America Is Hungry, And Someone Has Got For Keep Us Fed

America is hungry, and someone has got to keep us fed. We live in a country with the luxury of convenience, so naturally hamburgers are as â€Å"American as apple pie† with the ease of picking them up at a drive-thru window, and ability to munch them one-handed, and the extreme affordability all factoring in to put them on most people’s favorite food list. Unfortunately for the burger lovers out there, these lunchtime staples are also harboring a hidden danger; a potentially deadly food borne pathogen named Escherichia coli that’s been making headlines more frequently as of late. Escherichia coli, or E. coli for short, are most commonly found in ground beef. It is naturally present in the bovine gastrointestinal system, the mutated strain,†¦show more content†¦There are many areas things can go wrong in the process of raising, slaughtering, and packaging the beef for human consumption. Especially so in slaughterhouses and processing plants, as there are many potential contamination hazards, and most depend on human attention to catch and correct. The cattle may arrive at the slaughterhouse with feces on their hides, which present the first risk of contamination as it can be very difficult to remove the hides from the animal without transferring any of the pathogen bearing feces to the carcass. The second high-risk area in the slaughterhouse is the gutting station, where at some locations, workers are expected to keep up an extremely fast pace, as many as sixty cattle per hour, which does not provide adequate time to prevent accidents. A ruptured gut sac can leave a carcass intended for human consumption covered in fecal matter or stomach acids all potentially containing the potentially deadly foodborne bacteria (Schlosser 203). At these slaughterhouses, steps are taken to clean and disinfect the carcasses, but E. coli is hard to kill. It is encouraged by the Agricultural Department to begin testing at these locations for E. coli, but most choose not to, as they stand to suffer significant monetary damage if they discover any E. coli present in their products (Moss 3). Most slaughterhouses will not sell their products to processing plants that plan to pre-screen the meat before combining and

Working With Diversity and Conflict-Free-Samples for Students

Question: The tools (Johari window, MBTI, TA and DISC) should be used and reflect how they have helped you to reflect on your own attitudes and behaviours in terms of conflict and communication(the writer can reflect their attitudes and behaviour in terms of conflict). Answer: Introduction Considering the fact that conflict in the workplace is an unavoidable part of work experience, they can be highly reduced by self-assessment (Leon-Perezet et al. 2015). Having self-awareness is crucial since when we have a better understanding of ourselves, we can easily assess our strengths as well as weaknesses. This understanding of our own selves helps us to deal with conflicts that we face in our workplaces. Some of the highly beneficial self-assessment tools include the Johari Window model, the Myers-Briggs Type Indicator (MBTI) model, the Transactional Analysis (TA) and the DISC tool. In this essay, I will reflect upon how the above-mentioned tools have helped me to manage a critical conflict that happened in my workplace The conflict Being the manager of the XYZ Company, situated in Sydney, Australia, I have experienced several crucial conflicts in my workplace. As a manager, I always believe that conflict can be healthy if solved with efficiency. It helps in the development of better understanding among the employees as well as the superiors. However, if not solved in an appropriate way, conflict can take a major shape and result in immense loss of revenue of the organization. That year, our Company had got the opportunity to sign a major project that can enhance our revenue to a great level. However, the deadline of the project was too short and hence the manager decided to let the project go Being a person of overachieving mentally, I insisted my superior to sign the contract of the project assuring that I would be able to manage the situation. My intention was to pursue and motivate the employees to work overtime and thus get the work done within the stipulated time. Unfortunately, the plan made by me did not seem to work the way I wanted to. While more than 70 percent of the employees were not ready to work overtime, 26 percent of the employees asked for incentive for working after the official time was over. Only 4 percent of the employees seemed to have no issues with the plan. As a result of this, the productivity required for the completion of the project on time was not achieved. Being highly tensed, I started pressuring the employees to work overtime. While the majority of the employees kept silence, one of the employees protested. Our conversation eventually took the form of an argument. During the argument, the employee had started using abusive words against me. Being highly short tempered, I terminated the employee under Zero Tolerance Act and for ill-behaving with his superior. This situation ignited the conflict and the employees of the organization called for a strike in favour of the terminated employee. How Johari window, MBTI, TA and DISC helped me to manage the conflict In order to deal with the above-discussed situation, I underwent the four abovementioned self-assessment test. With the help of DISC, Analysis tool helped me to understand my leadership style. From the DiSC Analysis test (Saxena 2015), I understood that I belong to the Di category. The term Di stands for Dominant and influential. This tool helped me assess my strength as well as a weakness as a leader. While I have the capacity to influence and motivate my employees to a great level, being a dominant leader, I imposed the pressure of my own decision on the employees which had lead to the above-mentioned conflict. The DiSC Analysis model also helped me to predict the behaviour of my employees and this, in turn, enabled me to establish effective interaction with each one of them. The Johari window model helped me to handle criticism. I understood that criticism is one of the best ways to understand ones own personality and what ones peers think about him (Burian et al. 2014). With the help of Johari Tool, I understood what my peers, as well as my subordinates, think about me. This, in turn, helped me to understand their psychology and issues they have with me. I also gained the knowledge of how to deal with criticism and use it for the benefit of my own as well as for the organization. From the Johari window model, I find out that according to employees I am a highly enthusiastic leader but at the same time I am highly dominating and often end up pressuring my employees. In order to eradicate my negative image form the mind of the employees, I started communicating with the employees and genuinely tried to understand their issues. During my communication with them, I understood that how hard and tiring it is for them to work for provide extra effort after performing for a prolonged period of time. The MBTI model helped me to develop a solution to eradicate the above-mentioned conflict. Considering the fact I belonged to the TF dichotomy, I prefer thinking focused decision (Weick 2015). The four factors I considered while taking the decision included: What was the conflict about? Principles and opinions of the two group involved in the conflict Analysis of the difference in opinions Taking a firm decision During my analysis, I understood that my decision of making the employee work even after their shift time is over is not only unethical but illegal as well. The Employees has the legal right to sue me legally. Fortunately, they have not taken the step since they respect my commitment and loyalty towards the organization and my ability to motivate them. Along with the MBTI model, the TA model also helped me to manage the conflict. I had implemented the Ego States theory during the decision-making process (Radwan 2014). This theory helped me to understand that being the manager of XYZ Company, during the conversation with the employee, it was my duty to communicate with him modestly. This, in turn, would have helped me to understand his issue as a result of which he was showing aggressive behaviour. After analyzing my role as well as the psychology of my employees behind the conflict, I decided to implement the following steps. Firstly, since our organization has already signed a contract with the company and needs to complete the project within the stipulated time, I organized a meeting where the current liability of the company and the huge loss of revenue that the company would face if corporation from the employees is not obtained will be stated. Secondly, considering the fact that this immoral as well as illegal to pressurize th e employees for working more than their office hours, I decided to implement an incentive plan. Extra money was provided to the employees who worked for an additional period of time after their working hours were over. Finally, we appointed he terminate employee again in our organization only after he provided a written commitment that he would follow the code of conduct in the workplace in future. Identification of the tool that helped me the most The four tools mentioned in the above discussion helped me to manage the conflict in different ways. While the disc tool helped me to evaluate my leadership style, the Johari window model assisted me to understand my own personality and what my peers and employees think about it. With the help of both of these tools, I understood my strength as well as weaknesses. The MBTI tool helped me to assess the situation and show me the way so that the situation can be handled most effectively. Finally, with the help of TA tool, I was able to take an effective decision and managed the conflict successfully. Areas of Concern The only concern I had while using and implementing the four above mentioned tools to manage the conflict was that none of the tools is multifunctional. I noticed that none of the tools possesses the capability of solving the issue on. Hence I had to use all the four tools to manage the above-mentioned situation. Self assessment It is the core concern for me to see each aspect of conflict management and finding out why it stays critical to be a successful leader during the operational conflict. I have adapted some helpful lessons from various experiences as a manager and how I can enhance my administration capacity in this type of situation. I tenaciously work to settle on sound and convenient choices while enabling others to adopt some features from me. I observed my workforce very closely and pay special attention to identify the core causes of these conflicts while keeping them efficient by understanding their problems and obstacles. I have to build up a structure as per my observation and identification of situational choice, guaranteeing each undertaking decision is comprehended, regulated, and achieved by me and my subordinates while it would not have any dominant approach towards them. I routinely look for better approaches to assemble the workforce without any dominating approach while utilizing and motivating them as per their capabilities. I want to be an exceptionally devoted individual where I need to build up more leading capacities for making an ideal decision in any kind of conflicts. At the same time, I have the capacity to keep me motivated in any chaotic situation. I want to prepare effective motivational push for me and for my subordinates to achieve the objectives with collective dedication. Reference List Burian, P.E., Francis, R., Burian, P.S. and Pieffer, M.A., 2014. Leadership Systems Model: An Integration Of People, Process, And Behaviors In A Dynamic And Evolving Environment.International Journal of Management Information Systems (Online),18(4), p.261. Leon-Perez, J.M., Medina, F.J., Arenas, A. and Munduate, L., 2015. The relationship between interpersonal conflict and workplace bullying.Journal of Managerial Psychology,30(3), pp.250-263. Radwan, N., 2014. An adaptive learning management system based on learners learning style.International Arab Journal of e-Technology,3(4), p.7. Saxena, P., 2015. JOHARI WINDOW: An Effective Model for Improving Interpersonal Communication and Managerial Effectiveness.SIT Journal of Management,5(2), pp.134-146. Weick, K.E., 2015. The social psychology of organizing.M@ n@ gement,18(2), p.18