Hotels do credit sales to increase sales , but also should consider about credit terms and also how the path should be taken in the collection of accounts receivable policy . This has often times become a problem in the process of collecting receivables where companies only consider one or two things that a strength of the debtor or loan recipient . The slow turnover rate and the amount of the accounts receivable average collection of accounts receivable could be due to the credit policies applied by the Bali Garden Hotel is less efektif.Pokok problem of this study is the extent to which the effectiveness of credit policy should be set out in the Bali Garden Hotel ?To avoid widespread discussion of the subject matter , the study was limited to the collection of accounts receivable credit policy of the travel agent . While other accounts not examined.The results of the analysis of the results obtained credit policies established by the management of Bali Garden Hotel , has not been properly implemented . This can be evidenced from the few things that still deviate from established procedures and theories associated with the credit policy . Credit analysis has been done on the discussions , the collection of accounts receivable that will take place in Bali Garden Hotel is not effective because it does not meet the standards set . This is evidenced by some of the quantitative analysis is relevant in calculating the effectiveness of the collection of accounts receivable at the Bali Garden Hotel , namely : Turn Over Accounts Receivable, Accounts Receivable Average Collection Period, and Accounts Receivable as Percentage of Revenue.

Salah satu indikator tercapainya pemenuhan hak-hak karyawan yang baik adalah dengan diperhatikannya kualitas makanan dan minuman yang disajikan oleh pihak manajemen. Penelitian ini bertujuan untuk menganalisis dan mengidentifikasi pengaruh gaya kepemimpinan mana yang paling baik diterapkan oleh seorang General Manager dalam meningkatkan kualitas makanan karyawan (employee meal) sesuai dengan Standard Food and Beverage Cost yang berlaku. Metode penelitian ini adalah kuantitatif dengan cara mengumpulkan berbagai referensi yang ditemukan dari hotel X, buku, jurnal daring, dan internet mengenai data yang dibutuhkan, kemudian dipaparkan dalam bentuk teks secara deskriptif serta ditampilkan dalam tabel. Data dikumpulkan menjadi satu kesatuan, kemudian dianalisis dan diklasifikasi dalam rangka mencari pertimbangan. Proses analisis data dilakukan secara terperinci dengan melibatkan identifikasi data. Hasil dari penelitian ini menemukan bahwasanya persentase manajemen hotel dalam memberikan makanan yang berkualitas, baik itu sehat dan bergizi bagi karyawannya masih tergolong rendah. Adapun gaya kepemimpinan yang paling baik untuk mengatasi masalah tersebut ialah gaya kepemimpinan demokratis, dimana seorang General Manager    harus mau dan mampu untuk mempertimbangkan segala macam masukan dari bawahannya dalam rangka evaluasi dan perkembangan bersama. Sekaligus, dengan adanya gaya kepemimpinan ini diharapkan General Manager sebagai pimpinan puncak dapatmemberikan solusi terbaik dengan menyesuaikan dan merencanakan budget atau anggaran operasional hotel yang sesuai, akan tetapi dengan tanpa mengurangi perhatian terhadap kesejahteraan karyawannya terutama dalam segi pemenuhan makanan dan minuman karyawan yang berkualitas.

The purpose of this study was to determine and analyze the effect of work stress and compensation upon employee’s peformance on hotel employees in Lovina, Buleleng. This type of research was descriptive quantitative, including reviewing the effect of work stress (X1) and compensation (X2) on the dependent variable which was the performance of employees, and also analyze the effects of job stress and compensation altogether on employee performance. The research instrument used was questionnaire, and the populations in this study were 100 employees at the five-star hotel in Lovina, Buleleng.From the results of the T test and F can be seen that the stress of work and compensation partially affected employee performance in which: 1) Work stress gave negative and significant effect on employee performance; 2) Compensation gave significant positive effect on employee performance; and 3) Stress and compensation work altogether gave no significant effect on employee performance.