Food Consumption Among American Teenagers Health N Essay Example For Students

Food Consumption Among American Teenagers Health N Essay utrition Exercise Essays Food Consumption Among American Teenagers American young people eat various sorts of food. A few adolescents today are beginning to focus on wellbeing alerts about what they put into their bodies. Those that don't will enormously obstruct how solid they are later in their lives. There are such huge numbers of food decisions that can be made consistently. Absence of time because of schoolwork, sports interest, and public activities can hurt invigorating eating. This isn't important however. Such huge numbers of nourishments are accessible to us. Talking as a matter of fact, undergrads (in their first year) can be set in a few dietary classifications. A few youngsters are characteristically what one may consider to be ordinary. These understudies normally simply get whatever food is helpful. Adolescents eat what looks inviting right now that they feel hunger going ahead. This young part of the populace totally ignores all fat, sodium, and calorie substance of the materials that they place in their mouths. There are numerous nourishments that the easygoing shopper will consequently acquire. The principle things of utilization incorporate sugar-loaded colas, pieces of candy, and chips. Singed nourishments, for example, burgers and French fries, just as Mexican food sources, are particularly famous treats. Pizza is an enormous part of this nutritional category too. A below average of eaters lies at the contrary extraordinary from the easygoing purchaser. These understudies, the wellbeing nuts, have focused on what their moms have attempted to persuade their kids to eat since adolescence. Over the long haul, these understudies will be in an ideal situation than the easygoing buyers. In their later years, the invigorating shoppers will have less myocardial areas of localized necrosis (coronary episodes) and their supply routes will be considerably less prone to be obstructed. Bagels, natural products, and serving of mixed greens (with almost no sleek dressing) are the nourishments of decision among this sound pack. A second rate class of adolescents may incorporate the understudies who eat a mix of nutritious and undesirable nourishments. These adolescents may eat inadequately at one feast and will pivot and eat reasonably at the following. Temperament has a huge influence in what these understudies decide to eat. Since life is so occupied for everybody during the '90s, our weight control plans, including those of youngsters, have gone downhill rapidly. As lives get busier, less individuals are at home to prepare and eat nutritious dinners. It is frequently a lot speedier to hurry to a drive-through eatery. At eateries, each individual from the family can arrange what they wish to eat. This frequently maintains a strategic distance from clashes at home also. There is consistently somebody, ordinarily the young person, that has an issue with the menu. In the event that one needs to, they can arrange suppers that are not very high in fat and calorie content. Most eating foundations, for example, McDonalds or Hardees have plates of mixed greens or sandwiches with chicken. Numerous individuals appreciate heading off to the inexpensive food puts explicitly for unfortunate food, in any case. It is frequently a treat to go get a burger or to go out for pizza. Our way of life has grasped such exercises. Youngsters particularly purchase cheeseburgers over plates of mixed greens since they are commonly less expensive than the vegetables. Teenagers are on limited spending plans, and on the off chance that they have to purchase something to eat, it will be the thing that tops them off the most for minimal measure of cash. Things, for example, cheeseburgers and French fries are not simply staples of the American eating regimen, they are significant finger nourishments. American adolescents need nourishments that can be expended during vehicle trips while heading to work or to a get-together. Servings of mixed greens are not effectively eaten with one hand. .u58e85295d0995c5c1bc5eb303d9f3fec , .u58e85295d0995c5c1bc5eb303d9f3fec .postImageUrl , .u58e85295d0995c5c1bc5eb303d9f3fec .focused content territory { min-tallness: 80px; position: relative; } .u58e85295d0995c5c1bc5eb303d9f3fec , .u58e85295d0995c5c1bc5eb303d9f3fec:hover , .u58e85295d0995c5c1bc5eb303d9f3fec:visited , .u58e85295d0995c5c1bc5eb303d9f3fec:active { border:0!important; } .u58e85295d0995c5c1bc5eb303d9f3fec .clearfix:after { content: ; show: table; clear: both; } .u58e85295d0995c5c1bc5eb303d9f3fec { show: square; progress: foundation shading 250ms; webkit-change: foundation shading 250ms; width: 100%; murkiness: 1; progress: darkness 250ms; webkit-progress: haziness 250ms; foundation shading: #95A5A6; } .u58e85295d0995c5c1bc5eb303d9f3fec:active , .u58e85295d0995c5c1bc5eb303d9f3fec:hover { mistiness: 1; change: obscurity 250ms; webkit-progress: darkness 250ms; foundation shading: #2C3E50; } .u58e85295d0995c5c1bc5eb303d9f3fec .focused content region { width: 100%; position: re lative; } .u58e85295d0995c5c1bc5eb303d9f3fec .ctaText { outskirt base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: striking; edge: 0; cushioning: 0; text-design: underline; } .u58e85295d0995c5c1bc5eb303d9f3fec .postTitle { shading: #FFFFFF; text dimension: 16px; text style weight: 600; edge: 0; cushioning: 0; width: 100%; } .u58e85295d0995c5c1bc5eb303d9f3fec .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; fringe: none; fringe span: 3px; box-shadow: none; text dimension: 14px; text style weight: intense; line-stature: 26px; moz-outskirt range: 3px; text-adjust: focus; text-beautification: none; text-shadow: none; width: 80px; min-stature: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/straightforward arrow.png)no-rehash; position: outright; right: 0; top: 0; } .u58e85295d0995c5c1bc5eb303d9f3fec:hover .ctaButton { foundation shading: #34495E!important; } .u58e85295d0995c5 c1bc5eb303d9f3fec .focused content { show: table; stature: 80px; cushioning left: 18px; top: 0; } .u58e85295d0995c5c1bc5eb303d9f3fec-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .u58e85295d0995c5c1bc5eb303d9f3fec:after { content: ; show: square; clear: both; } READ: [pic] EssayCompanies are currently beginning to make nourishments that are lower in fat, sodium, and calorie content. Numerous teenagers accept that they can eat a greater amount of these things since they have less of the undesirable supplements contained inside them. Frequently these nourishments are very little preferred healthfully over the first item. This prompts the following issue of eating. Breakfast is seldom eaten any longer since it is simply too hard to even consider getting up an additional ten minutes ahead of schedule. .

Cultural Challenges That Influence Multinational Operations

Question: Talk about the Cultural Challenges That Influence Multinational Operations. Answer: Presentation This report will significantly harp on Subway Company. Tram is a drive-thru eatery that has its cause from The United States of America. (Sinha, 2017, 29) it has the majority of its branches everywhere throughout the world and one of them being in India. The drive-thru eatery bargains in selling plates of mixed greens and submarine sandwiches. The drive-thru eatery has its proprietors being the Doctors Associates and is among the most known drive-thru eateries on the planet that is in a consistent quick development. The café has its central station. Metro brand turns into the biggest brand on the planet. Its menu differs from nation to nation contingent for the most part upon where strict necessities are available. The café has its global central station in Milford, Connecticut. The fundamental item offered by tram is the submarine sandwich. Different items offered by metro are: - servings of mixed greens, Paninis and furthermore wraps. Prepared merchandise are likewise present in any metro outlet. There are different advantages and impediments that accompanies setting up a cheap food I a specific nation thinking about financial, social, political and above all as will be talked about later in the report, the social variables. The exploration shows the different difficulties that metro experiences being a worldwide organization across fringes. The report in general shows how Multinationalism are progressively on the ascent. (Schatzker Bloomberg News (Firm), 2013, 10) This is realized by assorted variety both as far as information and new ways to deal with business. With regards to culture different global associations face a few downsides in its tasks with regards to the overall market. Motivation behind report The motivation behind this report is to respond to the inquiry on social difficulties that impact worldwide activities. Looks at how the difficulties can be overcomed and different manners by which the tram organization is fighting this difficulties. The tram organization is utilized as a kind of perspective organization for this examination. Extension The development of the multinationals firms not just flagged a crucial changes during the 90s however its development has its significance to the general public, environmental and social structure of the world. Despite the fact that there are different difficulties that influence this global firms, they despite everything make progress toward progress Different Issues Side effects of issues In the organization being referred to, metro drive-through eatery, there are sure signs that show that the organization is confronting difficulties in its immense activities universally. (Ribeiro, 2015, 12) Signs, for example, low client level, low net revenue and low nearness of labor. Ramifications of issues This issues just imply that the organization will experience misfortunes. The notoriety of the specific cheap food will go down and this can here and there lead to conclusion of the organization. Distinguishing proof of issues At the point when the client level goes down, the cheap food organization ought to understand that what they are offering isn't loved by the vast majority of the individuals from when where they are working. Support of issues This sort of issues that are in included are typically advocated by the way that they cause harm to the organization. At the point when they happen ordinary working of the organization goes down. Anticipated outcomes and arrangement At the point when issues of danger are seen in an organization and particularly one that manages quick nourishments then they can result to conclusion of the business. At the point when this issues are distinguished they ought to be tackled right away. (IEEE Annual Computing and Communication Workshop and Conference, IEEE Las Vegas Section,, Institute of Electrical and Electronics Engineers, 2017, 76) Conversation/investigation of the report Culture alludes to people groups method of living, essentially the sort of standards that are acknowledged and partaken in a specific culture. (Nichols, 2017, 111) There are three zones whereby that can show how culture influences worldwide organizations. This are correspondence, manners and the convention of the association. Fluctuate is seen in various nations as indicated by what is acknowledged and what is proficient. One of the quickest developing economies on the planet is the Indian economy. This is as it has expanding outside organizations on the ascent in its area. There are different advantages that accompany working together in India and then again challenges are additionally there. One of the significant supporters of the difficulties are the social difficulties. This difficulties can make significant misfortunes the organization in general. (Discussion), In Rayadurgam, In Tkachuk, 2016, 16)To keep away from the different difficulties comprehension of the way of life of Indian social and business culture. Coming up next are the social difficulties that impact global tasks. Political variables These are different concerns especially in the administration arrangements and different manners by which organization happens. The political factors at that point influence the guideline of universal worker's guilds. When there is political strength then universal organizations become smooth as far as dealing with. Political agitation prompts conclusion of a portion of the worldwide organizations. Monetary variables The requests for products in the universal market is reliant on the monetary development rate. The financial development rate can be high on certain nations and simultaneously be low in some different nations. This components are put across while setting up universal organizations. (Mente Recorded Books, Inc, 2014, 143) Mechanical components The determinant of global organizations around the globe can likewise be dictated by the accessibility of innovation in the immense territories. This for the most part alludes to the specific host nations. The kind of faculty in this specific nations ought to have experienced through preparing. The network of the specific nation likewise ought to be an issue of concern. This makes the organizations to follow a cutting edge method of activity. (Lewens, 2015, 12) Social variables Social elements religion and culture are among the fundamental social factors that influence the universal market as far as the nature of item or administrations and furthermore useful highlights of the business. Social impacts in India that impact worldwide tasks At the point when reference is put to India the accompanying social difficulties influence the global activities in the business showcase. This shows the kind of societies depicted by the individuals of India. (Kumar, 2010, 19)The metro cheap food organization turns into the focal point of study as it is an American organization situated in India. The social difficulties at that point include: - Disposition towards power High significance and a high status is put on the expert in India. This is a result of the way that the underlying foundations of Indian cause is followed to Hinduism. The kind of correspondence in various levels is nearly shut. Recommendations from lower representatives won't be shared by their bosses regardless of how significant they are. Business ought to comprehend this factor and think of manners by which it very well may be chopped down to suit the specific organization. (Kelly, 2017, 17) The social standards directs how representatives in the center or junior levels feels in agreement to how they feel communicating their perspectives, asking the administration on different choices that are made in the association. This shows the different manners by which distinctive work force have various jobs is a specific association. This can show that the individuals in lower position show a great deal of regard to those in senior positions. The associations that intends to work together in India ought to endeavor to realize change in the general public. (Keller, 2017, 20)Subway Company battles with this test and the significant bit of leeway is that the pace of assorted variety as far as the organization workforce is high and this accommodates various individuals from various starting points to meet up. This makes the Indian culture to some way or another be weakened and consequently causing the organization to have an alternate view on both the senior workers and the lesser o nes. This acquires a parity the working environment of thoughts, order and consultancy rate. Time ideas The way of life of India is alluded to as a polychromic. This implies the needs of various individuals change at various occasions. (Jovine, 2015, 38) It implies then that their needs generally change contingent upon the significance and timeliness mentalities go to be loose sooner or later. Most associations and especially tram organization is normally exacting on the guidelines of reliability and making of cutoff times to specific endeavors. The dynamic procedure is for the most part of a specific time span and this adds to the accomplishment of such associations. Metro tends to this issue by utilizing distinctive work force from various states and there making the way of life of polychromic to go down. In spite of the fact that this despite everything stays to be a test on the grounds that the majority of its workforce are individuals of the Indian cause. Adherence to rules India has made a general public that sudden spikes in demand for suspicions that are set in a specific way. In various nations of the world guidelines and guidelines are the significant determinants of the everyday endurance except this is an alternate case in India as behavior and standards turns into the significant determinants. The manner by which rules and guidelines contain a low degree of adherence causes it to have various difficulties on the financial market. (Green, 2017, 65) This causes setting to up of organizations in India hard for necessity is to observe the standards and guidelines of the nation of origin. Metro Company faces this as one of the difficulties that happen to it on the everyday tasks. Stoutness approach control Governments in various pieces of the world presented a sort of assessment known as fat duty to all drive-thru eateries. This was to burden every single cheap food a 15% so as to make the nourishments costly and demoralize the utilization low as a ton utilization made weight their residents. India is one the nations that was associated with this and this hence makes metro organization unde

How To Master The Emotional Change Curve

How To Master The Emotional Change Curve THE CHANGE CURVEThe Emotional Change Curve, or simply known as the Change Curve, is a model that is employed in business and change management, primarily as a tool to understand the various stages of organizational change and personal transition of individuals that are affected by change.It did not start out that way, though. When Elizabeth Kubler-Ross, a psychiatrist, first developed the Change Curve in 1969, its purpose was to understand what people go through when dealing with grief and bereavement. More specifically, it was originally used to find out how people handle the news that they have a terminal illness.Over the years, the Change Curve has evolved and undergone many variations, until it now became one of the most powerful models used in business management. It is now seen as an effective tool in accelerating change and increasing the rate of success of these changes.Business owners see the advantages of being able to predict how their people, or the members of the organiz ation, react to changes as they take place. This will then enable them to implement measures that will help them through their respective personal transitions, providing them the aid and support that they require during the transition period and even beyond that.It is a fact that one of the biggest assets of every business is its manpower. Productivity, efficiency, and effectiveness start from the workforce; without them, any business’ goal of growth and profitability will not be achieved.Let us take a brief look at the Change Curve by listing down the 4 stages that people go through while they are adjusting to change.Stage 1: Status QuoThis is when the change is first introduced, and the people express their initial reactions. Usually, they will be in a state of shock or even denial. They just found out about the change, and the impact has not yet fully sank in. Once it does, the tendency is for them to react negatively, resisting to the change.Stage 2: Disruption“The change is real.” It is, indeed, going to happen. Fear will start crowding in, along with anger. ‘What ifs’ will start flooding the minds of the members of the organization. They will also start becoming vocal or demonstrative in showing their anger and their fear, and this is often in the form of protests, which are disruptive and can potentially cause more harm to the company.Stage 3: ExplorationIf the people want to move on, instead of remaining stuck in stage 2, some open-mindedness is called for. All the negative feelings and thoughts in stage 2 will have to be transformed into optimism, which will then make way for acceptance of the changes. This means that they are more open to testing and exploring the implications of those changes, so they will be able to figure out how to adapt to them.Stage 4: RebuildingThe people will now embrace the changes, fully imbibing them and applying them in their functions.When the workforce has reached the last stage, the organization will then be able to start reaping the benefits of the changes it has implemented.HOW TO MASTER THE EMOTIONAL CHANGE CURVE Change is constant; it is something that cannot be avoided or even prevented. What can be done, however, is to manage it or, better yet, to master it. In business, organizations have to deal with different types of changes all the time. It is already inherent in the business process that things are not going to stay the same. Both internal and external factors will be at work to bring about these changes, which the organization has to adapt to.When we speak of change taking place in an organization, we are likely to think about changes in the organizational structure, the systems and process, as well as in the external forces that the company deals with on a regular basis. What many tend to overlook, though, is how the members of the organization deal with such changes. How do they go about the transition? Do they accept the changes willingly, or are they resistant to it? There is a need to answer these questions, and we can find those answers by using the Change Curve. © 1969 by Elisabeth Kubler-Ross; copyright renewed © 1997 by Elisabeth Kubler-RossIn this article, I will explore 1) the change curve and 2) how to master the emotional change curve.THE CHANGE CURVEThe Emotional Change Curve, or simply known as the Change Curve, is a model that is employed in business and change management, primarily as a tool to understand the various stages of organizational change and personal transition of individuals that are affected by change.It did not start out that way, though. When Elizabeth Kubler-Ross, a psychiatrist, first developed the Change Curve in 1969, its purpose was to understand what people go through when dealing with grief and bereavement. More specifically, it was originally used to find out how people handle the news that they have a terminal illness.Over the years, the Change Curve has evolved and undergone many variations, until it now became one of the most powerful models used in business management. It is now seen as an effective too l in accelerating change and increasing the rate of success of these changes.Business owners see the advantages of being able to predict how their people, or the members of the organization, react to changes as they take place. This will then enable them to implement measures that will help them through their respective personal transitions, providing them the aid and support that they require during the transition period and even beyond that.It is a fact that one of the biggest assets of every business is its manpower. Productivity, efficiency, and effectiveness start from the workforce; without them, any business’ goal of growth and profitability will not be achieved.Let us take a brief look at the Change Curve by listing down the 4 stages that people go through while they are adjusting to change.Stage 1: Status QuoThis is when the change is first introduced, and the people express their initial reactions. Usually, they will be in a state of shock or even denial. They just found out about the change, and the impact has not yet fully sank in. Once it does, the tendency is for them to react negatively, resisting to the change.Stage 2: Disruption“The change is real.” It is, indeed, going to happen. Fear will start crowding in, along with anger. ‘What ifs’ will start flooding the minds of the members of the organization. They will also start becoming vocal or demonstrative in showing their anger and their fear, and this is often in the form of protests, which are disruptive and can potentially cause more harm to the company.Stage 3: ExplorationIf the people want to move on, instead of remaining stuck in stage 2, some open-mindedness is called for. All the negative feelings and thoughts in stage 2 will have to be transformed into optimism, which will then make way for acceptance of the changes. This means that they are more open to testing and exploring the implications of those changes, so they will be able to figure out how to adapt to them.Stage 4: R ebuildingThe people will now embrace the changes, fully imbibing them and applying them in their functions.When the workforce has reached the last stage, the organization will then be able to start reaping the benefits of the changes it has implemented.HOW TO MASTER THE EMOTIONAL CHANGE CURVEMany business owners are likely to say that understanding their people and their reactions toward change is easier said than done. Yes, it is tough, but it is not impossible. You can manage the Change Curve and eventually master it. Here are some ways to accomplish that.The first and very important step in mastering the Change Curve, is to understand it, especially the stages. You, as the business owner or project manager, must be aware of the typical reactions and responses during the different stages of the curve so you will know how to react to them accordingly.Managing Stage 1In this stage, the key word is communication. More often than not, the state of shock and denial that they are experi encing are caused by:Lack of information about the changes;A general fear of the unknown;An accompanying fear of appearing inept, stupid or uninformed.These can be mitigated through proper communication. The fear of the unknown is an almost natural reaction, and can be alleviated when they are able to communicate or interact with the proponents of that “unknown”.Acknowledge the fact that people resist change for a reason.When faced with resistance or refusal to accept changes from your people, it would be wrong to easily dismiss their opinions as brought on by awkwardness or bull-headedness. Put yourself in their position. It is possible that you can only see the positive benefits of those changes to the organization, but not the effects on your people personally.Your people are bound to ask you the “what’s in it for me?” question, and rightly so. This is the primary issue that you will have to contend with. Delve deeper into their thoughts. Why are they afraid? Why do the y feel threatened?Conduct information dissemination activities.Assuming that the organization already has platforms for sharing information, such as bulletin boards, company newsletters and publications, and documentation mechanism that goes all the way to the lower levels. Many organizations now also utilize the internet, especially if they have a working intranet in place.What information should you offer or communicate? Start with that the change is and what its potential effects are â€" to the organization as a whole and to the individual members. Provide as much details as you have to, focusing on the key points. Do not forget to include the reasons for the change. What are your objectives in enforcing the change, and what are you hoping to achieve with them?Communicate with members of the organization.This is actually the best thing that you can do in order to manage the Curve, particularly during the first stage.Top management, or whoever is proposing the change, should prese nt itself as accessible to everyone. They must be a source of reassurance and a ready and steady source of support. When there are questions, they must be on hand with ready answers. In fact, it would be best to maximize face-to-face communication.Pace your communication.If you are not careful, you might overwhelm your employees with too much information in a short amount of time. Communicate with them regularly, but pace it well, so that they will not feel like they are being bombarded with information. Being overwhelmed will only confuse them and make them react even more negatively.Managing Stage 2This stage is deemed to be the most critical stage. This is where anxieties, doubts, anger and even depression surface. Morale is going to be low, and you can expect a dip in the performance and productivity of the organization.Organizations often expend the most effort and energy in keeping things under control during stage 2. Failure to handle this stage properly pretty much means fai lure of the entire implementation of change.Plan and be prepared. From what you have gleaned during stage 1, you should now start making plans accordingly. Adopt an anticipative attitude, preparing answers and proposing actions that can be done once your people present their objections and the reason behind them.Come up with alternatives and present them. Seeing things from the point of view of the employees will then prompt you to come up with possible alternative solutions. You must be able to present solutions that will mitigate or solve the problems that they are likely to encounter due to the changes you are putting into place.Again, maintain open lines of communication at all times. Employees should always feel that they can reach the top management at all times. This will give them a boost of confidence and will also pave the way towards convincing them to accept the changes.Be observant.  As stage 2 is the most dangerous stage, it might not be a good idea to be very proactiv e. Most organizations take to simply sitting back, listening, and watching, instead of actively going out there to persuade their team to cooperate. Playing the part of the observer will make them more prepared to respond to any unexpected event or circumstance.Do not be averse to employees seeking the companionship of their colleagues. Do not immediately assume that they are banding together to launch a protest. It is also highly possible that they are simply seeking reassurance that they are not the only ones going through the same feelings or emotions. Connecting with their peers is probably one of their best sources of support, thanks mainly to their shared experiences.Managing Stage 3Just because they are beginning to come around does not mean that your work is done. They are still getting used to the idea of the change taking place, so you’ll have to prod them along.Give them time.Do not rush them into accepting the changes. Change is not something that is easily accepted, s o it is a given that they will need some time to get used to it. But what if you are time-bound, or you only have limited line?One thing you can do is to communicate a timeline so your employees will be guided, and they will also have a sense of urgency without feeling too rushed or pressured.Be patient.This is a particularly turbulent stage, especially for your people, so you should not expect them to turn in 100% productivity. Your operations are likely to still suffer during this stage, so you just have to be patient and let the stage pass, knowing that, soon, the recovery period will begin.Again, always be on hand to provide support and assistance.They would now start to explore the possibilities, and even test the potential effects that the changes may bring to them. These support and assistance could come in the form of the following:Training and workshops. You will be hitting two birds with one stone through this method. First, you will have well-trained people, and second, t hey will be trained so as to be equipped and prepared to deal with the changes you will be implementing.Simulations. Give them a taste or a peek at the changes and what they could bring. This is a good way to allow them to learn and, eventually, grow to accept the changes.Communication is always integral in any stage of the curve.This time around, as they are becoming more enthusiastic, and optimism is on the rise, continue communicating with them in order to encourage them to embrace those changes instead of resisting them. To do this, you may present them with exciting new opportunities that may arise from the change. Think of it as that final push towards full acceptance.Provide regular progress reports and offer praise and recognition when they are called for.You do not want to lose the momentum you are gaining, so you have to keep the mood high. There is always that possibility that a buoyant mood may arise, but it will drop once again, reverting to stage 2. By ensuring that th e mood stays high, reverting to earlier stages will not happen.Managing Stage 4You’ve reached the final stage. Is your work done? Of course not.The changes have been implemented, and the people have accepted them. In fact, they have become second nature to them already. You may already have been starting to reap the benefits, watching your profits skyrocket and your business expand.But do not rest on your laurels. The Change Curve is not yet over.Monitor. Of course, you want to see whether the effects of the changes that you have foreseen are actually happening. The best way to do this is to establish a good feedback mechanism â€" possibly even more than one â€" to know the thoughts of your employees after embracing the change and executing them.Conduct activities that are aimed to repeat and reinforce the objectives and strategies you have put in place. Make sure that the employees will clearly see that the changes are still aligned with the vision of the business.Give credit whe re it is due. You are more profitable. Productivity is up, employee morale is as high as ever, and the future looks positively brilliant. It is time to celebrate and acknowledge the vital role that your people played in the success of the changes.Always maintain open lines of communication. Communication is vital in all stages. Even when you are now riding on the success of the changes, you still have to remain connected to your people.There is another thing that you have to keep in mind when dealing with change or trying to manage the emotional change curve: each person is unique, so it also follows that they will have unique reactions to change. In a group of people, you will find mixed reactions to change. Some will accept it right off the bat; others will turn it down flat at the first mention. Some will display some apprehension and will ask a lot of questions, while others will keep their doubts to themselves, stewing in silence.Your choice of activities in your effort to mana ge and master the curve will depend on the personality of these individuals and how they react to change. Do not be surprised when one method will work on one group or team, but not on the others.This is why it is important to be familiar with the members of your organization or their personalities in order for you to master the Change Curve more effectively. It will help you understand your people better, interpret their reactions more accurately, and figure out what barriers are preventing them from accepting change. It will also help you come up with solutions and recommendations on how to overcome this resistance, make them embrace the change, and start reaping the benefits of the change.

Essay on Paternalism in Bram Stokers Dracula - 920 Words

Paternalism in Bram Stokers Dracula Paternalism is the domination of a society by a male or parental figure that leads or governs much like the way a father would direct his family. In Victorian society, the idea of paternalism was prevalent. The idea was also frequently used as a motif in western literature. Bram Stokers novel Dracula, published in 1897, depicts a paternalistic society through a repression of the female sex and a continuous exaltation of the domineering male sex. Stoker communicates this idea through an abundant use of prominent male characters, the presence of merely two women, who are each extremely suppressed, either sexually or intellectually, and the constant exaltation of the male sex over†¦show more content†¦Each holds a high position in the society; Seward and Van Helsing are acclaimed doctors, Lord Godalming comes from an affluent family, and Harker is a solicitor. Van Helsing however, is seen as the chief paternal figure. He acts as the leader of the men and the architect of the plot to root out and remove the threat Count Dracula brings. He also cares for those who are weak in the novel, as a father would care for his frail child. When Mina and Lucy are seen as infected, frail, and vulnerable, he is there to console and to try to strengthen them. Mina and Lucy, once victimized by Dracula, develop wounds that symbolize their infection and vulnerability, but Van Helsing stays by their side to protect them. He even refers to Mina as my child (Stoker 309). When Lucy is extremely ill, he speaks to her as a father would, seen in the quote, Now, little miss, here is your medicine. Drink it off, like a good child (Stoker 131). Van Helsing is constantly concerned with those who are below him and he acts consistently as a sturdy and rational male. Paternalism also has a great influence on the behavior of females. Dracula is an excellent illustration of a paternalistic society because of its general absence of female characters and the almost total dominance of the male characters. This dominance leads to

Television and Media - The Emotional Security of...

The Emotional Security of Real-life Television Real-life television shows of police officers, such as COPS and LAPD: Life on the Beat, offer viewers an intimate, up-close look at life as seen through the eyes of determined police officers who patrol our streets. Television cameras capture actual footage of police officials working to expose and fight drugs, gangs, prostitution, and murder as well as other criminal injustices. As people watch the episodes, they cheer for the good guys and detest the bad guys, hoping the police will eventually apprehend the criminals. Society wants to see the criminals arrested because people feel powerless and scared in a world overflowing with violence. Consequently, real-life television†¦show more content†¦Shows such as Real Stories of the Highway Patrol and COPS serve as an escape for people. Real-life police television shows offer people the opportunity to escape from their fear of becoming a victim of crime. For a thirty minute period, viewers can watch a program that shows the poli ce capturing a wanted felon or suspect. In one particular episode of LAPD: Life on the Beat, officers respond to a domestic violence call in the nick of time; mini-market employees help officers chase down suspected shoplifters; and the police convince a kidnapper to release two children. These happy endings are uncharacteristic of what the media projects. Newspapers, magazines, and news programs tend to only focus on and reflect the abundance of crime and how it jeopardizes the safety of Americans. Rarely do they speak of encouraging or inspiring topics. Instead, the top stories on the daily news generally relate to some sort of ongoing crime. The repetition of these negative stories convey an underlying theme to viewers that America is dangerous and unsafe. Consequently, society tends to feel scared and maintains a pessimistic view on their personal safety. Because society has these anxieties, real-life television shows can capture the attention of discouraged people. When people see an episode of COPS in which the police bring down drug bosses and bust car thieves or when an officer in LAPD: Life on the Beat arrests a house burglar, they becomeShow MoreRelatedThe Effects Of Television On Children s Brain991 Words   |  4 Pageshuge impact.Because children s brain is not yet mature, their life experience is not enough. It causes many times they do not have the ability to judge right or wrong. They only reimbursing emulate and learn what they saw and heard.After that they will use television program of treatment to deal with things over and over again, to think with TV s way of thinking.So there is a very serious problem if children are in touch with violent TV programs,.What will happen? 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Difference Between Learning Outcomes and Learning Objectives Free Essays

What’s the Difference Between Learning Outcomes and Learning Objectives? Learning Objectives: †¢tend to describe specific, discrete units of knowledge and skill †¢were useful during the 1970’s and 1980’s when attempts were made to describe workplace activities as specific tasks to be completed †¢can be accomplished within a short time frame – still may be relevant for a class period †¢tend to be statements of intent; do not necessarily suggest that the behaviour has been demonstrated Learning Outcomes: describe broad aspects of behaviour which incorporate a wide range of knowledge and skill †¢increased use in the 1990’s when workplace requirements involve broader skillsets which are transferable to a wide range of work settings †¢accomplished over time in several learning experiences †¢refer to demonstrations of performance ________________________________________ More about the difference between Learning Outcomes and Course Objectives Learning outcomes tend to represent the â€Å"big picture† as opposed to the specific details and discrete aspects or chunks of performance. In the 1950’s and 60’s, the emphasis was on a person doing specific job tasks which required specific knowledge for an extended period of time. In contrast, rapid technological changes of the 1990’s require that the worker readily and repeatedly adapt to new job skill requirements which emphasize an ability to focus on broader concepts. We will write a custom essay sample on Difference Between Learning Outcomes and Learning Objectives or any similar topic only for you Order Now As part of this new workplace structure, the ability to work in teams has been increasingly emphasized. Curriculum design trends have undergone similar transformations. Behavioural objectives of the 60’s and 70’s which described very specific and detailed aspects of behaviour, have now been replaced with the broader learning outcomes statements that incorporate broader aspects of performances. These performances have a variety of knowledge, skills and attitudes embedded within them. Contrast the following behavioural objective statement: †¢Given a paragraph of ten sentences, the student will be able to identify ten rules of grammar which are used in its construction with the Learning Outcomes statement: The student will have reliably demonstrated the ability to use the conventions of grammar when creating paragraphs. How might the learning activities and methods of assessment differ in view of the two statements? As another example, consider the following statements: Learning Objective: At the end of this class, the learner will be able to: †¢Define affirmative action; †¢Describe three factors which promote affirmative a ction in the workplace. Learning Outcome: At the end of this course the learner will have reliably demonstrated the ability to develop affirmative action programs within a workplace environment. What differences can you see between these statements? Differences L. O. is a much broader performance statement L. O. represents an end stage of performance Learning outcomes are not written at the class level since they represent broad, statements which incorporate many areas of inter-related knowledge and skill that may be developed over time through a wide range of experiences. Class room or short learning sessions would address course learning outcomes, but not be considered sufficient opportunity for the student to achieve the outcome in a single episode of learning. How to cite Difference Between Learning Outcomes and Learning Objectives, Essays

The Ideal President Essays - Ideal, Philosophy Of Life, President

The Ideal President The history of our presidents is very interesting. Many different men have filled the position. The presidency requires someone who has the ability to make decisions that affect the lives of the American citizens. The ideal candidate for president would meet certain occupational, community recognition, and personal requirements. When considering a president, things such as his occupation and political involvement are very important. The ideal president would be one that has an occupation in a government job such as a Congressmen or Senator. This type of political involvement is necessary for a president to have to understand our system of government and how it works. All of the schooling required to be in these occupational fields is also required to be the president. Community recognition is also an important aspect for a president to have. The ideal president would be one who is actively involved in organizations that help to better their community in the areas of education, health, and the environment. By being involved in these types or organizations, it shows he cares about his community and will care for society as a whole. It also shows he will help to better America. Personal requirements also need to be met to be the president. The ideal president would need to be at least thirty-three years of age and a male. Our society is not yet ready to be run by a female and we need someone of middle age that can handle all the work it takes to be president. No particular race is ideal as long as the person is not racist. The presidents appearance should be neat and clean because no one wants a president who doesnt look organized. These personal requirements are just as important as the candidates credentials because it is the person who is going to be running our country. The ideal candidate for president is something that should be carefully considered. The person who becomes the president also becomes one of the most powerful people in the world and that power should be put into the right hands. The right hands are those of the person meeting the above requirements. Word Count-357 Government