Fast Food Effects on Health Free Essays

Fast Food Effects on Health In today’s age of convenience, fast food needs no introduction. Everyone from a 2-year-old toddler to a 60-year-old grandpa seems to be enjoying it every chance they get. And why not? It’s delicious, it’s filling, is really affordable, and readily available just any time of the day, being only a drive through phone call away. We will write a custom essay sample on Fast Food Effects on Health or any similar topic only for you Order Now What more can you ask for when you are living life in the fast lane? Well, plenty – fast food is all good tasting, except that it is not nutritionally balanced and, therefore, unhealthy in the long run if consumed on a regular basis. Fast food is loaded with calories from refined sugar and fats (especially, the artery-clogging saturated and hydrogenated fats, which are repeatedly reheated to high temperatures for frying purposes). It is also very high in sodium, coming from common salt and other additives. On top of all this, fast food is deficient in dietary fiber and essential micro-nutrients like vitamins and minerals. To make matters worse, heaps of fast food are normally guzzled down with gallons of sugar-rich colas – which many fast-food restaurants serve free with food as an incentive. To make a long story short, all this results in piling up of unused empty calories in the body, which get stored as body fat – till one day you look in the mirror and realize that your great figure has been replaced by this creature in the mirror. But that’s not the end of the story, it’s just the beginning – consuming too much fast food not only turns a handsome guy into an unsightly obese man, but as Eric Schlosser points out in his book Please enable JavaScript to view this page content properly. it is a big health hazard too. And being physically inactive only adds to the problem of obesity. Not many people who love fast food are ready to acknowledge that obesity is not simply an eyesore – it is a major risk factor for a large number of deadly diseases like hypertension, diabetes, high cholesterol, heart disease, and even many types of cancers. Recent scientific studies have shown that high-calorie foods rich in fats, refined sugar and salt could reconfigure the hormones in the body in such a way that they make you crave for such foods and always leave you asking for more. In other words, fast food is kind of addictive; you get hooked on to it and continue consuming it in an uncontrolled way in spite of knowing that it is unhealthy. The more you consume, the more difficult it is for you to opt for healthy foods. The situation is worse in case of children who from a very young age get hooked on fast food. Making them change their food habits from fatty and sweet foods and develop a taste for health-promoting fruits and vegetables is a task easier said than done. Such children would grow up to be obese adults who have never felt the advantages of being a healthy weight. To sum up, consuming fast food on a regular basis leads to many health hazards. But bringing about changes in eating habits is not easy. To start with, a simple change that one could make is to successively reduce the frequency of eating fast food and eat more frequently home-cooked food, with plenty of fresh foods and vegetables. How to cite Fast Food Effects on Health, Essays

Human Resource Management Customized Job Enrichment

Question: Describe about the Human Resource Management for Customized Job Enrichment. Answer: Hackman and Oldham claim that if employees feel their jobs are interesting, challenging and important, they will be motivated, and that high motivation will lead to improved work performance, job satisfaction and reduced absenteeism and labour turnover. This assignment has been prepared in order to gain a better insight into the statement given by Hackman and Oldham. We will discuss the present scenario of human resource management in business organisations and how providing challenging and interesting work to the employees can have an effect on their performance, job commitment, organisational commitment, motivation, etc. Human Resource Management Human resource management is an approach that aims at managing the workforce of a company by using various concepts, such as performance management, compensation management, training and development, employee motivation, staff retention, etc. The basic idea behind the concept of human resource management is to improve the work conditions for the employees and optimise their performances as a result of it. The present day business scenario is complex and highly competitive. With the spread of globalization, business organisations are competing on a global scale where operations and technology can be very easily developed. In such a situation, business organisations are largely relying upon their human resources to achieve market competencies and their organisational goals and objectives. Therefore, companies are investing millions of dollars every year in the management of their human resources and to improve the work conditions for them so that they can perform better and can contrib ute their best towards the fulfilment of organisational goals and objectives (Inc.com, 2016). Hackman and Oldham were two behavioural experts who proposed that the job or the tasks provided to the employees themselves were a very important factor that could help the management in keeping the employees motivated and optimise their performances and work conditions. They also proposed the Job Characteristics Theory, also known as JCT, which was based on similar concepts. Let us now discuss some important concepts, such as job enrichment and how such concepts can have an effect on the performance of the employees (Tutor2u.net, 2016). Relation Between Job Characteristics And Employee Performance In the past few years, human resource managers have realized that they can improve the work conditions for the employees by making the job more interesting for them. As a result, human resource managers came up with the concept of job enrichment, which aims at providing challenging and exciting tasks to the employees. Let us now talk about the benefits of providing challenging and exciting tasks to the employees and how it can have an effect on their performance: Learning new skills a number of behaviour experts have suggested that employees are always interested in acquiring new skills and techniques that would help them in building their career in the future. If the management is able to provide the employees with tasks and jobs that are challenging, interesting and can help them in acquisition of new skills and techniques, they can easily motivate them to perform better in their jobs and contribute more towards the achievement of organisational objectives. The employees perceive a lot of benefits from the fact that they will get to learn something new and as a result, they tend to perform better when they are given challenging tasks (Bizcommunity.com, 2016). Reduced boredom Boredom occurs when the employees are given the same tasks and job to perform again and again. It makes their routine and work monotonous and they feel bored by repeating the same things over and over again. Boredom has been found to have a lot of negative impacts on the performance of business organisations. It has been observed that an organisation where the employees are bored of their work, there is no scope of creativity and the performance levels fall drastically. If the human resource management of a company is able to provide the employees with challenging work that tests the skills or performances of the employees, the employees would not feel bored. Once they are used to regular changes in the tasks they have to perform, their job would become more interesting for them and they would perform better as compared to the situation when they are given monotonous work (Smallbusiness.chron.com, 2016). Receive recognition Maslow was one of the pioneers in the subject of human behaviour who suggested the need hierarchy theory. Maslow, in his theory, claimed that the humans are motivated to work harder when they have certain needs which they want to get fulfilled. Maslow organised these needs into five levels and recognition was one of them. Receiving recognition at the workplace is something which is desired by all the employees. All the employees want to be a part of an organisation where they matter. If they are given tasks that can challenge their skills and knowledge, they would perform their best as it would be an opportunity for them to gain recognition (Study.com, 2016). Employee motivation when the senior management of the company trusts the employees with tasks that are important and challenging, the employees perceive it in a very good way. They feel that the management trusts them with important responsibilities. As a result, they become motivated to perform well and they try their best to fulfil the responsibilities that are assigned to them (YourArticleLibrary.com: The Next Generation Library, 2015). Sense of accomplishments the management has to work really hard when it has to improve the work conditions for the workforce so that they can optimise the performance of the employees. When the company makes efforts to improve the work conditions for the employees, the employees to feel a sense of responsibility towards the organisation and they perform better to play their role. When they perform better they achieve much more than what they could have achieved when the job or tasks provided to them were boring. When they achieve goals and objectives regularly, they develop a sense of accomplishment which motivates them and fulfil their needs. Benefits for the employers the concept of providing challenging jobs and tasks is not just beneficial for the employees but is also very beneficial for the employers. The employers get a good chance of testing the skills and capabilities of the employees. It helps the employers in identifying the star performers and the employees who do not perform well. Consequently, it also becomes easier for the employees to design training and development programs for the employees so that they can acquire the skills that they lack. The employers can also easily appraise the star performers and can consider them when for promotions when higher posts in the organisation become vacant due to unexpected reasons. Reduced absenteeism one of the most important advantage of job enrichment is that it helps the organisations in bringing down absenteeism. Absenteeism is defined as the situation where the employees take too many unnecessary leaves from their work. It has been observed that absenteeism is higher in those organisations that are unable to provide interesting or exciting work to their employees. When the work gets monotonous or boring for the employees, they tend to take more unwanted leaves in order to take a break from their boring routine. On the other hand, if the organisations are able to provide the employees with interesting and challenging work, it would keep them busy and they would show less absenteeism due to the responsibilities that the management will assign to them. Thus, job enrichment can be very helpful in bringing down absenteeism at the workplace. Reduced labour turnover rates labour turnover rate is defined as the rate at which the employees leave an organisation due to various reasons. High turnover rates are always a huge matter of concern for the human resource managements of business organisations as it results in wastage of a lot of resources that were invested in the employees that leave the organisation. Companies which are able to provide challenging jobs to the employees experience lower turnover rates as the employees tend to stick to the companies that can offer the workforce with better future prospects and a chance to grow in their career paths. Thus, providing challenging and exciting work can also help the business organisations in bringing down the labour turnover rates. Conclusion After studying the benefits of providing challenging and exciting tasks to the employees, we can easily conclude that it can help in improving the job conditions for the employees. It not only improves the job conditions for the workforce but also motivates them to perform better and contribute their best towards the achievement of organisational goals and objectives. The employees become more productive, committed towards their jobs and the organisations and they even become motivated. Thus, it can be easily concluded that the claim made by Hackman and Oldham stands to be true for the human resources of the present day world. References Hackman Oldhams Job Characteristics Model | Business | tutor2u. (2016). Tutor2u.net. Retrieved 10 August 2016, from https://www.tutor2u.net/business/reference/hackman-oldhams-job-characteristics-model Feder, I. (1999). Customized job enrichment and its effect on job performance. [Parkland, Fla.]: Dissertation.com. Hackman and Oldham job characteristics model | Employee motivation theories | YourCoach Gent. (2016). Yourcoach.be. Retrieved 10 August 2016, from https://www.yourcoach.be/en/employee-motivation-theories/hackman-oldham-job-characteristics-model.php Hackman, J., Pearce, J., Wolfe, J. (1978). Effects of changes in job characteristics on work attitudes and behaviors: A naturally occurring quasi-experiment. Organizational Behavior And Human Performance, 21(3), 289-304. https://dx.doi.org/10.1016/0030-5073(78)90055-7 Hosie, P., Sevastos, P., Cooper, C. (2006). Happy-performing managers. Cheltenham, UK: Edward Elgar. Human Resource Management. (2016). Inc.com. Retrieved 10 August 2016, from https://www.inc.com/encyclopedia/human-resource-management.html Job Enrichment: Meaning, Characteristics, Advantages and Limitations. (2015). YourArticleLibrary.com: The Next Generation Library. Retrieved 10 August 2016, from https://www.yourarticlelibrary.com/hrm/jobs/job-enrichment-meaning-characteristics-advantages-and-limitations/53318/ McKenna, E. (1994). Business psychology and organisational behaviour. Hove, UK: Lawrence Erlbaum. Savall, H. (1981). Work and people (Enrichir le travail humain dans les entreprises et les organisations, engl.). An economic evaluation of job-enrichment. Oxford: Clarendon Pr. Oldham, G., Hackman, J., Pearce, J. (1976). Conditions under which employees respond positively to enriched work. Journal Of Applied Psychology, 61(4), 395-403. https://dx.doi.org/10.1037/0021-9010.61.4.395 Reddy, K. (2016). Top 15 Advantages and Disadvantages of Job Enrichment - WiseStep. WiseStep. Retrieved 10 August 2016, from https://content.wisestep.com/top-advantages-disadvantages-job-enrichment/ The Advantages Disadvantages of Job Enrichment. (2016). Smallbusiness.chron.com. Retrieved 10 August 2016, from https://smallbusiness.chron.com/advantages-disadvantages-job-enrichment-11960.html The importance of a challenging work environment. (2016). Bizcommunity.com. Retrieved 10 August 2016, from https://www.bizcommunity.com/Article/410/423/76259.html The Needs Theory: Motivating Employees with Maslow's Hierarchy of Needs - Video Lesson Transcript | Study.com. (2016). Study.com. Retrieved 10 August 2016, from https://study.com/academy/lesson/the-needs-theory-motivating-employees-with-maslows-hierarchy-of-needs.html

International Human Resource Management †Free Sample Solution

Questions: 1) Summarize your thoughts on the problems at hand, alternative solutions and your strategy on how to proceed at the forthcoming meeting. 2) How will your proposal solve the problems you have defined? 3) How can you defend your solution from budgetary concerns? In what way is your approach both a solution to the problems of expatriates at Tex Mark and a good economic investment? 4) Does Erics personal background assist in his assessment of the problems he faces? 5) Would you have approached this situation differently? If so, what benefits would your different approach provide for Tex Mark? Answers: 1: Summary of thoughts on the problem The emergence of new distribution centers for Tex-Mark in various countries posed a challenge of management and general staffing. Eric Christopher who is the Associate director of human resource development at the company is faced with a challenge of arriving at the office to hold several meetings that he was scheduled to hold. In the meeting that was to be held between Eric and his director visiting Memphis, there was a challenge on how the human resource training and development could be evaluated. Eric as director faces the problem of making sure that Fred who is one of the brightest and famous engineers of Tex-Mark stays in the company despite the bitter exchanges he had with him. Therefore, there is a general problem of forging a good relationship between the major employees of Tex-Mark and the associate director of human resource manager. In Tex-mark also, there is a problem of company's expatriate employees not relating well with the local counterparts in countries where they operate. Part of this problem is because the firm does not have a well put down policy on how expatriates and local employees should relate (Ahlstrom Bruton, 2010). Such a problem of the relationship between local counterpart employees and the expatriates can alternatively be resolved through designing of a well thought out plan on how the two groups of employees should relate (Stahl et al. 2012). In preparation for the upcoming meeting, the Human Resource Director should review and gather information about the candidates in the foreign countries who are performing better and have developed to become brightest regarding task completion (Li, 2016). This is important because it is necessary for the director to recognize the strengths of various individuals within the company who can be a very useful resource. By realizing strengths of different expatriate employees, the human resource director will be able to review the human resource development plan and strategies objectively during the meeting. Since international assignments are some of the major risks for any company, as a director you will have to review some of the strategies used by other businesses that have succeeded in implementing their global assignments as a means of preparing for the upcoming meeting (Ahlstrom et al. 2010). Before the meeting, the director can approach some talent professionals and pitch to them the expatriation program he has and seeks their views on the same (McNulty Inkson, 2013). 2: how proposals solve the problems Proposal to have a more comprehensive and extensive training program on language and culture for all the expatriate employees will help solve the problem of lack of integration for the company's employees on foreign assignment (McNulty et al. 2013). Proposal to review strategies successfully employed by other companies in their expatriate assignments will help the human resource director to come up with some suggestions on how to improve the existing expatriate strategy (Valentine et al. 2013). Review of other companys expatriate plans also gives the director a hint on how the company should approach foreign assignments because failure to successfully implement international assignments is so costly to any company (Valentine et al. 2013). Proposal to review information on the performance of different expatriates to identify the best performance will help the global HR director to determine the team leaders that the company can rely on to successfully lead teams in their foreign assignments (Valentine et al. 2013). 3: Defending the solution Since the company has already a programme for training expatriates for 12 months, the new proposal to make the programme intensive fits into an already existing programme. Therefore, there is little money needed to enhance the programme. Reviewing information about company expatriates is easier and cheaper because the company keeps records of all employees both locally and in foreign companies. 4: Erics background Erics background is important in analyzing the problems of the organization. This is because from the background information Erick stayed in several countries and thus has heard experience with different cultures and can help in solving the problem of foreign employees. 5: Different approach I would definitely change the manner in which foreign employees are assigned leadership duties for foreign projects. By reviewing information about performance of best employees in foreign assignments, the company will be able get most efficient foreign project leaders. References Ahlstrom, D., Bruton, G. D. (2010). International management: Strategy and culture in the emerging world. Australia: South-Western Cengage Learning. Li, Y. (2016). Expatriate manager's adaption and knowledge acquisition: Personal development in multi-national companies in china. McNulty, Y., Inkson, K. (2013). Managing expatriates: A return on investment approach. New York, NY: Business Expert Press. Stahl, G. K., Bjrkman, I., Morris, S. (Eds.). (2012). Handbook of research in international human resource management. Edward Elgar Publishing. Valentine, S., Mathis, R. L., Jackson, J. H. (2013). Human resource management. Verbeke, A. (2013). International business strategy: Rethinking the foundations of global corporate success.

Right Responsibilities And Real Deal By Butler Essays -

Right Responsibilities And Real Deal By Butler Rights, Responsibility and the Real Deal by Jeremy Butler The Right to Free Speech is Protected Ideas are the backbone of democracy. However we see fit to express those ideas is a right provided in the Constitution of the United States. No matter the format of that expression someone will find them offensive and seek to stop that expression. The Communications Decency Act is just the latest incarnation of small minds raging against the tide. The CDA stomps on the first amendment of the Constitution like a bunch of bikers in hobnailed boots. It must be relentlessly pursued until dead. Everyone participating in the 24 Hours of Democracy is part of the hunting party that will see to that. Thankfully we are not alone, the ACLU, EFF, VTW and others are on our side. And let's not forget our most powerful ally is the Constitution itself. The framers of the Constitution fought a bloody Revolution based on freedom of speech and other rights of a truly free people. They included no qualifications on that free speech. That principle has been upheld with minimal exceptions (no shouting "FIRE" in a crowded theater, please). The CDA is not the first (or last) legislation to attack free speech, and it won't survive in the courts any better than past laws. That is the purpose of the judicial branch of the government, to balance the excesses of the legislative (Congress) and the executive (President) branches. Our forefathers included that in the Constitution too, almost as if they knew that government would be dominated by self serving, arrogant prostitutes who could only be controlled by pitting them against one another. I believe in the U.S. system of government, even while questioning the motives and methods of the participants. Our voices and votes will be heard. It's not a conspiracy, it's just government. It is our Responsibility to Maintain the Net Culture Pornography is a tripwire, out in the fringes of the larger issue of free speech. I'm glad it's there, so we know when the storm troopers are coming (no pun intended), but it is not the reason the First Amendment is there. Open political discourse, such as 24 Hours of Democracy, is the idea the founders were protecting. So long as the general public only hears "We want our porn" they will never hear the real message "We are fighting for your freedom". We cannot forget the General Public; we must gather and nurture their support. The Net has always been about openness, but at the same time it has always been self policing (ask any flamee). It is our responsibility to maintain that environment. While the anything goes rule must be protected, we must provide the tools to allow parents to control the content of what their children access. We must voluntarily adopt some form of rating system that makes it simple. We must not only provide the means, we must aggressively and happily promote them (without whining). To do less is to avoid our responsibility and hand control over to others. This is a political issue, if we don't police ourselves then the public will demand that it be done for them. If it is done by the government, you can be assured we will come full circle to this point again. It is that simple. Providing Content on the Net is the Real Deal. The whole telecommunications bill is about the Net of the Future. The floodgates are open, the carriers can now build their pipes from any place to any place, everybody gets to create content for sale and the media giants are happy. Picture the land rushes into the West, a cannon goes off and everybody charges off to stake their claim. The Net has one key difference, unlimited territory. Right now anybody with the right equipment and the knowledge can be a Net/Web presence with the content of their choice and basically doesn't have to ask ANYBODY. That must be protected from central authority, whether governmental or corporate. That responsibility falls to us, because we are here and we understand what we have. We are the Thomas Paine's of our age with a printing press, a burning desire for freedom and the will to risk it all to print a political pamphlet. We have the tools, the desire is evident in 24 Hours of Democracy, and thanks to a functional democratic system the risks are relatively low (no gallows at least). We must create our own territory and defend

George essays

George essays George Washington is best known as the Father of our Country. He cared for this country much like a parent would care for a child. During his presidency, he solved many noteworthy problems. His achievements led to a democratic, wonderful country we like to call The United States of America. Although hes not thought of as glamorous, George Washington is looked with the utmost respect and awe by all countries of the world. George Washington was born in Westmoreland County, Virginia on February 22, 2. ` Virginia was alarmed when a French expedition from Canada established on the headwaters of the Ohio River. Conflict over this area eventually into the French and Indian War, in which Washington played a major military role that established his reputation as a commander. In the fall of 1758 the French were defeated. In 1759 he married Martha Dandridge Custis, a young widow. Washington matured into a solid member of Virginia society. From 1759 to 1774 he served in the House of Burgesses. By 1774 had become a key supporter of the colonial cause. That same year he was elected to the First Continental Congress. In 1775 the Second Continental Congress elected Washington commander in chief of its army. In July Washington arrived in Massachusetts, where the battles at Lexington and Concord had been fought. The British pulled back most of their troops to in New York City, leaving scattered garrisons of German mercenaries in New ...

Global Interdependence Article Example | Topics and Well Written Essays - 500 words - 1

Global Interdependence - Article Example Davis shows how, the fearfulness of the calamity was accelerated by the callous colonizers that led to the death of thousands of poor men, women and children and livestock. In the article by Odd Arne Westad, hails the USA as an interventionist power whose sole aim and purpose has been territorial expansion. The USA has not been fair in treatment to its own citizens, as we know from the terrible plight of the Black Americans. One of the ideals that worked behind motivating the elites of the United States was liberty, which was accessible to those who had private property and education. Thus, the authors in their respective articles condemn vehemently the destructive force of ruling a supposedly inferior race by a self-proclaimed superior race. Domination is the key theme in all the three writings. All these three writers have criticized domination in terms of rule and interference, thereby weakening a country to the considerable extent and robbing its citizens of their natural wealth and environment. Aime describes colonial invasions as ‘hideous’ and is very justified in calling so since the act of taking over another nation completely destroys it and its people. Only force is the base of the relation between the colonizer and the colonized. Davis’ article only reinstates this theory by citing the example of the infamous famine that crippled India during the British Rule. While India produced enough crops to feed its people, most of it was hoarded and the rest exported to different parts of the world. While millions of people died, the colonizers maintained a policy of non-interference. In the article by Westad is a further reinstatement of the evils of forceful acquisition of others land. Colonizers ge nerally cite the example of the colonized’s ignorance, brutality, superstition etc. as was written by Jefferson to Lafayette in 1813.  

The Culture of Gift and Bribe in Business Research Paper - 1

The Culture of Gift and Bribe in Business - Research Paper Example There has been increasing calls for managers to ensure that they keep to the code of ethics in their work. As the leader of the organizations, managers are given special duty of looking at the needs of the organization in the sense that they have to take care of all the activities of the organization. Therefore they are expected to lead by example and show others where they are supposed to take the organization. The duties of a manager have been increasing in the recent past to include the factor of ensuring that there is fairness in business practice. One of the most recent ethical controversies that have engulfed the business world has been the issue of culture giving of gift and bribes. It has been shown that the culture of giving bribes and gifts has become one of the most commonly practiced business practice. The debate on whether gifts and bribes in business are justified or not is been centered on several issues. This has been dictated by the cultural practices of different communities in the world. Let us look closely at the concept of giving of bribes and gifts in business. (Iniobong 2007, p. 4) In the operation of the business, a manager is likely to come into contact with many people. These people are of diverse cultural practice and have different values that are attached to the cultural practices. This has become a dilemma in the modern market which has been dictated by the increasing rate of globalization which has been marked by the increased movement of people and increased interaction as well. The culture of gifts and bribes is taken differently according to a different society. For example, the culture of giving gifts is very common in China and from time to time people will give different gifts in different occasion. This is also extended to the business world and is not limited to the social life of the people. Reeling from a socialist economy, Chinese have not been fully embraced by the capitalist world and there is still a sense of community or togetherness that usually characterizes these regimes. On the other hand the culture of giving gifts in America is very rare. In the western world gift are only given in special occasion. Therefore they are limited to the social life of the people and in the business world they are only limited to the end year party and usually meant to raise the morale of the employees. Therefore when the Chinese businesses come to America, they come with their gift-giving culture. On the other hand when the American business goes to China they take with them limited gift-giving culture. This has been a source of conflict for a long time now for businesses operating under the above mentioned condition. (Scott 2005, p.2) But in the business world it is the intention of giving that gift that matter. Though you may give someone a gift with good intention they may receive the gift with another intention rather than that one that you meant. Therefore there has been a notion that these gifts are meant to bribe the one receiving them in order to grant some favor. In the business context, this has become a major issue that has brought about a ranging debate. It has been seen that there has been increased gift giving especially between the public official who is in power and the business manager who seek to have favor in the business process.