Work Life Balance Programs Cost Or An Investment Management Essay

Work Life Balance Programs Cost Or An Investment Management Essay Work-life balance programs are fast gaining popularity in developed countries, even though they are viewed as novelties in Malaysia. Work-life balance programs can be defined as any benefits, policies or programs that help employees find ways to manage the demands of the workplace and life outside work (Ortega, 2006) or strategies, policies, programs and practices initiated and maintained in workplaces to address flexibility, quality of work and life, and work-family conflict (Bardoel et al, 2008). In other words, work-life balance programs are designed as a two pronged approaches to achieve meaningful achievement and enjoyment in everyday life (Joshi et al, 2002). There are many forms of work-life balance programs such as flex-time, child-care facilities at work, gyms and concierge services and paid vacations. Many reasons are cited for the introduction of work-life balance programs at the workplace, the most common being that it increases productivity as well as employee loyalty. While these are all valid justifications, the costs of having work-life balance programs should not be ignored. Therefore, do the benefits of work-life balance programs outweigh the costs? Going further, should these programs be considered a cost or an investment to the firm? While it may be easier to estimate the returns on investment of a project, it is difficult to financially quantify the impact of work-life balance programs. Thus, companies have to resort to a series of performance measurement tools that are indirectly related to financial return. The best performance indicators are in terms of human resource management. One of the benefits of work-life balance programs can be seen through recruitment. Successful work-life balance programs are powerful marketing tools for attracting new employees who are drawn to the company not just for good remuneration, but other perks too. Work-life balance programs also help to create a better relationship between employer and employee that can be mutually beneficial. One of the main sources of workplace stress is unreasonable demands made on employees time. Thus, programs that assist employees to better manage their time lead to greater job satisfaction. This is evident in the healthcare industry where employees have to work alternative hours in a very stressful and emotionally draining environment. Work-life balance programs in the healthcare industry like wellness programs and child care facilities bring balance and perspective to the lives of employees (Ortego, 2006). This leads to greater productivity, lower job turnover and absenteeism, greater esprit-de-corps and more loyalty towards the employer. In terms of operating costs, retaining employees reduces the cost of training new employees and the time it takes to train new staff to be competent. In fact, there is some evidence to support the argument that compan ies that offered work-life balance programs outperformed those that did not (Joshi et al, 2002). To evaluate if such programs are good investment, we need to examine them from three metrics, which are efficiency, effectiveness and impact (Bardoel et al, 2009). Efficiency metrics are those that measure the cost of work-life balance programs to ascertain the return on investment (ROI). Effectiveness measures are those that indicate how work-life balance programs affect the capacity and actions of employees in targeted talent pools. The third type of measure concentrates on the real impact of work-life balance programs on organizational performance by measuring the value added to an organization by a work-life balance program. Interestingly, research has found that managers often collect data on efficiency, but not on effectiveness and impact factors. This is a major limitation because efficiency measures do not reveal the value added to such programs. The second group of metrics termed effectiveness metrics, assess the outcomes related to the intended effects on individuals of work-life balance programs, for example through employee satisfaction surveys. Again, surveys are useful but they do not gauge whether such programs have positively impacted performance. Though financial ratios such as ROI are typically used to assess core competency, it should be remembered that ROI focuses on financial indicators whereas work-life balance programs use non-financial indicators. Impact metrics measure the ability of work-life balance programs to improve the quality or availability of a particular talent pool, for example to achieve competitive advantage by lowering absenteeism and turnover. To illustrate this cost versus investment dilemma, let us examine three types of work-life balance programs childcare, office gymnasium and flexible work hours. Childcare facilities are provided to entice workers from dual-income households where both parents work. There are many forms of childcare facilities such as in-house child care facilities, after school programs, subsidized child care, and referral services. The main benefit of having such a facility is to help employees cope with the demands of caring for their young children and their jobs and reduce stress among employees as they are assured about the safety of their children (Ortego, 2006). When employees are happy and well-adjusted, it is believed that they become more productive and can contribute more to the company. Other fringe benefits include tax reliefs and exemptions to employers (Deery, 2008), though this is only available in a few countries. On the other hand, the costs of maintaining such childcare facilities are numerous. They include the cost of setting up the facility, the cost of employing qualified staff to care for the children and other operating costs. Also, there is no empirical evidence to support the argument that such facilities promote productivity (Michel et al, 2009). In some cases, the employee might spend more time at the childcare facility instead of at work. In addition, it is almost impossible to quantify the ROI of a childcare facility. Another popular form of work-life balance program is the office gym. A gym is provided because it is believed that exercise promotes good health and reduces job stress. In turn, healthy employees are more productive and there are fewer cases of absenteeism due to poor health (Stimpson, 2008). However, running a gym is potentially expensive. Equipment must be bought, a special room must be prepared and in some cases, physical trainers must be employed. Setting up an office gym must also be done with caution as not all employees would enjoy working out to keep fit. Some may prefer other forms of exercise like swimming, jogging or playing tennis or some may not bother to exercise at all. Hence, it would be a waste of resources to set up a gym when few employees utilize it. There must be proper rules as to when the gym can be used to avoid abuse. In addition, if the gym is open beyond office hours, the cost of operation must also be considered. Finally, the cause and effect relationship of setting up an office gym and increased productivity are largely conjectural. The third type of work-life balance program mentioned earlier is flex-time. This is a form of work schedule that allows employees to select the hours they will work, for example a condensed work week or a shift (Deery, 2008). Flex-time is particularly attractive to those who have to juggle work with other demands like caring for aged parents or looking after young children if childcare facilities are not provided at the workplace. Flex-time is also beneficial for the company in terms of decreasing overhead costs. If employees work different schedules that do not overlap, equipment such as computers and desks can be shared. Companies that do business with firms in different time zones will also benefit as they are able to operate for longer hours and do not have to pay overtime Bourne et al, 2009). Nevertheless, there are some problems associated with flex-time including difficulty of communicating with employees who work outside regular office hours. There are also concerns about sta ff abusing flex-time. If the flex-time schedule is not structured properly, it could lead to the office being staffed sparsely during peak hours (Burke, 2005) and this is unacceptable. In conclusion, from a purely financial perspective, it would appear that work-life balance programs are more of a cost than an investment to the firm. These programs rely on qualitative measures to estimate their success whereas investments rely on quantitative indicators and attempting to reconcile both is problematic to say the least. However, it would be unfair to dismiss work-life balance programs as facile and unprofitable. Just because something cannot be measured with crude financial instruments does not mean it does not exist. The benefits of work-life balance programs on the happiness and well being of employees are well documented. When employees are happy, they become more productive and this ultimately benefits the organization. Therefore, companies should adopt work-life balance programs as long as they are not a severe financial burden. Question 2 Do you think work-life programs can increase retention? Why or why not? How could you assess whether such a program were a good investment? One of the key reasons cited for the proliferation of work-life balance programs is that they contribute to increased retention of employees. Before we answer how work-life balance programs do so, we first need to examine some of the key reasons for employee turnover. It is widely acknowledged that conditions at the workplace affect job turnover. There are many reasons why employees quit because of conditions at the workplace such as long hours, conflict with colleagues and superiors, lack of appreciation shown by employers and unclear job descriptions. For example, long hours at work and increased work intensity both contribute to adverse physical and psychological conditions and lead to negative family functioning (Burke, 2005). Workplace stress can be caused by long working hours, excessive workloads, weekend duties, inadequate physical activity and an unhealthy lifestyle. All these lead to a reduction in the quality of health. When employees are severely overworked and excessively strained, they experience symptoms of fatigue, depression, musculo-skeletal pains, sleeping disorders and an increase in chronic diseases (Tsui, 2008). When the situation becomes too stressful, employees leave their jobs, even opting for those that pay far less but involve less stress. If workplace stress is prolonged, it leads to burnout. Lee and Shin (2005, cited in Deery, 2008) examined the psychological dimensions of job burnout and concluded that it consisted of three components namely emotional exhaustion, depersonalization and diminished personal accomplishment. Burnout is potentially fatal as it increases the risk of coronary diseases, stroke and suicidal tendencies. Employees who lack time to spend with their family or maintain a social life are more likely to be emotionally exhausted, which impact negatively on their job satisfaction and eventually cause them to leave their organizations (Karatepe and Uludag, 2007 cited in Deery, 2008). The following diagram illustrates the relationship between stress and how retention can be improved by work-life balance programs: (Source: Deery, 2008) Also, employees quit their jobs because of dissatisfaction. The top reason why Americans leave their jobs is because they do not feel appreciated (Ortega, 2006). This dissatisfaction may stem from having inadequate job descriptions and unreasonable demands made by employers. Some may be insufficiently trained to perform their jobs or lack sufficient re-training when their job description changes. To compound the matter, there is no assistance for employees when they encounter technical problems when their jobs change and management is indifferent to their plight. All these contribute to stress and increased dissatisfaction with work. Obviously, remuneration is another factor that leads to job dissatisfaction. Employees become unhappy with their jobs when they feel they are inadequately compensated for their efforts based on comparisons of the remuneration of their peers within the organization or within the industry. In the absence of other benefits that work-life balance programs of fer, there is little incentive for employees to remain within a company if they can earn more elsewhere. Female employees are faced with additional problems that their male counterparts do not experience. Despite advances in promoting equal rights for women at the workplace and the gradual acceptance that the traditional roles of both men and women have and need to evolve to reflect the changing times, female employees still feel they have to shoulder the traditional burden of being the perfect housewife and mother, in addition to proving that they are as capable as men at the workplace. Therefore, women are more vulnerable than men to suffer from stress caused by the conflict of managing the roles of employee, wife and mother (Michel et al, 2009). Often, it is because the workplace is inattentive or even hostile to the problems faced by female employees that compel them to leave the workplace when they start a family or when the demands of their family changes. These are some of the primary causes of employee turnover. High turnover is unacceptable, particularly amongst skilled or knowledge-based workers. Particularly in western countries which have declining birth rates and a tendency for job-hopping, the need to retain key staff is essential. Retaining existing internal resources such as good staff, is crucial to maintain an organizations success (Bourne et al, 2009). High employee turnover breaks the continuity of operations and this will adversely affect efficiency. For instance, when an employee leaves, there is bound to be a break in service until a qualified replacement is found and trained. High staff turnover can foster a culture low in morale and loyalty. From a financial viewpoint, there are two major costs associated with turnover which are replacement costs and preventative costs. Replacement costs are the costs of recruiting, selecting and training replacements; loss of output or efficiency during this process; possible wastag e; spoilage and efficiency due to inexperienced staff (Burke, 2005). On the other hand, preventative costs are the costs of retaining staff through pay, benefits and work-life balance programs. Hence, there is greater pressure for employers to strike a balance between eliminating unproductive employees and formulating new and innovative ways to attract and retain talent. There is some evidence to support the postulation that work-life programs can increase retention, provided that the main cause of workplace stress is juggling work-life balance (Osif, 2009 and Joshi et al, 2002). One, work-life balance programs like wellness and physical fitness programs help reduce the symptoms of stress and promote greater physical health. On the other hand, counseling and support groups help employees to manage their stress. While it is impossible and perhaps not desirable to eliminate all forms of stress at the workplace, such programs can contribute a great deal in managing negative stress. When employees are better able to cope with the demands of the workplace, they are less likely to suffer from burnout and less likely to leave. Secondly, work-life balance programs like flex-time are much welcome by working mothers and employees who may want to further their studies and work at the same time. Additional flexibility in terms of working hours will ensure that employees are not compelled to leave because they cannot work the traditional office hours. This will lead to greater retention. Thirdly, in a bid to retain the best and brightest, companies have to resort to novel ways such as work-life balance programs. Assuming that remuneration is similar between two companies, additional perks will go a long way to making a company the desired place to work. Even if a company offers slightly less salary than its competitors, some employees will be enticed to remain there because of the programs and fringe benefits others do not offer. Finally, companies need to show that they value their employees who often have to sacrifice so much for work. While the traditional viewpoint is to provide financial incentives, very often it is the non-financial gestures that make employees feel valued. For example, having office parties or company vacations may be more personal and sincere gestures to show appreciation when the company performs exceptionally well rather than just provide generous bonuses. In that sense, work-life balance programs can be viewed as the minor intangibles that collectively show whether the employee is valued or not. On the other hand, having work-life balance programs does not alleviate an employees woes if they are caused by other stress factors. For instance, if unhappiness at work is because of lack of sufficient training, then overcoming it would be to provide the necessary training. Findings suggest that training quality is positively related to training satisfaction, job satisfaction and the intention to stay in the company. Thus, this type of training is important as a means of retaining employees. In addition, there is no guarantee that such work-life balance programs will increase retention. No substantial longitudinal study has been conducted to ascertain the effectiveness of such programs in leading to long-term retention of staff, and the costs may outstrip the advantages in the long-run, particularly when the economy is bad and the company needs to cut expenses. In conclusion, there is some evidence that supports the notion that work-life balance programs can increase retention (Turner et al, 2009). Introducing flexible working hours and arrangements, providing better training, breaks from work and better work support all enhance employee retention by resolving some of the work-life conflicts faced by employees. Nevertheless, these programs can only be regarded as good investments if they are proven to improve retention of quality staff in the long term and contribute to the overall profitability of the firm. Question 3 Besides flextime arrangements, wellness programs, child-care options and fitness centers, describe three other common mechanisms to improve employees motivation and retention. Present steps to implement such mechanisms in a typical organization. A company can motivate employees through work-life balance programs. Apart from the ones described earlier, other programs like sabbatical leave, paternal leave and work naps are some of the other mechanisms that can improve employees motivation and retention. While sabbatical leave is normally associated with academic institutions, the scope of sabbatical programs is quite extensive, but basically they provide unrestricted time away from work so that the employee can do what he or she wants. For example, the employee can opt to take sabbatical leave to learn how to paint, travel extensively abroad or for further education. Sabbaticals are viewed as a means to allow critical talent time to recharge and people generally return supercharged and more productive than before (Pagano and Pagano, 2009). Basically, there are three defining characteristics of sabbatical leave. One, the time away is planned. Two, it is extended generally for at least four weeks with some firms offering up to three months and three, the employee is expected to return after the break. There is some psychological basis for providing sabbatical leave. Such a work-life balance program is viewed as a form of work motivation. Specifically, it fulfils Maslows Hierarchy of Needs theory. According to Maslow, needs are arranged in a hierarchy from the most basic to the highest level (Baron, 1998). There are five hierarchies of needs which are (in ascending order) physiological needs (the need for food, water and sleep), safety needs (need for security), social needs (need to belong), esteem needs (the need to develop self-respect) and self-actualization needs (the need for self-fulfilment). Therefore taken in this context, taking a sabbatical leave to fulfil a longstanding desire is a form of self-fulfilment that will ultimately benefit the individual. However, employers generally tend to negatively view sabbatical leave of this nature as an indulgent form of fantasy and a waste of both time and money to the company. Yet, harbouring unfulfilled desires will adversely affec t productivity as the employee will feel frustrated. In addition, even the best job can seem monotonous after a while and sabbatical leave should be viewed as a way of gaining fresh perspective and overcoming work fatigue. There are some problems when instituting sabbatical programs which is why companies tend to avoid them. The first problem is lack of top management support. Top management must see the merits of such a program to implement it successfully. Secondly, there is a problem of scheduling. Too many employees taking sabbatical leave at the same time is a serious threat to business, especially during busy seasons. From the employees viewpoint, sabbatical leave can be problematic in two main respects. One, the employee may be worried that if he or she is away for too long, the company may decide that it can do without them. Two, returning to work after a lengthy sabbatical can be very stressful and intense since there will be a lot of unfinished work to attend to (Turner et al, 2009). However, sabbatical programs can be successful if well implemented. First, the company should determine the objectives of such a program, be it to re-energize employees, attract new employees or improve work culture. Two, the company should study the market to see what other companies are offering to come up with better programs. Three, employees should be involved in the decision making process to gain their input and insights. Four, the program should be developed by preparing a sabbatical leave policy. This should include support documents like departure checklists, timelines and scheduling requirements. Five, the program should be piloted to ascertain its effectiveness and adjusted if necessary (Pagano and Pagano, 2009). Frederick Herzberg developed a theory of motivation called the Two-factor theory that is similar to Maslows Hierarchy of Needs. According to Herzberg, job satisfaction and job dissatisfaction acted independently of each other (Baron, 1998). Hence, there are factors at the workplace that cause job satisfaction, whilst there are other factors that cause dissatisfaction. The positive satisfaction factors are collectively termed motivators. These include recognition of a job well done, a sense of achievement and personal growth. Hence, they reflect Maslows hierarchy of needs. However, Herzberg describes another set of factors called hygiene factors. Hygiene factors do not provide positive satisfaction such as company policy, and working conditions, but their absence could cause dissatisfaction. Therefore, work-life programs can be regarded as hygiene factors, the absence of which causes job dissatisfaction. While it is common for most companies to provide paid maternity for their female employees, few in Malaysia extend paternity leave to male employees, though it is common practice in Scandinavian countries. This is a fringe benefit that is being increasingly sought after by more and more employees. As the traditional roles of men and women evolve, more fathers now want to have a more hands-on approach to parenting. This means being with their wives during childbirth and tending to the needs of mother and child during the crucial period following birth. The Family and Medical Leave Act in America allows for a minimum of 12 weeks paid paternity leave while those in Scandinavian countries allow leave to be extended for up to three years (Joshi et al, 2002). While it is unlikely that Malaysian fathers will want to take such a long time off from work, more would like to spend a week or two with their recuperating wives and new infants. Therefore, providing paternity leave acts as a form of motivator to encourage male employees to remain with the company (Robbins and Judge, 2007). Implementing paternal leave at the workplace should not be too difficult as the procedure is similar to maternity leave. Hence the same documents for record keeping can be used. Taking a nap at work would seem extremely unprofessional and unproductive. Yet, some researchers conclude that taking short naps at work, termed power naps may actually increase alertness and productivity. The scientific argument in support of power naps is that it is designed to replenish down time during out circadian rhythm which normally occurs during the afternoon. Some of the benefits of power naps include increased memory, response time and cognitive skills. Taking power naps may be linked to the drive theory which is a theory of motivation that suggests that behavior is pushed from within by drives stemming from basic biological needs like sleep (Baron, 1998). The problems associated with permitting power naps at the workplace include the duration of the nap, scheduling and top management support. It is generally believed that a power nap of fifteen to twenty minutes is sufficient to yield the abovementioned benefits (Robbins and Judge, 2007). Anything longer than that will result in the employee falling into deep sleep which would result in sleeping difficulty at night. However, the company must decide when it is permissible for employees to nap. Some allow employees to nap during their lunch break while others prepare a schedule. While it is not necessary to prepare special sleeping areas since employees are perfectly capable of sleeping at their desks, it is important to ensure that such naps do not interrupt the flow of work. Customers must also not see employees napping as it would create a negative perception of the company. However, if implemented correctly, power naps may be amongst the cheapest and most beneficial forms of work-life balance programs. In conclusions, these are but a few examples of the many work-life balance programs that can be designed to provide motivation and improve retention of employees. Deciding on which to choose will depend on the size and nature of the organization, its work culture and the target benefits of such programs. Top management should keep an open mind about these initiatives for if conducted in the correct manner, the desired results can be obtained.

Heart of Darkness by Joseph Conrad Essay

Juxtaposition is one of the many literary element used in emphasis of a concept or an idea. In the novel Heart of Darkness, Joseph Conrad juxtaposes the motifs of light and dark to emphasize the wickedness present throughout the book. Through juxtaposition, Conrad not only emphasizes the darkness in Africa but also intensifies the dark hearts of the Europeans. The major darkness in the novel is the land of Africa itself. When Marlow first makes his way upstream with his crew, he describes the land of Africa as a dark place, saying that the river was â€Å"an empty stream, a great silence, an impenetrable forest. The air was warm, thick, heavy, sluggish. There was no joy in the brilliance of sunshine† (30). He uses lightness words like â€Å"brilliance† and â€Å"sunshine† to intensify this darkness. Also, Conrad even depicts Africa as the â€Å"heart of darkness†. He says, â€Å"we penetrated deeper and deeper into the heart of darkness. It was very quiet there. At night sometimes the roll of drums behind the curtain of trees would run up the river and remain sustained faintly, as if hovering in the air high over our heads, till the first break of day† (31). Africa is full of darkness and it all happens at night, before the sun rises and brightens up the world again. â€Å"I looked around, and I don’t know why, but I assure you that never, never before, did this land, this river, this jungle, the very arch of this blazing sky, appear to me so hopeless and so dark, so impenetrable to human thought, so pitiless to human weakness† (51), describes Marlow. Here, the darkness is portrayed as gloom, not the darkness of evil. Even the â€Å"blazing† sky looked hopeless. By juxtaposing the words â€Å"blazing† and â€Å"dark†, Conrad emphasizes that the glum of the land defeated its bright and sunny sky. Through the use of juxtaposition, the darkness of the land of Africa is emphasized and intensified. Conrad also uses juxtaposition of the character of the accountant to emphasize the darkness not only in the Africans but also in the Europeans. When Marlow meets the accountant, he states â€Å"I met a white man, in such an unexpected elegance of getup that in the first moment I took him for a sort of vision. I saw a high starched collar, white cuffs, a light alpaca jacket, snowy trousers, a clear necktie, and varnished boots† (15). Marlow describes the white accountant as some kind of a miracle. The white man was elegant and had decent clothing among all the madness happening around them. However, from how Marlow describes what happened in the accountant’s office, this accountant is not a kind man. Marlow accounts that â€Å"when a truckle bed with a sick man was put in there, he exhibited a gentle annoyance. ‘The groans of this sick person,’ he said, ‘distract my attention. And without that it is extremely difficult to guard against clerical errors in this climate.’† (15). He complains about the dying sick man and how this man is distracting him from his work. By juxtaposing the white European with his dark behavior, Conrad shows the evilness of humans. Mr. Kurtz is a mysterious character in the novel, containing both the dark devil and the real Kurtz. The first description of Kurtz occurs in the part where Marlow describes the outlook of a brochure. He says, â€Å"it was very simple, and at the end of that moving appeal to every altruistic sentiment it blazed at you, luminous and terrifying, like a flash of lightning in a ser ene sky: ‘Exterminate all the brutes!’† (46). This is a description of the brochure Kurtz is writing for the â€Å"International Society for the Suppression of Savage Customs† (45). The first part of the brochure, the part written before Kurtz have gone mad, is typed up with the use of a typewriter. Then on the bottom of the page, the words â€Å"Exterminate all the brutes!† was scribbled on hastily. Even when Kurtz was on the verge of death, he was living immersed in darkness. â€Å"His was an impenetrable darkness. I looked at him as you peer down at a man who is lying at the bottom of a precipice where the sun never shines† (64). Conrad straight up uses the words â€Å"impenetrable darkness† to describe Kurtz. At the end of the quote, he said â€Å"where the sun never shines†. The sun is used to emphasize the darkness of Kurtz’s heart because it never shines. It was dark, it is dark, and will be dark unless a miracle occurs and causes the â€Å"sun† to shine down in the â€Å" precipice†. The character of Kurtz is probably the darkest character in the novel and this is shown by the juxtaposition. Marlow, the frame narrator, starts and ends his story by saying that the darkness isn’t just in Africa. In the beginning of Marlow’s story, he talks about how we are living in a constant flicker of lightness among the darkness. By starting the story with â€Å"Light came out of this river since – you say knights? Yes; but it is like a running blaze on a plain, like a flash of lightning in the clouds. We live in the flicker – may it last as long as the old earth keeps rolling! But darkness was here yesterday† (3), it can be seen and foreshadowed that there are darkness no matter where you go. This is even before he describes Africa, showing that Africa isn’t the only heart of darkness. These â€Å"flickers† intensifies the darkness when it drapes over us. The nameless narrator ends the novel by saying, â€Å"the offing was barred by a black bank of clouds, and the tranquil waterway leading to the uttermost ends of the earth flowed somber under an overcast sky – seemed to lead into the heart of an immense darkness† (72). After starting out the story with a description of the darkness in the world, the nameless narrator ends the novel with the descriptions of the darkness in Europe. This narrator describes that there was a storm when the Nellie made its way down the Thames River, not only literal but also metaphorical. The metaphorical storm reflects the darkness of the hearts of the Europeans. By using light and bright words, Conrad intensifies the evil and the despair in the novel Heart of Darkness. 2nd sentence. 3rd sentence.

Organic And Free Range Of Grass Fed Essay - 2144 Words

Organic. Cage Free. Free Range. Grass Fed. Non-GMO. These descriptors are used in grocery stores across the United States of America and are a major component of guiding consumers through their purchasing decisions. However, since these labels usually appear without any description, how do consumers know what do these labels really mean? Furthermore, how do food producers and their governing organizations decide when a label can be applied? The meat, egg, and produce industry are all affected by this nomenclature system. Therefore, the everyday consumer comes in contact with these labels every time they make a food purchase and often rely on them to help them make the healthier and more ethical food choice. But are these labels really denoting ethical sourcing, improved health benefits, and how strictly is the labeling regulated? The rise of organic farming in the United States came about following the general push to return to a more natural way of life in the late 1960s and 1970s. This was really a return to the traditional farming methods that were used exclusively until the rise of industrial farming in the 1920s. A major force behind this movement was science writer, Rachel Carson who published Silent Spring in 1962 (History). In this work, she focused on the loss of songbirds due to the widespread use of DDT and the otherwise â€Å"indiscriminate use of chemical pesticides, fertilizers, and weed killers† (History). The label â€Å"organics† sprung from consumer pressureShow MoreRelatedAn Objective Study Of Food And Nutrition Essay871 Words   |  4 Pagesnutritional science has made great leaps. One controversial and relevant topic within nutritional science, as well as food science in 2016 is the difference between organic and conventional food. While it has been documented that organic foods may have greater micronutrient content, the macronutrient and caloric value is generally the same between organic and conational food products. (1) T hat is to say that an organically grown apple without the use of antibiotics and pesticides, herbicides, etc. will be moreRead MoreCorn Fed vs. Grass Fed Beef Essay1028 Words   |  5 Pagesprimary differences between grass fed and corn fed beef. I had thought to myself hmmm I was thinking all cows had just ate grass. I always thought cow’s were slow food because they ate grass but I wondered how so much beef was being produced so fast, but then I thought about all the chicken steroid stories. Cows are ruminants designed by nature to stay healthy and be totally sustained taking nourishment on grass and only grass. Cows, have stomachs that are designed to digest grass. But of demand and becauseRead MoreBeef Industry : A Radical Transformation1024 Words   |  5 Pages When it comes to free range beef and mass produced beef, it is evident what side of the fence people stand on with their preference of beef. It is only within the last few decades or so that the beef industry has undergone a radical transformation. Beef means big business for agriculture and with meat being so readily available, it only means higher revenue for beef processing companies. On the other side of the spectrum, you have cattlemen and consumers wanting their beef farm raised withoutRead MoreThe Basic Concept Of Organic Farming1368 Words   |  6 PagesPART A: The basic concept for organic farming is simple: allow nature to follow its natural path and achieve a natural state to develop sustainable and harmonious enterprises with the environment and community. Organic production is a holistic method of production that involves more than choosing not to use synthetic pesticides, fertilisers, genetically modified organisms (GM) on crops, and growth hormones in livestock. Organic farming is a viable alternative production method to optimise the agro-ecosystemRead MoreConfinement Vs. Non Confinement Feeding Of Animals1870 Words   |  8 Pageslivestock or animals in an open grazing, free roam environment which has been widely used in the past. Today I would like for you to understand the differences between the two in order to better recognize the progression of the industry. Introduction 1. (Attention Getter): Picture yourself driving down the road, on one side there is a large group of animals in a fenced in area or a corral, on the other side of the road is another large group of animals roaming free in a large pasture area. a. TheRead MoreEric Schlossers Fast Food Nation: Fast Foods Impact on Society1592 Words   |  7 PagesEmployees worked at a furious pace to meet the days quota. What bothered me most was the fact that this meat is not only prepared for fast food companies but also contracted out to serve our childrens schools. The quality of the meat that is fed to children in school and at the fast food restaurants is, in some cases, horrendous. The animals used to make about one quarter of the nations ground beef - worn out dairy cattle Ââ€" are the animals most likely to be diseased and riddled with antibioticRead MoreHow Organic Food Is Better Than Buying And Eating The Non Organic Foods2225 Words   |  9 Pagesfood that we consume in daily routine. One such issue claims that eating organic food is much better than buying and eating the non – organic food (D. Mosbergen July 2014). Certain studies point to the fact that the organic food that is available in almost every market is the best healthy option available whereas others say that it is no good but a tactical business strategy for increasing the sales of products labelled as â€Å"Organic†. While surfing through the internet and also while reading newspapersRead MoreGenetically Modified Foods : The Negative Side Effects Of Gmo Products1739 Words   |  7 Pagescompanies and nonprofits will follow the lead of the Rockefeller Foundation and offer their products at reduced cost to impoverished nations (GMO Facts). One of the criticisms against GM foods has been what some consider a power shift away from local, organic farmers to biotechnology companies. Some individuals believe that these companies have gained far too much control over the production of crops and foods. Instead, it is believed that more power and control should be in the hands of farmers and consumersRead MoreOrganic Farming vs Factory Farming Essays1108 Words   |  5 Pagesillness and death in our communities. The environment is also damaged and contaminated. This devastating trend, due to irresponsible farming practices as a result of the industrialization of the food industry, has become all too comm on. Returning to organic farming, which our grandparents referred to as farming, and reclaiming our food is not only our choice, it is our right. Conventional farming practices are responsible for many negative health and environmental issues. One of the main issues isRead MoreDisruptive Innovations in the Meat Industry1004 Words   |  4 Pagesactivists to treat animals more humanely, as has been seen by the rise in cage free eggs and organic meat. However, there is also a global demand for more affordable meat to feed the burgeoning population. This demand for more and better beef, pork, chicken and other meats has meant that more and more animals are fed grain in tighter and tighter quarters. Already, the United Nations FAO estimates that 30 percent of the ice-free land in the world is directly or indirectly involved in livestock production

Teenage Pregnancy Is Becoming A Problem - 921 Words

Early pregnancy is becoming more of a problem every year. More and more teenagers are becoming pregnant and becoming young mothers. There are many reasons on why this is such a problem. For instance, young mothers drop out of high school, their bodies are not mature enough, not as financially stable as they should be, and many other reasons. In the periodal How to Stop Teen Pregnancies, it states â€Å"When teenage girls have babies, they are in danger. They more likely will suffer serious health problems than mothers in other age groups and more often will drop out of school and become stuck at low-income levels for life. Children of these teens also navigate a tough road. They are prone to health and behavior trouble, tend not to do well in school and frequently become teen parents themselves† which gives us evidence that it is not healthy for a young girl to get pregnant. They have been different solutions through the years. Some worked while some didn’t. Some soulti ons that have been tried are parents talking to their teenegaers about sex and early parenthood. We have also tried to teach teenerages the importace of absence. Howevver, the best solution for this problem would be birth control and how easy it is to access birth control. For years parents have had the conversation of sex at an early age. However less and less parents are having this conversattions with their kids now. The problem with parents talking to their children is most teenagers are rebellious andShow MoreRelatedEssay on The Impact of Teen Pregnancy on the American People832 Words   |  4 PagesThe Impact of Teen Pregnancy on the American People Although the rate of teenage pregnancy in the United States has been on an overall decline, it remains the highest in the entire world. Teenage pregnancy is obviously still a problem in todays American society with roughly 97 per 1000 women aged 15-19, which rounds up to be roughly one million teenagers, becoming pregnant each year. Interestingly enough, 78% of these pregnancies are unintended. The births of these children are not onlyRead MoreEffects Of Teen Pregnancy On Teenage Pregnancy1620 Words   |  7 PagesServices). Teenage females associated with childbearing expose themselves to many risks and negative effects that can affect their future. Females result with many consequences due to teenage pregnancy. This paper will strictly focus on the effects females experience through teenage pregnancy. The reader will be able to develop an overall understanding of the causes of teen pregnancy. Also, the reader will be able to distinguish the psychosocial effects on the girl during adolescent pregnancy. The readerRead MoreTeenage Pregnancy : A Social Issue1551 Words   |  7 PagesTeenage pregnancy rates have been declining in the United States, but when compared to pregnancy rates in other industrial countries such as Canada and the United Kingdom they are still relatively high. (Office of Adolescent Health, 2016). Teenage pregnancy is defined by UNICEF, as an adolescent between the ages of thirteen to nineteen becoming pregnant. (UNICEF Malaysia Communications). Teenage pregnancy is viewed as a social issue because of the way it affects a country’s economy, the mother andRead MoreSolving Teenage Pregnancy Is Help Find Shelters907 Words   |  4 PagesOne solution to help solve teenage pregnancy is help find shelters which provide education for those who are in low-income environments or are in the foster care system which would reduce the rate of teens under the age of 19 from becoming pregnant. These shelters could provide help in finding w ork to help cover the cost of medical needs and other expenses. The shelters could find doctors who are willing to work with teenagers with lower-incomes or provide lower cost for treatment for teenagers inRead MoreTeenage Pregnancy Essay760 Words   |  4 PagesTeenage pregnancy is a huge problem that the United States faces today. Amongst other countries the United States has the highest rates of teen pregnancy (Ayadi, Kuo, Adams Gavin, 2010; Minnick Shandler, 2011). In the year 2015 the Center for Disease Control Prevention (CDC) reported that the birth rate was twenty two point three per thousand for young women ages 15-19 (2015). It also stated that of births to single women were to teenage mothers in 2009 (Ayadi et al., 2010). 14 million babiesRead MoreTeenage Moms That Are Still In High School Get Pregnant1391 Words   |  6 PagesTeenage moms that are still in high school get pregnant at a young age, and are not able to support themselves or their child. There were just under a quarter million pregnancies in women ages fifteen to nineteen in 2014. About eighty-five percent of these pregnancies are unplanned, which in any population can increase the risk for problems. The biggest risk for teen mothers is delaying prenatal care or worse, about seven percent received no care at all. According to CDC, In 2014, almost 250,000Read MoreTeenage Pregnancy Sections I And II1738 Words   |  7 PagesTopic: Te enage Pregnancy Sections I and II Primary Audience: My primary audience is the citizens of the U.S.; this includes tax payers, parents, state officials, education officials and teen moms. In the U.S. we have several teens that are experiencing unprotected sex, without any knowledge of pregnancy prevention or sex education. When teen girls become pregnant, this also affects the parents. This is a huge responsibility and burden for all involved parties. Health benefits are needed forRead MoreTeen Pregnancy : An Accidental Teenage Pregnancy874 Words   |  4 PagesTeen Pregnancy Unintentional pregnancy can be difficult to handle, but an unintentional teenage pregnancy can alter the entire life of the teenager. Teenage pregnancy affects a large number of females in the United States, and Alabama has one of the highest rates. There are specific factors that make the youth of Alabama more vulnerable. The citizens of Alabama need to join together and be knowledgeable about why our youth is at such a high risk and how it can be changed. There is always a wayRead MoreTeen Pregnancy Causes Serious Physical And Emotional Problems1369 Words   |  6 Pages Teen pregnancy causes serious physical and emotional problems for adolescent mothers, therefore there should be steps taken to prevent such things from happening. I have a close friend who got pregnant at the age of fifteen. It was a mega crisis for her and her baby. It caused a heartbreaking feud between my friend and her parents, as well as her schooling, leading her to drop out of high school. The emotional stress she gained was harming her body. The baby’s father wanted nothing to do with theRead MoreTeen Pregnancy : Teenage Pregnancy1404 Words   |  6 PagesLauryn Jones Block 5 4/27/16 What is Teen Pregnancy? Teenage pregnancy is pregnancy in human females under the age of 20. A girl can become pregnant from sexual intercourse after she has begun to ovulate which can be before her first menstrual period, but usually occurs after the onset of her periods. In well-nourished girls, menarche usually takes place around the age of 12 or 13. Most teenage girls don t plan to get pregnant, but many do. Teen pregnancies carry extra health risks to both the mother