Research in multi-cultural relationship building

This study aims to explore the ‘missing gap' between the values of an Accounting firm and the preference shown by Maaori on how they would like to be approached when wanting to build a trusted relationship within a business sense. This study makes use of qualitative approaches in which data is collected primarily through interviews and analysed to produce results and recommendations. The study found that Maaori would like to be approached in a way that makes sense to them and also identifies with their cultural proceedings. It also provides insight into how important trust is when establishing a relationship with Maaori. The study recommends that further studies conducted should interview a wider variety of focus groups to add different elements to this research and that FIRM A's small business department's offerings do not align with what Maaori want so need to be rethought to adapt to Maaor expectations

Effective procedures to attract and retain workers in tourism

The tourism industry is one of the world’s largest service industries and a major player in the New Zealand economy. Despite the growing economy that tourism generates globally and brings into the country, there is a shortage of skilled personnel. The industry has difficulty attracting and retaining qualified staff. This research will explore an overview of tourism recruitment and effective procedures to attract and retain skilled seasonal workers in the organisation. The research also explored the use of skilled seasonal workers in the tourism industry in New Zealand. In recent years there is a common misconception that the tourism industry has under-skilled staff and a lack of vision regarding career pathways. From that standpoint, the industry often offers poor financial compensation. This research will explore an overview of tourism recruitment and effective procedures to attract and retain skilled seasonal workers in the organisation. The study is based on qualitative and quantitative analysis of six previous and current seasonal workers who have provided qualitative feedback on the questionnaire which was emailed and handed out to the participants. The positives and negatives and the reasons that these employees wanted to return or not are investigated Results show that 60% of the participants will NOT return and at the same time indicate that wages and manager leadership skills are the reason. This research also highlights the importance of implementing retention strategies in the industry

Health and safety in hospitality

Health and safety involves rules and regulations at the workplace. It is important at workplaces to protect employers and employees from accidents and injuries. The aim of this research project is to identify health and safety issues at motels, identify possible causes of those problems, provide some potential solutions to solve those problems, and suggest ways to develop a safe work environment. Observation was used as a primary research method. Results show that staff are not following the health and safety rules properly and managers do not inspect or observe properly. Common hazards in motels are slips, trips and falls, forceful exertions, and musculoskeletal disorders. Lack of health and safety education and training prior to commencement of work, carelessness, ignorance, lack of inspections, are some of the reasons for workplace accidents. Both managers and workers are responsible for keeping the workplace safe and healthy. Recommendations include frequent and timely inspections at the workplace, verbal warnings to workers, a health and safety meeting prior to starting work, and meeting to remind them every day, as well as motivating and rewarding employees to encourage them to develop a safe working culture

Is online training effective in retail business?

Learning is more effective when it is an active rather than a passive process. This research investigates whether online training is effective in retail business. The major perspective is to analyse the significance of online training, examine efficiency of online training to enhance the quality of learning, and develop strategy to improve learning and training. In this research, the data was collected by using secondary methods in which data is collected by someone other than the user. The discussion is illustrated by secondary research data providing a comparison to the organisation. The results from research show that eLearning provides flexible learning which allow learners to up-skill more rapidly. It is efficient to remove geographical gaps and able to provide education to all workplaces. It is concluded that the impact of online training in retail business helps to improve the efficiency of both employer and business. It also deepens understanding and promotes motivation and self-evaluation. Self-pacing in online training reduces stress and increases satisfaction. Recommendations include using interactive video in order to enhance memory and motivate. Usage of humour ensures engagement. Provision of feedback after the module helps both learner and instructor to analyse progress

Motivation amongst employees

Farm jobs are more labour intensive and prone to adverse events due to changing weather conditions, which make it a physically challenging job. Intensive physical activities, long working hours, changing shift schedules, and working in adverse conditions are some of the factors that influence workers not only physically but also mentally, which in return leads to low levels of motivation in them. The main purpose of this research project is to evaluate the issue of lack of motivation amongst employees working on a farm. For attainment of this purpose, this research has used qualitative observation method in which all the employees have been closely observed to analyse the changes in their overall performance level and motivation to perform work under different circumstances. The overall analysis of the observed data demonstrated that the main reasons for lack of motivation observed amongst the employees consist of lack of management support, no rewards or recognition, working in different shifts, and lack of flexibility in working hours

The importance of values and vision in a growing organisation

The organisation came to me stating that they were having problems with employee retention and quality control and they did not know what was causing it. They personally have strong visions and values, but were not sure if their employees were on the same page as they were, from a SWAT analysis. The values of an organisation are the behaviours that the employees of an organisation demonstrate, or are expected to demonstrate. This consists of what are perceived to be good or bad behaviours, or traits. Strong shared values lead to a strong culture and employee retention. Values that aren’t shared are often frowned upon, and persons with different values can be looked down on or discriminated against. The vision of an organisation is the goals that the organisation wishes to achieve and which push the organisation forwards. This form’s vision is expansion and becoming one of the best and most sought-after bakery’s in New Zealand. Organisational growth breeds change. Poor management of change leads to unhappy staff and staff who don’t understand the reasons for things happening and don’t feel it is necessary. When an organisation grows, management become more detached from day to day activities. The research aim was to find how to make sure that an organisation has strong values and vision and how to maintain these throughout the growth of the organisation. Finalized results are not yet available. Questionnaires will be given to staff, interviews held with management, then observations held to assess staff. Recommendations include that change management plans and training process and tracking training be implemented