Chemistry of Chocolate Essay

coffee bean is make from the cacao garret. According to Rodney Lipson, cacao tree has been a cultivated crop for at least three thousand years, in all probability quite a bit more. The people who first utilized chocolate tree were the inhabitants of what is now Venezuela (Lipson) This group of people would eventually spread the cacao garret in northwestern South America. Cacao was clearly highly determine by these people and they spread it northward through and through trade with their neighbors. It was believably the Maya, over 1500 years ago, who brought Cacao to Yucatan in what is now Mexico.The Aztecs who got Cacao from the Maya, utilize Cacao in a number of expressive styles, one common way was as a bitter spice in food and perhaps also as a base for pasta or bread, only the most(prenominal) well-known way that Cacao was as a drink. date the Maya drank coffee bean hot, the Aztecs seem to have often taken it cold. The Aztecs called the drink, and app arntly the bea n as well, Xocoatl. From this word comes the pan-European word coffee. When Europeans first made contact with the Aztec civilization, Cacao was being cultivated and used extensively.The Spanish Conquistadors quickly noticed the benefits of Chocolate and used it to keep their armies marching long distances with little food. From the Aztecs the Spanish took it to Europe. Chocolate was widely used in Catholic countries after 1569 when Pope Pius V decl ard that Chocolate, the drink, did not break the fast, despite the hearty nutritional aspects of Chocolate (Lipson). Chocolate continued to be moved from country to country through trade and exploration.Soon chocolate found its way into America, and according to Lipson, In 1900 Milton Snavely Hershey, a Mennonite from Pennsylvania, began producing milk-chocolate bars and kisses with great success. He was anti-alcohol and saw Chocolate as a good, profitable alternative. His empire grew even larger during World state of war I, when Milton Hershey encouraged the US Army to add four Hershey bars to to each one soldiers daily ration (Lipson). Because of Hershey, chocolate was now affordable for everyone, and his methods of making chocolate are still used today.Peters chocolate tells us that chocolate is made by, storing the cacao beans in silos or warehouse. These rooms are well aired, kept at cool temperature and the humidity regularly checked. sooner the crossingion stage, the beans are sorted and cleaned. Cocoa does not acquire the horn of plenty of its color and the fullness of its flavor until it is roasted. The degree of care given to this cognitive process has considerable influence on the ultimate quality of the end product either cocoa powder or chocolate.When roasting is complete, the beans are cooled and their disregard shells removed by a winnowing machine. The husked and winnowed beans are called nibs. Heres where the first secrets of the chocolate manufacturer come in. The nibs are blended, combini ng as many as eight to ten varieties. It is control of these subtle mixtures that maintains a constant quality and brings out the flavor of each particular cast of chocolate. The roasted and winnowed nibs then pass through refining mills and are ground.The heat generated by grinding causes the cocoa butter or fertile to melt and form a fine paste or crystal clear known as chocolate liquor. This goes to large hydraulic presses which remove most of the cocoa butter. The cake which is left may eventually be made into cocoa powder. The cake goes through several processes in which it is crushed, milled and exquisitely sifted. After the cocoa paste, cocoa butter, milk, sugar and additional flavorings have been carefully weighed out in accordance with the recipe, they go into a mixer where rotating, kneading coat of arms thoroughly mix all the ingredients.The result is a homogeneous, paste-like mixture which is already pleasant to taste, but still feels gritty to the palate. The cho colate is put in a conching machine. While in the machine, the chocolate turns over in the conching machine, a controlled amount of air ventilates the mass, allowing the full aroma and flavor to develop. The still-warm conched chocolate is primed(p) in a tempering machine so that it can be slowly and steadily cooled. The tempering prevents separation in the chocolate when its filled into bar molds and hardens (Peters). This results in the average chocolate bar.

Elimination of Waste in a Lean Manufacturing Environment

M all things merchant ship be done in a manufacturing attempt in recount to extend its performance. Special consideration should be given to the activities where the most benefit can be attained. The excreting of go finished is the most all important(p) contributor to return in a lean manufacturing environment. The efforts for the riddance of waste begin on the manufacturing floor and include all(a) aras of the enterprise all the way up to management. The whole validation plays a part in the continuous efforts to discriminate waste.It is the responsibility of management to provide the proper training and tools so that all force play can properly participate in these activities. Once the personnel is actively searching for and eliminating waste, proper care must be interpreted in order to non introduce new sources of waste into the system. ace important aspect to consider in the elimination of waste is that waste must not be transferred to vendors, nodes or another area at bottom the enterprise. Vendors cannot be expected to bear the burden of improper methods of waste elimination without undesirable consequences and likely introduction of new wastes.The transfer of waste to the guest is a dangerous and undesirable proposition since they are the reason the manufacturing enterprise exists in the first place. Working closely with the customer leads to a cleanse understanding of their requirements and improved mutually beneficial processes or methods can be implemented. This allows the elimination of additional waste where the original demands of the customer may yield forced areas deep down the manufacturing enterprise to contain waste. In order to genuinely remove waste it must be eliminated from the system entirely and not simply transferred within the system (Goldratt, 2004).Waste exists in all areas of an organization. This is an important reason why successful efforts to eliminate it can have much(prenominal)(prenominal) a huge impact o n the organizations performance. Tools such as 5S programs, Standard Operating Procedures, total productive maintenance, or ocular management tools and techniques can be implemented to aid in such efforts (NWLEAN, Inc. , 2013). According to inclination principles there are eight major areas of waste. They are referred to as the Eight Deadly Wastes 1. Overproduction Making or doing more(prenominal) than is required or earlier than needed. This waste can tie up significant working capital that could be sed for other purposes. 2. Waiting For information, materials, people, maintenance, and so onAn organization must look to eliminate or minimize any wait-times by ensuring that items arrive only when they are truly needed. 3. Transport abject people or computables around or between sites. Although some is necessary, this is potentially a huge waste with poorly planned distances or twist of moves. 4. Poor process design Too many/few steps, non-standardization, review rather th an prevention, etc. An organization should strive to eliminate any non-value adding activities within the process. 5. Inventory Work-in-progress, papers, electronic files, etc. An understanding is needed of how long it takes to refill each item in order to truly reflect the realistic customer demand and not mask waste such as excessive queue times, unbalanced workloads, unreliable suppliers, or misunderstood customer needs. 6. Motion Inefficient layouts, unplanned downtime, poor ergonomics in offices, etc. If there is any type of unnecessary movement of people or machines then there is motion waste. 7. Defects Errors, scrap, rework, non-conformance poor quality controls, process backing or machine capabilities, etc.Strive to eliminate all causes of defects through mistake proofing and statistical methods of process control. 8. Personnel imagings and creativity This is the waste of not using peoples mental, creative, and physical abilities. Everyone can be a successful contr ibutor toward the organizations goal and elimination of waste. Availability of appropriate resource levels at all times can be achieved through good communications, teamwork, proper training, and by avoiding over-skilled personnel to be used for mundane tasks (Juran Institute, Inc. 2013). In-line with Mr. Paretos famous rule, 80% of the benefits during the implementation of lean principles exist in the elimination of waste. Many tools exist in order to achieve and maintain meaty results. It is with the proper implementation of these tools that successful elimination of waste can be achieved. Some tools will have more impact than others depending on the organization so careful planning and implementation is needed in order to achieve real improvements with the best possible benefits.Works CitedGoldratt, E. M. (2004). The Goal A bring of Ongoing Improvement. GreatBarrington, MA The North River Press Publishing Corp. Juran Institute, Inc. (2013). Retrieved Jul. 11, 2013, from Juran h ttp//www.juran.com/ NWLEAN, Inc. (2013). Retrieved Jul. 10, 2013, from The Northwest Lean Networks http//nwlean.net/

Scientific Method and Life.in Short Science

Do you know what is experience? Generally, experience is a body that seeks to mastermind knowledge systematically and in a way that is testable and that allow the act upon of prediction. We are always finding new discoveries, and we are using more recent tools that are more accurate. If it is in right hands so it is a blessing to human otherwise it can make conduct miserable. Science has made our live easy and comfortable but on other hands it has also created some destructive instruments which give a good deal power to man thats why we should teach science technically not formally. first we will consider its merits .Science is mans easemate. In the field of health new(a) techniques of science are being introduced. Difficult surgical operation countenance become routine in the field of medicines. it is the science that has helped the blind to see,deaf to picture and lame to walk. Life has been quick,easy and luxurious with the invention of many types of machines i. e a irwave conditioner,mixture,refrigerator etc. Invention of car,aeroplane and rockets etc have shortened the distance. Atomic energy is another(prenominal) recent scientific achievement. Atomic reactors are producing cheaper source of power and energy.The electronic electronic computer and inter crystallise has brought great change in our life. In short science is the key of success. On the other hand science has some demerits also. science has provided us with fearful weapons of human destruction. Science has given us pinch bomb and hydrogen bomb. These inventions have opened up with frightful possibilities of bacteriologic warfare,all of which can wipe out entire nation in no season. Computer is the most wonderful invention but the misuse of computer is creating many problems like student waste their time in net cafes and in playing video games. People are going apart from healthy way of life.Children learn from their parents, siblings, other relatives as well as from teachers . They learn from movies, television, radio, magazines as well as from schoolbooks and the school environment. Science teachers should execution the rich resources of the larger community and involve parents and other concerned adults in useful ways. It is also important for teachers to recognize that some of what their students learn conversationally is wrong, incomplete, poorly understood, or misunderstood, but that formal education can help students to restructure that knowledge and acquire new knowledge.Looking at the two aspects of modern science,we conclude that science by itself is neither good nor bad. it is the will and intentions of man,which makes him,put it to formative use or take it to the path of devil. Science is knowledge of posting and analyzing facts. There is nothing good or bad with science. It is like knife, which whitethorn be used to cut branches of trees or vegetables and at the same time could be used to cut the throat of a man. It is all to man how he u ses it.

“Erin Brockovich”: Effective Communication Essay

Competent Erin Brockovichs CharacteristicsThe main character in the movie Erin Brockovich is an blue-blooded acquittance muliebrity who seems tobe very competent in communication. This paper will discuss three traces that a competent communicator, such as Erin Brockovich possesses. I will also explain specific scenes where she demonstrated the following characteristics self-monitoring, empathy, and commission commonly known as denominators that characterize effective communication.The first characteristic Erin displayed was empathy in relationships with her clients. In one scene, Erin met with a cancer suffering kidskin and her family. A young girl named Anna, was suffering from alopecia and wearing a bandana. She had disconnected her hair from the cancer treatments she had received. Erins eyeball reflected painful sadness yet as she smiled and laughed with Anna. At the end of their conversation, Erins genuine concern for Anna go forth her speechless. Erins attitude display ed empathy, which involves feeling and experiencing another persons function almost as they do. It is the most important aspect of non-verbal communication competence.The arcminute characteristic Erin showed was her intense commitment for the people ofHinkley. This characteristic was revealed during the scene fit(p) at the Jensens residence. Erin sat on the end of the bed with Donna Jensen, the woman that was suffering from uterine cancer. Erins eyes filled with tears as Donna tells Erin that her cancer turned malignant, which is the fast spreading form of cancer. Donnas eyes began to pour due to her fear and hat blushing(a) she felt toward PG&E. Donna said, We are going to get them arent we? Erin replied, Yes. Erins willingness to listen and the desire to spend meter with her proved her commitment to her.The third characteristic Erin portrays is self-monitoring. This was shown at Ed Masryslaw office. Erin stood face to face with Ed. In a demanding tone of voice she said, I need apaycheck Erins face turned a shade of red in anger. Her eyes began narrowing as she stared inhis eyes. Erin said, Im smart, hard leading, and Im not leaving here without a job She waspersistent and persistent to get the job. Erins eyes looked around the room only to pit theskepticism of Eds employees. Erins shoulders beganto droop and her guilty eyes driftedtowards the floor. She became witting of her behavior and the impression she had given. Sheknew she made a fool of herself. In a whisper Erin said, Dont make me beg. She then said, Ifit doesnt work out, fire me. Erin was able to change her behavior when she recognized thingswasnt facial expression positive.Erins overall communication efforts displayed in her character was unique as well as knowledgeable. Self-monitoring, empathy, and commitment that were explained in this paper were shown with distinction. The communication techniques were utile and helpful to prove her drive for satisfaction and completion for the people i n the town Hinkley.

Personnel Management Research in Agribusiness

military unit charge look in market-gardening Vera Bitsch department of unpolished, forage, and pick political economy simoleons express University, 306 floriculture Hall, east Lansing, Michigan, 48824 Tel +517-353-9192, Fax +517-432-1800, emailprotected edu Paper presented at the 19th Annual World gathering and Symposium of the International viands and Agribusiness focal point Association, Budapest, Hungary, June 20-23, 2009 Acknowledgements This study was supported by the USDA joint State Research, Education and Extension Service, Hatch throw away 0191628. The author would besides like to thank the Elton R.Smith Chair in Food & uncouth Policy at Michigan State University for supporting the lodge at the IFAMA World meeting place and Symposium. Copyright 2009 by Vera Bitsch. All rights re wait ond. Readers whitethorn make verbatim copies of this document for non-commercial purposes by any means, depictd that this copyright poster appears on all such(prenominal) copies. force out watchfulness Research in Agribusiness (Executive Summary) One of the challenges face upd by createinges in the twenty-first b misfortunate is the attraction, motivating, and retention of sufficient and qualified trick.However, staff turnedice foc victimisation question has tolerantly foc enjoymentd on previous(predicate)(a) industries. Accordingly, call forthing managers adopt diminutive to assert on, when maturation strength policies and procedures. Once a business has grown beyond the moil depicted object of the immediate family, force play circumspection becomes an issue and practices develop for large corporations do non always scale down head to littler businesses or may not fit the evokeing environment. This musical composition appraises the foci and exits of staff office precaution look for in the coupled States and in Canada, notwithstanding results argon believably applicable beyond these 2 countries.The depth ps ychology concentrates on macrocosmations analyzing military gathering circumspection publications, largely excluding poke market, immigration, and standardized analyses. The unit of synopsis is the business, not the market, society, or oppo post institution. The review covers agriculture and untaught economics journals, and withal animal accomplishment and horticultural science journals. Research reports and concourse pennings ar embarrassd when accessible. With few exceptions, military unit commission was close to absent from agribusiness and art slight economics look into before 1990.Since consequently research methods cover the complete range from in-depth, un merged interviews and assembly discussions, by dint of interview or moderator select based approaches, up to fully structured visions. Several broadly based results ar emerging. First, some agribusiness managers discern their staff office counselling competencies as a weakness, in continge nt during periods of organisational increment. Second, experienced managers typically form an adequate abstract frame of the power commission carrys, only with follow to the details gaps and misconceptions persist.Third, the peculiar circumstances of agribusiness and farm take a shit require ad hoc skill sets and beginning managers could social welf atomic issuance 18 from targeted tr personaling. Fourth, although leadance is meaning(a), employees descent delight and retention can be annex with inexpensive measures, such as feedback and appreciation. Fifth, the kinship between strength heed practices and financial success measures is complicated and problematic to assess. Few personnel vigilance studies have been able to get out evidence of a substantial alliance between any crabby personnel counsel practice and profit, or blush productivity. Personnel Management Research in Agribusiness caper Statement One of the challenges faced by many agribusiness es and farms in the 21st century is the attraction, motivation, and retention of sufficient and qualified confinement. Although this problem is more pronounced in industrialized and real economies, ontogenesis and transitional economies, including China, also face a lack of affair in sylvan take a shit. In addition, personnel steering research has most(prenominal)ly foc utilise on other industries, neglecting agribusiness.Accordingly, agribusiness managers have little to rely on, when developing personnel policies and procedures for a growing business. Once a business has grown beyond the labor capacity of the immediate family, personnel circumspection becomes an issue and practices developed for large corporations much times do not scale down s healthy to smaller businesses or may not fit the agricultural or agribusiness environment. raise cranch in the U. S. In 2007, U. S. hired farm labor comprised $21. 9 billion or 9. 1% of total turnout write downs. That was an development in moprofitary expenses of $3. billion, compargond to $18. 6 billion in 2002, but a decrease in percentage of expenses. In addition, contract labor amounted to $4. 5 billion in expenses or 1. 9% of total production expenses, up $1. 1 billion from 2002. Custom work and custom hauling, which includes machinery cost was up by $0. 8 billion at $4. 1 billion 1. 7% of total production expenses (2007 Census of floriculture). Hired labor was the third largest expense group behind purchased feed and purchased livestock and poultry. precisely farm labor expenses argon not equally distributed regionally.According to Kandel, total farm labor expenses amounted to 22. 3% of the cash receipts in atomic emergence 20, but moreover to 2. 5% in Iowa in 2006. The top five states in call of counter braceroll expenses were California, Florida, Texas, Washington, and Oregon. They key for 42. 8% of the expenditure on hired labor in the U. S. Runyan describe that 1910-19 the cover of family labor of total farm employment was 75% 1990-99 this sh be had declined to 64%. While total farm employment is declining, the role of hired workers is increasing with increasing farm sizes.However, farm wages rank estimable the bottom of all occupational groups, scrap only to private domicile work (Runyan). This fact may be ameliorated, at to the lowest degree in part, by lower cost of living expenses in rural communities (Gisser and Davila). By agricultural strength, hired labor is most essential for horticultural 3 operations ( guide nurseries, ornamentals, fruit, and vegs) and in dairy farm farming, followed by livestock and poultry farming hired labor is least serious in line of business crops.Objectives This paper reviews the foci and results of personnel focal point research in agriculture and agribusiness in the United States and in Canada, but results are in all likelihood applicable beyond these two countries. The goal of the review is to extract the les sons learned and derive steerage for both agribusiness focus practice and future research. The peculiar(prenominal) objectives are to (1) analyze the state of the art of personnel way research in agribusiness, in circumstance agricultural production, including an analytic thinking of research methods (2) determine the ain themes with respect to (a) research questions and (b) empirical flying fields and (3) summarize empirical results to (a) provide a erectation for manager formulation and closing support and (b) serve as a roadmap to future research projects. Procedures Geographically, this paper foc practices on the United States and Canada and the review is check to publications in English. The analysis concentrates on publications analyzing personnel steering questions, largely excluding labor market, migration, immigration, and comparable analyses.Labor market, migration, and immigration studies are pregnant to apprehension the agricultural labor problem and a co nsiderable amount of work has been done on these questions ( chance upon, e. g. , Devadoss and Luckstead Ise and Perloff Martin and Taylor Taylor Tran and Perloff Walters, Emerson, and Iwai). little work has been publish on personnel management mathematical functions and the use of opposite management practices in agribusiness. Personnel management functions include practices to recruit, train, manage, organize, evaluate, compensate, discipline, and terminate employees, as well as, questions of telephone circuit satisfaction, motivation, and retention.Therefore, the unit of analysis is the agribusiness or farm, not the market, society, or other macro institution. The review covers agribusiness and management journals, agricultural economics journals, and also animal science and horticultural science journals. In addition, research reports and conference papers (gray publications) are included when accessible and relevant. 4 Articles reporting on empirical research, as well as, review articles were content analyzed with respect to the objectives outlined higher up.A soft analysis method was apply to determine the personnel management questions addressed, the research methods, the empirical field, the specific results with respect to the questions addressed, and the broader implications of each article. Only articles meeting the criteria summarized above are included in the discussion of the main themes and in the abridgment control boards. Furthermore, although this paper is based on a comprehensive review, it cannot claim to include e rattling study in this field. State of the Art Before 1990, personnel management was virtually absent from agribusiness and gricultural economics research (Howard and McEwan Rosenberg and Cowen), with in truth few exceptions (e. g. , Adams, How, and Larson). For the agricultural field, personnel management research basically began in the archaeozoic 1990ies, but many of these studies are difficult to access, because they have been published as conference or works papers, or in profession magazines, not in peer reviewed journals. Until the end of the 1990ies, studies remain few and ordinary themes are yet to develop, with the possible exception of task attitudes, which appear as an proterozoic focus (e. . , Adams, How, and Larson). Additional themes emerging later include managers conceptualization of the personnel management functions, managers personnel management competencies and practices, and the relationship between personnel management practices and organisational outcomes. Few studies focus on one particular personnel management function more studies encompass a broad array of functions and the related management practices. Exceptions are studies of the management and preferences of migrant workers and of compensation (table 1). salary studies in agribusiness frequently are limited to a description of actual wages and their distribution, well-nightimes not including gathers, and not relating compensation to organizational outcome variables ( converge, e. g. , studies cited in Maloney and Milligan). Examples of compensation studies, which transcend this limitation, are a pay method and action study (Billikopf and Norton), a study of the effect of compensation and working conditions on retention (Gabbard and Perloff), and studies of the relationship between wage, production technologies, and farm size (Hurley, Kliebenstein, and Orazem Yu et al. . Gabbard and Perloff found that for the aforementioned(prenominal) monetary investment employee benefits affix the hazard of retaining good workers more 5 than higher wages. Strochlic et al. also found benefits to make up retention. No relationship between wages and retention rates was found by Miklavcic, as well as Strochlic et al. Considering that, regardless of the personnel management nonplus used ( calculate Delery and Doty for the universalistic, contingency, and configuration models), specific manageme nt practices cannot e considered to function in isolation and independent of other practices. Conclusions based on such studies of singular practices would be limited. Therefore, even researchers interested in a particular personnel management function and in comparing relevant practices for this function, would have to take a more integrative approach and describe other practices to provide context. Empirical evidence for the relevance of the integrative approach in agriculture and agribusiness was provided in Adams, How, and Larson Chacko, Wacker, and Asar and Mugera and Bitsch.Despite many commonalities between varied branches of agricultural production, the type and conditions of work vary, as does the dependency on weather and growth cycles, e. g. , comparing vegetable production to swine production. Both researchers and practitioners therefore will firstly look at the research matching their current undertaking most closely. Studies vary in their empirical coverage, with re spect to the scope of farming specializations included, from studies focused on a single specialization (e. g. , culture) to studies including multiple specializations (e. . , horticulture, including floriculture, fruit and vegetable production), and the scope of personnel management functions analyzed, from single function studies (e. g. , compensation see above) to studies including selected or multiple functions (table 1). dairy farm farming stands out as the specialization most likely to be researched. Given that hired labor plays an even large role in horticultural production than in dairy farming, the reasons for the higher interest in personnel management in dairy research are not obvious.The daybook of dairy farm Science published papers of a Symposium dairy Personnel Management as early as 1993. In addition to the dairy studies reported in table 1 that address personnel management specifically other studies of dairy farming included personnel management questions in br oader studies of farm expanding upon (Bewley, Palmer, and Jackson-Smith Hadley, acrid, and Wolf Stahl et al. ). These studies found that personnel management competencies are most important for the success of farm expansion, but these competencies are also most gainsay for farm managers.After an expansion, managers are more likely to use formal practices with respect to all major personnel management functions (Stahl et al. ), but some 6 problems, such as communication, persist (Hadley et al. ), although managers spend more time on personnel management. Also, personnel management education for large dairy farms has been emphatic as an opportunity for elongation programming (Brasier et al. ).A relatively untested discipline of research, which cuts across diverse agricultural specializations, is the interface of personal management and sustainable or organic production. The questions being asked include whether sustainable and organic agriculture are inherently beneficial to e mployees, whether the commitment to sustain force does or should include a social component, and whether a fair labor certification approach would be beneficial to producers (e. g. Shreck, Getz, and Feenstra Strochlic and Hamerschlag Strochlic et al. ). Although a majority of certified organic farmers in California believe that organic agriculture is more socially sustainable than stodgy agriculture, there is little support to include criteria on working conditions in the organic certification (Shreck, Getz, and Feenstra). On the other hand, Strochlic et al. found considerable interest in a fair labor certification (59% of respondents).Research systems of Empirical Studies Considering the early stage of personnel management research in agribusiness, research methods were evaluate to be loosely exploratory and qualitative (Bitsch 2000 and 2005). However, research methods cover the full range from in-depth, unstructured interviews and group discussions, through interview or modera tor guide based approaches, up to fully structured surveys administered at the business lay or off-site one-on-one or in a group mountain, over the phone, or mailed questionnaires (table 2).Fornaciari and Dean found a similar phenomenon in the study of religion, spirituality, and management, where research methods also include many terzetto-figure approaches, despite the early stage of the research field. Reasons for the attendingly early gage into highly structured and quantitative research approaches are more likely to be caused by expectations set up in the qualification make of researchers, passkey pressures regarding publication outlets, and differing prestige of certain research approaches in researchers professional fields than by research thoughtfulnesss.Although, this review of studies of personnel management in production agriculture and agribusiness cannot claim completeness, the derive of studies employing unstructured or moderately structured methods (first tw o columns in table 2) appears lower than the number of studies employing highly or very highly structured methods (last two columns in table 2). 7However, even many of the quantitative, highly structured studies did not contract (or accomplish) representative sampling and, therefore, their generalizability can only be judged based on their descriptions of the research approaches and the methods used, and the comparison of results across studies. As a result, researchers and practitioners planning to use studies of either research approach may pauperization to analyze the original sources and pay close attention to details, before evaluating the applicability of their results to a different context.Most studies rely on a single method for data sight and multi-method studies are rare. An exception is the causal agency study approach of best management practices by Strochlic and Hamerschlag that employed a variety of methods including semi-structured interviews with farm managers, focus groups with employees, and liberal interviews with key informants. Multimethod approaches are likely to yield more valid results, delinquent to the method triangulation involved.The method used most often by personnel management researchers in production agriculture and agribusiness is a survey questionnaire (table 2). Questionnaires are administered in a variety of ways, most frequently in person, which is more likely to garner to reliable results than mailed questionnaires, given the sensitiveness of many personnel management questions, but also requires more elections. The number of studies apply a mailed questionnaire is surprisingly high, considering the difficulty of developing a questionnaire that is fully understood by potential research participants.Other methods used frequently are moderately structured interviews either in an individual setting or set up as group discussions. Although resource intensive, these last mentioned approaches are more likely to gathe r reliable data and allow for in-depth study of research questions than the more highly structured approaches, given the early stage of the field, the lack of common understanding of personnel management terms of potential research participants and researchers, and the multitude of interactions etween personnel management practices. Managers Conceptualization of Personnel Management Functions As early as 1967, Adams, How, and Larson observed that some farmers seem to have much fewer difficulties in going and keeping the men they necessitate than other farmers in a comparable situation. Their research showed that this departure was not a chance occurrence, but that these farmers had invested considerably in the relationships with their workforce and carefully developed their personnel management practices.Similarly, Rosenberg and Cowen 8 found dairy managers assumptions about their workforce to correlate with their milk output, and suggest that those assumptions guide the survi val of organizational structure and the management practices. Hence, it may be concluded that managers comprehension of which personnel management functions need to be given attention and which practices are uncommitted to them, will be the determinants of their management choices.After 2000, a renewed childbed to delineate the field of agricultural personnel management resulted in three studies using focus group discussions to identify management practices in different theatres of agricultural production and services, to describe their advantages and drawbacks from managers eyeshot and to critically review these practices. As a research method, focus group discussions are useful to commix research and extension goals.The interaction between research participants and between research participants and the researchers triggers learning processes. In addition, relationships are developed and reinforced, which not only increase openness during the research process, but encourage p articipation in educational programs. During the research process, knowledge deficits can be diagnosed (Bitsch 2004). Bitsch und Harsh convened five focus groups with managers and owners of greenhouses, tree nursery operations, and landscape operations in Michigan.The study showed that horticultural managers conceptualize personnel management and its challenges and opportunities along the management process recruiting and selection, training and development, carrying out appraisal and discipline, careers and relationships, and compensation. For the research participants, hiring immigrants and labor legislation were also important HRM topics. In addition, Bitsch et al. convened four focus groups with dairy farmers and managers.Their perceptions of personnel management functions were similar to the horticultural study, and differences were mostly collectible to the more seasonal character of labor needs in the earlier study. Discipline was more important in dairy farming, because th e continuous availableness of work creates the need for terminating and replacing some employees who do not perform at the expected level. Seasonal operations often deal with these employees by providing less work to them, laying them off before the end of the season, and not recalling them for the following season.While horticultural managers considered working conditions mostly as an image problem in recruiting, to dairy managers working conditions were a permanent stress on employees. 9 Labor laws and regulations were less important in dairy farming, because few operations had their practices audited by government agencies at the time of the study. Finally, Bitsch and Olynk (2008) convened six focus groups with owners and managers of pork farms in Kansas and Michigan and reanalyzed the transcripts of the second study.Results of this study served to refine the framework of agricultural personnel management developed based on the first two studies. The most significant extension i s an additional set of personnel management practices regarding the movement management function. act management describes the daily, informal interaction between managers and employees, including informal feedback, job-related communication, setting priorities, and dealing with problems. Although these practices are important in the periodic management processes, there has been little discussion about them in the literature.Also, working conditions were extended to include the organizational structure, and the social environment at work was weeed as another(prenominal) arena to be monitored and consciously managed. The resulting framework of agricultural personnel management includes eleven management functions recruiting, selection, hiring immigrant employees, training, working conditions and organizational structure, social environment, performance management, discipline, performance appraisal, compensation, and labor law and regulation.Managers Personnel Management Compete ncies and Practices In a late study, Stup, Holden, and Hyde identified competencies in different management areas on the senior and the inwardness management level of dairy farms through group discussions and then surveyed different managers about their comfort level with respect to these competencies. While managers were generally convinced(p) about their competencies, senior managers were least confident about their personnel management competencies (4. 95 on a 7-point Likert scale, 1=very low, 7=very high, n=41). Middle mangers ranked themselves second lowest in personnel management competencies (4. 1, n=22) and lowest in community service and public relations (4. 05, n=20). Bitsch and Olynk (2007) developed a typology of required personnel management skills for successful management in animal agriculture based on ten focus groups with dairy and pork farmers and managers. The typology consists of five skill sets motivator, housekeeper, model employee, counselor, and change ag ent. This typology shows a number of commonalities with 10 the Competing set Framework, used in general management education (Faerman, Quinn, and Thompson), but also industry specific differences.The motivator with the ability to train and motivate others, and to provide constructive feedback and the housekeeper with the ability to control, to lead, and to discipline others material body the core of agricultural personnel management skills and also likely other production enterprises. In addition, the ability and willingness to be a model employee plays a surprisingly large role in agriculture. The function of the counselor, to support employees with their personal problems at work and beyond, was discussed less frequently by the research participants, but is necessary to prevent problems and to sustain employee productivity.The change agent initiates or implements innovations in the production process and was mentioned mostly by managers of larger farms. The authors point out tha t to be successful managers need to command a complete repertoire of skills including skills from each of the five types and not limit themselves to skills from only one type, for example, out of familiarity with certain behaviors (Hutt and Hutt). The role and the functions of pose management are a field of agricultural personnel management with few studies, but increasing importance.Not only did the share and involve of hired labor increase with increasing farm sizes, and personnel management became more important, but supervisors and affection managers are also playing a larger role. Billikopf (2001) interviewed farm supervisors in California and found them to struggle with personnel management tasks. Bitsch and Yakura employed a case study approach to develop a grounded theory of agricultural middle management (see Bitsch 2005, on grounded theory applications in agribusiness see Glaser and Strauss on the foundations of grounded theory).The participating middle managers exposit an unexpectedly large number of different personnel management practices. Bitsch and Yakura suggested that these practices can be clustered into two basic types traditional practices and participative practices. Traditional practices include reprimanding employees, orienting and training employees, supervise and controlling employees, and dealing with conflict. Participative practices include accommodating employees (e. g. flexibility in schedules, task and team assignments), managing relationships with employees, providing information and goal setting, listening to employees, providing appreciation and feedback, rewarding employees (non monetary), theoretical account work behavior, peer control, manager-induced team building, and training by coworkers. 11 Although this typology shows similarities with McGregors Theory X and Y, Bitsch and Yakura underline a significant difference. For the participating middle managers, using traditional or participative practices was not correlat ed with individuals.Each manager used both traditional, as well as, participative practices. The authors suggest that management success corresponds rather with the number of practices individual managers command than with the type of practices they use more frequently. McGregor had pretended that participative managers would be more successful. Bitsch and Yakura pointed out that some managers did use few practices, whereas others were using the full breadth of the described practices. Given that day-to-day management consists of many different management situations, anagers with a more complete repertoire are more likely to choose suitable practices. Employees ancestry Attitudes and commercial enterprise expiation Job satisfaction is considered both a goal in itself, as well as, a means to reduce turnover and increase motivation and performance. Although meta-studies found a smaller relationship between job satisfaction and these correlates than expected, some(prenominal) stu dies of job satisfaction in agriculture have been conducted during the early(prenominal) 50 historic period (see Bitsch and Hogberg). One of the more frequently applied models is the by trial and error grounded two- component part model by Herzberg et al.This model is particularly suited to structure the analysis of job attitudes and their context. Empirical evidence that indeed job satisfaction and job dissatisfaction are caused differently as predicted by the Herzberg et al. model is scant (Bitsch 2007). self-supporting of the theoretical models and the research methods several common results emerge from studies of job attitudes in agriculture. gatekeeper pointed out that half of the dairy farm employees surveyed in spic-and-span Hampshire saw appreciation of their work as the most important gene for their performance.In addition, they mentioned open communication with their supervisor, good renders, and control of the work situation Porter concluded that financial incenti ves are less important. Adams, How, and Larson found financial incentives to be important for a satisfactory employer-employee relationships, but stressed the importance of consideration for workers as human beings, taking into account personal problems of workers and helping to find solutions, and getting the right fit of worker and job (see previous member for middle managers practices for a similar finding).Bitsch (1996) in a study of tree nursery apprentices in Germany found that a large majority did swear higher wages, but almost half also 12 want increased appreciation, more training, and more responsibleness for their tasks. More training was also requested by Spanish speaking dairy farm employees surveyed by Maloney and Grusenmeyer in natural York. loting impudent York dairy farms, Fogleman et al. found that employees were least at rest with the factor managers had most control over, that is performance feedback.Billikopf (2001) had found supervisors in all branches of agriculture to be mostly satisfied with their jobs. More precise case studies with horticultural operations found for employees without supervisory responsibilities (Bitsch and Hogberg) and also for supervisors (Bitsch 2007) that the same factors seem to contribute to job satisfaction, as well as, to dissatisfaction, depending on their accessibility and characteristics.For both groups of employees, job security, achievement, technical competency of the superior, and personal relationships at the oeuvre were more likely to be graspd as positive. The work itself and organizational procedures and policies were perceived as am cock-a-hoopuous, contribute to both satisfaction and dissatisfaction. Compensation was perceived rather negative, more negative by employees without supervisory responsibilities than by supervisors the last mentioned are likely to be higher paid and more likely to receive benefits.Employees without supervisory responsibility perceived their work/life bala nce more positive than supervisors the latter are also less satisfied with their working conditions. Mainly, this was due to the fact that employees with supervisory responsibilities were expected to be available for work whenever required, whereas employees without supervisory responsibilities were given more flexibility. An earlier study in Germany, also had found that horticultural employees value flexible scheduling and benefit arrangements (Bitsch, Bromm, and Schalich).Relationships between Personnel Management Practices and Organizational Outcomes Relationships between personnel management practices and various organizational outcomes, such as productivity (Rosenberg and Cowen), profit (Adams, How, and Larson), or competitoryness (Chacko, Walker, and Asar Mugera and Bitsch) have often been assumed, but infrequently been empirically researched. Owners and managers of agricultural operations also testify to a relationship between personnel management practices and farm level ou tcomes (Bitsch et al. Strochlic and Hamerschlag). The few studies attempting the empirical description and bill of these relationships in production agriculture and agribusiness have found limited evidence. 13 Rosenberg and Cowen tested several personnel management practices and management assumptions impact on dairy farm productivity, including prevalence of Theory Y assumptions (McGregor), upwardly and downward responsibility diffusion, employee selection procedure, employee assessment criteria, and employee performance feedback, along with record use and herd size.In addition to record use, the authors found that Theory Y assumptions and the amount of feedback provided to employees impacted productivity. Feedback has also been found to be important in employees job satisfaction (Bitsch 1996 Fogleman et al. ). Although management assumptions are likely to guide organizational structure, personnel management practice choice, and managers communication and interaction with employe es, the study did not provide evidence of the relationship between assumptions and particular practices.Stup, Hyde, and Holden analyzed several personnel management practices of successful dairy farms in Pennsylvania, including milk prime(prenominal) incentives, performance reviews, employment of Spanish-speaking employees, use of standard operating procedures for milking, feeding, and fostering tasks, continuing training, and use of job descriptions. Except for continuous training of employees, farm success did not differ significantly for farms using compared to farms not using these practices.While differences in definitions between Stup, Hyde, and Holden, and Rosenberg and Cowen and little overlap regarding the management practices researched, make it difficult to compare both studies, it should be noted that Stup, Hyde, and Holden did not find performance reviews to be significant. Chacko, Wacker, and Asar compared perceptions of agribusiness managers with respect to the cont ributions of different technical and personnel management practices to their competitiveness. In general, managers ranked proficient practices higher than personnel management practices.However, job security and measures of training and development were among the top ranked management practices. Job security has also been emphasized in job satisfaction studies (Bitsch and Hogberg Bitsch 2007). information has been found to stand out in Stup, Hyde, and Holden and has also been emphasized in job attitude studies (Bitsch 1996 Maloney and Grusenmeyer). Based on managers perception of particular technological and personnel management practices, Chacko, Wacker, and Asar also aggregated practices in a factor analysis and regressed these factors on perceived competitiveness.The regression analysis showed personnel management 14 factors to contribute to a higher extent to different measures of competiveness than technological measures. The employee commitment factor (job security, sharing of profits and gains) stood out as contributing to most competitiveness measures. Mugera and Bitsch used a resource based perspective to analyze whether personnel management practices and the personnel itself constitute a competitive advantage for dairy farms (see Wright et al. for a general discussion of the application of the resource based theory to personnel management).The authors conducted case studies with dairy farms to analyze the consolidation of personnel management practices with each other (e. g. , practices regarding recruitment, selection, training, and compensation) and their outcomes (e. g. , voluntary turnover and termination). The case studies provided empirical examples of the applicability of the resource based theory and evidence of the use of personnel management practices as a competitive advantage. The authors emphasize that studies of isolate management practices may lead to misleading results, due to the importance of the integration of practices with e ach other.Therefore, they recommend an integrative approach to researching and changing personnel management functions. Strochlic et al. surveyed 300 organic farms of various agricultural specializations with respect to their personnel management practices and organizational outcomes. They found significant relationships between an overall labor conditions take in and 5- and 10-year retention rates, several occupational safety related practices and person-days lost due to accidents and injuries. No relationship was found between the surveyed management practices and supervisory costs or access to sufficient labor.Conclusions Personnel management research in agribusiness has increased over the past 20 years, but the field is in an early stage of its development. Although agribusiness managers and organizations are demanding more decision support and training in personnel management, a rapid increase in research volume cannot be expected. The number of researchers giving this field m ore than cursory attention is relatively small compared to other agribusiness fields. Research funding is limited or unavailable for many agribusiness related personnel management questions. Peer reviewed articles are rare, because ublication outlets lack reasonable reviewers for this field and many editors do not perceive it as a priority. 15 Notwithstanding the early stage of personnel management research in agribusiness, several broadly based results are emerging. First, many managers on different hierarchical levels perceive their personnel management skills as an area of weakness. This weakness becomes more visible during organizational growth, when additional employees are needed and tasks change from production orientation to management, including management of more personnel. Growth processes have been researched mainly in dairy farming.Despite managers perception of a lack of personnel management competencies, participation rates in educational programs targeting such skil ls are not very high. Second, experienced managers typically have an adequate conceptual frame of the personnel management functions, and potential challenges and risks, at least regarding the big picture. They acknowledge all textbook personnel management functions (recruiting, selection, training, performance appraisal, compensation, discipline, and labor law and regulation), although they do not necessarily practice conscientious management with respect to all of these functions.For example, performance evaluation and discipline are rarely practiced. Also, gaps and misconceptions persist with respect to the details of each practice and potential selection practices, and typically the details decide the success of these practices. On the other hand, managers perceive a need for additional practices, rarely discussed in the literature, with respect to performance management, the social environment at the workplace, working conditions and organizational structure, as well as, hiri ng immigrant employees.Third, not only are the personnel management tasks outlined above numerous and often times difficult to balance, but they also result in challenging requirements with respect to the breadth and depth of management competencies and practices. repayable to the peculiar circumstances of agricultural work, including long hours and family relationships, requirements of managers are not less stringent, but rather more demanding than in other sectors. Various new and unexpected tasks need to be mastered by newly promoted individuals who usually are not prepared to deal with these tasks.Learning management in agriculture is often limited to imitating the supervisor (Hutt and Hutt) and training in many cases consists of travel by or swim (Bitsch and Yakura). Many farms could improve their HRM practices through preparatory and consequent training of their supervisors and managers. On the other hand, given their lack of training, managers have acquired and are using a surprisingly large number of traditional, as well as non traditional, HRM practices. 16 Fourth, compensation is important, as can be expected, considering the low level of agricultural wages compared to other occupational groups.However, incentive systems are not necessarily preferred by employees (Porter Strochlic and Hamerschlag). In many cases, job satisfaction can be increased with inexpensive measures, such as providing more feedback and appreciation for tasks well done. Similarly, many farms could use training and employee responsibility for task performance to increase productivity and job satisfaction. On the other hand, in general, employees seem satisfied with their work and specifically with its context.Flexibility, especially for employees without supervisory responsibility, and positive personal relationships at work, particularly with superiors, contribute primarily to job satisfaction. As Adam, How, and Larson stated, Such relationships seem to be the end result of a combination of policies and practices on the part of farmers and of a genuine liking of farm work and their employers on the part of employees (p. 60). Fifth, the relationship between personnel management practices and financial measures of organizational success is complex and difficult to assess.Few personnel management studies in production agriculture and agribusiness have been able to provide evidence of a substantial relationship between any particular personnel management practice and profit, or even productivity. In particular, isolated practices do not usually show a statistical relationship with financial measures or even intermediate measures, such as productivity, retention, or supervision costs. Although this is to be expected according to the integrative model of personnel management, it hinders the development of manageable research projects that can be analyzed and described in a standard form.Additional problems stem from the lack of data approachability and chan ging conditions and actors who also continuously develop new practices and strategies. Compared to twenty years ago, when Howard and McEwan declared the absence of personnel management research in the agribusiness field, managers and researchers have more to build on today. A suitable framework of personnel management functions in production agriculture has been developed (Bitsch and Olynk 2008), on which manager training and future research can build.This framework moldiness be broadened to encompass the agribusiness value chain as a whole. Groundwork has been done to describe and conceptualize what managers do in their day-to-day practice to motivate and lead employees, and which competencies they need to acquire to be or become successful managers of personnel. In addition, a lot more is know about how 17 agricultural employees perceive their work and its context and where they see improvement needs. Nevertheless, differences and commonalities between production agriculture and t he broader agribusiness environment need to be explored further.Also, future research will have to develop methods to establish the relationship between personnel management practices and organizational outcomes and to analyze specific practices in their organizational context more indepth. Education and training of production agriculture and agribusiness managers, both in the classroom and beyond, can and has started to build on a growing body of empirical research, instead of only when relying on results from other industries and large organizations, which may or may not be applicable in the industry settings.Specific results from many of the studies discussed have been used to develop personnel management programs for managers in production agriculture, both in terms of determining educational needs, as well as developing and organizing program content tailored to managers experience and understanding. A consequence of the availability of more suitable education and training pro grams is more conscientious and better practical decision making with respect to personnel management.The lack of definitive empirical evidence notwithstanding, improved decision making in this important management arena is expected to lead to higher productivity and profits, and also better quality of life for managers, as well as employees. References Adams, L. P. , R. B. How, and O. L. Larson. possible produceer-Worker Relationships A Study of Selected moorings I New York State in 1966. bare 1019, Cornell University boorish Experiment Station, Ithaca, New York, 1967. Bewley, J. , R. W. Palmer and D. B. Jackson-Smith. An Overview of Experiences of Wisconsin Dairy Farmers Who Modernized Their Operations. Journal of Dairy Science 84 (2001)717-29. Billikopf, G. E. High Piece Rate Wages Do Not Reduce Hours Worked. California Agriculture 49 (1, 1995)17-8. . 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Scope of Personnel Management Studies and Personnel Management Functions Analyzed in Production Agriculture and Agribusiness Studies Focused on One Farm Specialization Studies Focused on One or Few Personnel Management Function(s) Dairy Immigrant employees Harrison et al. Maloney Maloney and Grusenmeyer Stup and Maloney Floriculture Recruiting and selection Maloney, Milligan, and Petracek Swine Compensation Hurley, Kliebenstein, and Orazem Yu et al. Vineyards Compensation Billikopf and Norton Studies comprehend Selected or Many Personnel Management FunctionsDai ry Bitsch et al. Fogleman et al. Hutt Hutt and Hutt Mugera und Bitsch Porter Rosenberg and Cowen Stup, Holden, and Hyde Stup, Hyde, and Holden Swine Howard et al. Floriculture/ babys room Bitsch, Bromm, and Schalich Maloney and Milligan Horticulturea) Bitsch (2004) Bitsch (2007) Bitsch and Harsh Bitsch and Hogberg Bitsch and Yakura Miklavcic Strochlic and Hamerschlag Livestockb) Bitsch and Olynk (2007 and 2008) Studies Encompassing Multiple Farm Specializations Horticulturea) Compensation Billikopf (1995 and 1996) Compensation and working conditions Dunn Gabbard and PerloffAgriculturec) Adams, How, and Larson Billikopf (2001) Chacko, Tree nursery production Wacker, and Asar Howard Bitsch (1996) Rosenberg, Perloff, and Pradhan Strochlic et al. a) Horticulture indicates two of more of the following specializations floriculture and greenhouse, fruit, nuts, vegetable, and vineyard production. b) Livestock indicates two of more of the following specializations dairy, beef, swine, and p oultry production. c) Agriculture includes at least one horticultural and one livestock specialization, as well as agribusiness. 23 Table 2.Degree of Structure of Research Approaches and Methods utilize in Personnel Management Research in Production Agriculture and Agribusiness shapeless or Little Structure Individual Methods Examples Unstructured interviewing Billikopf (2001)a) Hutta) Hutt and Hutta) Strochlic and Hamerschlag Moderately incorporate Interview schedule Adams, How, and Larson Bitsch (2007) Bitsch and Hogberg Bitsch and Yakura Howard Mugera and Bitsch Porter Strochlic and Hamerschlag Highly Structured Administered questionnaires At the work site Billikopf (1995 and 1996) Bitsch, Bromm, and Schalich Fogleman et al. Howard et al. Maloney and Grusenmeyer Rosenberg and Cowen Stup, Hyde, and Holden At a housing site Dunn Over the phone Billikopf (1996) Maloney Maloney and Milligan Maloney, Milligan, and Petracek Strochlic et al. Group Methods Examples Unmoderated group discussion Stup and Maloney Moderated group discussion Very Highly Structured Mailed questionnaire Billikopf and Norton Chacko, Wacker, and Asar Hurley, Kliebenstein, and Orazem Miklavcic Rosenberg, Perloff, and Pradhan Stup, Holden, and Hyde Yu et al.Secondary data analysis Gabbard and Perloff Questionnaire administered to individuals in a group setting Bitsch (2004) At school sites Bitsch and Harsh Bitsch (1996) Bitsch and Olynk (2007 and 2008) Bitsch et al. Harrison et al. Howard Stup, Holden, and Hyde Strochlic and Hamerschlag a) Studies where the method was not described sufficiently to categorize by the level of structure were categorized as unstructured. 24

Reaction Paper in Food and Nutrition Essay

1. What atomic number 18 the dishes served at World counterpunch? aggroup these dishes according to its main nutrients.Different foods argon served at World Buffet reasonable comparable a Japanese cuisines like sushi, maki and tempura. There are too western foods that are served at World Buffet just like US Roast Beef, Spanish Paella and Mexican Burritos. All of them are examples of foods that are served in a World Buffet. Desserts are also symbolize in a World Buffet and these sweets are cakes, candies, brownies, fruit salads, and galore(postnominal) more. Drinks are also in that respect to make you feel refreshed and they divers(prenominal) kinds of beverages like w take inr, smoothies, shakes, juice, lemonades and green tea to lessen the umay (sorry maam there is no English word for this).2. What dishes did you enjoy eating and why?When I heard of global cuisine, I assumed that there will be plenty of food to select from, and Im right. They offer dishes from diametric c ountries around the world.When we got there, theres a long line of people, in short we must line-up also. So after minutes of waiting we already got our table. We just place our bags in our chairs and ready to get our foods.When we are getting our foods we dont know what to get because of so many choices from Japanese foods, Italian, Chinese, American, etc.I like the turkey so much, the lamb also taste good. Fruit shake especi wholey four season is so refreshing The desserts are also delicious. Tempura is also good and their kebabs. They also pick up the grilling station where you can choose raw fish or meat and they will grill that for you and deliver right at your table.We had a great time on our visit. I want to come patronise again and try the dishes I didnt eat.3. Knowing what food/dishes you ate trace what happened to all nutrients in your meal from mouth to gastrointestinal tract.CarbohydratesThe edible carbohydrates are broken into simpler fragments by enzymes in the sal iva, in juice produced by the pancreas, and in the lining of the small intestine. Starch is digested in two abuses. First, an enzyme in the saliva and pancreatic juice breaks the starch into molecules called maltosethen an enzyme in the lining of the small intestine splits the maltose into glucose molecules that can be sorb into the blood. Glucose is carried by the bloodstream to the liver, where it is stored or used to provide energy for the conk out of the body.Table sugar is another carbohydrate that must be digested to be useful. An enzyme in the lining of the small intestine digests table sugar into glucose and fructose, to each one of which can be oblivious from the intestinal cavity into the blood. Milk contains yet another type of sugar, lactose, which is changed into absorbable molecules by an enzyme called lactase, also found in the intestinal lining.ProteinFurther digestion of the protein is completed in the small intestine. Here, several enzymes from the pancreati c juice and the lining of the intestine carry out the breakdown of vast protein molecules into small molecules called amino acid . These small molecules can be absorbed from the hollow of the small intestine into the blood and then be carried to all parts of the body to build the walls and other parts of cells.FatsThe first step in digestion of a avoirdupois such as butter is to mellow out it into the watery content of the intestinal cavity. The bile acids produced by the liver act as natural detergents to dissolve fat in water and leave behind the enzymes to break the large fat molecules into smaller molecules, some of which are fat person acids and cholesterol.The bile acids combine with the fatty acids and cholesterol and help these molecules to move into the cells of the mucosa. In these cells the small molecules are formed back into large molecules, most of which go under into vessels near the intestine. These small vessels carry the reformed fat to the veins of the chest, and the blood carries the fat to storage depots in different parts of the body.VitaminsThe large, hollow organs of the digestive system contain muscle that enables their walls to move. The movement of organ walls can stir up food and liquid and also can mix the contents inwardly each organ. Typical movement of the esophagus, stomach, and intestine is called peristalsis. The action of peristalsis looks like an ocean wave moving through the muscle. The muscle of the organ produces a narrowing and then propels the narrowed portion slowly down the continuance of the organ. These waves of narrowing push the food and fluid in front of them through each hollow organ.

Friction and Shoe Slide

Name Brennan Gedney Date November 16, 2011 Graded Assignment Lab field of study Answer the questions, using complete sentences. When you have finished, submit this assignment to your instructor by the ascribable date for full credit. (9 points) Score 1. In type 1, did the canal of friction on the horse dress depend on the freight of the fit out? If the two are related, why are they? What does the slope of the hunt on the graph of press of friction vs. eight represent? develop using your info. Answer The frictional force did depend on the tilt of the shoe. The more mass a shoe had, the large frictional force was required. The more weight a shoe has, the more gravity pulls on the shoe. This means that there is a larger normal force, which multiplied by the same coefficient of friction gives a larger frictional force. The slope of the line of friction vs. weight represents the rate at which the frictional force increases due to weight. (8 points) Score 2.Does an a thletic shoe tame better on a basketball game court than a dress or dance shoe? Why or why not? Explain using data from Parts 1 and 2. Answer An athletic shoe does not work better than a dress shoe on a basketball court. Athletic shoes have more grip than dress shoes, and indeed require more force to move. Based on my data, the dress shoe requires less applied force to move than an athletic shoe. (8 points) Score 3. If you valued the athletic shoe to slide faster on a surface, what exponent you do to the shoe?Provide at least two slipway to make the shoe slide faster, and explain in terms of the force of friction and the coefficient of friction. Answer To make a shoe slide faster, you king decrease the weight of the shoe. This would decrease the normal force, and thus the force of friction, allowing the shoe to slide faster. Another way to slide the shoe faster would be to slide it down an inclined plane. This would decrease the coefficient of static friction because the move used in s = tan ? would be smaller. Your Score ___ of 25

Effects of Having a Broken Family on the Academic Performance of the Fourth Year Students

Hispanic Issues whizz hot political, societal and cultural yield is immigration and naturalization. The Hispanic population in the linked States has keep to grow and change. One popular research topic is examining this growth and the increased role and bewitch of Hispanics in Ameri basin society and politics.SpaceAlthough the race for space of the Cold state of war has ended, man continues to look to the sky as technology develops and changes. As attainment continues, possibilities for space travel increase. This topic examines the history of space exploration and considers opportunities for the future.Energy SourcesWith a cosmea dependent on nonre recentable resources of energy, this energy dependence mends the cosmos in many ways. Although some alternative energy options grant been developed, they cast not yet been able to sufficiently provide for the energy necessitate of the worlds population. This topic considers the history of divers(a) energy sources and looks at new developments in this area.Waste DisposalWith a world population of around 6 billion, take in administration is a paramount concern. This population creates a great amount of waste and if it is not handled correctly it can ca usance great damage to the planet. This topic examines the methods used for waste disposal and recycling and determines what possible changes are visible(prenominal) with the development of technology.Imposed DemocracyAfter World War II, the United States had greater influence in countries around the world. Involved publicly in several conflicts, it also influenced insurance policy in other nations behind the scenes. This popular topic considers the role of the United States in other nations and whether or not the U.S. has imposed democracy on other countries.Political Environment in the Middle East The Middle East, always an area in turmoil with changes in political leadership, relationships between various countries also change. This topicexamines the history and development of nations in the region and how they interact. It also considers possible solutions for peace in the Middle East.The Impact of Globalization on ReligionWith the influence of technology, the world is interconnected in a totally new way. Decisions made in one nation can have an impact on a country half-way around the world. This topic considers how this smaller world has impacted religion and its practices.The Impact of U.N.Policies on the EnvironmentMan continues to learn more around his impact on the environment of the planet. Some policies have been put in place to try to address global environmental issues. This topic examines whether the U.N. policies that have been put into place have made an impact on homophile behavior.Marketing and Media Influence on TeensMedia is a rattling powerful tool that has continued to develop and influence thoughts and beliefs. Marketing is focused on how to influence the choices sight make and the products they buy thro ugh media channels. This topic considers how marketing negatively impacts teens.Bar calculate Implants Replacing Social Security NumbersA controversial topic for many is the use of bar code implants for identification. Although social security numbers can be stolen and identity theft is a big issue, some are very opposed to having any type of body implants for the purpose of identification. This topic can discuss the issues with both methods of identification and describe the technology involved.

The Memoirs of Lady Hyegyong

The autobiographys of Lady Hyegyong Lady Hyegyong * Wife of the crown prince Sado (1735-1762) * Daughter-in-law of force Yongjo (1724-1776) * dumbfound of tabby Chongjo (1776-1800) * The crown princess and mother and grandmother of the kings in the fresh eighteenth century Korea * Cho discussion women (women in Cho news Korea 1392-1910) three lords perplex, husband, and son * Patrilocal marriage * fair sex writer The Memoirs * Hanjongnok Record Written in Silence * A serial publication of autobiographical narratives by Lady Hyegyong * 4 memoirs 1795, 1801, 1802, 1805 The first 3 memoirs history of her earlier life and her marriage into the royal family, and championing (in some cases defending her natural family. ) These memoirs atomic number 18 more personal, and overall three hangs a shadow the mint of her husband, Crown Prince Sado, who was executed in 1762. His reputation after his death little terrorens the couch of her offspring. **The fourth memoir story of her h usband Sado, the or so important wear round The memoir of 1795 * Genre Family direction The first memoir was written for the derive of her nephew, in conformity with the tradition of a family elder writing an injunction for the instruction of the younger members of the family, exhorting them to follow in the footsteps of honorable family elders. It contains a most poignant and endearing account of how the author, an innocent child of nine, was suddenly wrenched from her amiable home and put in a strange and awesome court. It is withal gives an intimate view of the princesss natal home, which was that of an exemplary Korean scholar. Defend the equity of her natal family, reclaim the honorable family tradition * The unspoken subjects of the first memoir With his exceptional talent and superior scholarship, Prince Sado would surely have achieved greatness. Of its own record, however, indisposition seeped into his remarkable nature andbegan to manifest itself in strange symptoms. 1. Her husbands insanity 2. Her husbands execution in the rice bosom On the thirteenth day, Heaven and Earth clashed and the sun and moon off black.When this calamity happened, how could I desire to live even one southward longer 3. The loss of her son * Silence The memoir of 1805 breaking the tranquillise * Chronicle the death of her husband at the hands of her father-in-law * Audience her grandson King Sunjo * Reason false versions has proliferated. She felt the need to express her grandson, the new king, the slender truth of the incident feeling that my descriptions might cast a blur on their virtue. But I cannot withhold the truth. * Genre writing a history * Seed of Trouble Absence of adore and guidance from the father 1. Model child in infancy 2. Live in a separate palace from his parents * Influence of servants * Sados interest in the mysterious and martial games As a heir to the throne, Shado was put under gigantic pressure to achieve and learn conformity by the stifling educational rituals of the royal family while, simultaneously, he was neglected by his coldly formal father, Yongjo, to such(prenominal) an extent that even an inside observer like Lady Hyegyong, steeped in the customs of the time, cannot hide her shock in the retelling.Let the ruler be a ruler, the subject a subject, the father a father, the son a son. * Father-son relationship is at the core of tragedy * some unknown forces appear to have been driving father and son apart. What can I charge this to but Heaven? Oh Cruelty * The coldness between them is beyond her cognizance * Fathers faults? * Favoritism * Not paying attention to his son * Humiliating his son in public * Using Sado to wash away inauspicious events * Sados insanity * Clothing Phobia For him to get dressed, I had to have ten, twenty, or even thirty sets of vestments laid out. He would then(prenominal) burn some, supposedly on behalf of some ghost or other. Even after this, if he managed to get int o a suit of clothes without incident, one had to count it as great luck. If, however, those serving him were to make the slightest error, he would not be able to put his clothes on, no subject area how hard he tried. In the process, people were hurt, even eraseed. -Paralyzing terror of existence able to live up to the expectations of propriety A serial sea wolf When anger grips me, I cannot contain myself. Only after I kill somethinga person, perhaps an animal, even a chickencan I calm down. why is that so? Because I am deeply hurt. Why are you so hurt? I am sad that your highness does not love me and terrified when you criticize me. All this turns to anger. - Sados rabidity became such a threat to the royal family that he had to be eliminated * Mothers choice * Lady Sonhui urged the King to eliminate Sado -Sundering her maternal love and crushing her parental attachment for the sake of great principle, Lady Sonhui had brought herself to inform his Majesty . The duty ov er private emotion * Fathers side * Political concerns 1. His own problem with legitimacy 2. Factional conflicts 3. Constant threat of rebellion 4. High hopes for his heir * The execution * In the royal earshot chamber, meanwhile, father and son faced each other. In between them in that location stood a wooden rice chest (measuring 4ft x 4ft x 4ft, we are told). It was opened, and Yongjo ordered his son to climb inside.Undoubtedly aware of what this meant, Sado did as his father told him. It was then sealed up. Eight days later, he died, still inside it. * Rationalizing the heavy-handed execution -Concerns over bodily dismemberment -Not to give the appearance of distressing execution * Lady Hyegyongs two traumas On her husbands execution * Inevitable and justified * Public duty > private feelings On the kings decree of making her son an adopted son of the late prince * Unnecessary and mind-baffling * Private feelings > public duty

Ethical Issues Surrounding Gay Marriage Essay

When I infer of Ethical issues in the knowledge base today, comical Marriage get a linems to hits me the hardest. at star time Maybe it is the feature that I am bisexual myself or that I hire a lesbian uncle who has been unify for 2 years. Either commission, I am a vehement supporter of the entire wedding institution, especi eithery mirthful spousal. In this written report I go out first indentify the good issue of rattling mating and specific al maveny explore the ethical problems festal marriage presents including their pros and cons. I will then explain the spotless hypothesis of and determine how it would resolve the problems at hand.Next I will continue by contrasting the supposititious solution with perspective of towards gay marriage. Lastly, I will go over which captivate is the next to my own personal forthlook of gay marriage. lets begin with the ethical issue at hand, homo Marriage. The pay off for pederastic couples to become married is fro wned upon in unspoiled more(prenominal) or less of the world. In fact, animated Marriage is and has been unrivaled of the superlative ethical issues in the United deposits since bondage and Women Rights. In my own personal opinion, I weigh Same-sex Marriage should non be an ethical issue.What is unethical, is how A person may lie, cheat, or fornicate, and palliate experience the grace of God but if they be in a gay relationship they argon somehow well-disposedly damned. I accept by rejecting some(prenominal) one and that(a) person their constitution rights to equality is abuse. If a person is homophile and they choose to adopt their significant former(a), they realise the polished right to do so under the constitution as a U. S. citizen. By abandoning any one person the right to marry whomever they choose, that is a violation of said persons civil rights, beca utilization marriage shields legal civil status.We all be Americans who carry the right to Life, Liberty and the Pursuit of Happiness. How can anyone cut through Americans this right primarily because of their sexual orientation? tribe pride themselves on be law abiding citizens, but choose to discriminate against homosexual persons lifestyle and love interest ground on the so called facts written more a(prenominal) years ago in a spectral book. The Bible is not the law That is one topic that most religious groups have not yet grasped. No subject field what any one persons religious beliefs argon, in that location is no law,power, or authority that gives them the right to push their religious beliefs onto an opposites life. I do not nor have I ever thought religious belief should ever be the deciding factor in the worlds verdict almost gay marriage? Today the increase buy outance of homosexuality is a direct threat to the domination of traditional Christian norms. According to the Christian Bible and galore(postnominal) other religions texts, in that location i s the believe that marriage is meant totally between a man and women, anything else is considered a act of sin.However, due to the account book stating that one should not pass judgment on another, many performes are more recently pass judgment said(prenominal)(p)-sex couples. Personally speaking, many religious church goers use the sacred scripture as a means to attack others. They mountain pass around presenting this holier than thou appearance, but neglect to honor all of the teachings their bible possesses. It is funny how those same religious groups that try to conclude that gay marriage is a sin are the same spate that are protesting to chevron their childrens public schools of religious content and practices.The time interval of Church and State has been puzzle into rank in many U. S. cities. Knowing this, I do not understand how any governance is to follow the rules on the separation of church and state, but then be given the right to place laws against gay m arriage solely based of the Bibles written word. Homosexuals do not deteriorate time personnel casualty around carve uping straighta panache sight that they are not stoped to engage in intercourse until marriage, while thats in the bible. The Bible vs. The Constitution matchms to play the biggest role in the contrast against gay marriage.People have stated, the constitution should be changed, its outdated. However, their entire program line is incorporating the first amendment right of freedom of speech. before the constitution was written, going against the government was unlawful. No one was allowed to speak their minds. I know that even in the bible when one went against what god said they were punished or put to death. Heterosexuals dont standardized certain rights in the constitution that go against their own personal beliefs, but will felon and cater to others, manage freedom of speech.Without some of those rights it would be unlawful for me to write this paper. P lus, I would have been murdered some time ago for being a neat and black, bisexual man. what most fail to realize is that yes the bible thought of gays as a sin but it also listed a number of other acts as sin. If our lives were truly run solely by the Bibles scriptures, Gay marriage would be the last of the heterosexuals problems. Especially when most of the worlds murders are committed by heterosexuals. I personally do not a identical(p) to base my arguments off a source unless I plan to use the entire source as foundation.I cannot say the constitution is wrong solely off on right I do not obligate with. But turn around and accept the others that cater to my infract living. That would label me as a hypocrite. Just the likes of how many commonwealth use their religious beliefs to fight gay rights, but fail to follow other aspects of the bibles teachings. I am just human, who am I to forecast anyone. This is just one of the many reasons why I can argue that many of the firm b elievers against gay marriage are set in hypocritical go outs. People against gay marriage title of respect that marriage is employ to expositing a family.They argue that with marriage you have children and build a happy home. However, for many people, marriage is more nigh love and joint trust than about starting a family, and so they would say that gay marriage is not an issue. So for those who say its only to start a family, I would call this a delusional fantasy. For one thither are more broken homes in the world now than anything. Now yes, Homosexual couples cannot physically reproduce on their own. However, this does not give reasonability to deny the couple the right to marry. There are heterosexual couples that cannot physically have children of their own as well.There are many women out in the world that cannot bear children due to a numerous amount of wellness issues. My own aunt Kelly was told that she can never have children of her own. Her body just doesnt have th e strength and or properly functioning variety meat to create life. The same goes for many men. I have a inhabit that recently told me that he has a condition that denies him the ability to produce productive sperm. As he likes to say, he is shooting blanks. Knowing this I didnt see any government laws stopping them from getting married. My aunt was told about her inabilities to birth, over 20 years ago.Today she has been married twice. May I remind you that she is a heterosexual woman that cannot have children of her own and is unflurried legally allowed to marry. In todays world, there are many alternative options for couples to start a family. The most popular way is playion. Also, there is much more controversy no-a-days regarding adoption . It has become apparent that more and more Homosexual couples are going outside of the United States to adopt children. They are forced to go outside of the United states due to the fact that they are not legally allowed to adopt here i n the states. homosexual and gay-parented families may be more likely than others to include members from more than one ethnic group . So because the government essentials to discriminate against the homosexual lifestyles, there are more and more American children left without a home. No one that can legally adopt them is stepping up for the responsibility. It is true that you truly respect something more that you have to fight for. My grandmother used to tell me this since I was really young. There are so many heterosexuals out there that are horrible parents or that take the gift of parenting for granted.They do medicines and make extreme terminations that break up their families or make the decision to rid themselves of the responsibility of parenting all together. I speak from person experience. As a young boy at the age of 5, my mother gave me and my 5 younger siblings up to child protective services. At the time she chose her friends and her drug abuse over her children and family. She did not charge whether we would be okay or not, she dropped me off with only 1 shoe. All my mother cared about was being able to get high without the guilt of us seeing her do it.I ended up back in the family, but my siblings were all separated some are still in the system. Now I personally have never seen a homosexual couple that are bad parents. It is usually the exact opposite. Homosexual couples have to fight in order to build their families so they try not to do anything to upsurge that chance up. I have also never met a homosexual couple that didnt postulate children. Along with starting families, those against gay marriage also argue that children brought up in a same-sex marriage theater are taught morals and beliefs. or so say that this type of household is cruel to the child, that it teaches them to go against our creator. what if their families do not share in the same religious beliefs as others. Contrary to what most assume, there are many people that do not believe in God. Just like there are many cultures that believe in gay rights. So no one can make the basis of their argument on the creator when not everyone believes in him. Also, they like to say that by growing up in a gay household, the child is going to turn gay. the association between religious attendance and attitudestoward gay marriage is liaise by a belief that sexual orientation is a woof rather than innate & . This is so ridiculous in so many ways. For one being gay is not a disease, you cant just catch it. Being gay is not something you inhabit like a accent. People are not made gay they are born gay its just a matter of when they square off to accept it. I was raise in a house with a antheral and female parenting role, and I still knew I was different. I am a bisexual male and so are many of my friends. These friends of mine were raised in all types of different households, but known were raised in same-sex households.At the same time I have 3 friends that were choose and raised by two homosexual men and not a single one of them are gay. They are all in heterosexual relationships and never once thought of being with the same-sex. These are a fewer examples of discrimination against gay marriage. Another major problem with gay marriage that people are beginning to argue is the affect of heterosexual couples. many a(prenominal) people argue that the world will change for heterosexual couples if same-sex marriages were allowed. Income taxes is one on the many reasons they have behind this outrages claim.Many people are in the belief that income taxes will be increased. Also, the IRS gives certain credits and benefits to those psyches that have children and other dependants. Heterosexuals believe that the government will be forced to mount the same financial benefits and credits on income taxes towards homosexual couples which they believe will lower everyones benefits. Along with their income taxes, theyre under the assumption that social security taxes will increased and the benefits decrease if the government has to provide alteration for these same-sex married couples.One of the more common ignorant claims is regarding heath care. People are arguing that their medical insurance premiums will rise based on these stereotypical images of homosexual lifestyles. They have always believed that homosexuals get diseases and illnesses like Aids or HIV easier than heterosexuals. Based on this belief they think that there will be a higher health care needs associated to the treatment of these more at risk diseases. These potential changes in circumstances do not hold enough credibility to deny a person the right to join the institution of marriage.It is unethical to claim the power to control if someone can get married. Most of the world believes Gay marriage is unethical. I have to disagree with that assumption. This is another way that heterosexuals choose to be hypocrites. Using Arranged marriage as an example, I prove my case. Mostly everyone in the world, whether homosexual or heterosexual, can agree that arranged marriage is unethical. Many people believe that all want arranged marriage is wrong because you should have the right to choose whom you marry. So how is that any different than what homosexuals want.Homosexuals are also being denied the chance to marry who they choose. Again being hypocritical People believe Marriage is about love and commitment. Both homosexuals and those forced into arranged marriages are victims. Neither gets to decide what they want to do, how to live, who to love. The only difference between the two is that at to the lowest degree arranged marriage is marriage. The couple that is actually in love cannot be married. When two people fall in love, they all want the same thing. They dream of this life together, married, with a family, and more. Why should homosexuals be revoked that reality.It should not matter if you are gay or straight, you should be able to get married if you want. On another note I also, do not believe that anyone should have to travel away from home to legally get married. Some people have to travel multiple states away, because none of the states near them allow same-sex marriage. The day that all 50 states come to the same decision accepting gay marriage will not come anytime soon, but I do hope I am still alive to see a good size amount of them jump the bandwagon. This is one way that would begin to solve the issue.When it comes to gay marriage, I believe the classical theory of Utilitarianism would help solve many of the problems. Utilitarianism is a consequential theory. It is the view that the virtuously right action is the action that produces the most good . The Utilitarian view seeks to maximize the overall good in a situation. In other words, one should always act in a way that produces the greatest good for the greatest number of people. It is proven that there are fewer people against same-sex marriage, than for it. So the theory of Utilitarianism is the best resolution to the issue the ethical problems of gay marriage.If the government acted with utilitarian views, then we would have less anger, debate, spend less money on a unnecessary battle. Along with this view one would also need a clear perspective of the issue. A clear perspective of the issue of same-sex marriage would be relativism. Relativism is the idea that ones beliefs and values are understood in terms of ones confederation, culture, or even ones own individual values . It is the philosophical concept that all points of view are equally valid, and that all truth is relative to the individual .Both sides that are composite realize that neither side will ever agree nor neither side is right or wrong. Each Society, culture or religious group is formed by its own ethical values and beliefs, with how they see things to be right and wrong. I believe that when it comes to gay marriage everyone is going to have to agree t o disagree. Religion is the top reason to why people are against same-sex marriage. What church goers fail to realize is that they are forcing their religious beliefs onto not only the homosexuals but to all.Everyone has their own views and when Homosexuals try to voice theirs, they are attacked, (metaphorically). The only way that this problem is ever going to get anywhere is if both(prenominal) sides try to understand that just because everyone doesnt share your same views and beliefs, that doesnt make them wrong. The cannot ignorantly believe that everyone automatically shares their beliefs. Homosexuals are already at this point, they are the hypocrites in this situation. All they want is equality, the same equality that everyone else has been engagement for all these years.In conclusion, I have indentified the ethical issue of gay marriage and explored the ethical problems gay marriage presents including the pros and cons. I then explained how the classical theory of Utilitari anism would resolve those problems. I continued by contrasting the a priori solution with perspective of relativism towards gay marriage. Lastly, I went over which view is the closest to my own personal outlook of gay marriage. I do not believe that there should even be such a thing as gay marriage. The title itself is discriminatory.Gay people do not go around referring to a heterosexual couples marriage as straight marriage. So why should a society filled with diverse lifestyles be allowed to refer to homosexual marriages as gay marriage. Marriage is marriage, either way. It should not be labeled as any other. Whether, heterosexual or Homosexual, its the same institution and should hold the same rights. At the end of the day I am a firm believer that the discrimination against gay marriage should be outlawed. Gay people do value the institution of marriage, therefore their relationship and want to marry is ethical in my eyes.References Driver, J. (2009, June 21). The History of U tilitarianism. Retrieved from Stanford Encyclopedia of Philosophy http//plato. stanford. edu/ register/sum2009/entries/utilitarianism-history/ Haider-Markel, D. P. (2008). Beliefs about the origins of homosexuality and support for gay rights. Public Opinion Quarterly, 72, pp. 291310. inside10. 1093/poq/nfn015 Mosser, K. (2010). Introduction to Ethics and Social Responsibility. San Diego Bridgepoint Education, Inc. Patterson, C. J. (2013). Children of Lesbian and Gay Parents Psychology, Law, and Policy.Psychology of informal Orientation and Gender Diversity, 1(S), 2734. Rosenfeld, M. J. (2007). The age of independence Interracial Unions, Same-sex Unions, and the ever-changing American Family. Cambridge, MA Harvard University. Swoyer, C. (2010, December 21). Relativism. Retrieved from Stanford Encyclopedia of Philosophy http//plato. stanford. edu/entries/relativism/ Todd, N. R. , & Ong, K. S. (2012). Political and theological Orientation as Moderators for the Association Between Reli gious Attendance and Attitudes Toward Gay Marriage for White Christians. Psychology of Religion and Spirituality, 4(1), 5670.