Food Deserts And Their Affect On African Americans Essay

Food Deserts and Their Affect on African Americans For centuries, the United States has been seen as a food and food-product paradise; with a constant bombardment of daily specials, â€Å"two-for-one† deals, and never ending combo options oozing from every corner of the food-scape. For many Americans, over indulgence is a frequent occurrence-studies show more than 50% of adults say they eat out at least once a week (â€Å"58% Eat at A Restaurant†, 2013). Even in this scene of gluttony, the poverty stricken and systematically oppressed find themselves in food deserts across The States; that’s more than 45 million Americans without access to healthy, reasonably priced foodstuffs. Of this group of 45 million, the African American community holds the seat for the highest poverty rate among various racial and ethnic groups at an astounding 26.2% in 2014 (DeNavas-Walt, 2015). Perhaps no other city has felt this injustice as strongly as New Orleans; still a bustling hub of authentic Creole and Cajun cuisine with influences from places such as France and West Africa. In fact, Louisiana as a whole has deep roots in vibrant home-cookery, most often passed down generationally, in the kitchen and with dirty hands. But sadly, the number of young African Americans taking to the kitchen is rapidly dwindling. How is it possible, then, that a culture steeped in tradition is quickly abandoning its origins? Simply put: access and availability; it’s illogical to think any home cooked meal could beShow MoreRelatedFood Of A Food Desert1745 Words   |  7 PagesBarrera Geography Matthew Piscelli November 19, 2014 Food Deserts One huge problem that the United States faces today are the large numbers of food deserts. 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Demography Of Dementia And Alzheimer s Disease - 2111 Words

Chapter 1: Introduction Demography of Dementia and Alzheimer’s disease The number of people with dementia is escalating worldwide. An estimated 35.6 million people worldwide had dementia in 2010 and this number is projected to more than triple to 115.4 million in 2050. Alzheimer’s disease is the most common form of dementia and contributes to 60-70 % of the dementia cases (WHO, 2012). Approximately 5.2 million Americans of all ages had Alzheimer’s in 2014, including an estimated 5 million people age 65 and older (Alzheimer’s Association, 2014). The escalating number of people with dementia and Alzheimer’s disease is affecting increasing number of lives and the systems that care for them. It is disabling to the individuals who have it and can be devastating to the caregivers and their families. Caring for people with dementia posits huge major challenges in the upcoming decades. Therefore, the issues related to dementia such as negative stereotypes, need for attitude change and the ways to promote positive attitude toward peop le with dementia should be critically investigated and addressed to be better prepared in the future to tackle the challenges likely to be faced with escalating number of people with dementia. Negative stereotypes toward people with dementia Several studies have revealed negative stereotypes toward people with dementia such as people with dementia are anxious and unpredictable, are incapable of expressing themselves creatively, and are difficult to dealShow MoreRelatedManagement of Challenging Behavior in Elderly People4786 Words   |  20 PagesThe aim of this assignment is to explore challenging behaviour in the person with dementia. As it is outside the scope of this assignment to explore all the potential reasons for challenging behaviour, the focus of this assignment will be on challenging behaviour in the context of the communication of pain, using a case study to illustrate this. This assignment will describe challenging behaviours, the behaviours associated with pain, and the management strategies employed by nursing staff, usingRead MoreSmart Home Technology10920 Words   |  44 Pagesconsider how smart technologies can best be used to promote healthy longevity. The National Health and Hospital Reform Commis sion Report (2009) has also promoted major developments in e-health. 5 Smart technologies for older people The demography of ageing worldwide In 2012 the percentage of the world population 65+ was 6.9%, and this is estimated to increase to around 20% by 2050 (Organisation for Economic Co-operation and Development, 2001).This population ageing is unprecedented, without

People and Management for Motivational Practices- myassignmenthelp

Question: Discuss about thePeople and Management for Motivational Practices. Answer: Introduction The current business scenario demands effective policies and practices of human resource management in the business organizations. This is due to the reason that the human resources are currently one of the major sources of gaining competitive advantages for the business organizations. Moreover, human resource management should be effective enough in order to maintain the level of motivation and engagement of the employees (Alfes et al. 2013). This is leading to the initiation of different innovative approaches by the organizations in order to have right employees in right places with right level of motivation. Coles is one of the leading retail chains in Australia with having more than 100000 employees. Thus, they are having effective and extensive policies of human resource management in order to order this huge number of employees (Coles.com.au 2018). Human resource management practices of Coles are diverse in nature due to the reason that they are having diverse workforce in place. This report will discuss about the current human resource practices of Coles along with identification of the issues in their existing practices. In addition, this report will discuss about a few recommended steps that will help in overcoming the identified issues. Current human resource practices of Coles Motivational practices There are various practices initiated by Coles in order to motivate their employee. One of the major practices of motivating the employees is the reward and recognition of the employees. It is identified that contribution of the employees is recognized and acknowledged by the upper level management and reward is also provided accordingly (Aguinis, Joo and Gottfredson 2013). This helps the management in motivating the employees by proving them different benefits in accordance to their job performance. This enables the employees to perform better in their workplace in order to have more reward and recognition (Hofmans, De Gieter and Pepermans 2013). Thus, the employee productivity and performance for Coles remains positive. Effective recruitment approach It is identified that Coles follow geocentric approach of recruitment for their global business. This refers to the recruitment of the employees from different nationality and social groups and in accordance to the qualification and organizational requirements (Ployhart and Weekley 2014). Thus, it is one of the most effective recruitment strategies practiced by Coles in their business operations. They are having number of benefits from the initiation of the geocentric approach of recruitment. One of the major benefits for them is having diverse workforce in place. This enables them to have employees from different social and cultural groups in every level of the organizational hierarchy. Thus, the effectiveness of diverse workforce for Coles is more. Another benefit that is being gained by Coles from the initiation of the geocentric approach of recruitment is having more options or talent pool for recruitment and selection. This is due to the reason that having no criterion for selecting employees from a particular county or social group is helping them to have global and universal talent pool in place. However, apart from the benefits being gained from the recruitment approach, there are few issues or areas of improvement are being identified (Sinha and Thaly 2013). One of the major issues for them being identified is the lack of effective process of recruitment and selection. It is identified that assessment tests for the selection process are not effective and full proof in nature. Coles mainly concentrates on the interview process of selection for selecting new employees. Thus, this caused non-identification of all the attributes of the employees. Another issue identified from the recruitment approaches of Coles is the non-co ordination among the departments in the recruitment process. This causes non-identification of the requirements in the entire organization. Organizational culture process Coles is also having effective and positive organizational culture in place. This includes providence of training to the employees, communicating them with the organizational vision and having effective communication process in place (Hogan and Coote 2014). Coles is having online portal for all their internal stakeholders. This enables the lower level employees to communicate directly with the upper level management and convey their issues and grievances. On the other hand, it also helps the upper level management to convey their vision and strategies to their subordinates. Training and development program is being conducted periodically for the employees of Coles (Jehanzeb and Bashir 2013). This helps them to have equipped and trained employees in place and this also enables them to deal with the organizational challenges. However, one of the major issues identified in the existing organizational culture is the lack of having 360 degree feedback mechanism in place. This is identified in the existing organizational culture of Coles that internal stakeholders are not having the access to the 360 degree feedback system (Horng and Lin 2013). This is restricting in gaining knowledge and feedback from the employees regarding the organizational effectiveness. In addition, absence of having any 360 degree feedback system is also limiting the effectiveness of the employee appraisal process. It is one of the major gaps being identified in the existing organizational culture of Coles. Leadership approach Currently, democratic approach of leadership is being followed in the organization. This is identified by the way employees are involved in the organizational decision making process. The major positive factor in the existing leadership approach of Coles is gaining of opinion of the employees in the decision making process. Thus, customer service of Coles is also favorable in nature. This is due to the reason that the more will be the engagement of the employees, the more be the quality of the customer service. However, there are issues also being identified with the current leadership approach of Coles. Having only democratic leadership approach is reducing the competitiveness of Coles in their business operation. This is due to the reason that in the current competitive business scenario, democratic leadership approach will reduce the control and authoritative power of the upper level managers. Recommended steps There are some issues being identified in the existing approach of human resource management for Coles. The following sections will discuss about the recommended steps that should be initiated in order to overcome the identified gaps. It is recommended that Coles should also consider about the different methods for motivating the employees. This is due to the reason that providing only reward and benefits will not motivate all the employees. There are different and diverse needs for the employees that should be made in order to keep them motivated in their workplace. According to the Maslows need hierarchy theory; there are different types of need that should be fulfilled in order to have motivated employees in place. According to this theory, some of the major needs for the employees are the financial stability and safe and hygiene working environment. Thus, it is important for Coles to consider all these factors also in order to have motivated employees in place. Fulfillment of the needs of the employees will ensure that they will be motivated in their workplace and will be less dependent on the reward mechanism. The more effectively employees will get fulfilled; the more will be their engagement in the workplac e. It is also recommended that Coles should have situational style of leadership in place of their existing democratic style of leadership. This is due to the reason that having situational style of leadership will help Coles to have the flexibility in their managerial roles. In addition, initiation of the situational style of leadership will also help them in having different leadership approaches in accordance to the organizational situation. For instance, the competitive market scenario for Coles is requiring less complexities in the decision making process. Thus, with the help of the situational leadership, directional approach can be initiated in this case. Having effective style of leadership will help the managers to manage their employees in accordance to the organizational situation and thus employees will be better guided in different situations. This will also enhance the level of engagement of the employees. It is also recommended that 360 degree feedback mechanism should be initiated in the employee appraisal process of Coles. In addition, it is also to be considered that 360 feedback mechanism processes should cover all the stakeholders of the organization in order to make ensure that the feedback gained are diverse and from all the employees. The more effective will be the feedback process in the organization, the more effective will be the process of employee appraisal. In the case of the employee engagement, performance appraisal is important due to the reason that having diverse information in the appraisal process will ensure that employees will be appraised in accordance to their performance. It will create positive impression among the employees and will help in having more level of engagement in the workplace. Conclusion Thus, it can be concluded that the existing human resource practices of Coles are effective and efficient enough and it helps them in having motivated and engaged employees in the organization. However, this report identified different issues in Coles and recommended a few steps that will help in overcoming the issues identified in the existing human resources practices. Effective implementation of the recommended steps will help in enhancing the level of engagement of the employees. Reference Aguinis, H., Joo, H. and Gottfredson, R.K., 2013. What monetary rewards can and cannot do: How to show employees the money.Business Horizons,56(2), pp.241-249. Alfes, K., Truss, C., Soane, E.C., Rees, C. and Gatenby, M., 2013. The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement.Human resource management,52(6), pp.839-859. Coles.com.au. (2018).www.coles.com.au. [online] Available at: https://www.coles.com.au/ [Accessed 14 Apr. 2018]. Hofmans, J., De Gieter, S. and Pepermans, R., 2013. Individual differences in the relationship between satisfaction with job rewards and job satisfaction.Journal of vocational behavior,82(1), pp.1-9. Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), pp.1609-1621. Horng, J.S. and Lin, L., 2013. Training needs assessment in a hotel using 360 degree feedback to develop competency-based training programs.Journal of Hospitality and Tourism Management,20, pp.61-67. Jehanzeb, K. and Bashir, N.A., 2013. Training and development program and its benefits to employee and organization: A conceptual study.European Journal of business and management,5(2). Ployhart, R.E. and Weekley, J.A., 2014. Recruitment and selection in global organizations.The Routledge companion to international human resource management, pp.155-171. Sinha, V. and Thaly, P., 2013. A review on changing trend of recruitment practice to enhance the quality of hiring in global organizations.Management: journal of contemporary management issues,18(2), pp.141-156.