Stylistic Devices in the Novel The Big Fish Essay

Stylistic Devices in the Novel The Big Fish - Essay Example To begin with, Wallace uses the first person narration technique to deliver his message to the audience. This is evidenced the first chapter of the novel in which the narrator’s father was born. As Edward narrates, his father was born during one of the worst summers, drought and famines that were experienced in the land. In his own words, he explains how his father was born at a time when there was a scarcity of food. He also illustrates his feelings about the birth of his father which he attributes to be a blessing since it occurred on a rainy and cloudy day. At the same time, William Bloom also uses first-person narration in the first chapter of the book to demonstrate the cordial relationship his father had with animals. He explains that cows and horses liked his father, and they followed him around; and chicken once laid a mysterious small brown egg on his lap. At one time, he says, â€Å"This is what is meant by last words: they are keys to unlock the afterlife. They're not last words but passwords, and as soon as they're spoken you can go.† This implies that all these could only be ascertained during the death of Edward. William Bloom also uses a lot of symbolism as indicated in chapter one of the Big Fish. The element of symbolism is seen when William equates his father to a big fish. This is used to symbolize that Edward Bloom is an intelligent and knowledgeable man. As a widely read person, he has a wealth of knowledge on philosophy, history, arts and other literary fields. Thus, his knowledge can not be compared to a librarian or any other person, but can only be compared to a big fish. Moreover, it symbolizes that he was a unique person who had an extraordinary ability to communicate to the animals. Therefore, symbolism helped Wallace to portray Edward as a mysterious person who could not be easily understood. In conclusion, the Big Fish is a well-written novel. By making a careful choice of literary devices and effectively using them, Wallace managed to bring  out an outstanding story.  

Job Satisfaction in Hospitality Industry Essay Example for Free

Job Satisfaction in Hospitality Industry Essay Turnover intention The purpose of this study is to investigate the antecedents (i. e. , role ambiguity and con? ct, burnout, socialization, and work autonomy) and consequences (i. e. , affective and continuance commitment, absenteeism, and employee turnover intention) of employee job satisfaction. Data obtained from a sample of 671 respondents drawn from 11 international tourist hotels in Taiwan were analyzed with the LISREL program. According to the results, role con? ict, burnout, socialization, and work autonomy, but not role ambiguity, signi? cantly predicted job satisfaction. In addition, job satisfaction signi? cantly contributed to psychological outcomes in terms of organizational effectiveness (i. . , greater affective and continuance commitment and lower employee turnover intentions). ? 2009 Elsevier Ltd. All rights reserved. 1. Introduction 1. 1. Background In the competitive and people-oriented business environment characterizing the modern hospitality industry, frontline employee performance represents a crucial component of service. Better employee performance yields greater guest satisfaction and loyalty. Moreover, frontline employees in the hospitality industry seem to be underpaid and to suffer job-related stress (Weatherly and Tansik, 1993; Karatepe and Sokmen, 2006). An appropriate quality of service includes employee attitudes and behaviors that meet customer expectations. Consequently, employee job satisfaction is a necessary contributor to meeting such expectations (Rust et al. , 1996; Kim et al. , 2005; Karatepe and Sokmen, 2006). The literature on job satisfaction covers an enormous territory with ambiguous boundaries, apparently as a result of the growing interest of academic researchers and managers in three perspectives on this domain. The ? rst views job satisfaction as an antecedent of organizational outcomes, e. g. business performance (Iffaldano and Muchinski, 1985; Schyns and Croon, 2006), employee turnover (Williams and Hazer, 1986; Griffeth et al. , 2000; Lam et al. , 2001a,b; Martin, 2004; Silva, 2006; Schyns and Croon, 2006), and organizational commitment (Chatman, 1989, 1991; Chatman and Barsade, 1995; Harris and Mossholder, 1996; Lowry et al. , 2002; Lam and Zhang, 2003; Martin, 2004; Taris et al. , 2005; Li, 2006; Silva, 2006) . The second treats job satisfaction as an outcome of organizational conditions, e. g. , leadership (Williams and Hazer, 1986; Schriesheim et al. 1992; Podsakoff et al. , 1996; Sparks and Schenk, 2001; Schyns and Croon, 2006), social support (Frone, 2000; Liden et al. , 2000; Schirmer and Lopez, 2001; Schyns and Croon, 2006), and task characteristics (Seers and Graen, 1984; Williams and Hazer, 1986; Stepina et al. , 1991; Dodd and Ganster, 1996; Schyns and Croon, 2006). The third examines job satisfaction in terms of the temperament of employees, which is affected by individual traits (Judge et al. , 1998, 2000; Dormann and Zapf, 2001; Judge and Bono, 2001; Schyns and Croon, 2006). 1. 2. Previous studies of job satisfaction in hospitality Previous studies on the antecedents and consequences of job satisfaction in the hotel industry have examined antecedents in terms of individual, organizational, and job-related factors. Much of the literature regarding individual factors in the hospitality industry has identi? ed salary, bene? ts, and marital status as contributors to employee turnover (Iverson and Deery, 1997; Pizam and Thornburg, 2000). For Chinese managers, job satisfaction was affected by the work environment, the nature of the job itself, and the rewards associated ith the job, but not by manager characteristics (Lam et al. , 2001a,b). Rewards, particularly those related to job security, emerged as an in? uential factor relating to job satisfaction. This study also indicated that high levels of job satisfaction resulted in low levels of turnover intentions among managers. Aziz et al. (2007) studied fast food restaurants and found that satisfaction with ? nancia l rewards minimized absenteeism and hence turnover rates. Martin (2004) and Silva (2006) applied a psychological perspective to a sample drawn from the hotel industry, using a correlation analysis to identify signi? ant relationships among job satisfaction, organizational commitment, employee turnover, and personality traits. Carbery et al. (2003) applied a hierarchical regression analysis to a sample of 89 hoteliers and showed that individual affective * Tel. : +886 935 927 138; fax: +886 7 238 3553. E-mail address: [emailprotected] Nkhc. Edu. Tw. 0278-4319/$ – see front matter ? 2009 Elsevier Ltd. All rights reserved. doi:10. 1016/j. ijhm. 2009. 11. 002 610 J. -T. Yang / International Journal of Hospitality Management 29 (2010) 609–619 commitment accounted for a signi? ant amount of variance in turnover intentions, that job satisfaction did not explain managers’ levels of commitment to a signi? cant extent, and that job satisfaction and affective, but not cont inuance, commitment were important factors in predicting the turnover intentions of employees. These ? ndings were also echoed by Iverson and Deery (1997). Second, at the organizational level, organizational support and socialization have been identi? ed as crucial factors in? uencing individual behavior. Cho et al. (2009) empirical study demonstrated that perceived organizational support and commitment negatively in? enced individual intentions to leave, but only the former positively affected intentions to stay. Young and Lundberg (1996) proposed that organizational socialization signi? cantly contributed to newcomers’ job performance, job satisfaction, and organizational commitment and hence to their intentions about leaving the organization. The study indicated that role ambiguity, role con? ict, and job burnout could be minimized by wellorganized orientation and training programs during the early stage of employment, and that this approach would increase the level of job satisfaction. A similar study also showed that socialization dif? culties negatively affected the organizational culture with respect to employee turnover (Iverson and Deery, 1997). Tepeci and Bartlett’s (2002) empirical study went one step further, implying that organizational socialization resulted in increased job satisfaction and intentions to remain in an organization. Subramaniam et al. (2002) empirically showed direct and positive relationships between variables measuring decentralized structures and organizational commitment among managers. Lam and Zhang (2003) surveyed 203 employees in the Hong Kong fast-food industry about their jobs. A multiple regression model showed that organizational commitment was correlated with and predicted by variables re? ecting training and development, job characteristics (including the extent to which a job is challenging, the sense of accomplishment associated with the job, the meaningfulness of the work, the friendliness of co-workers, and job security) and compensation and fairness. Job satisfaction was correlated with the ? st two factors. Subramaniam et al. (2002) found a direct and positive relationship between variables measuring managers’ needs for achievement and their organizational commitment to and use of a participatory budgeting process. Lowry et al. (2002), drawing on a sample of 454 employees working in registered clubs in Australia, show that job satisfaction signi? cantly affected organizational commitment and that formal training plans as well as empowerment and ? exible work hours were dominant factors in? uencing job satisfaction. Iverson and Deery (1997) and Silva (2006) presented empirical results showing that organizational commitment was connected with employee turnover, as mediated by job satisfaction. Kim et al. (2005) re? ned the aforementioned statistical relationship by applying structural equation modeling. Manageable levels of job stress should have a certain number of positive effects on individual and/or organizational behaviors. The most signi? cant empirical studies in this regard were conducted by Faulkner and Patiar (1997) and Iverson and Deery (1997). Zohar (1994) and Brymer et al. (1991) claimed that stress included three aspects of role con? ict and ambiguity: workload, decision latitude, and psychological stress. Faulkner and Patiar (1997) identi? ed ? ve sources of the job stress suffered by front-of? ce employees: ‘‘coping with of? ce politics, dealing with ambiguous situations, inadequate guidance from superiors, under-promotion, and staff shortages’’ (p. 110). This empirical study implied that these ? ve stressors should be eliminated to stimulate individual adaptive behaviors. Recent research conducted by Karatepe and Uludag (2007) with employees of Northern Cyprus hotels found that work–family con? ict did not signi? cantly contribute to job satisfaction or intentions to leave an organization. Karatepe et al. (2006a,b) and Kim et al. (2009) found that role con? ict and ambiguity were signi? cantly associated with job satisfaction, given sex as a mediating variable. The study conducted by Kim et al. (2007) implied that job burnout might increase rates of employee turnover. Employee turnover constitutes a critical issue for many hoteliers and academics. Some hoteliers view turnover as a part of the culture of the hospitality industry as a whole (i. e. , a so-called turnover culture). Hotel operations in Taiwan are also characterized by this sort of culture (Yang, 2008). Recent studies of the hotel industry in Taiwan conducted by Yang (2008) demonstrated that organizational socialization contributed to job satisfaction and commitment and minimized newcomer turnover intention. This study, applying a multiple regression analysis, showed that job satisfaction affected affective commitment and hence in? enced turnover intentions. Yang (2009) indicated that newcomers enjoyed observing and reading job-related information to learn how to perform tasks, implying that organizational socialization and job stress were correlated with job satisfaction. 1. 3. Justi? cation for and contribution of the study Although many empirical studies have focused on issues related to job satisfaction, organizational commitment, and employee turnover, many una nswered questions about the nature of job satisfaction seem to remain. One such unanswered question concerns the importance of different job factors, such as role stress and job burnout, in determining satisfaction. This empirical study attempts to explore the relationships among several components of the antecedents and consequences of job satisfaction. The main impetus for conducting this comprehensive and holistic study derived from the need to narrow three theoretical gaps. First, although prior studies have revealed the relationship between antecedents (i. e. , role stress, socialization, and burnout) and consequences (i. e. organizational commitment and employee intentions to leave an organization) and job satisfaction, few studies have investigated the interactive effects of these variables within the context of a more inclusive model. Second, a great deal of the literature in the hospitality and tourism ? eld shows a strong relationship between job satisfaction and organizational commitment, but few studies have examined this relationship by dis tinguishing affective from continuance commitment. Third, no empirical evidence about whether absenteeism mediates between organizational commitment and intention to leave has been presented. This study will contribute to a growing body of research on job satisfaction that illustrates the need to adopt a multi-faceted approach to the study of employee turnover intentions. It will also demonstrate the importance of considering not only the effects of job characteristics on job satisfaction, but also the effects of job satisfaction on organizational commitment, absenteeism, and turnover intention. 1. 4. Purpose of the study The study focuses on interactions among employees in hotels in Taiwan and empirically examines the effectiveness of an integrated understanding of applied psychology that includes organizational socialization. The purpose of this research is to explore (1) the effect of role stress, burnout, socialization, and work autonomy on job satisfaction; and (2) the situational relationships among job satisfaction, individual commitment to organizations, absenteeism, and employee turnover intentions. 2. Hypotheses development This study aims to recast our perspective on job satisfaction by applying organizational theories pertaining to job stress, burnout, J. -T. Yang / International Journal of Hospitality Management 29 (2010) 609–619 611 socialization, and work autonomy. These factors contribute to job satisfaction, and hence to organizational effectiveness, in terms of organizational commitment, absenteeism, and employee turnover intentions. 2. 1. Job satisfaction Job satisfaction can be viewed as ‘‘the pleasurable emotional state resulting from the appraisal of one’s job as achieving or facilitating the achievement of one’s job values’’ (Locke, 1969, p. 316). Early comprehensive empirical research conducted by Porter and Steers (1973) and Muchinsky and Tuttle (1979) showed a negative relationship between job satisfaction and employee turnover intentions. Some studies (e. g. , Steers, 1977; Wanous et al. 1984; Lo and Lam, 2002) have found a signi? cant relationship between job satisfaction and organizational commitment. Williams and Hazer (1986) demonstrated that job satisfaction could be predicted by pre-employment expectations, perceived job characteristics, leadership considerations, and age. Job satisfacti on signi? cantly and positively contributed to the outcomes of organizational commitment, which reduced employees’ intentions to leave and subsequently resulted in decreased turnover. Recent research on the restaurant industry conducted by Lam et al. (2001a,b) reported that the relationship between job satisfaction and job tenure ? a U-shaped model. When people entered an organization and/or job, job satisfaction decreased when job expectations were not met. At times, ‘‘reality shock’’ (Hughes, 1958) occurred. After such an experience, employees adjusted their expectations according to the reality of the job. During the course of this transition, job satisfaction increased when jobrelated expectations were reached. Rayton’s (2006) empirical research revealed that perceived levels of job reutilization and higher levels of work involvement, pay satisfaction, managerial support, and career opportunities were signi? ant determinants of employee jo b satisfaction. 2. 2. Role stress All employees, from senior managers to frontline personnel, can suffer from job stress (Ross, 1997). Human resources managers face a great challenge in attempting to ameliorate employee job stressors (Ngo et al. , 2005). Ngo et al. (2005) characterized role stressors in terms of role ambiguity, role con? ict, role overload, and work–family con? ict. These stressors can lead to such personal reactions as employee burnout, job dissatisfaction, and intentions to leave an organization. According to Karatepe and Sokmen (2006), role con? ict refers to situations characterized by incompatible demands in which employees feel obliged to attend to different individuals (e. g. , managers, colleagues, and customers) simultaneously; on the other hand, role ambiguity also refers to the experience of not having (or receiving) the information necessary for pursuing jobrelated tasks in the workplace. Much relevant research (e. g. , Brown and Peterson, 1993; Almer and Kaplan, 2002; Perrewe et al. , 2002; Siu et al. , 2002; Firth et al. , 2004; Ngo et al. 2005; Karatepe and Sokmen, 2006) has empirically con? rmed the association of a variety of work stressors, including role ambiguity and role con? ict, with lower job satisfaction, increased job-associated tension and anxiety, less affective commitment, lower work involvement, and poor job performance (Sohi, 1996; Karatepe and Sokmen, 2006), leading to intentions to resign. Accordingly, the following hypotheses are proposed: Hypo thesis 1. Role ambiguity negatively affects job satisfaction. Hypothesis 2. Role con? ict negatively affects job satisfaction. 2. 3. Burnout Gill et al. (2006) de? ed burnout as ‘‘a syndrome or state of physical, emotional, and mental exhaustion, as well as cynicism towards one’s work in response to chronic organizational stressors’’ (p. 471). Pienaar and Willemse (2008) demonstrated that burnout might be caused by unfair pay systems, imbalance between pay and work-related effort, and lack of organizational support, career advancement, and recognition by superiors. In addition, frontline hospitality employees sometimes encounter dif? cult interactions with demanding customers, and such experiences can also lead to emotional exhaustion and/or psychological burnout. Many empirical studies (e. . , Leiter and Maslach, 1988; Firth and Britton, 1989; Cordes and Dougherty, 1993; Turnipseed, 1994; Wright and Bonett, 1997; Etzion et al. , 1998; Maslach and Go ldberg, 1998; Van Dierendonck et al. , 1998; Gillespie et al. , 2001; Hsieh and Chao, 2004; Gill et al. , 2006; Pienaar and Willemse, 2008) have reported that burnout results in additional negative effects on individuals, including reduced satisfaction and lower levels of productivity. Burnout also impacts the organization and management by eliciting employee mistrust and discouraging teamwork. Thus, the following hypothesis is proposed: Hypothesis 3. Burnout negatively affects job satisfaction. 2. 4. Socialization Louis (1980) de? ned socialization as ‘‘a process by which an individual comes to appreciate the values, abilities, expected behaviors, and social knowledge essential for assuming an organizational role and for participating as an organizational member’’ (pp. 229–230). Socialization aims to alleviate the feeling of emotional vulnerability (e. g. , job uncertainty, ambiguity, anxiety, and stress) by strengthening the social interactions between newcomers and colleagues to accelerate newcomers’ learning and adjustment to a new environment (Kennedy and Berger, 1994).

Thoughts of Socrates, Plato, and Aristotle :: Ancient Greece Greek History

Thoughts of Socrates, Plato, and Aristotle Three Athenian philosophers flourish in Greece from 470 B. C. until 320 B. C. These philosophers were famous for their "schools of thought." The first of these is Socrates who lived from 469 until 399 B. C. He did not leave any writings behind; therefore, we know about his ways of thinking from those of whom he taught. His famous method of instruction called the Socratic method is still used today. In this method, the teacher allows students to use their own deductive reasoning to see things for themselves through a series of questions and answers. Unfortunately, many did not agree with Socrates teachings. He was accused of corrupting the youth in Athens and sentenced to death. One of Socrates most famous students, Plato, established a second school of thought. Flourishing around 400 B. C., Plato contradicted his teacher in that he left many writings, his most famous being The Republic. He believed that a higher world of unchanging forms and ideas existed. If a person knew these forms, then he knew the truth. These things, however, could only be achieved by a mind that had been properly trained. One of his idea forms was his vision of government. He did not trust the democracy. He felt that the highest rank should belong to the philosophers who were also kings, followed by the courageous, and ended with the rest of who must have desire. He established the Academy at which he taught Aristotle. The third school of thought was that of Aristotle (384-322 B. C.). He felt that form and matter were one, not two separate concepts. Based on his beliefs that the previous were not separable, he not unlike his teacher, tried to discover the best form of government. Thoughts of Socrates, Plato, and Aristotle :: Ancient Greece Greek History Thoughts of Socrates, Plato, and Aristotle Three Athenian philosophers flourish in Greece from 470 B. C. until 320 B. C. These philosophers were famous for their "schools of thought." The first of these is Socrates who lived from 469 until 399 B. C. He did not leave any writings behind; therefore, we know about his ways of thinking from those of whom he taught. His famous method of instruction called the Socratic method is still used today. In this method, the teacher allows students to use their own deductive reasoning to see things for themselves through a series of questions and answers. Unfortunately, many did not agree with Socrates teachings. He was accused of corrupting the youth in Athens and sentenced to death. One of Socrates most famous students, Plato, established a second school of thought. Flourishing around 400 B. C., Plato contradicted his teacher in that he left many writings, his most famous being The Republic. He believed that a higher world of unchanging forms and ideas existed. If a person knew these forms, then he knew the truth. These things, however, could only be achieved by a mind that had been properly trained. One of his idea forms was his vision of government. He did not trust the democracy. He felt that the highest rank should belong to the philosophers who were also kings, followed by the courageous, and ended with the rest of who must have desire. He established the Academy at which he taught Aristotle. The third school of thought was that of Aristotle (384-322 B. C.). He felt that form and matter were one, not two separate concepts. Based on his beliefs that the previous were not separable, he not unlike his teacher, tried to discover the best form of government.

Interpersonal Skills Essay

Interpersonal skills are very important to have and develop in life, they are the foundation to the relationships we make throughout our existence. We are interacting with people on a daily basis, even if for a brief moment in time and, those interpersonal skills are the tools we need to make those interactions as positive and effective as possible. This is especially true with our workplace interactions. Throughout our work experience, we will constantly collaborate and interact with others on all aspects of work in order to get the job done. There are many different dimensions of interpersonal skills that include verbal and non-verbal communication, effectively delivering feedback and being open to accepting constructive criticism, efficiently dealing with disagreements, and understanding how technology has an effect on theseskills in the workplace. By understanding these types of interpersonal skills we can more positively influence and support each other, create an encouraging work environment and collectively work together to thrive in our employment. These interpersonal skills will determine our degree of success in the workplace. Furthermore, the absence of these interpersonal skills will hinder our other talents and knowledge and result in a dysfunctional work environment. Interpersonal Skills When thinking of a person we like to be around, it can be difficult to pinpoint the exact reasons why we enjoy their company. A common reason is that they are good communicators. It’s easy to talk to them, they relate well to you, they have a positive attitude and are generally pleasant to be around. Similarly, we all know someone who has difficulty communicating with others. Maybe it’s your coworker, a longtime friend, the clerk at your favorite store or a family member. Everyone is different and interpersonal communication skills vary depending on how well they are in tune with themselves and others. Interpersonal communication is simply the way people communicate with each other (Interpersonal Skills, 2013). Whether interactions are of a social or professional nature, having good interpersonal skills will improve those interactions. The messages sent to others while communicating are both verbal and nonverbal (Adler, 2010). The words being spoken, the listener’s perception of their meaning, the body language of the communicators involved and the environment where the communication is happening are factors of interpersonal communication (Adler, 2010). With all of these moving parts it’s easy for misunderstandings to occur. Often times there is a disconnection between what a speaker actuslly says, what the speaker intended to say and the meaning the listener applies to what the speaker said (Adler, 2010). Linguistic theorists C. K. Ogdfen and I. A. Richards are famous for creating the triangle of meaning. This model shows that there is no direct relationship between an idea, process or other referent and the word (or other symbol) used to represent it. Rather, the pathway to understanding – or misunderstanding – passes through the mind of the sender or receiver. (Adler, 2010, p. 92) Speaking with clarity and removing equivocal terms, or terms with two different, but equally acceptable meanings is one way to mitigate inevitable misunderstandings (Adler, 2010). By eliminating the use of slang in a professional setting and being cognizant of the use of jargon communicators can also help to reduce misunderstandings (Adler, 2010). There is an appropriate place and time for everything and being aware of the audience and how messages will be received can keep verbal messages on a direct path of understanding to the listeners. Nonverbal communication often affects the way information is received more than verbal messages because, as the timeless phrase tells us, it’s not lways what you say, but how you say it that can leave a lasting impression. Nonverbal communication is anything other than the words coming out of your mouth (Adler, 2010). If your boss has a slouched posture and disinterested expression on their face, this may make an employee feel discouraged about bringing forth important concerns. If a colleague is making poor eye contact and constantly checks their watch, this may a message of disinterest to a coworker. People that often encroach upon others’ personal space can find that this affects the attitudes of others towards them. Most times you cannot control if your intended verbal message is received properly, but you can control if you are fidgeting and the amount of focus you are portraying to anyone you communicate with. Verbal and nonverbal communication skills go a long way towards improving overall interpersonal skills. One can improve their interpersonal skills and facilitate optimal communication by developing better networking, team work and leadership qualities (Interpersonal Skills, 2013b). Networking skills are exemplified when an individual is self-confident, communicates effectively and never stops building connections in their personal and professional networks (Interpersonal Skills, 2013b). People with great interpersonal skills can easily act as the ‘go-to’ person in their social circle or professional organization. They can connect the dots for others because they relate well to others and move through various interpersonal environments effortlessly. Collaborating well with others and working towards a common goal illustrates good team work. Individuals with interpersonal prowess cooperate with others to achieve the group’s goals. They value the ideas and contributions of each team member by actively listening and encouraging each and every team member to participate. Strong leadership skills require highly developed interpersonal skills. A leader with confidence, an open mind and who readily gives due praise can motivate others to work harder and achieve more (Adler, 2010). Using one’s expertise to delegate appropriately and mentor those who need it are natural characteristics of a leader (Interpersonal Skills, 2013b). Poise, grace and charisma also play a large part in the impression left after any interpersonal interaction. Those with robust interpersonal communication skills understand not only themselves, but also those around them with a fluid flow of cause and effect.. Dealing with Criticism One cause for communication that relies heavily on interpersonal skills in order to attain a successful outcome is criticism. Dealing with criticism from any aspect can be tricky, if not handled in the right way this kind of conversation can quickly go awry very quickly. While giving and receiving praise is easy and pleasurable to manage, encountering criticism is inevitable. Whether speaking out about a complaint or being the one to receive another’s dissatisfaction, criticism can spread like a wildfire of negative emotion and can result in a workplace climate where people are defensive. With the right tools though, someone can effectively deliver and respond to constructive criticism as well as use that information to develop and grow more. Offering constructive feedback can be more stressful than receiving it, because we know that we may offend others by telling them something they may not want to hear. Anticipating the confrontational nature of the encounter is unnerving, but can be best minimized by having a good attitude, carefully planning the message and being well prepared in the delivery. A good attitude is imperative to fostering development in others, positively influencing work relationships, and most importantly, will also help make others feel more receptive to the constructive feedback you may have. The essence of a more positive attitude is respect†¦that comes from how we construct messages; how we speak and act can be more important that the words themselves, as well as paying close attention not only to what you say but also to your nonverbal behavior, including your vocal tone and facial expression, when expressing yourself. (Adler, 2010) In addition, part of having respect and demonstrating equality for others is showing a genuine concern for them and being honest in communicating, which also gives others a feeling of being valued and appreciated. Planning your constructive feedback content is also essential n making your message most effective, and minimizing a defensive reaction (Adler, 2010). â€Å"Organize your thoughts or the sequence of events that you would like to discuss†¦and might even wish to refer to note card†¦as it ensures you get the information correct and can offer the impression that you have carefully considered your comments† (Garne r, 2006). Your message should define the problem clearly with sufficient detail, stay concise, accurate and on topic. The message should address one topic so as to not overwhelm the receiver and potentially cause the individual to become defensive. A good idea, would be to include any ways in which the recipient will benefit from heeding your feedback. When receiving criticism, a respondent will be more accepting if their strengths and positive actions are acknowledged. Finally, the delivery of your feedback should be in a way that is most conducive to convincing the receiving individual. The use of descriptive statements, or â€Å"I† language, refocuses evaluative statements on the speaker instead of judging the other person because they clearly state the reason for bringing up the matter as well as the speaker’s feelings (Adler, 2010). Avoid using â€Å"you† statements that can very easily make the situation take a turn for the worse by making the individual defensive. Pay close attention to your nonverbal communication, so as to avoid demeaning the other person, such as speaking loudly, sounding condescending or pointing your finger (Adler, 2010). Finally when giving constructive feedback, it’s most important to deliver your criticism privately (Adler, 2010). There is nothing worse than feeling embarrassed and belittled, because you feel like you’re being scolded in front of others. Reacting in defense is very easy to come by when you’re on the receiving end of constructive criticism. â€Å"Receiving criticism can actually trigger the flight-or-fight response†¦feeling the desire to withdraw (flight) or retaliate (fight)† (Garner, 2006). Luckily, there are many strategies that can be implemented to help in listening non-defensively and might leave you more open to the feedback. Some strategies include recognizing your body’s physical response to criticism-prone situations, keeping an open mind, recognizing there may be truth in the criticism, and viewing it as an opportunity for personal growth. As you realize that you are being criticized you may feel your heart race a bit, your blood pressure rise, your mouth become a bit dry, and your skin temperature may change†¦however, it may be best to simply realize that these are somewhat instinctual responses and succumbing to them may not best serve your long-term goals† (Garner, 20 06). We learn something new every day from the people around us, especially in the workplace where there are a wide range of skills and knowledge spanning different departments (Adler, 2010). By keeping an open mind and listening thoughtfully, you may learn something useful. While it can be hard to listen sincerely when being criticized, asking for examples or clarification, paraphrasing and even keeping notes of your critic’s comments can give you something to do besides defend yourself†¦and will show your critic that you take his or her comments seriously† (Adler, 2010). Doing these things, they may allow you to be more open to recognizing there might be some validity in your critic’s feedback, especially if this is an opinion others may share. You must avoid excuses, rationalizations and blaming others so as to deviate from the situation. Being honest with yourself is most important and taking the opportunity to develop and grow will benefit you in the long run. It is both the critic and the recipient’s responsibility to work together as a team to focus on finding a cooperative solution that meets everyone’s needs. â€Å"The goal of critical communication is to ensure that there is a dialogue†¦important information may be missed that might help better assess the particulars of the situation† (Garner, 2006). Both party’s perspective should be heard with respect and with as much of a non-judgmental attitude as possible. New information can potentially be uncovered that may influence one’s view of the circumstances, that would otherwise remain undisclosed if the other’s case is not fully heard. Finding someone to place fault on is counterproductive and will not work for satisfying both individuals. A more gainful approach is focusing on finding an effective solution is most beneficial to everyone involved (Adler, 2010). The goal is not to have a winner and loser, but to have a mutual understanding about the topic and how things can change for the better (Garner, 2006).

Cross Cultural Communication Essay

A country that was annexed by another country is sure to have exchanged or been impacted culturally and in many other aspects. An excellent example of this could be the British India. India was ruled over by Britishers for almost 350 years. Therefore, many traits and systems in India today are derived from the time they were under the British rule. One of the most vivid illustrations of this is the schooling system and English as a medium language for teaching and learning. The number of English speakers in India is more than 125 million people (â€Å"Indiaspeaks,† 2010). Analyzing from the graph of Hofstede’s cross cultural dimensions of India and England, it is clear that both countries rank closely in two dimensions which are Masculinity and Uncertainty Avoidance. In terms of masculinity, both countries especially India, rank very closely to the neutral point. India scored 56 and United Kingdom scored 66. Even though India scored very close to the mid range, it actually is a very masculine country specially in terms of displaying success and power (â€Å"India,† n.d.). However, India is also a country with ancient spiritual history which involves richness of culture and traditions that were shaped by its main religion i.e., Hinduism. This often reigns in people from indulging in Masculine displays to the extent that they might be inclined to (â€Å"India,† n.d.). As for Britain, it is considered a masculine culture. Nevertheless, there is confusion among foreigners as to how can English people value modesty and understatement and at the same time be highly success driven (â€Å"United Kingdom,† n.d.). India scored 40 on Uncertainty Avoidance which means that the country has a medium low preference for avoiding uncertainty. It is due to the perception that nothing has to be perfect nor has to go exactly as planned. Indians have very high tolerance for the unexpected and is welcomed as a break from monotony (â€Å"India,† n.d.). They believe in the notion of adjustment and adaptation. Each situation or problem they face will be handled and taken care of differently. Their behaviors are usually influenced by circumstances. In this dimension the UK scored 35 which indicates that England has a low preference for avoiding uncertainty. According to Geert Hofstede, they are happy to â€Å"make it up as they go along† changing plan as new information comes to light. On the other hand, both countries do have interesting differences in their scores of Power Distance and Individuality. Power Distance is one main dimension where both countries have largest difference which is 42. Indian scored 77 whereas the UK scored only 35. India is strictly a large power distant society where hierarchy is appreciated and accepted. In this kind of society, inequality and centralization of power prevail. Privileges and status symbols are popular. People with no power or younger are not allowed to have a voice. Parents teach children obedience and children ought to treat parents with respect (â€Å"Hofstede,† n.d.) . Teachers are considered as gurus as well. An illustration of this can be seen from the ancient history of India where Gurus taught everything, right from academic to wisdom, to children and groomed them to be good human beings. In terms of business, subordinates are usually not consulted during decision-making. However, they expect to be told what to do. An ideal boss is a benevolent autocrat or good father (â€Å"Hofstede,† n.d.). The UK is a small power distance society. It is interesting to see Britain among one of the small power distance societies as Britain has a rich culture and heritage as well as the monarchy system where there are princes and princesses in the society. In small power distance like Britain, inequalities are minimized. Parents and children treat one another as equals. Teachers are experts who transfer academic knowledge and not life virtues. An ideal boss is a resourceful democrat who consults his subordinates while making any decision. Another dimension where both countries differ greatly in terms of their scores is Individuality. It is the degree of interdependence a society maintains among its members. It has to do with whether people’s self-image is defined as I or We (Hofstede, n.d.). India scored 48, therefore, it is a collectivistic society whereas Britain scored 89 which makes it a clear individualistic society. In collectivistic society, there is a high preference for belonging where individuals are expected to act in accordance with what other members of the group expect one to do. Behaviors and actions of people in this society are highly influenced by opinions of their family, relatives and members of their social network group. In contrast, in individualistic society, people are supposed to look after themselves and their direct family only (Hofstede, n.d.). British are highly private people, children are taught to think for themselves and make their own goals in life. The path to happiness is believed to be through personal fulfillment. Another interesting aspect of culture was looked into by Deborah Tannen who wrote a book called â€Å"Languages and Linguistics† where he explained a deep connection between culture and languages and how both are interrelated. One aspect that Tannen stated in his book is about Crosscultural Miscommunication which is about rising and falling intonation. For English, rising intonation means questioning and falling intonation reveals inconsiderateness and indifference which are rude and impolite. Problem arises when business deal or agreement is to take place because this is the most crucial time when contracts are to be signed and both parties definitely do not wish for anything to go wrong. However, just a drop of sound can change almost the whole scenario. It shows that speakers of different cultural backgrounds develop systematically different conventions for using and interpreting linguistic features (Tannen, 2005). Hence, it is very important for everybody, especially those who work in the service field to recognize this difference and work towards improving it. The last important aspect from Tannen’s theory is High involvement and High considerateness. Since Indian society is a highly collectivistic society, it is a high involvement society as well. People in the same area will consider their neighbors as their family members. This stands true at the time of crisis; people would gather and ask with concern about the story and offer suggestions and aid that they could provide. However, Britain is a private society where people are individualistic. They do not like to impose on other people’s business unless they are related or close to the person. Imposition can be taken as ill-mannered or rude in some circumstances. In conclusion, India and British are two completely different cultures that couldn’t have had anything in common if British hadn’t ruled India. Both countries adopted and shared some of the good values and characteristics with each other contributing to the development of quality of life and relationship between both to prosper. Without Hofstede’s dimensions and Tannen’s theories, cross cultural communication would still be difficult and this would hinder growth of business, tourism and cultural sectors of each and every country. Reference Hofstede, G. (n.d.). Dimensions. In Geert Hofstede. Retrieved March 17, 2012, from http://geert-hofstede.com/dimensions.html Hofstede, G. (n.d.). What about India. In Geert Hofstede. Retrieved March 17, 2012, from http://geert-hofstede.com/india.html Hofstede, G. (n.d.). What about the UK? In Geert Hofstede. Retrieved March 17, 2012, from http://geert-hofstede.com/united-kingdom.html Indiaspeak: English is our 2nd language [TNN]. (2010, March 14). In The Times of India. Retrieved March 17, 2012, from The Times of India website: http://articles.timesofindia.indiatimes.com/2010-03-14/india/28117934_1_second-language-speakers-urdu (n.d.). HOFSTEDE: Cultures And Organizations – Software of the Mind [Web log post]. Retrieved from http://westwood.wikispaces.com/file/view/Hofstede.pdf Tannen, D. (2005). Interactional Sociolinguistics as a resource for Intercultural Pragmatics. In Intercultural Pragnlatics (Vols. 2-2, pp. 205-208). Walter de Gruyter. Tannen, D. (2006). Language and culture. An Introduction to Language and Linguistics, 345-347. 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Aerobic vs. Anaerobic Processes

Aerobic vs. Anaerobic Processes All living things need a continuous supply of energy to keep their cells functioning normally and to stay healthy. Some organisms, called autotrophs, can produce their own energy using sunlight or other energy sources through processes such as ​photosynthesis. Others, like humans, need to eat food in order to produce energy. However, that is not the type of energy cells use to function. Instead, they use a molecule called adenosine triphosphate (ATP) to keep themselves going. The cells, therefore, must have a way to take the chemical energy stored in food and transform it into the ATP they need to function. The process cells undergo to make this change is called cellular respiration. Two Types of Cellular Processes Cellular respiration can be aerobic (meaning with oxygen) or anaerobic (without oxygen). Which route the cells take to create the ATP depends solely on whether or not there is enough oxygen present to undergo aerobic respiration. If there is not enough oxygen present for aerobic respiration, then some organisms will resort to using anaerobic respiration or other anaerobic processes such as fermentation. Aerobic Respiration In order to maximize the amount of ATP made in the process of cellular respiration, oxygen must be present. As eukaryotic species evolved over time, they became more complex with more organs and body parts. It became necessary for cells to be able to create as much ATP as possible to keep these new adaptations running properly. Early Earths atmosphere had very little oxygen. It wasnt until after autotrophs became abundant and released large amounts of oxygen as a byproduct of photosynthesis that aerobic respiration could evolve. The oxygen allowed each cell to produce many times more ATP than their ancient ancestors that relied on anaerobic respiration. This process happens in the cell organelle called the mitochondria. Anaerobic Processes More primitive are  the processes that many organisms undergo when not enough oxygen is present. The most commonly known anaerobic processes are known as fermentation.  Most anaerobic processes start  out the same way as aerobic respiration, but they stop  partway through the pathway because the oxygen is not available for it to finish the aerobic respiration process, or they join with another molecule that is not oxygen as the final electron acceptor. Fermentation makes many fewer ATP and also releases byproducts of either lactic acid or alcohol, in most cases. Anaerobic processes can happen in the mitochondria or in the cytoplasm of the cell. Lactic acid fermentation is the type of anaerobic process humans undergo if there is a shortage of oxygen. For example, long distance runners experience a buildup of lactic acid in their muscles because they are not taking in enough oxygen to keep up with the demand of energy needed for the exercise. The lactic acid can even cause cramping and soreness in the muscles as time goes on. Alcoholic fermentation does not happen in humans. Yeast is a good example of an organism that undergoes alcoholic fermentation. The same process that goes on in the mitochondria during lactic acid fermentation also happens in alcoholic fermentation. The only difference is that the byproduct of alcoholic fermentation is ethyl alcohol. Alcoholic fermentation is important for the beer industry. Beer makers add yeast which will undergo alcoholic fermentation to add alcohol to the brew. Wine fermentation is also similar and provides the alcohol for the wine. Which is Better? Aerobic respiration is much more efficient at making ATP than anaerobic processes like fermentation. Without oxygen, the Krebs Cycle and the Electron Transport Chain in cellular respiration get backed up and will not work any longer. This forces the cell to undergo the much less efficient fermentation. While aerobic respiration can produce up to 36 ATP, the different types of fermentation  can only have a net gain of 2 ATP. Evolution and Respiration It is thought that the most ancient type of respiration is anaerobic. Since there was little to no oxygen present when the first eukaryotic cells evolved through endosymbiosis, they could only undergo anaerobic respiration or something similar to fermentation. This was not a problem, however, since those first cells were unicellular. Producing only 2 ATP at a time was enough to keep the single cell running. As multicellular eukaryotic organisms began to appear on Earth, the larger and more complex organisms needed to produce more energy. Through natural selection, organisms with more mitochondria that could undergo aerobic respiration survived and reproduced, passing on these favorable adaptations to their offspring. The more ancient versions could no longer keep up with the demand for ATP in the more complex organism and went extinct.

career development portfolio Essays

career development portfolio Essays career development portfolio Essay career development portfolio Essay Supply Chain Management (SG2038) Case study on DLH as a third-party logistics player Abstract This study or essay attempt to examine the role DHL plays as a third party logistics player and the advantages of the business role of DHL in todays supply chain management. Based on the rapid growth of other logistics companies, it will also analyse the challenges DHL is facing and also the challenges the company could face in future in relation to supply chain management. Furthermore, recommendations will be given that could maintain and promote the success of DHLs role in the third party logistics business. Introduction Company background DHL is a logistics service based industry founded in 1969 in San Francisco by three young shipping executives Adrian Dalsey, Larry Hillblom and Robert Lynn. Since then, it continued to grow rapidly until today where it stands to be the market leader of the international express and logistics industry. In 1969, it took its primary step in planning for its future through personal shipping of documents by airplane from port to port so they can be, examined and see to, before the ships arrive. As the year goes by DHL network expanded largely, reaching out to every of its customers around the globe. Their market share increased and became more intricate therefore in order to meet the changing needs of its customers both globally and local level, it adapted to the new market changes. DHL international network now links more than 220 countries and territories in the world. It offers incomparable skill in express, overland transport, contract logistics solutions, air and ocean freight and international mail services. Behind its success are its employees whose main focuses is on customers needs and provision of individual modified solutions since its success has always been around delivering service of extreme excellence to its ustomers ( DHL 2013). Role of DHL as a third-party logistics (3PL) player As a third-party logistics player, DHL plays a significant role in providing services to its clients of outsourced logistics services for all or part of their function of supply chain management. DHL normally focus on integrated operations which can be customized to the needs of customers based on the condition of the market demand and delivery service supplies for their materials and products (Razzaque and Sheng, 2006). The role of DHL thus is to maintain balance in its customers supply chain anagement by rendering services such as; DHL freight transport: this is one of DHLs most common services it involves the movement of goods from one location to the other. This may be from a particular retail store to another or perhaps from a coastal port to a warehouse. They help their customers to constantly improve on their means of transportation by getting products to the market more efficiently and faster therefore making them gain competitive advantage (Bardi and Tracey, 2006). Warehousing and distribution: As a third-party logistics, DHL offer some form of warehousing and distribution. In this sense, the clients business hires the company to store their goods in an organized facility and later distribute the goods to different locations (Ahmed and Raflq, 2003), DHL fulfilment: this can be described as a version of warehousing where they store goods in a warehouse, and then different collections of the goods are assembled in other containers or box. DHL maintains employees, pickers and packers who are able to carry out orders with speed and high level of accuracy (Stefansson, 2006). Supply chain solution: DHL render a special service in helping their clients improve their operational performance and rofitability by making use of current lean and green supply chain management techniques (Lieb, 2005). Advantages of DHLs business role in supply chain management DHLs business role in supply chain management enables business to stay ahead of their rivals with greater flexibility, lower cost structure and strong customer satisfaction. Here are some of the advantages of DHLs business role in supply chain management; Better focus on core activities DHLs business role in supply chain management allows business or clients to focus on their activities that are of great importance to the company. In a period of rapid growth, operations in a company will expand and when this happens, it may consume both human and financial resources at the expense of the main activities that made the company successful but, when these additional operations are outsourced, the company focuses on the core activities (Nwokah, 2009). Reduced cost on operations and recruitment The role of DHL in supply chain management evades the needs for companies to hire workers in-house so that operational and recruitment cost are minimized to a great extent (Hertz and Monica, 2003). Risk management In any business or investment, there are, certain level of risk involve. DHL 3pl business in supply chain management is to assume and manage these risks and they can also decide a better way of avoiding these risks since it is one of their area of expertise (Kim, 2003). Increase efficiency In the supply chain, most business that does everything by themselves, often have higher research and development, marketing and distribution expenses and these expenses are passed on to customers. However, with the cost structure and economic of scale of a third party logistics like DHL, can give an important competitive dvantage to your firm (Langley and Capgemmini, 2012). Innovation This is one of the greatest advantages of DHLs business role in supply chain management in the sense that it applies its expertise in various ways that will improve, business operations by, introducing innovative business ideas and technology (Rahman, 2011). Challenges faced by DHL from the perspective of supply chain Third-party logistics like DHL experience constant challenge due to pressure from customers and new innovative ideas in supply chain. However, these challenges, brings about changes in their operations. Inventory policy changes: the consistent changes in the organizations inventory process has become a big challenge to the logistics outsourcing companies including DHL. In this way, the supply chain concepts such as just-in-time and Just-in-sequence approaches have put a challenging demand in the service of DHL Express. Hence, contemporary organizations, does not work in isolation due to interdependent on each other. DHL however is currently strategizing towards changing their original methods on service delivery to ensure efficiency as well as customer satisfaction (Gibson etal, 2006). Competitors: the entrant of various companies into logistics outsourcing industry has become a great challenge to DHLs services. Logistics report in I-JK 2009 revealed that smaller companies are using channel freight-forwarders which are positioned to enhance service delivery to the customers (Wright, Pickton, and Calliw, 2002). This association has made DHL to lose some of its customers, since the rivals, provides the same services. Also other big competitors like UPS and FEDEX are buying smaller logistics firm to expand their business and this situation may cost DHL its foremost position in the world Express Service. Transportation cost: increase in the cost of transportation (increase in the price of fuel, gas and diesel) creates a big challenge to third-party logistics providers like DHL. For instance, when there is an increase or scarcity in petroleum products, there will be a delay in delivering goods to their supposed destination. As a result of this delay, there will be a loss to the involved organization (Virum, 2003). Globalization: the new trend in globalization, have brought about a change in the concept of third-party logistics business. Users or customers of third party logistics re now demanding more from their service providers as a result of new innovative ideas in supply chain thereby, pushing third-party logistics like DHL to take a new turn (Langley, Newton and Tyndall, 1999). Recommendation For DHL to maintain its successful role as a third-party logistics player in various business industries, it needs to improve in its Just-in-time and Just-in sequence inventory strategy and acquire more channel fright-forwarders that will enhance quick delivery of goods in other to meet and satisfy the pressing needs of its customers and when this is done, they will be able to regain their lost customers hereby allowing them to compete and retain its place in the logistics business. However, to reduce the delay in the delivering of goods due to scarcity and increase in the price of petroleum products, DHL should have a store or a bank where petroleum products can be stored in case of such occurrence to facilitate the delivery of goods and avoiding loss in the side of customers. As the world continues to develop into a more globalized economy and organizations are coming up with new ideas and becoming more demanding, DHL should also create new innovative ideas o match with the present trend in the globalized economy. Conclusion As third-party logistics companies to grow, the role of DHL in the third-party logistics business will in no doubt continue to change and as the economy continues to move into a more globalized world, the challenges of DHL will increase thereby making its services stronger and giving them more competitive advantage in the long run of logistics business and supply chain management. Referencing Ahmed, P. and Rafiq, M. (2003) Internal market issues and challenges. European Journal of Marketing, 37 (9) pp. 1177-1186. Bard, E. nd Tracey, M. (2006) Transportation outsourcing: a survey of US practices. International Journal of Physical Distribution Logistics Management, 21 (3) pp. 15-21. DHL official website (2013) Available at: dhl. com/en. html, (Accessed Nov. 18, 2013). Hertz, S. and Monica, A. (2003) Strategic development of third party logistics providers. Industrial Marketing Management, 32 (2) pp. 139-149. Kim, J. (2006) Logistics in Korea: current state and future direc tions. International Journal of Physical Distribution Logistics Management, 26 (10) pp. 6-21. Lieb, R. C. (2005) The 3PL ndustry : where its been, where its going. Supply chain management review, 9 (6) pp. 20-27. Langley, J. , Newton, B. and Tyndall, G. (1999) Has the future of third-party logistics, Supply Chain Management Review, 56 (5) pp. 85-94. Langley, J. and Capgemmini (2012) 2012 16th Annual Third-Party Logistics Study. Nwokah, N. (2009) Customer-focus, competitor-focus and marketing performance. Measuring Business Excellence, 13 (3) pp. 20-28. Rahman, S. (201 1), An exploratory study of outsourcing 3PL services: an Australian perspective, An International Journal, 18 (3) pp. 342 358. Razzaque, M. and Sheng, C. 006) Outsourcing of logistics function: a literature survey. International Journal of Physical Distribution Logistics Management, 28 (2), pp. 89-107. Stefansson, G. (2006) Collaborative logistics management and the role of third-party service providers, International Journal of Physical Distribution Logistics Management, 36 (19) pp. 76-92. Virum, H. (2003) Third party logistics development in Europe, Logistics and transportat ion review, 29 (4). Wright, S. , Pickton, D. and Calliw,J. (2002) Competitive intelligence in UK firms; a Typology. Marketing intelligence Planning, 20 (6) pp. 349-360.

A Brief History of Womens Property Rights in the U.S.

A Brief History of Women's Property Rights in the U.S. Today, its easy to take for granted that women can take out a line of credit, apply for a home loan, or enjoy property rights. However, for centuries in the United States and Europe, this was not the case. A womans husband or another male relative controlled any property allotted to her. The gender divide concerning property rights was so widespread that it inspired Jane Austen novels such as Pride and Prejudice and, more recently, period dramas such as Downton Abbey. The plot lines of both works involve families made up solely of daughters. Because these young women cant inherit their fathers property, their future depends on finding a mate. Womens right to own property was a process that took place over time, starting in the 1700s. By the 20th century, women in the U.S. could be property owners, just as men were. Womens Property Rights During Colonial Times American colonies generally followed the same laws of their mother countries, usually England, France, or Spain. According to British law, husbands controlled womens property. Some colonies or states, however, gradually gave women limited property rights. In 1771, New York passed the Act to Confirm Certain Conveyances and Directing the Manner of Proving Deeds to Be Recorded, legislation gave a woman some say in what her husband did with their assets. This law required a married man to have his wifes signature on any deed to her property before he sold or transferred it. Moreover, it required that a judge meet privately with the wife to confirm her approval. Three years later, Maryland passed a similar law. It required a private interview between a judge and a married woman to confirm her approval of any trade or sale by her husband of her property. So, while a woman may not have technically been allowed to own property, she was allowed to prevent her husband from using hers in a way she found objectionable. This law was put to the test in the 1782 case Flannagans Lessee v. Young. It was used to invalidate a property transfer because no one had verified if the woman involved actually wanted the deal to go through. Massachusetts also took women into consideration regarding its property rights laws. In 1787, it passed a law allowing married women, in limited circumstances, to act as femme sole traders. This term refers to women who were allowed to conduct business on their own, especially when their husbands were out to sea or away from home for another reason. If such a man was a merchant, for example, his wife could make transactions during his absence to keep the coffers full. Progress During the 19th Century Its important to note that this review of womens property rights mostly means white women. Slavery was still practiced in the U.S. at this time, and enslaved Africans certainly did not have property rights; they were deemed property themselves. The government also trampled on the property rights of the indigenous men and women in the U.S. with broken treaties, forced relocations, and colonization generally. As the 1800s began, people of color did not have property rights in any meaningful sense of the word, though matters were improving for white women. In 1809, Connecticut passed a law permitting married women to execute wills, and various courts enforced provisions of prenuptial and marriage agreements. This allowed a man other than a womans husband to manage the assets she brought to the marriage in a trust. Although such arrangements still deprived women of agency, they likely prevented a man from exercising total control of his wifes property. In 1839, a Mississippi law passed giving white women very limited property rights, largely involving slavery. For the first time, they were allowed to own enslaved Africans, just as white men were. New York gave women the most extensive property rights, passing the Married Womens Property Act in 1848 and the Act Concerning the Rights and Liabilities of Husband and Wife in 1860. Both of these laws expanded the property rights of married women and became a model for other states throughout the century. Under this set of laws, women could conduct business on their own, have sole ownership of gifts they received, and file lawsuits. The Act Concerning the Rights and Liabilities of Husband and Wife also acknowledged mothers as joint guardians of their children along with fathers. This allowed married women to finally have legal authority over their own sons and daughters. By 1900, every state had given married women substantial control over their property. But women still faced gender bias when it came to financial matters. It would take until the 1970s before women were able to get credit cards. Before then, a woman still needed her husbands signature. The struggle for women to be financially independent of their husbands extended well into the 20th century.

Newly engaged couple hears that you are taking a course in Research Paper

Newly engaged couple hears that you are taking a course in interpersonal communication, and wants advice for their relationship - Research Paper Example (Krauss and Fussell, n.d). 1. The principles and misconceptions in effective interpersonal communications The level of communication in any particular situation determines what kind of social behavior will take place between the concerned individuals. (Krauss and Fussell, n.d). For example, with a couple like yours who are newly engaged and experiencing problems with interpersonal communication have to concentrate extremely hard on improving the communication between the two of you if the said relationship is to be sustained and nurtured over time. In couple’s relationships, communication sort of becomes the glue that holds the two people together. The more open and honest the communication level is between the two of you, the closer you will be and the less open and more strained the communication level is between the two of you the farther apart you will be and the more chances there will be of this relationship falling apart. Research on the matter has determined that commu nication does mediate behavior, but it is still hazy on how exactly it accomplishes this. (Krauss and Fussell, n.d). This could be because the topics under question are very intangible and cannot be quantified and tested easily and also because they vary with situation. Since every situation is case specific, we cannot generalize completely how exactly communication will affect interpersonal relations. For example, imagine a scenario where you guys have a fight. Both of you are angry, but your reactions as a result of this anger may be completely different. Sara, you may prefer to fume quietly and be more passive aggressive and Tim, you might be more vocal in your anger. Another couple in the midst of an angry fight might have completely different reactions. When communicating with one another you also have to be careful to catch, identify and correctly respond to any signs and symbols used during the communication by your partner. Knowledge and understanding of signs comes from kno wledge of the world. (Krauss and Fussell, n.d). For example, tears are a sign of sadness and smiling is a sign of happiness. However these are simplistic examples and in reality in your relationship you two will be faced with more complex signs to interpret. You both will have to watch out for facial expressions, body language and posture etc of the other as signs of what they are feeling. These signs may be specific to each one of you, but being around each other will provide you knowledge about them and help you interpret them better. Symbolic behavior includes the use of language; for example, Sara, if Tim says ‘I am upset’ it is a symbol of how he is feeling and this symbol helps him express his inner feelings to you. (Krauss and Fussell, n.d). One more thing to note is that the production of signs is inherent, while the production of symbols is learned. (Krauss and Fussell, n.d). Further, the two of you must realize that not only the spoken word counts as communica tion. All behavior counts as communication because even the smallest facial expressions and mood swings have the tendency to emotionally affect the other person. (Krauss and Fussell, n.d). Both of you should be aware of your own and each other’s behavior and how it affects you emotionally. Often talking about these indications will clear matters out and avoid them from

Job satisfaction for MacDonald fast food restaurant Case Study

Job satisfaction for MacDonald fast food restaurant - Case Study Example Hamburgers, cheeseburgers, chicken, French fries, soft drinks, milkshakes and desserts are some of the items sold by McDonald's. Recently McDonald's has diversified its operations into many other areas. For example, â€Å"With the introduction of specialty coffee, McDonald's became more than just a fast food restaurant. Now you could come during the evenings and sit in the McCafe, sipping cappuccino while discussing the subtleties of 20th century French philosophy† (McDonald's: A History Of Innovation). â€Å"According to the National Restaurant Association, American sales of fast food totaled $163.5 billion in 2005. Total sales for McDonald's grew 5.6 percent in 2005, and the company now has 30,000 franchised stores in more than 120 countries†(Wilson).(See appendix for more details). In short, McDonald's is one of the rapidly growing organizations in the world. Even though recent recession hit many of the restaurant chains drastically, McDonald's escaped without any se rious injuries. At the same time, many people believe that the job satisfaction of the employees of McDonald's is not so good because of the demanding work culture. It should be noted that job satisfaction is an important entity for the workers of modern era. Any lapse in job satisfaction may result in increased turnover rate and the image of the organization could be spoiled. This paper conducts a SWOT analysis of McDonald's with respect to job satisfaction among employees. SWOT analysis Strengths A New York Times article chronicles the efforts of one McDonald's franchisee in Missouri who has outsourced his drive through order-taking to Colorado. According to the franchise owner, outsourced order taking allows him to handle 30 additional cars per hour. At the same time, the error rate in order taking was cut significantly as the ordering process has become more efficient and accurate (McDonald's: A History Of Innovation). Innovation is the major strength of McDonald's. The company never hesitated to incorporate modern business strategies and servicing techniques in its premises. It should be noted that outsourcing and offshoring are two of the most modern business strategies adopted by modern organizations to exploit the globalized business climate. As mentioned earlier, internationalization of offshoring of business helped McDonald's to establish business in more than 120 countries at present. it should be noted that the business in America is almost saturated for McDonald's at present since it has outlets in virtually every corner of America. It is impossible for McDonald's to expand further in America. Because of the above awareness, the company started internationalization of business, which brought dividends to them. Same way, out sourcing also helped the company immensely in increasing its revenue. Many people have the illusion that outsourcing may help only the manufacturing industry and it has nothing to do with the service industry. However, McDonald 's proved such belief wrong. It has outsourced the majority of the order taking jobs. It should not be forgotten that it is extremely difficult in America and other European countries to find enough labor to work in lower level positions. Manpower shortage is immense in these regions and hence companies forced to outsource their jobs as much as possible. Outsourcing of order taking and order processing helped McDonald's to improve its operating efficiency immensely. Previously, the

Business Ethics Essay Example | Topics and Well Written Essays - 1500 words - 2

Business Ethics - Essay Example Throat cutting competition and desire for growth is pushing companies to make every possible effort to improve their performance. It was during the 1950s when experts used the term â€Å"performance management† to refer to the systematic and controlled process with which organizations would monitor their performance in order to achieve their goals effectively and efficiently. Today, performance management is a crucial part of every big organization. Despite the fact that the Human Resource Departments are usually responsible for conducting the performance management functions and activities, entire organizations contribute to the process to make it successful (Dresner, pp. 214-219). There are five major pillars of performance management. First, planning the goals and objectives and deciding on the expectations. Second, performance management, as mentioned earlier is also about having a check and balance on the performance of the organization and its employees. Third, performan ce management also binds managers to ensure that there are enough resources available at the disposal of the company, departments, and employees to achieve those goals. Fourth, with the help of balance scorecards and performance appraisals forms, performance management also requires managers to rate and evaluate the performance of individuals and groups. Fifth, lastly, with different pay systems of contribution-based pay, performance based pay, skill based pay and others, and it rewards and appreciates employees for their performance (Cardy, Leonard & Newman, pp. 85-89). Managers all over the world are realizing that many decisions and processes required for performance management necessitate upholding of high ethical and moral standards. These ethical dilemmas are everywhere in the system of performance management. It becomes even more important to answer and address because many decisions concerning the future of the company and the future of its employees, remains depended on the se performance management decisions. Companies use this data for recruitment, selection, layoffs, terminations, promotions, bonuses, pay increases, rewards, demotions, and others (Cardy, Leonard, & Newman, pp. 85-89). One ethical question, which comes up during the performance management of companies, is the fact that whenever companies manage performance of their employees, they are well aware of the fact that the element of â€Å"bias† is embedded deeply in the system. Experts have pointed out many forms of bias, which are present in the system when employees are being rated. First, leniency error when the rater or the manager has the tendency to be lenient, nice, and kind to all the employees because he knows that these ratings would probably decide their future. Furthermore, in order to keep harmony within the group or the department, to gain support, to avoid any tensions or confrontations, managers also try to give above average ratings to all the employees. Second, cen tral tendency error occurs when managers do not want to give very high or very low ratings to anyone. Many managers know that their high and low ratings would force employees to ask them a series of questions, explanations and proofs and the best way to avoid that conversation is by giving them all average rating (Luecke, Hall & Harvard Business School, pp. 321-324). Third, halo effect occurs when manag

Strategic managment Essay Example | Topics and Well Written Essays - 4000 words

Strategic managment - Essay Example The similarities and the differences of both cases can be understood only if referring to key elements of these strategies but also to their background – i.e. the needs that led to the design and the implementation of these strategies and which were the expectations of their initiators; the success of these efforts would be also another issue for consideration especially when evaluating the tools and the analyses used for the development of the particular projects. In Uganda, the DISH project was actively supported by the country’s Ministry of Health. The project focused primarily on the prevention of expansion of HIV and TFRs – also of STD – among the population; a wide range of communication campaigns were developed across the country for a period of 8 years. The project was implemented gradually – i.e. in two phases. Its first phase began in 1994 and lasted for 5 years (see case study). The second phase began in 1999 and lasted for 3 years. In other words, the project was completed on 2002. The communication with the public – through appropriately designed communication campaigns – was the main strategic tool of the specific project. Another detail related with the implementation of the DISH project is the fact that a detailed SWOT analysis was developed before the implementation of the project in the country. The needs of the local society but also the challenges related with the development of thi s project were therefore carefully addressed before the realization of the project’s various activities. Despite the fact that the specific project was initiated by the state (ministry of health) it was developed and monitored by a private organization – Pathfinder International; a series of organizations were participated in the various phases of the project (like the JHU/ CCP and the University of North Carolina). The project was funded by the United States (Agency for International Development). In

The Role of Emotion-focused Theory in Functional Assessment Essay

The Role of Emotion-focused Theory in Functional Assessment - Essay Example New models of marital suffering, such as Gottmans model, also have grounding in the observation and the coding of exact interactions flanked by intimates, as do models of adult close relationships such as accessory theory. Moreover, it is perhaps not astonishing, then, that there is consonance in the middle of EFT as a model of intervention, researched evocative models of distress, and relational theories such as accessory. Distressed couples taught Les Greenberg and me, the inventor of EFT, how to describe the procedure of alter outlined in EFT and the interventions that endorse this change procedure. Moreover, the primary EFT manual was written as part of the first result study, which compared EFT to untreated couples and couples who finished a behavioral communication and skills training intrusion. The consequences of EFT in this primary study were imposing sufficient to spark another two decades of research on EFT(Elliott, R., Watson, J. C., 2004). No doubt, this study utilized evocative assessment methods to expand hypotheses regarding the function of lunchtime behavior troubles for three characteristically developing children. No doubt, functional treatment was assessing in the natural setting through caregivers as change agents. In general, results of the evocative assessment suggested that every childs difficulty behavior was upheld by flee and, to a lesser extent, attention. In adding, this study optional that straight observation was more dependable than a behavioral interview or survey in acquiring the information essential to expand hypotheses on factors maintaining a childs mealtime behavior evils. Lastly, a functional treatment wrap up consisting of death, stimulus fading, and strengthening of suitable eating behaviors put into practice by the caregivers was effectual in decreasing the mealtime behavior evils for two of the children who continued in the study, thus given that

Strategic managment Essay Example | Topics and Well Written Essays - 4000 words

Strategic managment - Essay Example The similarities and the differences of both cases can be understood only if referring to key elements of these strategies but also to their background – i.e. the needs that led to the design and the implementation of these strategies and which were the expectations of their initiators; the success of these efforts would be also another issue for consideration especially when evaluating the tools and the analyses used for the development of the particular projects. In Uganda, the DISH project was actively supported by the country’s Ministry of Health. The project focused primarily on the prevention of expansion of HIV and TFRs – also of STD – among the population; a wide range of communication campaigns were developed across the country for a period of 8 years. The project was implemented gradually – i.e. in two phases. Its first phase began in 1994 and lasted for 5 years (see case study). The second phase began in 1999 and lasted for 3 years. In other words, the project was completed on 2002. The communication with the public – through appropriately designed communication campaigns – was the main strategic tool of the specific project. Another detail related with the implementation of the DISH project is the fact that a detailed SWOT analysis was developed before the implementation of the project in the country. The needs of the local society but also the challenges related with the development of thi s project were therefore carefully addressed before the realization of the project’s various activities. Despite the fact that the specific project was initiated by the state (ministry of health) it was developed and monitored by a private organization – Pathfinder International; a series of organizations were participated in the various phases of the project (like the JHU/ CCP and the University of North Carolina). The project was funded by the United States (Agency for International Development). In

The Abu Ghraib Prison Scandal Essay Example | Topics and Well Written Essays - 750 words

The Abu Ghraib Prison Scandal - Essay Example The author made references to similar instances which apparently happened and documented through the experiment conducted by Philip G. Zimbardo, a psychology professor at Stanford University. Likewise, the reasons for the change in behavior were likewise supported through another set of experiments conducted by Stanley Milgram, which were discussed extensively in the article entitled â€Å"Perils of Obedience† published in Harper’s in 1973. Using these resources, the current discourse hereby asserts that the behavior of the American guards could be explained from the findings of experiments espoused by Zimbardo and Milgram. Analysis of the Situation To enable one to effectively respond to the question, there is a need to establish an examination of the situation that led these American soldiers to act viciously. As noted by Szegedy-Maszak (2004), â€Å"while many theories have been advanced about the forces that tragically came together at Abu Ghraib--inadequate traini ng, overzealous intelligence gathering, failure of leadership--none can adequately account for the hardening of heart necessary for such sadism† (p. 174). The article written by Jehl and Schmitt (2004) and published in The New York Times provided a more vivid scenario that presented conditions that set the stage for the apparent sadistic behavior. According to the authors, the members of the military police battalion who were sent to Iraq to serve as prison guards were untrained, unprepared, and completely inexperienced in this particular endeavor. Likewise, the Abu Ghraib prison was described as to detain as much as 7,000 prisoners, from an initial capacity of 2,000; which contributed to increasingly chaotic conditions, difficulties in overseeing, and effecively controlling security conditions. It was revealed that â€Å"in Abu Ghraib the soldiers suddenly found themselves under attack virtually every night from insurgents outside the prison† (Jehl & Schmitt: A trouble d unit, 2004, par. 19). The threat was reported to necessitate the infusion of military intelligence officers. These officers were noted to be the ultimate source of abuse. Factors that Explain the Behavior of American Guards In Zimbardo’s experiments, it was explicitly noted that abuses and atrocities actually ensued from the very power that was accorded to the students, enacting the security guards’ roles. As emphasized, from initially starting as ensuring that â€Å"they must maintain ‘law and order’ in this prison, that they were responsible for handling any trouble that might break out, and they were cautioned about the seriousness and potential dangers of the situation they were about to enter† (Zimbardo, 1973, p. 41), the presence of the following factors were actually evident and similar to the Abu Ghraib prison: (1) power to maintain law and order; (2) imminent threats from prisoners or from external sources of chaos that could endanger the ir lives; (3) the apparent need to conform to the norms of society in terms of responding to the social pressures of the prison environment; and, likewise, (4) the natural response for the application of forms of sadism, to purportedly control prisoners or make them submit to the orders given, with or without justifiable rationales. Using the experiment conducted by Milgram (1973), one could evaluate that the power of obedience was expected to have been ingrained in every individual’s being; and thereby, prison guards who are expected to be followed with regards to orders being directed to prisoners, resort to the authority and powers vested in them, to inflict whatever action is deemed necessary to enable their subjects to react and respond, as directed. As

Information System Management Essay Example for Free

Information System Management Essay A new concept in today’s IT world is offshore sourcing in Information Systems which is a paradigm shift from the traditional Business Process Outsourcing. Although the latter has been facilitated by the lucrative IT infrastructure, it is important to focus and emphasis on what has brought about offshore Information System sourcing. This journal article has theoretically explored on factors which the authors considers are the key drivers that can influence a company to go offshore. Additionally, to practically drive the point home, the article has exclusively carried out and explained a case study on ComputerInc, an Australian IT services company. Consequently, some of the key-driving factors include becoming and remaining competitive, reducing operational costs, and increasing the market share. Nevertheless, key challenges include overall strenuous management, staff demoralization, and lowered quality of services. This article is relevant in that the roles of the management for instance that of Chief Information Officer is critical in creating viable decisions. Such include venturing into IS offshore sourcing so as to drive organizations technologically and reap benefits such as reduced operation costs (McNurlin, et al. 2009, pp. 10-13). In the article, ComputerInc is argued to have increased its global market share as a result of IS offshore outsourcing (Beverakis et al. 2009, p. 35). In this regard, McNurlin, et al. (2009, pp. 17-20) have classified roles of IT infrastructure into three: working inward, working outside, and working across. Benefits include global positioning, partnering, and increasing the clientele base if/when proper IS planning is done by the decision makers. The article explains how viable decisions made by ComputerInc’s management drove the company into offshore outsourcing, attain a global position, and command a competitive market share (McNurlin, et al. 2009, p. 18). This corresponds to the learning outcomes of this course and for that reason I would award the article a value of four out of five on a score-scale. The Journal of Global Information Management is an academic journal published by the Information Resources Management Association. The Editor-in-chief for this journal is called Felix B Tan of Auckland University of Technology in New Zealand. Journal of Global Information Management is published on quarterly basis every year. In each year, a single volume is released but in each quarter the released journal is assigned a separate issue number. The journal is both online and in print and it is accessible at a personal level and to institutions. However, to access the journal subscription is a must whereby printed journal goes is sold at $ 545 and $ 195 to an institution and individual respectively (JGIM 2010). In all the issues of the Journal of Global Information Management emphasizes on all the concepts related to management of worldwide information resources. The journal creates a forum in which professionals and researchers disseminate current and surfacing information in both theoretical and practical perspective in relation to information technology and information resource management at global level. Therefore its main objective is put main emphasis on organizational and managerial aspects of Information Technology resources management. It covers on a range of issues such as policies, failure, usage, success, applications, and strategies of IT in business enterprises both in developed and emerging economies (JGIM 2010). The Journal of Global Information Management has laid out procedures whereby professionals and researchers especially in the field of information system management share their knowledge in regard to emerging challenges, posed by IT developments. Through its case studies, the journal proposes means on how to integrate information technology techniques into current managerial strategies. Therefore, it covers on the learning outcomes of this course such as role of IS managers, importance of IS/IT in driving companies to the global center-stage (JGIM 2010). In this article, it is acknowledged that information system offshore outsourcing has over the years increased drastically. In the research study, a number of steps involved in making such decisions at the management level have been identified. It states that IT managers weighs on the benefits and challenges of offshore outsourcing, evaluates the all the logistics involved in the process, and determines the prevailing geography. The research is based on literature review of existing companies’ statistical reports as presented in annual releases. The article states that offshore outsourcing surpasses onshore outsourcing in terms of benefits and risks involved. USA, UK, France, and Germany are the major IS offshore outsourcers in countries such as India, and China. Reduction in operation costs has been identified as the key motivator whereas it also stresses that quality services, security, and provider location must be considered. The key factors identified by Reyes, Jose and Juan (2006, p. 234) that influence offshore outsourcing are market and economic globalization, savings on operational costs in terms of salaries paid to the staff, shortage of skilled manpower, the need to reduce IS projects’ development time-cycle, and the growth or access to internet by large number of people (McNurlin, et al. 2009, pp. 7 33-39). This article demonstrates and emphasizes on key steps that information system managers of any organization have to take while making decisions on whether to outsource some of their services offshore. In comparison, McNurlin, et al. 2009, p. 11) in their book acknowledges the same that CIO’s should design policies, analyze possible benefits and risks so as to make informed decisions. In regard to the learning outcomes of ECOM20001, the article is explicit on what chief information officers are expected to do, have presented statistical evidence on how companies expand due to outsourcing and the impact of globalization on company activities in terms of risks and benefits. Considering such coverage on E-enablement and globalization I would award the article a score of five.

Principles and Influences of Gastronomy

Principles and Influences of Gastronomy Gastronomy is the study of food and culture, with a particular focus on gourmet cuisine. Modern gastronomy has its roots in several French texts published in the 1800s, but the idea of relating food, science, society, and the arts has been around much longer. True gastronomy is a demanding multidisciplinary art examining food itself along with its context, presentation, freshness, and history. While commonly associated with gourmets and gluttony, gastronomy is actually its own discipline, although some gourmets are certainly gastronomes, as are some gluttons. The principle of gastronomy is that food is a science, in addition to an art form. By understanding how all of the senses contribute to an experience, a gastronome can more completely understand what is happening when a consumer claims to dislike or enjoy a particular food item. Gastronomy also examines the sociological implications of food, along with integrating other social science disciplines such as anthropology, psychology, and philosophy. The role of food in the fine arts such as performance art, painting, and sculpture is also examined, as part of a closer look at the role of food in society in general. INFLUENCE ON NATIONAL FOOD CULTURE People mostly connect to their cultural or ethnic group through food patterns. For Immigrants food now become the means of retaining their cultural identity. Each and every individual have different cultural backgrounds and have different eating habits. The ingredients, methods of preparation, preservation techniques, and types of food eaten at different meals are different among cultures. The areas and the climate factors in which families live- and geographical location where their ancestors originated also influence food likes and dislikes. These food preferences result in varieties of food choices within a different cultural or regional group. Food items themselves have meaning and some cultural identity attached to them. For example in many Western countries a box of chocolates would be viewed as an appropriate gift while in other countries chocolates might be a less appropriate gift. Different nations or countries are frequently associated with certain foods. For example, many people associate Italy with pizza and pasta but Italians eat many other foods, and types of pasta dishes are popular throughout Italy. Methods of preparation and types of food also vary by regions and culture of a nation. Some families in the United States prefer to eat meat and potatoes, but in some families meat and potatoes are not eaten on a regular basis, nor even preferred, by many in the United States, so would not be labelled as a national cuisine. Grits, a coarsely ground corn that is boiled, is eaten in the southern United States. A package of grits is only available in the largest supermarkets in the upper Midwest and its difficult to find even in large Midwestern supermarkets a long time ago. This may be called as the geographical effect. Regional food habits also exist in nations and countries but they also change by time. As people travel from place to place food habits and preferences are imported and exported. Families move to other nations, countries or places bringing their food preferences with them. They follow their old recipes with new ingredients available at different places or experiment with new recipes, incorporating ingredients to match their own tastes. In addition, food itself is imported from other countries. Nevertheless, what is considered edible or even a delicacy in some parts of the world might be considered inedible in other parts. Although most of the times food is selected with some attention to physical need, the values or beliefs by which society attaches to potential food items and define what families within a cultural group will eat. For example, both plant and animal sources may contribute to meeting nutritional requirements for protein; soybeans, beef, horsemeat, and dog meat are all adequate protein sources. Yet, due to the some values and beliefs attached to these protein sources, they are not considered in all societies. Moreover, even when the foods perceived to be undesirable are available, they are not eaten by people who have a strong emotional reaction against those potential food item. CULTURE AND RELIGION Types and food associated to British culture: British cuisine encompasses the cooking traditions of the British Isles. It reflects the cultural influence of the colonial era as well as post-war immigrations. British cuisine boasts of a rich variety of sumptuous dishes from its different regions. Staple foods include chicken, beef, pork, lamb and fish, served with potatoes and other vegetables. The most popular dishes are fish and chips, sandwiches, trifles, pies and roast As the result of both globalization and global environmental change food systems face dramatic transformations. Change in global environment influence the physical and socioeconomic conditions that underpin terrestrial and marine food systems., Globalization is also responsible for transforming the production and storage of food, , access to and consumption of food, and the quality and safety measures associated with food and eating habits. Both processes also have direct effects on agricultural production, livelihoods, and the agricultural economies as well. More important, both processes can take place at the same time and interacting to create dynamic conditions that influence vulnerability to both rapid and gradual environmental changes. Global environmental change affects food systems through the loss of productive farmland, depletion of traditional seed stocks, loss of biodiversity, and changing climate conditions, including increasing frequency of extreme climatic events such as droughts and floods. Globalization-related changes include liberalization of trade in agriculture products, reduction of domestic subsidies and supports for agricultural production, expansion of the role of multinational corporations and supermarkets in food production and distribution, shifts toward urban and industrial land uses, and the growing influence of consumer movements in matters such as use of GMO technologies. Food is an important part of religious observance and spiritual ritual of many faiths including Christianity, Judaism, Islam, Hinduism and Buddhism. The role of food in cultural practices and religious beliefs is complex and varies among individuals and communities. Any introduction to such a diverse and complex topic will not be able to include everything. Instead, here is a sample of some ways in which various religious groups include food a vital part of their faith. Understanding the role of food in cultural and religious practice is an important part of showing respect and responding to needs of people from a range of religious communities. However, it is important to void assumptions about persons culture and beliefs. The various faiths of Christianity include Roman Catholic, Orthodox and Protestant. The regulations governing food and drink differ from one of the next, including some faiths that dont advocate any restrictions. Though todays avant-garde chefs are sometimes accused of turning their kitchens into scientific laboratories, theres no doubt that when a piece of meat is heated, the reaction that takes place is a chemical one. Science and cooking are processes that go hand-in-hand, now more than ever before. The link between science and cuisine is nothing new. Disciplines such as chemistry, physics, biology and botany have always been closely related to cooking. Debates about the existence of science-based cuisine or the controversy over the terms molecular gastronomy and molecular cuisine; have made the subject a topical one. To analyze it, we need to consider the approach adopted by certain chefs and other experts who want to know why things happen. Technology has dramatically improved and reshaped every part of our lives. It has hardly left any aspect of our existence untouched. It has revolutionized the way we work, entertain ourselves and even the things we eat. The food industry has increasingly developed by adopting more advanced technologies that can deliver us healthier, fresher and more varied food. Currently, the marketplace offers a vast variety of foods we can choose from, at a better quality and lower prices than in the past. By introducing new technologies, businesses can offer better products and services in increasingly larger quantities and thus, satisfy a wider range of clients. The same holds true for the companies in the food industry. Advanced technologies are used in all the stages of food production. The first step is to help evaluate and improve the quality of the raw ingredients used. Next, theyre used in the preparation stage, where they aid at shipping and handling the materials. The last stage of processing food will make use of methods like conservation and separation, potentially adding new ingredients to create the final product. The science of molecular gastronomy has given us knowledge about why foods do what they do, under what circumstances, and how. And it has fascinated us by busting myths such as these: Oil added to boiling water prevents pasta from sticking to the pan (it doesnt) The consistency of an egg that makes it hard The expression nouvelle cuisine has been used several times in the course of the history of cooking, particularly in France in the middle of the eighteenth century. It was introduced to subordinate the practice of cooking to principles of chemistry that were to be established by Lavoisier later on. People had mixed feelings about it: for instance, Voltaire wrote I must say that my stomach does not at all agree with the nouvelle cuisine.' Today nouvelle cuisine refers to a trend of opinion that appeared in France in the 1960s. At the time, it caught on rapidly and was a great international success. Yet, as it got tangled up in its contradiction, it stopped being fashionable, and nowadays it has a negative connotation. In spite of that, it was an innovative and quite important movement, which brought about a revolution within the grande cuisine whose lessons are still present in the grand chefs minds. http://www.enotes.com/nouvelle-cuisine-reference/nouvelle-cuisine Michael Symons (1999) recent analysis of Australian neo-global cuisine is an example of gastronomy studies at work in tourism contexts. The critical examination of this review of a current gastronomic debate of particular relevance to the tourism industry (Symons 1999:333) will ease the understanding of gastronomic terms of tourism issue. These terms are of a fundamental importance in any further development of research on gastronomic tourism. Culture in general means the attitudes and behaviour that are characteristic of a particular social group or organization. Its an environment to cultivate or build oneself ethically, socially and in all other aspects that lead an all over human development. Every culture is a combination of some good and bad features. All in one, culture means a way of life. Every geographical body has its own custom viz. culture. People of different nations are recognized by their culture. One should be proud on its impressive traditions. It is the responsibility of all citizens to preserve their own ethnicity. Indian culture is richly known in other parts of the world since the ancient age. Its  multi-diverse flavour has been consistently unique in its very own way. Manners, traditions, living and trading patterns etc. are one of the graceful components of Indian culture. The most important feature of Indian culture is its values. These values are deeply rooted within the heart, mind, body and soul of its dwellers. Western culture, considered as the most advanced culture on globe, has started surmounting its flavour on Indian roots. Western culture has always shown its influence on Indian society. This could be for the multiple reasons like fascination, dreamy autonomy etc., which are somehow absent in Indian culture. Western culture conveys and promotes the ideas and values of advanced civilization across people of India. There are ample of good things found in the western culture, which every Indian should proudly learn and adopt. But what about the negative influences of the western culture? Every package comes with pros and cons. Indians should definitely use the culture strain before getting diluted under the flow of any cultural influence. The leading reasons for such impact are pursuit of wealth and power of Western media. Source Used Symons, M. (1998) The Pudding that took a Thousand Cooks: The story of cooking in civilisation and daily life, Melbourne: Viking