Finding Natural Color For A Synthetic World - 726 Words

Cameron Wicks Ms. Suzanne Nielsen Introduction to Food Science 13 October 2015 Finding Natural Color in a Synthetic World When it comes to food, they say presentation I everything. â€Å"The food additives market is projected to hit $5.8 billion by 2018, as a result of more rapid growth in upcoming years led by natural color additives innovation, according to a new report from Packaged Facts† (â€Å"Natural Colors Leading Growth In Additives Market†, 1) To meet customer demand, many companies are trying to find adequate natural coloring alternatives for many synthetic color additives. While synthetic colors are more versatile and are easier to synthesize, switching to natural colors give companies that opportunity to capture the emerging market that wants a â€Å"clean label†. The journey to natural colorings is paved with controversies and new innovative techniques. Synthetic colors are the main source of the vibrant colors that are seen in today’s market. The biggest stigma surrounding synthetic colors is that they cause hyperactivity leading to disorders. Using a study conducted by the UK Food Safety Authority in 2007 â€Å"both the FDA and the European Food Safety Authority independently reviewed results†¦[and] concluded [that] the study does not confirm a correlation between the color additives used in the study and behavioral outcomes†(Mannie 81). Synthetic colors are also appealing to the food industry because they are more easily accessible. Many natural colors come from importedShow MoreRelatedConcerns On Toxicity Of Food Dyes1576 Words   |  7 Pagesartificial/synthetic food dyes are currently legal. Not all scientists agree on the adverse effects that these food dyes can possibly display. Due to recent studies, the British government has already banned food dyes in their country by the year 2009. 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Drug Treatment For Adolescents And Adolescents - 1732 Words

DRUG TREATMENT FOR ADOLESCENTS 2 ABSTRACT Youths in the United States are using drugs more than ever and even at a younger age than the past. Reaching out to these younger addicts can be complicated. There are several ways to approach substance abuse treatment for youths. School counselors and parents are the first step to detecting the addiction. Then there is finding the right treatment for the youth. Assessment and continued treatment could include outpatient or in patient therapy. Depending on the addiction and the family support, treatment†¦show more content†¦When discussing drug treatment for our youths in the United States, it would seem fitting to look at the history of drug treatment and the rising problem of drug addiction in our youths today. These topics can tell a story of how far treatment has come when dealing with drug abuse in youths. It can also show the different and delicate approaches that are so different than drug abuse treatment in adults. So as we begin our journey into treatment of youth s and review the different treatment approaches, it will be clear the importance of drug treatment in their lives and futures. History Drug abuse in children and adolescents has been a problem since the past when drugs were used for aliments and now because of the ever present drug problem in our country. There is no community or family that is not affected by the use of drugs in their children. Drug abuse in children and teenagers may pose a greater problem for our country since they have not completely developed their brains to an adult level, with this in thought it seems clear why adolescents can become addicted drugs. (medilineplus, 2014). We know that alcohol and some drugs have been around for quite some time and were not even considered a problem. Actually drugs like cocaine and

Emerson and Individualism Free Essays

Why do some humans succumb to peer pressure and so desperately want to be a part of the popular crowd? Clearly, those who apply such behavior to their daily lives lose their sense of self-being and mold to the ideas, behaviors, and opinions of the masses. Although some people still conform, a large movement towards the Individual has begun to make an appearance. The successful beings of our society appear to think for themselves as well as participate in their own beliefs. We will write a custom essay sample on Emerson and Individualism or any similar topic only for you Order Now This tribute of our modern society today reflects the philosophy of Emerson: individualism. We decide our own fate based on our individual actions and decisions. By not conforming to the Ideas of others. Each person can reach their fullest potential happiness and contribute to society at a higher level. At one point in my high school career, I did anything and everything to fit In with the â€Å"popular† girls of my class. Every day, I worried that they would not like my outfit or that I would say something stupid. I constantly felt as If I were walking in a room full of broken glass, trying to avoid sharp shards with every step I took. It was not until this year that I realized what a folly I had participated in these last two years when a group of girls at my lunch table said nasty things about one of their friends when she left the table. At this point on, I decided I would find new friends. I didn’t choose friends In any particular formed group, only those who I enjoyed spending time around. This action granted me the power to be an individual. I fear no judgment of my beliefs nor my opinions and when I participate In any event, gossip, or beliefs, they are on my own accord, not to impress anyone, but to fulfill my peppiness of which I can only fulfill by being myself, an Individual. Another place to be an individual today is In one’s college applications. Upon visiting Princeton and several other schools of highly sought after education. I came home with the knowledge that the admission offices at these schools want to see a personality of each Individual and see this personality reflected in one’s activity choices throughout one’s high school career. When applying too highly ranked school, it is necessary in today’s day and age to incorporate individualism Into one’s fife so one can stand out in their applications and have success in admittance so one can pursue the lifestyle of one’s beliefs and hopes and use the education received to contribute what one Is capable of to society. Lastly, the interests and choice of daily actions of one’s life creates an individual. In centuries past, one who found Interest and had knowledge on topics unknown to all were shunned. Today, people seek out uncommon hobbies and interests to lead a more Interesting life than their friends, their coworkers, or next-door neighbors. Some choose to skydive while others dive into a world of romantic historic foreign films. I myself find a great Interest In the cultural histories of other nations as well as 1 OFF a love tort unusual toots such as sushi , liver pate, and escargot. Each person who can call one’s self an individual today has interests and participates in activities that define who he or she is. Emerson philosophy that focused upon the individual is present in our modern world. Many people have come to adopt this philosophy and apply it to their lifestyles. No longer does the common opinion influence and affect a majority of the masses. Will the increase in the use of technology lead to the loss of individualism in the future years to come? How to cite Emerson and Individualism, Papers

Individual Attribute in Work Setting Samples †MyAssignmenthelp.com

Question: Discuss about the Individual Attribute in Work Setting. Answer: Introduction Individual attribute in work setting is a more complex phenomenon than it sounds. Various other factors are directly related to it for representing its outcome. The other directly related factors to it are work effort or motivation and organizational support. Attribute with combination of these two, results in job performance. Each supplements the other for achieving the best possible outcome. Again, these three factors are not constant. There is no exact formula achieving the desired outcome, as every individual is different form the other. Hence, different approaches in the equation need to be considering for different individuals. This essay is contribute to the explanation of various theories related to the three factors of job performances that are individual attribute, motivation and organizational contribution and how a proper combination of these can deliver the desired performance for any given organization. The theories in the essay are supported by various examples for bet ter understanding of the situations. In short, the study will be exploring the extent of individual attribute, work motivation and organizational support for identifying individual differences in job performance of the workers and how this experiences can facilitate into positioning a employee to his or her best suited role. Individual attribute, work motivation and organizational support are the three important pillars of job performance. Lack in on aspect down grads the overall job performance of the individual. Hence, it can be stated that these factors are inter related to one another and change in one aspect effects the other two. A sequential analysis of the theories will explain the effects of the factors in job settings. Work Motivation Theories Work motivation is a major contributor in job performance. Various theories are proposed by scholars over time. Maslows Need Hierarchy The theory is one on the pioneer in the field. The theory is based on the human needs that he classified in a hierarchical format (Pinder 2014). Maslow put physiological need at the bottom of the hierarchy pyramid followed by safety, social esteem needs placing the self-actualisation at the top of it. Physiological needs are the basic human needs that are food, clothing and shelter. Whereas, the safety needs are the economic and physical safety and security. Satisfaction of these needs require more monetary investment. The next one is the social needs that incorporate the social comfort. It is achieved by the socializing and belongingness. The good work environment of an organization can satisfy this particular need. Esteem needs include respect, confidence, strength, competence knowledge and many more. Last need in the Maslows hierarchy model is the self-actualization that represents the culmination of all the other needs of the lower levels. It can be seen as the individuals motiva tion for transforming perception of oneself into reality. According to Maslow, human tends to give priority in the following order and fulfilment of these needs will result into the better performance of the individual. Hence, if an organization give priority and fulfils the needs of the employees according to this hierarchy model they will be able to extract the most of the performance out of their employees (Niemela and Kim 2014) For example, if a person spends a long time without food will show inaccuracy in their work. It is seen that fresher tends to seek the lower level of needs. Whereas, a person in service for a longer time wants to meet the higher level of needs. Herzberg Theory He further extended Maslows work and proposed two factors that are motivators and hygiene. He put job satisfiers under the motivators and job dissatisfies in hygiene. Herzberg categorised achievement, recognition, responsibility, advancement, growth, work itself as the motivators and put company policy and administration, supervision, interpersonal relations, working conditions, salary, status and security in the hygiene factor. According to him, the hygiene is not directly opposite to satisfaction, rather variable that can be turned into motivators. Also, these two factors are varied for person to person. The motivator for one can be hygiene for another and vice versa (Alston 2017). Example can be sited to explain the thought where a person might get adequate recognition that is a motivator but may not be satisfied with the responsibility come along. Internal motivational value of the individual comes into question in the case. Similarly, different individual may show different set of results. McClellands motivation theory This is yet another need based theory that identifies three needs, achievement, power and affiliation. The achievement need of a person is the behaviour that drives the individual to compete and achieve a standard of excellence. The need for power on the other hand is the desire of a person to supervise direct, control and lead the group. These individual consider of ordering people instead of taking them. The final need is the affiliation is believed to be the desire of an individual to establish and maintain a friendly and warm relation with the co-workers in the work place. It is observed that those who acquired any of it as per his/her desire perform differently than who has not (Chen et al. 2015). For example, if an employee receives acceptance and approval by the others in the work place can achieve the need for affiliation. McGregor X and Y Theory McGregor on the other hand developed his theory that identifies two distinct view based on participation of the workers. He put the negative view points towards the work into X theory, whereas, putting the positive ones in the Y. By the theory, he tried to draw the extremity outlines within which all the employees work. He stated that no man under any organization stays in either of the extremities and shows the traits of both. Men tend to swing from one trait to another based on the motivation gained from the environment. The variables that compose the X and Y theory are directly regulated by the organizational support (Lawter, Kopelman and Prottas 2015). For example, if the organization shows positive support and provide a homely environment to its employees, the employees will also consider their responsibilities and want their organization to succeed. Organizational Support Organizational support is another important element that contributes towards individual attribute. This theory finds organizational support necessary for achieving the benefits of increased work effort. The employees of the organization are concerned about the extent to which the organization values their contribution and actually cares for their well being. Different scholars viewed organizational support theory differently maintaining the core essence of its importance. Tsaia (2015) described organization support works as the antecedent to the positive feeling of the workers. A positive support will facilitate in bringing positive attitude of the worker toward their work. Another popular view held by the scholars that cooperative work culture is the core of organization support and facilitates in positive results. According to Chow et al. (2010) managerial patronages is important for employee perceptions and behaviour. Their view includes non-financial and financial support, organizational structure and task and relates them with the employee satisfaction and work performance (Alizadeh and Cheraghalizadeh 2015; Eisenberger and Stinglhamber 2011). The hotels are facing constant pressure to change according to the market need. The authority is hence constantly encouraging their employees to perform their best and fulfil their role as citizens (Chiang and Hsieh 2012) Individual Attribute No two person is alike every individual has unique attributes. It obviously affects the individuals and organizational overall performance. It includes internal motivation, gender, ethnic, ethical and class identity, religious, ethical and moral values, emotional, intellectual, physical and creative abilities and previous work experience. In short, individual attributes are embedded deeply into our personality that is hard to alter. On contrary, we can develop skills to overcome the situation. For example, it is hard to raise the IQ level of an individual, but one can always become more educated that will make up for the low IQ (Meyer et al. 2012). The characters of individual attributes can be as follows. Achievement attitude It is the degree of motivation in an individual. It often grows at the age of 25 30 and different external factors plays active role in altering the motivation. It can range from persistent to unmotivated attitude. Emotional temperament Emotions such as confidence, stable, insecure impatient are the ruler of our lives. Energy level It refers to the pace of our daily life. Some can be active and other can be slow in work that is directly reflected in the job performance. Intellectual factors It is the characteristics of our mind. It defines how we can understand things. A human mind can be alert, intelligent dull-witted. It is the capacity of our brain and hard to alter. Material attitudes It defines how we perceive our environment. Philosophical attitudes It is our way of thinking. It can be optimistic, pessimistic and many more. Maturity It is the level of ones wisdom and experience. Physical attitude The physical condition of our body has direct reflection in our work. Performance of a healthy person has considerable difference than a weak or sick person. Risk attitude It is the degree of concern one perceive and the necessary actions he or she takes to avoid the risk. Task performance It is the attitude towards problem and the method chosen for solving it. It can range from organized to careless (Guillaume, Brodbeck and Riketta 2012). Individual Attribution in relation with Motivation and Organizational support Individual relation, work motivation and organizational support play active role in the job performance. These three factors are inter related in such a manner that change in one can alter the other factors in relation. Individual attribute is the primary factor that ultimately affect in job performance (Eisenberger and Stinglhamber 2011). The other two factors can be considered as the regulators of individual attribute. Some of the characteristics in individual attribute cannot be alter such as intellectual factors and material attitudes. Whereas, the other characteristics can considerable be alter with proper use of organizational support and work motivation (Robinson 2012). For example, an insecure person can be motivated using the Maslows theory of need hierarchy. The satisfaction of security need will contribute in building confidence in one individual. This motivation can only be provided using the organizational support. Motivation can only be create if the organization is sup portive enough to consider the requirement of motivation in a particular field and support its employees to develop their attitude towards the work. Again, every individual shows different attributes in the work setting which needs to be dealt with different approach by the organization. Example can be cited in the approaches to motivate a lethargic individual to perform their task that will be different from dealing with physically weak person. The first problem can easily be solved with the achievement motivation approach proposed by McClelland. It will be the best way to motivate a lethargic person is to show them the achievable points in the organization. Whereas, satisfying the physiological needs is necessary for the organization to get the most of a weak person. It will motivate them to work for satisfying their own physiological needs. Case Studies A study conducted by Dr. Katuwal (2007) on 372 textile workers showed significant result. Different personal attributes were taken into consideration such as monthly additional income, experience, nature of employment skill level, educational attainment, marital status and number of dependants. The result showed positive results in the attributes of skill, age permanent employment status, experience and additional income. Whereas, negative result was noted in the individual attribute of marital status and the number of dependants of the worker. A case study conducted by Saragih (2015) on the Indonesian state owned Railway Company. The railway company, PT Kereta Api Indonesia was known for its low performance until 2009 that changed due to the leadership of Ignatius Jonan which is a significant example of individual attribute. The most common attributes that were found among the 47 individual under study were spiritual, hope, continuance, extraversion, altruism, courageous, contingent reward that facilitated in bringing change in the organization. The transformational leadership of Jonan is attributed for the change in the individual attribute. It is the direct result of organizational support and motivation provided by Jonan for developing the individual attributes which had shown direct impact on job performance. Application on Myself My personal attribute reflects some positive and negative aspects as mentioned in the above discussion. Some of my attributes plays positive role in work settings where as some reflects negative or unproductive results. My persistent attitude, confidence, energetic attitude and alert mind will show competence in performing tasks. Whereas my carelessness, immature, impulsive attitude can become hurdles for me in achieving the optimum performance in the organizational setting. With proper organizational support in motivation and coordination can help me overcoming them and provide my maximum effort towards my work. Organization can use the McGregors participation theory of motivation for solving the issues and place me in the right position in the organization with giving the right authority to get the maximum performance of me. Judging from my negative attribute, I can tell the managerial post will be a fail if the organization hires me as a leader of the organization. I will perform much better in the ground level acknowledging my positive attitudes. On the other hand, my positive attributes also shows competitiveness for the leadership role. In this point, the company needs to offer me the support and motivation required to overcome my flaws and deliver the desired outcome as a leader. Conclusion Different individual shows different combination of attributes in the personality. These variables attributes needs to be considered while hiring an individual for a specific role in the organizations. Different individual with different attributes can prove to perform better than others in particular role. Moreover, motivation and organizational support can direct the individual for providing better performance in the work setting. However, these motivational and organizational supports will vary from individual to individual as their personal attribute varies considerably. The organization needs to take different approach while dealing with individual. It is because the motivation and support required for one may not work on the other as discussed in the essay. There are different motivational theories as mentioned in the above essay and different need theories have been presented. Each individual shows specific motivation support and with proper approach these needs can be meet. A nother conclusion can be drawn from the above discussion that individual though attribute is more of a stable factor, but a considerable change can be achieved with the help of motivational support. Hence, the individual attribute, work motivation and organizational support are tightly interrelated to one another. These three factors together can deliver the best job performance. On contrary, lacking on one can fail in job performance and also job satisfaction. References Alizadeh, R.C. and Cheraghalizadeh, R., 2015. THE EFFECT OF ORGANIZATIONAL SUPPORTS ON JOB PERFORMANCE IN CONSTRUCTION PROJECTS.Ejovoc (Electronic Journal of Vocational Colleges),5(6), pp.86-91. Alston, J.K., 2017.Causes of Satisfaction and Disatisfaction for Diversity Resident Librarians-A Mixed Methods Study Using Herzberg's Motivation-Hygiene Theory(Doctoral dissertation, University of South Carolina). Bahadur Katuwal, S. and Randhawa, G., 2007. Some Personal Attributes in Association With Job Satisfaction of Industrial Workers of Nepal.Paradigm,11(1), pp.28-36. Chen, B., Vansteenkiste, M., Beyers, W., Boone, L., Deci, E.L., Van der Kaap-Deeder, J., Duriez, B., Lens, W., Matos, L., Mouratidis, A. and Ryan, R.M., 2015. Basic psychological need satisfaction, need frustration, and need strength across four cultures.Motivation and Emotion,39(2), pp.216-236. Chiang, C.F. and Hsieh, T.S., 2012. The impacts of perceived organizational support and psychological empowerment on job performance: The mediating effects of organizational citizenship behavior.International journal of hospitality management,31(1), pp.180-190. Chow, I.H.S., Lo, T.W.C., Sha, Z. and Hong, J., 2006. The impact of developmental experience, empowerment, and organizational support on catering service staff performance.International Journal of Hospitality Management,25(3), pp.478-495. Eisenberger, R. and Stinglhamber, F., 2011.Perceived organizational support: Fostering enthusiastic and productive employees. American Psychological Association. Guillaume, Y.R., Brodbeck, F.C. and Riketta, M., 2012. Surface?and deep?level dissimilarity effects on social integration and individual effectiveness related outcomes in work groups: A meta?analytic integration.Journal of Occupational and Organizational Psychology,85(1), pp.80-115. Lawter, L., Kopelman, R.E. and Prottas, D.J., 2015. McGregor's theory X/Y and job performance: A multilevel, multi-source analysis.Journal of Managerial Issues,27(1-4), p.84. Meyer, P.J., Lovic, V., Saunders, B.T., Yager, L.M., Flagel, S.B., Morrow, J.D. and Robinson, T.E., 2012. Quantifying individual variation in the propensity to attribute incentive salience to reward cues.PloS one,7(6), p.e38987. Niemela, P. and Kim, S., 2014. Maslows Hierarchy of Needs. InEncyclopedia of Quality of Life and Well-Being Research(pp. 3843-3846). Springer Netherlands. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Saragih, E.H., 2015. Individual Attributes of Change Readiness: A Case Study at Indonesia State-owned Railway Company.Procedia-Social and Behavioral Sciences,172, pp.34-41. Tsai, C.Y., Horng, J.S., Liu, C.H. and Hu, D.C., 2015. Work environment and atmosphere: The role of organizational support in the creativity performance of tourism and hospitality organizations.International Journal of Hospitality Management,46, pp.26-35.