Organic Foods America is Making Healthier Food Choices...

Many people in America believe that we should eat healthier foods. However, a large portion of the advertising created for food in America is focused on unhealthy foods and products, many of which are nutritionally poor and easily accessible to much of the population. This results in a contradictory ideal towards improvement of health, where individuals will constantly eat unhealthy foods and struggle to lose the weight that they will knowingly gain. If people in the modern American society were to focus more on consuming organic foods and products, people would be healthier, reducing high medical costs and improving the overall well-being of Americans. The benefits of organic foods should also be introduced to children in schools so they†¦show more content†¦Ã¢â‚¬Å"The study proved that this type of pesticide is only transmitted through diet† (Parvin). Although this study focused on only one particular pesticide, many of the possible pesticides we ingest through non-o rganic foods are the result of farmers using these pesticides on their crops, which later are absorbed by the body, possibly causing damage through various bodily systems. A major criticism of organic foods is the obvious price increase included with purchasing organic products. While there are numerous reasons for the price premium associated with organic foods, the most obvious reasons are the cost of organic supplies such as feed and fertilizer to make a profit. George Siemon, CEO of the Organic Valley co-op, states that â€Å"A ton of organic cattle feed can cost from $350 to $400 a ton versus $220 or less for a ton of conventional feed,† illustrating a major price difference for simply fertilizing a crop (Simon). With access to more resources than organic farmers, conventional farmers will often spend less in the overall farming of a crop than organic farmers, increasing their profits. Conventional farmers often use materials such as â€Å"sewage sludge, which is cheap to buy, and chemical fertilizers, which are both cheap to buy and cheap to transport† (Simon). Using these potentially hazardous chemicals for crop production runs the major risk of chemical runoff and contamination of local water supplies or reservoirs, which will directly affectShow MoreRelatedThe Extraordinary Science Of Addictive Junk Food1248 Words   |  5 PagesOne of the biggest medical issues in America today is childhood obesity. A child is considered obese if that child is above the normal weight for their age and height. Childhood obesity is a â€Å"national epidemic† problem in America that needs major attention. 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While Kenner’s goals for change certainly lead to a better America, they tend to lean on theRead MoreWhat You Eat Is Your Business By Radley Balko863 Words   |  4 Pagesis that we constantly hear about the food industry in America. We often hear in the news that obesity rates have increased, or that Americans have many diseases that contribute to being obese. â€Å"What You Eat is Your Business† by Radley Balko expresses that people are at fault for making such unhealthy food choices. Others argue that the food industry is to blame for being so unhealthy. According to David Zinczenko in â€Å"Don’t Blame the Eater† he blames the fast food ind ustry as well as the consumer. ZinczenkoRead MoreWhat Can We Do?1526 Words   |  7 PagesWhat Can We Do Ever wanted to grab something to eat, and all the cheap food options were where junk food? 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For example, they create recyclin g programs, make sustainable choices of where food is purchased, use reusable grocery bags insteadRead MoreOrganic Vs Non Organic Vineyards1671 Words   |  7 PagesOrganic vs Non Organic Vineyards There’s many differences between organic vineyards and non-organic vineyards. Organic vineyards, for instance, produce their wine by excluding the use of artificial chemical fertilizers, pesticides, fungicides and herbicides. Non-organic vineyards on the other hand, produce their wine by applying these products. Every year that goes by, our generation is becoming more advanced in the usage of organic products. Many things sold in groceries stores are now availableRead MoreWhy Does America Have An Obesity Problem?1600 Words   |  7 PagesWhy does America have an obesity problem? Do we blame it on ourselves, the government, or the supermarket? It is obviously and individual’s responsibility to keep one’s self healthy, but are there ways the government can strive for an overall healthier diet for Americans? Can we change the manipulative ways of Super Markets and persuade them to look past profit? The American government should put in effort to provide a better di etary path for American citizens by working on motivating individualsRead MoreFood : A Large Part Of Food1458 Words   |  6 PagesProfessor Ledri- Aguilar English 124 24 September 2015 title For centuries, food has played a large part in the shaping of cultures where certain dishes are still regarded as sacred. Food (or lack of it) has also influenced many landmark events throughout history such as — the Irish Potato Famine of 1845, or the French Revolution, which was in part caused by food scarcity. Fast forward to the Twenty-First century, food is still affecting history, yet now it is massively impacting the entire global

The Dna And Its Effects On The Body - 1893 Words

When mammalian DNA is injected into the body, dendritic cells are not stimulated. Moreover, it also failed to elicit appreciable antibody response even when it coupled with a protein carrier and presented in adjuvant (Madaio et al., 1984). This failed action is quite the opposite of animal disease models that are stimulated by immunization with protein auto-antigens such as experimental allergic encephalomyelitis or collagen-induced arthritis, inferring that DNA is different from other biomolecules in its immunological properties. Various studies, including from our lab (Dixit et al., 2005; Tripathi et al., 2014) as well as from others (Al Arfaj et al., 2007) propose that the DNA molecule undertake structural changes leading to the formation of new epitopes or neo-epitopes that are recognized as foreign by the immune system and are able to bring out antibody responses. 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Human Resource Management Business Performance Evaluation

Question: Describe about the Human Resource Management for Business Performance Evaluation. Answer: Introduction The case reflects an issue associated with the performance evaluation system in AUC National University where the performance evaluation of a lecturer, Dr. Jun Lee by the head of the Department, Professor Helen Haller reflected potential problems in failing to match the expectations of Dr. Lee. Dr. Jun Lee performs as an active lecturer in the University while also operates based on a close network of local business institutions and other professional associations. Dr. Jun Lee apart from taking part in different types of educational activities in the university also was confident of her contributions in creating meritorious students in the university. Key Issues in the Case The issue mainly highlights on the performance evaluation results of Dr. Jun Lee reflecting a combination of excellent and very good ratings. The generation of a combination of excellent and very good ratings affected the sentiment of Dr. Lee in that she felt that her performance in AUC National University had been undervalued by the Head of Psychology, Professor Helen Haller. The above issue gained further impetus owing to Professor Hallers failure in highlighting the causes for which Dr. Lees performance had been evaluated on combined parameters of both excellent and very good. Professor Haller only commented that Dr. Lees performance in the university was okay and that the review generated was quite fine such that it was needless for Dr. Lee to be sad and upset. Professor Haller also stated that the review methods concerning the evaluation of the performance standards had been changed by her but declined to explain to Dr. Lee the type of changes introduced. No further explanations were generated by Professor Haller regarding the performance evaluation results of Dr. Lee and it was only stated that Dr. Lees performance was commendable and thus she was further encouraged by Professor Haller to sustain her contributions to the university in the long run. Dr. Lee felt very upset and frustrated regarding the generation of the performance review results and thus initially did not want to put her signatures in the results of the performance evaluation. However, later Dr. Jun Lee conceded and put her signature under the statement, signed under protest. Further, Dr. Lee also made plans for generating an appeal against the ratings to the Dean of her Department. Dr. Lee increasingly felt bad owing to lack of needed clarity regarding lack of effective clarity and justice on the part of Dr. Haller. Dr. Jun Lee also strongly felt that the whole process of evaluating her performance and contribution in the university had been largely unethical in nature. Factors that had contributed to the Issues Several factors had contributed to the above case. The aspect that Professor Haller failed to generate an effective discussion with the faculty members like Dr. Jun Lee the change brought about in the methods regarding performance evaluation and the measures of performance undertaken to evaluate their performances and contribution in the university. The performance evaluation practices of the AUC National University and that employed by Professor Haller also failed to reflect needed transparency and ethical treatment regarding the evaluation of the performances and contributions generated by faculty members like Dr. Jun Lee. Professor Haller is also observed to operate in an autocratic fashion regarding the conducting of the evaluation of the performances rendered by the faculty members. She never focused on involving and participating the faculty members regarding bringing about changes in the evaluation policy and also in times for the generation of the final results of the perform ance evaluation. Professor Haller also denied of effectively communicating the factors responsible for generation of like results as had been countered by Dr. Lee even at the request of the latter. The above factors make the current performance evaluation practices of Professor Haller lack needed clarity and thus tend to suffer from lack of ethical conduct. Steps taken for Resolving the Problem Different steps can be undertaken by the HR Director for resolving the problem to counter the above issues. The HR Director requires Professor Haller and also the authorities of AUC National University to effectively follow modern or contemporary performance management or evaluation methods like 360 Degree Survey method, Management by Objectives, Balanced Scorecard Approach and also the Peer Assessment Review. Management by Objectives Management by Objectives (MBO) is a performance appraisal system that is put into place by the management for meeting of specific department and organisational objectives. The MBO performance appraisal systems are observed to be performance oriented in nature such that they focus on measuring or evaluating the performances of an individual associated with a specific department and organisation to the extent the performance or work-related objectives are accomplished. The objectives are outlined in a combined fashion by the manager and the subordinate groups such that the same helps in reduction of potential conflict regarding the results of the performance evaluation (Ferdman Sagiv, 2012). The discussion between the managers and subordinates ideally contributes in selection of the objectives based on which the performances of the individual employees are evaluated. The employees or subordinate staffs are thereby required to conduct a self audit of their skills and potentials regardi ng the fulfilment of the objectives for both the departments and the organisation. The MBO performance appraisal approach is considered to be advantageous in that the same focuses on meeting of realistic objectives of the department and the organisation (Podsiadlowski, Grschke, Kogler, 2013). Further, the evaluation of the performances of an individual are required to be carried out based on judging their realistic potential regarding their meeting of the department and organisational objectives. Similarly, the employment of MBO performance appraisal programs also contributes in empowering the subordinates for identifying the different objectives and thereby in evaluating their realistic potentials for meeting the same. It thereby helps in creating a sense of autonomy and responsibility among the individuals regarding the fulfilment of the stated objectives (Stevens Ogunji, 2010). Application of MBO Performance Appraisal Process to the Case The application of Management by Objectives (MBO) performance appraisal process to the case requires Professor Haller to collaborate with the faculty members of the Psychology Department like Dr. Lee for helping in identifying the different objectives that are required to be ideally met for enhancing the results of the Psychology Department and also in augmenting the ranking of the university in the region (Ongori Nzonzo, 2011). The collaboration carried out by Professor Haller with the faculty departments of the Psychology department would contribute in identifying the objectives or goals that are required to be accomplished by them. This would also help the faculty members to enhance their skills and potentials for meeting the identified and agreed objectives (Olsen Martins, 2012). The same would help in reducing the level of conflicts that can emerge owing to failure in agreement regarding the performance appraisal results generated by the university and the psychology departmen t and the expectations of the faculty members. The application of the MBO Performance Appraisal process would have contributed in evading the situation of conflicts between Dr. June Lee and Professor Haller (Shen, Chanda, DNetto, 2009). 360 Degree Performance Appraisal Method The 360 Degree Performance Appraisal Method contributes in conducting of performance appraisal of an individual employee based on the involvement of different stakeholders like the individual himself, the subordinate groups involved in the organisation, the peers and colleagues of the individual employed in the organisation with also the superiors in the firm. The appraisal rendered by the different stakeholders identified as above effectively helps in meeting the objectives of the 360 Degree Performance Appraisal Method (Bhatia Kaur, 2014). The Self Appraisal system process in the 360 Degree Performance Evaluation System rightly helps an individual in evaluating and understanding ones strength and weakness regarding the accomplishment of stated objectives (Edewor Aluko, 2007). The same can be effectively used during the rating of the real potentials and weakness reflected by the individual in terms of fulfilling the tasks or goals. Similarly, the appraisal process of the superiors effectively focuses on identifying the communication, team building, leadership and also collaboration potentials for fulfilling identified goals or tasks(Shi Wang, 2011). The post appraisal process also requires the superiors to ideally discuss with the individuals assessed the potential shortfalls or drawbacks that need to be effectively revised for conducting the tasks in an enhanced fashion. The appraisal conducted by the subordinate and the peer groups ideally helps in understanding the manner the individual is perceived and accepted by them in the organisation. It would also help the individual to understand the expectations and the requirements of the subordinates and peers from him or her and thereby require the individual to act on such basis (Mooij Hofstede, 2010). Application of the 360 Degree Performance Evaluation System The application of the 360 Degree Performance Evaluation System can be effectively carried out in the case evaluated relating to AUC National University. The performance evaluation of Dr. Jun Lee can be effectively carried out through the use of the 360 Degree Performance Evaluation System where the subordinate groups essentially relate to the student communities while the peer groups relate to the different faculties operating in the Psychology Department. The superior groups essentially relate to the Head of the Psychology Department and the University Dean. The 360 Degree Performance Evaluation System requires the joint performance appraisals conducted by Dr. Lee, the student and peer groups and also the superior groups in the University (Rozkwitalska, 2012). Self appraisal conducted by Dr. Jun Lee would help in reflecting on the strength and weaknesses of Dr. Lee as evaluated by her regarding the fulfilment of identified tasks and objectives. The performance appraisal conducted b y the student and faculty groups in the University would contribute in understanding the expectations and needs of the students and other faculty members from her and thereby would help her in modulating her conducts while generating lectures and also in collaborating in group meets and work meets in the university (Salas, Tannenbaum, Kraiger, 2012). Finally, the appraisal conducted by the department head and the university dean would help Dr. Lee in understanding her real time potentials and drawbacks. The university authorities are required to ideally communicate the feedback of the performance appraisal program to Dr. Jun Lee such that the same can help Dr. Lee in enhancing and augmenting their potentials for generating greater performances in the near future (Olsen Martins, 2012). The Balanced Scorecard Performance Appraisal Method The Balanced Scorecard Performance Appraisal System is identified as an effective performance appraisal system that can be employed by the organisational heads for evaluating and measuring the performances of individual employees or subordinate groups in an organisation (Jehanzeb Bashir, 2013). The Balanced Scorecard (BSC) performance appraisal system focuses on evaluating the performances of an individual based on essentially four parameters or perspectives like from the viewpoint of the customers, from the viewpoint of the internal processes of the organisation, the viewpoint of development of innovation and learning in the organisation and finally the financial perspective. Conducting of appraisal from the consumer viewpoint requires the understanding that whether the performances or contributions rendered by the individual enhance the organisations potential for meeting of the needs and expectations of the consumers (Dartey-Baah, 2013). The viewpoint of internal operations or pr ocesses of the organisation would contribute in understanding the internal processes that would help the individual to perform in the same in meeting the expectations of its stakeholders. Further, the performance appraisal from the innovation and learning perspective contributes in understanding whether the individual effectively helps in enhancing the innovation and knowledge potential of the organisation. Finally, performance appraisal from the financial perspective would evidently help in understanding whether the contributions generated by the individual would help in enhancing the financial potential of the organisation through revenue growth (Rose Kumar, 2008). Application of the BSC Performance Appraisal Method The application of the balanced scorecard performance appraisal method can be effectively applied to the case such that the department head of the psychology department and the university dean are required to effectively evaluate the performance of Dr. Jun Lee in terms of her contribution in meeting the demands and expectations of the students relating to the psychology department, the different types of innovative and learning aspects as is observed relating to the teaching or professing style of Dr. Lee and also the contribution of Dr. Jun Lee in attracting new students in the psychology department of AUC National University (Slavi?, Berber, Lekovi?, 2014). Further, the employment of BSC Performance Appraisal Method also would help to understand the internal process that would contribute in encouraging Dr. Lee in generating greater performances and productivity in the long run. The same would help the university authorities in augmenting the aspect of the internal support that wou ld augment the performance potential of Dr. Lee in the university (Rozkwitalska, 2012). Conclusions The above analysis rightly reflects that the performance evaluation approach employed by Professor Helen Haler in AUC National University can be effectively enhanced through the use of the Management by Objectives (MBO) performance appraisal systems, 360 Degree Performance Appraisal Systems and also through the employment of the Balanced Scorecard Performance Appraisal Systems. The employment of the above types of performance appraisal systems is observed to encourage the university authorities and the departmental head in maintaining effective communication with Dr. Jun Lee for enhancing her performance styles and also in effectively accepting the real time results of the performance evaluation system as generated by the university heads. The use of the above types of performance evaluation systems would rightly contribute in augmenting the level of ethical practices regarding the performance evaluation systems in use. References Bhatia, A., Kaur, L. (2014). Global Training Development trends Practices: An Overview. International Journal of Emerging Research in Management Technology , 3 (8), 75-78. Dartey-Baah, K. (2013). The Cultural Approach to the Management of the International Human Resource: An Analysis of Hofstedes Cultural Dimensions. International Journal of Business Administration , 4 (2), 39-45. Edewor, P. A., Aluko, Y. A. (2007). Diversity Management, Challenges and Opportunities in Multicultural Organizations . International Journal of the Diversity , 6 (6), 189-195. Ferdman, B. M., Sagiv, L. (2012). Diversity in Organizations and Cross-Cultural Work Psychology: What If They Were More Connected? Industrial and Organizational Psychology: Perspectives on Science and Practice , 5 (3), 1-51. Jehanzeb, K., Bashir, N. A. (2013). Training and Development Program and its Benefits to Employee and Organization: A Conceptual Study. European Journal of Business and Management , 5 (2), 243-252. Mooij, M. d., Hofstede, G. (2010). The Hofstede model. International Journal of Advertising , 29 (1), 85-110. Olsen, J. E., Martins, L. L. (2012). Understanding organizational diversity management programs: A theoretical framework and directions for future research. Journal of Organizational Behavior , 33 (8), 1168-1187. Ongori, H., Nzonzo, J. C. (2011). TRAINING AND DEVELOPMENT PRACTICES IN AN ORGANISATION: AN INTERVENTION TO ENHANCE ORGANISATIONAL EFFECTIVENESS. International Journal of Engineering and Management Sciences , 2 (4), 187-198. Podsiadlowski, A., Grschke, D., Kogler, M. (2013). Managing a culturally diverse workforce: Diversity perspectives in organizations . International Journal of Intercultural Relations , 37, 159-175. Rose, R. C., Kumar, N. (2008). Organizational Culture as a Root of Performance Improvement:Research and Recommendations. Contemporary Management Research , 4 (1), 43-56. Rozkwitalska, M. (2012). Accepted and strong organisational culture in multinational corporations . Journal of Intercultural Management , 4 (3), 5-14. Salas, E., Tannenbaum, S. I., Kraiger, K. (2012). The Science of Training and Development in Organizations: What Matters in Practice. Psychological Science in the Public Interest , 13 (2), 74-101. Shen, J., Chanda, A., DNetto, B. (2009). Managing diversity through human resource management: an international perspective and conceptual framework. The International Journal of Human Resource Management , 20 (2), 235-251. Shi, X., Wang, J. (2011). Interpreting Hofstede Model and Globe Model: Which Way to Go for Cross-Cultural Research . nternational Journal of Business and Management , 6 (5), 93-99. Slavi?, A., Berber, N., Lekovi?, B. (2014). PERFORMAnCE MAnAGEMENT IN INTERNATIOnAL HUMAN RESOURCE MANAGEMENT: EVIDENCE FROM THE CEE REGION. Serbian Journal of Management , 9 (1), 45-58. Stevens, R. H., Ogunji, E. (2010). Managing Diverse Organizational Environments for Strategic Advantage:Exploring the Value of Developing Business Diversity Curriculum in Higher Education. Journal of Management Policy and Practice , 11 (4), 72-85.

Comparing Two Film Trailers Essay Example

Comparing Two Film Trailers Essay Harry Potter and the philosophers stone and Spenserian 2 Film trailers are a synopsis of an up and coming movie, they represent and highlight key parts of a film to grasp the audience’s attention and entice them into viewing the movie. They are commonly seen on television during adverts and at any cinema. In order to analyses a film trailer successfully you have to focus on elements such as dramatic effects, suitability, target audience, music and lighting etc†¦ I have selected Harry Potter and The Philosophers Stone (American version) and Spenserian 2. Both films are very different and both have various differences and similarities in attracting and grasping the attention of their target audiences. The two trailers are films adapted from previous children’s books. Spenserian 2 is an action packed movie which Is a sequel to Spenserian. A young man called Peter Parker continues to struggle handling his heroic powers/Dulles and maintain a life of normality. Harry Potter is the first in a series of films based on a young boy who begins his journey as a wizard at Hogwash’s School of Witchcraft and Wizardry. His Journey soon starts to enfold the challenging issues he is forced to deal with. Both films are different genres and therefore will have different target audiences, after all mystic and magic doesn’t mix well with heroic action thriller does it? Text, color, camera, lighting and sound are five main categories I will use to analyses my comparisons. We will write a custom essay sample on Comparing Two Film Trailers specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Comparing Two Film Trailers specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Comparing Two Film Trailers specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Camera angles work as a central Ingredient to any film; their effects supply the audience with a sense of adventure and emotion. The camera is forever working as a pair of eyes, they guide you on where to look and focus throughout the film. Harry Potter’s trailer began with a long shot of mystical castle hat the story is based around. As the camera zooms over certain scenes it creates the Illusion of flying, low and subjective shots are also used to put you in the characters position. For example when the cat In Harry Potter turns Into Professor Monoclonal, this transformation takes place through the cats eyes. The pace and tempo in this trailer is very relaxed and has a continuous rhythm which allows the audience to relate with the mystical characteristics In the film. Alternatively Spenserian g’s trailer displays different effect through camera angles. The camera whizzes around New York City and in and out scenes from the movie. The pace is quick and sharp to create an Intense and exciting effect on the audience. The camera angles expose the right amount of graphics used In the action scenes to keep the viewers wanting more. The trailer uses a wide variety of shots from indirect to high angle; however the actual trailer opens with a medium shot to show a conversation between two characters. The use of color in both trailers is bold and very much reflective of what each film symbolisms e. G. Magic. In Spenserian 2 there are two main colors, blue and red. These colors are famously associated with Spenserian and are the colors of his super Nero costume. Area Ana Dull are very strong, peep Ana striking colors, teeny grasp the audience’s eye. Lighting throughout Spenserian 2 contrasts to match his contrasting lifestyle. When he is Peter it is reasonably light, but when he is Spenserian it is much darker. This reflects the fact his identity is a secret to the rest of the world. On the other hand Harry Potter’s trailer has very bright colors such as greens and blues to symbolism and create this â€Å"magical world. â€Å"