Listo Systems: Cami Machado, Trainer

Listo Systems: Cami Machado, Trainer Context: Listo Systems is a graphic service agency and is one of the leading companies within the sector. They recently implemented a new black box technology which resulted in a demand for trainings for the employees as well as â€Å"train-the trainer† sessions. Cami Machado is responsible for conducting these sessions and she feels well prepared. She is also the one who represents the company at an annual Computer Graphic Service Trade Show. Key Issues and Problems: Cami Machado has previous experiences and therefore feels confident and eager for the first session of the trainings.However, the general evaluations of the course were poor and most of the trainers had no clue of what was expected from them. Although Cami is not worried, her manager realizes that something needs to be done. The second issue is related to the Graphic Service Trade Show where Cami routinely represents Listo Systems. This year because of the occurring changes, L isto has scheduled a private presentation for key contacts. Cami is assigned to give a flashy, multimedia overview of the clients benefits of the new â€Å"black box system†.However, she is procrastinating and thinks that from sales or marketing would be better suited for this task. Applying concepts: Cami knows that she could do a good job making the â€Å"glamour show†, however she wants to have the presentation reassigned. In this case Cami is able but unwilling and therefore her performance readiness is R3 (at level 3). She prefers to talk to the â€Å"real† people with â€Å"real† questions. As for the trainings that she has been assigned to organize, Cami feels herself able, confident and willing (R4). In the past she has taughtInformation Technology courses at a local university and for that reason she feels well prepared. She has spent two weeks preparing detailed manuals however the professional trainers do not share her enthusiasm and confidence . From their perspective, Cami is an R2, because even though she is very motivated and willing to accomplish this task, the other trainers are not satisfied with her work. She is not very effective in giving precise directions of what should be done and what is expected, and the majority of the trainers are lost and confused.It is important to notice that the concepts of ability and willingness are an â€Å"interacting influence system†. In other words, that they are interconnected and a significant change in one will affect the whole. This is why the amount of knowledge, experience and skills often affect confidence and motivation. Cami feels that she knows what is required for the trainings to be successful because she has had experience at the University. However, it is hard to say whether she has all the skills that are necessary to train-the-trainers.Comments from the trainers also included â€Å"lots of smoke but no fire† and â€Å"talks down to us†. We ca n therefore conclude that the reason why the trainers where not satisfied was not necessarily because of Cami’s technical skills, but maybe her relationship with the employees. Her directive behavior is very high but her relationship and supportive behavior not as much. Looking at the Situational Leadership model, Cam is using S4 leadership style, which includes low relationship and mostly delegating. Alternative Courses of Action:In order to be more successful in leading the others, Cami should use the S2 leadership style, which includes selling and most importantly explaining what she expects from the trainers. Cami considers herself well prepared and experienced however the evaluation of the course was poor because of lack of explanations. Another reason why the employees were not satisfied was because Cami was â€Å"talking down to them†. To avoid this, Cami should be more supportive and use participative leadership style that will allow her to interact with the ot her trainer and to improve her relationship with them.To make everything more certain, Cami should clarify the path by explaining the follower’s – in this case trainers’ work role. Only then she should display her motivations and effort to accomplish the work outcomes. The Chosen course of Action: The combination of all the above-mentioned solutions would work best for Cami’s situation. However, I believe that the biggest issue in this cause was that the trainers where unaware of what was expected from them. And therefore the best solution would be that Cami clarifies the goals of the trainings and only then tries to motivate and encourage the trainers.Action Plan: Although Cami is a very valuable employee, I believe that her manager should be more directive towards her. For example, he shouldn’t let her procrastinate and reassign her tasks. It is obvious that Cami loves her job and making her tasks more certain and a bit stricter would make a posi tive change for everyone. The trainers and employees of the organization are already dedicated and hard-working, therefore no big changes are necessary. However, slight alterations could be beneficial as discussed above. Listo Systems: The New Security System – Buying In Context:Listo Systems is a graphic service agency and is one of the leading companies within the sector. They recently implemented a new black box technology that caused different reactions from the employees. Key Issues and Problems: One of Cami’s team members, Steve, was unsatisfied because he just got used to the â€Å"old† system and doesn’t want to start all over again. He is thinking about transferring to another department within the company that doesn’t involve the use of the black box. The main issue in this case is that the implementation of the new security system can be a potential risk for losing the employees.There might be other employees like Steve, who are not will ing to adapt and who might take to decision to leave. In the long run this could negatively affect the company because the turnover ratio would increase. Applying concepts: Even though Steve was having difficulty adapting to the new system, there are other employees who are willing to do â€Å"whatever is necessary to keep the customers happy and them employed†. The majority of the employees want to keep their current jobs and this is what motivates them to learn and to adjust to the new security system.The company is doing everything that is necessary in order to train the employees, so the main factor that is required for an overall success is the motivation of the employees. It is clear that Steve’s performance readiness was at the very bottom (R1) because he was unable, insecure and unwilling to learn how to work with the black box. He is displaying frustration and has a complaining behavior, which is typical to the level 1 employees. Angie, the second team member, is an R2, because even though the new black box is foreign to her, she is willing and is motivated to learn.The third member, Dorothy, has an extensive experience with the black box, and therefore she is at the highest performance readiness level (R4). She has the right skills and at the same time we can see that she is willing to work with the new system, because she’s encouraging all the other members to support it as well. According to Maslow’s hierarchy of needs, employee’s motivation and performance depend on various factors that need be satisfied at the first place. In this case, we can assume that the physiological, social and safety needs are satisfied. However, as some of the employees don’t feel confident, their esteem nd self-actualization factors are not fully satisfied. This demotivates the members of the company and negatively affects the productivity level. Alternative Courses of Action: As stated in the case, in order to diagnose the perf ormance readiness level, the indicators of ability and willingness should be combined. You have to assess whether the individual is able (presently performing) and whether he is willing or unwilling to perform a certain task. A good way to do that would be by running an emergency survey, right after the implementation of the black box.This would help to find out in which areas the employees need help and guidance, as well to assess the overall satisfaction level. In order to avoid losing more employees, the management should have more individual approach towards its employees. Some people are quick-learner while the other dislike major changes. The results of the survey would show who needs additional help, and the trainers could focus more on this specific group of employees. There is not an appropriate leadership style for this case, because every member needs to be approached in a different way.The S3 level would be the most appropriate because the manager would be able to encour age and help its employees by participating more. The Chosen course of Action: The best solution would first of all be to run a quick survey within the department. After determining the indicators of ability and willingness, it will be much easier to find out the employees’ performance readiness and to decide which leadership style is the most appropriate. Action Plan: Different employees have different opinions and it is hard to keep every single member satisfied.The survey would allow to asses the common weaknesses within the group and to fill the gap by organizing trainings. Listo Systems: Cami Machado – System Conversation Context: Listo Systems is a graphic service agency and is one of the leading companies within the sector. They recently implemented a new black box. Cami, the responsible for the system has taken the black box through all the recommended steps tests and it performed perfectly. The system has also been tested by a former CIA computer specialist an d its was declared to be flawless. Nevertheless, Cami insisted to keep the old system â€Å"just in case†.Key Issues and Problems: Even though everything turned out to work perfectly, Cami confessed that she has never been so nervous in her life. She had asked to keep the old system as well, however she was still very anxious and was sleeping only a few hours at night. Applying concepts: Cami’s performance level in this situation is R3, because even though she was able to make the switch, she was still not confident and very hesitant. However, she had asked to keep the parallel system, so in case if something went wrong, there was an alternative solution. There was no reason for Cami to feel nervous, even if the black box failed.The leadership style that Cami’s manager should use is S3. He should support her in risk-taking and compliment the work. Alternative Courses of Action: The manager should not disempower Cami, because she has done a hard work and deserves appreciation. He should be very supportive and help her to deal with her nervousness. As mentioned above, this would be a S3 leadership style, which would result in building confidence, actively listening and encouraging. The employees should try to adapt to the new system, instead of leaving the department and creating more issues to deal with.They should also be supportive towards Cami, and appreciate her effort. The Chosen course of Action: Cami’s manager should take more participation in the implementation of the black box. He should leave everything on Cami’s shoulders, even though she’s the one responsible for the project. A supportive leadership style would be very effective in this situation and would help Cami to work more productively with less stress and anxiety. Action Plan: With the help of her manager and her employees, Cami should be able to overcome the difficult period at her workplace and gain more confidence in the work that she is doing.The management should help her to increase her performance readiness level to R4, by showing more support and encouragement. Listo Systems: Randy Mack, Trainer, Listo Systems Context: Randy Mack is an experienced trainer for Listo Systems and has worked with the company for a number of years. His evaluations have always been first rate and he has been able to develop a rapport with the people whom he trains. Key Issues and Problems: Recently, Randy is not happy with his job and had received below-par evaluations for the first time. His main concern is the lack of career advancement at Listo Systems.Some of his training have ended in confrontations with the trainees. Applying concepts: Maslow’s hierarchy of needs explains clearly why Randy is dissatisfied with his job. Even though he has performed perfectly for so many years, the lack of self-actualization and career advancement demotivates him. With all the new changes occurring with Listo Systems, the management is possibly more focused on profit and the technology rather then promoting its employees. This lack of attention has resulted in demotivation because Randy feels that his work isn’t much appreciated anymore.His performance readiness is at R3, considering that he knows his job very well and his has been number one for a long time. However the lack of career advancement made him unwilling and decreased his productivity. Alternative Courses of Action: The management should use S3 leadership style, in order to improve Randy’s performance readiness level. Considering that he is a valuable employee, it would be a big loss for the company of Randy left. In order to avoid that, the management should try to show more encouragement and offer possible ways of growth within the company.For example, another solution would be motivating him with financial bonuses. The Chosen course of Action: It’s Randy’s experience that makes him a valuable employee, and he cannot be easily replaced . For that reason the managers should compromise by either promoting Randy or suggesting other potentials ways of career advancement. Action Plan: The managers should make a quick decision before it gets any worse. They have to motivate Randy to stay by offering bonuses and showing that they appreciate his work.

Disadvantages of arranged marriage Essay

DISADVANTAGES OF ARRANGED MARRIAGES.  · The main disadvantage of Arranged marriages in Hinduism (especially in India) is the dowry system. It has been said that the dowry system has been completely eradicated from the social views around the country, but it doesn’t seem like it. The dowry system basically is a situation where the girls family pays enormous amounts on money or gives other expensive things such as gold, cars etc. to the groom’s family, just because they are on the superior side of the relationship.  · Arranged marriages may sometimes raise a hard situation of choosing the right partner. This occurs when there is a lot of pressure on the unwed individual from the family members. This sometimes leads the individual to rethink about arranged marriages. The couple might experience lack of privacy in their relationship due to the family closeness and interference by other relatives. It calls for an awkward situation if the couple is in an argument, and hence the entire family/ families might get involved even if they don’t tend to. Once a couple chosen through arranged system of marriage get married, family future, financial planning and other relative tasks take the first priority. Hence the main feeling of love between the couple ends up being the â€Å"second thing† in the relationship. Even though we discussed in the advantages that the in-laws support the couples during their wedded life, sometimes feelings of ego and jealousy drive the other memebers of the family to sour up the relationship between the couple. This take a huge toll on the couple as they get caught up in the family and in-law dispute. Therefore in some cases it ends up breaking the relationship between two individuals. (Lack of faith). Couples must remember that they have chosen their partners by their will and they don’t need to get carried away by the ill thoughts of the other family members as they have a future to look forward to. Another disadvantage is when the boy’s family turns down a girl just because she mig ht be average in appearance, even though she is decent, respects her elders and knows how to stand along with her future partner in sorts of situations that he or his family might face. An arranged marriage might also result in family feuds if it was a forced one. Either one of the partners might have chosen someone else as their future partner.

Analyze the handover between two WLAN, two Wimax and two UMTS networks

Analyze the handover between two WLAN, two Wimax and two UMTS networks ABSTRACT In recent years, telecommunication has flourished extensively so much that several areas of studies coexist now thanks to multiple technologies. One of them is heterogeneous handover which is a concept that aims to provide continuity of connection while crossing different networks. In this thesis, our main objective is to analyze the handover between two WLAN, two Wimax and two UMTS networks. The vertical handover decision is taken on the basis of various algorithms such as variance-based algorithm, taguchi algorithm, which calculates the variance of parameters such as delay, jitter, bandwidth and packet loss for the above networks, and selection of the network having most parameters with minimum score. These algorithms are calculated and the decision factors for each wireless network are compared, in order to detect and trigger a vertical handover. The factors can be classified as beneficial, i.e., the larger, the better, or on the basis of cost, i.e., the lower, the better. This algorithm is also compared with other algorithms such as MEW (Multiplicative experiment weighting), SAW (Simple Additive Weighting), TOPOSIS (Technique for order preference by similarity to ideal solution) and GRA (Grey Relational Analysis). These algorithms are appropriate for different traffic classes. Simulation results for the proposed algorithm in Matlab is discussed and compared with other multiple attribute decision making algorithms on the basis of bandwidth, jitter, delay etc. It can be seen that the proposed algorithm causes the minimum packet delay than others. Jitter is also comparatively less than other algorithms. Besides, it provides the highest bandwidth than any other MADM algorithm. Keywords:-UMTS, SAW, MEW, GRA, TOPSIS, WLAN and Wimax Chapter-1 Introduction 1.1 History of mobile services ‘ The journey of mobile telephony began with the 1st generation services. The design for it was developed by AMPS (Advanced mobile phone system) in 1970 and it is based on analog cellular technology. The data bandwidth provided by the system was just 1.9 kbps and it used TDMA multiplexing. Then, the 2nd generation of mobile services was introduced in 1981.The 2G systems are still largely used for voice calls. The data bandwidth provided was 14.4 kbps [1] and the technology used was TDMA and CDMA. It is based on digital technology and also provided short messaging services or SMS along with voice communication. Similarly, it provided circuit switched data communication services at low speed. In 1999, the technology switched to 2.5 G, which used GPRS, EDGE as the standards. It provided higher throughput for data service up to 384 kbps. Later, in 2002, the 3G services were introduced, providing high quality audio, video and data services. Which also provided broadband data capabilities up to 2 Mbps. It mainly uses packet switched technology which utilizes the bandwidth more efficiently. In 2010, when 4th generation of cellular technology was introduced, it was expected to complement and replace the 3G networks. The key features of 4G mobile networks is that it can deliver information anywhere and anytime using seamless connection.4G network is an IP based network which gives access through collection of various radio interfaces. Its network provides access to best possible service with seamless handoff, combining multiple radio interfaces into a single network for subscriber to use. Thus, users have different services with an increased coverage. It does not matter whether there is failure or loss of one or more networks, the 4G technology keeps all the networks integrated into IP based system, which require vertical handoff for seamless connection between the networks. As the number of users are responsible for enhancing the qu ality of 4G service, the very process becomes an indispensable component. While the 4G technology has its genesis in the idea of invasive computing, software defined radio is the prominent adhesive behind the entire process. Here the software defined radio is programmable and able to transmit and receive a wide range of frequencies while emulating any transmission format. It should offer high speed of 100 Mbits for stationary mobile and 20 Mbits while travelling having network capacity 10 times faster than 3G networks. This increases the download speed to 1 second for 1Mbyte of file compared to 200 seconds in 3G networks. Which should support fast speed volume data transmission at lower cost. The obviously it should provide seamless connection between multiple wireless networks and mobile networks. For this, the support of vertical handoff is essential. Apart from it, it is expected that seamless multimedia services are provided it being an IP-based system, which also replaces SS7 (signaling system 7) that consumes considerable amount of bandwidth. Due to IP-based network, optimum usage of bandwidth is expected. 1.2 Motivation ‘ There are several communication systems such as the Ethernet, Wireless LAN, GPRS and 3G coexisting with their own different characteristics such as bandwidth, delay and cost. Wireless mobile users require high quality of service (QoS) and one of the factors directly affecting QoS is the number of call drops. Therefore, it has to be reduced or eliminated, possibly, to achieve high QoS. The number of call drops experienced by a system mainly depends on its channel assignment and handoff schemes. Since majority of WLANs are deployed in the areas like hotels, cafes, airports, offices, etc, the speed of the users are generally normalized within the WLAN coverage area. In WLAN/Cellular network interworking, a user can either have access from micro layer or from macro layer of cellular network depending whether he wants slow or fast speed. Basically, in cellular networks, user speed is the primary factor to determine whether a user is fast or slow and that information is subsequently used to handle vertical handoff. Since the speed information about the users are not directly available when they are in WLAN coverage area ,the vertical handoff schemes employed in cellular networks are not directly suitable for solving vertical handoff problem in Cellular/WLAN interworking. This raises to many important questions. Assume that the speed of each user in a WLAN coverage area is within small threshold value. Normally, when a user is outside WLAN coverage area, the type of user whether fast or slow, is determined on the basis of the user speed. Now the question is how to determine the type of user, whether fast or slow, when it is within the WLAN coverage area? A fast user can become slow temporarily due to various conditions such as traffic signals, turns, etc. Is the speed alone sufficient to determine whether a user is slow or fast? If not then (i) What other parameters can be used to determine whether a user is fast or slow and, ii) How can they be obtained? In fact, this lack of clarity inspired the researcher to develop a vertical Handoff decision algorithm to solve vertical handoff problems. 1.3 Scope of thesis ‘ With greater mobility and easy acces, telecommunication consumers have become demanding, seeking services anywhere and anytime. Thus, the integration of WLAN (Wireless LAN), Wimax and cellular networks such as WCDMA (wideband CDMA) system should be error free for seamless efficient communication which is the 4th generation technology. The seamless and efficient handover between different access technologies known as vertical handover is essential and remains a challenging problem. The 4G is seen as convergence and integration of various wireless access technologies. The existing cellular systems such as GSM and CDMA2000 support low bandwidth over a large coverage area. However, the wireless networks such as WLAN supports high bandwidth over a short coverage area. Moreover one of the major design issues of 4G is the support of vertical handover. Interestingly this is different from a ‘horizontal handoff’ between different wireless access points that use the same technology. Switching between two dissimilar networks for mobile terminal (e.g. between UMTS WLAN) is termed as Vertical Handover A vertical handover involves two different network interfaces for different wireless technologies. It can happen in two ways. Firmly when the mobile user moves into the network that has higher bandwidth and limited coverage, a vertical handover request is generated since the mobile user may want to change its connection to the higher bandwidth network to enjoy the higher bandwidth service. This type of vertical handover is called downward vertical handoff. Secondly when the mobile user moves out of its serving higher bandwidth network, it has to request a vertical handover to change its connection to the network with low bandwidth and wide coverage. This type of vertical handover is called upward vertical handover. Chapter-2 Research objectives 2.1 Objectives The present research aims at making comparison between various existing multiple attribute decision making algorithms for realization of vertical handoff such as MEW (Multiplicative Exponent Weighting), SAW (Simple Additive weighting), TOPSIS (Technique for order preference by similarity to ideal solutions) and GRA (Grey relational Analysis) which are MADM (Multiple attribute decision making) ranking algorithms and the proposed vertical decision algorithm. For this comparison, various heterogeneous networks such as UMTS (Universal Mobile Telecommunication services), WLAN (Wireless Local area networks), WiMAX (Worldwide interoperability for microwave access) need to be taken into consideration. Comparison will be mostly on the basis of various parameters such as bandwidth, jitter, packet delay, packet loss, etc. In addition, the comparison may be for different types of traffics such as data connections and voice connections. As all the above mentioned algorithms are multiple attribute algorithm, due importance is given to parameters to be considered in the algorithms. The performance evaluation of the proposed decision algorithm should be done on the basis of parameters mentioned above. For various types of traffics, how the algorithm performs can be seen. Depending on the performance, we can conclude Which algorithm is suitable for which traffics. In voice connections, 70 % importance is given to the packet delay and jitter i.e. by assigning weights to these parameters and equal distribution of weights to the other parameters or attributes. If any of the algorithms performs well then that particular algorithm can be considered to be best suited for voice connections. In da ta connections, 70% importance is given to the parameters such as bandwidth i.e. by assigning the weight to the bandwidth and remaining weight is equally distributed among the parameters. If any of the algorithm performs well in this case, then the particular algorithm is suitable for the data connections. The ultimate aim being development of a decision making algorithm which works well for both voice connections and data connections. ‘ 2.2 Methodology In order to realize vertical handoff using the existing multiple attribute decision making algorithm and evaluate the performance of each of the algorithms along with the proposed algorithm, we are considering the selection of network in 4G environment. Here, three types of networks such as UMTS (Universal Mobile Telecommunication services), WLAN (Wireless Local area networks), WiMAX (Worldwide interoperability for microwave access) are combined and there will be two networks of each type. In this thesis, four decision criteria are evaluated and compared to realize vertical handoff considering the available bandwidth (Mbps), packet delay (ms), packet jitter and packet loss (per 106 packets). The range of value for various parameters are as follows: Available bandwidth for UMTS network 0.1-2Mbps, Packet delay for UMTS network 25-50ms, Jitter for UMTS network 5-10ms. Bandwidth for WLAN network 1-54Mbps, Packet delay for WLAN network 100-150ms, Jitter for WLAN network 10-20ms. Bandwidth for Wimax network is 1-60Mbps, while for packet delay for Wimax network is 60-100ms, and Jitter for Wimax network is 3-10ms.The values for the weights to be assigned for different services are considered as Case1: packet delay and jitter are given 70 % importance and the rest is equally distributed among other parameters, this case is suited for voice connections and whereas Case 2: available bandwidth is given as 70% importance, this case is suited for data connections. For each algorithm, 10 vertical decisions were considered of each case separately. Performance evaluation is done for two cases namely voice connections and data connections. These cases are evaluated using MATLAB v7.6 release 2009 software tool. Next, by using artificial neural network, we can design a system to take vertical handoff decision. Here, input parameters such as samples of received signal strength and bandwidth is applied to input layer, hidden layer does some processing depending upon the number of neurons and the algorithm chosen. The output layer gives the ID of selected candidate network. In, ANN-based method, there is handoff between WLAN and Cellular networks. Here, two parameters are taken into consideration i.e. RSS a Bandwidth as an input for neural network. The RSS samples for training neural network for both WLAN cellular networks are -60dBm,-70 dBm,-80 dBm,-90 dBm. Similarly, bandwidth samples for WLAN are 54, 30,10,1 Mbps. Bandwidth samples for cellular network are 14.4, 9.6, 4.5,2 kbps. By using combination of RSS bandwidth parameters, we could make 256 samples of input for ANN. These samples of output samples for vertical handoff decision are also fed to ANN. Using Levenberg-Marquardt method for ANN, 180 samples are used for training, 38 samples for validation and 38 samples for testing. Based on ANN developed system, it could take vertical handoff decision from cellular to WLAN. Lastly, ns-2 software tool can also be used. NS-2 simulation is done using nodes of 802.11 and nodes of 802.16 Wimax. Four nodes of 802.11 nodes (Access points) are used and four nodes of 802.16 nodes (Base station) NIST module of 802.16e are used in ns-2. In this case, out of the existing algorithm best algorithm with best score is selected for triggering vertical handoff decision. Here, in this case, various parameters such as Bandwidth, Bit error rate, trust level etc were considered for vertical handoff decision. This can be tested against various available traffics in ns2 such as CBR (Constant bit rate) which corresponds to real time traffic (for voice communication) and FTP (file transfer Protocol) which corresponds to non real time traffic. The performance evaluation for various traffics can be done on various parameters such as Packet delivery ratio, throughput, jitter and packet dropping ratio etc with simulation time. 2.3 Related Work Enrique Stevens Navarro and Vincent W.S.Wong [2], in their paper, have compared four different vertical handoff decision algorithm namely, MEW (Multiplicative Exponent Weighting), SAW (Simple Additive Weighting), TOPSIS (Technique for Order Preference by Similarity to Ideal Solution), and GRA (Grey Relational Analysis). All four algorithms allow different parameters (e.g., bandwidth, delay, packet loss rate, cost) to be considered for vertical handoff decision [2]. Both Authors found that MEW, SAW, and TOPSIS provide almost the same performance to all four traffic classes. Only GRA gives a slightly higher bandwidth and lower delay for interactive and background traffic classes. Jose.D.Martinez, Ulises Pinedo-Rico and Enrique Stevens Navarro, in their paper, have given a comparative analysis of the multiple attribute decision algorithms [3]. In this paper, the authors provided a simulation study of several vertical handoff decision algorithms in order to understand its performance for different user applications. They considered two different applications: voice and data connections. Algorithms such as SAW (Simple Additive Weighting) and TOPSIS (Technique for Order Preference by Similarity to Ideal Solution) are suitable for voice connections. These algorithms provided the lower values of jitter and delay packet available in a 4G wireless network. In a data connection case, GRA (Grey Relational Analysis) and MEW (Multiplicative Exponent Weighting) algorithms provided the solution with highest available bandwidth necessary for this application. Chapter-3 Classification of vertical handoff algorithms 3.1 Need for vertical handoff Currently, the trend in mobile communications is not one network technology replacing another, but the interoperability between different overlapping networks. Therefore it is obvious that many wireless networks will coexist and can complement each other in an all-IP based heterogeneous wireless network. This can facilitate mobile users’ access to internet easily and connectivity of IP anywhere, anytime using the ‘best’ possible network. This is mainly due to the fact that different wireless networking technologies have their own advantages and drawbacks. Access to various wireless systems results in heterogeneous networks that can offer overlapping coverage of multiple networks with different technologies. For example, low cost and high speed Wi-Fi (WLAN) network will be accessible within limited range of ‘hot-spot’ areas and will be complimented with cellular network offering wide area coverage such as UMTS or Wimax. As a consequence, some fundament al problems must be solved for the users to navigate a 4G wireless network seamlessly. For this, mobile terminal equipped with multiple interfaces to handle different technologies is required. Furthermore, applications running on mobile terminal with multi-mode terminals in a 4G environment can switch between different networks supporting different technologies without degrading the quality of the link. But the Internet routing model forces mobile terminal to find new IP address for an interface while roaming in another network in 4G environment. It is assumed that applications can easily manage mobility and can handoff to the best possible network; of course some method is required to adjust media streams to the bandwidth available. 3.1 Types of vertical handoff There are various ways to classify vertical handoff algorithms. In this thesis, we have classified the vertical handoff algorithms into four groups based on the handoff criteria as given below: RSS-based algorithms: RSS is used as the main handoff decision criteria in this group. Different strategies have been developed to compare the RSS of the present point of attachment. In this RSS-based horizontal handoff decision, strategies are classified into the following six subcategories namely: relative received signal strength, relative received signal strength with threshold, relative received signal strength with hysteresis and threshold, and prediction techniques. For vertical handoff decision, relative received signal strength cannot be applicable since the signal strength from different types of networks cannot be compared directly due to the different technologies involved. For example, different thresholds for different networks. Furthermore, other network parameters such as bandwidth are combined with RSS in the vertical handoff decision process. Bandwidth-based algorithms: Available bandwidth for a mobile terminal is the main criterion in this group. In some algorithms, both bandwidth and signal strength information are used in the decision process. Depending on whether RSS or bandwidth is the main criteria an algorithm is categorized either as signal strength based or bandwidth based. Cost function based algorithms: This class of algorithms combine metrics such as monetary cost, security, bandwidth and power consumption in a cost function based algorithm, and the handoff decision is made by comparing the score of this function for the candidate networks. Different weights are allotted to the different input parameters depending on the network conditions and user preferences. ANN and fuzzy logic based algorithms: These vertical handoff decision algorithms attempt to use richer set of inputs than others for making handoff decisions. When a large number of inputs are used, it is very difficult or impossible to develop, formulate handoff decision processes. Analytically hence, it is better to apply machine learning techniques to formulate the processes. The survey reveals that for the fuzzy logic and artificial neural networks based techniques can be used. The Fuzzy logic systems allow expertise of humans for qualitative thinking to be incorporated as algorithms to enhance the efficiency. If there exists comprehensive set of input-desired output pattern, artificial neural networks can be trained to create handoff decision algorithms. By using consistent and real-time learning techniques, the systems can monitor their performance and change their own structure to create very effective handoff decision algorithms. 3.3.1 RSS based vertical handoff In this, the handoff decisions are made by comparing RSS (received signal strength) of the current network with the preset threshold values. These algorithms are less complex and may be combined with other parameters such as bandwidth, cost etc to have a better handover decisions. We describe here three RSS based algorithms in the following sections. A) ALIVE-HO (adaptive lifetime based vertical handoff ) algorithm – Zahran, Chen and Sreenan proposed algorithm for handover between 3G networks and WLAN by combining the RSS with an estimated lifetime (duration over which the current access technology remains beneficial to the active applications). ALIVE-HO always uses an uncongested network whenever available. It continues using the preferred network (i.e. WLAN) as long as it satisfies the QoS requirements of the application [5]. Two different vertical handoff scenarios let us discuss: Moving out of the preferred network (MO) and Moving in to the preferred network (MI), where the preferred network is usually the underlay network that provides better and economical service. Hence, extending the utilization of WLAN as long as it provides satisfactory performance is the main consideration of vertical handoff algorithm design. We observe the method through the following scenarios. In the first scenario, when the MT moves away from the coverage area of a WLAN into a 3G cell, a handover to the 3G network is initiated. The handover is done under following conditions: (a) RSS average of the WLAN falls below predefined threshold. (MO threshold) and (b) the estimated lifetime is at least equal to the required handoff signaling delay. The MT continuously calculates the RSS mean using the moving average method.[4] [K] = Here [k] is RSS mean at time instant k, and Wav is the window size, a variable that changes with velocity of the velocity of mobile terminal. Then, the lifetime metric EL [k] is calculated by using [k], ASST Application signal strength threshold),S[k],RSS change rate. EL[k] = [k] ‘ ASST S[k] ASST (Application signal strength threshold) chosen to satisfy the requirements of the active applications. S[K] represents RSS decay rate. In second scenario, when the MT moves towards a WLAN cell, the handover to the WLAN is done if the average RSS is larger than MI Threshold. WLAN and the available bandwidth of the WLAN meet the bandwidth requirement of the application. Table 3.1 given below shows lost frames during the handoff transition area for the received stream. ASST (in dBs) -90 -89 -88 -87 -86 -85 Lost frames_100kbit/s 13.3 5 3 0.67 0 0 Lost frames_300kbit/s 38 28 4 0.33 0 0 Table 3.1 Frames lost corresponding to ASST [5] Based on the results obtained and subjective testing, the optimal value for UDP based streaming is chosen as -86dB. Firstly by introducing EL[k], the algorithm adapts to the application requirements and reduces unnecessary handovers. Secondly, there is an improvement on the average throughput for user because MT prefers to stay in WLAN cell as long as possible. However, packet delay grows due to the critical fading impact near the cell edges, which may result in severe degradation in the user perceived QoS. This phenomenon results in a tradeoff between improving the system resource utilization and satisfying the user QoS requirements. This issue can be critical for delay sensitive applications and degrade their performance. Here ASST is tuned according to various system parameters, including delay thresholds, MT velocities, handover signaling costs and packet delay penalties. B) Algorithm on Adaptive RSS Threshold Mohanty and Akyildiz, in their paper, have proposed a WLAN to 3G handover decision method [6]. In this method, RSS of current network is compared with dynamic RSS threshold (Sth) when MT is connected to a WLAN access point. We observe the following notations with reference to fig 3.1 which shows a handoff from current network (AP) referred as WLAN, to the future network (BS), referred as 3G. Fig 3.1 Analysis of handoff process [6] * Sth: The threshold value of RSS to initiate the handover process. Therefore, when the RSS of WLAN referred to as ORSS (old RSS) in fig 3.1 drops below Sth, the registration procedures are initiated for MT’s handover to the 3G network. * a:The cell size we assume that the cells are of hexagonal shape. d: It is the shortest distance between the point at which handover is initiated and WLAN boundary. We observe the Path loss Model given by; Pr(x) = Pr (d0) + Where x is the distance between the Access Point and Mobile Terminal, and Pr (d0) is the received power at a known reference distance (d0). The typical value of d0 is 1 km for macrocells, 100m for outdoor microcells, and 1m for indoor picocells. The numerical value of Pr (d0) depends on different factors such as frequency, antenna heights, and antenna gains, is the path loss exponent. The typical values of ranges from 3 to 4 and 2 to 8 for macrocellular and microcellular environment. – Is a Zero mean Gaussian random variable that represents the statistical variation in Pr(x) caused by Shadowing. Typical std. deviation of is 12 dB. We observe the path loss model applied to the scenario. Pr (a ‘ d) = Pr (a) + Pr (a ‘ d) = Pr (a) + 10 log Sth = Smin + 10 log When the MT is located at point P, the assumption is that it can move in any direction with equal probability, i.e. the pdf of MT’s direction of motion is f = – †.’.(1) As per assumption, that MT’s direction of motion and speed remains the same from point P until it moves out of the coverage area of WLAN. As the distance of P from WLAN boundary is not very large, this assumption is realistic. The need for handoff to cellular network arises only if MTs direction of motion from P is in the range [ ] can move in both directions. Where = arctan otherwise the handoff initiation is false. The probability of false handoff initiation is using (1) is Pa = 1 – P (unfavourable event ) = 1 ‘ P ( favourable event ) = 1 – = 1 – †.’.(2) When the direction of motion of Mobile Terminal from P is, the time it takes to move out of the coverage area of WLAN cell i.e. old base station is given by time = from fig 3.1 Cos = Sec = , x = d sec Hence t = t= †.’.(3) Pdf of is f = â€Å"{† 1/(2†_1 ) -†_1†Ã¢â‚¬ _1 {0 otherwise from (3) , t is a function of i. e. t = g ( ) in [ ] [3] g(†)=dsec†/v Therefore pdf of t is given by f_t (t)=’_i’f_(† (†_i ) )/(g^’ (†_i ) ) †.’.(4) Where †i are the roots of equation t = g ( ) in [ ] And for each of these roots f†(†i)= for i = 1 and 2 f = + f = †.’.(5) Where g is derivative of g given by g = †.’.(6) = = g = t Using (5) (6), the pdf of t is given by f = †.’.(7) { 0 otherwise The probability of handoff failure is given by Pf = { 1 { P ( t ) { 0 †.’.(8) – handoff signaling delay and P ( t ) – is the probability that t when P (t ) = = = = arccos( ) †.’.(9) Using (8) and (9) we get Pf = { 1 { cos { 0 Pf = Since, †1 =arctan ( d/v†) Pf = Here, it shows that Probability of handoff failure depends on distance from point p to the boundary of the cell, velocity and handoff signaling delay †. The use of adaptive RSS threshold helps reducing the handoff failure probability as well as reducing unnecessary handovers. The exact value of Sth will depend on MT’s speed and handoff signaling delay at a particular time. Adaptive Sth is used to limit handoff failure. However, in this algorithm, the handoff from 3G network to a WLAN is not efficient when MTS traveling time inside a WLAN cell is less than the handover delay. This may lead to wastage of network resources. 3.3.2 Bandwidth based vertical handoff algorithm A Signal to Interference and Noise Ratio (SINR) Based algorithm Yang, in his paper,[7] presented a bandwidth based vertical handover decision method between WLANs and a Wideband Code Division Multiple Access (WCDMA) network using Signal to Interference and Noise Ratio (SINR) algorithm[7]. The SINR calculation of the WLAN (wireless LAN) signals is converted into an equivalent Signal to Interference and noise Ratio to be compared with the Signal to Interference and noise Ratio of the Wideband Code Division Multiple Access channel †AP =†AP [(1+ †BS/ †BS) WBS/ WAP -1] where †AP and †BS are the Signal to Interference and noise Ratio at the mobile terminal when associated with Wireless local area network and Wideband Code Division Multiple Access, respectively. † is the dB gap between the uncoded Quadrature Amplitude Modulation and channel capacity, minus the coding gain, and †AP equals to 3dB for Wireless local area network and †BS equals to 3dB for Wireless local area network, as stated by the authors. WAP and WBS are the carrier bandwidth of wireless local area network and Wideband Code Division Multiple Access links. Signal to Interference and Noise Ratio based handovers can provide users with higher overall throughput than RSS based handovers since the available throughput is directly dependent on the Signal to Interference and Noise Ratio, and this algorithm results in a balanced load between the wireless local area network and the Wideband Code Division Multiple Access networks. But such an algorithm may also int roduce excessive handovers with the variation of the Signal to Interference and Noise Ratio causing the node to hand over back and forth between two networks, commonly referred to as ping-pong effect. A Wrong Decision Probability (WDP) Prediction Based algorithm C.Chi, Cao, Hao and Liu, in their paper ‘Modeling and analysis of Handover algorithms’, have proposed a Vertical Handover decision algorithm based [8] on the Wrong Decision Probability (WDP) prediction. The Wrong Decision Probability is calculated by combining the probability of unnecessary handoff and the missing handoff. Assume that there are two networks i and j with overlapping coverage, and bi and bj are their available bandwidth. An unnecessary handoff occurs when the mobile terminal is in network i and decides to handoff to j, but bj is less than bi after this decision. A missing handoff occurs when the mobile terminal decides to stay connected to network i, but bi is less than bj after this decision. A handover from network i to network j is initiated if Pr † x l0 or bj – bi ‘ L, where Pr is the unnecessary handover probability, † is the traffic load of network i, l0 = 0.001, and L is a bandwidth threshold. The authors show that this alg orithm is able to reduce the Wrong Decision Probability and balance the traffic load; however, received signal strength is not considered. A handoff to a target network with high bandwidth but weak received signal is not desirable as it may bring discontinuity in the service. 3.3.3 Cost Function based vertical handoff algorithm A Cost Function Based algorithm with Normalization and Weights Distribution Hasswa, N. Nasser, and H. Hassanein, in their paper ‘A context-aware cross-layer archi- tecture for next generation heterogeneous wireless networks’, have proposed a cost function based handover decision algorithm in which the normalization and weights distribution methods are provided. A quality factor of network is used to evaluate the performance of a handover target candidate as Qi = WCCi + WSSi + WPPi + WdDi + WfFi where Qi is the quality factor of network i, Ci, Si, Pi, Di and Fi stand for cost of service, security, power consumption, network condition and network performance, and Wc, Ws, Wp, Wd andWf are the weights of these network parameters. Since each network parameter has a different unit, a normalization procedure is used and the normalized quality factor for network n is calculated as Wc(1/Ci) WSSi WP(1/Pi) Qi = †__________ + __________ + _______ max((1/C1),’..(1/Cn)) max(S1,’..Sn) max((1/P1),’..(1/Pn)) WdDi WfFi + ________ + ________ max (D1,’..Dn) max(F1,’..Fn) A handoff necessity estimator is also introduced to avoid unnecessary handovers High system throughput and user’s satisfaction can be achieved by introducing Hasswa’s algorithm, however, some of the parameters such as security and interference levels are difficult to calculate. A Weighted Function Based Algorithm R. Tawil, G. Pujolle, and O. Salazar in their paper presented a weighted function based[10] Vertical handover decision algorithm which transfers the Vertical handover decision calculation to the visited network instead of the mobile terminal. The weighted function of a candidate network is defined as Qi = WBBi +WDp 1/DPi+WC 1/Ci Where Qi represents the quality of network i, Bi, DPi and Ci are bandwidth, dropping probability and monetary cost of service, and WB, WDp and WC are their weights, where, WB +WDp +WC = 1 The candidate network with the highest score of Qi is selected as the handover target. By giving the calculation to the visited network, the resource of the mobile node can be saved so that the system is able to achieve short handoff decision delay, low handoff blocking rate and higher throughput. However, the method requires extra cooperation between the mobile node and the point of attachment of the visited network, which may cause additional delay and excessive load to the network when there are large number of mobile nodes. 3.3.4 ANN based vertical handoff algorithm A Multilayer Feedforward Artificial Neural Network Based Algorithm N. Nasser, S. Guizani, and E. Al-Masri, in their paper, developed a [11] Vertical handover decision algorithm based on artificial neural networks (ANN). The topology of the ANN consists of an input layer, a hidden layer and an output layer. The input layer consists of five nodes representing various parameters such as cost, RSS, bandwidth etc of the handoff target candidate networks. The hidden layer consists of variable number of nodes (neurons) which are basically activation functions. The output layer has one node which generates the ID of the candidate network of the handover target. All the neurons use sigmoid activation function. The authors have assumed the same cost function as in this work and also for ANN training they have generated a series of user preference sets with randomly selected weights. Then the system has to be trained to select the best candidate network among all the candidates. The authors have reported that by properly selecting the learning rate and the acc eptable error value, the system is able to find the best available candidate network successfully. Nevertheless, the algorithm suffers from a long delay during the training process which may lead to connection breakdown. A Method That Uses Two Neural Networks Pahlavan, in his paper, has proposed two neural [12] network based decision methods of vertical handoff. Here, only the vertical handoff mechanism is discussed. In the method for vertical handoff, an artificial neural network is used for handoffs from the Wireless local area network to the General Packet Radio Service (GPRS). The Artificial neural network consists of an input layer, two middle layers and an output layer. Mobile node does periodical measurements of RSS and five most recent samples of RSS are fed into the ANN. The output is a binary signal: The value ‘1’ leads to a handover to the General Packet Radio Service, and the value ‘0’ means that the mobile terminal should remain connected to the access point. The ANN is trained before it is used in the decision process. Training is done by taking a number of RSS samples from the access point while minimizing the handover delay and ping-pong effect. This algorithm can reduce the number of handovers by eliminating the ping-pong effect, but the paper does not provide details on how exactly the neural network is trained and why the particular parameters are taken into consideration. This algorithm also has the short coming of the algorithm complexity and the training process to be performed in advance. Summary: From the above discussion, it can be concluded that RSS based Vertical handoff algorithms can be used between microcellular and macro cellular networks. The network candidate with most stable RSS being the selection criteria. These algorithms are simple, but due to the fluctuation of RSS, they are less reliable. Bandwidth based Vertical handoff algorithms can be used between any two heterogeneous networks. The network candidate with highest bandwidth is the selection criteria. These algorithms are simple. But, due to the changing available bandwidth, these algorithms are less reliable. Cost function based Vertical handoff algorithms can be used between any two heterogeneous networks. Here, the inputs are various parameters such as cost, bandwidth, security etc The network candidate with highest overall performance is the selection criteria. These algorithms are complex. But, due to the difficulty in measuring parameters such as security etc, they are less reliable. ANN and Fuzzy logic based Vertical handoff algorithms can be used between any two heterogeneous networks. Here, the inputs are various parameters such as RSS, cost, bandwidth, security etc depending on different methods. The network candidate with highest overall performance is the selection criteria. These algorithms are very complex. But, due to training of system, they are highly reliable. ‘ Chapter-4 Algorithms and Methodologies 4.1 Variance based vertical handoff algorithm Proposed algorithm is variance based algorithm which calculates the variance of parameters such as delay, jitter, bandwidth and packet loss for various networks such as UMTS,WLAN,Wimax and the network with most of the parameters with minimum variance being selected. In our proposed algorithm, handoff metrics such as delay, bandwidth, jitter, packet loss etc are included Fig 4.1 Flow Chart of variance based algorithm Variance = ‘(x-†)’^2/N , where x is any metrics such as delay, bandwidth, jitter etc and † is its mean of a set of samples of the particular parameters. N is set of samples. In this algorithm, whenever the signal strength of a mobile terminal drops below threshold ,there is request from mobile terminal for handoff to the network which is accessible. The algorithm checks whether the visitor network available or not, if visitor network is available ,it will broadcast required parameters such as packet delay, jitter, packet loss and bandwidth etc. The variance of the broadcasted parameters are calculated based on the number of samples received for each parameter. Then, the candidate network (Visitor network) having most of the minimum variance of the parameter is selected. In this case, variance of delay, jitter, packet loss and bandwidth are considered for the set of 100 samples received. Here, variance of packet delay is calculated as: †_d^2 = ‘(D-†_d)’^2/N Where, †d is the variance of the packet delay parameter, D is the packet delay at that instant ,†d is the mean of the packet delay values received and N is the total number of samples for packet delay parameters(which is 100 in this case). Similarly, variance of bandwidth is calculated as: †_B^2 = ‘(B-†_B)’^2/N Where, †B is the variance of the Bandwidth parameter, B is the Bandwidth at that instant ,†B is the mean of the bandwidth values received and N is the total number of samples for bandwidth parameters(which is 100 in this case). In the same way, variance of Jitter is calculated as: †_J^2 = ‘(J-†_J)’^2/N Where, †J is the variance of the Jitter parameter, J is the Jitter at that instant ,†J is the mean of the jitter values received and N is the total number of samples for jitter parameters(which is 100 in this case). In the same way, variance of Packet loss is calculated as: †_P^2 = ‘(P-†_P)’^2/N Where, †P is the variance of the packet loss parameter, P is the packet loss at that instant ,†P is the mean of the packet loss values received and N is the total number of samples for packet loss parameters(which is 100 in this case). Out of these variance †_d^2 , †_B^2, †_J^2, †_P^2, the candidate network most of them with minimum values will be selected. Score† =’arg’_(i=1)^MMAX(min †_d^2 , †_B^2, †_J^2, †_P^2) The candidate network which satisfies above equation is selected. Where M is the number of candidate network. 4.2 SNR based vertical handoff algorithm Proposed algorithm is an SNR based algorithm which calculates the value of SNR of parameters such as delay, jitter, bandwidth and packet loss for various networks such as UMTS, WLAN, Wimax with the network with maximum SNR being selected. In our proposed algorithm, handoff metrics such as delay, bandwidth, jitter, packet loss, etc are included Pages: Page 1, Page 2

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Operant conditioning REPORT - Essay Example After continuous reinforcement, a positive behavior is picked out that increases the exhibition of desired behavior over time the behavior after conditioning. As a result, of the continuous use of food stimuli a positive behavior that encourages the bird to peck in the food dispenser is reinforced thus, the operant conditioning encourages timely intake of food by the bird (Nevid, 2009). The presence of food stimulus exposes an innate, often reflexive response by the bird. The experiment in the bird and laboratory apparatus undertakes a continuous reinforcement schedule that involves instigating a correct response of the bird to the food stimuli. Because operant conditioning is mainly influenced by the environment, it can be used in encouraging children to complete their homework in time for them to earn a reward from their teachers (Lefrancois, 2012). As a positive reinforce, operant conditioning involves the use of rewards to increase behavior change in the desired direction. In conclusion, operant conditioning remains relevant in behavior change in animals and people. The positive or negative reinforcement focuses on making the subject associate the pleasure or displeasure of the reinforcement with the behavior it has to change towards after the process. It therefore, encourages the exhibition of innate, often reflexive, response by the

A letter from an exchange student in Australia Essay Example for Free

A letter from an exchange student in Australia Essay I’ve been in Australia for about 2 months now and I’m still speechless. It’s such a beautiful country! The land, the people, the climate, everything is amazing! I’ve gotten to experience the most remarkable/wonderful things, things I never could have imagined. As you know I went here as an exchange student and I’m living with a wonderful host family in Brisbane. They have been very welcoming and loving, the student exchange agency made such a good match. Brisbane is located in the east of Australia, in the state called Queensland. I’m attending the Brisbane State High School where I’m taking all the mandatory classes like English, math’s, science, social studies, art, health and physical education and so on. I’ve gotten to continue my French education as well, but everyone in that class is way better than me! Luckily they are all so nice and very patient with me, and that goes for all the classes! I had a hard time understanding the Australian accent at first, but it gets easier and easier every day. My host family taught me some Aussie-slang to help me out a bit, like â€Å"hoo roo† which means goodbye, â€Å"ripper† means something like fantastic or great, â€Å"sheila† is a girl and â€Å"dunny† is a toilet. A word that’s very confusing is â€Å"thongs†. It does not mean what you think it means! It’s another word for flip-flops, which can create quite an awkward situation. Fortunately I managed not to humiliate myself! Anyway, like I said are there mandatory classes just like there is in Sweden. Australia has a national curriculum to make sure that they have the same educational standards in schools all over the country, which resembles our â€Å"Skolverket†. You asked a lot about the schools over here in your last letter, so I’ve asked my new friends in my classes and found out some basic info. Like, something that’s similar to Swedish schools is that you’re in kindergarten or pre-school when you’re 3-5 years old. In Australia you go to Primary School between the ages 6 to 11, unlike Sweden where we go to â€Å"Là ¥gstadiet† and â€Å"Mellanstadiet† when we’re 6 to 12. One year doesn’t make that big of a difference, but Secondary School (High School) resembles both â€Å"Hà ¶gstadiet† and â€Å"Gymnasiet† together. So from what I understand, you can’t choose a specific program like in Sweden, but you can choose some classes you want to take (other than the mandatory ones) in High School. When you graduate from Secondary School you can apply for a University, just like in Sweden. As you can tell there are a lot of similarities to  Australian and Swedish schools, but I found out that there are many differences as well. School uniforms for example, we don’t have any rules about dress code in Sweden, but over here it’s a part of life, at least for the students who attend High School. Almost every school has a special uniform that every student has to wear, even I have to wear one when I go to school. Even in gym class we wear matching shorts and shirts. I think those outfits are better because they’re unisex, and the rest of the day the girls wear skirts while the boys wear pants. I’m not very comfortable in skirts and dresses so I think that if you want to wear pants you should be able to! It’s kind of nice not having to choose an outfit every morning, you only have one thing to wear and everybody else wears it too. There’s not any pressure about having the latest fashion or not changing it up every day. The only thing you have to worry about is bad hair-days! I have to admit that I wish we had to wear these in Sweden as well†¦ Not only are they a gift from heaven for the morning-tired person, they make you feel a bit more fancy and formal too. Don’t get me wrong, it’s not that comfortable being formal all the time and I’d probably get sick of wearing it every day, but I like the idea a lot at the moment. I never think it would work, introducing this to Sweden though. Everyone would lose their right to express themselves through their clothes. If we would have to wear school uniforms, I strongly vote for pants for the girls! Most students bring their own lunch to school. There is a cafeteria, but you have to pay for everything there. That is something I miss about Sweden, even though it’s not great food all of the time it’s still really convenient. I’m having a hard time remembering to bring my lunch every day†¦ That makes me really angry with myself because both of my host parents make really good food, especially sandwiches. I promise you, they’re amazing! Public schools here are free and run by the government of state or territory they’re in, just like in Sweden. Parents are asked pay a voluntary contribution fee and they can also contribute to camping trips and extracurricular activities, but it’s all voluntary. Something that also differs from Sweden is the fact that they have 4 semesters. The school year starts in early February and ends in December. They have short holidays between every semester and their summer holiday is in December and January, during Christmas! I know it’s really strange, but that’s when the Australian summer is! I had no idea that the seasons were so  off over here, but I think it’s really amazing how the world works. Apparently all countries south of the equator have their summer during our winter, and their winter during our summer! A few weeks ago I got to be a part of the Australians celebration of ANZAC Day. ANZAC stands for the Australian and New Zealand Army Corps. This day is special to Australians because of what happened on this date 1915. The First World War had just started and Australia wanted to create a reputation for themselves to the rest of the world, since they’d only been a nation for 13 years. They joined forces with New Zealand and set out to take control over the Dardanelles (a narrow strait in northwestern Turkey) so that their allies could travel through. When ANZAC landed on Gallipoli in Turkey they were met by Turkish defending forces. A lot of Australian soldiers lost their lives and today the Australians take this day to remember not only them and their bravery, but every soldier who has died in any war or military operation Australia’s been a part of. Each year the remembrance begins with memorial services in big cities all over the country, they’re known as the â€Å"Dawn Services†. Later in the day there are parades where ex-militaries march along. Aussies also celebrate this day off from work and school with drinking and games! They also have the Australia Day, their National Day. I’m not going to be here for that because it’s celebrated on January 26th, but I really wish I were! They celebrate everything that’s good about the country and being Australian, it sounds like a lot of fun! My host family tells me that you can see the Australian flag hanging from windows of cars and houses and that the whole neighborhood smells like barbeque. There are usually fireworks and music as well! It’s more upbeat than the ANZAC Day. We don’t have anything like this in Sweden, which I think is a bit sad. What I mean is, we don’t really have a day where we remember something or celebrate just being Swedish. I feel like we don’t have that kind of love for our country that the Australians do. At least I know I don’t. I only enjoy our National Day because I don’t have to go to school. I honestly don’t even know why we celebrate it, and if I asked my friends I’m sure they would say the same thing. It would be nice to feel that unity and pride that the Australians have. We’ve been in wars, I’m not sure how many or what kind, but we don’t take pride in them. We don’t have any war heroes we remember. During World War 1, Sweden was neutral. We didn’t officially pick a side; we did  everything we could to not get attacked by anyone. We let Germany use our railways to transport iron-stone, which kept us from getting involved in the war (even though that made us a part of Germany’s success). I think we’re right not to take any pride in that†¦ Something that also would be fun to experience here â€Å"Down Under† is Christmas. Since their summer is during December the climate is at its warmest during Christmas. My friends told me that even though it’s sunny and warm everyone still decorates with snowmen and Christmas lights! Most families have a Christmas tree too. Here in Brisbane they apparently have a competition every year for who has the best Christmas lights. I would love to see all of the extremely decorated houses! We should do something like that at home, we should engage more! In some ways our counties spend Christmas alike, but some prospects are still very different. In Sweden, we open presents, eat delicious food and get a visit from Santa Claus on Christmas Eve. In Australia they only make the last preparations on Christmas Eve, because it’s all about Christmas Day. Children hope to find presents in stockings or under the tree when they wake up, families go to see their relatives and everyone (most people anyway) spend the evening with their loved ones. Some families eat dinner that’s similar to Europe’s Christmas food, but most Australians barbeque or have a picnic on the beach or in the park. On the beach you can see surfing Santa Clauses too. It sounds really laid back and comfortable, so I would love to be able to experience it (even though it’s no real Christmas without snow!). It’s hard to think of Swedish traditions when you don’t usually acknowledge them, but most traditions come with the holidays. Almost all of our holidays have religious significance, like Easter and Christmas for example, but these holidays are not really about what they originally mark in history (if you’re Christian). Easter is more about dressing up as a witch and knocking on doors collecting candy, than remembering Jesus’s crucifixion. Christmas is all about Donald Duck and opening presents, we don’t celebrate Jesus being born. This is the case in Australia too, except for the witches and Donald Duck. In Australia they celebrate Easter by organizing Easter egg hunts (mostly for the purpose of making the children happy), and you’ve probably heard of the ‘Easter Bunny’? Well, over here they’ve exchanged it for an ‘Easter Bibly’. A bibly is a small rodent, who’s an endangered species and they’re hoping this kind of advertisement is going to help save  it. Besides, rabbits are considered pests in Australia as they destroy crops and other things. As you can tell there are a lot of both similarities and differences between Sweden and Australia, but they are both great counties! Unfortunately I only have a month left of my studies, but I am thinking about living here for a year or so when I graduate. I have fallen in love with this land†¦ Enough about me, how have you been? Is everything as usual back home? Hope to see you soon, Love Emelie Sources of information: Aussie slang: http://stricktlydating.hubpages.com/hub/Common-Aussie-Slang-Words 2013-04-14 http://www.koalanet.com.au/australian-slang.html 2013-04-14 About school: http://www.workingin-australia.com/education/system/overview#.UWr117XIagc 2013-04-14 http://www.studyinaustralia.gov.au/en/Courses/Schools/Australian-School-System/Australian-school-system 2013-04-14 http://www.studiesinaustralia.com/types-of-education/secondary-education 2013-04-16 https://en.wikipedia.org/wiki/School_uniform#Australia 2013-04-16 http://brisbaneshs.eq.edu.au/sites/default/files/bshs/PolicyDocuments/PandC/CanteenMenu.pdf 2013-04-17 http://www.fairhillshs.vic.edu.au/app/webroot/uploaded_files/media/uniform_information_2013.pdf 2013-04-17 http://australianschool1.hubpages.com/hub/Australian-School-Uniform2013-04-16 http://answers.yahoo.com/question/index?qid=20090821161522AAUv95m 2013-04-16 http://australia.gov.au/about-australia/australian-story/austn-weather-and-the-seasons2013-04-16 Traditions: http://www.awm.gov.au/commemoration/anzac/anzac_tradition.asp 2013-04-21 http://www.realaustraliatravel.com/australian-traditions.html 2013-04-21 http://www.realaustraliatravel.com/Christmas-in-Australia.html 2013-04-21 http://www.realaustraliatravel.com/christmas-lights-brisbane.html 2013-04-22 http://www.timeanddate.com/holidays/australia/christmas-day 2013-04-22

Trading in Hong Kong Essay Example for Free

Trading in Hong Kong Essay Great business dealings take into consideration the intricacies of the culture into which the business is to be established. Customers need to be studied – their needs, their wants and other demands. Studying the local culture would also help in dealing with local business people. What a business person must first note in studying Hong Kong and Vietnam culture is that both countries have collectivist orientations and interests. They exhibit close family and community ties. Loyalty is a very important value and each member takes responsibility for others in the group. (Taylor, para. 7) People in Hong Kong value â€Å"collective ideals of modesty, moderation, and the value of protecting established, harmonious relationships. The collective culture would reinforce peoples motivation to do a good job, because there is an element of face involved. If one is doing a good job in running a company, he or she not only reaps profits but also gain face †(International Business Ethics, Attitude toward a Corporation section). The concept of â€Å"face† in Hong Kong is roughly equivalent to reputation and integrity. Most Hong Kong companies are owned by families (International Business Ethics, Religions and Traditions section, para. 4). For the Vietnamese, the family is of utmost importance. The groups interests comes first before the individuals. All customs and rituals like weddings and funerals are attached to the village community. Marriages had to meet the interests of family lines and wedding proposals are made to the brides family. (Customs, para. 5) Hong Kong culture is â€Å"somewhere in-between Chinese and American culture† (International Business Ethics, para. 1). In fact, both Chinese and English are considered its official languages. Although Hong Kong is predominantly Chinese, its culture blends the East and the West, as well as the old and the new. â€Å"People here still cling to their roots, to their traditional beliefs and religions. They continue to pray and make offerings at more than 600 old and new temples, shrines and monasteries scattered across the territory.†Ã‚   (Hong Kong Culture, para. 2) Hong Kong is famous for their lion dances, a colorful display of   a dancing large lion usually during festive occasions and are meant to bring in good luck. The Hong Kong Chinese also celebrate the Ching Ming Festival, devoted to honoring their relatives who have died. Ancestors are held in high regard by the Chinese and they are always prayed to for guidance. Another festival that exhibits the Chineses close familial ties is the Moon Festival. It is believed that on that day, the moon is on its biggest, roundest and brightest. The term â€Å"round† implies family reunion in Chinese. There are various religions in Hong Kong, including Buddhism, Taoism, Confucianism, Christianity, Islam, Hinduism, Sikhism and Judaism. There are 39,400 Catholics, 300,000 Protestant Christians, 20,000 Muslims and 15,000 Hindus in Hong Kong. All of these religions are deeply involved in education, health care and social services. Homes of Buddhist and Taoist believers have ancestral shrines, â€Å"with images of the most favored of the hundreds of divinities (International Business Ethics, Religions and Traditions section, para. 2).† Generally, Hong Kong has a welcoming attitude to business people from around the world (Hong Kong a Model, para. 6). It could be expected that American-owned businesses would have no problem dealing with the Hong Kong Chinese. In fact, the city already hosts more than 1,100 American firms (U.S.-Hong Kong, para. 4). Despite this, American business people should still take note of the following cultural values and behaviors in order to avoid any misunderstandings with the Hong Kong Chinese: Colors are very significant. Red is considered a lucky color, while white is synonymous with death. It is wise to think about the color of your products. A common way of showing surprise or dismay is by sucking in air quickly and loudly through the lips and teeth. If your customer shows this gesture, it means he is displeased. Gift giving is a sign of thanksgiving. Present gifts using two hands and dont expect that it will be opened in front of you. Religion has a very significant influence on the culture and way of life of the Vietnamese. Their attitude towards family, life and death are greatly influenced by Buddhism, Confucianism and Taoism (Religion, para. 1). The predominant religion in Vietnam is Buddhism, with about 10 million followers. The second largest is Catholicism, with about six million followers, but their influence on the   culture is minimal. Just as well, the influence of the two religious sects, Cao Dai and Hoa Hao, are also insignificant. Caodaism is a combination of different teachings of Buddha, Jesus, Confucius, Lao-Tse and others. Hoa Hao, meanwhile, is a reformed Theravada Buddhism. (Religion, Other religions section) There are also Protestants and Muslims in Vietnam but the numbers are not large. As with the Hong Kong Chinese, Vietnam had also opened their trade with the United States. Likewise, it could be expected that doing business in Vietnam would not be too difficult for Americans, just as long as they keep in mind some of the intricacies of this culture. Among these: The concept of face is very important to the Vietnamese. Take caution not to unintentionally cause the loss of face of your customer. Be aware of your words and actions.Complimenting them is a way to give face, while, accusing them of poor performance or reprimanding them in public causes the loss of face. Pass items with both hands. It shows respect. Do not pass anything over anyones head. Do not point using your finger. Point using your hand. Bibliography: Cunningham, J. (2005). U.S.-Hong Kong Economic Relations. Retrieved February 1, 2007 from http://usinfo.state.gov/eap/Archive/2005/Sep/30-249516.html Customs and practices. (n.d.) Retrieved February 1, 2007 from http://www.vietnamembassy-usa.org/learn_about_vietnam/culture/customs/ Hong Kong a Model for China, U.S. Consul General Says. (n.d.). Retrieved February 1, 2007 from http://usinfo.state.gov/eap/Archive/2005/Sep/30-249516.html Hong Kong Culture. (n.d.) Retrieved February 1, 2007 from http://hong-kong.tourism-asia.net/hong-kong-culture.html Huynh, D. T. (n.d.). Religion of the Vietnamese. Retrieved February 1, 2007 from http://www.geocities.com/SoHo/Den/5908/religion/religioninvn.html   International Business Ethics: Hong Kong: Culture, Religion, and Tradition. (n.d.). Retrieved February 1, 2007 from http://www.pitt.edu/~ethics/Hong_Kong/culture.html Taylor, S. (n.d.). Geert Hofstede Analysis: Hong Kong. Retrieved February 1, 2007 from http://international-business-etiquette.com/besite/hong_kong.htm

Case Report Of Carlton Hotel Company Tourism Essay

Case Report Of Carlton Hotel Company Tourism Essay Introduction Executive Summary Ritz Carlton was founded by Mr. Cesar Ritz who initially worked in finest Hotels and restaurants in Paris. He owned grand Hotel Ritz and within one year he expanded wings in London and opened Hotel Carlton which became Ritz Carlton Hotel Company. He believed in excellent personalized services which satisfied the discerning guest. Ritz Carlton expanded to North America and ownership changed during 1983 to Johnson Company. During 1983 1987 Ritz Carlton expanded domestically and internationally under new ownership.  [i]   During 1997 Marriott International purchased Ritz Carlton and by 2000 it became primarily a management company operating 38 Hotels and resorts worldwide with minority stake in 10 properties and outright ownership of 3 hotels. The company used to obtain management contracts for new hotels and resorts around the world. Over the years hotel conglomerate won acclaimed for its services and had been awarded Best Hotel in Asia Pacific in the eight Business Traveler Asia / Pacific magazine Travel Awards Subscribe Survey and for two consecutive years Best Business Hotel in Malaysia. The Ritz Carlton Hotel Company for the first time now wants to open a hotel in historic Foggy Bottom district of Washington D C in Multi Use facility complex owned by Millennium Partners. The Hospitality Complex is 162 Luxury Condominiums, sports club, splash Spa, three restaurant, and 40,000 square feet of street -level restaurants and retail shops and 300-room hotel. Millennium partners founded in 1990 that set up high end luxury apartments and Lincoln square four building complex in New York was their first project and exhibited their future intensions. Millennium partners ended up in hotel business. In this case study Essence of Ritz-Carlton experience, the Ritz-Carlton selling, how the Ritz-Carlton creates Ladies and Gentlemen in only 7 days. Also McBride, Ritz-Carlton GM, to lengthen the amount of time spent on training hotel employees before hotel opening. McBride should consider a total overhaul of the hotel opening process. Products and Services Ritz-Carlton Hotel Company develops and Operates luxury hotels. Hotels are designed and identified to appeal to and suit the requirements of major customers including meeting event planners, Business travelers and leisure travelers. Ritz- Carlton set out to open any new hotel Ritz-Carlton including detailed analysis of site selection, new product and service development and feasibility study. The detailed analysis also includes target customers, their needs and expectations. The each hotel customized to meet local market demand. Innovation through make use of latest technology for enhancing customer satisfaction level Link restaurant services through internet KobaltExpress.com. It allows customers to decide menus ahead of time and also select the choice of table. Differential aesthetic look and best quality interior was few of the additional features. Core Values Business Model Following are the core values and Business model exist at Ritz Carlton: Core values: Trust, honesty, integrity and commitment. A great emphasizing on human resources, believes it important and biggest assets Foster work environment to fulfill individual aspirations Focus on Service but not sales Guest greets at Airport with mimosas and discount coupons on a silver tray Airport check in concierge Techno savvy to ensure customers needs satisfied Event Planners Ritz -Carlton managed properties for Millennium partners who were one of several hotel owners. Ritz Carlton charged management fees of 3% of total revenue besides wholly owned luxury hotels around the world. The customer segment was Independent travelers and Meeting Event planners. The key success indicators of hotel business were Average Daily Rate and Revenue per Available Room. Independent travelers were influenced through special services like providing discounting coupons at airports, created hotel room at airport and also introduced Technology Butler. The specialized services increased customer convenience and outpaced the competition. The nature of services is perishable and individual travelers are aiding in profitability. The event business / meeting business are growing and desirable for the sustainable profitability. The management contracts tend to meet needs of owners and operators. Quality at Ritz Carlton: Ritz Carlton has a great emphasizing on human resources. Robust HRM practices envisage right people for the right job and inducted to become perfect lady and gentleman. The total quality management philosophy began to permeate the organization. Company focused on new activities and measures including quality standards, continuous improvements for delivering better service quality. New programs designed to meet customer specific need and service quality indicators. The Quality policy believes in Exceeding Standards. Warm and sincere greeting, anticipation and compliances of guest needs and warm good bye are key service steps. HRM Practices at Ritz Carlton Human resources is critical element in the process for understanding of the service to be delivered and priorities in doing so, are aligned closely with customers expectations and marketing communications by the organization. For managers, the service climate needs to support and reward employees in their efforts to deliver the service product reliably at the promised standard. The value creation for customer If the customer perceives quality of the service to be higher than the cost incurred, the customer receives value. The greater the difference between the quality of service and the cost, greater will be the satisfaction or dissatisfaction. Ritz Carlton turnover rate was 20% compared to hotel industry average rate of 100%. This exhibits how Ritz Carlton cares about their employees and viewthem as one of the important and biggest asset and has passion for the people. Ritz Carlton nurtured and maximizes talent of each individual. Through the extensive formal and informal training employee were prepared to meet current obligations and also higher responsibilities in future. Employees were also trained to meet futuristic obligations and encouraged to cross train and learn about many different aspects. Performance was not only criteria but also managed by the employees themselves. Employees are monitoring their own performance and recognized for outstanding work, which ingrains a competitive advantage not seen not in the same industry but in many others too. Staffing To minimize failure in delivering services, key HRM practices like employee recruitment, selection and training focused and implemented. People having aptitude, talent and attitude to serve people, training schedule made sure to shape out staff for delivering exceptional services. The key of maintaining exceptional service standards was to keep high morale and motivation of each employee. Various tools were used to attract applicants for the various positions include visiting competitors restaurants, advertisement in news papers and visiting hospitality schools. Ritz Carlton job fair was organized for mass recruitment. Aspirants treated well including convenient reaching to destination of job fair, offering snacks and beverages, make them aware about organization. Value System and Service Oriented Approach of Ritz-Carlton The customer service oriented approach has three elements: For whom services and products created who will deliver and how will be delivered. Customer Value Customer relationships and customer loyalty Different communication and pricing strategies Assessment of customer satisfaction and complaints Making customer value more tangible People Role of employees in value creation Nature of competencies required to deliver services Empowerment of employees Reduction of stress Operations and Technology Designing processes to create value Design and location of facilities Role of technology Capacity management The Ritz Carlton having different value and philosophy in business which includes and they operate The Credo, The Motto, The Three Steps of Service, Service Values, the 6th Diamond the Employee Promise. The company is engage in the services oriented which have the unique characteristics for providing the services in order to meet the expectation of the customer. Some of the highlights have been captured depicted below:- Excellence in service not in Selling The Ritz-Carlton Philosophy states as they are not in the hotel business. The Ritz-Carlton is selling an experience, and experience that is based on excellence of service. As stated by Schulze, We are not in the hotel business. The hotel business is about selling rooms, selling food, selling the bar. We do those things incidentally, but our business is service. We charge for service. Our commitment to our customers is excellence in service. Their commitment to customers is excellence in service. Service is their profession. The total service oriented approach. The Credo The Ritz-Carlton Hotel is a place where the genuine care and comfort of guests is the highest mission. Pledge to provide the finest personal service and facilities for guests who will always enjoy a warm, relaxed, yet refined ambience. The Ritz-Carlton experience enlivens the senses, instills well-being, and fulfils even the unexpressed wishes and needs of guests. Motto At The Ritz-Carlton Hotel Company, L.L.C., We are Ladies and Gentlemen serving Ladies and Gentlemen. This motto exemplifies the anticipatory service provided by all staff members. Motto of the company, Employee commitment, The credo, employee promises and twenty basics are gold standards and success mantras. Gold standards reinforced on daily basis in order to build the habits of employees to deliver the highest level of services The three steps of service,- A warm and sincere greeting. Use the guests name. Anticipation and fulfillment of each guests needs Fond farewell give a warm good-bye and use the guests name. Service Values: Employees feel proud To Be Ritz-Carlton as they have opportunity to do following which gives them job satisfaction. The Ritz Carlton is known for service excellence and follow following principals to provide excellent service to their customers.= 1. Employee satisfaction. 2. Leadership involvement. 3. Determination, commitment, and accountability. 4. Attend to voice of the customers. 5. Two-way communication. 6. Freedom to act. 7. Employees as ambassadors. 8. Adapt service recovery model (L.A.S.T.: Listen, Apologize, Solve, and Thank You.) 9. Anticipate needs. 10. Scripting to convey the right message  [ii]   The 6th Diamond is Mystique, Emotional Engagement Functional , these all cared by Ritz- Carlton and known 6th Diamond. Employee Promises At The Ritz-Carlton Ladies and Gentlemen are the most important resource in service commitment to guests. By applying the principles of trust, honesty, respect, integrity and commitment, they nurture and maximize talent to the benefit of each individual and the company. The Ritz-Carlton fosters a work environment where diversity is valued, quality of life is enhanced, individual aspirations are fulfilled, and The Ritz-Carlton Mystique is strengthened.  [iii]   Creating Service Oriented culture through orientation Servitisation approach means bundling goods services and makes a integrated package. This approach more focus on associated services than product Four steps in creating servitisation approach:- Knowing your customers Organizing service delivery systems Making sure employees have appropriate skills Employing technology A services discipline is defined by the following main features: The benefits it offers to customers The need to integrate, manage and deliver processes The importance of establishing and maintaining relationships The Ritz-Carlton As a premium hotel whose utmost mission is to provide genuine care and comfort to guests, The Ritz-Carlton pledges to provide the finest personal service and facilities to the guests who will always enjoy a warm, relaxed yet refined ambience.And this objective can only be fulfilled by satisfied and engaged employees. The three goals of Ritz are financial results, customer satisfaction and employee satisfaction. These goals are not exclusive from each other. They are very closely interrelated. Without satisfied and engaged employees, there is no way to achieve excellent financial results and guest satisfaction. To ensure such high service standards, Management team look for people who will fit the existing culture and see the following qualities in the people. People who share the same values and purpose. People who care for and respect others. People who smile naturally. People who seek a long term relationship. People who have talent for the job Process of Ritz to create Ladies and Gentlemen in only 7 days The seven days countdown was formulated for hotel opening process which was refined during in the process of last several years , this was the new employees first encounter with hotel, which started exactly seven days before the grand opening of the hotel. The first two (2) days were devoted to orienting employees to the company culture and values. The next five days were devoted to more skills training and trial runs of service delivery. To ensure that employees are get aligned with organization mission and core values. Trainers from 23 nationalities The orientation process is slow and thorough, and ensures that the employees are aligned with the organizations mission and a great deal of focus is kept on the conveying the values of the organization. The trainers for the orientation program are gathered from 23 different countries, all considered the best of the best in their role within the organization. These trainers are responsible for ensuring that each employee is at the required level or standard in their specific job function at the hotel. Schulze addresses the new team by stating, You are not servants. We are not servants. Our profession is service. We are ladies and gentleman. We are ladies and gentleman and should be respected as such. He conveys a message of unity, a message of equality and team work during his address, and he again insists that We are ladies and gentleman serving ladies and gentleman, as per the Ritz Carlton motto. The Ritz-Carlton employed the Gold Standards to ensure this message was communicated effectively to all employees; the Gold Standard included The Credo, The Three Steps of Service, The Motto, The Employee Promise and the Twenty Basics to ensure employees were focused on the organizations values. Through continuous communication and brain storming session and directives from top to down level and intensive training, skill development and an aligned HRM strategy, within 7 days the Ritz-Carlton managed to create ladies and gentleman out of their employees. The steps for making Ladies and Gentleman Training and daily line-up: During the first two days employees were aware, trained and dipped into the culture and values of the organization and remaining five days devoted to specific skill training and trial runs of service delivery ensuring everything perfect and meeting service standards. The orientation process ensures aligns the worker with the mission of company and ensured service philosophy ingrained in all its employees, they ingrained the message that all employees are in the service business and not the hotel business. The executive team and Human Resources explain The Ritz-Carlton Credo, Employee Promise, and 12 Service Values. After that, they will receive 30 days of training from a certified trainer from the department. On Day 21, new employees are asked to give the management feedback on how they can improve their training program for future training and recertification. In addition, every employee gets a minimum of 130 hours of training every year, which spans training for his or her department, company culture, and language and computer skills. Day 365 is recognition of one year of loyal service and is an opportunity to reinforce the hotels culture. Every employee will also go through annual recertification after they pass written tests, role-play and interviews on culture and skill. Daily line-up is a daily briefing to reiterate the companys standard and convey important business messages. It takes place every morning in each department. While each department may conduct briefings differently, the message they convey is the same worldwide: they will talk about one of the 12 Service Values. Listening and communication: Communication is important and creates abundant opportunities to interact with employees beginning with the interview and continuing through monthly breakfast meetings and his daily rounds of the hotel: Human Resources also holds a monthly feedback session with randomly selected employees for 1 to 1.5 hours to discuss their concerns. Overall, every employee has one opportunity every year to speak with the General Manager or HR Director in private. In addition, the hotel conducts annual employee satisfaction surveys, and on an ongoing basis, collects opinions on employee issues and posts them in public areas identifying those responsible for solving them. The executive team then notes the number of issues solved and measures the satisfaction of the employees. Empowerment and continuous improvement: Employees are also encouraged to be innovative and creative when it comes to improving their jobs. Money is not the key motivator; employees are rewarded for improving the goals measured by guest satisfaction, financial performance and employee satisfaction at year-end. Employees are rewarded and recognized for their outstanding customer service.  [iv]   Information support: Through their numerous interactions with guests throughout their stay like check in, room service, and housekeeping, employees continuously record guest preferences and needs in Guest Preference Forms. Every night, such preferences and needs are entered into The Ritz-Carltons worldwide database Project Mystique, so whenever guests make a reservation at a Ritz-Carlton hotel, their needs and preferences are known and taken care of. Reward and recognition: At The Portman Ritz-Carlton, employees are recognized and rewarded both financially and non-financially. Mark DeCocinis believes if you want your people to be the best, you must pay them top market salaries. While money is not the key motivator, employees are rewarded for improving the goals measured by guest satisfaction, financial performance and employee satisfaction at year end. Employees are rewarded and recognized for their outstanding customer service. Every quarter, a Five-Star Employee Award is granted; with the winner receiving a five-night stay for two at a Ritz-Carlton anywhere in the world, along with round-trip tickets for two and US$500 allowance. At Ritz -Carlton human resources are very well planned they treat with hospitality. As per their President who says you are not servant. We are not servant. Our profession is service. We are ladies and gentleman, just as the guests are whom we respect as ladies and gentleman. If you impart such culture be sure you will create ladies and gentle to serve. Give the respect take the respect, which costs nothing only wins, the heart of the customer who is taking the service will have regards for the service provider. Employee orientation schedule Employee orientation is key part of the training and development process which introduces employees to the jobs, colleagues and organization. Researchers have found that formal orientation can achieve significant cost savings by reducing anxiety of new employees, fostering positive attitudes, job satisfaction and sense of commitment at the start of the employment relationship. The 7 day countdown was a Hallmark of Ritz Carltons well defined hotel opening process which synchronized all steps leading to the opening of a new hotel.  It was Ritz Carltons orientation process aimed at aligning the employee with the vision and mission of the organization. The 7 day orientation process was standardized and ensured that Ritz Carlton has the right employees to support its vision which was Excellent Personalized Service. The seven day countdown was a worldwide best practice for the organization but in our opinion McBride should lengthen the 7 day countdown because of the following reasons: Current difficulty faced in training new hires to meet the high expectation of Ritz Carltons standards in only 7 days. An increase in the training period would help employees understand their role in achieving the key success factors and creating the The Ritz Carlton Mystique. By lengthening the 7 day countdown the service could become flawless which in turn could help translate the 5% dissatisfied customers to satisfied customers. This would result in occupancy going up from 80% to 88% due to increase in satisfaction level translating to $300 million. Extending the 7 day countdown means investing in long standing excellence in areas such as employee orientation and customer oriented training resulting in increased customer engagement and satisfaction. Research on guest-spending patterns indicates that a four percent increase in customer engagement company-wide would generate an extra $40 million in incremental revenue. Employees morale is boosted as they are protected from feeling overwhelmed. A longer employee engagement would also mean further decrease in the annual turnover which stood at 18%. Adults by virtue of having lived longer accumulate greater volume, knowledge and mind-sets. It would help to have more time for the employees to o un-learn and learn new things. Continuous improvement was absolutely critical to keep the commitment to customer for excellence in service and extending the 7 day countdown would help the process. Would help thwart competition from The Four Seasons by offering flawless service which can be achieved by increasing the orientation period. Would help meet the expectations of the Millennium Partners about this hotel offering great great service which means it expected Service par excellence. Thus we believe that Ritz Carlton should therefore increase the length of the orientation to further ingrain service excellence in its new employees which will ensure higher productivity and foster competitiveness. An assessment of 7 days vs 14 days training program 50% occupancy revenue = $5,000,000 Cost of the 7 day training program = $10,00,000 (estimated) 80% occupancy revenue = $8,000,000 Cost of the 14 day training program = $20,00,000 (estimated) Benefit of the program = 3,000,000 Additional Cost = 1000,000 Return On Investment = 300% Every investment including investment for employee training associated with cost and benefit. The cost and benefit mean cost involved in training of employees, direct revenue benefit, intangible benefits. The increase / decrease training schedule also adversely / favorably impact. Ritz Carlton is well known name to the industry and known for service centric approach. Initial Occupancy may not affected by training period but message of customer care approach need to be ingrained. Local culture also affects the training schedule as behavior of individual employees need to framed up in line of the global approach. Change in hotel opening process Change is part of life. World scenario is becoming dynamic and industry is coming up with innovative products to lure customers. In order to stay ahead in competition, Ritz Carlton also need to think differently. The entire training module, customer expectancy needs overhaul of the hotel opening process. The defects need to eliminate within shortest time frame.. Additional training and development will increase the cost but it will build up confidence and set new industry bench mark. Ongoing operation is very different from the opening a new hotel. The opening hotel require two core competencies One is dealing with the development of the site. Human resource processes necessary to get the hotel up running. Ritz-Carlton regarded employees as the cornerstone of its exceptional service culture. The company understood that, as a service organization, the quality of its end product was only as good as the people providing it. Therefore it took care to see that it not only recruited the right kind of employees, but also provided them with the necessary inputs to enable them to provide exceptional service. Although Ritz-Carltons salaries were not significantly higher than those of other comparable organizations in the hospitality industry, the company was a preferred employer because of its organizational culture and the way it treated its employees. Ritz-Carltons organizational culture not only helped the company provide exemplary customer service, but also created an atmosphere where employees felt valued. It is difficult to train new hires to meet the high expectation of the Ritz Carlton service standards in only seven days, but it worked in Ritz Carlton. Training should not be longer which will not be cost effective in the short span of the time. The employees already working should be given chance to in the second opening millennium to avoid taking risk at the opening itself. Recruitment should be done for the Ritz Carlton not for the millennium because the employee can be transferred as per the requirement. The employees of the Millennium partners can be taken for the opening, as the partners employees will feel proud to work jointly as a team. This will give opportunity to the partners employee who knows the brand fame of the Ritz Carlton by giving the Ritz Carlton basics. Ritz-Carlton management takes the following four steps to ensure that employees maintain the companys high standards for quality and service Excellence, as articulated in the Gold Standards: (i) rigorous employee selection process, (ii) employee orientation, (iii) employee training certification, and (iv) continuous coaching. Conclusion The service industry is becoming more competitive. Global aspirations and technological innovations are challenges for the industry. Customers are loyal to the services rather than company. The services need to revisit and provide latest offers. Worlds best organizations believe in beating their own standards and developing innovating products to serve and win customer hearts. 100 % employee pride Joy, Zero customer difficulty and 100% customer loyalty are performance criteria of performance excellence set by Ritz Carlton Hotels. The road map created for performance excellence through strategic planning, leadership, Human resources, Processes Systems, customer focus, information analysis finally business results. Employees groomed and equipped to exceed (Not meet) customer requirements. Regular updating training needs, deliverance evaluation, PDCA (Plan, Do Check, Act) and Z- back approach; unlearning learning approach aided in meeting industry challenges.