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1. Isaiah Hankel is so accomplished. I liked how he spoke about starting at the end. In the beginning I was like huh, what in the world is he talking about. Deciding on your ending point allows you to set goals and daily actions to get you there. In human resources the end point would be something like a well trained, engaged employee. So human resources would need to map the daily activities and goals to get them there. First would be hiring the right person. Next spending time with them to see where there are, what they need, and how they need to learn it. The next step maybe getting their paperwork filled out then explaining about the company what the company’s goals are. Training should be done in different ways and spread out over time. Isaiah Hankel shares about getting where you need by basically deciding where you want to be and what steps are needed to get there or what things you can do to get there. I did a little more research into Isaiah Hankel and found he wrote a couple books and I am looking into getting one in particular. It’s called Black Hole Focus. Black Hole Focus is step-by-step guidance in creating a focus so powerful it will transform lives. Black Hole Focus explains why you need a focus, how to create your focus, and what your newfound focus can do for you in the face of adversity. I honestly believe this book will shed some insight In helping me get where I want to be. 2 .Isaiah had a great speech on starting with the end in mind. I really enjoyed his story about declaring his major in college because of others expectations. Like the other videos and podcasts, he also touched on the importance of doing things you really enjoy. Find out the action you want to do every day. You should determine your own goals, not what others expect from you, and go reach for them. I believe it is important for anyone who wants to be successful to first determine their goals in life. But, you can’t stop there. It is equally important to figure out what you have to do to get to those goals, and map out your plan to get there. This allows you to get to the point, instead of aimlessly going around in circles trying to figure it out on the fly. I’ve always found that if I set small goals along the way, it makes it easy for me to reach my ultimate goal. For some reason, it makes it seem easier to get there. When I reach these small goals, it makes me feel good and gives me a greater sense of motivation because I feel like I’m actually getting somewhere. This would be a great tool for an HR manager to use. When training new hires, write down the company’s and the group’s goals as a whole. Review it with them on a regular basis and have them track their progress. Like Isaiah mentioned, if you do this, it will keep the end point into their awareness. This keeps the group motivated and makes them come together with great teamwork. Everyone will be on the same page and working for one common goal. This can also build great camaraderie within the company as well, which is always good for company mo 3. David Mead talks about working with leaders and companies helping them to create an environment where people show up to work because they want to, not because they have to. David shares about starting with why, or what it means to start with why. He also talks about the difference between manipulation vs. inspiration, and how manipulations can lead to transactions, not loyalty. I loved this part because this is where the difference in an employee just being there and doping their job for a check and an employee being involved, engaged and caring about what they are doing. Don’t we all wish we could wake up every day inspired to go to work at your job, feel safe and valued while we are there, and return home at the end of each day fulfilled – feeling as if we are contributing toward something greater than themselves. That in itself would inspire a passion like no other. Feeling that way would create a customer experience out of this world. It would be a Chic Fila customer experience times ten. David Meads top three pieces of career advice is 1. Work for a cause, not for a company, 2. Be imperfectly you, 3. Show up to give. These should be my life advice. Imagine how much further we would get if we consistently followed David’s theory. In the hospitality industry we should all have an attitude of service and giving. Life is too short to simply clock in and clock out, how true is this. I printed out this saying and posted it in my office. 4. David touched on a topic that I had previously talked about in another discussion board. I have always believed in the importance of loving what you do. When you do, you put your best into your job because you truly enjoy doing it. When this happens, it benefits you and the company you work for. David presented these ideas in a different way. The importance of finding your why. I think everyone goes through a point in their lives where they feel stagnant in a job. They feel like they are just going through the motions and don’t feel motivated. This is where David believes the process of finding your why is important. Since we all spend the majority of our time at work, you want to make sure you are good at it and have a sense of fulfillment. This helps in your overall well-being, which in turn, can ultimately affect your performance. Our job reaches farther than just what you do, it can define who you are outside of the job. David was asked by the moderator if someone finds their why doesn’t line up with what they’re doing, should they just quit? He had a great response that we could all use in our lives. He mentioned the importance of being the person to make a difference. Show up to work with a different attitude and create a great environment. Be the boss you never had. I believe it is important for everyone in all aspects of their lives to stand up and be the change you want to see. It will make us all better.
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Running head: EMPLOYEE MOTIVATION IN THE HOSPITALITY INDUSTRY1

Employee Motivation in the Hospitality Industry
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EMPLOYEE MOTIVATION IN THE HOSPITALITY INDUSTRY

Employee Motivation in the Hospitality Industry
1. Isaiah Hankel is so accomplished. I liked how he spoke about starting at the end. In the
beginning I was like huh, what in the world is he talking about. Deciding on your ending
point allows you to set goals and daily actions to get you there. In human resources the
end point would be something like a well trained, engaged employee. So human
resources would need to map the daily activities and goals to get them there. First would
be hiring the right person. Next spending time with them to see where there are, what
they need, and how they need to learn it. The next step maybe getting their paperwork
filled out then explaining about the company what the company’s goals are. Training
should be done in different ways and spread out over time. Isaiah Hankel shares about
getting where you need by basically deciding where you want to be and what steps are
needed to get there or what things you can do to get there. I did a little more research into
Isaiah Hankel and found he wrote a couple books and I am looking into getting one in
particular. It’s called Black Hole Focus. Black Hole Focus is step-by-step guidance in
creating a focus so powerful it will transform lives. Black Hole Focus explains why you
need a focus, how to create your focus, and what your newfound focus can do for you in
the face of adversity. I honestly believe this book will shed some insight In helping me
get where I want to be.
Comment
I agree with your position on identifying the end goal before beginning the hiring
and training process. Well-trained and engaged employees are the key to effective and

2

EMPLOYEE MOTIVATION IN THE HOSPITALITY INDUSTRY
efficient talent management and organizational success according to Procedia-Social and
Behavioral Sciences Journal (Kaliannan & Adjovu, 2015). Human resource professionals
recognize this fact leading to their identification of well trained and engaged employees
as the end goal for all their departments’ efforts as mentioned in your post. Your strategy
for achieving this goal progressively by beginning with hiring the right per...


Anonymous
I was having a hard time with this subject, and this was a great help.

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