Manpower Planning in the Hospitality Industry

Manpower Planning in the Hospitality Industry Manpower Planning Manpower planning can be defined as the development of plan to meet the supply of worker to the availability of job at an organisation. Manpower planning involves reviewing the current manpower resource, and forecasting the future requirement of manpower. the main objective of manpower planning is to making sure the requirement of supply of individuals and skill to meets demand. This is a responsibility of the Human Resource Manager to make sure the organisation meets with the demand of manpower. Human Resource Manager when conducting a interview with the candidate has to make sure that candidate should meet the requirement of the job, like his education and qualification, Training and Experience, Personal Attributes. Source :- Buzzle.com Need of Manpower Planning Marriott gives a lot of importance to manpower planning, as they have to decide for next couple of years how many employees do they require as a plan for expansion, right for the entry level to managerial position. This will help the organisation to expand their business. Employer can plan their Labour cost and work according to it. By Recruiting new candidates will the help the organisation with new and unique ideas which will help the company to gain more market share. IT helps in internal growth of the employee within the organisation. Manpower planning helps the company to have right number employees to meet their demand. Labour Market Strategy:- The labour Market for Marriott is fluctuating, it keeps on changing as per the customer trend, but manpower strategy helps Marriott to work on a plan to calculate how many staff they require during busy time. There are four external factors which influence on the supply and quality of labour in an organisation. It is called as PEST (Political, Economic, Social, and Technology) PEST Analysis is a useful tool in understanding for companies development and its position in market, it also helps to understand the prospective direction for the business, The pest analysis is a contraction of political, Economic , Social, Technology , Legal, Environment. www.businessballs.com Political :- The Changes in the government policy may affect the organisation in many ways, in early this year the government changed in Value Added Service to 17.5%, changes in national minimum wage Marriott has a organisation will have to re-plan their strategies for labour cost, changes in government policies and taxation will hamper expansion plans Marriott Economic:- Due to the Global Economic crisis , most of organisation including Marriott had to made severe changes in their development plan and labour strategies. Due to recession organisations are controlling the labour cost as the demand as gone down. Most of the organisation are facing problem of excess labour, there is more supply labour available than the demand, More than 2 million people are jobless in Britain. Social :- Marriott has to be updated with the current customer trend, Organisation has to be aware of demographic changes such as:- age, population, region. To make any changes in their policies, Marriott has introduced Graduate Programme Development Opportunities for meeting the demand for manpower. Technology: Marriott is been innovative and is spending good amount from the profit towards technology or alternative ways of service for e.g.:- online booking, self check in and checkout. Such innovation needs skilled workers and there is a tremendous opportunity for skilled workers. Marriot by Using of new technology helps proper utilization of manpower of the organisation.   [Google docs slide manpower planning Maria P]   Factors to be Considered in by Marriott to estimate the demand for manpower Organization expansion- The organization looks for expansion of business in future to meet the expectation of customer. The future plan of Marriott is look to accommodate the tourist customer in their hotel for Olympic as these can create the future demand for labour. When the expansion of the organization is more then supply and demand needs to balance. The expansion is major factor for demand for labour in future. Internal demand- The internal demand can be promotion and dismal can be the factor for organization to create the demand and supply for labour. The top management and human resource also plays the major part for demanding the labour, such as recruitment of staff requirement to met the expansion their growth. Economic factor- The economic factor plays the important role in demanding the future labour. The economic growth can create the average spending power of the customer. The business can be expand as hospitality industry has invested more during the recession as the land rate has been drop and labour cost also. The strong economic of every country can create demand for labour Salary and Benefits: The Salary and benefits can be one of the factors that can demand the manpower for future. The marriot are providing with better and higher pay with benefit were most of the employee are attracted towards Marriott. They are providing better benefit then their competitor so that they can create a demand for manpower in future with this policies and plan of salary and benefit. Labour Turnover -Number of employee leave the firm through dismissal or resignation during a period to the number of employee on the payroll during the same period. dictionary.reference.com Calculating labour turnover Number of staff leaving in a year Average number employed in the same period x 100 This method of calculating turnover helps the organisation, to calculate manpower requirement for the future. Calculating labour turnover for Marriott for the year 2009, in various department Department No of employee left the organisation New Employee Turnover % Kitchen 8 19 42.10526316 Front Office 22 35 62.85714286 Food Beverage 166 207 80.19323671 House keeping 110 150 73.33333333 Employee turnover has a crucial consequence on the supply of the labour to an organisation, the turnover can classified into two category (1). Voluntary turnover ( 2). Compulsory turnover Voluntary Turnover :- Employee leaving job as he or she has found a new job Employee leaving the job due geographical mobility Leaving the job due to pregnancy. Employee leaving the job due to ill-related problems Retirement Changes in immigration law Working conditions Compulsory Turnover :- Release for misconduct. Made redundant due to recession. Release due to medical condition. John Stredwick Effects on organisation due to labour turnover:- There is a direct expenditure involved in replacement process by the organisation for Recruiting, Hiring and Training. At times organisation have staffs which are under-performing, if the under-performing staff decides to resign, it is beneficial for the organisation as they can hire somebody who is more productive and more skilful then the under-performing staff. 2008/09 in the U.K due to recession most of the skilled/Unskilled workers were made redundant more than 2 million were unemployed during this period, As major event approaching in 2012, the hospitality industry has to invest a lot direct cost in recruitments to match with the demand. Retention of an Employee:- Means trying to stop the employee from leaving the organisation. Marriott can offer rise in salary/wages to retain the employee, depending on his skills and experience. Offer the employee an opportunities for in house training programme, which will help his development within the organisation. If the Employee is planning to resign due to the long working hours, the organisation can offer him flexible working hours. If the Employee is not keen on continuing with a particular department for example Food and Beverage(Service), and wants to explore his skills in Front Office. Marriott as a organisation do have policy in place for inter department transfer. Marriott conducts a Exit Interview before the employee leaves the organisation, It helps Marriott to understand what they need to practice or make changes in their work culture, which will help to control employee turnover. John Stredwick Forecasting for Manpower Planning Forecasting is a important action in setting up the business plan, forecasting can be from 1,2, or 5 years depending on for whom the plan is to be presented, Marriott needs consider the upcoming event in count as well. Share-holder Bank Principal of Demand and Supply of Labour Demand and Supply Demand High Supply High Demand Low Supply Low Training Development Selection Changes Organisation Policies Labour cost control Internal Placement Forecasting Redundant Recruitment Demotion Table above helps Marriott to forecast manpower demand and supply, if there is a rise in demand, and supply is high then the Human Resource Manager should recruit staff member and Manager should promote internal staff member to meet the requirement of the company, If demand and supply is low than the manager should focus on forecast and training, if demand low and supply is high then the organisation has to control labour cost. Or may go to extend redundant some of the members of the staff. In Hospitality industry Demand and Supply of labour keeps on varying depending on the Events, Market trends, and Global crisis. There are few events which can be considered by human resource manager to predict the manpower demand. members.tripod.com Major Event in United Kingdom in next 5 years 2010- Women Rugby World Cup 2011- Ryder Cup. 2012- Olympics. 2012- ICC Twenty 20 World Cup. 2015- Men Rugby World Cup. http://www.code13.co.uk Working Arrangement for Marriott as Recommended Full -Time Employee :- As a Full Time employee they are entitled to work 40 hours a week, Marriott has a ratio of 60 to 40 i.e 60% of their employee are full time, and 40% are part time employee. Full time are flexible when its comes to working hours. Part-Time Employee:- As a Part Time employee they are entitled to work 20 hours a week, Part timers do get all the benefit as an employee, As they are students in United Kingdom they can only work for 20 hrs work Agency :- Marriot should outsource labour through agency, When Marriott has event planned they can contact the agency and outsource staff for the event. Marriott can practice this format of hiring outsource staff for a event as cost would be minimal then hiring a full time staff or a part- time staff. Contract:- Marriott should employ, staff on contract. Employee on contract is beneficial for Marriott, as per the contract the employee can be associated with Marriott only last for 6 months. Contract employee would be getting the same benefit as a full time or part time staff of Marriott. Causal :- Marriott can appoint causal staff which is beneficial for the organisation, as they dont have to give contract hours, they can use these causal staff depending upon the business of Marriott. Job Sharing:- One job is Shared by two people, in this case the benefit is which organisation provides is also shared. It is beneficial to the employer. Internship :- Marriott Should hire students who are on internship through their college, this not only help their manpower planning, but also fill in the requirement of the organisation, Internship programme student get the same benefit as a full time employee. BIBLIOGRAPHY BOOKS Stredwick, J. (2005)  Human resource management.  Second edition, UK, Elsevier Buttersworth-Heinemann 55-58. Marchington m and Wilkinson(2008) A Human Resource Management at work, People Management and development Fourth Edition. INTERNET http://www.buzzle.com/editorials/9-12-2004-59200.asp Last Assessed on 17th January 2010 http://www.businessballs.com/pestanalysisfreetemplate.htm last Assessed on 9th January 2010 http://dictionary.reference.com/browse/employee%20turnover Last Assessed on 25th January 2010 www.members.tripod.com Last Assessed on January 5th 2010 http://www.code13.co.uk/index.php?option=com_contentview=articleid=141:2010-the-golden-decade-of-sport-beginscatid=39:blogsItemid=2 Last Assessed on January 29th 2010 JOURNAL Evening Standard 24/01/2010. Page 1 Marriott Handbook Legislation for an Organisation Avinash Nayak 767689 Task 2 Legislation for an organisation Recruitment and Employment :- Is a process of hiring in the right candidate for the job to met the requirement of staffing. Working Time Regulation :- This Law was brought into practice from October 1998, This law applies all the business and to all workers. Marriot has to comply with law, this law include :- Maximum Working hours should not exceed more than 48hrs a week. Employee is entitled for daily break as per the contract. Employee is entitled for weekly break. For example:- if he is working 6 days a week, he is entitled for 1 day off. Employee is entitled for Annual holidays. The law is in place for different age groups:- 16-17 and 18 16-17 They are entitled to work 40 hrs a week,(8 hrs a day) They are entitled for a 30 mins break if the shift last more than 4.5 hrs They are entitled for 2 days weekly off 18 They are entitled to work 48 hrs a week, not more than 6 days a week. They are entitle for a 20 mins break if their shift last more than 6 hrs. They are entitled for 1 day off a week. www.businesslink.com Implication:- Employer should make sure working hours and breaks regulation are mentioned in the contract. Employee are entitled to take their break after 6 hrs, at least for 20 mins. Employer should make sure they give enough rest time between two shifts i.e 11 hrs rest time every 24 hrs. Application:- A Line Manager should be appointed to monitor the daily clock in and clock out through, Muster Book, latest software where an employee can clock in and out as well his breaks. Line Manager should make sure working hours of an employee should not exceed the contract hours All Employees should be sign a copy of contract and understand the importance of complying with law, as it is beneficial for both the employee and employer. Statutory Provisions:- Health and Safety Act 1974:- This Act was brought into practice 1974 to make sure employer are providing a safe place for their employees to work. Implication :- To make sure the working environment is safe for the employees of Marriot. Training Should be conducted on all the employees, so that they are aware what do they need to do in an event of accident. Equipment in use should be safe for use, in case of accidents should be reported. Fire Exit should be free from any obstacles. Application :- Have a Health and Safety committee, conduct the meeting on periodically bases, Risk assessment should be completed on all employees. Training files should be updated on monthly basis, as well Re-Fresher course should be conducted on all the employees every 3 to 4 months. Health and Safety information should be displayed as well the contact details in case of emergency. www.direct.gov.uk Codes of Practice :- Disciplinary :- Employer use this method to tell the employee that their act or their conduct is not up to the standards as likely. Needs to be improved.It is a 4 step process-1.Verbal Warning 2.Written Warning 3. Inform the employee about the decision 4. Appeal if the employee wants to make a appeal against the decision. Implication :- Marriott can conduct the disciplinary with an employee only when there is a violation of organisation policies or in the case of employee is under performing. Marriott should have enough evidence to take disciplinary action against the employee. Application:- Marriott should follow disciplinary procedure in a formal method, everything should be recorded for reference. Proper investigation needs to be done by the employer before coming to a decision. Employee will get a opportunity appeal against the decision. Employee has the right to demand explanation for the employer, on the decision. Employer may suspend the employee during the disciplinary process is going on. www.acas.org.uk Organisation :- National Minimum WageAct:- This Act was brought into practice in 1998, the objective behind this law was to a minimum wage that the employer(Marriott) needs to pay his employee. National Minimum wage differs depending on the employee age 5.73 to 5.80 an hour for aged 22 and over. 4.77 to 4.83 an hour for aged 18 to 21 years. 3.53 to 3.57 an hour for aged 16 to 17 years. Implication :- Labour cost of Marriott would be soaring, has they will have to give out a major portion from their income towards wages. Marriott will have to cut working hours of the employee to keep a control on labour cost. Marriott may layoff few of their employees, which will lead to unemployment. Application :- Marriott should re -plan their strategy Marriott may have to increase their room charges or menu price as they have to cover the rise in employee wages. Latest changes in the wages needs to be communicated to all departments and effective date as well. During the Peak time of the business, Marriott will have to hire temporary workers to meet the demand. www.direct.gov.uk

Teacher-Student Relationships

Topic: â€Å"Teacher-Student Relationships and Academic and Behavioral Levels† Introduction The importance of teacher-student relationships will forever be an increasing factor in students’ academic achievements and behaviors. The general topic for this research is how teacher-student relationships affect students’ academic achievements develop or destroy their behavioral skills. This topic brings about a lot of conflicts that leads to many unanswered questions such as ‘What happens to the teacher-student relationships after the early school years? Due to the fact that students go through their most important developmental changes during their middle school years. The goal of this study is to advance our under- standing of the longitudinal connections between teacher–child relationships and children’s academic and behavioral development across elementary schools. The criteria used in analyzing and comparing literature was conducting a study by the National Institute of Child Health and Human Development (NICHD) using a cooperative agreement that used the scientific collaboration between grantees and NICHD staff.The sequence of this review is set up in a very articulate and organized arrangement. The scope was very limited was seen in this review by the NICHD on Teacher-Student Relationships and Academic and Behavioral Levels. In this study, the keywords are evident in the topic it self, such as: academic achievement which is the level of actual accomplishment or proficiency one has achieved in an academic areas, as opposed to one’s potential. Behavioral Problem is a behavior that is annoying or destructive. Maternal Characteristics are having the qualities of, or befitting a mother.The most important keyword and definition in this study is teacher-student relationship, which is the basic relationship with teachers and the students that they instruct. In this research the teacher-student relationships are based on being positive and impacting the students’ lives in academically and behavioral ways. Main Points In today’s educational world, there is great recognition of the motivation that is present due to the active and positive teacher-student relationships being formed in the schools. In this study, at some point in student’s early school years, teachers are seen as ‘part-time caregivers’ to the students.The bio ecological model and developmental systems theory proposed a conceptual model to advance our understanding of the nature of relationships between teachers and children, and their contribution to children’s development. This model says that good relationships with teachers are defined by a combination of high levels of closeness and low levels of conflict. Closeness in teacher–student relationships is characterized by warmth, positive affects, and open communication. But on the flip side, there is conflict that comes with negativity, h ostility, and difficulty in man- aging children’s behavior.There has been arguments that high-quality teacher–child relationships can promote students’ academic and behavioral development by providing an environment of sup- port and emotional security in which children feel confident and supported. Research conducted in preschool and the first years of elementary school has examined the association between the quality of teacher–child relation- ships and children’s development showing modest links between relationship quality and contemporaneous, and on occasion, subsequent development of academic skills.This evidence, however, is limited by its longitudinal scope. There are key transformations in the role of teachers and classroom structure between preschool and the elementary years. Beginning in first grade, teachers become increasingly focused on their role as instructors and less focused on providing warmth and nurturance for children. Addition ally, classrooms are structured differently, as children often change teachers for different subjects. They also experience larger class sizes and child-to-teacher ratios that impose new demands on children in terms of self-regulation and socialization.Not to mention, students have fewer opportunities for one-to-one teacher– child interaction. Another study was conducted and aimed at determining the relationship between teachers' evaluation scores and the students' academic performance in Ham University of Medical Sciences. This study basically reports that some experts' opinions suggests that evaluation of the teachers' performance by the students is the only tangible way and the best kind of evaluation ecause the students are the only people who are directly taught by the professors; hence, they are in the best position to evaluate their teachers' educational activities. This investigation has two primary goals which are to determine whether; between- and within- child diff erences in academic achievement and behavior problems are associated with teacher–child relationship quality throughout elementary school and the second goal is to consider whether the importance of teacher–child relationship quality changes as children move through elementary school.The data used for this study came from the National Institute of Child Health and Human Development Study of Early Child Care and Youth Development, a large, multi-method longitudinal study of non-parental care experiences and child development. The participants for this study were selected using a conditional sampling plan to ensure that the sample reflected the economic, educational, and ethnic composition of the 10 cities from which participants were recruited. In terms of the measures taken to access the academic achievement field interviewers and teacher reporters used a direct assessment.Reading and math achievement was assessed with the Woodcock– Johnson Psycho-Educational Ba ttery administered in first, third, and fifth grades by field interviewers. Conclusion The results of this study help academic and behavioral development and us to advance our understanding of the longitudinal connections between teachers–student relationships during elementary school. Using a large and diverse database, this is the first study to examine both between- and within-child associations between teacher–student relationship quality and child’s functioning, and how these associations change across the elementary school years.By analyzing data from mothers, teachers, and standardized assessments, this study allows for comparisons across informants. Results from this study indicate that the quality of relationships that teachers report having with children is associated with trajectories of achievement and behavior problems from kindergarten through fifth grade. The observed associations were consistent across informants in the case of child behavior pro blems, whereas associations with academic achievement emerged only when both relationship qualities and achievements were reported by the teacher.Finally, the importance of the quality of relationships with teachers for children’s development seems to be un-changing, as children get older. One strength of this study is that it tested within- child connections between relationship quality and children’s development. Bibliography Bahadori, M. , Sadeghifar, J. , Peyman, H. , Shams, L. , Sayemiri, K. , ; Nejati, M. (2012). The relationship between teachers' evaluation scores and the students' academic performance: a case study in Iran. TTEM- Technics Technologies Education Management, 7(4), 1635-1640. Dictionary. com. n. d. ). Retrieved from www. dictionary. com Maldonado-Carreno, C. , ; Votruba-Drzal, E. (2011). Teacher-Child Relationships and the Development of Academic and Behavioral Skills During Elementary School: A Within- and Between-Child Analysis. Child Developmen t, 82(2), 601-616. doi:10. 1111/j. 1467-8624. 2010. 01533. x Theasurus. com (n. d) Retrieved from www. theasaurus. com Zuosheng Sun1, b. (2012). An Empirical Study on New Teacher-student Relationship and Questioning Strategies in ESL Classroom. English Language Teaching, 5(7), 175-183. doi:10. 5539/elt. v5n7p175

The Appeal of Toefl Ibt Essay Samples Free

The Appeal of Toefl Ibt Essay Samples Free If you currently have a test appointment, you can't register for a different test date that's within 12 days of your current appointment. In addition, it's still true that you will need to do some good writing to score high in this component of the test. It's particularly important to examine samples if you are a person who gets anxious or nervous when it's time to have a test. Being aware of what graders are searching for and reviewing TOEFL Writing samples can go a very long way towards aiding you to get a high score on this section. Despite the fact that you pay for homework, we provide those options free of charge. Fortunately, you don't will need to come in the TOEFL with a prior comprehension of the topic at hand to be able to find the most suitable answer. Your list will just supply you with a headache if you don't locate a remedy to end your problems. Should you need some excess practice identifying topics and details, have a look at this totally free interactive lesson. If you do the writing task, you're the person who decides what things to include. Don't forget, those transition words offer you clues to discover the reasons! Such an organization indicates a deeper comprehension of the reading and listening lecture. You've decided which kind of organization to use. Take brief notes when you are reading the passage the initial or second moment. You ought to take notes while reading and listening so that you can remember the essential things you need to write about. You have to read and listenbefore you begin writing. The speaker then points out that, in contrast to the writing, the very first popular comic strips weren't American. Attempt not to be worried if you don't remember very specific details. You wish to useoriginal languageand prove you have a wide variety of vocabulary. Ideally, you ought to have accessibility to samples of all four components of the test so you know what things to expect. Answer each of the questions associated with two distinct recordings. You will be able to take notes as you listen to it though. Very good notes will help you remember information. For the Integrated essay, you wish to abide by the points that you've heard or read. You just need to understand the key points. The End of Toefl Ibt Essay Samples Free The reading and listening are connected via the detail they share. The speaker will discuss the exact topic from a different perspective for approximately two minutes. When you're speaking you cannot stop and consider the words you will use, but when you're writing you can decide to use the vocabulary you're confident about. Draw a table before you begin reading or listening. It's also important your usage of grammar is powerful and consistent, although it doesn't need to be perfect to find a top score. Use a synonym you know very well instead! Thus, don't be concerned if you don't understand each and every word! You need to try to use your most advanced understanding of English here, but don't use words or phrases you aren't certain about. After discovering our website, you will no longer will need to bother friends and family with these kinds of requests. Our iBT free information page and iBT sample topics will reveal to you that our online tests contain the exact same kind of academic topics you will encounter on the true examination. Moreover, we additionally provide proofreading and editing services. Another finding was that some projects simply didn't move very fast. Each paragraph starts with a new significant point that's then explained. Okay, and that means you have identified the subject, claim and details. You do not have to be worried about your personal details that may be viewed, as we handle the matter on a safe network. These might be examples, facts or other particulars.

Hindenburg Disaster

The suddenness of the disaster was shocking. At 7:25 p.m. on May 6, 1937, while the Hindenburg was attempting to land at the Lakehurst Naval Air Station in New Jersey, a flame appeared on the outer cover of the rear of the Hindenburg. Within 34 seconds, the entire airship was consumed by fire. Take-off On May 3, 1937, the captain of the Hindenburg (on this trip, Max Pruss) ordered the zeppelin out of its shed at the airship station in Frankfurt, Germany. As was usual, when all was ready, the captain shouted, Schiff hoch! (Up ship!) and the ground crew released the handling lines and gave the giant airship a push upward. This trip was the first of the 1937 season for passenger service between Europe and the United States and it wasnt as popular as the 1936 season. In 1936, the Hindenburg had completed ten successful trips (1,002 passengers) and was so popular that they had to turn away customers. On this trip, the first of the 1937 season, the airship was only half full, carrying 36 passengers despite it being equipped to carry 72. For their $400 ticket ($720 round trip), the passengers could relax in the large, luxurious common spaces and enjoy fine food.  They could play, sing, or  listen to the baby grand piano on board or just sit and write postcards. With 61 crew members on board, the passengers were well accommodated. The luxury of the Hindenburg was a marvel in air travel. Considering that passengers were not taken across the Atlantic in heavier-than-air crafts (airplanes) until 1939, the novelty as well as the luxury of traveling in the Hindenburg was astonishing. The smoothness of the ride took many of the Hindenburgs passengers by surprise. Louis Lochner, a newspaperman, described the trip: You feel as though you were carried in the arms of angels.1 There are other stories of passengers waking up after several hours aloft questioning the crew as to when the ship was to take off.2 On most trips across the Atlantic, the Hindenburg maintained an altitude of approximately 650 feet and cruised around 78 mph; however, on this trip, the Hindenburg encountered strong head winds that slowed it down, pushing back the Hindenburgs arrival time from 6 a.m. to 4 p.m. on May 6, 1937. The Storm A storm was brewing over the Lakehurst Naval Air Station (New Jersey) on the afternoon of May 6, 1937. After Captain Pruss had taken the Hindenburg over Manhattan, with a glimpse of the Statue of Liberty, the airship was nearly over Lakehurst when they received a weather report that stated winds were up to 25 knots. In a lighter-than-air ship, winds could be dangerous; thus, both Captain Pruss and Commander Charles Rosendahl, the officer in charge of the air station, agreed that the Hindenburg should wait for the weather to improve. The Hindenburg then headed southward, then northward, in a continuing circle while it waited for better weather. Family, friends, and newspapermen waited at Lakehurst for the Hindenburg to land. Most had been there since the early morning hours when the airship was first scheduled to land. At 5 p.m., Commander Rosendahl gave the order to sound Zero Hour - a loud siren beckoning the 92 navy and 139 civilian ground crew personnel from the nearby town of Lakehurst. The ground crew were to help the airship land by hanging on to mooring lines. At 6 p.m. it began to really rain and soon after began to clear. At 6:12 p.m., Commander Rosendahl informed Captain Pruss: Conditions now considered suitable for landing.3 The Hindenburg had traveled perhaps a little too far and was still not at Lakehurst at 7:10 p.m. when Commander Rosendahl sent another message: Conditions definitely improved recommend earliest possible landing.4 Arrival Not long after Commander Rosendahls last message, the  Hindenburg  appeared over Lakehurst. The  Hindenburg  made a pass over the airfield before coming in for landing. Circling over the airfield, Captain Pruss tried to slow down the  Hindenburg  and to lower its altitude. Perhaps worried about the weather, Captain Pruss made a sharp left turn as the airship approached the mooring mast. Since the  Hindenburg  was a little tail heavy, 1,320 pounds (600 kg) of ballast water was dropped (often, unwary onlookers who had ventured too close to an approaching airship would get drenched from ballast water). Since the stern was still heavy, the  Hindenburg  dropped another 1,100 pounds (500 kg) of ballast water and this time did drench some of the onlookers. At 7:21 p.m., the  Hindenburg  was still about 1,000 feet away from the mooring mast and approximately 300 feet in the air. Most of the passengers stood by the windows to watch the onlookers grow larger as the airship decreased its altitude and to wave at their family and friends. The five officers on board (two were just observers) were all in the control gondola. Other crewmen were in the tail fin to release mooring lines and to drop the rear landing wheel. A Flame At 7:25 p.m., witnesses saw a small, mushroom-shaped flame rise from the top of the tail section of the  Hindenburg, just in front of the tail fin. The crewmen in the tail of the airship said they heard a detonation which sounded like the burner on a gas stove turn on.5   Within seconds, the fire engulfed the tail and spread quickly forward.  The mid-section was completely in flames even before the tail of the  Hindenburg  hit the ground. It took only 34 seconds for the entire airship to be consumed by flames. The passengers and crew had only seconds to react. Some jumped out of the windows, some fell. Since the  Hindenburg  was still 300 feet (roughly equal to 30 stories) in the air when it caught fire, many of these passengers did not survive the fall. Other passengers got wedged inside the ship by moving furniture and fallen passengers. Other passengers and crew jumped from the ship once it neared the ground. Even others were rescued from the burning bulk after it had hit the ground. The ground crew, which had been there to assist the craft in mooring, became a rescue crew. The injured were taken to the airfields infirmary; the dead were taken to the press room, the impromptu morgue. The Radio Broadcast On the scene, radio broadcaster Herbert Morrison captured his emotion-filled, first-hand experience as he watched the  Hindenburg  burst into flames. (His radio broadcast  was taped and then played to a shocked world the following day.) Aftermath Considering the quickness of the catastrophe, it is amazing that only 35 of the 97 men and women on board, plus one member of the ground crew, died in the  Hindenburg  disaster. This tragedy - seen by so many via photographs, news-reels, and radio - effectively ended commercial passenger service in rigid,  lighter-than-air crafts. Though it was assumed at the time that the fire was caused by a hydrogen gas leak ignited by a spark of static electricity, the cause of the disaster is still controversial. Notes 1. Rick Archbold,  Hindenburg: An Illustrated History  (Toronto: Warner/Madison Press Book, 1994) 162.2. Archbold,  Hindenburg  162.3. Archbold,  Hindenburg  178.4. Archbold,  Hindenburg  178.5. Archbold,  Hindenburg  181.