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Jerryprofessor only please! Discussion questions, 500 words minimum, Case study.

Bob, who is president of Carnival Cruise try all the jobs in the cruise : purser’s office, social host, pool
deck, housekeeper, server in restaurant, and laundry.
Carnival Cruise (5Days) $500 which includes all the food people can eat, carnival offers guest 24 hours
entertainment. Most of worker in cruise rely on the customers agreeing to pay.
Pool deck : Drinks cost extra and make carnival money. Worker salary is $48 a month and then get 15%
of all your sales. Run -> Make Money. Chris from South Africa gets paid $1.50 a day, but tips 150 extra in
tips. Temperature outside is above 100 degrees.
ALINA(housekeeper in Carnival cruise) Housekeeping working hours: six in the morning to 12 afternoon,
and the from 4 to 10 in the night. No day off, 7 days a week working. (Tough job) Hourly pay : 1.50 a day
from carnival, She relies on the customer’s gratuities for her wages. 8PM, Alina is behind schedule, she
about to miss dinner and she hasn’t had any lunch.
Restaurant in cruise : 500 passenger sitting over, 15mins to prepare the dining room and another 500
passenger coming.
ALINA : cleaning 19 cabins, Alina and Bob have to wait until customer out from their room which means
they can’t finish their job until finishing all the cabin clean. She has to pay for the helpers $800 for a
month. No matter if she has no money, she has to pay for the helper
compressed schedule-An adaptation of full-time work hours that enables an employee to work the equivalent of a standard workweek in fewer than the traditional five days.
cross-training-Teaching employees to fill the requirements of more than one position.
external recruiting-A process in which managers seek outside applicants to fill open positions, perhaps through community activities, internship programs, advertising, networking, temporary agencies, and employment agencies.
flextime-A program of flexible work hours that allows employees to vary their times of starting and ending work.
hiring period – The time that starts directly after an employment offer has been made and continues through the new-hire’s initial adjustments to the job; this period involves all arrangements necessary to prepare the new-hire and current staff for a
successful working relationship.
incentive program-A program offering special recognition and rewards to employees based on their ability to meet certain conditions, programs vary in structure and design and are a way to award exceptional performance.
internal recruiting-A process in which managers recruit job candidates from within a department or property, methods include cross-training, succession planning, posting job openings, and keeping a call-back list.
job analysis-Determining what knowledge each position requires, what tasks each position must perform, and the standards at which the employee must perform the tasks.
job breakdown- A written description that details how the technical duties of a job should be performed.
job description- A detailed list identifying all the key duties of a job as well as reporting relationships, additional responsibilities, working conditions, and any necessary equipment and materials.
job knowledge-Information that an employee must understand to perform his or her tasks.
job sharing-An arrangement in which two or more part-time employees share the responsibilities of one full-time position.
job specifications – A list of the personal qualities, skills, and traits required to successfully perform the tasks outlined by a job description.
motivation-Stimulating a person’s interest in a particular job, project, or subject so that the individual is challenged to be continually attentive, observant, concerned, and committed.
open-ended questions-Job interview questions requiring more than a “yes” or “no” answer; open-ended questions should lead applicants to provide more detailed responses.
orientation – The period of time devoted to teaching a new employee the basic elements of the job, including the skills and information required to perform the job.
performance appraisal – The process in which an employee is periodically evaluated by his or her manager or supervisor to assess job performance and to discuss steps the employee can take to improve job skills and performance.
performance standard – A required level of performance that establishes the acceptable quality of work.
recruitment -The process in which qualified applicants are sought and screened to fill currently or soon-to-be-vacant positions; involves announcing or advertising job vacancies and evaluating applicants to determine whom to hire.
task list- A list identifying all the key duties of a job in the order of their importance.
Review Questions
1. How are job descriptions and job specifications used in the selection process?
TAThere can front office
cerloolforio alicante2 TAThat methods
11 to find and recruit anslate

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