Week 7 EOC: Professional Introduction

I am a driven creativist with a passion for fashion marketing and editorials. I plan to expand and further my learning with your company. Providing my background as well in the creative aspects of marketing, graphic designing, and concept building. Looking forward to being a great asset to your company.


A passionate graduate with a background in fashion editorials and marketing. I aim to be apart of a thriving team that is creating a movement in the fashion industry. Providing my extensive knowledge of the business and learn from well seasoned professionals. Creating brand stories, grabbing attention, and growing future clientele is my main focus for a fashion brand.

Current Fashion management and merchandising graduate with a passion for marketing and editorials at a highly consumed publication. Providing a background in fine art, editorials, blogging, and digital design. Willing to bring passion and innovative ideas to a fashion publication.

Week 4 EOC: Employee Recruiting

Physical attractiveness is a unquestionable factor that is used to select employees in many hospitality organizations, such as front-of-the-house servers and hotel front desk agents. This is a fact that can mean if you don't or do get the job. It all depends on the type of business you are applying for. Hospitality companies have certain brand image and reputation, if you don't fit that image and environment, it would be better for both parties to not work together.


"hospitality managers conduct detailed position analyses and task breakdowns to identify precisely the skills their workers currently need and then create effective training programs to teach these skills."


 Tattoos, for example, are a controllable factor and decision you place on how it will affect your professional career. Especially if you have it inked in a visible place, and you are applying in a company where the environment is obviously the opposite. They probably have an opinion of tattoos and the way their employees should look (because, let's face it, you would be representing their company and they don't like to risk that). It is very complicated topic because the fact is that it shouldn't be about the looks. We shouldn't care on the physical appearances and only focus on the internal traits that will benefit both the employee and the company.


"Any manager seeking to find pretrained employees simply by listing detailed skill requirements in their position advertisements are likely to be sorely disappointed, because in most hospitality operations, the manner in which work is completed varies greatly."

Yet an uncontrollable factor such as scars are a different story. Scars were something that just happened, and tattoos was a choice. Their skills should be the focus, because they are the normal just like everybody else. People with scars shouldn't have to be rejected just because of their looks. That situation could easily turn for the worst, and the person could sue the company.


"Questions about physical traits like height and weight have been found to violate the law because they eliminated disproportionate numbers of female, Asian-American, and Spanish-surnamed applicants."


 All in all, it would depend on your personality and the way you would be able to effectively (and emotionally satisfied) work with the company that you are applying for.

Week 3 EOC: Workplace Fairness

This EOC is discussing  our view on Fairness in the Workplace. In the past, some managers felt their employees were not sophisticated enough or had the financial resources. To really challenge policies those employees felt were discriminatory or unfair. However thanks to some great new laws things have changed and become more modernized. 

“That is why employee recruitment and selection efforts are so critical to the long-term success of every hospitality business and to all of the hospitality managers who direct their operation’s recruitment and selection process” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1st Edition. Pg. 100. Wiley, 02/2008. VitalSource Bookshelf Online).  

I believe  it had to be in the position to reprimand an employee of my mother’s restaurant back home.  She owns and runs an upscale stake house, and one of her employees had a very inappropriate tattoo of a naked one on his forearm that my mother was not aware of. She ask me to go in as a secret shopper type of costumer and I noticed many things she was not aware of. 

“Employee recruiting and selection are the first two essential steps taken by businesses to identify and choose the right employees, with the right qualifications, to serve their customers” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1st Edition. Pg. 100. Wiley, 02/2008. VitalSource Bookshelf Online). 

In a situation like this and in case study the hygiene or visual display of an employee, especially a server who’s arm is stretched out to lay the dinner out. When  you see a naked woman it can persuade your whole judgement on the entire experience. 

Week 2 EOC: Case Study Management in Action

This EOC is discussing  the situation of a room attendant with a perfect attendance record and good work ethic issue of requesting a day off and got denied. Donna requested the day off for her only daughter’s graduation and was not allowed the opportunity due to the fact that the hotel was expected to have a high occupancy over the weekend. Since Donna was denied the request after nine years of perfect attendance she decided to call in “sick” to show the love and support to her only child. If I was set in the same situation as of the single mother of one, who was completing her education, I would have called in as well. However as for the hotel's general manager, I wouldn't have supported my housekeeping supervisor because it was not Donna's fault that he co-workers quit for that week and Donna did follow the rules of submitting a request 14 days before the actual date. 

“Fairness in the workplace, quality health care, and policies that help women and men meet the dual demands of work and family.” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1st Edition. Pg. 47. Wiley, 02/2008. VitalSource Bookshelf Online. 

I feel as management there should have been for communication between the two sides, that way employees would not feel the pressure of last minute “sick” calls. Tara should have reported the situation to the general manager who is more than likely trained as on-site legal counsel to help make the legally appropriate decisions in a wide range of work situations.

 “These range from selecting and disciplining employees to preventing harassment in all of its forms, to employee compensation, employee appraisal, termination, and a myriad of other HR concerns” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1st Edition. Pg. 27. Wiley, 02/2008. VitalSource Bookshelf Online.

 I don’t think the termination of Donna over this first act of insubordination over a nine year was the correct outcome.  It is very important that general managers prevent problems from happening before the company has to cure them legally resulting in action that can become public.

 “Therefore, a basic understanding of how employment law is enacted,  as well as how current law affects HR management, is absolutely essential” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1st Edition. Pg. 29. Wiley, 02/2008. VitalSource Bookshelf Online.