Junk Food in Schools Essay

The school chime rings, flagging the beginning of the lunch break and the children all head out to a similar course: the cafeteria. Nightfall of enduring class after class, their brains get fatigued from packing such data into their heads. Subsequently, the requirement for food is quite often overwhelming. Arranging towards the food counter, the youngsters load up their plate with treats of their own pickings. A jar of Coke, a cheeseburger or potato torts, a pack of Cheetos and a treat and they’re on their approach to eating up their flavorful spread. A huge number of schools over the globe are presently supposedly serving a variety of food that is high in calories and have raised salt and fat substance, also the measure of additives in them. Cheeseburgers, fries, pizza, chips, soft drinks and sweet treats have gotten to a great extent accessible in today’s cafeterias, giving an unfortunate option in contrast to the conventional prepared dinners. â€Å"Junk food†, as is suitably instituted for food that has low dietary benefit, has to a great extent become a most loved on our normal youngster’s menu. In that capacity, benefit looking for organizations have focused on schools to market such items. Not exclusively are they being advanced in secondary schools yet they have now penetrated the center schools also, realizing that a large portion of these kids are likely eating a similar measure of low quality nourishment in their homes as well. Albeit significant cola organizations are preventing a few unsafe impacts from securing their items, colas are making kids be caffeine subordinate. Crisps and different tidbits might be appealing to [Insert Last name 2] kids in that they taste great yet the utilization of these â€Å"empty† calories is the main source of corpulence in youths and stout youngsters could wind up having interminable heart issues. A huge number of guardians have voiced out their interests and many individuals know about the danger that this issue presents on the children’s wellbeing. A few zones really pass laws forbidding schools from turning on candy machines during lunch hours. This measure has demonstrated to be incapable. Such disappointment is the summit of a long time of disregard upon the dietary needs of the youngsters. In the event that grown-ups were increasingly cautious in directing such an indispensable piece of their development, this medical problem would not be an issue by any stretch of the imagination. Subsequently, what grown-ups can do is to wean these children from this undesirable tendency and furnish them with an even, exceptionally nutritious yet similarly fulfilling charge. Guidelines in getting ready suppers ought to likewise be actualized as for the children’s nutrient and mineral prerequisites. Seared items ought to be kept at any rate as they are high in fat substance, having been singed in oil. Burgers, hotdogs and different kinds of â€Å"mechanically recouped meat† ought to be prohibited from the cafeteria just as desserts like treats, toffees, mints, biting gum and appetizing snacks, for example, crisps, salted nuts and tortilla chips. These food things contain a lot of sugar, salt, food added substances, for example, monosodium glutamate and polyunsaturated or monounsaturated fats. The school is where the adolescent, who are to become tomorrow’s grown-ups, go so as to pick up information on all the common things that they would require later on. It is where they feed their brains yet what they are taking care of their bodies in a position of learning may some time or another lead to inconspicuous medical issues except if, the serving of profoundly nutritious and significant suppers can be carefully authorized in the instructive framework and that the grown-ups who run the schools remember that the children’s wellbeing ought to not the slightest bit be undermined. [Insert Last Name 3] Works Cited â€Å"Junk Food Banned in School Meals†. 19 May 2006. BBC News. 11 April 2008. <http://news. bbc. co. uk/2/greetings/uk_news/instruction/4995268. stm> â€Å"Junk Foods†. 2008. Ask the Dietician. 11 April 2008. <http://www. dietitian. com/junkfood. html>

Imports in Agriculture Essay -- essays research papers

What number of you recall what you had for lunch what number of you know precisely which nation your lunch originated from Over 33% of the food we eat is sent from over oceans and about another 1/3 wants Canada, Mexico, and South America.      This is the truth; in the event that you don’t raise your food yourself, you don’t know where it originated from, or how it was taken care of. Synthetic substances, for example, DDT and Guthion are as yet utilized each day in less created nations that the US purchases food from. Toilets and sinks in the field are not in any case considered in these nations. It appears that if the USDA precluded DDT and set up sanitation laws in the United States to ensure the food we eat, at that point areas we purchase food from ought to have similar laws. Companions, the best customs of our National life are in a tough situation, the foundation of the US is giving way. Horticulture, is languishing. You may think, so what! Ag is down the present moment, yet so is each other significant industry in the United States. This isn't only a typical issue. The issue is more profound. A monetary issue becomes an integral factor with imported nourishments. Household food is progressively costly as a result of work costs, compound expenses, and laws encompassing farming that don’t apply in most different nations. It is imperative to us as Americans have clean food and a perfect domain. In the event that we keep on eating sullied, imported food what cooperative attitude we be escaping these laws The primary concern, here in America, is the thing that appears to issue so...

How to Implement a Feedback Culture in Your Company

How to Implement a Feedback Culture in Your Company The way you handle feedback tells a lot about your character and being able to learn from both positive and negative feedback is crucial for success. As well as being an important part of personal development, a strong feedback culture can also help companies and organisations to grow.But a great feedback culture doesn’t just happen â€" it must be implemented and fostered. It can be a bit tricky to get it right and you won’t be able to change the organisation’s feedback culture overnight. But once you get started, the benefits are going to be evident immediately.Here is a look at the benefits a strong feedback culture can provide for your business and the steps you need to take to create it. You’ll also learn the key characteristics of a great feedback culture to guarantee your organisation makes the most of its employees. © Shutterstock.com | Rawpixel.comIn this article, we will explore 1) why a great feedback culture is important to a business, 2) the steps to take to encourage feedback and create feedback culture in company, and 3) some  final thoughts.WHY A GREAT FEEDBACK CULTURE IS IMPORTANT TO A BUSINESSIt is easy to wonder whether a strong feedback culture is important to determine how your business operates. If the overall job satisfaction is above average, why should managers care about implementing a feedback culture?The truth is there are plenty of benefits for having a strong feedback culture. If both employees and the employer are able to provide constructive feedback on what is going on, the organisation and the employee will feel more rewarded.A recent infographic by the Officevibe found that employee dissatisfaction rate has increased in recent years. In fact, nearly 40% of employees feel they aren’t appreciated at the workplace. This leads to active disengagement from the job. Four out of ten employees admit they aren’t engaged actively at work if they don’t receive any feedback. Without a good feedback structure, people tend to start self-regulating and often end up being much more critical towards the work they do. By providing feedback, you are essentially providing more guidance for the person.According to the evidence, as soon as you implement a feedback culture that works, employee satisfaction goes up. By focusing more on the strengths of the specific individual, managers can improve employee engagement by nearly 30 times. Well over 40% of employees who obtain regular feedback say they are highly engaged with work.This is mainly to do with helping to clarify the person’s position in the business. With regular feedback, it is much easier to clarify the person’s role in the organisation and to ensure they are aware of the tasks and responsibilities of the job. It can also help clarify how the employee’s input is affecting other people.Acknowledg ement of employees’ hard work and input will help them stay on the right track and it gives them that extra bit of motivation. 78% of employees in the survey felt they are more motivated when recognised by managers.Feedback isn’t just a managers’ way of telling off workers â€" employees themselves want to be told how they can improve. 65% of the survey’s respondents said they want more feedback, although only 58% of managers felt they provide enough feedback.Furthermore, a strong feedback environment also helps to improve and develop the company. Your employees often have the best insight into how your company operates and a strong feedback culture can make it easier to pinpoint areas that require development. In fact, companies with strong feedback culture tend to have a better financial performance.Finally, one of feedback culture’s strengths is the ability to solve problems. If you have a big project coming up, it is better to continuously evaluate the effort and see wh at works and what doesn’t, rather than to go through the project first and then analyse what worked. Small problems and issues in employee satisfaction could quickly turn into a bigger problem. As the old saying goes, “it is better to fix the roof while the sun is shining”.THE STEPS TO TAKE TO ENCOURAGE FEEDBACK CULTURE IN COMPANYFeedback has plenty of benefits for any business, but it won’t come about without effort. You cannot suddenly add more feedback to your organisational structure, as you need to create the right environment for feedback to flourish.So how to go about implementing a stronger feedback culture? Here are the key steps you should take in order to encourage feedback.Step 1. Creating a regular system for feedbackThe first thing to do is make sure you have a regular system in place for feedback. You don’t want feedback to be a side thought or something that only happens when you happen to think about it. Feedback must become an integral part of how your bu siness operates.The most successful feedback cultures are the ones where feedback is part of the organisational structure. You might have times when there isn’t much feedback to give, but you still want to have a system in place. As mentioned above, feedback can help you solve issues before they turn into problems.As you’ll find out later on, you want to make sure the feedback system is part of your business operations. Of course, it doesn’t necessarily mean you need to have a regular daily feedback session, but you do need feedback to be part of your operations â€" whether as weekly meetings or even daily conversations.Step 2. Making it secure and safeOnce you have a regular feedback routine in place, you need to focus on efforts that make the system feel safe and secure. You don’t want the feedback moments feel forced and your employees should never feel like they are harassed into giving feedback.Furthermore, it is crucial employees feel safe to give honest feedback. Ther e is no point in having a feedback system in place if employees are only telling you what you want to hear. They need to feel secure enough to outline even the most critical viewpoints.One way of adding more feeling of security is by creating a work environment where everyone knows each other. You want to ensure colleagues at every level of the organisation know each other. This doesn’t necessarily mean that everyone must disclose every imaginable personal detail or reveal things that they don’t want to. It is just about being aware of the person as an individual and being interested in knowing about their lives.It is also crucial to have an atmosphere where talking about emotions comes naturally. You could even organise fun group activities that teach employees to be more in tune with their emotions.Create a flexible feedback culture. You want the employees to feel free to postpone the feedback conversation to a later date. In fact, you don’t want to ever force them into havi ng the conversation, especially if they feel they aren’t emotionally able to handle a conversation at that moment. Only organise the feedback sessions when everyone present at the meeting is willingly there.Step 3. Establish a balanceYou need to strike a balance with feedback in your workplace â€" every work environment is different, so what works in one company might not work in your company.The most important thing is to start small. If you’ve not had any type of feedback culture at your company previously, you can’t suddenly have weekly meetings where people are expected to share their thoughts.Furthermore, don’t instantly change everything your employees might suggest you to change. You don’t want to make major changes right from the get-go, but implement them slowly and start with little tweaks. If you focus on small tweaks first, you can also establish better trust between the managers and the employees.Make sure you don’t focus just on rewarding positive feedback. The key is to strike a balance with valuing the feedback on its own and then rewarding people for good feedback. It is crucial to understand that different people have different ways of communicating. Therefore, you need to value every effort of giving feedback, whether or not the actual feedback itself proves to be valuable or useful.Step 4. Implement the feedback culture as a Normal caseAs mentioned above in the first step, you want the feedback culture to become a regular part of your routine. The best feedback systems are the ones where feedback culture operates as ‘Normal case’.According to Harvard Business review, you need to avoid having the feedback sessions laid out like a special occasion. You don’t want to make it cumbersome and time-consuming. You want the feedback sessions to be a normal part of the workday and something that won’t take longer than a few moments.Normality also equals to transparency. You don’t want the feedback structure to be implemented in secret. It might be a good idea to start it slowly and simply letting your employees know you are looking to implement a new system, you can help instil a feeling of normalcy about the process.Step 5. Have a number of feedback channelsFinally, you should make sure the feedback environment doesn’t focus solely on one channel. Depending on employee personalities different feedback structures might suit their style better than others. That is why you need to make sure you have different channels to support different styles of engagement.You should not only focus on having individual feedback sessions, both face-to-face as well as written forms. You can also have a mixture of anonymous feedback together with personal feedback. This can help build more trust and create a more open environment.Furthermore, it is a good idea to have a mixture of individual sessions combined with group feedback opportunities. A proper feedback outing with the whole team can be a good idea and group conver sations can help bring out aspects that might not arise in individual sessions.The key is to ensure the feedback system in place is transparent and public, even if all of it doesn’t take place out in the open. You don’t want certain employees to have private meetings without others knowing about them. So, whether you are mixing up anonymous, group or one-on-one sessions, ensure everyone in the organisation knows about the structure.Step 6. The right environment to flourish feedback cultureOverall, the above steps will help you implement a strong feedback culture in the workplace. If you want it to flourish and remain successful, then you need to make sure you have the right environment to support your employees, managers and the whole business.The following are the key themes to focus on in order to ensure the environment is supportive of feedback.Step 7. Foster both negative and positive feedbackThe right environment for negative and positive feedback is a lot about creating a safe and secure environment for feedback. On top of this, you need to ensure you don’t just reward positive feedback. Whether or not you receive negative or positive feedback, employees need the feel their input is welcomed.Naturally, we tend to prefer positive feedback, but you should be especially focused on channelling an environment where employees aren’t afraid to voice the negative opinions. It isn’t that positive feedback would be bad for your company, but more about negative feedback often being a better way to grow, develop and improve your business. In fact, negative feedback shouldn’t be viewed as a bad thing. A 2009 poll found that employees who receive negative feedback are over 20 times more likely to be engaged with their work compared to employees who didn’t receive feedback!It’s a good idea to consider when and how negative feedback is given and received. As mentioned earlier, it is important everyone feels free to speak their minds at feedback sessions and you need to give people the room to move the feedback session to a different time if they aren’t ready. If you know you are going to focus on tough areas where negative feedback is likely to arise, think carefully what situation is the best for the conversation.As a general rule, it is better that employees and managers focus on negative feedback in one-to-one sessions or smaller groups rather than out in the public.Step 8. Explain measures behind decisions regarding feedbackThe feedback you receive will naturally often result in actions. You might change the workflow or introduce a new bonus structure for your business due to employee feedback. Whatever the actions are, you need to make sure you explain the changes to your employees.This must be done in a way that doesn’t pinpoint any individual â€" they need to be guaranteed feedback remains between them and the company, even when not anonymous. You also want to ensure you are positive about the changes.As well as explaini ng when changes do occur, you do need to make sure you also make employees understand inaction. If your employees feel the management structure isn’t appropriate, for instance, you should be able to explain to them why the structure remains as it is.Your employees cannot know your thought process and if you don’t explain your decision making to them, they can be left second-guessing your motivations. This could make them feel less willing to share ideas in the future, as they can feel you aren’t open to new ideas.As mentioned above, don’t start mixing and changing everything straight away. If you feel a certain change might not work, you could run a trial period. This shows your employees that you value their input, but also guarantees you don’t undergo a costly change in business operations only to change it back a few weeks later.Step 9. AccountabilityFinally, there has to be a strong accountability culture to support a successful feedback culture. You don’t want your feedback structures to be clouded in mystery or people to feel there isn’t anyone responsible for the changes you might be implementing.The first thing to do is to focus on transparency. Everyone from the managers to employees needs to be aware of how the feedback system works and what the purpose of it is. It might be a good idea to let the employees know about the benefits of feedback and what your business hopes to achieve from the new system. You also want to outline the benefits for the employees.It is important that everyone gets the same information â€" whether you are providing feedback guidelines for colleagues or superiors, the information must be the same.Furthermore, feedback culture is always about an equal communication between the business and the employees. You need to setup an environment where your company is responsible for its part of the deal and the employee is accountable for his or her actions. Your feedback should never be one-sided and your employees must be accountable for the changes you implement as well. Creating an environment of mutual respect, trust and accountability is the key to feedback success.FINAL THOUGHTSA strong feedback culture will provide benefits to organisations of all types. Whether you are a small business or an established institution, the benefits of feedback can boost employee motivation and streamline business operations.The above steps will be useful in creating a strong feedback culture. It is important that you start small and focus on making feedback a regular and normal part of your everyday operations. Make sure every member of your team understands the benefits and goals of your system.Be upfront about what you hope to achieve from the feedback system and the way your actions are impacted by the feedback you receive. Explaining and justifying your actions regarding the feedback is as important as taking in the feedback.Finally, a great way to boost your feedback culture is by openly asking your empl oyees to help you in the implementation process. You can’t just expect the culture to kick in overnight â€" you need to ask each member of the team to support you as you implement the above steps in your organisation.

Chinua Achebe s Things Fall Apart - 925 Words

Chinua Achebe’s novel Things Fall Apart, is a tale about Okonkwo, erstwhile respected warrior who is troubled by his father’s actions, which causes Okonkwo to make unscrupulous decisions with his life. The novel begins with Okonkwo, an extremely skilled wrestler that was recognized throughout the nine villages especially after he defeated Amalinze the Cat. Okonkwo was tall, massive, and had wide nose that gave him a very severe look. Okonkwo disgraced his father Unoka, because to the fact that he was particularly lazy and profligate person. Unoka was a failure in life for the reason that he was poor, he barely could feed his wife and children. Unoka could not receive help due to the fact that he was a debtor and refused to pay people back. Ogbuefi Ezeudu, a respected elder and powerful orator, announces â€Å"Those sons of wild animals have dared to murder a daughter of Umuofia.† Umuofia was feared by the other villages because of their skilled military. Okonkwo arrives at Mbaino, in a settlement Okonkwo is given a young virgin and a young boy named Ikemefuna because one of Mbaino murdered a girl from Umuofia. Okonkwo is chosen to represent the Umuofia because he’s a vicious warrior. Since Okonkwo fears failure and weakness for the reasons of his father Unoka, Okonkwo ruled his house with an iron fist. Okonkwo becomes a father figure to Ikemefuna who also builds a strong relationship with Okonkwo’s son Nwoye. Ikemefuna lives with Okonkwo and his family for three years until suchShow MoreRelatedChinua Achebe s Things Fall Apart1719 Words   |  7 PagesThings fall apart is a classic novel written around the turn of the century, the novel focuses on the protagonist who we can also call a hero, Okonkwo. Okonkwo is a wealthy and respected leader within the Igbo tribe of Umuofia in eastern Nigeria. Strong individual with a passionate belief in all the values and traditions of his people. Chinua Achebe presents Okonkwo as a parti cular kind of tragic protagonist, a great man who carries the fate of his people. Okonkwo is a man who is inflexible andRead MoreChinua Achebe s Things Fall Apart1033 Words   |  5 PagesIntroduction Chinua Achebe is a famous Nigerian novelist in worldwide. Things fall apart is Chinua Achebe’s first novel published in 1958, the year after Ghana became the first African nation to gain independence. And this novel is one of the first African novels to gain worldwide recognition. (Phil Mongredien, 2010) This novel presents people a story of an African Igbo tribal hero, Okonkwo, from his growth to death. The fate of Okonkwo also indicates the fate of Africa caused by the colonizationRead MoreChinua Achebe s Things Fall Apart883 Words   |  4 Pagesdehumanize the native population and convince themselves that they are helping. Chinua Achebe’s book Things Fall Apart attempts to correct these misguided views of African societies by portraying a more complex culture that values peace, and the art of conversation. Achebe also tries to portray the idea that not all European people they come in contact with are aggressive, and misconstrued in their view of the African societ ies. Achebe tries to show us the value of his society through repeated views into conversationsRead MoreChinua Achebe s Things Fall Apart1410 Words   |  6 PagesTeddy Manfre Ms. Blass ENG 209-001 April 24, 2017 Things Fall Apart In 1958, Chinua Achebe a famous Nigerian author publishes one of his most famous novels Things Fall Apart. The novel takes place in a Nigerian village called Umuofia. During the time that this novel is published Nigeria is being criticized by the Europeans for being uncivilized. In response, Achebe uses his brilliance in this novel to express the valued history of his people to his audience. His focus in the novel is on the pre-colonizedRead MoreChinua Achebe s Things Fall Apart1015 Words   |  5 PagesIn his novel Things Fall Apart, author Chinua Achebe utilizes his distinctive writing style in order to accurately capture the culture and customs of the Igbo people despite writing his story in a foreign language. Five aspects of Achebe’s style that make his writing unique is the straightforward diction present in dialogue, the inclusion of native parables convey Igbo life authentically, the inclusion of native Igbo words and phrases, detailed descriptions of nature and the usage of figurative languageRead MoreChinua Achebe s Things Fall Apart1702 Words   |  7 PagesTitle: Things Fall Apart Biographical information about the author: Chinua Achebe was born in Nigeria in 1930. He had an early career as a radio host, and later became the Senior Research Fellow at the University of Nigeria. After moving to America, he became an English professor at the University of Massachusetts, Amherst. Achebe has won numerous awards for his poetry and fiction, including the Man Booker prize and Commonwealth Poetry Price. He currently teaches at Bard College. Author: Chinua AchebeRead MoreChinua Achebe s Things Fall Apart Essay1347 Words   |  6 PagesCulture is an Important Element of Society Chinua Achebe is the author of when Things Fall Apart while Joseph Conrad authored Heart of Darkness. Conrad and Achebe set their individual titles in Africa; Achebe is an African writer whereas Conrad is Polish-British. The authors draw strength from their backgrounds to validity the authenticity of their fictional novels. Conrad writes from his experiences in the British and French navies while Achebe uses his African heritage. The theme of culture isRead MoreChinua Achebe s Things Fall Apart1248 Words   |  5 PagesChris Lowndes Ms. Cook A.P.L.C. 21 October 2015 We Are Family: Hardships in One s Family in Things Fall Apart Specific attributes correlate with each other to help create or not create the ideal strong family. However, through those attributes arise conflicts and major disputes. This issue of trying to achieve and create a strong family is of immense importance in one’s life, especially in Chinua Achebe’s, Things Fall Apart, a milestone in African literature. For instance, the father leaves his legacyRead MoreChinua Achebe s Things Fall Apart Essay1682 Words   |  7 Pagescertain degree of the priest class, libation, holidays, creation stories, divine systems of punishments and rewards. In the novel, Things Fall Apart, written by Chinua Achebe, is a story of tragic fall of a protagonist and the Igbo culture. Achebe demonstrates different examples and situations of where an African culture, in the instances of tribal religions, did certain things because of their tradition is and the way they developed into. African cultures pondered life mysteries and articulated theirRead Mo reChinua Achebe s Things Fall Apart1314 Words   |  6 PagesChinua Achebe masterpiece â€Å"Things Fall Apart† (1959) is the classic story of Okonkwo, a young man who strives to be revered by his village and family but because of his own internal character flaws meets his own demise. In the Igbo culture, family traditions are an important narrative throughout the novel. Okonkwo, the protagonist character of this story, begins with many attributes of what would be concluded as a hero with his cultural society. He is hard working, a material provider, feared and

The Wife Beater By Gayle Rosenwald Smith - 1945 Words

The two short stories were both good, but different. â€Å"The Wife Beater† by Gayle Rosenwald Smith, has a very important message that was spoken out to all kinds of people, which is the undershirt known as the â€Å"wife beater† is not meant to be abusive to women or even men when women wear them, it is just suppose to be a shirt. â€Å"Shooting an Elephant† by George Orwell, was different in many ways, it kind of went back and forth. The police officer was an innocent man just doing his job, until an elephant came along and killed a man with his musth. Everybody was making a big deal about it, the group of people made the man shoot the elephant for the safety of everyone else, but the elephant was scared and not where he belonged. The police officer was pressured into something that should not of happened. Both short stories have a side to tell, but both are different. When reading these stories you start to think about the real world and if it is like that, t here are sides to every story being told just have to find out which ones the truth and how you relate to them. The two short stories, â€Å"The Wife Beater† by Gayle Rosenwald Smith, and â€Å"Shooting an Elephant† by George Orwell, were very different when it comes to control, reputation, and pressure. In â€Å"The Wife Beater† the men are in control over what it means to wear the shirt, but in â€Å"Shooting an Elephant† the officer is not in control because everyone around him. Then reputation in the â€Å"The Wife Beater† the men did care about it

Understanding Job Satisfaction, Loyalty, Commitment Free Essays

Job satisfaction as a notion may have different definitions, but the core essence of it lays in the feelings which an employee has when he is asked about his job. These feelings can express total satisfaction with the job, simple satisfaction to total discontent. The reasons of the dissatisfaction should be viewed deeper, and in order to determine the principle factors which cause the employee be unsatisfied it is essential to consider various separate aspects of the employee’s relationships at work – whether he is dissatisfied with the physical environment, or with the relationships with other employees or a supervisor, etc. We will write a custom essay sample on Understanding Job Satisfaction, Loyalty, Commitment or any similar topic only for you Order Now Kirkman 25) What is job satisfaction and why it is needed Job satisfaction as the integral part of the employee successful performance at work has become a subject of acute attention only recently; simultaneously, only few firms (organizations) were able to apply its recommendations and strategies to their activity. Job satisfaction should be taken as the opportunity for the organization to easily improve its general performance. It is understandable, that the employees who are satisfied with their jobs appear to be more productive, committed to what they do and as a result the clients become also more satisfied with the quality of products and services they get, increasing its reputation and profits. Organizations, which are able to create environment which will attract, benefit, motivate and retain the hard-working employees, will finally be better positioned and will succeed in the competitive business environment, where the main aims to achieve are the quality and cost-effectiveness. It will be understood later, that job satisfaction is far not always connected with the salary and financial side of this job; thus cost-efficiency is highly possible if the experienced HR manager inactivates the hidden potentials of making employees satisfied with their jobs. (Kirkman 36) Not always job satisfaction goes in line with the wishes of the employee. Sometimes it happens that job satisfaction at the employee level does not brings positive changes at the company level; it may happen that the employee is fully satisfied with the situation of coming to his workplace and doing nothing; in this case job satisfaction has nothing to do with the general company’s work and advancement. (Leonard 44) How to improve job satisfaction In improving the working environment as one of the means for improving job satisfaction of employees it is essential to change the working conditions in which people work. First of all, these conditions impact the level of pride and the feeling of prestige among employees; second, through the working conditions employees understand for what they work. The environment should be up-to-date, and it is no secret that even new furniture and newest technological solutions will make the employee more satisfied with what he does. The personal space of each employee should be considered very thoroughly and it is very valuable for the management to take into account the wishes and suggestions which employees have for this issue. It is often, when the employer tries to save additional costs and hires small office making it overcrowded; ultimately this negatively impacts the performance of the whole staff that has to work in this premise all day long. It influences intrapersonal relations, and thus the quality of work done. Thus, this is not the right means of saving, and the cost-effectiveness is not appropriate here. (Leonard 44) These have been the principal ‘hygiene’ issues which should be resolved before the manager or the employer decides to take care for the motivation problems. In making employees motivated and thus more satisfied with their jobs, the principal aspect is probably to make them understand that they do valuable work, which is appreciated and of which they should be proud. It is difficult, but it makes the essential part of making the employee motivated. In the desire to motivate employees various means are appropriate, and one of the most widely-spread is the instrument for sharing success stories of other employees who used to work in the company and have made career, or to prove to the employee that the tasks which he is obliged to fulfill are essential for the whole company performance. Make a big deal out of meaningful tasks that may have become ordinary, such as new-baby visits. Of course employees may not find all their tasks interesting or rewarding, but you should show the employee how those tasks are essential to the overall processes that make the practice succeed. You may find certain tasks that are truly unnecessary and can be elim inated or streamlined, resulting in greater efficiency and satisfaction. ’ (Jamal 55) Conclusion The aim of the work was to discuss job satisfaction as a notion and to suggest possible solutions for the increase of job satisfaction among employees. It has become clear that job satisfaction is a very complex meaning and in order to use it properly, it should be considered from the viewpoint of various aspects, included into it, the amount of which is numerous. Job satisfaction influences performance of every worker, and ultimately it influences the level of the company performance. Making the employee satisfied through understanding the meaning of his work as well as being proud of what he does will increase the level of customer satisfaction and thus the reputation and prestige of the enterprise as a whole. (Spector 35) The principal difference between the hygiene issues and those related to motivation, is that hygiene issues resolved make the workers less dissatisfied with their jobs, while motivational issues make them more effective and productive. (Spector 35) Asking employees of what they feel about their jobs is essential for the management, because accounting the employee’s desires and suggestions will make them feel meaningful and thus promote their motivation and self-efficacy. The description of job satisfaction is useful for each employer to read and know the principal issues connected with this problem. With the development of the new technologies and new jobs, job satisfaction appears to decline among many professions, thus needing more attention on the side of employers. (Spector 35) How to cite Understanding Job Satisfaction, Loyalty, Commitment, Papers

Utilitarian Analysis and Stakeholder Analysis

Introduction Utilitarianism deals with the need to give an answer to what is right that a man has to do. According to utilitarianism, an act ought to the best consequences possible. At the core of utilitarianism is the question of morality especially from a religious point of view.Advertising We will write a custom term paper sample on Utilitarian Analysis and Stakeholder Analysis specifically for you for only $16.05 $11/page Learn More On that note utilitarianism beliefs argue that morality is not about pleasing God rather it’s about doing what makes one happy so long as the action does not have negative consequences on the rest of the people (elements of philosophy, p. 97). The social reformers and philosophers who were the forces behind utilitarianism believed religion was too rigid and curtailed people’s freedoms effectively denying them happiness. They alleged that blanket belief in God and the following abstract moral rules set by rel igion was not right (elements of philosophy, p 98). In effect, they advocated for the prevalence of the free will of human beings in pursuit of happiness. Utilitarianism thinking can be applied on numerous controversial issues that affect human beings on everyday life. The controversy stems from the conservative approach that has informed the beliefs that govern such issues. The include drug abuse like marijuana smoking, homosexuality and treatment of non-human animals. In business, some business ethics can be analyzed through utilitarianism and stockholder and stakeholder analysis (Cosans, 2009, p. 391). The theories advanced by Freeman and Friedman can be jointly analyzed especially when utilitarianism is concerned in making profits and treating company stakeholders (Moylan, 2005, p. 33). Case study Homosexual employee Homosexuality remains a controversial topic in western societies. Religion, politics, and social life have different looks on the issue. Unfortunately, the attitude s towards homosexuality have trickled through to the corporate world where homosexuals may be treated according to the ideology that governs the particular corporation or industry. The analysis of the case will be done on two levels, utilitarianism/stockholder analysis, and stakeholder analysis. Human habits greatly determine the success of the endeavors they engage (Covey, 2004, p. 20). Similarly, the habits of employees affect the success of business firms. Utilitarianism/Stockholder Analysis Managers are not owners of businesses, stockholders are. Managers act on behalf of the stockholders and sometimes stakeholders to help the business generate revenue (Friedman, 1979, p. 309).Advertising Looking for term paper on philosophy? Let's see if we can help you! Get your first paper with 15% OFF Learn More Though employees have individual freedoms, issues like sexual orientation may easily attract unnecessary attention that adversely affect business. John’s case is unique. He is an accomplished middle level manager who also is gay. Before a business decision is made, it is important to consider the utilitarian approach to this issue as well as the interests of stockholders. According to prevalent culture, homosexuality is not permissible as it’s is unnatural. The conservative environment that the business operates does not make things easier. Furthermore, the law prohibits such practices in the state. According to tradition and religious teaching, what john dopes is unacceptable. According to utilitarianism, John has not committed any wrongdoing. He is simply pursuing his happiness and his actions have not so far affected anybody including his job. According to Mill (1859) as quoted in (elements of philosophy, p. 101), utilitarianism will approach John’s situation b asking what alternatives are available to him. Being heterosexual cannot make John happy which limits his sources of happiness. In the contemplation of firing John, one will consider the morality of homosexuality, which is the case in point. According to Bentham as quoted in (elements of philosophy 1967, p. 100), the religious believes that the people around the company’s operation have embodied do not make sense when looked at critically. It is not fair for their religious beliefs to condemn homosexuality while that is the only way of life that John feels happy to follow. Though John’s actions are not morally upright according g to the prevailing opinions, his way of life makes him happy and that is what matters. Utilitarianism will protect John based on the three most tenets that informs it. John’s actions are to be judged to be right or wrong based on their consequences. On this front, there are no proven negative consequences of John’s actions so far. However, there may be backlash form some sections of the client base towards the company for retaining a gay employee. Nevertheless, firing John may still fail to p ersuade some of the clients who may think the company knew all along but hid it from them. Firing therefore will not solve the problem. Utilitarianism also believes that consequences of an action like John’s homosexuality should be judged on the amount of happiness or unhappiness that it’s has created (elements of philosophy p. 109). John’s actions are likely to make some people unhappy, but personally, he is happy and that is what counts. Besides, firing him may not make colleagues and stockholders happy which gives the manager less reasons to fire him. Finally, utilitarianism believes that each person’s happiness counts the same (elements of philosophy, p. 109). In this case, the happiness of the customers and that of John count the same. For that reason, he should retain his job.Advertising We will write a custom term paper sample on Utilitarian Analysis and Stakeholder Analysis specifically for you for only $16.05 $11/page Learn More On the other hand, the stockholders who own the company are in pursuit of profits and anything that acts contrary to that is a derailment. Freeman (1984, p. 409) says that stockholders must be granted certain rights and privileges and rights by the management since they are the owners of the firm. Freeman further argues that management should always aim at reinforcing the primacy of stockholders. Since the main objective of stockholders is to make profits, any action therefore that will adversely affect the operations of the company will be in contravention of stockholder interests. John is a priced asset of the company. He has experience, has helped close lucrative deals for the company besides blending well with everybody in the work environment. The company stands to lose all the above plus possible negative effects on the rest of the workforce. Stakeholder Analysis Freeman defines stakeholders as those groups that can lay a stake in the firm or business. They includ e employees, customers, suppliers, and the local community that surrounds them (Freeman, 1984, p. 410). According to Freeman, each of the above groups has a right to be treated importantly because they in one way or the other help the in achieving success of the company. According to Beth (2005), the actions that a company takes in regards to stakeholders is somehow influenced by the company’s corporate social responsibility policy (p. 56). In this case, the employees of the company, John being one of them, the local community that is overly conservative, the suppliers and the stockholders are important in their own ways. its important to note that the main point of this stakeholder analysis will be examine to whose ultimate interest the management of the firm will be carried out. Though the role of stockholders in determining the direction of the firm has been constrained lately, the interests and roles of customers, employees, and local community are still subordinate to th ose of the stockholders (Freeman, 1984, p. 410). The local community may be disgruntled over the company’s decision to retain a gay employee but stockholder interest superseded their views and that may help John retain his job. According to Bowie Hogue (2005, p. 90), the survival of the company is determined the stakeholders. They can be divided into two groups. Those that determine the survival of the company, and, those that whose actions and those of the corporation affect each other (Freeman, 1984, p. 415).Advertising Looking for term paper on philosophy? Let's see if we can help you! Get your first paper with 15% OFF Learn More The owners who own the company through stocks and bonds are the main financial backers of the firm. Their interest must therefore be catered for since the operations of the firm can easily ground to a halt. Employees on their part are the owners of skills and the stockholders compensate them for their skills. According to Freeman the stockholders are supposed to cater for the welfare of the employees by taking them through the most difficult times (1984, p. 411). In this case, the stockholders are expected to stand firm with John especially considering his productivity. Suppliers help the firm in supplying with raw materials in whatever sense that help it producing products. The most important of all stakeholders according to Freeman, are the customers. These same people comprise of the local community that in this case is very conservative. Freeman further says that the customers are the lifeblood f the firm (1984, p. 412). Before John is fired, its important for the manager to con sider who the most important of these groups is. Stockholders and customers come first. Employees with the same skills and suppliers with same quality materials can easily be replaced (Bowie Hogue, 2005, p. 86). Retaining John is likely to drive away a significant portion of the clientele away. The stakeholders may not risk such a move. Though the employees like John are important, the cost of losing one experienced employee is less compared to losing a significant portion of the client base. Conclusion As a manager, its will be a painful decision to fire John but when looked at from the stakeholders’ point of views, it will be necessary to safeguard the interests of the company. Additionally, the manager would not have committed any gross violation of the laws of the state. References Beth, K. J. G. (2005). Corporate Social Responsibility as Risk Management: A Model for Multinationals. Cambridge: Harvard University: John F. Kennedy School of Government. Bowie, E, N. Hogue, P. (2005). Management ethics, Volume 5 of Foundations of business ethics. New York: Blackwell Pub. Cosans, C. (2009). Does Milton Friedman Support a Vigorous Business Ethics? Journal of Business Ethics, 391-399. Covey, R. S. (2004). Seven habits of highly effective people personal workbook. New York: Fireside. Elements of Philosophy: ( N.D) Freeman, R. E. (1984). Strategic Management: A Stakeholder Approach. New York: Pitman Publishing. Friedman, M. (1979). Greed. New York: Pitman Publishers. Moylan, W. (2005). Ethics in Construction Bidding: Considering the â€Å"Friedman† vs. the â€Å"Freeman† view. Nait Selected Papers, 32-36. This term paper on Utilitarian Analysis and Stakeholder Analysis was written and submitted by user Alma Burris to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.