The aim of this report is to make available information relating to Occupational Health and Safety (OHS) in Bo Caf and to provide an overview of good practices at both the policy and workplace levels.
Summary The hotel, restaurant and catering sector covers a wide range of different businesses including hotels, pubs and restaurants, fast-food takeaways, cafes and bistros. It plays an important role as a job creator in the service sector and in the economy as a whole in Australia. As there are huge number of people working in service industry, it is important to manage the risks and prevent the causes of accidents and ill health in the hospitality sector. In other words, employers and employees have a duty of care to all people in NSW workplaces with regard to health, safety and welfare at work under NSW Occupational Health and Safety Act 2000 (NSW OHS Act) (Occupational Health and Safety in Hospitality, 2003:3) . The aim of this report is to make available information relating to Occupational Health and Safety (OHS) in Bo Café and to provide an overview of good practices at both the policy and workplace levels. The first part of the report presents the key OHS policies relating to Café sector such as hygiene, safety and security in the workplace. The report then focuses on the prevention of risks to workers in Bo Café. The business should provide the training courses for employees at workplace level, including infection control, emergency procedure, fire prevention, manual handling, first aid, machinery and equipment and hazardous substance. The following section
An evaluation of the strategic Human Resource problems and issues which arise out of take-overs and mergers.
An evaluation of the strategic Human Resource problems and issues which arise out of take-overs and mergers. Mergers and acquisitions are a fact of life, premised on the belief that the combined company will have greater value than the two companies alone. According to Mirvis and Marks (1997), most companies that execute mergers and acquisitions do a reasonably good job sizing up the economic and financial characteristics of the deal. Both parties will expend enormous energy contemplating how much a company is worth, what terms to negotiate and how to structure the transaction. Balance sheets will be scrutinised, goals established, efficiencies projected and opportunities appraised as staff, technology, products, service and know-how are combined under one roof. However, no one has worked out with the same sharp pencil the effect of this on the workforce. The upshot? Turmoil and confusion for the workforce as HR tries to sort out pay, benefits, severance packages and cultural issues. Questions will undoubtedly arise. Will there be redundancies? If so, will it include top management? At the very least, how can the targeted organisation keep productivity and morale up while fighting off this unwanted suitor? The framework for any merger and acquisition can be described as a cycle with four distinct stages. The cycle comprises; pre-deal stage, due diligence stage,
What are the likely effects of national culture upon organisations?
What are the likely effects of national culture upon organisations? We live in a multicultural society and because of this national culture is becoming an ongoing concern. In this essay I will try and identify its effects on organisations. National culture basically means a nations culture which includes shared knowledge, beliefs and values as well as common modes of behaviour and ways of thinking, among members of a society. Factors that contribute to the national cultural environment are shown by the diagram below drawn by Hofstede (1980) and Tayeb (1989) Looking at this diagram here we can see that each category is common for different nations in the world like language and religions. Take someone who works in Britain. He or she would not find it difficult to adapt to the national culture of firms in Ireland or Canada but it would be difficult if he or she were working in Africa due to major differences in language, culture. Giddy (1978) gives an example of difficulties from differences in culture. He basically talks about an American firm trying to export a 'company picnic' idea into its Spanish subsidiary. The US executives dressed up as chefs and were serving people but this embarrassed the Spanish employees and they were unsociable. They stood up every time they were approached at there table. You can see here that there is a huge amount of respect for authority
Should Software Engineers Be licensed?
Should Software Engineers Be licensed? History Since the disaster at Flixborough in 1974, the introduction of the Health and Safety at Work Act 1974 and the setting up of the Health and Safety Executive the systems and processes designers kept in mind the terrible consequences for their own failures. With the legal framework getting more stringent year by year, even for household goods under the Consumer Protection Act 1987, designers of hardware and software are looking to protect and insure themselves against the possibilities of litigation. Background The technology race combined with the small inexpensive microprocessor has made it such that our society is giving computer control to everything possible. As more control is being given to computers, it follows that the software driving these computers is more prevalent and controlling also. Software is being used increasingly in systems that affect public safety and software errors might lead to unacceptable losses. This has led to suggestions that software engineers working on safety-related systems should be more closely scrutinised. The very unique nature of software makes it difficult to completely understand, and even more difficult to visualize all the possible ways software can perform or fail to perform. Finding and eliminating the built-in unintended and undesired hazardous functions is the definitive goal of
Ethics in the work place
Ethics in the Workplace Case Study Action Plan Learning Team C Ben Bonazza Marlene Rairden Joanne Kolonics-McRoberts Chris Ybarra Richard Koski Renee Salgado Victoria Peskett University of Phoenix Online PHIL 323 - Ethics In Management Michael McNeal October 26, 2007 Ethics in the Workplace Case Study Action Plan This paper will review the case of Texaco, and the largest discrimination settlement of the time. And how Texaco CEO Peter Bijur revolutionized the environment from one of blatant discrimination again minorities to one that embraced diversity, rewarded performance and had a zero tolerance policy for discrimination. This paper will explore the key facts of the case including symptoms, root causes, unresolved issues, roles of key players, and ethical issues. This paper will continue on to review questions posed and to analyze and evaluate alternative solutions to handling discrimination and diversity in the workplace. In 1999 Texaco paid out $140 million in damages and back pay to African -American employees and $35 million to develop a task force to evaluate the firm's diversity for a five year period. Texaco had failed to embrace the diverse workforce, and documents revealed the African -American employees were paid less than was established for their job category. Multiple taped conversations documented the use of racial slurs by all levels of
Options for Implementing a Leadership Change
Options for Implementing a Leadership Change Mary Margaret Maloney University of Phoenix Organizational Leadership - LRD 531 June 8, 2009 In the Week Five scenario, Gene One (University of Phoenix. 2009) is a biotech company that developed a gene technology that has eradicated disease in tomatoes and potatoes. The company has grown from a net worth of $2 million to $400 million in only eight years. However, the company needs IPO capital for the areas of new developments, advertisement and marketing. If Gene One is to remain competitive and successful, the CEO and the Board of Directors believe that the company must go public within the next three years. There is a 36-month deadline for this strategy to be implemented to help Gene One realize its growth targets, establish the company as a strong competitor and show Wall Street that Gene One has the leadership and organizational capabilities to succeed as a public entity. This new direction will have to encompass numerous changes for this venture to be a successful one (University of Phoenix. 2009). Leadership is a "process whereby intentional influence is exerted by one person over other people to guide, structure, and facilitate activities and relationships in a group or organization". There is much debate regarding the definition of leadership in the concept of not only "who exercises influence, but also what
Analyse the key social, political and economic factors impacting upon banking sector as a result of globalisation.
Introduction "What is Globalization?" The first answer to the question may be the integration of economic and cultural activities around the world based on communications technology. The second may reflect the efforts of the World Bank and the International Monetary Fund to create an integrated global financial system to reflect the global theoretically free market for goods and services. A third may be simply the virtually free global communications network provided by the Internet. It is not only possible, but also common; to have "virtual friends" around the world that one has never met in person, only via a computer screen and keyboard. Along this line, it is also possible to commit, or attempt to commit, crimes globally. Who has not received a "SPAM" e-mail offer from a Nigerian banker to share a multi-million US$ fortune with the sender only for providing a US or UK bank account to receive the funds and putting up a few dollars or pounds as "good faith money." The world has been shrinking for centuries. It took the last few men that sailed with Magellan almost exactly 3 years to circumnavigate the world. It would now be possible to duplicate the voyage in about 3 days including fuel stops. With the proper aircraft and a more direct but equatorial route, the trip would include only two fuel stops and take slightly more than 2 days. Why anyone would want to
Individual Performance and Career Management
Individual Performance and Career Management Individual Performance and Career Management Individual performance and career management are two essential factors that organizations must take serious consideration in order to establish a clear business strategy. InterClean is aware that a performance and career management plan is essential to ensure employees understand their responsibilities, are motivated and aligned with their new business strategy. The organization must present a balanced view of its performance management process that includes development (feedback) and administrative (pay, promotions), as well as both its technical (design of an appraisal system) and its interpersonal (appraisal interviews) characteristics (Cascio, 2006). This paper will discuss an approach to the performance and career management at InterClean in which performance standards and goals, feedback, performance appraisal, and career development will be highlighted. Performance Management Cascio (2006) compares performance management to a compass; one that indicates, a person's actual direction as well as a person's desired direction. Like a compass, the job of the manager is to indicate where that person is now, and to help focus attention and effort on the desired direction (Ch. 9, p. 328). When a manager can follow this fundamental guideline, he or she can build a strong foundation on
The Applicability of Traditional Organisation Behavioural Theories. Those in the lower hierarchy levels of the organisation are often regarded as pursuing the individual goals of earning a decent salary and progressing through the organisational hierarchy
The Applicability Traditional Organisation Behavioural Theories Co-Authors Laura Briggs 1008315 Sonam Ayub 1001960 Daniel Gould 1020603 Lawrence Edwards 1037093 Contributions Introduction: Sonam Ayub Section 1: Research: Laura Briggs First Draft: Lawrence Edwards Editing First Draft: Laura Briggs Sonam Ayub Second Draft: Laura Briggs Final Draft: Laura Briggs Sonam Ayub Section 2: Reasearch: Sonam Ayub First Draft: Sonam Ayub Editing First Draft: Laura Briggs Final Draft: Sonam Ayub Section 3: Reasearch: Laura Briggs First Draft: Laura Briggs Editing First Draft: Sonam Ayub Final Draft: Laura Briggs Section 4: Reasearch: Daniel Gould First Draft: Daniel Gould Editing First Draft: Sonam Ayub Laura Briggs Final Draft: Daniel Gould Conclusion: Sonam Ayub Referencing: Sonam Ayub Daniel Gould Word Count 5, 369 Introduction Organisational behaviour is the systematic study of the manners in which individuals conduct themselves in an organisation. These individuals, comprising of mere production workers, managers, chief executives and directors all have to compromise individual goals to the collective goals of the organisation for which they work. Nevertheless, as we shall see, those in the lower hierarchy levels of the organisation are often regarded as pursuing the individual goals of earning a decent salary and progressing
Violence in the workplace is the number one killer of the American Worker. The Health and Safety Executive's definition of workplace violence is "any incident in which a person is abused, threatened or assaulted in a circumstances relating to their work".
Violence in the workplace is the number one killer of the American Worker. The Health and Safety Executive's definition of workplace violence is "any incident in which a person is abused, threatened or assaulted in a circumstances relating to their work". Each year there are 2,000,000 assaults in the workplace, 51,000 rapes or other sexual assaults and 1,000 murders that are reported by employers. According to experts there are four more violent occurrences for every one assault reported. Employers' deal with these issues everyday and prevention awareness by the Human Resource Director is the key to solving this problem Both the employer and the employee have an interest in reducing violence at work. For employers, violence can lead to poor morale and a poor image for the organization, making it difficult to recruit and keep staff. It can mean extra cost with absenteeism, higher insurance premiums and compensation payments. For employees, violence can cause pain, distress and even disability or death. Physical attacks are obviously dangerous but serious and persistent verbal abuse and threats can also damage an employees' health through anxiety and stress. Our employers are deeply concerned for out safety and the safety of our loved ones now more than ever due to the recent events of 9/11. However, before then American employers did little to protect workers from