Writing style Assignment Example | Topics and Well Written Essays - 500 words

Writing style - Assignment Example In this light, the paper is an assessment of my academic writing style, weaknesses and strengths and smart developmental objectives guiding my writing. The undoubted fact that everybody can write but not to academic requirements has never escaped my mind in writing. As a result, I have often made various attempts aimed at improving my style of writing not only in the educational context, but also in the external classroom environment (Lombardino, 2012, pp. 48). Apparently, I can say with confidence that my writing style has greatly improved since elementary school. I have met with different audiences that define my situation and purpose of writing. For instance, I have written different poems and stories regarding life issues. Arguably, my style of writing contains different literary elements in line with writing elements. I have a consistent use of grammar and elicit application of various writing considerations. Most importantly, I have a clear regulation of style, tone, voice, and diction of my writings. I have various strengths with regards to writing. Evidently, this not only relates to my sentence formulation initiatives but also referencing requirements, which have become part of writing. Certainly, MLA, APA, Harvard, Chicago and Oxford writing styles are no longer my writing nightmares but a clear source of my strengths. I have sufficient information on writing techniques as well as requirements from a global perspective. With attention to word choice, I have the ability to weed out unnecessary words in my writings by using precise wordings. I have great touch of sentence fluency ensuring that phrases and wordings do not lead to monotony or reflect parallel ideas. From this perspective, a clear set of strengths that play a vital role in shaping my writing styles. Nevertheless, I have various weaknesses that in many instances have attempted to derail my ability to reach perfection. Looser oral words in many instances affect

Ritz Carlton Case Study Example | Topics and Well Written Essays - 750 words

Ritz Carlton - Case Study Example According to the hotels motto employees are considered as valuable and important as the customers they serve, "We are ladies and gentlemen serving ladies and gentlemen" (McDonald, 2004). The company believes that their employees are its greatest assets and should be treated as such. The hotel is very selective in hiring employees that they believe will be suitable for the job. They take in consideration the perspective employees personality and attitude rather than just hiring based on experience. This method allows the hotel to select employees that not only will provide excellent customer service but will also be happy with the job they are doing. According to a director of training at one the hotels locations, "If you want to achieve service excellence, you must select people who want to go with you" (Lampton, 2003). After they are hired, the hotel provides all employees with extensive training that prepares them to face any difficulties that they may encounter on the job. It is estimated that the Ritz-Carlton spends an average of $5000 training each new hire (McDonald, 2004). The secret to Ritz-Carlton's high employee retention rate is not high wages or perks. In fact, wages and benefits are equivalent to any other luxury hotel. The key to company's high retention rate is creating an environment in which employees feel that they are valued members of a dedicated team and are treated with respect. Employee birthdays are celebrated along with employment anniversaries (McDonald, 2004). Hotel leaders have high expectations from each staff member but do not expect them to perform tasks that they themselves cannot accomplish. Obviously, these methods are proving to be very effective since the annual employee turnover rate in Ritz-Carlton hotels is 25% while other luxury hotels have a rate of 44% (Lampton, 2003). Employees are involved in the process of change rather than having it forced upon them from hotel management. For example, at some hotel locations employees are videotaped performing everyday duties such as setting tables. Later, participating employees watch the videotape with management and discuss ways in which their service can be improved (Lampton, 2003). In addition, every employee has the power to spend up to $2,000 to resolve a guest's problem without having to ask management for approval. This hands on method results in a high employee satisfaction rate by giving employees more control over their profession and motivates them to do a better job by involving them directly in the change process (McDonald, 2004). The hotel has an open door policy when it comes to accessibility. Dissatisfied employees can easily talk to hotel managers about any problems that they may encounter on the job and ask for guidance. On a routine basis, employees are involved in 15-minute daily talks in which they discuss the core values of the hotel such as excellent customer service. This method enforces enthusiasm among the employees because they have a chance to share their work experiences with each other. The Ritz-Carlton is one of very few large companies that focuses attention on core values on a daily basis (McDonald, 2004). Although the hotel does an excellent job at making employees, feel valued and provides excellent training at times its methods can be a little