EOC "Up in the Air"

In the movie, Up in the Air, George Clooney’s character has a very unique skill. His unique skill is the ability to fire workers and make them feel that new doors are opening for them. Three skills that he uses to benefit the employee are persuasion, apathy and optimism. These three skills help George Clooney’s character to convince the employee they are going to be okay and begin a new path while encouraging them to follow their dreams rather than comfort them.

If I were in the same position as George Clooney’s character, I would have a very difficult time. I do not think that I would be very good at telling people they were being let go. I do not like to break spirits or feel any form of guilt, which are two consequences of such a job.

If I were the employee being let go, I think that I would be much like the characters in the movie. I would not freak out but I would be very frustrated and upset. Swearing at the person firing me would most likely occur. I think that both ends of such an action would be difficult for me to handle.

BOC: Getting Fired

I, personally, have not had a firing experience. I have not been fired and I have not fired someone. I have, however, come into contact with several people and families that have been affected by firings and lay offs. One person I remember in particular was a friend of mine’s father, Craig. He was working at the University of Missouri when I lived in Columbia, Missouri where the school is located. I saw the trouble that her family went through as the process took effect. The first step was the news. Craig found out about three months before the lay off occurred that he was going to be let go. The school needed to save money and was laying off some of the scientists in the environmental department that he worked in. As Craig looked for a new job throughout the three months, it was very hard to find work. After the three months, Craig still had not found another job in his career field. He ended up taking a full time management position at a local grocery store, Hy-Vee. The family struggled and my friend and his mother worked more hours to try and compensate for the depleted income. It has been very difficult for the family, especially Craig since he is no longer working with his passion. Lay offs and firings can be very intense and difficult and can often cause people to fall into a depressed state.

EOC "Personal Freedom vs. Union Membership"

If I wanted to work for a company that required me to be in a union, I would seriously consider how badly I want the job. If it is a great opportunity and a job that means a lot to me, I would most likely join the union as asked. The reason I feel this way is because a union is great to work under if it is beneficial to you. Benefits include increase compensation, equality, seniority, consistency and employee representation. With advantages like these, a job that you are looking to profoundly excel in is one to choose.

If the union called a strike over an issue I did not agree with, I would look for another job. It is not worth risking the incredible loss of pay in a strike. Strikes are a bad idea for many reasons. One, you are not guaranteed your job back and two, you will take the loss of however many months pay the strike takes. I would take a lesser paying job before I would sit for a strike I do not stand for.

If I HAD to belong to get a paycheck, issues that concern me would include incentives based on seniority, cost of union dues, majority rules and competition. I would look into these issues because they affect my paycheck and how well I do in the company.

BOC "History of Labor Unions In US"

“Most citizens of the United States take for granted labor laws which protect them from the evils of unregulated industry. Perhaps the majority of those who argue for ‘free enterprise’ and the removal of restrictions on capitalist corporations are unaware that over the course of this country's history, workers have fought and often died for protection from capitalist industry. In many instances, government troops were called out to crush strikes, at times firing on protesters.”[1]

The resource of the quote above consists of a timeline that outlines several important events in the history of labor unions in the United States. The first event is placed in 1806 when the union of Philadelphia Journeymen Cordwainers were convicted of and bankrupted by charges of criminal conspiracy after a strike for higher wages, setting a precedent by which the U.S. government would combat unions for years to come. Lots of similar events continue to occur after that year until mid-September of 1989. Many of the occurring events deal with issues such as working hours and wages. Many str

ikes ended in blood.

“Crafts that formed local unions in the late 18th and early 19th cent. included printers, carpenters, tailors, and weavers. Their chief purpose was to keep up craft standards and to prevent employers from hiring untrained workers and importing foreign labor.”[2]

“Although unions during the Revolutionary period were mostly temporary, their movements set the stage for the “modern” unionization of workers. The unionization would lead to many of the benefits that workers enjoy today.”[3]

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[1] http://www.lutins.org/labor.html

[2] labor union: In the United States — Infoplease.com http://www.infoplease.com/ce6/bus/A0861691.html#ixzz18CVu5B6Z

[3] http://ellerbruch.nmu.edu/classes/cs255w02/cs255students/GMURRAY/p11/history.pdf

EOC Evaluation Experience

· What did you learn?

From the 15 step evaluation process I learned how similar the goals of Cristin, Gloria, Breann and I are. I learned that each of our main goals is to graduate and find a job. All of us, though in various programs, work hard to attain our Bachelors degrees and will not stop until we have done so. From the evaluation process that we imitated, I learned that it is somewhat difficult to determine how good someone is at their job through a simple interview. I also learned that you can actually pick up a lot about a person’s work ethic and personality from a simple interview.

· What caught you by surprise?

Things that caught me by surprise include everyone’s work ethic, a slight tendency to slack in attendance, little motivation, strong want to earn degree.

· How prepared were you?

I was rather prepared because I knew what kinds of questions were going to be asked and how to answer them. Interviewing and evaluation has a lot to do with saying what the interviewer wants to hear.

· Evaluate the individual members of your group.

· By name, how did they participate?

Cristin: Strong want to accelerate her degree. Strong desire to do well in school. Understands school policies and even how to work around them.

Gloria: Strong want to graduate. Works hard on projects and assignments. Understands school policies.

Breann: Very good student. Strong want to graduate. Works very hard on all assignments. Truly has passion for potential career.

· Do you think they (by name) could be viable candidates for a real job? Explain.

Cristin: Very viable candidate for a real job. Very personable, knows how to talk to people, good persuasion skills, would make a good salesperson.

Gloria: Very viable candidate for a real job. Very friendly, neat and well-spoken. Determined and outgoing.

Breann: Very viable candidate for a real job. Very hard working, very passionate with a strong desire to succeed.

· Would you want them to represent your school in a job interview situation as a graduate of The Art Institute?

I think that all three girls would be good choices for representing the Art Institute in a job interview situation. I feel that all three of the candidates are personable, hard working and determined.

· How could this experience be improved for you? For the class?

This experience could be improved for both me and the class by interviewing people in several different degree programs. Variations in gender and age would also create improvement. I think that this experience would be better evaluated if done in a general education class, where several different majors and types of people are included.

BOC Famous Resume

Karl Lagerfeld

klagerfeld@chanel.com

12 rue Vivienne

75002 Paris

France

+44 (0)1 44 50 22 22

Fashion Designer, Artist, Photographer

More than 40 years’ experience in the fashion design, development and market launch of high-quality clothing for the global markets. Combine outstanding design talents with the ability to create identity and develop individuality. Prior experience in garment design and product development. Expertise includes:

• Innovative Designs	• Classic Designs
• Ready-to-Wear Designs	• Fashion Photography
• Costume Design	· Ever Evolving Looks

PROFESSIONAL EXPERIENCE

Head Designer & Creative Director 1982 - Current

Chanel

France

High-Profile corporate position directing and creating designs. Recruited due to excellent recognition as a fashion designer. Well-known for his Chanel logo design and upholding the timeless, always chic style of Chanel.

President, CEO, Head Designer & Creative Director 1980 - Current

Karl Lagerfeld

Paris, France

High-profile corporate position overseeing, directing and developing the Karl Lagerfeld brand and all of its licensing projects. Began with freelance projects, including costume designs for celebrities such as Madonna and Kylie Minogue.

Collection Designer 1972-Current

Fendi

Italy

High-profile corporate position designing furs, clothing and accessories for the well-known brand.

AWARDS

· Neiman Marcus Award, 1980

· Bath Costume Dress of the Year Award, 1981

· Golden Thimble Award (Dé d’Or), 1986

· Council of Fashion Designers of America Award, 1991

· Fashion Footwear of America Award, 1991

NOTABLE WORK

Freelanced Early On For:

· Pierre Balmain

· House of Patou

· Krizia

· Chloe

EOC: Famous Resume

Marc Jacobs

marcjacobs@gmail.com

72 Spring St.,

8th Fl.

New York, NY 10012

212.343.0022

Fashion Designer

More than 20 years’ experience in the fashion design, development and market launch of high-quality clothing for the global markets. Combine outstanding design talents with the ability to create identity and develop individuality. Prior experience in garment design and product development. Expertise includes:

• Innovative Designs	• Product Development & Licensing
• Beautiful, Creative Designs	• Supplier Sourcing & Negotiations
• Client Sales Presentations & Negotiations

PROFESSIONAL EXPERIENCE

Creative Director 2007 - Current

Louis Vuitton

France

High-Profile corporate position directing and creating designs. Recruited due to excellent recognition as a fashion designer. Notably created the first ready-to-wear line for Louis Vuitton. Proven to be a true asset to the Louis Vuitton brand.

President, CEO & Designer 1986 - Current

Marc Jacobs

New York City, New York

High-profile corporate position overseeing, directing and developing the Marc Jacobs brand and all of its licensing projects. Began as joint company and later put in to the hands of Jacobs.

Collection Designer 1984-85

Perry Ellis, Inc.

New York City, New York

High-profile corporate position directing and creating the design, development and fabrication of high-end clothing. Recruited to introduce new and innovative designs and a new designer.

AWARDS

· Made Time Magazine's 100 Most Influential People in the World – April 2010

· Council of Fashion Designers of America (CFDA)’s The Women's Designer of the Year Award – 1992

· CFDA’s Perry Ellis Award for New Fashion Talent – 1987

· Perry Ellis Gold Thimble Award – 1984

· Chester Weinberg Gold Thimble Award -1984

· Parson’s Design Student of the Year - 1984

EDUCATION

Parsons the New School for Design, New York City, New York

BFA – Fashion Design – 1984

BOC: "Stolen Valor Lawsuit"

The company that went wrong in hiring the veteran rather than the non-veteran because they did not base their hiring off of qualifications. It is un-fair to choose one candidate over another based on the mere fact that they have served in the military. Doing so is like hiring someone because they are republican or democratic. I think that it is fair for the passed-up employee to ask for the six months he missed pay. I have never heard of someone being hired on the basis that they had served in the military.

BOC Week 5

What is the job title? Does the title explain what the job is? If not, what title would offer a better explanation?

Go-go Dancer is the job title.Yes, the title explains the job but a better title might be “Pole Dancing Go-Go” because I dance clothed on a pole.   

How does the job fit in with the rest of the company? What jobs are comparable? Is the wage/salary comparable to other jobs within the company? Within the industry? Use reference materials (library, Internet) to justify your answer.

The company is Black Door Bar/Grill, so the job fits because it is a rock n roll bar where there is often live music. Comparable jobs include only the DJ. All of us work for the same salary but earn different amounts of tips. We all make less than we should be earning in the industry we work in.

What is the chain of command? To whom does the person with this job report? Is this person responsible for monitoring the work of others? Describe the internal and external contacts of the person holding this position.

Chain of Command: Owner – General Manager – Bartenders/Servers/Dancer/DJ     I report to the General Manager. Yes, the GM is responsible for all of the workers @ Black Door.

What duties and tasks does the person holding this job perform? What are the physical requirements of the job?

Dancing – 30 min on/30 min off. Entertaining guests when off stage. Looking cute & happy. Getting customers to purchase drinks. Requires strength & ability to dance for long periods of time.

What tools and equipment are required for this job? Include any computer equipment.

None – Just bring self

Describe the baseline knowledge, skills, and abilities necessary to perform this job.

Ability to dance & perform pole tricks. Ability to entertain & be friendly. Understanding of work & operation in bar/restaurant.

EOC "Stolen Valor"

Stolen Valor is not treated very seriously by the government. In fact, there is no punishment (jail time or fine) for posing as military personnel. Stolen Valor, however, has been found in unconstitutional and illegal in some states, such as Georgia. The reason some choose to lie about being in the military or having military experience to make themselves look better and/or to receive special benefits. This is incredibly unfair to those who really have served time in the military.

If I employed someone that lied about serving time in the military, I feel that I would be forced to let them go. As someone who has seen the benefits of military experience, I do not think it is fair for someone to be honored as military if they are not or have not met up to all the things they claim to. My father served in the Air Force for twenty years and sees amazing benefits from such. This is because he served his country for twenty years! To receive military benefits without being military is unjust and unexcusable.

“This is not a victimless crime. If we must begin to wonder upon the constitutionality of the rights of those who falsely take versus the rights of those who have righteously given, then for whom have any of the truly brave fought or died for? Who fights for those who have given of themselves when no one else would or could? It is the responsibility of the families who are sometimes left behind to steward and protect the memories of those lost in war. They are the victims of Stolen Valor and their rights should matter more than that of a common liar... their rights are the compelling reason.”[1]

[1] http://www.examiner.com/military-families-in-atlanta/stolen-valor-law-dismissed-as-illegal-and-unconstitutional-by-california-s-9th-circuit

EOC "Networking & External Sources"

The suggestions on page 102 of the text, Managing Hospitality Human Resources, could be very helpful to my own business. All of these suggestions for external sources are logical and helpful when looking for employees. The most helpful sources for my business, I feel, include the following:

• Employment Agencies: Offer employees looking for work that have already been through background checks and analyzations.
• Women's Groups: Because I would like to have a lingerie boutique, women's groups would be a great place to look for female employees with passion.
• Community Events: Throwing special promotional events and even just going out on the town can always lead to meeting people that are potential employees and even partnerships.
• Employees at Other Hospitality Companies: When shopping, it can be easy to meet great associates that may be looking for a better or different job opportunity.

EOC "Culinary Survivors"

Survivors: Bootlegger, Ferraro's

Falling: El Sombrero, Bob Taylor's Ranch House

“In hospitality, operations that don’t know where they are going – that is, that don’t plan – take the road to high recruitment costs, high training costs and low productivity.”[1]

Bootlegger Bistro: Located on the south end of the Las Vegas Strip, the Bootlegger Bistro is more than just another bar/restaurant- it's a classic Vegas experience one should encounter. With a name recognized in Las Vegas for over 30 years, the Bootlegger continues to define just what "Vegas entertainment" is all about. Although it's current location is relatively new, it bears all the trademarks of its original location. Family photos on a particular wall help make customers feel welcome and comfortable while giving off that vintage Vegas vibe.The blend of family style Italian cooking and lounge-style spur-of-the-moment entertainment is what continues to make the Bootlegger a successful and hot spot in Las Vegas. Now owned by Lorraine, who is now Nevada Lt. Governor Lorraine Hunt, the family tradition continues see success. The Bootlegger Bistro is a new joint with an old-school feel that serves as a great place for talented performers to both see and be seen and for locals and tourists to go and enjoy!

Ferraro’s: The Ferraro family first opened this lovely neighborhood restaurant over 20 years ago. Founder Gino Ferraro's belief of on holding onto authentic Italian recipes as well as using the freshest ingredients keeps Ferraro’s as a local favorite. Gino’s son, Mimmo Ferraro, followed in his father's culinary footsteps to create a variety of succulent Italian dishes together that even the most picky of eaters enjoy. Ferraro's has a prominent reputation with both locals and celebrities.

“If anything, the rate of job growth and job change in hospitality is among the most rapid of any field.”[2]

El Sombrero: This restaurant has a hole-in-the-wall Mexican joint feel to it. Found mainly in California, its Vegas location has changed several times due to giant hotel plans. El Sombrero is a family-run company since 1950 but just cannot seem to get Vegas right.

Bob Taylor’s Ranch House: If you like the good ‘ol Western feel at a steakhouse, Bob Taylor’s Ranch House is for you! The building, decorated with rustic wood and stone and cowbo

y memorabilia take guests back to the ‘ol Western days. Even with some of the finest Black Angus steaks, Bob Taylor’s Ranch House just can’t seem to hold on. It’s feared that the “’ol Western” feel is not what tourists and locals are looking for when visiting a steakhouse in Las Vegas.

“Employees expect fair treatment, communication of policies and procedures and job security.”[3]

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[1] Managing Hospitality Human Resources. Robert H. Woods. Page 87.

[2] Managing Hospitality Human Resources. Robert H. Woods. Page 187.

[3] Managing Hospitality Human Resources. Rober H. Woods. Page 341.