Week 10 EOC My plans Where are you going?

You may be wondering how setting goals is related to your communication. Establishing career goals will help you have more positive perceptions of yourself. A positive internal attitude about where you are going will transfer into a more positive external persona. Establishing your career goals provides you with a direction in your career that you can communicate during interviews and on your resume. Discussing your career goals in relation to your skills or the skills in process also demonstrates to potential employers an enthusiasm and commitment in your profession. These qualities will always promote you as an appealing candidate for the job.

Something that is a great thing about your life is the factors that you can make a five year life plan for yourself and ten year and keep it going. I have been the type pf person that has always been a leader in almost everything that I do. I have worked for different fashion events and I have always been the person that has worked as the head director for the back of house. I feel that the experience that I have had, working in the fields from my past has helped me with personal goals of being able to finish school, get a great job , and get my own house has been things that I have strived for as goals. I know that there should be a focus on the things that you want to achieve; however, I really want to make sure that I am in a position that I can be comfortable in my life when it comes down to the financials in my life.  As of right now I do know that I am a person that tends to be a little shy, but I know that need to work on this so that I will not get in a situation that I cannot be able to relate to others in a social manner.

For the things that I have in my career life are things that will help my get to the point of my career that I can travel with my job as a visual merchandise leader or director. I have also come to the realization that I can achieve this goal really simple with the connections that I have currently. I think that working with the same company right now is going to set me up for the right way to be able to get the base part of being able to launch my own fashion event with my team of friends in the next year right near the end of New York Fashion Week. After the first event I think that within the next few years that I will be able to start being in the role that I want to be in, and that the industry will be able to appreciate me for the things that I have accomplished. I think that with the right people that I have around me is the right way for me to achieve my goals. I have two mentors that are in my circle and I also have a strong backing of people that are leaders that provide guidance. 

Week 9 EOC The Apartment Quid Pro Quo

The Apartment is a movie that had a great deal of things goin on in it that made the movie a thing that you were able to watch the charcters in the moive play a great deal of harassment on each other. This type of harassment is Quid pro quo. . One of the main harassment I saw was quid pro quo. Quid pro quo (sexual harassment): Quid pro quo literally means “something for something.”Harassment that occurs when a supervisor behaves in a way or demands actions from an employee that forces the employee to decide between giving in to sexual demands or losing her or his job, losing job benefits or promotion, or otherwise suffering negative consequences.(Hayes, David K. Human Resources Management in the Hospitality Industry, 1st Edition. Pg. 351. Wiley, 02/2008. VitalSource Bookshelf Online). The main topic of quid pro quo in The Apartment is when C.C. Baxter lends his apartment for a few hours to his bosses, who are having an affair with other women in the company. “Managers should use zero-tolerance harassment policies to take action even for offensive conduct that does not meet the legal standard of a harassing environment. The reason is that even mild forms of harassment that go unchecked can disrupt an operation through decreased morale and productivity and increased employee turnover” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1st Edition. Pg. 355. Wiley, 02/2008. VitalSource Bookshelf Online). Which is why it is prohibited to have any sexual relationship with another person within the company. In this case, Mr. Sheldrick was using the women in the company, having sexual relations and making them think that they belong together, lie to them and ultimately leaving them. Mr. Sheldrick even fired his secretary, and former lover, because she exposes his secrets to his current lover. “In U.S. legal terms, sexual harassment is any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile, or offensive working environment. Such environments are unsafe for employees both physically and mentally. In real-life terms, harassing behavior ranges from repeated offensive or belittling jokes to outright physical assault. In the hospitality industry, workers can be subject to extreme forms of harassment by coworkers and customers.”( Hayes, D. and Ninemeier, J. (2008). Having sexual relations with your co-worker or boss, in the case, can cause a multitude of issues within that relationship and company.

Week 8 EOC Nine To Five

While watching the film 9 to 5 I noticed a lot of unethical behavior by both men and women throughout the movie. I recorded well over thirty cases of sexual harassment, misuse of the progressive disciplinary program, and inappropriate language used in the office. There were a lot of moments in the movie where one female employee was consistently sexually harassed by her male boss; he was guilty of giving her gifts, touching her inappropriately, and most of all quid pro quo sexual harassment. “From a legal perspective, if harassment is established under the quid pro quo version, the employer automatically is liable and will be held accountable for whether or not steps were taken to correct the situation…an employer's liability in a hostile work environment case must be established by showing not only that the harassment occurred, but also that the employer did not take appropriate action to stop it” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1st Edition. Pg. 351. Wiley, 02/2008. VitalSource Bookshelf Online). During the movie a woman was fired on the spot based on something his “assistant” heard in the bathroom while the woman and a coworker were talking. On top of that they had a security guard escort to woman from her desk which was completely unnecessary, it was clear the progressive disciplinary program was not used at all. “A commonly used four-step progressive disciplinary includes documented oral warning, written warning, suspension, and dismissal” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1st Edition. Pg. 311. Wiley, 02/2008. VitalSource Bookshelf Online). When other employees are speaking bad about other employees, blatantly taking credit for someone else’s work, threatening others, and not promoting someone because they are a woman can all cause psychological problems with employees. “Psychological harassment. This is humiliating or abusive behavior that lowers a person's self-esteem or causes them torment. This can take the form of verbal comments, actions, or gestures” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1st Edition. Pg. 339. Wiley, 02/2008. VitalSource Bookshelf Online).

WEEK 8 EOC Professional Profiles

Ambitious Retail Manager with over a decade of experience in customer service. I aim to be a part of a company that is driven throughout the passion for fashion and obtaining a great manner of customer service to their clients. Providing my extensive knowledge and background experience of the business and learn from well-seasoned professionals. Creating corporate goals and obtaining work related teams.

A passionate retail manager with a background in retail management, fashion productions, and marketing. I aim to be a part of a thriving team that is creating a movement in the fashion industry. Providing my extensive knowledge of the business and learn from well-seasoned professionals. Creating brand stories, grabbing attention, and growing future clientele is my main focus for a fashion brand.

Ambitious Talent Development Manager with a knack for recruiting retaining and developing exceptional and professional models. Adept at taking a hands-on approach to assembling a talented and productive workforce. Specialize in developing and implementing effective learning strategies.

Week 6 EOC: Management Retail, Visual Manager Job Analysis

What is an manager when it comes down to an In Store Visual Merchandiser, Operations and a Manager for a retailer. These are all jobs that require strong skills when it comes down to the use of someone looking for a job in the field of a retail job. Having the right skills for the position that you are looking to go for are keen when it comes to applying for the job. “The American public has probably always been concerned about ethics. However, today, after recurring news events about numerous business organizations and political corruption and abuses at all governmental levels that most persons believe to have serious ethical consequences, these concerns have never been more significant.” (Hayes 159) Hayes, David K. Human Resources Management in the Hospitality Industry. Wiley, 02/2008. VitalBook file.

Reasons to why you would need to have a great group of managers on your payroll when it comes down to a running the right store. Having the right personal on the staff is a reason why went with the jobs that I wanted to list. I feel that I have the right amount of skills to make sure that I am able to fulfill the duties of a job like these. Human resources managers should recognize that their behavior often speaks more loudly than the philosophy expressed in their organization's mission statement. Consider managers who specify food portions that violate truth-in-menu laws, their peers who raise hotel room rates in times of emergencies in states where it is legal (but perhaps not ethical) to do so, and managers in all segments of the hospitality industry who exaggerate benefits in marketing and advertising messages.

 (Hayes 161) Hayes, David K. Human Resources Management in the Hospitality Industry. Wiley, 02/2008. VitalBook file.

Job Description: MANAGEMENT
As a Zara Manager, you are an integral part of the Zara image. You are directly responsible for the success of your department. Your strong leadership skills and retail experience will set the example for your team while performing various tasks related to customer service, visual merchandising, sales and stock management, buying, loss prevention, human resources and operations. 

Job Description-IN-STORE VISUAL COMMERCIAL(VISUAL MERCHANDISER
The job of a an In-Store Visual Commercial also known as a Visual Merchandiser, requires creativity, imagination and a passion for fashion, being up to date with the latest trends. 

Job Description- OPERATIONS MANAGER (STOCKROOM MANAGER):
We are looking for a very energetic, hardworking, reliable and effective Stockroom Supervisor. We need a professional and detail oriented person with a sense of urgency and motivation. Our large stockroom requires a lot of time and dedication. It is the heart of our store! We receive large shipments twice a week with different garments that require pricing, organization, and censoring in an effective and FAST way.
Job Requirements

• Ability to multi-task in a fast paced setting
• Interest in fashion and current season trends as they apply to the market
• Excellent communication skills
• Detail oriented and organized nature
• Prioritizes tasks to maximize efficiency of team
• Takes initiative to accomplish all set goals
• Great customer service skills
• Leads and motivates team by setting the example
• Desire for career growth within the company
• Minimum of 3-5 years retail management experience
Benefits: 
-Medical and Dental insurance
-Paid vacation and sick time
-Employee Discounts
-Significant growth opportunities and professional development
-401k

Zara USA, Inc. is an Equal Opportunity Employer.
All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, sexual orientation, disability, age, citizenship status, veteran status or any other characteristic protected by applicable federal, state or local laws.

Employment Type Full-Time
Job Type Retail
Education Not Specified
Experience 3 to 5 years
Manages Others Not Specified
Industry Retail
Required Travel Not Specified

The starting Salary for the current positions that are those that are things that start around $55k-$100k. I think that the starting is something that is not too far from what it is that I am able to do when it comes to the standards of the job titles that are all above.

Week 5 EOC Employee and Recruitment

I turely think that things that are in my opinion I believe in following the guidelines that represent the company when it comes to physical attractiveness during the recruiting process. The physical identity of your employees is very important to the company and securing and keeping an adequate customer base. “That is why employee recruitment and selection efforts are so critical to the long-term success of every hospitality business and to all of the hospitality managers who direct their operation’s recruitment and selection process” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 100. Wiley, 02/2008. VitalSource Bookshelf Online). When customers see an employee with poor hygiene that can stop a customer from doing business or they will just make a complaint against the business which can hurt the company in many different ways. During the hiring process it’s important to pay attention to any visible tattoos, scars and personal hygiene these factors are important when considering someone for employment. “Our people are our greatest asset” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 100. Wiley, 02/2008. VitalSource Bookshelf Online). When a company has an image to protect and a standard to adhere to this is why the recruiting process must pay attention to controllable and uncontrollable factors.“Employee recruiting and selection are the first two essential steps taken by businesses to identify and choose the right employees, with the right qualifications, to serve their customers” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 100. Wiley, 02/2008. VitalSource Bookshelf Online). 

Week 3 EOC Workplace Fairness

When it comes down to the  question of, Some company's only ask applicants to list recent criminal activity and does I matter? I would like to say that do think that it matters when it comes to the ways that when it comes to the factors of an employee would be a thing that would hinder their future of the future employee. I think that the company ask you that because they would like to know that if you have a recent criminal history in the last seven years. They would like to know if the person has any bad things like stealing or things like that on their record. With this information it would be able to know that it would help out with the growth of the person. As a hiring manager, I would definitely consider hiring someone who was convicted with drug possession that happened ten years ago. Something that happened that long ago, should not ruining her chances of being hired for this job. If it was more recent, then yes it can definitely ruining your chances for getting this job. And yes, I do agree with the manager approach and asking a potential hire if they were convicted of anything, no matter how long ago it was. Though the managers will find out either way when they do a background check. The applicant should always be honest and communicate to them if they were ever convicted of anything. Honesty communication are the two things employers are looking for when hiring new applicants. In most cases, hospitality unit managers serve as their own on-site legal counsel. As a result, these individuals are looked upon by their employers as well as those reporting to them to make the legally appropriate decisions in a wide variety of work situations. These range from selecting and disciplining employees to preventing harassment in all of its forms, to employee compensation, employee appraisal, termination, and a myriad of other HR concerns. (Hayes, David K. Human Resources Management in the Hospitality Industry, 1st Edition. Wiley, 02/2008. VitalSource Bookshelf Online.)