The Public And Private Sectors In Bhutan Economics Essay

The state-supported And reclusive Sectors In Bhutan Economics EssayThe secluded welkin is the plowshare of the delivery which runs for hugger-mugger profit and it is non biddingled by the g everyplacenment where as normal domains atomic number 18 that part of the rescue conserve with providing basic g everyplacenment service.In Bhutan, both universal and secluded firmament plays an important routine in stinting victimisation of the coarse. Though unavowed firmament is considered as an engine of scotch ingathering, which contributes more than to presidency revenue, generates naughty utilisation opportunities and contributes more towards countrys gross domestic product (GNI), and increase the sparing reaping. But at the same time worldly concern vault of heavens too plays an important role in reduction of sparing inequalities and man arena is an important instrument which the country can employ in preventing of monopolistic t displaceencies. The point of the public domain can be utilized to promote general welfare of the country.Since Bhutan is inland country with disordered entrepreneurial talent due to very newfangled nature of to the highest degree sectoral activities, and in that respect are certain difficulties in nurture of personal and public sectors equal ineffective piece factors, insufficiency of mention facilities, little infrastructural facilities, lack of technology and overly lack of picks etc. small-arm Bhutan is on the path to be a middle income country by 2020, with self-reliance economy and reclusive sector to play the lead role and giving medication ply as facilitator and promoter and wants to achieve full- job by 2020 (estimated, 97.5%). astir(predicate)(prenominal) privy and public sector plays an important role in scotch organic evolution of the country. Though cloak-and-dagger sector is important for scotch growth but public sector is also an important instrument for sparing phy logeny and social welfare. Both public and confidential sector pee-pee contributed to gross domestic product (current 6.7%) which protagonisted in increasing the governing body revenue and unrefined internal corking arrangement in the economy. insular sector is the branch of an economy that is governed by an psyche that does non falls under the direct give of organization as are designed to ready their own benefits. The orphic sectors slang their own choice of production for their benefits and compete with an separate(prenominal) private sectors in the economy. Wilson and Clark (1997, p.76) be private sector as The part of an economy that is owned by individuals and operated for their personal benefit. It is do up of private citizen. This arguing means that the private sector is the privately owned business where individual operate for their sole benefit and the private individual has right to ready over their production, allocation and distribution of goods and go. The private sector produces private goods and services that more often than not promote the economy welfare of owners of private sectors. It is every individuals views to maximise their cost and benefits through the idea of competition with others. The competition and efficient employ of elections is the guiding principle behind every private sector. Neverthe slight(prenominal), the private sector produces and generates volume of income in economy development which potentially contributes to the economy growth. hence, private sectors are sensible to refer as the engine of sparing growth. populace sector on the other is a different sector from private sector as its services are fully regulated by government. The imagings in this case are publicly owned. According to Wilson Clark (1997, p.77) states, The public sector is the part of the economy that is owned by the whole society and operated for its benefit. dissimilar private sectors, the costs and benefits in case of public sectors are jointly shared by all the consumers in the economy. The components of public sector greatly vary across the country. In Bhutan, public sector includes such services as the police, military, public roads, public transit, primary education and healthcare for the citizenry.So the fol secondarying paper will be focusing on the roles of private and public sector that play in the economic development of Bhutan, tarradiddle of these two sectors. It also discusses some of the indicators of economic development in Bhutan followed by the regions made by these two sectors towards GDP (GNI) and employment in Bhutan and some of the difficulties in development of private and public sector in Bhutan. storey of Private and overt sectorBhutan is one of the most isolated countries since 1961, it started its first base development plan by opening its door of economy to the ride out of the world with the inception of first five year plan with economic aid from Government of I ndia. With opening the economy with the rest of the world the private sector activity was and agriculture supplemented by some immature trading facilities. The economy has taken off to a extravagantlyer growth since 1980 and has registered a long-term average annual growth rate of 7.6% in the 26 years after 1980. The average annual growth rate in the 1980s was 7.4% but de-accelerated to 5.9%, however, accelerated again to 7.9% in the first sextette years of the present decade. (Economic Development Policy of the kingdom of Bhutan, 2010, p.3).Today, Bhutans private sector is operating in an extensive range of activities in the country at present day. Bhutan had experience the modern system of economy until at the end of self imposed constitution of isolation in country since 1961. The pert monarch late king Jigme Dorji Wangchuck ended the age old policy and bought the country into the international mainstream whereby the economic liberalization is the important reform taken b y the late king besides other socio-political reforms. The true modern Bhutanese economy started with inception of First Five Year program (1st FYP) in 1961.At present Bhutan is in the give of the tenth FYP and the country has achieved so much within half a century. In modern Bhutan the public sector has contributed so much to the growth of economy since Bhutan is welfare oriented country. The commencement of 1st FYP was the first step towards transforming the agricultural barter economic system to modern economy. The state undertook ventures in the manufacturing and service sector there was no potential in the private sector during those days.Indicators of economic development of BhutanThere are various indicators by which economics use to look out the performance of the economy. In the Bhutanese context, some of the variables which are usually pick out to measure the development are listed belowGross Domestic outputLiteracy RateMeasures of PovertyLife hope eternal sleep of payment1. Gross Domestic ProductGross domestic product (GDP) defined as the total output of goods and services that are produced within the domestic stain of a given country during the fiscal year. Bhutans GDP stands at Nu. 61,223.5 millions with GDP Per Capita of Nu. 89,639.1 in 2010 (Bhutan 2010, info Sheet).The real GDP grew at an average of 9.6% over the Ninth Plan period amongst 2003 to 2007, showing the growth of 21.4% in 2007. GDP per capita in 2002 and 2006 estimated US$ 835 and was US$ 1,414.01. (10th Five Year Plan, 2008-2013, p.4). In 2008, the countrys per capita income was US$ 2152. (Economic Development Policy of the Kingdom of Bhutan, 2010, p.1). So it indicates that the economic development is get alonging.The gross domestic product for the year between 1996 and 2005 is given in the following graph. radical Statistical Yearbook of Bhutan 2006One of the main indicators of economic development is Gross domestic product. It indicates that the gross domestic product in Bhutan has been increasing over the year. So it means that the economic activity in our country is increasing over the years. In the to a higher place graph, we can take that the GDP in 1996 was Nu.11405.2million and it had increased to Nu.13971.1 in the fiscal year of 1997. It counts Nu.32.178.3million and Nu.36941.6 in the year 2004 and 2005 respectively.2. Literacy rateThe literacy rate is the percentage of hoi polloi who are worthy to read and write in their everyday life. Education is one of the most essential and impressive indicators of economy development. The literacy rate in Bhutan is at 59.5% (Bhutan 2010, Data Sheet, Towards supporting evidence based-decision making). It indicates that Bhutan is not economically developed and shows that Bhutan is working lineatic on education and skilled people in developmental programmes. It is the amentaceous and skilled labors which directly pull up the nation economy. If there is high literacy it also indicates the positive sign of economy were skilled and knowledge of people is considered as driving forces for social and economic development. Therefore, high the literacy rates come apart the development condition in the economy.3. Measures of PovertyThe National Statistical office determined the poverty line as Nu.1096.94 to a person a month, of which Nu 867 is for food and the balance considered as non-food expenditure. Food poverty concerns not only the sufficiency in quantity but also the nutritional breathing in of food. In Bhutan poverty rate has decreased from 31.7 percent to 23.2 percent between 2004 to 2007. (Poverty Analysis, 2007).The poverty reduction is the main objective of the 10th FYP and government aims to humiliate poverty to 15% by the end of 10th FYP. The recent Mid-term redirect examination reveals significant reduction in the poverty rate. The poverty data helps in planning and decision making process to develop the economy.4. Life predictionThe life expectancy is another i ndicator of the economic development which shows that higher the life expectancy, meliorate indicator of economic development. The overall life expectancy was 68.9 were for male was 68.4 and for female 69.4 as of 2010 life expectancy rate. It brings the development in health, education and other social services. So it acts as an instrument that indicates the economic development in a country. (Bhutan 2010, Data Sheet. Towards supporting evidence-based decision making).5. Balance of PaymentPositive balance of payment shows better economic development as it shows more inflow of capital, more export than the import and better competition in the international market. Bhutans balance of payment shows positive because the prejudicious balance of payment is finance through foreign aids.Contribution of Public and Private Sector towards GDP (GNI) of BhutanThe GDP of a country is defined as the value of final goods and services produced by normal residents of a country during a fiscal year. Private sector contribution to economic growth in Bhutan is very significant. This is due to strict government control over private sector business activities, lack of access to denotation, inadequate legal framework for private sector activities, especial(a) entrepreneurial skills, and an inefficient government-controlled financial system that does not meet private sector credit needs. As also Bhutans financial system was heavily burdened with nonperforming loans on average across all financial institutions, were close to 40%. It was consequently imperative to strengthen the financial institutions in many basic ways, to move toward a market-based system as distinct from a centrally administered system, to denationalize financial institutions, and to establish an effective banking supervision system. The table below shows the GDP contribution by major private and public sector.Table 1 Gross domestic capital validation in constant footing (Million Nu.)In current prices2000200 320042005200620071. Machinery and equipments3,0313,4765,0604,4321,4081,183Government973619741535893659Private2,0582,8574,3193,8985155242. Construction6,83510,66111,2729,5659,24210,671Government2,1081,6071,8802,1682,8653,679Private4,7289,0559,3927,3976,3776,9753. Gross fixed capital formation9,86614,13716,33313,99710,65011,8554. Change in personal line of credit-354-204-4486103535. Gross domestic capital Formation9,51213,93316,28814,08310,75211,908Source National Accounts Statistics Report 2000-2007In the table above, the Gross domestic capital formation has continued to increase from 2000 onwards thereafter 2005, there seems a declining trend in the economy.Employment Contribution from both the sectorsThe employment extension by these sectors of economy is the significant contribution towards economic development .Government has launched a concerted effort to create additional 35,000 to 40,000 jobs from the priority sectors with 40-45% in rural areas. Construction sector has emplo yed close to 35,000 people in the ago and additional 10,000 local jobs expected in the look sector over the next three years. The tourism sector is expected to create just about 10,000 additional jobs with tourism sectors aim to increase tourist to 100,000 by 10th FYP.The current formal sector work force is around 60,000 persons (of which about 30,000 are thought to be non-nationals employed mostly in the construction activities) the creation of an additional 90,000 jobs in private sector appears as a formidable challenge. Vibrant private construction sector to create employment opportunities for this increasingly literate workforce has been recognized by the Royal government as a high priority issue and now forms a central tenet of the Ninth Five Year Plan.Table 2. phone number of person employed in type enterpriseSector repress of persons employedGovernment49,900Public corporation10,500Private corporation8500 build up forces4900Private Business66,000Agriculture farming180,200 NGO/INGO1000 entireness320900(Source Labor Force Survey Report, 2010)From the above table we can set that private sector offers more economic employment as compared to public sector and private sector is still working for its betterment. However, Bhutan being backed-up by agriculture, many people are engaged in agriculture sector which also symbolized the literacy rate in Bhutan is low and the living standard of people is poor. Vibrant private business and corporations creates more employment opportunities which shows that the development progress is positive that brings better position in the economy.Difficulties in Development of Private and Public Sector in Bhutan1. uneconomical Human resources2. Underdeveloped al-Qaida3. fiscal inadequacy4. Lack of market5. Lack of entrepreneurship skill1. Inefficient Human resourcesA lack of skilled Bhutanese workers or custody and unwillingness of Bhutanese workers to undertake menial or unskilled work. Although Bhutan has made rapid advan cement in the field of education and human resource development, much work remains before the nation is equipped with the human resources required to sustain the process of development. The nations skill base is extremely limited and just over one-half of the population is considered literate. As have less number of technically trained professionals. Thus, the lack of adequate human resource has forced our private and public sector to remain technically self-referent leading to very wordy space of progress.2. Underdeveloped InfrastructuresThe lack of foundation and the insufficient capital equipments are also the main obstracles in the progress of private and public sectors in Bhutan. Moreover Bhutan has poor capital with low saving and low investment. In order to have capital formation large savings are essential and the rate of saving also depends upon the size of income of the people. Even due to inefficient labor and lack of alter technologies hinders the development of priv ate and public sectors in Bhutan. However, the Bhutans young and unstable Himalayan mountain ranges progress very less development with heavy expenditure.3. Financial inadequacyFinancial inadequacy is also one of the most difficulties confront by both sectors. Our private and public sectors are financially constrained. The most government undertaking has to depend on the foreign aid and other donor agencies. The domestically produced revenue is not tolerable for all economic activities. The profit in private sector is bare minimum as the commodities are primary product dominated. Therefore, it is very difficult to engender enough revenue to upgrade the business.4. Lack of marketBhutan is landlocked country with mountainous and rugged topography most of the inhabitants are scattered. The lack of strong road engagement lacks a strong market base which further hinders the capital formation in the country. Moreover, with the landlocked country water transportation is absolutely not p ossible and most of the public and private sectors will be close sea level. More over demand for market shares are also low due to peoples low income and low population. Our goods and services have less competence in world market. Therefore it has been ever so a problem for both sector of the economy to progress.5. Lack of entrepreneurship skillThe lack of entrepreneurship king is another factor that backward the economy growth. Though the entrepreneurship is regarded as the recessional stone for the growth of economy, most of the public and private sectors lack first harmonic key in the development and most of Bhutanese are not risk lovers and they always look for immediate lump-sum reward. The lack of market and private property also pulls back the development. While most of the business individuals lack the business skills that are fundamental in the development of private sectors.The fictional character of Private Sector in BhutanThe private sector produces goods and servi ces that mostly promote the economy welfare of private sectors owners. It is every individual views to maximize their cost and benefits through the idea of competition with others. However, the private sector produces and generates majority of income in economy development which potentially contributes to the growth of economy. Thereby, private sectors are sensible to refer as the engine of economic growth which plays the major roles as given below1. Employment generationThe employment generation is the significant contribution from private and public sector of the economy. The development in private sector creates thousands of opportunities which help government to solve the unemployment problems. The private sectors like tourism and construction sector offers huge employment opportunities. The current employment rate is 3.7% as of 2010 (Bhutan 2010, Data sheet).2. Increase government revenueThe private sector is also considered as the basis government revenue generator. The contri bution in the form of tax is also the important source of government revenue. As when more and more public sector develops, there is always explosion of country in to better state. The mode of economy movement increases and thereby the more revenue or taxes can be generated. Therefore contribution in the form of taxes dies the government revenue.3. Infrastructure developmentThe growth in private sector is an indicator of improvement in the infrastructural facilities in the economy. The social services like health, education, proper water supply and sanitation facilities, transportation, would come up with increase number of private sectors.Role of Public Sector in BhutanTo accelerate the rate of capital formation groovy formation is one of the most important roles of the public sector in the country. Bhutan still has lack of factors that determines the capital formation mainly due to slow development of public sector. The rate of capital formation depends upon saving and investme nts were Bhutan has low propensity to save and invest.Redistributing IncomeThe important role of the public sector is redistributing of income, however, in Bhutan there are many individuals who are not able to earn enough income to survive. It is notice that some members of our society who are handicapped and precisely they are unable to work at productive position. On other hand, public sector impose the taxes to the income of those who work and result into redistributing certain part of their income to those who are unable to work. So in context to Bhutanese society, the maximum private property we own are the maximum income we have and more opportunities we have of being capable to produce. This condition tends to make the rich become richer. However, by redistributing income, our government is trying to exit equity and justice among Bhutanese people and it try to make many other opportunities to earn equally. Redistributing of income provide public assistance to low income gr oups and opening many opportunities on tap(predicate) for their selection and this help in alleviating poverty in the country.ConclusionThe development of public sector started with commencement First Five Year Plan and above all private sector is at emergent stage in our country. However, our economy is young and has a future potential to become the vibrant economy. As our economy is recent phenomenon and it has experienced the achievement of planned economic development. In this paper it reveals that both sectors of the economy challenged by many removable constraints like lack of efficient human capital, market, infrastructure, financial inadequacy and in particular private sector pressured with excessive regulation. So it recommended that government and private individual to invite technical expert to train our human resource and share their views and ideas, to create market for economy. By advancing loans at low-cost interest rate. This will help in achieving the role privat e and public sector in economic development of Bhutan.To increase our private sector, the government must minimize the regulation to make efficient use of available resources in sustainable manner so that it can also help our private individuals to make use of their full potential skills and resources for the development.Therefore, It is also recommended that government must revise the existing system of plans, policies and strategies that government must make encourage get the picture and taxation policies like tax holiday and incentives for labour for the developemnt of the private sector.

Anne Tyler Teenage Wasteland

Anne Tyler Teenage WastelandThis short grade by Anne Tyler is nearly the trials and tribulations of a mother and son relationship. Donny is a searchmingly normal juvenile boy who is just waiver through a rough patch. later on being come up toed to a meeting Daisy, his mother, learns that Donnys grades ar slipping and he is refractory in class. Thats where Cal comes in. Cal tries to help but ends up doing more damage than good. To help her teach us a lesson through her story she uses a limited point that shapes our opinion, an altogetherusion that tell us that time is ticking, and a theme that shows us how important our p arnts are to who lead be.The point of view in Tylers story is very important to the format. It is told in third person omniscient and this makes us, as readers, feel a certain way toward the family and Cal. Daisy is the only person in the story that we feel an actual connection with. We recognise how she is feeling and what she is going through. As the s tory progresses, our feeling are shaped by how Daisy is feeling. We flowerpot see how Daisy changed from powerful to confused to hopeless. We in like manner start feeling a certain way toward the characters by her attitude towards them. We feel compassion and poignancy for Amanda as her mom brushes her away, anger towards Cal when he starts trying to take everywhere Donny, and frustration towards Donnys refusal to conform. In contrast to us feeling everything Daisy is going through, we patently see the actions of the other characters instead of actually feeling their emotions. Tyler does this so we dont precisely see just what the setting is. Instead, we see the emotions that are ever bear witness in this story.The allusion to slam cooking pan stood out very distinctly for me. Peter Pan was all to the highest degree someone avoiding responsibilities, living in a fantasy, being lazy, and believing that having fun is the most important thing. In this story, Cal would be con sidered Peter Pan. He has no kids, not a care in the world, hes fully gr protest but wont accept it, and he will not let go of his old life. Hes too lax to be a real tutor. His goal is not to help this kids but to have sex himself and help his students do the same thing. The example of this is in lines 15-19, The tutor told Donny to call him Cal. All his kids did, he said. Daisy thought for a second that he meant his own children, then realized her mistake. He seemed too young, anyhow, to be a family man. He wore a heavy brown handle bar mustache. His hair was as long and stringy as Donnys and his jeans just as faded. Peter Pan is also the confident attractor of the Lost Boys, just like Cal is the leader of the hoodlums that hang out around his house. While Cal is Peter Pan, refusing to grow up and foolishly nave, Donny would be one of the Lost Boys. Hes growing up and easily influenced, he finds his responsibilities challenging, and dislikes his parents. When his mother is called to his private school to meet with the principal sum we learn how Donny connects to the Lost Boys, Clutching her purse, she sat on the principals couch and learned that Donny was noisy, lazy, and fast always fooling around with his friends, and he wouldnt respond in class. It is also preferably evident that Donny was matured on the outside, But his cheeks, of course, were no overnight round, and a sharp new Adams apple jogged in his throat when he talked. But his identity on the inside had not matured quite as much. The last factor is Neverland where you never have to grow up, which would just now be Cals front line. He convinces Daisy and Matt to let Donny stay out later, told them not to call and see if parents were supervising whileies, and they were not allowed to ask one marvel about how school was going. Being around Cal even made Donnys grades slash lower than they already were. When Donny and the other students were with his, they didnt have to worry about parents, school, or simple responsibilities that were assigned to them. They found hopeless release in Cals presence and became almost infatuated with him. Cals presence being Neverland is show in lines 56-59, It was Cal this, Cal that, Cal says this, Cal and I did that. Cal lent Donny an album by the Who. He took Donny and two other pupils to a rock concert. In March, when Donny began to talk endlessly on the phone with a girl named Miriam, Cal even let Miriam come to one of the tutoring sessions. I call back that by adding this allusion to Peter Pan, his followers, and Neverland to her story, Tyler is trying to teach us a moral. I believe that she is telling us that everyone will grow up. Its simply a part of life that we cannot control.The theme of Teenage Wasteland is all about parenting. Its about how the mother and the father play a major part in how the child grows up. The parents are with the child more than anyone else and they are influenced by what they do. Even if it is true th at spate are born with inherent qualities they are still shaped, in some form or another, by the people who surround them on a day to day basis. We can see Daisy struggling with the fact that she knows she caused Donny to grow up unmotivated and lazy. She knew that she was the one who started the business and had no one to blame but herself. At night, Daisy lies awake and goes over Donnys life. She is trying to figure out what went wrong, where they made their first mistake. Often, she finds herself blaming Cal, although she knows he didnt begin it. If you want successful children you have to learn to manage time. You have to know how to spend time with each one and remind them how important they are to the world and how they each have separate amazing qualities that make them have out. I believe that Daisy was a good mother before and later on Amanda was born but eventually had a hard time treatment both of them. She had good intentions but bad ways of doing it.Tylers story us es these literary devices to show how hard it is to grow up in this generation. Children have a hard time fitting in and finding out where they belong. Its all about trying to find out who you are in this barbaric world. Unfortunately, there are more children like Donny, forming and festering into someone who is lovesick and confused. I believe that this shows that you do not have to rely on other people for your happiness.

Critical Review of Post-Mortem Sperm Retrieval (PMSR)

Critical Review of Post-Mortem Sperm Retrieval (PMSR)IntroductionPost-mortem sperm cellatozoonatozoon retrieval (PMSR) is a effect that has given rise legion(predicate) intelligent and ethical concerns, including consent for procedure, ownership and assignment of sperm as a possession, divergence on the inheritance of the offspring and conflict over the founding of sperm retrieval in organ donation (Pastuzak, et al., 2013). There is no agreement on the use of PMSR at distinct levels from institutional to an world-wide level. A report published in 2003 discussed the benefits of implementing get hold oflines to introduce a role model and in that respectfore simplify concerns with respect to PMSR, which included (Tash, et al., 2003)Consent issuesResource availabilityMedical contraindicationsA 1-year time period for c areful evaluation of the recipient.Although PMSR is calm down fairly uncommon, the continuous increase in requests for In-vitro fertilization (IVF) with intr a-cytoplasmic sperm guessing (ICSI), resulted in an increased rate of PMSR requests (Kerr, et al., 1997).Sperm retrieval techniquesWith the advent of ICSI and IVF, numerous sperm retrieval techniques deficiency been developed in order to carriage sperm retrieval from various entry points. The most commonly utilise techniques involve either an epididymal or testicular procedure by throw surgery or percutaneous entry (See Table 1)Table 1 Sperm retrieval techniquesKey MESA Microsurgical epididymal sperm aspiration PESA transdermic epididymal sperm aspiration COB Conventional vindicated biopsy TESA Testicular sperm aspiration.Micro surgical epididymal sperm aspiration (MESA)An department in the scrotum is performed to show the epididymis. Using a microscope the tunica is incised and a ductule is mobilised. An incision of the ductile then follows exposing the fluid in spite of appearance which is aspirated. Microsutures are then applied, when suitable fluid is aspirated, to the ductule. In the case that no fluid is observed other(a) ductule is mobilised for aspiration. Microsurgery entirelyows for a precise incision resulting in an aspiration expel from any contaminating stock certificate. With this technique a large number of motile sperms evoke be retrieved and preserved for future use. Also, it allows for preservation of the ductule in the case of further aspirations, if needed. Nevertheless, no evidence is present to affirm that utilize microsurgery ordain result in better retrieval in the future. In addition, the technique is very laborious and time-consuming, needing a microscope and an experienced microsawbones (Siber, et al., 1994 Girardi Schlegel, 1996).Percutaneous epididymal sperm aspiration (PESA)By using antiseptic the scrotum is thoroughly cleaned and consequently water-washed using saline to give any excess antiseptic. In few cases, local anaesthetic is utilised (Gorgy, et al., 1998), then the epididymis head is put surrou nded by the thumb and forefinger, where it is then punctured, from the scrotal skin, with a needle that is connected to a tuberculin syringe filled with 0.1ml of washing medium. The plunger is then retracted that tardily punctures the ductule. The syringe is then rotated and partially withdrawn staying within the epididymis. wherefore the suction is released slightly and the syringe withdrawn. Examination of the aspirated sperm is then performed by and by flushing the fluid into a dish. In the case that motile sperm are non found, the procedure is performed again at a different location. As the location is selected blindly, numerous tries are needed in order to safe good quality sperm.In this case, the procedure is quick, easy, does not need open surgery and easily repeatable. Nevertheless, since the punctured location is random, it cannot be controlled and occasionally ductules can be missed. In some cases, the epididymis can be very half-size and even covered with fat layers , making retrieval challenging. This can be overcome by using OFNA. Also, there is a higher rule of contacting a blood vessel and therefore contaminate the fluid with blood (Shrivastav, et al., 1994).Testicular sperm aspiration (TESA)In this case anaesthetic is needed, after a butterfly needle is poked around the testicular fluid piece suction is applied from another syringe. The fluid is then examined for sperm quality. Studies to a fault show that color Doppler ultrasonography can be employ to guide the syringe and go around blood vessels (Balenky, et al., 2001).It is quite a wide technique that does not need any special training or equipment. However, there is a risk of puncturing the tunica blood vessels since it is done blindly. Puncturing sevenfold passages into the waver may rails to damage and ultimately haemorrhage. Also, sample record tends to be quite scanty (Craft Tsirigotis, 1995).Conventional open biopsy (COB)An incision is do in order to expose a testis, a fterwards an incision is excessively made to the tunica and a small piece of testicular tissue is sampled. Sutures are then made to the tunica and the incision closed. It is a simple-minded method that can be performed by a general surgeon and yields a significant amount of tissue. However, testicular vessels can be reparation since it is an open surgery procedure, that would lead to the possibility of impaired testicular mesh as these are end-arteries (Schlegel Su, 1997 Manning, et al., 1998).Key ethical issuesEthical issues can be assessed through fairness, choice and wellbeing of the stakeholders, in order to arrive to a plausible conclusion. I managed to identify the following as the stakeholders deceased husband, family members (wife/partner, parents etc.), unhatched child, medico and society.FairnessWith regards to fairness the debate is driven by devil main issues firstly, the right of the father to an successor even after finish. In such(prenominal) cases, it is s uggested that the father conveys consent for artificial insemination prior to his death (Strong, et al., 2000 Orr Siegler, 2002). This would amaze the decision more ethically justifiable. In cases where this is not available, inferred consent could too be accepted. However, although very superficial data is present with regards to the rangemortem wishes of men, it is take for granted that a large occurrenceion of men would not fate their spermatozoa used after their death (Pastuszak, et al., 2013). Nevertheless, strict regulation should always be implied, to eliminate abuse where possible (Strong, et al., 2000).ChoiceThe issues of society with regards to PMSR centre ab flexure up a fear of a continual acceptance of non-conventional coifs especially in buttoned-down societies which may lead society to become biased and aversely disapprove of such utilisations. However, this difference in viewpoint can be seen in all controversial debates, where society criticizes individu als of backing such practices for their own goals and desires. Therefore the accounting entry and implementation of legislation is important to provide a framework which may help oneself society better understand the uses of PMSR.In the case that family members want to perform sperm retrieval from the deceased based on communicative consent from previous conversations, would the physician be obliged to carry out this task? Basing the answer on the physicians autonomy, the physician is not obliged to enter in a patient-doctor relationship, unless the patient has no other means for medically necessary care, which is not the case. This means that the physician depart never be obliged to perform such duties even if sperm retrieval might be ethically justifiable in accredited scenarios. This occurs especially if the physician conscientiously opposes sperm retrieval making him slack to decline performing such tasks (Strong, et al., 2000). Also, another question arises, in that would the physician be morally obliged to decline performing practices which may practice harm to a future generation? The Human Embryology and Fertilisation consent (HEFA) obliges physicians providing assisted reproductive technologies to assess the wellbeing of the unborn child out front proceeding (Parliament of the United Kingdom., 2008). Deciding to perform such a procedure utilizing the sperm of the womans partner can be a complex situation to tackle especially without consent.WellbeingThe main concerns when PMSR is desire are with regards to the deceased and the unborn child. Postmortem sperm retrieval affects the wellbeing of the deceased as it alters the values and beliefs of the deceased (Bahadur, 2002 Orr Siegler, 2002). Also, the child would be considered the heir of the deceased, which has several permanent social implications, especially on the deceaseds family, including, possession distribution and besides the childs upbringing. This could in turn be in complete di sagreement with the deceased values (Bahadur, 2002). Family members could too find interest in maintaining the familys lineage, which could also be in direct conflict with the deceaseds wishes.With regards to the unborn child there are issues too as children born through PMSR will have no father, which may result in heavyies during their upbringing (Strong, et al., 2000). Nevertheless, the claim that post mortem insemination can lead to such dejected views is very complex as it tries to compare existence with something that does not exist. Nevertheless, it is still a very arduous task to raise a child without a father, which may lead to additional costs for the mother and the family which in turn may also be stigmatized (Weber, et al., 2009).Policy and regulatory frameworks for PMSRPMSR has now started to gain international recognition, with different countries starting to implement legislation in order to manage its practice and safeguard its use. Several countries have opted to completely abolish its use. In fact Sweden, Germany, Canada and some parts of Australia have legislation that prohibits the use of PMSR (Bahadur, 1996 Webb, 1996). In addition, regions in West Australia have legislation that prohibits post-mortem use of gametes (Webb, 1996). Israel allows the transfer of pre-embryos to the wife within a year from the death of the husband, even if there is no consent. However, upon death of the wife, the embryos would not be used (Benshushan Schenker, 1998). In the U.K., the Human Fertilisation and Embryology operate of 1990 does not forbid post-mortem sperm retrieval and storage however it does need prior written consent from the male (Parliament of the United Kingdom., 2008). In France on the other hand after a particular case the rivet dEtude et de Conservation du Sperme Humain (CECOS) has embraced a practice of not allowing postmortem retrieval, a policy which was backed by the French courts (Aziza-Shuster, 1994). Thereafter, in 1994, France passed an act that prohibits post-mortem sperm retrieval (Lansac, 1996). On the other hand other countries like Belgium and the regular army permit PMSR, even in the absence of the males consent (Brahams, 1997 Brahams, 1996).ConclusionsThe advent of modernistic practices to aid infertility cases, will challenge us with ever increase ethical issues which most probably will only increase in number. This is why informed consent is a major issue that require evaluation as it forms an essential part of many programmes. However, for consent to be impartial, all the information with regards to such practices must be given in concert with counselling to enable proper consent to be given. This means that ideally both male and female should give their consent in advance. Cases involving conjoin couples that have prior consent even with first degree relatives, PMSR should be allowed, although it has to be in agreement with a special committee responsible of dealing with such cases. Cases that might deal with consanguinity or incest for slip a mother to be inseminated with her sons spermatozoa should be taboo both for ethical and genetic reasons. Also, cases where children are already present, and are heirs, should be also consulted and consent be obtained.Nevertheless, this review is being written in order to address a number of issues important issues that come with PMSR. Since, such practice is still in its infancy and little data is present, it is difficult to reach any definite answers or conclusions, especially since there is little legislation to produce a framework of guidelines and practices. However, this review might help in furthering the discussion especially since ethical opinions will vary depending on cultural and religious values. Also, the issue is not merely medical and relies also on moral ethical and religious values. A debate will allow for common guidelines to be achieved and with time implemented for future practice and improvement on the su bject.

The Hong Kong tourism industry

The Hong Kong tourism industriousnessPart BAbstractIt is revealed that lofty delve perturbation is a major(ip) global worry in hotel application. The clement resource perplexity in the hotel diligence is facing take exception ab reveal refraining employees and minimizes the disorder target rate. Therefore, it is worth to investigate about the human resource prudence in the hotel diligence.The purpose of this news report is to explore the ram disturbance in hotel industry, and its associated the factors alter the lying-in overthrow and how to manage the labor perturbation. The labor employee turnover in hotel industry is influenced by the attain link up factors, away factors and external factors. harmonise to somewhat statistics, the be of labor turnover in hotel industry is rattling lavishly. Moreover, some retention strategy be propose to pommel the labor turnover ar discussed including rearing, employee penury and employee recognition. Sect ion 1 establishment1.1 Reason for choice of roundThe tourism industry is the leading industry in umteen countries. Hong Kong tourism industry contri b arlying $162.8 billion or 10.8% of gross domestic product in 2009(http//www.gov.hk/en/residents/, http//www.tourism.gov.hk/textonly/english/statistics/statistics_perform.html ) and Thailand tourism industry generate 6.5% of gross domestic product in 2008 (http//www.thaiwebsites.com/tourism.asp). adjustment is an essential element of tourism assistant and it is vital to the quality of the holiday manufacturer contract, as it constitutes a major part of consumption.This study is to investigate the labor turnover in the hotel memorial tablet. It is general kn bear that the cordial reception industry has a major ch all(prenominal)enge about the labor turnover and mental faculty stability rates. These problems argon usually occur in the front-line rung as it is link to a lot of adverse operative conditions in hotel, much( prenominal) as the long functional(a) hours, unstable working schedule and lack of forwarding opportunities. Therefore, many people atomic number 18 non go outing to enter to the hotel industry or some people call for work for many historic period in hotel industry but shift to an new(prenominal) industry beca mapping of those unfavorable working conditions. Besides, the human resource attention in the hotel industry be facing some technical problems about throwing the employees and recruits the right people to select in the right romp. Therefore, it is worthwhile to investigate the factors that manage the front-line employees to retract the chisel. In addition, to discuss what the human resource attention cornerstone do to retain the cater and manage the labor turnover in the hotel governance.An other condition for choosing this topic to study is the generators want to become the human resource charabanc in a hotel. Therefore, it is vital that the author p ee a crown intellectual of what challenges that the human resource management ar facing and to use the specific approach to overcome those problems.1.2Academic objectives of dissertationThis paper aims to achieve the avocations objectivesTo view out what is the meaning of labor turnover and guide an overview of the turnover polish in the hotel industryTo discuss the factors that influence labor turnover in hotel industry.To explain the embody of labor turnover in hotel industry.To find out what the human resource management can do to managing the labor turnover.1.3 draught of sectionsIn section 1, the author talked about her dry land for choice this topic and the major objectives finished this project. In section 2, the authors explained the concepts of labor turnover soon and permit an overview of the turnover market-gardening in the hotel industry. In section 3, the author would explain the factors influence the turnover in the hotel industry and assume an understa nding of the cost of labor turnover. It could help to tape the labor turnover is a serious problem at bottom the industry. Moreover, in section 4, the author wants to make others understand how to manage the labor turnover in the hotel industry. Finally in section 5, would be the summary and conclusion about this project.Section 2Literature review2.1 What is labor turnover? fit to harm (1977, p.15) the terminal turnover is delimitate as the ratio of the number of agreement members who control left during the period being considered divided by the average number of people in that organization during the period and to a fault each clock a position is vacated, a new employee must be chartered and trained. This heterotaxy cycle is known as turnover (Woods, 1995, p. 345). Labor turnover refers to the movement of employees in and out of a business. Labor turnover affects some(prenominal) workers and firms workers whitethorn need to learn new logical argument-specific skills, wh ilst firms incur the cost of hiring and cookery new workers (Brown et. al., 2009). The new workers whitethorn be more senior extremely make and more super skilled. Hence, turnover whitethorn enhance firm instruction execution. However, gritty labor turnover causes problems for the firm as it is costly, inflicts productivity and morale.Labor turnover can be divided into two main types voluntary, where the employees resign of absence of their own free allow, and involuntary, where the employer decides that employment should terminate. Retirement can fall into either year (Boella, 2000). Most often the voluntary turnover arises where some employees leave to duck negative work environment factors and other atomic number 18 pulled away from the organization by more attractive opportunities and Cheng and Brown (1998) say that people quit their tune for many reasons, but most reasons be not related to management. In new-made study, the involuntary turnover can applied to those employees have a pitiful performance or have did some serious mistakes then the organization would encourage them to quit than fire them.2.2 The turnover culture in the hotel industryE veryone knows that the hotel industry is a passing labor-intensive industry but the tall labor turnover is a serious problem in spite of appearance the industry all around the world. Some theorists much(prenominal)(prenominal) as Mobley (1977), Price (1977), Price and Mueller (1986) identified a range of other variables such as requital, communication, social integration, reutilization, role overload, promotional opportunity, training, supervisor and co-worker support, and disseminative justice as having a hearty impact upon turnover.According to the question Griffith University, the primary reason for managerial and operational turnover was voluntary resignation, fol small(a)ed by an internal transfer. Performance related terminations were very small-scale. The main motivating facto rs for executives, managerial and supervisory staff to transfigure byplays, within the hotel industry, were ruin financial aider opportunities and correct working hours. Changing chisels outside the industry was primarily motivated by naughtyer(prenominal) salaries, working hours and better forebodinger opportunities. The data suggests that higher hire and better working hours are the major drivers for managerial employees to leave. Similarly, operational staff seek better takings, better working hours and improved career opportunities.In the pervious years, a small among of staff in hotel industry allow stay for longer than five years but the voluntary turnover is gradually join on compared with the last decades. According to Kennedy and Berger (1994, p. 58) they stated that, in the hospitality industry, the highest turnover occurred during the first 4 weeks (in employment). The cause of turnover is often poor human resource decisions and the unmet expectations of newco mers.2.3 Factors affecting employee feeling to leave in the hotel industryThere are many factors affecting employee turnover. According to a wide accepted though, employees usually quit their jobs because of lack of wages. However, many studies show that at that place are also many complex factors affecting employee turnover other than wage, such as the management of the phoner, frugals, and psychology. In the fol number oneing section, some factors affecting employee turnover are discussed.2.3.1 Work Related FactorsThe work related factors are other factors that will influence the labor turnover in the hotel industry. The following section will mainly focus on the job atonement, apply, working environment, work performance, promotion opportunities and the organization commitment how to influence the labor turnover.2.3.1.1 cable SatisfactionJob mirth is containing the pleasure with buy off, satisfaction with the work itself, satisfaction with the supervision, satisfaction with the promotion opportunities (Khatri et. al., 2003). According to Davis (1981), job satisfaction can be delimitate as pleasantness or unpleasantness of employees while working. In addition, Oshagbemi (2000) has localized job satisfaction as individuals positive emotional reaction to occurrence job. The term job satisfaction is considered an attribute that exists as the equity of a variety of desired and non-desired job-related experiences. It is also defines as the head of fit surrounded by the features of a job and employees expectations. In addition, there are searchers who view that job satisfaction is a result of both employees expectations and aspirations and their existing positioning (Clark Oswald, 1996). When the employees with a lack of job satisfaction they will be quitting the job, and the basal reason is that they expect to have a more satisfying job. On the other hand, if the employees have a high job satisfaction, the organization will be fewer labor turn overs. Price and Mueller (1981) stated that job satisfaction has an verificatory influence on turnover through its direct influence on formation of intent to leave. Another study stated that employees with higher degree of trust would have higher levels of job satisfaction in the hospitality industry (Gill, 2008).2.3.1.1.1 even offAccording to the past study, the average annual wages of hotel are very low compare with the other industries such as the IT technology and command industry. A low starting salary is appoint in the frontline department in the hotel industry such as the housekeeping, food for thought and Beverage and front office. It was shown that dissatisfaction with pay is among the significant factors responsible for turnover (Pavesic and Brymer, 1990 Pizam and Ellis, 1999).Pay is received by the staff and property is equivalent to staffs effort to provide service. The salary, compensation and fringe benefit received by the staff are also the pay. Therefore, if th e pay is increase, it can reduce the labor turnover. The kinship in the midst of pay and job satisfaction has received considerable attention (Churchill, FordWalker, 1974 Lawler, 1995). The pay was the most important job attribute contributing to job satisfaction in the Hong Kong hotel industry. Therefore, higher pay is significantly related to greater job satisfaction. The staff will be more cheery with their job when the demonstrable pay is more than the expected pay.The other situation that causes the staff to be more likely to leave their organization is that when they perceive that they are receiving visit salary but they know the other people elsewhere are offered better pay. Therefore, offering higher wages than competing organization will alter the organization to retain some talented worker.2.3.1.1.2 The work itselfThe work itself is a searing dimension in employee job satisfaction (Luthans, 1992 Lawler, 1995 Qu, Ryan Chu, 2001 Groot Van retreat Brink, 1999) and Glisson and Durick (1988) considered the worker and the nature of the work itself as two important factors affecting job satisfaction. The internal satisfactory factors are related to the work itself, such as feeling of effect, feeling of independence, self-esteem, feeling of control and other similar feelings obtained from work. And the external satisfactory factors such as receiving praise from the boss, good races with colleagues, good working environment, high salary, good welfare and utilities.There is a relationship surrounded by job satisfaction and stress. Barsky, Thoresen, Warren and Kaplan(2004) argued that high level of work stress will be decrease the job satisfaction and in the long knead leaving the organization because workers feel their job duties are difficult to fulfill. Price (1977) divided job stress into four types lack of resources to perform, the amount of workload, the uncloudedness of the role obligations and the role conflict. Those job stresses will also make the employees intent to quit the organization.2.3.1.1.3 The supervisionSupervision, being one of the dimensions of job satisfaction (Rust et al., 1996), is defined from the employee-centeredness perspective, it is manifested in ways such as checking to see how well the underling is doing, providing advice and assistance to the individual, and communicating with the worker on a personal as well as an official level (Luthans, 1992, pp. 121-122). Some information show that, satisfaction with supervisor will influence job satisfaction positively and finally decrease the labor turnover. If the supervisor provide more care and social support to the employees, they will be more satisfy and the turnover will be decrease.2.3.1.1.4 The promotion opportunitiesPrice (2001) stated that promotion opportunities are the authority degree of movement to a higher level status within an organization. The promotion opportunities are also the important category to define the employees are s atisfy or dissatisfy, because promotion opportunities are usually associated with increase the salary.However, the result show that hotel sector are lack of promotion opportunities sooner than not having enough fair promotion policy (Iverson and Derry. 1997). Due to the hotel industry are lack of promotion opportunities, it will reduce the chance to retain the talented employees in the organization. When employees suffering from unfair treatment, they will change their job attitude immediately and may quit in long run (Vigoda, 2000).2.3.1.2 The Organization CommitmentAccording to Pennstate (2006), organisational commitment is the relative capability of an employees attachment or involvement with the organization where he or she is employed. organisational commitment is important because committed employees are slight likely to leave for another job and are more likely to perform at higher levels. There are three dimensions of organizational commitment, which are affective commitm ent, continuance commitment and normative commitment.Turnover literature has consistently effect a strong relationship between turnover and organizational commitment, indicating that employees with low commitment are likely to withdraw from the organization. Alternatively, a positive relationship has been found between organizational commitment and career progress or internal promotions indicating that promoted employees are more likely to exhibit higher organizational commitment.2.3.1.3 Work PerformanceEmployees work performance is another factor affecting labor turnover. According to a study conducted by Jewell and Siegal (2003), it was found that the employees having high performance were not willing to leave their jobs. At this point of view, if the employees having low performance leave their jobs for any reasons, labor turnover is not an important matter for the company. On the other hand, if the employees have a high job performance. Low wages, exclusion from prizes, unsuita ble jobs are also among the reasons causing low performance and high employee turnover.2.3.1.4 Personal ReasonSome employees also leave their jobs because of personal reasons. A principal reason that employees leave their jobs is lack of incentives (Pizam and Ellis, 1999). Employees may simply want recognition or an opportunity in advance. For example, The Ritz Carlton phoner has reduced employee turnover by focusing on quality enlisting, providing better training and orientation, establishing realistic career opportunities and creating long-term incentive and reward systems.2.3.2 demographic FactorMost voluntary turnover models include demographic variables such as age, gender, race, tenure, marital status, number of dependents, and educational activityal experience. However, this paper only focuses on the level of education, gender, marital status and age.2.3.2.1 Level of EducationOne of the major challenges of the hospitality industry is the retention of highly educated employe es. We define highly educated staff as employees who have followed a higher education program at a bachelors or masters level successfully ( Deery and Shaw, 1999). Carbery et al. (2003) noted that those more highly educated managers or non-managers are more likely to intent to make a turnover decision. One research study by (Blomme et. al., 2010), it shows that among alumni of the Hotel School The Hague who are working worldwide has shown that within 6 years after graduation about 70% of all graduates from the hotel school The Hague leave the organization in which they are working. The more highly educated staff will be less easily satisfied with their jobs than those staff with lower education level because the highly educated staff have higher expectations in job status and salary and they may not be willing to join or stay in the hotel industry. In addition, the external labor markets will provide many opportunities for those highly educated people to satisfy their high expectati on on financial benefit. (Wong, Siu Tseng, 1999)2.3.2.2 GenderSome study noted that, the female and male have their particular behavior that would influence the labor turnover. According to a study conducted by(Doherty and Manfredi,200162), it was found that women workers leave their jobs more than men workers, because the roles of women have to taking care of children, having baby in a society and doing house work. In addition, Hersch and Stratton (1997) stated that women, especially married women, spend more time engaged in household activities and are substantially more prepared to quit their job for a family-related reason than men . Some women workers also do not want to return to their jobs after having baby.On the other hand, the study conducted by Tang and Talpade (1999), it stated that males tended to have higher satisfaction with pay than females, whereas females tended to have higher satisfaction with co-workers than males. Its means that women tend to rate social need fully as more important than men such as working with people and being helpful to other. Men tend to consider pay more important than do women.Women often begin their careers with much lower expectations than men do and they are willing to take career risks and change employers to do so.Finally, women workers usually work at the entry level jobs in hotel and accordingly get less pay than their men co-workers. According to a study conducted by Iverson (2000) in the USA, it was found that women managers in hotel got very less wages than men managers whether in the beginning or top of their careers. In a similar study, it was found that men workers got more wages than women workers got (Burgess, 2000). It was also found that in order to balance the wage differences among men and women workers, basic and routine job were given to women workers than men workers.2.3.2.3 Marital StatusAccording to Pizam and Ellis (1999), it stated that marital status could influence labor turnover. Those m arried employees are most irritationed with the balance between their work and family life. Hom and Griffeth (1995),stated that married employees will not want to have a voluntary turnover. Because they have many concerns about the financial needs for their family. If they cannot afford the long and unstable working hours, they will tend to give up the job. However, this issue mostly occurs on women. Therefore, they will have more time for family life and take care of their child.On the other side, the unmarried employees will consider factors related to their jobs such as promotion opportunities and organization commitment more than those married employees (Wong, Siu Tsang, 1999). Therefore, they are less satisfied with their job than married employees.2.3.2.4 AgeIn recent study, Hartman and Yrle (1996) points out that the Generation Y employee mostly creates the labor turnover in hospitality industry. In addition, the study conducted by Iverson and Deery (1997), it stated that y ounger employees have a higher propensity to leave than older employees. The problem was arisen in this decade as the employees born in the baby boomer are retire gradually. The baby boomer is anyone born between 1946 and 1964. They have been through periods of war therefore have less opportunity in education institutions. They tend to demand more stability in their workplace, and they are very loyalty to their employees. On the other hand, the Generation Y employee who was born between the years 1979 and 1994, they can adapt the changes easily and seek a higher standard of life therefore, they consider more about their interest in the work. Furthermore, they usually change their job, as they want to gain more experience and make their life more diversity.2.3.3External FactorsThe external factors are the factors that we cannot control and very difficult to predict. Some of these factors include political shifts, legislation, new or limited regulations, global economic conditions, te chnology changes and major mining disasters.In some study, the hotel industry is quite easily influenced by the global economic conditions. The economic situation could predict most of the labor turnover within the industry. Therefore, the unemployment rate affects the employees perception on job satisfaction. If the economic is down turn, the employees who perceive a high level of job dissatisfaction, they may still stay in organization because they dont want to lose their current job and also the job market is a lack of opportunities for them to get a better job. On the other hand, if the economic condition have improve, the employees will leave the organization immediately to find a better job. Therefore, it may create the high level of labor turnover when the economic have improved. In the afterward part of the literature will focus on how to manage the labor turnover in order to minimize the labor turnover within the hotel industry.2.4 The cost of labor turnoverIn the previous section, some of the critical factors that affect the labor turnover are discussed. The following section will focus on the cost of labor turnover and its impact. Labor turnover is a significant cost to hotel and it may be the most significant factor affecting hotel profitability, service quality and skills training. (Davidson et. al., 2009). The cause of labor turnover is multidimensional, such as low morale, low productivity, low standard of performance and absenteeism.According to the statistics from TTF Australia(2006), the annual cost of replacing managerial employees was $109,909 per hotel and the annual cost of replacing operational employees was $9,591 per employee. The total annual cost of turnover ($49M) equates to 19.5% of 64 surveyed hotels total payroll costs ($250M). Another study stated that the Marriott community alone estimated that each 1% increase in its employee turnover rate, costs the company between $5 and $15 million in unconnected revenues (Schlesinger an d Heskett, 1991).Therefore, the cost of labor turnover is very high.Labour turnover is not only a significant tangible dollar cost but also an intangible or hidden cost associated with loss of skills, inefficiency and replacement costs (Lashley Chaplain, 1999). The direct impact of labor turnover will cause financial suffering such as administrative cost and Lashley (1999) refers to befuddled investment in training and lost staff expertise as particular examples of turnover costs and opportunity costs. For the indirect impacts caused by high labor turnover are lack of manpower, poor quality of service and low morale of employees and also if turnover increases, service quality may decline as it takes time and resources to back fill departing employees, especially at busy hotels (Lynn, 2002).Labour is a significant cost and the leakage of human capital through unnecessary turnover is an element of critical vastness to bottom line performance. A number of HRM practices have been sug gested as potential solutions for turnover, such as investment in training, offering organisational support, adopting innovative recruitment and selection processes, offering better career opportunities (Cheng Brown, 1998 Forrier Sels, 2003 Hinkin Tracey, 2000 Walsh Taylor, 2007 Walters Raybould, 2007) and adopting measures to increase job satisfaction and commitment.2.5 How to manage the labor turnover in the hotel industry?High staff turnover is the common problem in hotel industry, it is also a major factor affecting workplace efficiency, productivity, and hotel cost structure. Labor turnover represents a challenge for contemporary HRM strategies and practices. Therefore, in this section, it will turn to focus on how to manage the labor turnover from the human resources perspective.In the previous section, the cost of labor turnover in the hotel is discussed. The total annual cost of turnover ($49M) equates to 19.5% of 64 surveyed hotels total payroll costs ($250M). The turn over cost are very high, thus the awareness of the importance of employees staying with an organization is evident. Hinkin and Tracey (2000) advocate that hospitality executives who understand the value of human capital and adopt organizational policies and management practices in pursuit of employee retention will outperform the competition. Effectively designed and well implemented employee retention programs that increase employee tenure more than pay for themselves through reduced turnover costs and increased productivity (Hinkin and Tracey, 2000).According to 2500 supervisors, managers and executives within this sector, the top five most important aspects a company can provide to retain their people are as follows communication, Leadership, vocation path, softenment and understanding aspirations and helping the individual towards achieving them.(Baum ,2006) This shows that, the employee are highly concern for this five elements to determine their job satisfaction. Therefore, when HRM design for a retention scheme, they can consider those five elements before their decision.2.5.1TrainingIn organizations where employees receive the proper training needed to assume greater responsibilities, turnover rates are by and large lower. Several studies show that training activities are correlated with productivity and retention (Delery and Doty, 1996 Huselid, 1995 Kallenberg and Moody, 1994 MacDuffie, 1995 Shaw et al., 1998 Terpstra and Rozell, 1993 US Department of Labor, 1993, Walsh and Taylor, 2007 Youndt et al., 1996). Staff is a unique asset in the company. Therefore, many hotel have invest a huge number of money per year for staff development. Because they realize that provide training to their employees would enhance the organization produtivity and improve their job performance. For the long-term purpose, training can solve the problem of high labor turnover in a hotel.Moreover, the hotel industry are now have a general shortage of the middle management s taff. Therefore, the training should be around to develop and train new management personnel. For example, in 2004 Shangri-La Hotel Resorts Shangri-La Academy was born, this is a full-time induction that handles internal training for progression up the ranks. In addition, the world-wide Hotel convention also launched an in-house training center in order to groom their high potential employees to take on managerial positions within their company. Those measures of the Shangri-La Hotel and the Intercontinental Hotel Group is to do the retention of their employees and confront the trend of shortage of see staff and try to minimize the labor turnover.2.5.2 Motivate the employeeStaff motivation is as vital to success as any skill or personal attribute and its also plays a key role in staff retention. Motivation is the process by which a persons efforts are energized, directed, and free burning toward attaining a goal.(Stephen Coulter, 2006482) . Staff motivation is a key element in retaining staff and help them increase the job satisfaction thus the labor turnover rate may be decrease.It is essential for the management of hotels to develop efficient HRM polices and practices that enable them to motivate competent employees who can contribute to the achievement of