and a stepfat her are no better off than boys raised by mom alone. † (Waggoner 30) The cause of this could be that the boys look at their stepfather as competitors, rather than role models, who normally help children develop their self-esteem. Boys need to have that male role model in their lives. Without a solid home environment, it could lead a child towards the first step to criminal behavior, which is delinquent behavior. It starts as young as preschool. The child shows aggressive behavior toward their peers, and is than deemed as an outcast. Most times, this creates poor peer relations and causes those children to b e with others who share similar behaviors; usually these relationships continue into adolescents and maybe even adulthood. Waggoner 28) A child’s environment and upbringing has a tremendous effect on who they become as an adult. â€Å"As an adult, we can choose the environment in which to live, and this will either positively or negatively reinforce our personality traits†¦ However, children are limited to the extent of choosing their environment, which accounts for the greater influence of environmental factors in childhood behavior,† says Caitlin Jones, a professor at the Rochester Ins titute of Technology. Jones 4) Even though all these things can cause criminal behavior, they are not the only causes. Parents could be great and do almost everything right and still have a criminal child on their hands. It is a great question they may never be answered, what makes some people commit vindictive criminal acts, while others could not even kill a fly? We may never truly know the answer but, there are plenty of theories on the brain of a criminal. An Italian psychiatrist by the name of Cesare Lombroso has done countless studies of the skulls of criminals and found, â€Å"†¦ each type of crime is committed by men with a particular physiognomic characteristics, such as a lack of a bred or an abundance of hair†¦Ã¢â‚¬  (Rafter 69) In 1876 during an in depth study, Lombroso discovered most skulls of criminals were unusually small or malformed. Some of the skulls had a median occipital fossetta, and others had â€Å"monkeylike anomalies†. (Rafter 70) Criminals are said to look like everyone else, but there are little differences that to the normal person, go unnoticed. So they really do not look a whole lot different than the rest of us, yet they are still thought to be â€Å"backward intellectually compared to an honest man. †(Rafter 69) Another theory behind the criminal mind was brought up in the late 18th century by a German physician named Johann Gasper Spurzheim, and he came to what he thought, was an inescapable conclusion, â€Å"†¦ on the basis of numerous examples I have identified the primary cause of homicide, overdevelopment of the organ of Destructiveness, which is the seat of both negative and useful forms of destruction†¦It is commonly larger in men than women. (Rafter 78) Crimes are committed everyday; there are so many theories on the causes of crime one could talk about them for days. I believe both Lombroso and Spurzheim had great points; criminals are considered to be backward, which causes them to be vain, vindictive, remorseless, and undeterrable. Than, Spurzheim, believing in his organ of Destructiveness. Th ere is just one thing wrong with both of these theories; they leave out the women criminals. Men may be considered to be more physically violent than women but, they are just as capable as men at committing a violent act. Take the case of Andre Yates: in 2001, she systematically drowned her five children in a bath tub. Andre married a man by the name of Rusty Yates in 1993, and than she became pregnant six times in seven years, one ended in a miscarriage. Rusty insisted that Yates home school and take full care of the children herself. This placed heavy burdens on her and isolated her from social support. In early 2001, Andre lost her father and was prescribed antipsychotic drugs, she had her last child and went into postpartum psychosis. After drowning the children, Yates confessed she was not a good mother and was possessed by Satan. (Rafter 6) All the burdens of schooling, caring and cleaning up after five children can drive some mothers crazy. She could not handle all that stress than, after the trauma of losing her father, and having another baby, Andre Yates finally snapped. She is now incarcerated in a mental hospital. Cesare Lombroso also studied women criminals. He compared female offenders to their male counterparts and found â€Å"the few violent women exceed men in their ferocity and cruelty. (Rafter 71) Of course, there are far more crimes that are committed by men than women, yet women should not be eliminated from the world of crime. A criminal is a criminal, regardless of gender. Why do some offenders only commit one crime and others make a career out of it? A range of thoughts and theories exist. Some of those include: Kimberly Waggoner and all her ideas of childhood causes, outside environment, and our upbringing, Caitlin Jones and being able to choose our own environment as an adult to stop potential criminals. Also important are those of Nicole Rafter and the criminal brain, along with Lombroso, on women criminals and their male counterparts. Criminal behavior has been the subject for debate for centuries and will continue to be for centuries to come because, â€Å"Criminals are remorseless, incapable of resisting impulse to harm others, and morally savage, but in other aspects normal. † (Rafter 20) Hopefully, with all the knowledge we have and the studies yet to come, it will help to end the frustration that criminal justice psychiatrist experience while trying to fight crime, instead they will be able to understand, control and prevent crime.

How to Reduce Employee Turnover with Motivation Essay

Nowadays, a word is very popular in white collars. It is â€Å"luo ci† in Chinese, which means people leaving their current work without a new job. With the development of society and the improvement of the level of people’s life, the phenomenon of â€Å"luo ci† become more and more common. As we know, the employee turnover of hospitality industry is quite higher than other industries. In 2004, Wildes warned that hospitality would face a significant work force deficit of quality managers in the near future. Not only is there a shrinking labor pool due to other industries attracting our potential managers (i. e. retail, banking, and healthcare) (American Express, 2006), but turnover continues to be a significant problem. High turnover not only causes the hotels lose their good employees and makes the level of service declined, but also increases the costs and expenses of recruitment and training. So, those hotels should take some measures to reduce employee turnover. Through some information, there are four main reasons: salary and welfare, personal development, sense of achievement, and interpersonal relationship. Clark and Estes (2002) suggest that employee turnover may not be purely a function of remuneration but rather of employee motivation. From this sentence, we know employee motivation plays a very important role in hospitality industry and it is an effective way to solve the problem of brain drain. The methods of employee motivation can be divided into two parts: substance incentive and spiritual incentive. According to the reasons of leaving, the management should pay more attention on their employees’ needs and motivate them from material and spiritual. Substance incentive means motivating and encouraging employee by some material, such as salary, welfare, bonus, or penalty. It is the main mode of motivation. Besides, it is the most common motivation mode. A study from a salary survey by Hewitt Associates showed that the human resource department in the hotel groups offering at least one plan of pay to performance rise from 51 per cent in 1991 to 77 per cent in 2003 (Jeffrey Pfeffer, 2007). Except carrying out the necessary substance incentive, the spiritual incentive is especially important, because it is a key factor to improve employees’ career happiness. According to different needs do some different spiritual incentive, such as, empowerment, make a future career development program for employees, making some effective communication and so on. In onclusion, with the improvement of living standard, more and more people begin to pay more attention on their internal happiness and pursuit. Taking substance incentive purely cannot meet the demands of the employees. Therefore, substance incentive and spiritual incentive are equally important and complement each other, are indispensable. And the proper motivation not only can retai n the best employee, but also can improve the productivity. 2. The current situation of personnel in hospitality industry The current situation of personnel in hospitality industry is structural shortage and non-normal loss. And as a labor-intensive enterprise, the turnover of the hospitality industry should be no more than 15%. But a survey from China Tourism Association suggests that the employee turnover in hospitality industry in nearly 5 years are 25. 64%, 23. 92%, 24. 2%, 22. 56%, 23. 41%, and the average turnover rate is as high as 23. 95%(Zheng Lu, 2009). With the widely and increasingly fierce competition, the employee turnover rate always remains high and personnel training and supply of the hotel cannot keep up with the speed of development of hospitality industry. In China, we have learned the foreign hotel management for more than twenty years. And large numbers of hotel managers and service personnel have grown up. Except part of high-quality employees are hired by some foreign companies, there is a good deal of personnel retaining our domestic hotels. Therefore, the problem is whether those good employees can be retained or not. 3. The reasons of brain drain Through researching some information, there are four main reasons that causing people leaving their jobs. They are salary and welfare, personal development, sense of achievement, and interpersonal relationship. 3. Salary and welfare A survey (Zheng Lu, 2009) suggests that in all influence which leads to employees leaving their job voluntarily, the most important influence is relative wages. In recent years, with the rapid development of hospitality industry, the number of hotels is increasing gradually, which lead to the benefit of hotel is not as good as before. Besides, for the price rise, the employees’ salary that most of hotels offer just can supply for their daily living expenses. But the income level in some foreign high-grade hotels is much higher than others. And, lots of employees measure their own value by their salaries. So, after they find another job that can provide a better salary, they maybe choose job-hopping. Thereby, this phenomenon makes the speed of employee turnover up. 3. 2 Personal development People who are committed to their work always have their own purpose. Some people want to get high wages and treatment, while, some people pursue high positions, in order to realize their own value. The fact states that thinking about from personal career development space and view of vision, some employees choose change their job, enter a new work environment, even though the salary of new job is less than before. Although their salary is less than before, they firmly believe that their abilities can get more development and their future is much brighter. However, on the contrary, some people give up their management positions and jump to a condition superior hotel. Their purpose is getting much more high-quality trainings and practices and they expect to gain more wide development space. 3. 3 Sense of achievement A lot of hotels think that the higher education, the stronger ability. Therefore, those hotels always focus on those employees who have high education, and give them higher position and more training, often send them to study and investigate. And those hostellers think that only they can bring benefits for the hotels, while ignore the importance of primary-level organizations. Thus, sometimes, the primary-level employees think their abilities cannot be confirmed and their jobs cannot meet their sense of achievement. Finally, in order to find a leader who can accept their abilities and get sense of achievement, they choose quit their job, and change another one. 3. 4 Interpersonal relationship As we know, the most things working in hotel is dealing with people. Some hotels, especially some state-owned hotels always exist some complex and tensional interpersonal relationship. In state-owned hotels, the employees compete with each other; the awareness of teamwork is weak and only pay attention to personal performance. The employees working in the hotel, especially the front-line service employees, their great workload always make them mental and physical exhaustion. Sometimes, a few of customs purposely make difficulties for them, even insult employees’ personality. It makes employees feel that they cannot get the proper care and respect. Therefore, due to cannot stand the depressive work environment, some employees quit their job and to look for a better work environment. 4. Incentive is an effective way to solve the brain drain As we all know, the high employee turnover will cause the management cost of training and recruitment increasing, and the quality of management and service decreasing. For this reason, how to steady the staff, minimize the employee turnover and then realize the steady development of hotel is a difficult problem to many hotel managers. From some researches, I find that employee motivation is an effective way to solve the brain drain. According to a survey conducted by The Ohio State University (Wilson, 2005), the top ten factors that affect employee motivation included: â€Å"interesting work, good wages, full appreciation of work done, job security, good working conditions, promotions and growth in the organization, feeling of being in on things, personal loyalty to employees, tactful discipline and sympathetic help with personal problems. † And in a word, it should be undertaken from two parts: substance incentive and spiritual incentive. 1 To establish a substance incentive system combining compensation and performance According to Festinger (Turner, 2006), â€Å"rewards would affect the attitude of individuals toward their work and their understanding of why they are working. † Establishing a reasonable and effective substance incentive is one of the most important factors that whether company can retain employees. Practice has proved that substance incentive is an important way that can stimulate employee aggressive and improve employee performance effectively in the hospitality industry. Therefore, how to properly hold substance incentive is very important. First, the company should choose the best employees who performed well through the fair and reasonable employee performance evaluation, and do some financial incentive to them, for example, increasing their salary as a reward. It can make employee feel sense of achievement and realize their own value. Motivating employees by using performance-contingent rewards is a long-established management practice. Pay-for-performance is used to promote two ends. First, it is expected that these systems will motivate employees to increase their effort and thereby their performance. Second, these compensation plans are often introduced to better align the efforts of employees with organizational goals and objectives the belief that performance will lead to reward (instrumentality) (Turner, 2006). However, it is worth to think about the demands of employees. According to their needs give different rewards, rather than simply showering them with undesired gifts. Spending money at a problem is often thought of as a quick fix rather than a long-term solution. Therefore, some people begin to seek cheaper alternatives to replace spending money, and to achieve the same aims, such as do some spiritual incentive. 4. 2 Do some flexible spiritual incentive In addition to make some material incentive to employees, spiritual incentive is very important for employees in hospitality industry. In some situations, too much material incentive will bring some distorting effects, because high bonus will lead to the information or messages blocked with each other. It will directly reflect various aspects of the normal work. In the book Concepts and Skill Building (Certo, 2004) says that,â€Å"Motivating employees requires employers to study the employee’s monetary, physical and psychological needs, because individuals are motivated by a number of items namely intrinsic and extrinsic rewards. † Therefore, only use material incentive is not perfect, and spiritual incentive is necessary to a company. It can roughly be divided into the following kinds. 4. 2. 1 Empowering employees can help them take more responsibility. Employee empowerment is defined as a strategy and philosophy that enables employees to make decisions on their jobs. Employee empowerment can not only help employees serve customers at the level of the organization, but also help employees take more sense of responsibility. Empowering employee enables employee to have more right to do their job, that is, they do their job with their own brains rather than carry out managers’ order mechanically. Employee empowerment means the managers trust their employees’ abilities of judgment and dealing with problems. This trust is an honor and appreciates to employees. And it can make employees love their jobs and do not willing to leave their jobs. And there are four most important principles to reinforce employee empowerment, accomplishment, and contribution. 1) Share Leader Vision. It can help people feel that they are part of something bigger than themselves and their personal job. Do this by making sure they know and have access to the organization’s overall mission, vision, and strategy plans. 2) Share Goals and Direction. Sharing the most important goals and direction to your group can motivate people responsible for accomplishing the mission. 3) Trust Your Employees. Trust people can do the right thing, make the right decision. It can make your employees get more confidence and passion. 4) Provide Frequent Feedback. Make frequent feedback so that people know what and how they are doing. Sometimes, the purpose of feedback is reward and recognition (â€Å"Employee Empowerment. † n. d. ). 4. 2. 2 Make a future career development program for employees Nowadays, some people leaving their job just because they cannot see the future in their work. In hospitality industry, the average age of employees is generally young, so most of them always have lots of expectations to their future career. They always want to undertake some challenging jobs, so that achieve their own goals and personal development. While, the most important point to do this is training. Due to the requirements of recruitment in hospitality industry are less than other industry, when some people come into the hotel, they still have none knowledge on the hospitality industry. So, on the one hand, the career development program can help employees have a thorough knowledge of the development of hospitality industry and the demands to the personnel. On the other hand, it can help employees establish their own goals, take advantages of their ability, realize their own value, improve the job satisfaction and sense of belonging and responsibility. From the perspective of hospitality industry, an effective training can help employee improve their professional skills and their mood in their work, so that improve customer satisfaction and hotels market competitive power. From the personal development, an effective program can help people understand their own positioning in their hotels, and establish a practical goal for themselves. In a word, the program is an effective way to help employer find employees’ interest, advantages, and some potential ability and help employees exactly know themselves and improve themselves by proper methods. In order to be successful in today’s challenging economic environment hospitality organizations must demonstrate a commitment to helping their employees learn and develop new skills. This is essential if organizations hope to increase retention and create career growth by promoting from within Lee & Bruvold, 2008). Moreover, employee development programs often signal the degree of investment the organization is willing to make in an employee. From the employees’ perspective, this investment indicates how much the organization supports its employees (Wayne, Shore, & Liden, 2007), genuinely cares about the long-term professional growth of its employees, and values the employees’ contributions. So a good employee development program is very important to the employee turnover. A review of the recent hospitality literature further reveals that employee organizational commitment significantly influences employees’ turnover intentions (Johanson & Cho, 2007) indicating that the more committed or attached an employee is to an organization, the less likely that employee is to leave. And it states that the program has the potential to enhance an employee’s commitment to the organization, so, the program could also reduce turnover in the hospitality industry. 4. 2. 3 Making some effective open communication Open communication is extremely important and considered a top priority by the majority of employees (Honore, 2009). Most of employees often feel their managers and supervisor lack of open communication. This phenomenon causes the employees lack of care from their company and their managers cannot understand their needs, in turn, causing brain drain. Therefore, the managers and supervisors must often talk and listen to their employees. And the simplest way to make an open communication is giving employees the opportunity to ask question. And then obtain an answer to the questions and provide the answers in an honest and timely manner. It will help them avoid some further doubt and misunderstandings with each other. An open communication can create a relaxed and happy working environment for employees. It will reduce the working pressure of employees. In addition, open communication makes managers and employees more understanding with each other and is a good opportunity to enhance relationship between each other and clear the air. An effective communication should be clear, consistent, and correct. It is vital to understanding employee needs and make employee willing to work harder to get better performance. Communication should be accurate, prompt, and well organized, and managers should listen to employees carefully, help employees with the problems, and care for employees. An open communication can make employees feel respect from their managers. If employees receive their managers’ care and respect, they will return more care and efforts to their company. And it can reduce the rate of employee turnover effectively. 5. Conclusion Times change; society change; people’s minds change. More and more people begin to pay more attention t their internal happiness and pursuit, rather than just limited to their salary, position, and other material factors. So companies must conform to the requirement of the times, understand staff needs, and meet their needs from different aspects. In order to retain the employees, companies must make material incentive and spiritual incentive together. The motivational effect of material incentive and spiritual incentive is different. If companies want to motivate their employee effectively, they must take proper measures according to the specific situations. Employee motivation is very crucial to reduce the rate of employee turnover and retain the employees. According to the reasons of people leaving, the hotels mainly make some substance incentive to their employees. But it is not enough to meet employees’ needs, the spiritual incentive is also important for employee to meet their desires and decrease the high employee turnover. There are three main methods to make a spiritual incentive. They are empowerment, open communication, and making employee career development program. Besides, praise and respect the employees are very important. It can make employees become more loyal to their company and maximum the satisfaction of employees. The more satisfied employees feel about their jobs, the less likely they are to leave, which further reduces organizational turnover (Costen, 2010). 6. Summary The hospitality industry is, in every sense of the word, big business. U. S. restaurant industry sales are expected to reach a record $537 billion in 2007, employing 12. 8 million individuals, adding two million new career and employment opportunities in the next decade (NRA, 2007). However, the rate of employee turnover in hospitality industry is very high. Therefore, reduce the rate and retain employees is a pressing concern. The key to keeping employees in hospitality industry is rewarding employees for what they do every day and having an employee-friendly environment where people can feel comfortable bringing their concerns to the manager. Therefore, both substance and spiritual incentives are necessary management methods to motivate employees in the hospitality industry. Substance incentive can provide material demand to employee, while spiritual incentive provides spiritual demand to employee. Most hotel managers always like pay more attention to pay for performance and ignore the role of spiritual incentive, which leads to a high turnover rate and high cost of human source department. However, according to the increasingly higher demands of both employee and customer, non-financial incentive to motivate employee is more and more important. In the hospitality industry, the most common methods of spiritual incentive are empowerment, making future career development program, open communication and praise and respect etc. Their functions are meeting employee’s satisfaction which is defined as a sense of recognition, achievement, responsibility, improvement and promotion, interesting work, and awareness for future development. Through different methods can meet employees’ different needs, it can make employees prefer their job, rather than quit their job. Employee motivation can not only keep the best employee for hotels, but also save cost of training and recruiting. It will improve the competitive power for hotels and make their business better and better.