WEEK 6 EOC: Evaluation of Career Serving Job in U.S.

A job I can see myself applying and working for is the Creative Director position for a company named Scripps Networks Interactive. It is a global media company and the leader in Lifestyle Media. Their more powerhouse brands include HGTV, DIY Network, Food Network, Cooking Channel, Travel Channel and Great American Country - Stimulate personal creativity, spark ingenuity and capture the joy of living richer fuller lives. 170 million consumers connect with this company and the brands they represent.
The Creative Director is responsible for creative development, production, content quality and budget performance of assigned larger, complex and strategic programs and productions. Also makes some cost/benefit decisions for assigned programs. Some descriptions of the job include; Determines and maintains the creative vision "look and feel" of programs. Leads and coordinates multi-disciplinary staff during actual production. Oversees editing and final product works with sales to maximize revenue potential of programs. Works with operations to ensure required delivery. May spend up to 40% of time as an individual contributor performing assignments that require a higher level of experience of technical expertise than subordinates just to name a few.
Education and experience typically requires a BS/BA or MS/MA/MBA at least 7 - 10 years experience, including supervisory or lead role. Computer skills proficient working with Microsoft Excel, Word and PowerPoint, MS outlook. Strong PC background is needed with demonstrated proficiency with Windows 7, Excel, Word and MS Access. Also Scripps Networks Interactive is an Equal Employment Opportunity (EEO) employer.
Find out more at there home site..
Or apply here..

Hospitality operations are labor intensive. While technology has reduced the need for staff in departments such as accounting and the front office, it has not generally affected the number of employees required to produce and deliver the products and services that guests desire. Recently employed staff must acquire the knowledge and skills needed to become proficient in their positions. Their more-experienced peers must obtain new knowledge and skills to keep up with an ever-changing workplace. Effective training is critical to attain these goals." -Human Resources Management in the Hospitality Industry Ch. 6

WEEK 4 EOC: Employee Recruitment and Selection

In many hospitality organizations, physical attractiveness is unquestionably a factor used to select employees in such positions as front-of-the-house food servers and hotel front desk agents. What is your opinion of the advisability and legality of utilizing such a hiring factor? Reference both controllable and uncontrollable factors IE, Tattoos, personal hygiene and scars. Explain your answer.

"Most hospitality employers utilize application forms to establish a single, uniform document for use by all job candidates or groups of candidates. In addition to obtaining needed personal information, the use of a standardized application form helps show who is considered to be an applicant; a determination that is very important in complying with the federal government's record retention and reporting requirements. For example, Title VII of the Civil Rights Act requires covered employers to retain applications for employment and other documents pertaining to hiring for one year from the date the records were made or the last action was taken. Does that mean that an HR manager who receives, via e-mail, an unsolicited résumé from an individual seeking a job must keep that e-mail for one year? What if dozens or even hundreds of such e-mails are received weekly? Daily? Are they all really applicants?

The Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs broadly define applicant to include any person who has indicated an interest in being considered for hiring, promotion, or other employment opportunities. This interest might be expressed by completing an application form, in writing or orally, depending on the employer's practice. The difficult job of determining which specific contacts create a job applicant for record keeping purposes has only increased with the proliferation of e-mail, online recruitment Web sites, and corporate and personal Web pages.

Fortunately, the EEOC has issued opinions to clarify record keeping requirements for applicants using the Internet and related cyber-technologies. The EEOC's guidance limits the definition of applicant (in the context of the Internet and related technologies) to those people who have indicated an interest in a specific position that the employer has acted to fill, and who have followed the employer's standard procedures for submitting an application. For this reason, many employers require that all job applicants (including those who have prepared résumés) submit a completed job application if they want to be considered for employment. As a result, employers must retain only those completed applications." -Chapter 4: Human Resources Management in the Hospitality Industry

I believe that having tattoos and scars are important in some aspects for prospect employees being how visible the tattoos are, now the scars are different because everyone has scars literally, but as far as hygiene i believe greatly that, that can most definitely be controlled. Tattoos and scars I would categorize under uncontrolled.

WEEK 3 EOC: People Management

I believe the National Employment Lawyers Association (NELA) sponsors the Work Place Fairness site because as explained on their webpage, "Workers will be paid at least a living wage in an environment free of discrimination, harassment, retaliation, and capricious employment decisions; employers will fulfill their promises to provide retirement, health, and other benefits; workers' safety and livelihood will not be compromised for the sake of corporate profit and interests; and individuals will have effective legal representation to enforce their rights to a fair and just workplace, adequate remedies, and a right to trial by jury." I quoted them exactly because I heavily believe that this is the reason for why a brand like NELA sponsors companies as such as the Work Place Fairness website. Resources that are available on this site are, Affiliates in which NELA has 69 circuits spread across the world. Other resources such as Committees and List servers are also engaged with NELA. Some specific work-related issues I feel would compel an employee to seek out the type of information on such a site would be, racism and sexism. Which both alike are very serious touchy subjects among our current state of civilization. How a hospitality manager should best address these issues to me is not at all.
"To see how a legal policy, improperly applied, could create difficulties, and as a result, to illustrate the importance of a thorough legal review, consider the case of Latisha. She is a food service director for a local hospital. Latisha's operation prepares and serves more than 500 meals per day. Despite some managers' thoughts to the contrary, Latisha knows that the law allows her much discretion in setting appearance standards for her staff, and she wishes to do so by creating and implementing a department-wide dress code.

In nearly all cases, hospitality managers such as Latisha can (and often do) legally impose rules and guidelines that have a basis in social norms, such as those prohibiting visible tattoos, body piercings, or earrings for men. While tattoos and piercings may be examples of employee self-expression, they generally are not recognized as signs of religious or racial expression (and thus are not typically protected under federal discrimination laws). For example, in Cloutier v. Costco Wholesale Corp., 390 F.3d 126 (1st Cir. 2004), the First Circuit Court considered whether an employer was required to exempt a cashier from its dress code policy prohibiting facial jewelry (except earrings) and allow her to wear facial piercings as a reasonable religious accommodation. The employee claimed that her religious practice as a member of the Church of Body Modification required she wear the piercings uncovered at all times." -Chapter 3: Human Resources in the Hospitality Industry

WEEK 2 EOC: Case Study: Human Resources Management

"Donna Moreau was employed for nine years as a room attendant for the Windjammer Hotel. Her work and attendance during that period were considered excellent. The hotel was moderately busy during the week, and then typically filled with tourists on the weekends......"

If I were the hotel's general manager, I would support the actions of my housekeeping supervisor. I would let Donna know how much she is appreciated being apart of the business and making sacrifices others would not dare to. I would accommodate her by offering many positions of higher quality purposes better known as promotions so the pay can match her work ethic and keep both sides of the party as happy and comfortable as possible. Workers of her stature should be rewarded continuously for their hard work and dedication and that is what i would see fit. Being that other employees are calling in sick and she ends up covering for them, I don't know how this would take place, but I would most definitely offer her time off if possible paid time off. She deserves it. No days off for the past 15 months is a huge asset to the company and everything we're aiming for. She plays a major role in keeping our customers happy and if the customers are happy then the more lucrative the business and I believe she should most definitely be accommodated for such deeds tremendously. Donna should be granted a day or so off if requested, although I am familiar with the term "The Show Must Go On" and if getting discharged or removed from the schedule is the result of me taking just 1 day off after I've worked for 15 months strong straight then I believe that job isn't for me.

"Hospitality management has always been a challenging profession. Whether in a casino, a school lunch program, a five-star hotel, a sports stadium concession program, or a myriad of other environments, hospitality managers are required to have a breadth of skill not found in many other areas of management. Hospitality managers are in charge of securing raw materials, producing a product or service, and selling it—all under the same roof. This makes them very different from their manufacturing counterparts (who are in charge of product production only) and their retail counterparts (who sell, but do not manufacture, the product). Perhaps most important, hospitality managers have direct contact with guests, the ultimate end user of the products and services supplied by these managers' operational teams." -Chapter Two: Human Resources In The Hospitality Industry