Learning will work well without using media appropriate to the material to be taught, because apart from being an intermediary media is also useful to overcome the limitations of space, time, and power the senses, such as an object that is too large can be replaced with reality, image, or movie frame , In use in the learning process, the teacher must know and master as well as capable of using media in teaching and learning. This capability is an imaginative activity that result is the formation of a combination of information obtained from previous experiences into new, meaningful and useful. So therefore, the creativity of teachers in the use of instructional media can be concluded, namely: (1) The creativity of teachers in the use of instructional media in learning a subject usually, only teachers use media such as books, whiteboard and markers. The success of the learning process depends on the competence of teachers in mastering the material or subject matter. Schools seek help improve the facilities and means associated with school education in one facility and related instructional media to increase student achievement and quality of education in schools.

Learning sources play important roles in solving the learning problem. They are commonly identified as messages, people, material, tool, technique, and

Summary Published data on oxalate poisoning in domestic animals are reviewed, with a focus on tolerance and performance. Oxalic acid is one of a number of anti‐nutrients found in forage. It can bind with dietary calcium (Ca) or magnesium (Mg) to form insoluble Ca or Mg oxalate, which then may lead to low serum Ca or Mg levels as well as to renal failure because of precipitation of these salts in the kidneys. Dietary oxalate plays an important role in the formation of Ca oxalate, and a high dietary intake of Ca may decrease oxalate absorption and its subsequent urinary excretion. Oxalate‐rich plants can be supplemented with other plants as forage for domestic animals, which may help to reduce the overall intake of oxalate‐rich plants. Non‐ruminants appear to be more sensitive to oxalate than ruminants because in the latter, rumen bacteria help to degrade oxalate. If ruminants are slowly exposed to a diet high in oxalate, the population of oxalate‐degrading bacteria in the rumen increases sufficiently to prevent oxalate poisoning. However, if large quantities of oxalate‐rich plants are eaten, the rumen is overwhelmed and unable to metabolize the oxalate and oxalate‐poisoning results. Based on published data, we consider that <2.0% soluble oxalate would be an appropriate level to avoid oxalate poisoning in ruminants, although blood Ca level may decrease. In the case of non‐ruminants, <0.5% soluble oxalate may be acceptable. However, these proposed safe levels of soluble oxalate should be regarded as preliminary. Further studies, especially long‐term studies, are needed to validate and improve the recommended safe levels in animals. This review will encourage further research on the relationships between dietary oxalate, other dietary factors and renal failure in domestic animals.

Many organizations in the hotel industry face difficulties in retaining employees since they are unable to identify the factors that contribute to both employee satisfaction and loyalty. This study, covers 13 satisfaction variables and 3 loyalty variables. Employment tenure, employee future plan with the company, and recommending employment in the company would be taken as the 3 loyalty indicators in this study. This study sought to identify factors which could lead to increased tenure, in addition, any linkage between employee satisfaction and employee loyalty was investigated. In order to do that, a business model, called the Service Profit Chain was used and applied in hotels in the Klang Valley area in Malaysia. A portion of the model that measures employee satisfaction and employee loyalty was adopted for this study. The findings indicate the existence of a correlation between employee satisfaction and employee loyalty. Four of the thirteen satisfaction variables, namely, relationship with supervisor, recognition and rewards, working conditions, teamwork and cooperation showed the strongest correlation with the three loyalty variables afore mentioned. It is hoped that the findings could be used by managers in the service industries in developing effective employee training programmes by placing emphasis on the four satisfaction variables which correlated strongly with the three loyalty variables. However, since the sample of this study comprises only the front line employees, it is hoped that a future extended study would be carried out which would include the back of the house staff as well. If the findings are similar, then the theories of employee satisfaction and loyalty would apply equally to the entire hotel staff and this would greatly assist hotels in organizing uniform, effective and cost saving training programmes for all the staff to increase the level of employee satisfaction and loyalty for the mutual benefit of the employee and the organization.

The highly competitive business environment has encouraged the hotel sector to be more practical in its employees' performance so as to provide a high standard of quality services to the customers. With that, their role of upholding a satisfactory service level is vital and at the same instant, depends on their satisfaction level too. Empowering employees are among the factors that might influence positive employee outcomes such as job satisfaction. This study was conducted to examine the influences of psychological empowerment on overall job satisfaction of Front Office Receptionists in Kuala Lumpur 5-star hotels. A total of 210 questionnaires were distributed at 21 hotels in Kuala Lumpur, Malaysia. Results showed that psychological empowerment does have significant influences (through the dimensions of meaningfulness, competence and influence) on overall job satisfaction of the receptionists. The findings also suggested that receptionists' age and tenure affected their sense of overall job satisfaction. Hotel managers should include this in their effort and consideration to enhance employees' performance and competencies. More competitive solutions such as enhancing participation by the departmental decision making process, encouraging creativity, implementing better work environment and employment packages may harmonize work relationships and outcomes.