An Overestimation of Film Music - 721 Words

Nowadays, several films are released in a day. In that movie, music always attaches in movies. Sometimes, music which is inserted to a specific scene is more popular than the movie. Music is inseparable from movies. If music does not exist in a movie, it might be monotonous. After a movie finished, people say. â€Å"What comes to mind now, music has just been inserted into the climax scene!† In general, music is effectively used to reveal overall atmosphere of the film or emotions of characters. In this regard, music tends to be overestimated in movies. Some people blindly believe that music must reveal all aspects in a movie. If music is not inserted to movie, most people think that it will flop at the box office. In spite of many functions of music in movies, however, it is not a certain genre in a musical world. Music is more than a simple means of delivering such elements. Moreover, Music that is inserted into films; it is just a mere ‘film music’ , it cannot be recognized as a genre with new properties. Music in movies should not destroy the essence of music. Is inserted into the film, the music is just a mere music is inserted, it is recognized as a genre with new properties, it is a quantum leap. The essence of the music in the movie should do. First of all, music is more than only means to convey what producers want to show audiences. Music is simply a method of maximize mood of movies. For instance, in the end of ‘The Godfather part 3’, theseShow MoreRelatedIntroduction to Film Cinema and Literature12137 Words   |  49 Pages1) EVOLUTION OF FILM In 1873, Leland Stanford, a former California Governor needed help in winning a bet that he had made with a friend. Stanford was convinced that horse in gallop had all four feet off the ground and was bent on proving it. Since it was impossible to prove such a thing by merely watching a horse race, he employed the services of Eadweard Muybridge, who was a well-known photographer. Muybridge worked on the problem for four years and finally came up with a solution in

Food Products Consumption Pattern Based on the Consumers Appraisal and Research Proposal

Essays on Food Products Consumption Pattern Based on the Consumers Appraisal and Evaluation Research Proposal The paper "Food Products Consumption Pattern Based on the Consumer’s Appraisal and Evaluation" is an excellent example of a research proposal on marketing. The unwritten rule in the successful marketing of any product is the accurate comprehension of consumer behaviour. This timeless fundamental concept has therefore prompted extensive research over the years in an attempt to understand the consumers’ behaviour. Many models and theories have been put up to provide a reliable framework that provides credible grounds for explaining consumer behaviour. Regardless of this endeavor, a clear understanding of consumer behaviour still remains an elusive issue as human behaviour still remains an enigma, therefore, making it difficult to grasp.Consumer behaviour can be defined as the criterion that a presumably rational consumer will use to evaluate a product and the factors that will influence their choice of consumption given a wide range of alternatives and products. Consumer behaviour is a wide scope; however, it will vary depending on the nature of products. Up to date, little research has been conducted on the relevance of consumer behaviour on the choice of food products. In an attempt to shed more light on this concept, this paper seeks to review a journal article that expounds more on the food product consumption pattern based on the consumer’s appraisal and evaluation.2.0 Research problemThe journal article under review is titled The Impact of Product Name on Dieters" and Nondieters Food Evaluations and Consumption by Irmak, Vallen, and Robinson (2011). This article is based on a consumer’s perception of food products due to dietary concerns and how the perceived healthfulness of the product will in turn influence the perceived taste of the product, which ultimately affects the consumer pattern. The journal article aims at addressing the problem of existing limited information regarding the correlation between dietary concerns and co nsumption patterns. It does so by providing linking factors, such as the perceived healthfulness of food products, taste perceptions, and consumption patterns. The article also aims at providing further knowledge on the effects that a product name will have on dieters and non-dieters evaluation of food products and ultimately their choice of the food product.3.0 Research rationaleThe rationale behind this study is the fact that consumers' health consciousness has increased over the years (Irmak, Vallen and Robinson, 2011). This has created a niche in the market with most companies rushing in to fill this gap by offering a wide variety of healthy products. It is therefore imperative that companies understand consumer behaviour and its effect on the consumer’s consumption pattern so that they can come up with strategic and tactical marketing strategies in a highly competitive and crowded food market (Irmak, Vallen and Robinson, 2011). The journal article under review serves bot h the interest of companies and public health bodies.

China’s Threat to the United States Economy Free Essays

For the last twenty eight years, China has been quickly growing into one of the largest economies in the world. China has accomplished this feat, in part, by radically changing their policies on trade and free market interactions with other countries. During this process, China has bought approximately one hundred trillion dollars of United States debt in the form of Treasury bills, notes, bonds, and Inflation Protected Securities (Amadeo). We will write a custom essay sample on China’s Threat to the United States Economy or any similar topic only for you Order Now This debt has given China leverage against the United States which has enabled China to keep the value of the United States dollar high, while keeping the value of the Chinese yuan low. As the inflation of the dollar continues to negatively affect the United States economy, China has become an economic superpower. Recently, concern has risen that China is a threat to the economy of the United States. China has become a perceived threat to the United States economy because of the increasing trade deficit between the two countries, the ability to undercut production costs of similar products produced in the United States, and the amount of leverage that China has over the United States due to the amount of money that has been lent by the Communist nation. Trade deficits between countries are caused when a country imports more goods from one country than they export to that same country. In the case of the United States and China, there is approximately a two hundred and twenty five billion dollar trade deficit (Prassad). The United States imports nearly three hundred and thirty five billion dollars worth of goods and services from China, while exporting only a little more than eighty billion dollars worth of goods and services to the growing economic power (CRS). The disparity in trade between the two countries results in a flooding of Chinese made products that force their United States competitors to lower production costs. In many cases, lowering production cost of domestic products results in either the closing of these businesses or the outsourcing of jobs. Both of these cause the loss of jobs in the United States. One of the reasons that the United States has been unable to lessen the trade deficit is China’s ability to undercut production costs of similar products made in the United States (Elwell 27) China’s overall cost of living is much lower than their United States counterparts (Amadeo). Therefore, they are able to produce goods and hire labor at a much lower price. One of the main reasons for this economic statistic is China’s population. It is nearly three times that of the United States, giving China a much larger work force to produce electronics, automobiles, and clothing at a fraction of the United States production cost (CIA). Not only does this negatively affect employment in the United States, but it also impacts their ability to compete on the global market. Industries that involve manufacturing, such as automobiles, computers, and electronics have decreased by thirty four percent since 1998 (Prasad). This has a negative effect on the amount of goods that the United States can export. Finally, China has gained a certain amount of leverage affecting the United States economic policies, due in part, to the amount of money that China has loaned the United States. Starting in the early 1980’s, every time the value of the dollar would drop, China would buy Treasury bills, notes, bonds, and Inflation Protected Securities to keep the dollar stable in value (Elwell 36). After nearly thirty years of this practice, the United States has come to depend on Chinese loans to maintain its currency value and China has come to own a majority of United States debt. This imbalance of debt has created a number of different scenarios that could bring about potential political and economic problems for the United States. China could theoretically cash in their treasuries and bonds tomorrow, which would cause the United States dollar to suffer massive inflation. While this scenario is not necessarily in China’s best interest right now, the possibility should concern the United States government. Instead, China could use their debt leverage to impact foreign trade policies and more importantly domestic political policies that budget how the United States spends its tax dollars (Elwell 22). China has become a perceived threat to the U. S. economy because of the increasing trade deficit between the two countries, their ability to undercut production costs of similar products produced in the United States, and the amount of leverage that China has over the United States due to amount of money that has been lent by China. Although the United States has taken steps to close the trade deficit, such as convincing China to raise prices on their exports, there is still a considerable gap (Prasad). The United States government continues to print money that they simply can’t afford, therefore, relying even more heavily on China sustaining the value of their currency. Unless the United States is able to close the trade deficit and regain control of our economic flexibility, the problems caused by foreign countries owning our debt will remain eminent. How to cite China’s Threat to the United States Economy, Essay examples

Is After Iran Gets The Bomb Essay Example For Students

Is After Iran Gets The Bomb Essay After the Bomb, written by Gloria Miklowitz, is a thrilling novel that takes place before, during, and after a bomb, which supposedly was sent from Russia by accident. The disastrous happening alters all of Los Angeles and surrounding cities. Philip Singer, a teenager, is in a position as leader of the family. His brother, Matt, is awfully sick, possibly from radiation, his father was away at work during the blast and for all Philip knows he might be dead, and his mother was badly injured and needs immediate attention. Hospitals are flooded with injured and dying people and the government doesnt send help for a few days. The badly injured dont even get the chance to be helped because the hospitals have to send the ones that are likely to live to hospitals that specialize in burns. His mother is so badly burned that the hospitals put her on the bottom of the list to be flown to burn centers. By the end of the novel Philip has taken charge, snuck his mom ahead to be flown to a burn center, and in a sense saved his town from thirst. He truly survived the terror, shock, and danger of the bomb. The novel goes through a couple of settings such as, Philips struggle to keep his family alive, and the conflict between the nature of a nuclear bomb against the Los Angeles area. When the bomb hits he is playing around in a playroom shelter with his brother and his girlfriend. They go out to find out what had happened and found burning houses, their home only left with one wall, rubble on the ground, debris all over the place, and people running frantically for shelter. Philips brother became sick after finding his mother and bringing her back down to the shelter, and found that his mother had been burnt severely and needed immediate medical attention. Philip struggles to keep his brother from getting even sicker and to bring his mother to a hospital. Philips family wasnt the only people affected by the bomb. A devastating bomb pounded the entire surrounding area of Los Angeles. Churches, hospitals and streets were flooded with sick, dying, and even dead people. Hospitals that were built to only withstand 200 people now have thousands, and hospitals lack food, doctors, and water. Philips struggle for survival, and the devastating blow against LA was only the beginning of the disastrous bomb. The setting is practically the whole plot of the novel showing Philips struggle to get his mother to a burn center that could save her life, bring his family to safety, and to save his town from thirst. When Philip arrives at the hospital with his mom the government and hospital had already started flying patients to burn centers, but his mom was too sick and so badly burned that the hospital didnt care for her. She was placed on the bottom of list to be flown away. Philip secretly switches the tag on his mom with one that says and earlier number, so that she would be flown out more promptly. He does so and she is flown out early and he most probably saved her life by doing so. Another example was when the bomb had just struck and Philips family was in the shelter, which wasnt very safe and stable. He went up to the surface to check out his neighbors house which was miraculously intact. Philip found the owner and his wife in good shape and arranged to bring his family over to the neighbors cool basement for safety and refuge. .uc04180713ef4700e05ad94074f5a84c9 , .uc04180713ef4700e05ad94074f5a84c9 .postImageUrl , .uc04180713ef4700e05ad94074f5a84c9 .centered-text-area { min-height: 80px; position: relative; } .uc04180713ef4700e05ad94074f5a84c9 , .uc04180713ef4700e05ad94074f5a84c9:hover , .uc04180713ef4700e05ad94074f5a84c9:visited , .uc04180713ef4700e05ad94074f5a84c9:active { border:0!important; } .uc04180713ef4700e05ad94074f5a84c9 .clearfix:after { content: ""; display: table; clear: both; } .uc04180713ef4700e05ad94074f5a84c9 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uc04180713ef4700e05ad94074f5a84c9:active , .uc04180713ef4700e05ad94074f5a84c9:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uc04180713ef4700e05ad94074f5a84c9 .centered-text-area { width: 100%; position: relative ; } .uc04180713ef4700e05ad94074f5a84c9 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uc04180713ef4700e05ad94074f5a84c9 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uc04180713ef4700e05ad94074f5a84c9 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uc04180713ef4700e05ad94074f5a84c9:hover .ctaButton { background-color: #34495E!important; } .uc04180713ef4700e05ad94074f5a84c9 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uc04180713ef4700e05ad94074f5a84c9 .uc04180713ef4700e05ad94074f5a84c9-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uc04180713ef4700e05ad94074f5a84c9:after { content: ""; display: block; clear: both; } READ: Loyalty To Family In The Short Story barn Burning Essay A third example was when the hospital in his town was almost put of water and Philip was asked by a nurse to find a worker that works with the town s plumbing at his house and manage to get water to the hospital. He did so and after a while drained water from a residents pool and had it flown down to the hospital. After the Bomb is an exciting and stimulating novel which shows the leadership of a teenager over his family. The novel displays a realistic happening that can happen any second and describes it intricately. Its an electrifying, terrifying, and exhilarating rushand is an outstanding novel. Survival was only the beginning BibliographyMiklowitz, Gloria D. After The Bomb. New York. Scholastic, 1993English Essays

1984 Mind Control Compared To Society Today free essay sample

Essay, Research Paper Renee Brindo-Vas Period 6 / March 8, 200 AP English The Normality of Mind Control Mind control is more common so many people think. Take Television, for case. Most people won # 8217 ; t admit that commercials and Television shows act upon them, but of class they do. People buy autos, peanut butter, and sodium carbonate because of the advertisement they see in newspapers adds, magazines, and hoardings. Many people don # 8217 ; t recognize that the information they receive is chosen by person else. Person else controls how much information you get about this political dirt and that new cleaning merchandise. The novel 1984 by George Orwell trades with authorities corruptness and head control. In this novel, it is the # 8220 ; party # 8221 ; that decides what the population of Oceanea believes. By reading this novel, people are more likely to oppugn their authorities or higher power and non presume that they are ever in the right. The # 8220 ; party # 8221 ; of the fresh 1984 can be compared to many head commanding facets of the modern universe. We will write a custom essay sample on 1984 Mind Control Compared To Society Today or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The fresh 1984 is about a society that is built into three different categories of people: the interior party members, the outer party members, and the investigations. The inner party members control the information the other categories receive and live in luxury while the remainder of the population lives a suffering life. This society is built on the thought that a changeless war will make a lower living criterion and hence leave more nutrient, money, and amenitiess for the interior party members to stash. The interior party of Oceanea has so much power of the heads of the people that they are able to convert them that their memories are false. The interior party is invariably altering paperss and altering history to their demand as of the minute. One twenty-four hours they are at war with one state, and another twenty-four hours they are at war with another state, and that is the manner it has ever been. This may go forth readers to inquire how much of the history they have been taught is genuinely what happened. The United States authorities has mo st decidedly left out information of high school text editions that wouldn # 8217 ; t be good for the general people to larn. This does non intend that the United States authorities is as an utmost illustration as the Inner Party of Oceanea. It merely agencies that people should maintain an unfastened head and non ever accept everything that is taught to them. The people idolize # 8220 ; Big Brother # 8221 ; a figure which may neer even have existed and will likely neer decease. The chief character of the novel, Winston, is smart plenty to recognize that the society in which he lives is corrupt. Winston Rebels by falling in love ( matrimonies must be approved and sex is looked upon as work ) . Winston # 8217 ; s married woman refers to sex as # 8220 ; our responsibility to Big Brother. # 8221 ; In the terminal, after Winston has gone through the existent physical brainwashing, he has been taught to accept everything he is told and whole heartedly supports the authorities. In the beginning of the novel, he hates everything that Big Brother stands for. In the terminal, # 8220 ; He loved large brother. # 8221 ; This illustration shows how much power the authorities has over the heads of the people. They have taken the merriment and creativeness out of everything conceivable. And so there is the modern universe, which idolizes the fast lives of film stars and supermodels. Does this intend that everything is merely a gag, something to believe in for the benefit of others? Of class non, but it does mean that any intelligent individual could understand that many things that the American civilization idolizes is merely plain silly. This novel is an utmost illustration of authorities corruptness and head control. It does do the reader think that possibly worlds are more fleeceable so they realize. This is adequate to do one paranoiac. Anyone who comes from a society full of head control such as the media, cults, packs, manner, and even # 8220 ; Big Brother # 8221 ; is apt to believe twice about the world in which they live after reading 1984. Hopefully, George Orwell novels about the normalcy of head control has influenced readers and will go on act uponing readers into believing for themselves.

Silicon Facts (Atomic Number 14 or Si)

Silicon Facts (Atomic Number 14 or Si) Silicon is a metalloid element with atomic number 14 and element symbol Si. In pure form, it is a brittle, hard solid with a blue-gray metallic luster. It is best known for its importance as a semiconductor. Fast Facts: Silicon Element Name: SiliconElement Symbol: SiAtomic Number: 14Appearance: Crystalline metallic solidGroup: Group 14 (Carbon Group)Period: Period 3Category: MetalloidDiscovery: Jà ¶ns Jacob Berzelius (1823) Silicon  Basic Facts Atomic Number: 14 Symbol: Si Atomic Weight: 28.0855 Discovery: Jons Jacob Berzelius 1824 (Sweden) Electron Configuration: [Ne]3s23p2 Word Origin: Latin: silicis, silex: flint Properties: The melting point of silicon is 1410 °C, boiling point is 2355 °C, specific gravity is 2.33 (25 °C), with a valence of 4. Crystalline silicon has a metallic grayish color. Silicon is relatively inert, but it is attacked by dilute alkali and by halogens. Silicon transmits over 95% of all infrared wavelengths (1.3-6.7 mm). Uses: Silicon is one of the most widely used elements. Silicon is important to plant and animal life. Diatoms extract silica from water to build their cell walls. Silica is found in plant ashes and in the human skeleton. Silicon is an important ingredient in steel. Silicon carbide is an important abrasive and is used in lasers to produce coherent light at 456.0 nm. Silicon doped with gallium, arsenic, boron, etc. is used to produce transistors, solar cells, rectifiers, and other important solid-state electronic devices. Silicone is a class of useful compounds made from silicon. Silicones range from liquids to hard solids and have many useful properties, including use as adhesives, sealants, and insulators. Sand and clay are used to make building materials. Silica is used to make glass, which has many useful mechanical, electrical, optical, and thermal properties. Sources: Silicon makes up 25.7% of the earths crust, by weight, making it the second most abundant element (exceeded by oxygen). Silicon is found in the sun and stars. It is a principal component of the class of meteorites known as aerolites. Silicon is also a component of tektites, a natural glass of uncertain origin. Silicon is not found free in nature. It commonly occurs as the oxide and silicates, including sand, quartz, amethyst, agate, flint, jasper, opal, and citrine. Silicate minerals include granite, hornblende, feldspar, mica, clay, and asbestos. Preparation: Silicon may be prepared by heating silica and carbon in an electric furnace, using carbon electrodes. Amorphous silicon may be prepared as a brown powder, which can then be melted or vaporized. The Czochralski process is used to produce single crystals of silicon for solid-state and semiconductor devices. Hyperpure silicon may be prepared by a vacuum float zone process and by thermal decompositions of ultra-pure trichlorosilane in an atmosphere of hydrogen. Element Classification: Semimetallic Isotopes: There are known isotopes of silicon ranging from Si-22 to Si-44. There are three stable isotopes: Al-28, Al-29, Al-30. Silicon Physical Data Density (g/cc): 2.33Melting Point (K): 1683Boiling Point (K): 2628Appearance: Amorphous form is brown powder; crystalline form has a grayAtomic Radius (pm): 132Atomic Volume (cc/mol): 12.1Covalent Radius (pm): 111Ionic Radius: 42 (4e) 271 (-4e)Specific Heat (20 °C J/g mol): 0.703Fusion Heat (kJ/mol): 50.6Evaporation Heat (kJ/mol): 383Debye Temperature (K): 625.00Pauling Negativity Number: 1.90First Ionizing Energy (kJ/mol): 786.0Oxidation States: 4, -4Lattice Structure: DiagonalLattice Constant (Ã…): 5.430CAS Registry Number: 7440-21-3 Pure silicon has a shiny, metallic luster. Martin Konopka / EyeEm, Getty Images Silicon Trivia Silicon is the eighth most abundant element in the universe.Silicon crystals for electronics must have a purity of one billion atoms for every non-silicon atom (99.9999999% pure).The most common form of silicon in the Earths crust is silicon dioxide in the form of sand or quartz.Silicon, like water, expands as it changes from liquid to solid.Silicon oxide crystals in the form of quartz are piezoelectric. The resonance frequency of quartz is used in many precision timepieces. Sources Cutter, Elizabeth G. (1978). Plant Anatomy. Part 1 Cells and Tissues (2nd ed.). London: Edward Arnold. ISBN 0-7131-2639-6.Greenwood, Norman N.; Earnshaw, Alan (1997). Chemistry of the Elements (2nd ed.). Butterworth-Heinemann. ISBN 0-08-037941-9.Voronkov, M. G. (2007). Silicon era. Russian Journal of Applied Chemistry. 80 (12): 2190. doi:10.1134/S1070427207120397Weast, Robert (1984). CRC, Handbook of Chemistry and Physics. Boca Raton, Florida: Chemical Rubber Company Publishing. pp. E110. ISBN 0-8493-0464-4.Zulehner, Werner; Neuer, Bernd; Rau, Gerhard, Silicon, Ullmanns Encyclopedia of Industrial Chemistry, Weinheim: Wiley-VCH, doi:10.1002/14356007.a23_721

Quality Theory and Practice Research Paper Example | Topics and Well Written Essays - 750 words

Quality Theory and Practice - Research Paper Example This standard must be a standard that best suits that particular organization. Quality Control component is also very much important to ensure the quality standards within a company. In this component we review the quality of all factors involved in production. Six Sigma and Total Quality Management (TQM) are famous performance appraisal method that used globally today. This component is also very important for maintaining quality. Quality assurance is a way of preventing mistakes or defects in manufactured products. In this component, we also try to avoid problems while delivering goods or service to customer. This component is also very important for maintaining quality. Quality improvement team used to get feedback of all processes of the company. They then send recommendations for improvements in the implementation of standards. Six Sigma is a famous performance appraisal method used globally. Total Quality Management is an important area of study. It has got so much importance so that it is being taught in universities to students of management sciences. One sentence explains Total Quality Management, â€Å"Right thing, at right place, in right time†. This management approach originated in 1950s and become popular in the 1980s. Management Commitment, Employee Empowerment, Fact Based Decision Making, Continuous Improvement and Customer Focus are some principles of the total quality management (www.newagepublishers.com). There are plenty of quality management standards in the world but some quality management standards have got immense importance in the last decade. Among the leading standardization organizations is International Organization for Standardization (ISO). Quality Management System (QMS) of International Organization for Standardization is widely used all over the world. There are other quality management standards like, VDA, AVSQ, EAQF, QS-9000, TS 16949, European Quality-Award,

National Science Teachers Association Standards Essay

National Science Teachers Association Standards - Essay Example The NSTA standards are mostly for the teachers who teach science. These standards make sure that the teachers of all levels who teach science should have the capability and the ability to teach science to the students and they (teachers) have the ability to understand the subject as well. These standards also work as a measurement against the teacher's performance. The teacher has to give a satisfactory performance of his or her skills and knowledge about the subject in the science teacher preparation program. There are about 10 NSTA standards and they are Content is the first standard of NSTA standards. In content the teachers of science must be able to understand the subject the matter and its practices thoroughly. It is important that they understand the concepts and grasp the ideas and applications of the subject. The teachers must be able to convey the important concepts and the ideas and the applications of the subject to the students. The teachers are able to use mathematical calculations successfully that they can generate reports and process data and solve problems related to their field. It is very important for the teacher of science that they have a very strong content background in the field of science. Content standard basically includes the knowledge and the skills that learned by the teachers in their teacher's science curriculum. The content standard ... The teacher must have the grasp of their related field and have the capability to make the students understand the chemical kinetics, the physical and chemical properties, mole concept, fundamental concept of atoms and molecules, fundamental biochemistry and organic synthesis. The teacher should make the subject they are teaching interesting so that learning can take place. It can be done with taking field trips, teaching in such a way that it connects to real life, or through videos etc. Nature Of Science is the second standard of NSTA standards. The teachers, who teach science make the students learn how to differentiate between what is science and is non-science, make them understand the practice of science and the origins of science. The teachers themselves should also understand the goals and the values that are important in the development of scientific studies as well if they plan to teach the nature of science. The nature of science standard can be used in the school curriculum. The teachers should have the skill to engage students in the classroom to participate in the analysis of the scientific assumption and claims. The professors or teachers should be able to show that they can make the students participate in the study of nature of science. The teachers can provide the students with case studies, through seminars on the nature of science or through assignments or projects etc. Inquiry is the third standard of NSTA standards. The teacher who are teaching science engage the students in classroom discussions and make sure that the student takes an active participation in the learning through scientific inquiry. The teachers have to make sure that they can teach through inquiry, they have to

Included in the description Research Proposal Example | Topics and Well Written Essays - 1000 words

Included in the description - Research Proposal Example conflict is the family-to-work conflict where a person is not able to fulfill his work responsibilities due to family demands (Medalia & Jacobs, 2008, p.138). However, in today’s competitive and fast paced world, the most dominant and common type of work-family conflict that is found in people’s life is the ‘work-to-family’ conflict. However, the aspect of work life that is playing a major role in causing work-family conflict is the â€Å"long work hours†. Long work hours are not only disrupting the fulfillment of family responsibilities, but are also posing a strong threat to the unity, bonding and peace between the family members by causing lack of family time, dissatisfaction in need fulfillment, emotional distress and poor role performance by working adults (Medalia & Jacobs, 2008, p.138). To resolve the work-family conflict, it is highly important to understand how â€Å"long work hours† have become a major threat to the peace of the soci ety by affecting the family lives of professionals. Hence, the purpose of this research is to study and review the literature in the field of family psychology, industrial/organizational psychology and occupational psychology to explore the ways in which â€Å"long work hours† destroy the marriage lives and the family lives of the adults who work. The first and major types of work demands that causes the work-family conflict are the time based work demands (Medalia & Jacobs, 2008, p.138). Working on weekends, night shifts and non-standard work schedules are the different time based demands that disrupt the family routines and family roles of the adults who work (Medalia & Jacobs, 2008, p.138). However, the type of time based work demand that proves most hazardous to the family life of a person is the â€Å"long work hours†. â€Å"Long work hours† have various negative effects on the life of a person who works and hence, harms the peace of the family in many ways. This research is intended to find out in what ways do long

Marketng Analysis of Bajaj Fans

Marketng Analysis of Bajaj Fans Critically analysis of the Bajaj fans contribution of marketing planning to the process of the strategic development In the strategic development process begins with strategic planning. Strategic planning is the process of developing overall plan strategies for the whole of organization. Under the strategic planning process evaluate answering the following questions; Where are we now? How did we get there? Where are we heading? Where would like to be? How do we get there? After that review whole planning process part by part sequential order. Those steps are; Analyze Vision and Strategic intent where we want to be future Reviewing mission statement in terms of rationale for existence of the business and value of the business. Under this review process evaluates further Purpose, values, Competencies, Culture, Polices and Product As a next step developing goals and objectives for whole organization Then carrying out the position audit by using SWOT analysis techniques and identify gaps. To fill that the above gaps evaluating corporate strategic choices. Here generating the strategic options by answering the following question; How to compete Where to compete method of growth As well as evaluating options by using the following criterias acceptability (evaluating based on stakeholders goals, objectives and their power), suitability (evaluating in relation with mission and strategic intent) and Feasibility (in terms of financial viability and risk) There after finishing that process start strategic implementation process. In this stage do the followings ; Resources Planning Draft operations plans, structure and culture Change (Implement changes) Implement Functional Strategies Productions operation strategies R D strategies Marketing strategies (Marketing mix, Segmentation, PLC analysis, MIS). HRM (Personal planning, Motivation, Appraisal) Finance strategies (source of finance, investment) IT strategies Looking at actual performance Review and control (assessing the deviation from plan and make corrective actions based on that) As final stage link to the step called strategic analysis. How the marketing planning contributing to strategic development process can be seen in above mentioned step number 5. If the company is having more than one business, there are three type of strategies can be identified those are; Corporate strategy Business and functional strategies Corporate level strategies are focused; Maximize share holders wealth Increase the overall profitability company as a whole Typically focused determining overall propose of the business. Decisions on mergers and acquisitions sell off or closure of business units. Maintain relationship with key stakeholders of the business such as investors, government and regulatory body. Explore new market Developing corporate image Under the Business strategies developed for division in the larger organization, that has a significant degree of autonomy basically responsible for developing and marketing their own products or services. Functional strategies mainly focused on selection of decision rule of the in each of functional area. In this case Baja electrical division or business unit (SBU) has draft a product marketing plan for fans. Under that product marketing plan strategic business unit has analyze, create and developed strategies to support the corporate strategies in the every aspect. Such as profitability, market share, developing corporate image by using corporate brand with the products. As a final conclusion Can say Bajaj fans marketing plan has contribute significantly for the strategic development process. Appraise marketing plan of Bajaj fans with suitable marketing element of marketing mix Under the marketing plan of bajaj fan has considered all the aspect of marketing mix element such product, STP process, price, place, and promotion). 2.1. Product analysis 2.1.1. Product mix This has developed to attract the customers (different segment).Those product mix are Ceiling fans, TPW fans (Table/ Pedestal / wall) and fresh air fans. Not only that under that they have developed different design like decorative and non decorative based on the segment. 2.1.2. Brand Name for the fan product category very low focused given by customers even bajaj fans was not included in the consideration set under their decision making process. That was major weakness. To eliminate that weakness they have come up with new strategies called umbrella branding (family branding) 2.1.3. Packaging Company has changed their graphic on packaging for entire product rage. 2.2. Segmentation, targeting and positioning (STP) At earlier stage company has followed niche marketing strategies. Company segmentation bases are price, quality and aesthetics look. Based on that segmentation criterias, they have introduced different product categories for each segment. Price based segmentation with sub brands as follows; Product category Price High price Medium price Low price Ceiling fans Crown Maxima Bahar , Grace TPW fans Crown Bahar Fresh air fans Aesthetics look based segmentation Decorative Non decorative Company product position strategies is that benefit positioning, Price quality positioning and performance based positioning revolutions per minutes RPS (speed, cooling). 2.3. Pricing analysis Company maintains the cost based pricing policy. There major weakness of the pricing having high margins for distributors. That has directly affected on their profitability because of high cost is incurred for distributors margins. To save that cost company has started distribution of products by using their own vehicles. 2.3. Promotion analysis Major media is television because of cable and satellite TV penetration is very high. Mainly advertising on C S channels such as star, Sony, Zee. Different types of TV commercial has developed air time (10,20 30).These TV commercial showing by using the different language. Major communication message is that Subse Tez Under the advertising they have new packaging strategies are incorporated with posters, POPs, Shops or dealers, boards and other communication elements direct mail. Followed different marketing recalling elements such as promotion team with braded t-shirts and caps, distribute leaflet for potential customers on point of sales. Used to promote the product dealers word of mouth recommendation to increase the sales. AS a pull strategy thy used pull strategies by organizing different contest among the customers, attractive pops, display schemes. 2.4. Place analysis (Distribution) There distribution strategies reduced by one layer. Company directly distributes their products to the retailers. As well as they have developed separate distribution network sub economy market segment. At the same time promoting dealers under pull strategy to keep their loyalty, increase shop share and attract the customers. Logistic is very strong 20 branches after sales service centers around 200 franchise that is also increasing the sales capacity of the channel. Identify the process of the developing and using brand identity of Bajaj with further evaluation of marketing segmentation, competitive analysis To develop the brand identity company used major strategy is umbrella strategy strengthening the product with corporate brand. That increases the customer credibility and dealers loyalty. At same time they are promoting by using pull strategies both party customers and dealers that is help to increase the brand loyalty of dealers. Not only that they are using TV commercial to communicate the brand identity for the different market segment that is on of the strategy which help to upgrade the top of mind brad awareness. In terms market Segmentation Company has develop different market based on the price, quality and aesthetics look. This also helps develop brand awareness of those market segments. Currently in market leading players are; Crompton, orient, polar, Khaitan, Usha. Current situation is level of competition very high and that is reducing margin of products because of profit divided into the above major competitors. Bajaj market segmentation strategy is also helping to face that competition. Because of all the above players are having their own production plant as well as gained economies of scale. Therefore major strategies that they need to be followed develop the customer loyalty via product performance and after sales services. As well as Bajaj Company use the promoters to develop brand awareness among the customer by using branded T shirts and caps. Some time such capacities do not have competitors to promote their products. Analyze the marketing capabilities of Bajaj fans to utilize the current technologies e-marketing and e commerce platform. If the bajaj used e marketing tools and techniques under this context of e commerce by which creating new distribution channel for the bajaj company as well as e marketing is help to reach different customer segment on individual basis ( via email campaign marketing) and corporate segment. In addition to that the following benefit and advantage that they can gain out of the e marketing; Can access wider rage of the market because of penetration of internet and email usage is very high. Therefore, in terms of cost vs. benefit, benefit is higher than cost, because of cost to reach very low. As example if the company developed websites by spending INR 150,000 and suppose that 1500 peoples access per month to site (150,000 /1500 = 100) in the first moth cost is 100 Indian rupees. Month by moth that cost is reduced only thing that they need invest that capital for web site. That web sites is providing adverting and online purchase facility also can be set. When online marketing is going to apply it is ideal for corporate segment such as companies, building housing contractors. Online purchasing help reduce time gap in ordering and delivering product. As well as it is reducing the retailer margin which that they paying for retail sales. Online promotional campaign also can carry out by using e marketing tools such as pop up advertising, cross promotions. Disadvantage of e marketing and e commerce are technical failures and security issues. By analyzing those cost benefit as well as advantage and disadvantage Bajaj Company apply new technology to improve their communication, sales and to beat the competition. As final conclusion bajaj has feasibility to use the new technology. In the future they can collect domestic and international corporate orders via web. That will deliver greatest benefit for them. Therefore bajaj is capable enough use the new technology under this scenario.

The Most Important Event in My Life Essay -- essays research papers

The Most Important Event in my Life   Ã‚  Ã‚  Ã‚  Ã‚  The most important event in my life, didn’t even happen to myself, but happened to my older sister, Becky. The reason I am writing about her is because the things that have happened to her and the things she has done in the past have affected me tremendously as well as my family. Her life used to be filled with nothing else but drugs, stealing, and lying. My family has never been the same since then.   Ã‚  Ã‚  Ã‚  Ã‚  It all started out when my very shy, self-conscious sister didn’t really fit in well. She was 16, chubby and had very few friends. One day Becky’s best friend Debbie introduced her to 19 year old guy name John. Becky and John hit it off very well and started dating by the next week. They spent all their time together; he came to our family events but was very quiet and didn’t really talk to anyone besides my sister. Over the next couple of months, my family and I saw a change in Becky. She was losing lots of weight and we questioned her and she just claimed she was on a diet, so we thought nothing else of it. We also noticed another change in Becky, she not only lost about 30 pounds in a couple of months, but every time we talked to her she had this look on her face that she was about to fall asleep, or at least pass out. She then proceeded to claim that she was tired, so again there was nothing we could do.   Ã‚  Ã‚  Ã‚  Ã‚  As a couple of years went by she was gaining ...

Nebraska Landscape in My Antonia

The Nebraska Landscape Humankind’s relationship to its environment is one of the strongest bonds people can make. In Willa Cather’s My Antonia, this relationship is shown through many of the characters want to return to their hometown of Black Hawk, Nebraska. What they find they miss is a lost setting, a vanished world of people, places, and natural surroundings. They all develop a strong attachment to the Nebraska landscape, which never seems to leave them. Part of the reason for this connection is that the novel is set in a time and place where the weather places limitations on the characters.As a result, the characters are simply more in tune with the weather and the natural elements in general. The landscape gives their feelings and thoughts a physical form, and reveals the theme of human connection with its surroundings as a whole. Jim’s relationship with the Nebraska landscape is important on its own terms, but it also comes to represent Jim’s relati onship with the people and culture of Nebraska as well as his inner self. The river, that Jim and Antonia enjoy swimming in, represents his free soul.Jim always allows himself to enjoy the simple things in life and adventure with Antonia, but keeps his goals in mind. The wide open Nebraska plains represent his open-minded, romantic personality that develops as he grows up. When he starts college, he finds himself beginning a relationship with his old friend Lena, and does everything in his power to make her happy. The landscape seems to shape his life and personality, changing and developing as he does. It also mirrors Jim’s feelings—it looks desolate when he is lonely—and also awakens feelings within him.Another example of landscape description symbolizing the feeling of a situation is at the burial of Mr. Shimerda. Mr. Shimerda commits suicide after a particularly difficult winter, and his family is devastated regarding his loss and their economic situation. H is funeral is also held in the dead of winter, the coldest time of year. The land is unyielding and unforgiving, just as it had been for the Shimerdas trying to make a living off of it when they moved to Nebraska. There seems to be a bitter feel at the funeral, almost as bitter as the cold air outside.The plow, which Jim and Antonia see silhouetted against the enormous setting sun, also reveals the theme of the connection between human culture and the natural landscape. As the sun sets behind the plow, the two elements are combined in a single image of calmness, suggesting that man and nature also coexist harmoniously. However as the sun sinks lower on the horizon, the plow seems to grow smaller and smaller, ultimately reflecting the dominance of the landscape over those who inhabit it.

Silence essays

Silence essays The novel Silence, written by Shasaku Endo, describes the migration of Christianity into Japan during the 17th century. This movement of a new religion into a foreign country was not very pleasant. Christians were given the option to apostatize or to be put to death by execution or extreme torture. Missionaries were sent out to spread the word of Christ no matter the consequences. The Church at this time was worried about Christianity dying down in Japan so Father Rodrigues and Garrpe made a pilgrimage there. This represents the extent the Church will go to instill its values all around the world. The attempt to westernize Japan was a battle that was to fierce for anyone to over come. Both Christians and the Japanese officials were too bold hearted with supporting what they believe is right. Innocent lives were taken and yet some still would not apostatize because of their dedication to the new religion. The Japanese had strong tradition of believing in Buddhism. This meant that becoming a Christian would be viewed disrespectful to the Japanese officials. The priests had to be secretive with their message of the Lord due to the brutal consequences. They struggled to find their brothers of religion wherever they traveled. Soon the officials heard word of the traveling priests and the samurai ransacked the village. They used three villagers as bait to have the priests come forward. The villagers were killed by the samurai and the priests could not step forward. Eventually, Father Rodrigues is captured and is tortured to the point of exhaustion. Then he is threatened by the samurai that if he does not apostatize, then other prisoners will be killed on his account once again. This time it was a test too great for his faith and was forced to stomp on a picture of the Lord. This symbolized that although a Christian he will have to adapt by keeping his faith to himself. Crea ...

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Management of the Future essays Probably the one word most affecting the future of management is "technology." Clearly, technology and its many uses will drastically affect how managers communicate, plan, organize, lead, and control their organizations. As one expert notes, "Management and technology are entwined in one view, as most business processes have a technology connection, augmenting tool, or are inherently based on the technology" (Damiano, 2003). Many of the everyday functions of management may become automated, freeing up the manager for more complex organizational tasks, including planning and organizing a global workforce. In addition, many managers of the future may have traits that are far different from the There is quite a difference between management and leadership, although most effective and successful managers are also excellent leaders and motivators. Management entails the planning, organizing, leading, and controlling of the organization or a part of the organization. This includes planning for the future, organizing and controlling staff and production, and leading the staff forward through change and new technologies. Management is concerned with the day-to-day operations and success of the organization, while leadership is concerned with the overall success of the organization and its staff. Leadership leads the company forward, while management makes sure everyone can keep up with the leaders' demands and vision. As one management expert notes, "Leaders are visionaries that are composed of much more than management theory, and experience" (Damiano, 2003). Good leaders are not afraid to hire and mentor strong managers, and good leaders can motivate their staff to become more productive, innovative, and futuristic. Another management expert states, "Managers want to control tasks in the hope of predicting outcomes. Leaders want to plant seeds in the hope of harvesti...

Auditing & Accounting Ethics Essay Example | Topics and Well Written Essays - 5750 words

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Pedagory assignment Essay Example | Topics and Well Written Essays - 1250 words

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Production and Operations Management (Case Study on Renewable Energy Essay

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HRM strategies and labour turnover in the hotel industry Essay Example for Free

HRM strategies and labour turnover in the hotel industry Essay The International Journal of Human Resource Management 9:1 February 1998 HRM strategies and labour turnover in the hotel industry: A comparative study of Australia and Singapore Angeline Cheng and Alan Brown Abstract This study explores the perceptions of HR managers on the strategic management of labour tumover in a selection of large hotels in Australia and Singapore, The main argument is that the effects of labour tumover can be mitigated with strategically managed human resources through the four key HR activities. The hotel industries in both Singapore and Australia revealed a comparable range of HR policies and practices being adopted, with an explicit recognition of the contribution an organizations human resources have on the bottom-line. There was a clear convergence towards minimizing tumover primarily through the recruitment, selection and induction processes. This was despite fundamental social, economic and labour differences between Singapore and Australia, Keywords Human resources, HR functions, labour tumover, hotel industry Introduction In recent years, there has been widening recognition that human resource management (HRM) strategies impact on an organizations perfomiance and bottom-line results, contributing to overall effectiveness (Nankervis and Debrah, 1995). Particularly in the service industry, the effective utilization of human resources can give an organization its competitive edge (Schneider and Bowen, 1993). This has led to an increased interdependency of corporate strategy with human resource management (HRM), By effectively linking HRM with organizational objectives and needs, human resources can be recruited, developed, motivated and retained towards gaining a competitive advantage, i.e. strategic HRM. In this unique industry, that essentially comprises both a production and a service aspect, both the creation and the rendering of services from the hotel to the customer are primarily achieved through the employee, i.e. the hotels representative. Therefore, the people essentially represent the industry (Lewis, 1989; Thompson and Abbott, 1990; Schneider and Bowen, 1993). The success of this industry is therefore dependent on the calibre of its employees and how effectively they are managed in order that they help the organization achieve its objectives (Nankervis and Debrah, 1995; Berger and Ghei, 1995). It is essential that the hotel industry develop efficient HRM practices and policies that enable them to recruit, select and retain competent employees who contribute to the achievement of their objectives. However, the hotel industry is constantly plagued with high staff tumover levels, resulting in high personnel costs incurred because of recruiting and training new replacements (Hom and Griffeth, 1995). With few staff staying longer than five years 0985-5192  © Routledge 1998 HRM strategies and labour turnover in the hotel industry 137 (BTR, 1990, cited in Nankervis, 1990), tumover contributes significantly to labour costs through high replacement costs (Riley, 1991a). With a skilled labour force needed in the trade and hotels increasingly providing the required training, premature tumover may waste a hotels sizeable investment in employee development (Beckert and Walsh, 1991; Hom and Griffeth, 1995). Many tumover studies have focused on other industry causes and effects. To date, however, comprehensive and substantial studies have not been conducted to determine the direct and indirect causes of tumover in the hotel industry, although some hotels have undertaken individual tumover analyses to address this issue (Nankervis, 1991; Debrah, 1994). This could be attributed to the fact that, even though employee tumover has financial consequences, the problem is often ignored because the costs are indirect and hidden (Donelly, cited in Hiemstra, 1990). Furthermore, many hotels may consider it simply part of doing business in this industry. This paper outlines some recent research which examined the impact of HR policies and practices in the respective hotel industries on labour tumover, specifically through the processes of (1) recruitment and selection, (2) orientation and socialization, (3) training and development, (4) performance management and (5) remuneration. The study focused on a selection of medium to large hotels in Singapore and Australia. Labour turnover and the hotel industry Denvir and McMahon (1992: 143) defined labour tumover as the movement of people into and out of employment within an organization. It can be voluntary or involuntary. Correspondingly, on the basis that people leave an organization for a multitude of reasons that may not be management-related, Eade (1993) further categorizes tumover into controllable and unavoidable tumover. For the purpose of this study, the focus was on voluntary and controllable tumover. Tumover in the hospitality industry has been shown to be unacceptably high (Kennedy and Berger, 1994), averaging up to 200 or 300 per cent per annum (Woods, 1992; Tanke, 1990; Boella, 1988; Wheelhouse, 1989), although substantial variations exist between different establishments. The literature has so far identified factors that impact on tumover rates as orientation and socialization processes (Kennedy and Berger, 1994; Woods, 1992); ad hoc recruitment and selection procedures (Bonn and Forbringer, 1992; Woods and Macaulay, 1989; Wagner, 1991; Wheelhouse, 1989); discrimination at the workplace (Antolik, 1993); training and development opportunities (Hogan, 1992; Hiemstra, 1990; Conrade et al., 1994); management styles (LeeRoss, 1993; Boella, 1988; Wheelhouse, 1989; Rowden, 1995; Woods and Macaulay, 1989); organizational commitment (Denvir and McMahon, 1992); competition and organizational culture (Woods and Macaulay, 1989); labour shortage (Debrah, 1994; Woods, 1992); stress and bumout (Vallen, 1993; Woods, 1992; Hom and Griffeth, 1995); the seasonal nature of the industry (Boella, 1988; Denvir and McMahon, 1992); and job dissatisfaction (Bonn and Forbringer, 1992; Hom and Griffeth, 1995; Wheelhouse, 1989). Relatedly, Denvir and McMahon suggested that labour tumover is not an isolated occurrence, where multi-dimensional aspects include low staff morale, substandard work performance and absenteeism (1992: 143). Each incident of employee tumover is estimated to cost up to $2500 in direct costs and $1600 in indirect costs (Hogan, 1992). However, the pervasive impacts of labour tumover on a hotels bottom line can be classified into two categories: (1) direct expenditure and (2) intangible costs. 138 Angeline Cheng and Alan Brown Direct impacts are essentially financial consequences that include administrative costs as a result of increased recruitment and training expenditure of new employees (Woods and Macaulay, 1989; Boelia, 1988; Woods, 1992; Riley, 1991a; Mullins, 1995; Mercer, 1988). The indirect consequences of tumover include productivity losses due to unfamiliarity of the workplace, poor service quality as a result of insufficient manpower (Denvir and McMahon, 1992; Riley, 1991a; Wheelhouse, 1989), compromised standards and low morale due to the constant departures of workmates; which are in tum integrally damaging to the hotels reputation (Woods and Macaulay, 1989; Riley, 1991a; Mullins, 1995) because dissatisfaction in the employee will ultimately lead to the dissatisfaction of the customer (Lewis, 1989; Boelia, 1988; Woods, 1992). Samuel (1969, cited in Denvir and McMahon, 1992: 144) summarized this when he stated that discontinuity in employment discourages people from entering the industry and encourages others to leave i t . . . [preventing] continuing relationships between employers and employees and so inhibits the growth of mutual responsibility. It involves heavy administration costs and a substantial loss of productivity through the breaking up of teams who are used to working together. However, Mount argues that labour tumover within an organization may not necessarily be detrimental. Rather, an organization thats choosing to thrive and grow must expect a higher tumover rate than companies that settle for the status quo . . . [where] more talented and experienced people replace those that are leaving, and the new workers take the organization to the next level (1995: 109). Price found that the hotel industry tended to live with high levels of labour tumover and rely on the extemal labour market to fill vacancies (1994: 47). However, high labour tumover cannot be excused as an inherent characteristic feature of the hotel industry (Mullins, 1995). Mullins suggested that an organization can theoretically influence tumover by various intervention processes (1995: 185) that include placement and orientation, job performance and training and development. Denvir and McMahon (1992: 146) further argued that individual hotels experience different levels of labour tumover, thereby confirming the view that tumover is partly within the control of management, and conflicts with the widespread impression that tumover is high and uniform throughout the industry, and hence an uncontrollable characteristic of the trade. This might therefore suggest that tumover is, in effect, manageable through effective and strategic human resource practices. Based on a recent pilot study undertaken by one of the authors (Cheng, 1996), the hotel industries would be perceived to have recognized the adverse effects of labour tumover (Debrah, 1994; Nankervis, 1993b) through the adoption of strategic human resource management practices. Specifically, five variables that will be considered are: (1) recruitment and selection; (2) orientation and socialization; (3) training and development; (4) performance management; and (5) remuneration. Central to all these process es [however,] is the critical activity of recmitment and selection practices (Mullins, 1995: 185). There have been numerous studies conducted on labour tumover that have focused on other industries. These may not be applicable due to the unique features of the hotel industry, as discussed earlier. For example, the organizational structure of the hotel may be a major determinant in influencing labour tumover, as compared to other industries. Riley (1991a: 18, 1991b: 237) estimates that operative and unskilled staff comprise up to 64 per cent of the entire staff population. This might therefore indicate limited HRM strategies and labour turnover in the hotel industry 139 promotional and developmental opportunities for lower-level employees, resulting in a movement of staff out of that organization to one that provides better career options. Labour turnover in hotels in Singapore and Australia Labour tumover in the Australian and Singaporean hotel industries has not been substantially researched and documented. This is despite the significant contributions made by the tourism industries in both countries to the respective economies. Tourism is arguably the nations largest single export earner in Australia (EIU, 1994b), with Singapores tourism correspondingly generating a surplus on its balance of payments travel account of around S$5 billion per year in recent years (EIU, 1994a). Employment growth in the hotel industry in both Singapore and Australia has been significant during the past decade (Table 1). A number of new large hotels have opened in both countries, creating significant job opportunities. In Singapore, this has been in a context of generally tight labour markets which has forced hotels into employing more part-time staff (Debrah, 1994). Correspondingly, in Australia, many of the jobs which have been created by the growth in the industry have also been part time, although not due to labour shortages. A survey of the Australian industry in 1991 (KPMG Peat Marwick Management, 1991) indicated a relatively plentiful supply of employees to the industry, although it noted that a general economic downturn in the industry was apparent at the time. Comparatively, surveys of the Singapore labour situation indicated significant shortages of labour in the industry (Debrah, 1994) The figures in Table 2 indicate that the hotel sector in Australia employs a much higher proportion of part timers than that in Singapore. Many jobs,  such as waiting Table 1 Growth in employment in the hotel industry Singapore Australia Year No. of employees Year No of employees 1980 1987 1992 38,620 54,412 74,136 1983 1986 1993 17,617 22,001 29,770 Source: Singapore, Department of Statistics, Economic Surveys Series, Hotels and Catering. ABS Cat No 8674 Table 2 Work-force composition Futl time Status Part time Age profile 70% of employees 35% of employees Australia 43,766 30,370(41%) 35 yrs 25 years Singapore 25,719 3,958(15%) 40 yrs 25 yrs Source: ABS Labour Force Australia, May 1991, Cat No 6203.0, ABS Cat No 8674: STPB Singapore Tourism and Promotion Board 1992 Survey of Tourism Manpower Deployment in Singapore; Economic Surveys Series, Hotels and Catering 1993; Department of Statistics 1995 140 Angeline Cheng and Alan Brown Table 3 Turnover rates in the hotel industry per annum Australia Singapore 45% 42% Source: Callus et al, 1991; 1995 Singapore Yearbook of Labour Statistics, Ministry of Labour (1991 figures) staff, kitchen hands and bar staff, are seen as transient jobs by young people such as students, due mainly to relatively few skill barriers and ease of entry. The data in Table 2 also show that the hotel labour force in both countries is relatively youthful. An implication of these statistics is that tumover in the hotel industry is partly due to the casual employment characteristics of the labour force, particularly in Australia. In Singapore, the relatively long period of buoyant labour market conditions may have led to job hopping. The tumover rates for the hotel and recreation industries is generally three times greater than the average for other industry groups in Australia (Callus et al., 1991), while in Singapore it is about average among various occupational groups (Singapore Ministry of Labour, 1995). However, these industry figures do disguise tumover rates at individual establishments which can vary considerably, as shown in the sample of hotels for this study. For Australia, the highest tumover rates are for front-line and service employees where the rate averages 43 per cent. Tumover is lower in larger hotels (KPMG Peat Marwick Management, 1991) and varies slightly according to gender, with annual tumover rates averaging 45 per cent for males and 38 per cent for females. The paucity of documented research and studies is evident through the limited amount and quality of material in this area. Studies on labour tumaround and retention have primarily focused on the UK and US hospitality industries (Woods and Macaulay, 1989; Bonn and Forbringer, 1992; Hogan, 1992; Alfus, 1992; Feiertag, 1993; Kennedy and Berger, 1994; Denvir and McMahon, 1992). The exception is Debrahs (1994) study of operative staff in Singapores hotel industry in view of environmental influences. Research design The study adopted a qualitative approach, employing a comparative case-study methodology towards researching the Australian and Singaporean hotel industries HR programmes on tumover. Commonly, qualitative research is where the study is done in its natural settings in an attempt to interpret phenomena through the meanings associated with them. Correspondingly, this research focuses on the phenomenon of labour tumover in the hotel industry, interpreted through the perceptions of HR managers within that trade. This qualitative approach also involves the studied use and collection of a variety of empirical materials, e.g. grounded theory procedure, surveys, observations, etc. (Denzin and Lincoln, 1994). Specifically, a personal interview, examination of relevant documents and multi-case study method were used for data collection and data analysis, respectively. The sample size for the study was six hotels in each country. They were medium-tolarge hotels, managed either as part of a consortium, an intemational chain, or as HRM strategies and labour turnover in the hotel industry 141 individual properties. An exploration of the views of HR managers, or managers responsible for the HR function, on the potential impact of HR strategies on managing labour turnover within their organizations was sought. In some cases follow-up telephone interviews were held with relevant HR personnel to clarify matters raised in the initial personal interviews. The targeted respondents were considered suitable on the premise that the participants, all senior managers, were primarily responsible for the development, formulation and implementation of key HR processes and strategies in relation to managing labour tumover, and would therefore have the required knowledge of HRM practices and business strategies (Ragburam  and Arvey, 1994). Consequently, this research basically reflects the perspectives and perceptions of these participants. The small sample size of twelve, typical of a study of this qualitative nature (Gay and Diehl, 1992), was considered appropriate, offering the opportunity to glimpse the complicated operations, character and culture of the hotel industry. In qualitative research, the sample tends to be small and purposeful, where the purpose lies in selecting information-rich cases for study in depth (Patton, 1990: 169). The subject population was pre-selected based on the primary criteria of size and rating of the hotel, i.e. at least 250 rooms and a minimum rating of four stars. However, the final sample was selected and determined on the basis of accessibility to the hotels and their targeted respondents. The sample for the Australian study came from the state of Westem Australia. Tumover rates in individual hotels ranged from 26 to 47 per cent per annum for Australia. Corresponding data for Singapore ranged from 48 to 120 per cent, although the highest tumover rate was for a new property which had only recently opened. Findings An equal sample size of six hotels was studied in each country. Although the properties in Singapore were generally larger in size and staff than in Australia i.e. maximum staff and rooms at 1,300 and 1,200 respectively in the fomier country, compared with 440 and 417 respectively in the latter human resource strategies employed in both cultures were largely similar. However, due to the different labour markets of the two industries, there were inherent differences in the importance and priorities placed on HR strategies, with regard to controlling and minimizing labour tumover. These are discussed below. Recruitment and selection Hiring practices employed by the hotels in both countries can be seen as having progressed from the adoption of purely traditional (advertising, walk-ins, selection interviews, reference checking, etc.) to more strategic approaches (networking, intemal labour market, behavioural interviewing, targeted selection, etc.) (Nankervis and Debrah, 1995; Nankervis, 1993b). This has primarily been influenced by changing labour markets, as well as the clear recognition that mitigating labour tumover begins with the hiring function, specifically the selection process. This is consistent with current literature that highlights selection as the predominant variable impacting on eventual tumover rates (Hom and Griffeth, 1995; Boles et al., 1995; Mercer, 1988; Dunn, 1995; Woods and Macauley, 1989), albeit recmitment and selection is generally considered an integrated function (MuUins, 1995; Croney, 1988; Nankervis, 1993b). 142 Angeline Cheng and Alan Brown This progress seems to be in part due to the general realization that people ultimately represent the crux of the industry, where they are the product and the providers of service (Nankervis and Debrah, 1995; Mullins, 1995; Thompson and Abbott, 1990; Lewis, 1989; Schneider and Bowen, 1993; Berger and Ghei, 1995). Hence, the ability to hire and retain the right kind of people to fit the organization, and give the organization a competitive edge (Schneider and Bowen, 1993) begins primarily with the selection process (Hom and Griffeth, 1995; Boles et al. 1995; Eade, 1993; Mercer, 1988; Dunn, 1995). There is evidence that hotels in both countries draw from a wide range of recruitment sources both intemal and extemal. Hotels in Australia and Singapore tend to place greater reliance on recmiting from an intemal labour market of current employees within the establishment and from other hotels which are part of the chain within the same ownership. Although this was perceived to be more evident in the Australian environment, this was inclusive of promotions as well as transfers of casual and parttime staff. There was also the consideration that Singapore had a more stable labour force of full and part-time employees, while the Australian hotel industry tends to rely on a higher proportion of casuals in employment, thereby implicitly contributing to tumover levels to a greater degree. However, in both instances, the use of this intemal labour source was predominantly restricted to supervisory positions and above, usually associated with a career development plan. Such efforts to develop career paths would assist in overcoming a major reason given for tumover in the industry in Australia  as identified in a survey (KPMG Peat Marwick Management, 1991). None the less, this effort has resulted in the per centage of managerial promotions, in at least one hotel each, as high as 85 per cent in Singapore and 95 per cent in Australia. Intemal allocative strategies are therefore encouraged where extemal recmiting costs can be reduced because, for example, current staff do not require re-training or acculturation into the organization; i.e. the direct costs of tumover (Woods and Macauley, 1989; Boella, 1988; Woods, 1992; Mullins, 1995; Mercer, 1988). As such, this can be perceived directly to drive staff tumover levels down (Simms et al. 1988; Debrah, 1994) through increas ed promotional and career opportunities (Woods and Macauley, 1989). Extemal sources of new recmits included: databases of previous applicants, unsolicited applicants, newspaper advertising, employee referrals, recmitment consultants, industrial attachments and networks with associates in the industry. Hotels in Singapore seem to be more resourceful in attracting new people with employee referrals becoming increasingly popular, where current employees are usually offered incentives for a new staff member employed on their recommendation. Although there is no scientific evidence to support this theory, hoteliers argue the general principle on the basis that birds of a feather flock together; that is, referred potential candidates would be expected to be of similar calibre, personality and behavioural qualities to the referrer since they are friends or family. This reduces the cost of extemal sourcing, as well as a diminished probability of tumover occurring through the yielding of more reliable and committed employees (Debrah, 1994). Networking is also more prevalent in Singapore than in Australia. Despite it being regarded as a form of people-poaching, it is considered common practice in Singapore. Hoteliers in Australia, on the other hand, generally do not support this mode of recmitment as it is considered there, to some degree, unethical and generally not very nice. Both countries, however, attributed their respective stances to the small but close-knit fratemity of the hotel trade. HRM strategies and labour turnover in the hotel industry 143 To combat the potential difficulties of building a full-time committed work-force in Singapore, Debrah (1994) in his earlier research, pointed to the use of part-time staff. Benefits that accme through employing regular part timers include increased flexibility in scheduling, thereby reducing the impact of tumover (Greengard, 1995), as well as lower wage outlays (Inman and Enz, 1995). Although this practice is prevalent in the Australian hotel industry, where sometimes up to half of the total employee population are part timers or casuals, part timers are usually hired on a needs basis and predominantly in the food and beverage (FB) or banqueting departments in Singapore (Debrah, 1994). Hotels in Australia are typically seen by young people as a source of casual employment due to ease of entry. A problem increasingly faced by Singaporean hotels due to rising educational standards and employee expectations is the shortage of applicants for the less desirable shift-work positions mainly at the operative level. One hotel, at least, has attempted to combat this through the hiring of foreign labour, mainly from Malaysia. While interviews remain a core selection device, there is an increased emphasis placed on the behavioural aspects of a potential candidate in both countries, where selection tools are used to assist in determining a persons personality, attitude and character in relation to the specifications that a position may require. It was felt that experience and expertise, although valuable, could be gained from training and development while attitude and personality were more important in new recmits in attempting to fit employees into a particular organizational culture. Singapore, however, has a more dominant use of the behavioural interview than Australia, where attitude is perceived to be more important than experience. This is assessed essentially through structured, oral employment tests given to potential candidates in the course of the interview. Berger and Ghei (1995) further argue that this method is more effective in the selection of new hires than more commonly practised approaches, e.g. reference checking, which the Australian hotel industry  utilizes extensively, biodata through weighted application blanks, etc. However, a sample of employment tests from a couple of respondents suggests that the behavioural interviews conducted in the Singapore hotel industry have a primary focus on the biodat a of a potential candidate. Current literature also supports a higher correlation between biodata and the eventual retention of that person (Dickenson and Ineson, 1993; Mitchell, 1989; Ineson and Brown, 1992) according to the past behaviours and reactions, attitudes, interests, etc. Reference checking was advocated by Dunn (1995) as a proactive and aggressive way of reducing tumover and maintaining a higher work-force quality. Despite obvious disadvantages like potential litigation consequences, e.g. defamation, negligent hiring suits (Dunn, 1995), the Australian lodging trade diligently adopts this approach when employing. There was significantly less importance placed on this method of selection, as apparent through its lack of use, by Singaporean hoteliers. Industrial placement, however, is a common practice in both countries. Although generally regarded as a labour source, industrial placement (referred to as work attachment in Singapore) has not been maximally utilized as a selection tool in either Australia or Singapore. Despite some evidence of it occurring, the potential benefits of effectively utilizing this practice as a selection tool are not being fully realized; for example, that applicants would ah-eady be familiar with the organization (Leslie, 19 91), thus having a realistic preview (Woods and Macauley, 1989), thereby increasing the retention probability for that person (Hom and Griffeth, 1995). At the 144 Angeline Cheng and Alan Brown same time, the applicant would already be trained in their area of operations, thereby directly and positively impacting on recmitment and training costs. The labour-scarce situation afflicting the Singapore hotel trade is, to a large extent, attributed as the major factor influencing modifications in local hiring practices, which supports earlier research (Debrah, 1994: Nankervis and Debrah, 1995). This is especially so in relation to the recmitment sources the industry approaches in seeking new  hires. However, some of these approaches may seem to exacerbate, rather than mitigate, labour tumover despite an acknowledgement of their detrimental effects. For example, networking as a labour source would probably indicate recmiting a new hire from another hotel. This would inevitably mean filling a position in one property at the expense of increased tumover in another. On the other hand, Australia has been comparatively slow in adopting more innovative methods of recmitment and selection, although there is an indication of a move towards a more strategic direction. Although acknowledged as an issue, tumover is not given priority consideration when hiring even though there is a recognized need for a match between the organizations values and the potential employee. Rather, a reduction in labour tumover is essentially considered an incidental benefit to the meeting of organizational and operational objectives. In summary, hotels in both countries are placing more emphasis on recmitment and selection practices in an effort to reduce the potential for labour tumover. Variations exist where Singapore places more emphasis on behavioural interviews, employee referrals and networking, while Australian hotels emphasize reference checks and assessing attitudes in the employment interview. Australian hotels also tend to use more casual employees than their Singaporean counterparts. Orientation and socialization Induction sessions in hotels of both countries were conducted regularly upon the employment of a new recmit, consistent with Mullins (1995) suggestion that orientation is basically a natural extension of the recmitment and selection function. Hotels in both Singapore and Australia were seen to conduct both general and departmental orientation (St. John, 1980; Kennedy and Berger, 1994; Eade, 1993) in order to provide overall hotel information, as well as specific job details. General orientation for new employees in Singaporean hotels ranges from two hours to 90 days, while in Australia between two hours and one and a half days is the norm. The content of these sessions is comparable and includes hotel cultures, employee handbook, mles and regulations, health and safety procedures, salary details and so on. More specific orientation is the responsibility of the employing department. The importance of this function in facilitating and sustaining the long-term retention of employees was perceived to be recognized by all respondents. It was basically a matter of familiarizing new employees with the daily operational requirements and culture of the organization (Mullins, 1995; Eade, 1993; Thompson and Abbott, 1990); that is, acculturating them into the organization in order to align their individual goals with that of the hotel. To encourage this assimilation, Singapore hoteliers tend to be more systematic in the orientation process and usually conduct interim and follow-up sessions to provide employees an opportunity for feedback (Eade, 1993) as well as to evaluate their progress (Day, 1988). These sessions were usually related to a probationary employment condition to which newcomers are subjected (Thompson and Abbott, 1990) in an HRM strategies and labour turnover in the hotel industry 145 effort to further ensure a person-position match for both the organization and employee. This practice, however, was more evident in Singapore (Nankervis and Debrah, 1995), since only two hotels in Australia had this system in place. For purposes of inducting and eventually training new employees, some hotels in Singapore have in place a buddy system where new employees are matched with seasoned, experienced staff members who are responsible for their training. This concept has been supported as providing new hires with the guidance that may be needed in training and providing answers (Eade, 1993; Day, 1988), particularly where there is a case of information overload, that is, too much information being disseminated within that short span of time. Despite the potential benefits of this practice, however, only one Australian hotel explicitly suggested the availability of such a system, but for specified lower-level positions only. Some of the available literature suggests that existing employees could, in effect, also reap positive experiences through an organizations induction  of new employees. This is based on the assumption that current staff would also have to adjust to changes within an organization, as, for example, to a new colleague (Sutton and Reis Louis, 1987; Day, 1988). Perhaps this lack of consideration of current staff might, to some extent, account for labour tumover that occurs, not within the confines of the induction [or] recruitment crisis (Thompson and Abbott, 1990; Mullins, 1995), but among seasoned employees who may have been conveniently overlooked in relation to organizational modifications. One way of potentially combating this problem is to conduct re-orientation programmes for staff. Deemed important by both the Singapore and Australian hotel industry, these sessions take into account old employees, e.g. people who have been with the hotel since its founding, sometimes up to twenty five years. The primary rationale is to reiterate organizational philosophies and values or to communicate recent or planned changes in a hotels culture or structure (Martin and Van Eck Peluchette, 1989). Despite the potential benefits, such sessions are only conducted by all Australian hoteliers, with only one hotel in Singapore administering annual corporate reorientations for seasoned employees. This is notwithstanding the age of some of the Singapore hotels, whose history may go as far back as twenty five years. Generally, induction is still regarded as exerting a significant and direct impact on the successful retention of employees. This relates to the consistency of products and services provided by the hotel industry primarily through its human resources (Denvir and McMahon, 1992). Therefore, orientation and socialization essentially serve the hotel industries by apprising newcomers of, acculturating and gelling them into to the organization, thereby minimizing the probability, and eliminating a potentially major cause, of labour tumover such that there is a stable foundation from which the hotel can operate. Training and development There is a clear recognition in both countries of the strategic contribution made by training to the retention of staff that the willingness to invest in an organizations people leads to an increase in their commitment and job satisfaction, leading to a reduction in staff tumover (Woods and Macaulay,  1989; Conrade et al., 1994). Training needs analyses are generally carried out by the hotels in both countries, although Singaporean hoteliers were perceived to be more systematic in establishing potential training requirements. There is a greater emphasis on analysing guest 146 Angeline Cheng and Alan Brown comment cards in the Australian hotel trade, whereas only two Singaporean properties explicitly take customer comments into account when determining training needs. One Australian hotel, on the other hand, basically depends on consultation sessions among staff to gain infonnation and feedback on potential gaps in employee training and development. Despite these systems of determination, only one hotel in each country had a training directory, with the remaining properties generally having a list that employees could be referred to. To some degree, this may reflect Conrade et al.s (1994) suggestion that, despite the importance and significance training is accorded within the industry, the reality of the availability of such planned, quality training programmes within hotels is limited. The content of training and development programmes was relatively similar in Singapore and Australia and included: language courses, quality management, health, stress handling and telephone etiquette. Job-related skills were also an important component of training. Much of this training is done in-house, although for managerial and supervisory employees extemal sources are usually utilized. None the less, there was an emphasis on the involvement of line employees in the administration of the training function. The Singapore lodging trade expressed this delegation of responsibility through the constant interaction between supervisor and employee (St. John, 1980; Day, 1988), whereas the Australian hotels validated this practice based on the training requirements of the industry, e.g. on-the-job training and as a control mechanism in training effectiveness (Day, 1988). This argument also aligns itself with Tysons (1995) suggestion that the HRM function will become more functional throu gh its integration with line management. Developmental opportunities were perceived to be linked to the training function in the industries of both countries. Employees are primarily trained to the requirements of their job, with a secondary focus on fulfilling their individual needs that is usually required to be in alignment with the operational needs of the hotel (Tracey and Tews, 1995; Walker, 1992; Mabey and Salaman, 1995). This again relates, to a degree, to the earlier argument, put forward with regard to the willingness to invest in people, that a workers need for growth and leaming can be met with a sense of morale and commitment (Mullins, 1995). Hotels in both cultures provide developmental opportunities for employees, generally incorporating an open-door policy, i.e. staff can approach and discuss with the HR department or person-in-charge their leaming directions and career aspirations. Most hotels adopt a more systematic and regular approach to involving employee feedback through the perfonnance management process; this will be discussed in greater detail in the next section. There was, nevertheless, a more methodical approach to career development in the Australian industry. Four hotels, compared to only two in Singapore, had adopted a formal targeted development programme for staff at all levels. This response does not take into account any future plans to formalize developmental opponunities in the hotels, is more evident in Singapore, where the youthful age of some of the hotels may have accounted for the cunent lack of systematic developmental practices. The presence of formal career paths may, in effect, reflect the progress Australian hoteliers have experienced in their attempts to modify a short-term employment perception (Timo, cited in Nankervis, 1993b), contrary to the recent findings of Nankervis and Debrah that suggested casual and transient employment was endemic (1995: 33) and a lack of formal career paths in the hotel industry. HRM strategies and labour turnover in the hotel industry 147 None the less, the existence of developmental opportunities were evidence of the hotel industries attempts to minimize voluntary staff tumover through long-term career opportunities in the trade (Nankervis and Debrah, 1995; Nankervis, 1993b). This consequently acts to offset the perception that labour tumover is an inherent and acceptable facet of the hotel industry (Mullins, 1995; Riley, 1991a; Woods, 1994; Meier, 1991), supporting the argument that it is manageable through effective HR practices. Mabey and Salaman (1995: 130) further argue that an investment [in an organizations people] will allow them to respond more effectively in a changing environment. This is especially tme considering the dynamic nature of the hotel trade, where consistency in service through an organizations people is considered most important (Denvir and McMahon, 1992; Anastassova and Purcell, 1995; Berger and Ghei, 1995). This may therefore be achieved through the use of training and development as an agent of change (Mabey and Salaman, 1995), where employees may be constantly informed and updated about, as well as strategically equipped for, the changing requirements of the hotel. Performance management Evaluating an employees performance is viewed as being very much related to employee development within the hotel trades of both countries. The prevalent adoption of this function in Australia reflects a significant improvement where earlier research (Nankervis, 1991, 1993a) showed a comparatively low usage of performance appraisal. A management-by-objectives (MBO) approach (Oberg, 1972; Kramar, 1994) to perfonnance management is used by all but one of the hotels in each country. This usually involves both supervisors and employees completing separate evaluation forms and conferring on the final report. Employee feedback and input are considered significant parts of the performance appraisal process, which is essentially modelled after the performance development plan (PDP) adopted by Harvey Hotels (Beckert and Walsh, 1991). The exceptions were primarily attributed to the fact that employee appraisal may not be as effective as a democratic process, for example where supervisors may not  want to create undue conflict and many attempt to be nice about the assessment. This would essentially introduce inaccuracy and prejudice into the procedure and would therefore reduce its effectiveness. Hotels in both countries distinguished between managerial and operative staff for performance management processes, with some hotels also having different appraisal standards among the particular levels of management, e.g. supervisory, middle management, etc. However, there was a general consensus on the criteria against which managerial and operative employees were evaluated: behavioural aspects were stressed for the fomier, with the latter being assessed on the more generic aspects of performance (Eade, 1993). In spite of the various appraisal methods available (Eade, 1993; Walker, 1992) (peer evaluation, subordinate appraisal, etc. all the hotels interviewed adopted a supervisor subordinate approach to assessing an employees performance and determining potential developmental requirements. However, half the sample in Australia adopted a combination of appraisal techniques, i.e. self-appraisal in conjunction with supervisor subordinate evaluation. This could be perceived to provide increased employee input, as well as a more balanced assessment of that staff member. The employee input was often 148 Angeline Cheng and Alan Brown viewed as an important mechanism for them to express issues relating to their developmental needs. One Singaporean hotel, however, was more rigorous in its appraisal process with the secondary supervisor also required to appraise the employee. This could be perceived to lessen any potential bias on the part of the immediate supervisor, and provide a more impartial and accurate evaluation of the worker. In Singapore, apart from assessing the overall performance of an employee through identifying and evaluating weaknesses and strengths, performance management was often used as a means of justifying remuneration adjustments. This was less common in Australia where award rates of payment rather than individual contracts govem pay rates. The frequency of conducting the performance management interview is also consistent between the two countries, i.e. either semi-annually or annually. In instances where probationary periods are required for newcomers, the first performance assessment occurs at the end of that period. Since probationary periods are more prevalent in Singapore, the early occurrence of this process also serves to diminish, somewhat, the incidence of staff tumover as a result of the recruitment [or] induction crisis (Mullins, 1995; and Thompson and Abbott, 1990), acting as an opportunity for feedback, clarification and identification of any necessary training needs. There was, none the less, an emphasis on determining an employees potential developmental needs through the identification of discrepancies in meeting performance objectives (Walker, 1992; Riley, 1991a). Exit interviews as a final evaluation process were a more commonly used among Singaporean hoteliers, even though there was one hotel in each country that did not see the need to undertake this practice. Despite the evidence that formal exit interviews are conducted with departing Australian employees, the ability to utilize the information derived effectively in identifying and isolating possible causes of tumover (Mok and Luk, 1995; Eade, 1993; Vetula, 1991; Kiechel, 1992), and consequently to propose necessary corrective action (Woods and Macauley, 1987), is more apparent in the Singapore hotel industry. Exit interviews in Australia are predominantly conducted as a routine process to ensure that final administrative matters are resolved before the employee leaves. Overall, although considered to be significant and contributory to the bottom-line, the performance management function is generally viewed as having an indirect effect on labour tumover in both countries, primarily through its determination of an employees training requirements, developmental opportunities and remuneration issues. Remuneration The role of remuneration was similarly perceived, in both industries, to be a  secondary factor through which labour tumover can be mitigated, especially monetary compensation. Generally incongruous with the limited literature that argues that remuneration is a major contributing factor in labour tumover (Hom and Griffeth, 1995; Woods and Macauley, 1989), the role compensation plays in the hiring and retention of staff was, however, acknowledged to primarily be through the concept of equity, value and satisfaction (Walker, 1992; Riley, 1991a). According to the expectancy theory (Mullins, 1995), there would be an increased tendency for people to leave an organization if a discrepancy existed between their expected and associated value, evident through the remuneration received. For example, if employees feel they are not compensated in accordance with the service provided to HRM strategies and labour turnover in the hotei industry 149 the organization, they would be inclined to feel unappreciated and undervalued, thereby contributing to their decision to leave the company. This diminished significance attributed to remuneration, however, does not discount the contributory role that compensation plays in a hotels tumover statistics, and associated consequences like labour shortage, hiring expenses, etc. (Woods and Macauley, 1989; Boella, 1988; Woods, 1992; Mullins, 1995; Denvir and McMahon, 1992; Riley, 1991a; Lewis, 1989). There is also a direct impact on an organizations bottom-line essentially through a potential reduction in employee start-up costs, which include orientation, socialization, training, etc. However, remuneration has a comparatively large influence on tumover in Singapore. Unlike the Australian hotel industry that pays award rates for operative staff, different hotels in Singapore pay different rates according to their individual collective agreements (Debrah, 1994). Because of the tight labour market (Debrah, 1994; Goh et al., 1995), potential employees are allowed to choose their employers and work environments, a process  which may include job-hopping to hotels that can afford to pay higher wages (Debrah, 1994). However, the differences in the impact of compensation policies on supervisory and managerial staff in Australia and Singapore were comparatively negligible. The remuneration received by these salarial staff is not performance-based, but positionbased, thereby hardly affecting decisions of tumover and retention. Remuneration in Singapore, however, refers to a total compensation package, unlike in Australia where it refers primarily to monetary compensation, i.e. basic pay. The package is generally inclusive of the basic wage or salary, insurance coverage and fringe benefits, e.g. discount rates at sister-hotels (Walker, 1992). Employees at this level tended to remain with their employer for factors other than money. The impact of remuneration on labour tumover can therefore be perceived to be secondary, although more direct in Singapore, under conditions of labour scarcity and a potentially competitive wage market. Even so, in Australia, where particular categories of employees, such as chefs, are in relatively short supply, remuneration packages may play a role in attracting and retaining them. However, the function of remuneration has not been ignored, particularly in relation to the concepts of expectancy and equity. In summary, people would leave if they are not compensated according to their expectations, suggesting therefore a direct, albeit minimal, influence on labour tumover. Conclusions This research suggests that hoteliers in Singapore and Australia are adopting a more strategic perspective to HRM in tackling labour tumover. In both countries the greatest emphasis was placed on recruitment, selection, induction, socialization and training and development practices as mechanisms for minimizing tumover. Performance management and remuneration strategies were seen as having a more indirect impact through the strategies listed above. The broad range of strategies adopted by Singapore hoteliers to combat the initial difficulties in recruitment (Nankervis and Debrah, 1995) reflect a longer-term approach to HRM. This could be attributed to the correspondingly higher tumover rates in the hotels and the countrys low unemployment rate, and hence the industrys concened effort to attract and retain committed employees. However, it needs to be recognized 150 Angeline Cheng and Alan Brown Table 4 Key differences in HR activities between Singapore and Australia HR practices and policies Singapore Australia Recruitment †¢ Employee referrals †¢ Networking †¢ Reliance on part-time staff Selection †¢ Structured interviews behavioural emphasis †¢ Skills tests †¢ Person-job specifications †¢ Structured interviews †¢ Reference checking Orientation socialization (induction) †¢ Follow up feedback sessions †¢ Buddy system Training †¢ Guest comments analysis †¢ Employee consultation Development †¢ Targeted development, e.g. management trainee programme Performance management †¢ Impact on remuneration policies operative levels †¢ Exit interviews †¢ Limited impact on remuneration policies Remuneration †¢ Annual remuneration review position perfonnance based †¢ Individual collective agreements for operative staff †¢ Package remuneration †¢ Annual remuneration review position-based only †¢ Award rates for operative staff †¢ Monetary compensation that the attention given to recmitment and selection is as much an operational matter as it is a strategic approach attempting to reduce tumover. Orientation and socialization processes were emphasized similarly in Singapore and Australia, although there was comparatively more utilization of probationary periods (Eade, 1993; Thompson and Abbott, 1990; Day, 1988) and a buddy system (Eade, 1993: Day, 1988) to ensure an employees effective assimilation into the hotel in Singapore. Training in both countries has been closely associated with the induction process, with the latter seeming to be considered a subset of the former. Because orientation involves the basic operational instmction of staff, it is perceived to be part of the overall training function. Nonetheless, tumover is perceived to be significantly influenced by willingness to invest in this function, and therefore in an organizations human resources, such that there may be an increased sense of job satisfaction and morale; thereby retaining staff (Woods and Macauley, 1989; Conrade et al., 1994). Although developmental opportunities are present in both Singapore and Australia, they are concentrated in the supervisory and managerial, and therefore skilled (Riley, 1991), levels of the organization. None the less, the correlation between developmental paths and an organizations tumover rates were apparent, that is the opportunity to grow and advance within an organization would offset a perception of h otel employment as HRM strategies and labour turnover in the hotel industry 151 transient and casual (Nankervis, 1993b; Woods, 1992; Riley, 1991a; Mullins, 1995; Denvir and McMahon, 1992) through the availability of true career  paths. Performance appraisal and remuneration policies have minimal impact on labour tumover, except on the operative staff in Singapore where wages are negotiable and individually determined according to the collective agreements of each property. 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