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.

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.

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.

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

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.

EOC "The Charming Man"

Deeper Meaning of Movie: The Charming Man

The Charming Man had a deeper meaning than just what the viewer sees. The lesson is not to judge someone by their appearance or social class. The Charming Man is a movie about racism, prejudice and immigration. A rather racist man, Lars, lives in Denmark and judges anyone who is not of his social class, specifically those who migrated from Pakistan. When Lars runs into a woman he knew long ago, he finds her to be much more beautiful than he had remembered. He calls this woman "peasant girl," which is similar to calling her "hillbilly." Her real name is Ida. Lars follows Ida to her home and is welcomed graciously by her Dutch neighbors. He learns that Ida is not interested in him at all and thinks he is a judgmental and bad person. He also learns that Ida teaches English to Pakistani people at an employment agency. Lars gets an idea to dress up as a Pakistani and make Ida fall in love with him. His wish becomes true but Ida soon finds out who her Pakistani pal really is and begins to hate Lars. As the Pakistani man, Lars begins to understand what it is like to live in their shoes, being judged, ridiculed and embarrassed on a daily basis.

EOC "Zippy Airline Catering"

1. The changes made are significant redesigns of the work done. This is because each employee still plays a role in the preparation of the meals. However, the redesigns will lack the quality that the meals once had. “A conveyor belt was installed and each employee was assigned a single task in the meal preparation.”[1] The meals, while including every necessary element, will not be paid the same amount of attention they were originally given.

2. I think with this redesign, the airline will be able to produce more (and therefore sell more) meals. However, I think that as a result of being rewarded by quantity, the quality of the meals will face a serious decrease. “According to this simple plan, the more trays produced, the more bonus earned.”1 I think that this will give employees the wrong motivation and take away the care and concentration from the meals that they had put forth previously.

3. I would have researched ways to make more meals without changing the way they are prepared. For example, you could provide employees with incentive to make more meals and at a faster pace. I think that the meals would have a lower risk of losing their quality if they were still prepared by the hands of one person. This also gives the dinners a bit of personality. “To encourage teamwork, the company instituted a group bonus plan that rewarded the employees for the total number of meals produced.”1

I do think that the company will see more revenue and increased profit through the new strategy.

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[1] Managing Hospitality Human Resources: Fourth Edition. Robert H. Woods. Page 83.

EOC "Old Timer Makes Waves"

1. What recent changes at the Edgeway Hotel precipitated the problem with Sally?

Recent changes at Edgeway Hotel include modernizing, growing and new management. These have all caused a problem with Sally because she does not want to change her old ways from when she first started at the hotel. Sally's letter states, "I'm not doing anything differently than I have for the past 20 years, but all of a sudden I'm not any good." This proves that Sally's work habits have not grown with the company.

2. Is it an issue that Sally didn't follow the chain of command?

This is absolutely an issue. If Sally were doing her job up to

the expectations of the hotel and its management, there would not be an issue at all. Sally wants the "same old" but it's no longer cutting it for the hotel. Sally being unwilling to grow with the hotel puts her at a large disadvantage for employment. "We're in a newly competitive environment. She's been told, along with everyone else, that we have a new market segment and are taking on guests who demand a higher level of service. She hasn't been willing to make that change with us." states Francine, the room's division manager of Sally.

3. What are the roles and responsibilities of the management team in deal with this situation?

The roles and responsibilities of the management team are to observe and evaluate Sally's performance. They should also speak with her about her performance and ask her to improve. If improvement is still not seen in a set amount of time, Sally will have to be let go.

4. Does Sally's length of service and past performance warrant special treatment by management in handling her current situation?

Sally's length of service and past performance does call for special treatment by management in handling this situation. Clearly, Sally has displayed and proven her loyalty to the hotel. The hotel should give Sally another warning before letting her go, telling her she must improve her performance.

Francine: "We've tried everything to get her to change. I even had Sydney send her to training. Nothing worked."

Caleb: "What sort of training did you send her to? Did she receive training on something she didn't know how to do? Did Sydney follow up with her so that she knew what she was supposed to learn?"

Obviously, Caleb is trying his hardest to pull for Sally since she has been an asset to the hotel in the past. However, when employee expectations are repeatedly not met, loyalty has nothing to do with keeping a position.

Week 1 EOC: About Me

My name is Hannah Brietzke. I am based out of Las Vegas, Nevada where I have been residing for the past two years. I am passionate about lingerie and all things bedroom. With a degree in Fashion, I have begun my journey toward my ultimate dream of owning and operating a lingerie/love boutique. I have always demonstrated a love for fashion and style which helped lead to my love of bedroom apparel. I expanded on my love for such when I began pole dancing athletically (as a hobby) for exercise. Pole dancing really led me to get more interested in the relationship between people and sexuality. Pole dancing also led me to earn my certification in teaching pole dancing lessons. The outcome: Love in the Sky. Love in the Sky is a boutique that offers a more high-end location to shop for everything bedroom, from lingerie and costumes to stripper poles. Our mission is to make women ages 18-50 more comfortable with their sensual side. I also have a love for working out and body building. I intend to expand my knowledge and training in these areas by earning my personal training certification. I currently have a Bachelor’s degree in Fashion and Retail Management that I hope to use toward owning my boutique but also to assist in areas such as merchandising and marketing. I have always had an eye for style and all things aesthetically pleasing.