Negotiated Order

: â€Å"The Negotiated Order of organizational Reliability. †| | Watson (2008), â€Å"Organizational rules and hierarchies play a part of in the patterning of life in organizations but the overall organizational order is one that emerges out of the process whereby different groups make use of rules, procedures and information in the day- to-day negotiations that occur between them about what is about to happen in any given situation at any particular time. Paul Schulman, in his writings on the Diablo Canyon nuclear power plant unfolded the different aspects of management step by step showing how organization rules, hierarchies and cultures affect the efficacy of the plant. At the beginning of the article ‘The negotiated order of organizational reliability’, Schulman (1993) delves into the realm of both the worker and manager by introducing and further conceptualizing the idea of â€Å"slack†. He expounds the link of this concept, of slack by breaking it do wn into two varieties.Firstly â€Å"resource slack, in time money, personnel†¦can be viewed negatively as a nonproductive inefficiency in the organization, a suboptimal allocation of available means to desired ends. † This concept outlined inherently speaks to the idea of Taylor’s ‘systematic soldiering’, where Taylor explains this notion as â€Å" employee’s deliberate attempt to restrict output and still get maximum reward without tempting management to come back and tighten the rate. † The second aspect of slack zeroed in on is that of control slack.Despite the negative connotation of the word slack in essence from an industrial sociology standpoint can be viewed positively as a way to move away from a scientific management approach which helps to break down a centralized bureaucratic authority. Shulman’s aim on the paper being discussed is generally focused on the idea of organization function and efficacy and reliability from workers. One such way of doing such was by the work environment, the article outlined a quite detailed description of the surroundings of the plant; the Diablo Canyon nuclear plant is located on acres of beautiful farm land with beef cattle and crops on the way.Parker in his book Sociology of Industry (2005), noted from the Hawthorne studies conducted that environmental factors played a key role on motivating workers behavior. Industrial sociology would pinpoint the strategic effort places on environment to be all part of management’s way of motivating or just keeping workers happy. The author highlights a clear division of labor as well as support groups, separate departments to handle each problem example Safety and Emergency Services department as well as Safety Review groups, fire Marshalls, hygienists.This inherently shows the rigid bureaucratic structure eminent at the firm with each specific group having a designed task to take care of. Workers jobs are monitored via quality assurance who reports to the vice president of utility. He shows that the firm as well maintains a level of compliance when it comes to specific standards. Most importantly when it comes to employee interaction and say on the job, what separates this firm from a scientific management style is the fact that they have weekly meeting which inherently allow employees to be a part of the firm as well as support group for workers.Schulman highlights in his research that despite the high levels of specialization and organization there is pressure to â€Å"formalize† tasks and as a result there are some â€Å"established norms for operations—not formally but informally. † These norms the writer ties into the title of the article negotiated order which he highlighted there is at the firm however it was difficult to actually point out except with the case of improper communication between the day and night supervisor who did not tell each other about changes that were made.In all the case of Diablo canyon managers aim to diminish slack and gain maximum safe levels of performance, they have implemented formalized standardize hierarchical structures which help inherently promote cultures desirable for the organization as they saw that were arrogant were not seen as an ideal worker as well the internal polity had a system of somewhat overlapping powers thus decreasing centrality. Analyzing this piece from an industrial sociology standpoint brings up many issues.Firstly Schulman fails to show how really employees are motivated at Diablo Canyon. Despite all the programmes and meetings put in place there is no clear indicator of how the employee is in fact motivated. The author centralizes on management and management functions, and measures they put in place. His main issue of concern as mentioned prior was efficiency on the light of the manager’s perspective of the firm. A lot of the paper went on to â€Å"sort out units†, separate different part of the organization and highlight their role.For example there is a â€Å" Plant Staff review committee that meets weekly to approve procedural modification and design changes, as well as a Technical review group† , showing that management takes high level of importance in quality and control. With all these groups especially support groups and safety groups it acts as a motivator to workers. Thus here we can say that there is even though not mentioned by the author some sort of motivation taking place by implementation of these groups.Looking at the Pychologistic side in management, we see that Maslow (1954) believed that scientific management should be revamped and remodeled to and â€Å"centered on releasing people’s potential at various levels† Maslow designed and put forth a model he called the â€Å"Hierarchy of needs† in which he outlines various levels of motivation for workers. At the Diablo canyon we see that workers are motivate d on the second as well as some evidence of third level, which are safety needs and love needs respectively.Especially safety needs with all the inspection units, the Onsite Planning Engineering Group for example â€Å"engineered to verify activities are performed properly and looks over general safety of the plant as well as looks over equipment modification. † Worth mention is the comparison the author makes to a study entitle â€Å"The Hospital and it’s Negotiated order† (Strauss, Schatzman, Ehrlic, Bucher and Sabsin (1963) described what the write states as a â€Å"complex pattern of reciprocal yet unstated agreements† between hospital staff.Schulman clearly highlights as part of his issue that the aforementioned phenomenon of negotiated order which was brought forth by the Interactionist School in industrial sociology can in fact be observed within the plant. â€Å" not only are a range of informal interorganizational agreements observable, their ne gotiation and continual renewal are recognized and embraced formally in the organization†. Here one clearly understands that yes there is an existence of negotiated order however he fails to impact on its existence on the plant here at large.Instead he seems to bring out the idea of a more Durkheimian strand of groups and the importance of formal and informal groups at the workplace. Tony Watson (2008) highlights a case which can mirror a comparison with the idea of groups. A researcher found that within two departments that the department with a higher level of social solidarity, were more bonded with similar experiences, and just had a group or community type setting. Thus it lends the reader to ask whether or not the managers at the firm aimed to bring out such factors and create a motivator in and of itself out of the groups.Schulman (1993), shows the reader that â€Å"A new agreement had been negotiated between the Radiation protection officer and the night shift foreman to make minor modification in the design of scaffolding† however it was found that the night shift foreman failed to make mention to the day foreman. There is not sufficient evidence to show whether or not as well this could have been a case of negotiated order and they made the decision unknowing to the day because of their own benefits, as the day foreman did complain: â€Å"They are changing the rules in the middle of the game†. However the author shows how swiftly management resolves such an issue.Here management worked hard to ensure everything was cleared up and he states to â€Å"restore amicable relations between the two departments†. Therefore one can imply that at Diablo Canyon there is a focus of cohesion and agreement among the firm which takes a bit away from the scientific management realm that Taylor would talk about. Trust is a vital cohesive unit and this is brought about by as well the decentralization and separation of powers at the plant, aga in moving focus away from a manager centric role, at the plant there seems to be more of a worker oriented feel to an extent.This may be so whereby there are efforts to have weekly meetings hearing employee feedback as well as the breaking down of roles within the organization despite the rigid bureaucratic structure there is some flexibility which lends back to the point at the beginning of the paper by Schulman when he mentions â€Å"control slack†. To further contribute to the writing of Schulman using the thoughts and concepts akin to that of Industrial sociology, first to delve more into the issue of negotiated order as it relates to â€Å"slack†.A firm like Diablo Canyon can easily fall susceptible to unhappy workers, due to the type of environment managers ought to look out for informal social groups. While mention of it was made, looking at Durkheim’s analysis on social groups and how it impacts on a firm. In addition because of the environment being a p lant and having a somewhat scientific management style, the writer should have paid more particular attention to aspects of worker interaction and their feel of the job. Issues such as Deskilling and alienation of workers, how can a reader be sure that workers do not feel totally dissatisfied with their jobs.Watson (2008) brings forth the idea of Marx’s notion of alienation, whereby a worker because the monotonous nature of his job may start feeling estranged. One might argue that the mere groups and weekly meetings counter the feelings of estrangement and instead due to technology highlighted in the plant may be akin to Braverman’s (1974) idea of up skilling. The level of equipment highlighted needs a certain amount of skill even at the lowest level thus separating the workers of Diablo plant from a normal processing plant that may require much less skill.The entire focus of the writer delves into the aspect of as mentioned throughout efficiency of the worker this is achieved via motivation principles through groups and safety. The writer shows how management even though having a strong, rigid bureaucratic structure allows some control slack as well as the large number of informal groups may impact on negotiated order and other minor work disputes however due to the set of the organization these such disagreements are quickly dissolved and rectified.However the writer from an industrial sociologist standpoint failed to take in key considerations since it is a plant, issues such as alienation, deskilling could have been more addressed as well as more emphasis could have been put into the notion of negotiated order. Works Cited Parker, S. R. , R. K. Brown, Child J, and M. A. Smith. The Sociology of Industry fourth edition. London: Unwin Hyman, 2005. Schulman, Paul R. â€Å"The Negotiated Order of Organizational Reliability. Administration and Society 25. 3, 1993: 353+. Watson, Tony J. Sociology, Work and Indistry 5th edition. NewYork: Routledge, 2008. ——————————————– [ 1 ]. Watson, Tony J. Sociology, Work and Industry 5th edition. NewYork: Routledge, 2008. pgs 49-50 [ 2 ]. Schulman, Paul R. â€Å"The Negotiated Order of Organizational Reliability. † Administration and Society 25. 3, 1993: 353+. [ 3 ]. Watson, Tony J. Sociology, Work and Indistry 5th edition. NewYork: Routledge, 2008. pg. 3 [ 4 ]. Schulman, Paul R. â€Å"The Negotiated Order of Organizational Reliability. † Administration and Society 25. 3, 1993: 353+. [ 5 ]. Watson, Tony J. Sociology, Work and Indistry 5th edition. NewYork: Routledge, 2008. [ 6 ]. Schulman, Paul R. â€Å"The Negotiated Order of Organizational Reliability. † Administration and Society 25. 3, 1993: 353+. [ 7 ]. ibid [ 8 ]. Schulman, Paul R. â€Å"The Negotiated Order of Organizational Reliability. † Administration and Society 25. 3, 1993: 353+. [ 9 ]. ibid

Dependace on computer a blessing or bane Essay

Computer has become the lifeline of modern generation. This has become part and parcel of every man’s life. We are sharing innovations between countries because of computers and internet. It has given us the capability of connecting with people from around the world as easy as it is to talk over the back fence in your own yard. Because of computers and internet one can take any course in any institute through e-learning.The world is developed faster because of computers. One good thing about computers is that it frees up the human mind to be more creative. We don’t have to spend all our time organizing and looking for information, crunching numbers .A day will come, we will become handicap, we perhaps would not be able to do anything without it. On the other hand, computerization of our society can make us numb to each other, where we sit in front of our safe little boxes and deal with each other that way instead of face to face. We are becoming lazy by depending too much on computers and are being distant from physical activities. It has become a huge distraction for most of us, and in some cases a full blown addiction. The main disadvantage by depending on computers is taking risk about health. Working with computer most of the day causes stress, visual problems etc. Let’s not forget that with computers has come a whole new and unexpected wave of high tech crime, and allowed the slimiest among us to hide even more carefully, becoming even slimier and making things worse for everyone. If by chance something happens in the atmosphere or some unknown natural calamity occurs, this, then will affect the entire system of wireless communication like the Net. My question is that what will we do or the whole world does at that time if all the computers fail functioning. Has man ever thought of it, yes, of course our progress will be ‘stand still’. It is better, we start thinking for the future, to solve the enigmatic problem. Without computers it wouldn’t be possible for the world to become a global village. Computer is a boon for us. We should utilize technology to compete with this fast world. But too much dependency on anything is good for nothing. Every coin has two sides. It’s up to us to receive good and to leave bad.

Queer Identities Essay Example | Topics and Well Written Essays - 250 words

Queer Identities - Essay Example Television too is now less reluctant to broadcast these individuals, usually without much negative interest or comment from the press or the public (Serrano, 2009). Additionally, there have been recent ‘androgynous’ fashion trends which make it more difficult for clothing to fall into binary gender norms. It is now extremely commonplace to see women wearing typically masculine fashions (whether this be in hair or in clothing), and this presents a huge change in gender norms (). In a way, the acceptance of these media of the transgender and queer communities makes a very strong political statement, although it may not be immediately obvious. It also suggests that patterns developed in a heteronormative society (that is, acquired culturally) can be broken and changed to represent the individuals needs and desires, through the spread of ‘non-traditional images and ideas about how people can appear and act’ (Gauntlett, 2008,

Applying a culture awareness scholarship Essay Example | Topics and Well Written Essays - 500 words

Applying a culture awareness scholarship - Essay Example Therefore, different cultural groupings would have different values and norms. Because of this difference, there is need for cultural sensitivity. With cultural sensitivity, despite knowing the existing cultural differences and similarities, no values would be assigned to such differences. This understanding and sensitivity critically inform the tenets of cultural awareness. Thus, cultural awareness would mean the development of understanding of and sensitivity to another ethnic group. It involves appreciating one’s culture and accommodating with respect other people’s cultures. This would require continuous development of knowledge of other people’s cultures, especially by interacting with such people. Cultural awareness is an important attribute to cultivate because it fosters peaceful and harmonious coexistence in this multi-cultural environment. What is considered as appropriate in one culture could be interpreted as inappropriate in another. Thus, misunderstandings could arise if a person uses own meanings to make sense of the other person’s reality. Important to note is the argument by Picardo that cultural awareness is difficult as naturally, culture is not conscious to humans. From birth, humans have learnt to do things unconsciously. Our values, experiences and ethnicity cause actions in a specific way. It is important to get out of our cultural boundaries so as to realize the impact our cultures have on other people. Seeing both the negative and positive aspects of our cultural differences would be an important approach in fostering peace and harmony in our societies. This cultural awareness would particularly be important when an organization seeks to expand its s olutions and identity so as to take a different approach to its problem solving procedures. It not only promotes flexibility but also creates new valuable behaviors and skills. In business, cultural awareness

International Trade and Technology Assignment Example | Topics and Well Written Essays - 1250 words

International Trade and Technology - Assignment Example It can be seen that countries that have the resources and capacity end up benefitting from the ideas originating from the other nations that have weaker intellectual property protection (Roos, 2008). However, such countries also stand better chances for development since their ideas can be improved to come up with valuable products. Countries need weak intellectual property protection when they are still in the developing stages and they do not have the resources to turn their ideas into valuable product. This will help these countries to attract foreign direct investment (FDI) that can boost their economies (Haydam, 2001). On the other hand, countries that have vibrant economies need stronger intellectual property protection in order to protect their interests. 2. The World Trade Organization (WTO) in partnership with the World Bank and International Monetary Fund (IMF) are specifically concerned with setting parameters for and directing the economic policies of governments around t he world (Haydam, 2001). In other words, WTO is responsible for facilitating trade among different nations and making sure that fair trade practices are upheld. However, the main issue with WTO is that it determines the amount of debt a country can get from international monetary organizations like IMF and World Bank. Developed countries enjoy an unfavourable advantage compared to developing countries which entails that they have an upper hand in various trade deals. The key element of The Agreement on Trade Related Aspects of Intellectual Property Rights (TRIPS) is mainly related to protection of property rights. The technical barriers to the agreement involve the fact that less developed countries are often found at the receiving end since they may lack the technology and equipment to transform ideas into meaningful products that can be traded in order to boost their own local economies. As a result of the fact that developing nations may not have sufficient equipment to develop v arious products, they end up giving in to countries that have the resources which may not bring the anticipated results. 3. In most cases, the host country benefits from the international migration of scientists and technologists from poorer countries to wealthier countries. These people would boost growth and development in the host countries where they will get the opportunity to get jobs that suit their qualifications and skills. Warhurst (2008) suggest that migrant workers especially in developed countries positively contribute to their economic development. However, the main problem is that migrant workers are poorly remunerated since the host countries would also be intending to take advantage of them. Apart from failing to get salaries that are not commensurate with their skills and qualifications, the migrant workers will significantly contribute to the development of the host countries. Their knowledge and skills would be used to develop other countries while their own coun tries continue to lag behind in terms of development. Therefore, it can be seen that the host countries, developed nations in particular are the winners in as far as the aspect of skilled migrant workers is concerned. The original countries where these people come from are losers as a result of skills flight. The people who are supposed to carry out research and development project in the country

Global Recession And Its Impact On Organizations Essay

Global Recession And Its Impact On Organizations - Essay Example Motor vehicle industry was one of the worst hit by the crisis. Some firms such as the General Motors in the US had to shut down some of its branches. According to Dullien, Herr, and Kellermann (2009), Organizations have been affected heavily by the world economic crisis. This has seen the organizations lose key players in the industry. Some firms have been forced to close down due to reduced sales. Epstein, Grabel, and Jomo (2004) give an example is the motor industry sector that recorded a decrease in sales compelling some firms to minimize branches. This other than low-profit margins result from the economic crisis which boils down to individuals rather than organizations alone. The effects of economic recession extended all over the world with the most vulnerable being the gas exporters to the United States. According to Flassbeck and Spiecker (2007), this owes to reduced trade levels such as real estate and gas and banking sector. The banks in the US decided to reduce loans available for individuals due to lack of confidence in the assets that they own. According to Ratha, and Xu (2007), what followed was panic and mistrust development in organizations. G-20 (2009) argues that the governments of affected states have made effort in making sure that corrective mechanisms are implemented with mitigation measures put in place KEA (2006) has details of organizations worst hit by the recession includes the large incorporate houses in the United Arabs Emirates where real estate sector became a victim of the circumstances. Construction and value chain were sectors that were no exemption from the crisis. ECA and APF (2008) demonstrate that tourism and hospitality recorded a significant level of reduced customers as compared to the previous years.

Pollution Prevention Case Study Example | Topics and Well Written Essays - 1000 words

Pollution Prevention - Case Study Example In this  assignment  we will look for the  stakeholder  of the chemical plants,  we will  identify  the  part  they play in making any  company  a success, we will also look at how a company can  function  such that it meets the needs of its stakeholder and at the same time maintain a quality standard.  We will also look at the factors that affect the quality of the product that the company produces and how it can be further improved upon.  Since, the only thing that is  constant  is change,  therefore  how to bring about a constant change that will keep the  stakeholder  happy  and will also  benefit  the accounts of the company (Chanlett, 1973). Stakeholders of any organization are those who, will  basically  benefit or  will be harmed  by the activities that  are carried  out by the firm.  For any organization  there are  broadly  two types of  stakeholder, internal  stakeholder  and external  stakeholder. ... They care about the profits  but  they are far more concerned about the success of any project they have initiated. Even those who  approve  the launch of the new product are all  stakeholder  of a project. The best possible way to meet the requirements and expectations of  stakeholder  is to produce results. The only things that the  stakeholder  wants are the results, the end product. The best way to  produce  the results is to have a business strategy designed in such a way that the end results  are met, and the most  appropriate  way  is to  design  the  strategy  in such a way that the goals are realistic, measurable and achievable, this will make it easy for the company to make the  stakeholder  happy. It is not  necessary  for the strategy to be a  huge  one  but  it should be an  effective  one. It is  important  that the roles and responsibilities are  pre assigned  and  the  relationship  of the peopl e involved  is clearly mentioned  and defined so that the work flow can  progress  effectively and smoothly.  Clear job descriptions should also be provided so that each and every person is aware of actually what they  are supposed  to do and what extent their contribution  is required.  There should also be an established performance  evaluation  system for the people involved in the implementation of the  policy  to make sure of its effectiveness.  Also, there should be a  proper  mechanism  which will work to make sure that the  policy  is being implemented  properly and as per the laid down rules (Chanlett, 1973). There should be  constant  checks on the  policy  that  has been implemented.  The environmental policy should be such that the objectives and the targets that  have been laid  down

Genetic Disease Case Study Example | Topics and Well Written Essays - 2500 words

Genetic Disease - Case Study Example Rita inherited the recessive gene from her father and became a carrier. Since both Peter and Rita are carriers for the recessive gene, there is a 25% chance that their child could well be suffering from Tay-Sachs disease. The screening test (CVS) for fetal genetic defects confirmed that the fetus was indeed afflicted by the Tay-Sachs disease. Rita (43 years) and Peter (46 years) have been trying to have a baby for more than 2 years, Rita has conceived now. There is sufficient documentation to show that the peak fertility period for women is between 20-24 years of age, after which it begins to decrease and this explains the delayed conception. The website www.babycentre.co.uk states that "According to the Human Fertilisation and Embryology Authority, "At 35 you're half as fertile as when you were at 25; at 40 you're half as fertile as when you were 35". This means that it can suddenly take much longer to get pregnant when you hit your late thirties or early forties and you may have problems conceiving at all." Another problem is that the odds of having a baby with a genetic defect increase as you get older. Figures from the Office of National Statistics for 2005, show that the risk of having a baby with a genetic abnormality such as Down's syndrome rises from 2 per 1,000 births at ages 35-39 years, to 4 per 1,000 at age 40-44 years up to 14 per 1,000 at age 45 years or over. If you're almost, or over 40, you should strongly consider genetic testing because the risk of genetic problems increases significantly. Both Rita and Peter have crossed their peak fertility age and are therefore in the high risk category for genetic disorders. The physician, ordered for a CVS to rule out any genetic defects in the developing fetus. The genetic screening pointed to Tay-Sachs in the fetus. Prior to this genetic screening neither Peter nor Rita ever suspected that they could be carriers for the Tay-Sachs disease. The Tay-Sachs disease is an autosomal recessive disease which is a result of mutation in both the alleles of the gene Hex-A seen in chromosome 15. As a result of the mutation, an enzyme called Hexosaminidase A is either not produced at all, or, is not produced in sufficient quantity. This insufficiency leads to an abnormal accumulation of a lipid called GM2 ganglioside in the nerve cells especially in the brain leading to progressive damage of the cells and eventual death of the cells. Children who suffer from this disease usually die before the age of five, because, by this age the nervous system is so seriously affected that it cannot support life. Knowing that it is a recessive gene that causes the disease, is good news for the Trosack couple. A recessive gene can express itself in a particular generation only if it is present in a double dose, this occurs only if the progeny has inherited the recessive gene from both its parents. The chance of the couple passing on the recessive genes to their progeny, so as to exhibit the condition is only

Evaluate Motivation Theories Essay Example for Free

Evaluate Motivation Theories Essay Individuals join and work in organizations to fulfill their needs. They are paying attention to organizations that have the means of sustaining their needs. These means are called incentives of rewards; organizations use them to encourage individuals to contribute their efforts toward achieving organizational goals. The continued existence of an organization depends on its ability to interest and encourage individuals to accomplish these organizational and personal goals. Newman (2010), â€Å"Motivation is defined as goal-directed behavior. It concerns the level of effort one exerts in pursuing a goal. Managers are concerned with this concept because it is closely related to employee satisfaction and job performance† (Para. The Concept of Motivation). There are 2 main concepts of theories Maslow’s and Herzberg. Maslow’s need hierarchy theory divides human needs into five levels; self-actualization, esteem, social, safety and physiological needs. Physiological needs are the basic human needs including food, clothing, shelter and other necessities of life. Once these are satisfied they no longer motivate the individual. Safety needs include economic security, protection from physical danger. Social needs are love, affection, emotional needs, warmth and friendship. Esteem can be self-esteem, self-respect, self-confidence and recognition. Herzberg found that the factors causing job satisfaction (and presumably motivation) were different from that causing job dissatisfaction. Herzberg called it hygiene factors, using the term â€Å"hygiene† in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction. Company policy, supervision, relationship with boss, work conditions, salary and relationship are the leading in dissatisfaction. Achievement, recognition, work itself, responsibility, advancement and growth are the leading to satisfaction. The effectiveness of the application of these theories can be measured with observations of employee job satisfaction. Managers can evaluate satisfaction through employee surveys or by observing workers. References: Newman, M. (2010). Motivation. Retrieved from http://business.ezine9.com/motivation-149b57b275.html

Factors Affect Chef Acquisition Essay Example for Free

Factors Affect Chef Acquisition Essay CAROL L. CRISTOBAL, , â€Å"FACTORS AFFECTING CHEF ACQUISITION IN SELECTED HOSPITALITY INDUSTRY IN LEGAZPI CITY†, (Undergraduate Thesis, Mariners’ Polytechnic Colleges Foundation, Rawis Legazpi City, April 2012) This descriptive study determines the factors affecting chef acquisition in selected hospitality industry in Legazpi City. The qualification requirements include the educational attainment, number of years of experience and skills. Problems encountered and possible solutions by the respondents were discussed in terms of manpower supply, qualifications of applicants and position. A total of thirty (30) hospitality industry managers served as respondents of the study. The study showed a statistical data presentation of the surveyed respondents. This study was conducted in twenty three (23) restaurants namely : Alibar Restaurant, Boklan Food Center, Brent’s Bar and Grill, Colonial Grill, Delica Restaurant, Gasthof Grill, Gerry’s Grill, Golden Boat Bar and Restaurant, Harbor Work, Kanzo Hall and Restaurant, Kim’s Bowl Restaurant, La Roca Veranda, Max’s Restaurant, Mr. Crab Restaurant, Round the Clock Restaurant, Sibid-Sibid Restaurant, Sikatuna Grill, Small Talk Cafà ©, South Ocean Villa, Swaisi Bar and Restaurant, Valentino Bar and Grill, Waway’s Restaurant, 7 degrees Bar and Grill and seven (7) hotels namely: Alicia Hotel, Casablanca Hotel, Casablanca Suites, Hotel St. Ellis, Hotel Venezia, Pepperland Hotel, Tanchuling Hotel. All of the cited literature and studies in this study discussed the relevance and similarities which give the ideas to the researchers to formulate the process in the conduct of the present research study. The theoretical and conceptual framework, the synthesis of the art and the gap bridge of the study were presented to facilitate understanding of this work. Likewise, this study presented the possible solutions to resolve certain problems encountered by the respondents. Findings The following are the significant findings of this study: 1. Requirements for the Chef Position A. Educational Attainment The most important criteria in the selection of employees is educational attainment, thus, the respondents choose the bachelor’s / college degree and vocational diploma / short course certificate who rank as first (1st) with a frequency of 30. Second in rank (2nd) is the Culinary Course Certificate with a frequency of seven (7). With the frequency of two (2), the food and beverage services management rank as third (3rd). B. Number of Years of Experience In the membership of thirty (30), fourteen (14) rank as first (1st) who have 2 – 4 years of experience. Next in rank is the 5 – 6 years with the frequency of nine (9) and lastly with a frequency of seven (7) with a 7 – 8 years of experience. C. Skills It showed that in terms of skills, the first (1st) in rank are the knowledgeable in HACCP and other sanitation standard, having excellent communication skills and being computer literate with a frequency of thirty (30). The second (2nd) in rank is the Advance cooking skills and techniques with a frequency of twenty eight (28). The next in rank is having excellent organizational skills with a frequency of ten (10).The forth (4th) in rank is having knowledge in various cuisines with a frequency of seven (7). Lastly, the Knowledge in costing ranked as last with a frequency of six (6). 2. Problems Encountered by the Respondents A. Manpower Supply In terms of manpower supply, the limited applicant due to international opportunities has the highest weighted mean of 2.76 which result to an adjectival rating of often encountered. The second in rating fell on lack of qualified applicants with a weighted mean of 2.26 or interpreted as seldom encountered. In terms of low wage it got the lowest weighted mean rating of 1.79 or interpreted as seldom encountered. The general weighted mean is 2.27 or interpreted as seldom encountered. B. Qualification of Applicant The highest weighted mean of 1.20 and interpreted as never encountered is shown on lack of trainings. The next in rating fell on lack of skills and competencies with a weighted mean of 1.10 and interpreted as never encountered. Not physically fit got the lowest weighted mean of 1.06 or interpreted as never encountered. The general weighted mean is 2.27 or interpreted as never encountered. The qualification of applicants is not a problem to the respondents for a reason that they will not hire a certain applicant if it is not suitable for their needs. C. Position In terms of position, it is noted that the highest weighted mean which is 2.49 or interpreted as seldom encountered fell on unable to match properly the person to fit in the position. Difficulty to fill up higher position got a 2.46 rating or interpreted as seldom encountered. The lowest weighted mean of 1.06 or interpreted as never encountered is the highly demandable position. The general weighted mean is 2.00 or interpreted as seldom encountered. It implied that position is very important in every establishment to properly disseminate the tasks of every staff. 3. Possible Solutions that can be suggested to Solve the Problems Encountered by Respondents A. Manpower Supply In terms of manpower supply, providing competitive package to attract chefs got the highest weighted mean with the rating of 3.86 or interpreted as strongly agree. Next is should have a proper wage who got a rating of 3.13 or interpreted as agree. The lowest weighted mean of 2.40 fell on providing necessary trainings or interpreted as moderately agree. Training can much give familiarity and understanding with the venture of work that they have. The general weighted mean is 3.13 or interpreted as agree. B. Qualifications of Applicants Along qualification of applicants, the highest weighted mean is 3.26 or interpreted as agree showed up on providing necessary on the job training to seek potentials among trainees. Determining the skills and competencies got a rating of 3.13 or interpreted as agree. The lowest weighted mean of 2.67 and interpreted as agree is on requiring a recent (w/in 1 month) results of standard pre – employment physical exam. As the chef is always in the kitchen to do the cuisines that the customer should wish, the sanitation and hygiene of the cooks is much very important. The general weighted mean is 3.02 or interpreted as agree. C. Position In terms of creating more comprehensive positioning was rated with the highest weighted mean of 3.23 or interpreted as agree. Providing support among employees in terms of trainings, seminars, conferences and other food show activities came second in rating and has a weighted mean of 3.00 or interpreted as agree. Designing a well versed and well trained hierarchy of chef got the lowest weighted mean of 2.93 or interpreted as agree. The general weighted mean is 3.05 or interpreted as agree. Conclusions On the basis of these findings, the following conclusions were derived: 1.The requirements for the chef position in selected hospitality industry in terms of educational attainment, number of years of experience and skills as a whole, it showed that the selected hotels in Legazpi City are hiring an employee who has experienced in their job, matured with pleasing personalities, talented and skillful, sympathetic and congenial to the clients of the establishments. 2.The problems encountered by the respondents are seldom come across in terms of manpower supply, qualification of the applicants and position. 3.Respondents agree on the possible solutions that can be suggested to solve the problems encountered by the respondents in terms of manpower supply, qualification of applicants and position. Recommendations In the light of the findings and conclusions drawn from the study, the researchers offer the following recommendations: 1.The managers of the selected hospitality industry must periodically evaluate the performance of their employees to properly show if the employees meet the satisfaction of the managers. 2.The chefs or cooks are encouraged to undergo upgrading through seminars and workshops to gain more knowledge and skills. It is important to boost all their talents and skills in cooking process. 3.The managers of selected restaurants and hotels are encouraged to keep themselves abreast with trends in terms of interviewing and staff selection process. They must maintain and continue a positive relationship among employees to further reach their goals and objectives. Areas for Further Study The following areas for further study are likewise recommended: 1.Personnel Management of Restaurants and Hotels in Legazpi City 2.The Managerial Practices of Hotels in Legazpi City 3.Human Relationships Practices of Restaurants in Legazpi City 4.Innovation in Hotel Management for Curriculum Improvement in College