Hotels In Shanghai Research Articles

Power consumption modeling and energy saving practices of hotel chillers

Hotel buildings consume a significant amount of energy, especially their chiller systems. This study aims to create a model of the power consumption of the hotel chillers, and to identify the practical means to reduce the power usage of chillers. The examined parameters include air-conditioned floor area, guest floor area, gross floor area, number of employees, room occupancy, food cover, outdoor air temperature, window velocity, service type and relative humidity. It is anticipated that the developed modeling equation may provide a reference for hotel engineers to forecast any diagnostic problems and form a benchmarking indicator for comparing chillers’ energy efficiency. A survey of hotels in Shanghai was carried out to collect energy consumption data of chillers during air-conditioned cooling months. Regression analysis indicates that number of staff was a major and statistically accepted factor in explaining the electricity consumption of chiller in hotels. In addition, the paper discusses some means and suggestions in reducing chillers’ power consumption.

Journal of Diabetes NEWS

<i>Journal of Diabetes</i> NEWS

Design and performance of a filtration–adsorption pool train and drawing water system for small urban recreational water pollution control

A filtration–adsorption pool train (FAPT) and drawing water (DW) system was developed to control the small urban recreational water pollution at a senior hotel in Shanghai, China. The results from one year of operation indicated that the system had successfully achieved the water quality objectives: compared with the water quality before the treatment system worked, the average concentrations of SS, COD Mn, BOD 5, NH 3-N, TP and Chla were reduced by 79%, 39.5%, 45%, 36%, 44.3% and 70%, respectively, and DO and transparency were improved by 27% and 134%, respectively. The customers enjoyed a recreational, aesthetic and educational amenity along the ring pond. Therefore, it was conducted that the FAPT–DW system was an effective measure for small recreational waters, especially in urban areas with limited land resources.

Working with Chinese culture in luxury hotels in Shanghai: an expatriate manager's perspective on management challenges

There are very limited researches about how expatriates face the cultural challenges when they work in China, while it has become increasing important with more multinational organisations moving to the biggest market. The authors attempt to examine this complicated issue which includes culture conflicts, staff motivation, employees' resistance to foreign management, communications, and relationship building (Guan Xi) in the organisation. Expatriates working in luxury hotels were chosen to do the study as its high international integration level. The fieldwork data collection was based on semi-structure in-depth interviews with six foreign managers currently working in international branded hotels, and two participants who have undergone management training in the same industry. It was found in this study that lack of initiative, reluctance to accept responsibility and language barrier are the prevailing difficulties that expatriate managers face in the workplace. Other issues, such as Chinese staff motivation and relationship building also discussed in this research.

What motivates employees? A comparison of US and Chinese responses

Differences in culture, history, economy, and political and management systems may lead to differences in employee job attribute preferences across countries. To the extent that this is true, managers and designers of motivation systems must understand the preferences of local employees. This study provides information on the job attribute preferences of Chinese employees at a major international hotel in Shanghai. Employee preference data were compared to published results from other nations. The pattern of preferences in China was unique compared to Russia, Taiwan and the United States. Chinese employees felt that good wages were most important, followed by good working conditions and personal loyalty from the boss and organization. Interesting work was relatively unimportant, especially to older employees, and 'being in on things' was not at all important. Supervisors at the hotel also provided information on the preferences which they believed characterized their subordinates. Unlike US managers who often badly misperceive the preferences of their US subordinates, Chinese supervisors accurately reported their subordinates' preferences. Expatriates in the hotel were much less accurate in ranking local subordinate preferences. Implications for motivating and managing Chinese employees are discussed.