Peppercorn Dining Restaurant Essay Example | Topics and Well Written Essays - 1000 words

Peppercorn Dining Restaurant - Essay Example Entry is the initial step in the process of consulting and consists of first contact with a client before the formal contracting process has begun (Anderson 105).Contract is an agreement about the desired outcome for consultation, the work that will be done to accomplish the outcomes, the role each party will be play in completing the work, and the financial and other business terms of consulting relationship (Jones and Brazzel). Before a project begins contracting begins with meetings which are not restricted to one meeting but it is a continuous. The formal contract has two parts one is professional agreement regarding the time span of relationships, payments and consultation process steps. The other part is psychological and is not documented. The description of the situation by the manager of Peppercorn Drew to the consultants is the initial process of entry of consultants in the project. The eventual agreement between the manager Drew and the consultants to do some operational a udits is the process of entering the contract between the two parties. There has been a formal process of entry and contracting in the case of Peppercorn dining restaurant. 2. ... data collection: Interviews, surveys, information from focus groups etc., are used for the data collection Data collection: Use of appropriate protocols while using the gathering approach selected. Analysis and interpretation for the data collected: Drawing conclusions and defining the issues and needs to the client based upon data collected. Yes I am satisfied with the quality and quantity of data collected by the consultants of Square One Consulting. The data gathering methods used by the consultants are interviews, data collection from focus groups like managers at the restaurant, representatives from parent dining organization for the university, various student, full time and part time employees and observations. The most important step after data collection is announcing of the project which was done by one of the consultant Erica that the university would be constructing new dining facility and the manager Drew would be head of the new unit. The most important step after data collection is data analysis and interpretation 3. How will you analyze the data collected? How will you make sense of the situation at Peppercorn? The data has been collected through interviews, focus groups and observations. In the phase of data analysis the information is summarized so that they can be useful to make change in Peppercorn dining restaurant. The quantitative data collected are required for number crunching. The qualitative data are analyzed and summarized by the themes. From the data analysis the consultants must be able to picture the situation at Peppercorn Dining Restaurant. The consultants should keep in view of the following aspects during data analysis. They are: Investment required: The cost incurring must be acceptable by the client organization. The time

Has UK Anti-Discrimination Legislation Succeeded in Providing Equality Essay

Has UK Anti-Discrimination Legislation Succeeded in Providing Equality in Workplace - Essay Example 202-18). This paper discusses whether UK anti-discrimination legislation succeeded in providing equality for all in workplace or not in a concise and comprehensive way. This research is based on the premise that the implementation of the provisions of these laws on employment falls largely in the area of operation of professionals in human resources (HR). These professionals responsible for recruiting, selecting and perform other labour practices affecting the recruitment and retention of workers with and without disabilities. The purpose of this investigation has been to identify how HR professionals have responded to date to this legislation and what more can be done to support the critical role they play in minimizing discrimination against the disabled in workplaces. Sparrow (2000, pp. 202 18) mentions that workplace diversity appears to have a rather short history as a field in organisation studies if one locates its emergence only within contemporary scholarship. Issues that commonly fall within the study of workplace diversity have always existed. ... Yet, early conceptualisations of organisations were rooted in universalistic approaches that largely ignored race, ethnicity, gender, culture, sexuality, and other social identities. Race and gender in organisations gained some attention after the passage of equal employment legislation in the United States during the 1970s as well as in the UK (Sparrow, 2000, pp. 202 18). This work appeared under the rubric of women in management and in studies of the effects of affirmative action and workplace discrimination (Sisson, 1994, pp. 123-131). Substantive attention to workplace diversity in organisations is attributed primarily to the publication of Workforce 2000. This report forecasted a radical increase in the number of women and racial/ethnic minorities entering the United States workforce. It seems this forecast was largely on target although some changes in the profile of the workforce were unforeseen, including an increase in the number of workers with disabilities and growing religious diversity. Women constitute 48 percent of the United States workforce. By 2020, 32 percent of the US labour force is projected to be ethnic minorities, and four of every ten people entering the workforce from 1998 to 2008 will be members of minority groups. Hispanics are now the largest minority group in the United States, surpassing African Americans. Sisson (1994, pp. 123-131) urged organisations and decision-makers to identify ways to "manage" this growing diversity. Consequently, the field was initially practitioner-driven with scholarly attention lagging. Some would argue this accounts for the frequently lodged criticism that much of the literature on workforce diversity is atheoretical. However, in the last ten