The Stanford-Binet Intelligence Scale free essay sample

This paper will cover the chronicled noteworthiness of the Stanford-Binet insight scale. This scale was initially called the Binet-Simon scale. Albert Binet and Theodore Simon together made this scale. This scale was initially made for youngsters. Insight testing got critical in the 21st century as it empowered predominantly schools to search out kids who need scholarly assistance. Be that as it may, this test was made a stride further in the 21st century by significant partnerships who utilize the Stanford-Binet insight scale as a significant apparatus during the recruiting procedure and to decide a person’s IQ. Chronicled Significance The field of brain research owes the† idea of knowledge to the French therapist Alfred Binet, who built up the Binet Simon scale along with his understudy Theodore Simon in 1904† (Rosati, 2004). Albert Binet and Theodore Simon accepted â€Å"that in knowledge there is a crucial personnel, the change or the absence of which, is absolutely critical for reasonable life. We will compose a custom exposition test on The Stanford-Binet Intelligence Scale or then again any comparable theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page This staff is judgment, in any case called great sense, useful sense, activity, the personnel of adjusting ones self to conditions. An individual might be a bonehead or a nitwit on the off chance that he is inadequate in judgment; yet with decision making ability he can never be either. In fact the remainder of the scholarly resources appear of little significance in correlation with judgment. In any case, in 1916 the Binet-Simon knowledge test was re-named to the Stanford-Binet insight scale by Lewis Terman (Becker, 2003). History of Stanford-Binet In 1891, Binet started working at the Sorbonnes Laboratory of Experimental Psychology and was delegated its Director in 1894. Theodore Simon applied to do doctoral examination under Binets watch (Plucker, 2012) According to Plucker, (2012) Binet and Simon made a scale that contained an assortment of assignments the two men thought would delegate a child’s capacities at different ages. This scale depended on numerous long periods of watching youngsters in their common settings. This scale comprised of thirty errands every one more confounded than the undertaking previously. As indicated by Plucker (2012) Binet and Simon accepted that the most straightforward errands could be cultivated by all youngsters, even the individuals who were seriously hindered. â€Å"Some of the least difficult test things evaluated whether a youngster could follow a lit match with his eyes or warmly greet the inspector. Somewhat harder errands expected youngsters to highlight different named body parts, rehash back a progression of 3 digits, rehash basic sentences, and to characterize words like house, fork or mom. Increasingly troublesome test things expected kids to express the contrast between sets of things, duplicate drawings from memory or to build sentences from three given words, for example, Paris, waterway and fortune. The hardest test things included requesting that kids rehash back 7 arbitrary digits, discover three rhymes for the French word respect and to answer convoluted questions† (Plucker, 2012, p 2). Essentialness in the 21st Century One of the fundamental noteworthiness to the Stanford-Binet knowledge scale is its capacity to gauge a person’s IQ. Concurring Kreger, (2012), â€Å"up until 1986 the Stanford-Binet Intelligence scale and each of the five releases remained the trial of decision in recognizing talented youngsters. As indicated by Kreger (2012) in 1989 Kathi Kearney composed that â€Å"it is her conviction that the Stanford-Binet insight scale ought to be given as an advantageous test† (p3). As indicated by Link (2002) â€Å"The Stanford-Binet IQ test is basically drawing on these equivalent material subjective procedures and partner ones capacity to utilize them with the term knowledge, permitting the social arrangement that was the reason for the test to be made by the capacity to think scientifically† The Effects on Psychology The Stanford-Binet Intelligence scale has assumed a tremendous job in the field of brain science. Today, there are a wide range of classifications of brain science. In any case, the Stanford-Binet scale fits best in the fields of kid brain research, and mechanical and authoritative brain research (IO). As clarified over this scale is based mostly around the capacity to decide skilled kids. Many talented youngsters are utilized as examination subjects in brain research to help helper specialists in the headway of knowledge. School clinicians particularly utilize the Stanford-Binet to decide position of a youngster dependent on their knowledge. Numerous huge companies hold the administrations of IO psychologist’s to guarantee that workers can work and fathom their activity obligations and duties. End This paper secured a significant piece of mental testing; the Stanford-Binet knowledge scale. This scale was initially called the Binet-Simon scale yet was re-named in 1916 by Lewis Terman. This test is spun around a person’s age and what is accepted to be the typical scope of IQ at that specific time. The noteworthiness of the Stanford-Binet spins for the most part around analysts having the option to perceive a â€Å"gifted child†. In any case, there are numerous manners by which this scale can be utilized. Managers of significant partnerships can likewise utilize this test to guarantee the knowledge and respectability of its workers. Clinicians in pretty much every field utilize the Stanford-Binet scale; anyway it is generally pervasive in kid and IO brain research.

How does the power of the media affect Chance, and how does his Essay

How does the intensity of the media influence Chance, and how does his utilization of media influence itself - Essay Example Chance is an all out result of this telecom style, and as such is the sweetheart of the broadcast world as it benefits from the incestual idea of the futile clich. The steady and all out introduction to TV had left Chance existing in a world that in actuality didn't exist. Chance can kill the world on and as he wishes. We find in his contemplations the ethereal nature of his reality when he muses, Up to one didn't take a gander at individuals, they didn't exist. They started to exist, as on TV, when one turned ones eyes on them. (14). The world, similar to TV, didn't exist on the off chance that it wasn't being viewed. Chance didn't exist, aside from when seen by the couple of workers of the house and afterward just in a word experiences. The passing of the Old Man would change all that. He would now go out into people in general and be seen and in doing so would be brought into reality. His persona would be the fruitless psyche of silly remarks and good for nothing prattle. TV, similar to the individuals it has shaped, would be restless to append profound importance to the most unjustifiable remarks. Oneself advancing presumption of TV implies to realize what ought to be significant and takes care of the open a consistent eating regimen of sound nibbles. Watchers, wishing to not be viewed as ignorant and uneducated rush to connect importance to nearly anything. Chance's redundancy of others' words is sufficient to cause him to appear to be intrigued and fascinating. Chance is the equivocalness that TV needs to fulfill an assorted crowd benefited from metaphor. As EE suspected of Chance, she noted, From the earliest starting point, she saw the fastidious consideration he took to guarantee that nothing he said to her or to any other individual was positive enough to uncover what he thought of her or of anybody or, in reality, of anything (75). Possibility, similar to TV could be nothing at all and in doing so would appear to be everything to all individuals. This is the place TV exceeds expectations and this is the thing that Chance brings to the world and the reputation that it ca rries with it. The secret that lies behind the slippery and empty brain of Chance has made him all the all the more intriguing. Like the TV he knows, his comments, or absence of them, are seen with a demeanor of curiosity. The feeling that he was a significant man offers his remarks appear to be commendable, and big shots, government officials, and watchers are anxious to append importance trying to hoist their own self-esteem. The riddle of this slipperiness is appeared by EE's enthusiasm for Chance as she comments, Do you realize that you're brainy, cerebral, truly Chauncey, that you need to overcome the lady from inside her own self,[...] (79). Possibility, similar to TV, is everything to all individuals by being literally nothing by any means. It is this feeling of puzzle that quiets the group into an enchanting condition of want as watchers are blessed to receive specialists and intellectuals. We are informed that the data is valid, yet we make of it what we will, each for our own motivation. TV benefits from this wonders similarly as it observes Chance's insignificant thoughts as profound situated intelligence of a budgetary master. Talking about the main subject he knows, planting, TV can join a lost significance to his words. Chance tells the host, It's a decent nursery and a sound one; its trees are solid as are its bushes and blossoms, as long as they are

Describing Gearing and Its Importance in Capital Structure of a Company Essay Example

Portraying Gearing and Its Importance in Capital Structure of a Company Essay An organization with low outfitting is one that is chiefly being supported or financed by share capital (value) and holds, while the one with a high equipping is for the most part subsidized by advance capital. Presently the inquiry to address is which of the two (value and obligation) is less expensive to the organization? The appropriate response is that cost of obligation is less expensive than cost of value. This is on the grounds that obligation is less unsafe than value and the assessment preferred position of obligation over value as talked about underneath: Risk: obligation is less hazardous than value in light of the fact that: the necessary return expected to remunerate the obligation speculators is not exactly the necessary return expected to remunerate the value financial specialists; †¢the installment of intrigue is regularly a fixed sum and mandatory in nature and it is paid in need to the installment of profits; †¢in the occasion of a liquidation, obligation holders would get their capital reimbursement before investors as they are higher in the loan boss progressive system (the request wherein lenders get reimbursed), as investors are paid out last. Corporate expense advantage: in the salary proclamation, enthusiasm (on obligation) is deducted before the assessment is determined; along these lines, organizations get charge alleviation on intrigue. Be that as it may, profits (on value) are deducted after the duty is determined; consequently, organizations don't get any assessment help on profits. From the above conversation, we can see that obligation is less expensive than value when financing an organization. In any case, there are ramifications of tightening high equipping instead of low outfitting. Watzon and Head (2007) depicted the accompanying as ramifications of high equipping: Increased unpredictability of value restores: the higher a company’s level of outfitting, the more touchy its gainfulness and profit are to changes in loan fees. The company’s benefit and distributable profit will be in danger from increments in the loan cost. This hazard will be borne by investors as the organization may need to lessen profit installments so as to meet its advantage installment as they fall due. This sort of hazard is alluded to as monetary hazard. The more obligation the organization has in its capital structure, the higher will be its budgetary hazard. Expanded chance of chapter 11: at exceptionally elevated levels of outfitting, investors will begin to confront insolvency chance. We will compose a custom exposition test on Describing Gearing and Its Importance in Capital Structure of a Company explicitly for you for just $16.38 $13.9/page Request now We will compose a custom article test on Describing Gearing and Its Importance in Capital Structure of a Company explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom paper test on Describing Gearing and Its Importance in Capital Structure of a Company explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer This is characterized as the danger of an organization neglecting to meet its advantage installments duty and subsequently placing the organization into liquidation. This is on the grounds that intrigue installment may get impractical if benefits lessening or intrigue installments on factor rate obligation increment. Decreased validity on the stock trade: at an exceptionally elevated level of equipping, financial specialists will be hesitant to purchase the company’s shares or to offer further obligation. The support of short-termist conduct: so as to forestall chapter 11, chiefs may concentrate on the momentary need to meet intrigue installment instead of long haul target of riches amplification. Impacts of capital equipping upon WACC, organization worth and investor riches The capital structure of an organization alludes to the blend of value and obligation money utilized by the organization to back its benefits. A few organizations could be all-value financed and have no obligation by any stretch of the imagination, while others could have low degrees of value and significant levels of obligation. The choice on what blend of value and obligation funding to have is known as the financing choice. The financing choice directly affects the weighted normal expense of capital (WACC). The weighted-normal expense of capital (WACC) speaks to the general expense of capital for an organization, joining the expenses of value, obligation and inclination share capital, weighted by the extent of each wellspring of fund inside the business (Cornelius, 2002). The weightings are with respect to the market estimations of value and obligation; subsequently, as the extents of value and obligation change so will the WACC. In this manner the main significant point to comprehend is that, as an organization changes its capital structure (I. . shifts the blend of value and obligation fund), it will naturally bring about an adjustment in its WACC. Note that the financing choice (I. e. adjusting the capital structure) influences the general target of boosting investor riches. This depends on the ground that riches is the current estimation of future incomes limited at the investor’s required return. The market estimation of an organization is equivalent to the current estimatio n of its future incomes limited by its WACC. It is crucial to take note of that the lower the WACC, the higher the market estimation of the organization, and the other way around. Along these lines, an adjustment in the capital structure to bring down the WACC would then be able to expand the market estimation of the organization and in this way increment investor riches. Subsequently, the quest for ideal capital structure turns into the quest for the most reduced WACC, in light of the fact that when the WACC is limited, the estimation of the organization and investor riches is boosted. Subsequently, it is the duty of fund supervisors to locate the ideal capital structure that will result in the most reduced WACC.

The Truman Doctrine free essay sample

As per belly. Historiographers. Co. UK/Truman_doctrine, The Truman precept happened March 12, 1947. It was a discourse by President Harry S. Truman. The Truman Doctrine gave financial and military guide to Greece and Turkey since they were undermined by socialism. Right now there was at that point a strategy attempting to contain socialism called the Containment Policy. The Containment Policy was a response to a progression of moves by the Soviet Union to extend socialist impact in Eastern European, China, Korea, and Vietnam.Similar to the control approach the Truman teaching of the United States was to help free individuals who are opposing being vanquished by furnished minorities or by outside weights, which was said straightforwardly by President Truman. Truman needed to persuade congress that an emergency in two far away nations would undermine the security of the United States, and that 400,000,000 dollars was expected to spare Greece and Turkey. We will compose a custom exposition test on The Truman Doctrine or then again any comparable point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page This would have been a troublesome assignment in light of the fact that the republicans had gotten into power in 1946 by slicing assessments and help to abroad. Understudies Truman, Secretary of State George Marshall and undersecretary Dean Achaeans, who later became secretary of state, needed to make sense of an approach to get America to comprehend that they expected to help Greece and Turkey. Truman, Marshall, and Achaeans were among the most persuasive individuals in congress. Attachments unwaveringness and instructing positively brought Traumas certainty up in remote issues yet in addition raised the authority of the splendid business person next to him (Besides 106). The two mens association had a lot to do with the achievement and lucidity of Traumas international strategy (Besides 106).Dean Achaeans formulated the arrangement, and composed the solicitation to congress for help to Greece and Turkey. A discourse that focused on the perils or despotism instead of Soviet animosity and stamped central change in American international strategy has gotten known as the Truman Doctrine. Achaeans said If the Soviets can win in Greece and in Turkey then they would be in a position where there would be soviet weight on Italy, on the Mediterranean, and once that weight was set up there would pressure Western Europe and quite soon the United States would be remaining solitary. Ach aeans figured he best way to get the republicans in congress and the Americans ready for sending help abroad was to startle the everybody. Alarm them as in the event that they don't send help abroad that the United States would be distant from everyone else and wouldnt have partners since they can possibly be vanquished by socialism spread by the Soviet Union. The start of the Truman Doctrine, President Truman started to plot the circumstance in Greece. He told congress Greece must have help in the event that it will make due as a free country, and become a self-supporting and a self-regarding democracy.Truman clarified that without assistance Greece would in the blink of an eye tumble to socialism and if Greece tumbled to socialism Turkey would not be a long ways behind. The key piece of President Traumas discourse was to clarify and legitimize his change if international strategy to congress. So as to do this he reminded congress that the Ignited States has battled World War II and joined the United Nations to secure opportunity and majority rules system. Next he told congress that socialism was developing. President Truman characterized the Cold War as a contention among great and terrible, as a decision among private enterprise and socialism, as fascism and necromancy.Truman trusted it must be the strategy of the United States to help nations who opposed socialism. Undersecretary Dean Achaeans disclosed to Truman that if the United states let one nation tumble to socialism the encompassing nations would likewise tumble to socialism like dominoes. After Achaeans disclose this to Truman, Truman at that point acquainted that thought with the remainder of the congress and American individuals, as indicated by http://history. State. Gob/departmentally/Truman. The Truman Doctrine essentially drove into the Marshall Plan. The Marshall Plan was to contain socialism by eloping the economies of Europe to get animated once more. The Cold War could have finished a lot of more regrettable if congress didn't let the United States burn through 400,000,000 dollars and help Greece and Turkey. The Cold War could have possibly been maintained a strategic distance from just if the Soviet Union had not been controlled by the feelings both of the faultlessness of the socialist world and of the certainty of the socialist world (Bellman 131). The Truman Doctrine is an essential source. It is an essential source since it was a discourse by the president that is on record and there were numerous witnesses.It was a reality that he Soviet Union was attempting to spread socialism and it very well may be demonstrated by government archives and strategies. The Truman Doctrine is likewise an amazingly dependable source since the United States President Harry S. Truman made the discourse and the United States offered help to Greece and Turkey so they didn't tumble to socialism. One can discover the Truman Document in the administration files today. Considering the way this was by the President of the United States it was composed and communicated in the English language subsequently, none of it was deciphered wrong. The Truman Doctrine free exposition test President Harry S. Truman characterized United States international strategy with regards to Its new job as a world superpower. Numerous students of history consider his discourse to Congress as the words that authoritatively began the Cold War. The Truman Doctrine was a significant break from U. S. Chronicled patterns of noninterventionist international strategy. His discourse prompted the Cold War approach of regulation. Besides, it filled in as a point of reference for future U. S. Rationale of interventionism. As per Stephen Ambrose, a significant statement from Traumas discourse, l accept that it must be the approach of the United States to help free individuals who are opposing endeavored oppression by outfitted minorities or by outside weights, remains as widely inclusive and would characterize American strategy for the people to come and past. l Faced with Strong resistance, Truman Was as yet ready to accomplish an agreement in Congress planned for suppressing the socialist risk through dynamic international strategy and association. We will compose a custom paper test on The Truman Doctrine or on the other hand any comparable subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page The Truman Doctrine not just exhibited the new international strategy of the U. S. Yet additionally assists with clarifying American international strategy since the Doctrines beginning. Toward the finish of World War II, the military and international strategies of the White House were moving in inverse ways. Militarily, the U. S. Received a place of fast demutualization after the war. In the interim, Truman wanted to meet the socialist danger head on. Congress, be that as it may, didn't share Traumas perspective on expecting to address the Communist difficulty any place it showed up. For instance, Senator Robert Taft, a conspicuous Republican congressperson, communicated the present state of mind when he protested any endeavor by the Administration to separate the world into socialist and against socialist zones, for he didn't need war with the Soviet Union. With respect to the slant of the American open, there was no preventing that the dominant part from securing the American individuals would not like to set out on a Crusade. With restriction from the American open as well as from Congress, President Truman needed to make a move so as to persuade Americans regarding the truth of the Soviet danger, notwithstanding the risk of socialism in general.In certainty, Truman was even informed that he would need to horrify the American individuals. He did only that with the Truman Doctrine. Truman demonstrated the American individuals a genuine risk to their lifestyle by making the possibility of us-versus-them, the socialist lifestyle versus the American entrepreneur way of life. Starting there on, everybody was delegated either an IS. S. Supporter or as a socialist. The Truman Doctrine satisfied the American want for all wars to be epic fights among light and dimness, great versus underhanded, which at long last bound together most dissidents to Traumas cause.Nevertheless, the specifications sketched out in the Truman Doctrine didn't precisely portray the advancement Of American culture. In 1947, the U. S. Was a position of free foundations, agent government, and opportunity of religion, in which society heading was unequivocally impacted by the desire of the larger part. Nonetheless, the U. S. Was not a spot that ensured singular freedoms for everybody nor opportunity from persecution. However regardless of whether Traumas words were not a precise portrayal of the heading of American culture, they without a doubt influenced its progress.The Truman Doctrine encouraged future outside ensnarements, for example, the Korean War and the Vietnam War, which were supported by the need to shield intrinsic opportunities of outsiders, despite the fact that the opportunities of Americas own residents were not ensured for all. Definitely, when dark officers were sent to these spots of contention to help battle for the opportunities of others, opportunities that they themselves didn't have at home, the incongruity didn't go unnoticed. Another case of the Truman Doctrines irregularities with American culture is found in the witch chases of Senator Joseph McCarthy.Once once more, while Truman discussed shielding different people groups of the world from political persecution, he didn't turn US. Residents from those very abuses. In the Tidings Committee Report, which reprimanded McCarthy, it is composed that: The exhibition (McCarthy) is one we would expect in an authoritarian country where the privileges of the individual are squashed underneath the juggernaut of static and persecution; it has no spot in America where government exists to serve individuals, not to obliterate them.

How to Build Business Momentum and Escape the 6-Figure Hamster Wheel

How to Build Business Momentum and Escape the 6-Figure Hamster Wheel You overcame the fear and launched your business. Working hard at it, you survived the dreaded first year in business. You’ve been in business for a couple of years now and the progress has been good so far.But something seems to be going wrong.Your growth was all okay until you got to the six-figure mark.A slower pace now characterizes your progress. You’re not sure whether you still have a business momentum. Your employees are showing dissatisfaction and you’re getting discouraged.Although everything is moving, you’re really not progressing.What’s going on?Seems like you’re riding a hamster wheel. And at the 6-figure mark, it is rightly called the 6-figure hamster wheel.What do you do?STEPS TO BUILDING BUSINESS MOMENTUMOf all the ideas you may have had about your business, stalling was never one of them. It is just unthinkable.Going by the far you have come, you can certainly avoid the infamous stagnation after considerable success.Since there are bigger business than y ours, you should be encouraged to realize that this is part of the process. Every business bigger than yours went through this stage.You just have to know how to go past it rather than getting stuck in it.To help you with this, here are some tips to implement in your business. You will have to implement them both at the individual and corporate levels.1. Bring back your “WHY”.It is very important to note that you have made it this far due to the synergy provided by various parties.From your own belief in yourself and business idea, processes, employees and any other partnership you have formed.And before you pull your hair off wondering how to get out of this hamster wheel, acknowledge the progress this far.With the current success in view, ask yourself, “WHY did I start this business?”As it happens with partnerships of any kind, there is a driving force.There is that one thing which brings the different people together. In many cases, that is the reason the business exists in the first place. Think about it. If someone approached you for a business partnership though you didn’t believe in his vision, would you partner with him?Most likely you won’t.Now that you have gotten to a point of discouraging stagnation, it’s time you checked again why you started. When things are getting tough, your reason for existence can keep you strong.The reason why you started is the same reason that kept you going during the tough battles you fought on your way to six-figure revenues.If you remind yourself and your employees this, then you will jump start the cold engines. Just give yourself, then your employees, the pep talk you gave at the beginning.2. Focus on the short term.With the reason for existence back in perspective, you need some strategy.Your “WHY” can be referred to as your business vision and visions are normally big.Unfortunately, a big dream can sometimes be so scary, especially in moments of low strength.So what do you do?Since you have come to a point of extremely slow growth (if at all there is any growth), break things down a bit.Take that great vision and break it down. Go further than the mission statement you crafted. What you are aiming to do this time round is find out the least minimum you can do to generate some momentum.Remember that momentum is simply movement.But if the movement has significant strength or weight attached to it, then it becomes a massive force.So don’t try to generate a massive force, just work on getting some movement.If you are a car manufacturer and are stuck with no sales, have a meeting with your sales staff. Not to reprimand them for not bringing in more business, but for a change-of-strategy meeting.What’s the big strategy change?This may happen in different ways. One way is to stop chasing after new customers for cars and push for revenue through third parties.Your sales and marketing teams can team up and work on creating awareness about the need for proper car maintenance.They should market the servicing agents you have agreements with. The ones who buy parts from you.This way, low car sales will be supplemented by high parts sale.For your staff, the new strategy will be welcome. It will provide new motivation which will create action resulting to more revenue.3. Check your work culture.Obviously, the lack of growth has affected you and your staff. You may not have told them about it, but they noticed it. And they are talking about it. Source: Congruent PathsThe good thing about being the leader is that you have the opportunity to take charge of the situation.If you fail to act, employees will start acting as they see fit. That can result in broken communication, less teamwork and worse end results.One thing that is certain is that people are stressed out.Some employees may be uncertain about the security of their jobs. Others may be getting affected by the pressures of not growing in their careers.Such issues breed negative emotions and mindsets at the work place.Some will be spelling doom for the company by claiming that it’s going down.Others may lose the focus to work since they can’t see the fruit of their labor.And the less they work, the more they will see the evidence of no fruit. Eventually, you will have a negative environment not fit for productivity.There are at least two things you should quickly address:Employee attitude â€" the attitude of your staff will go a long way in determining how they res pond to situations. With the wrong attitude, they will believe that all the effort is pretty useless. They will not see the need for it, thus do the work halfheartedly.That is the last thing you want.That will get you out of the hamster wheel cycle but not towards greater success. You will actually start losing all the ground you have covered this far.Stemming this is key. Treat it as urgent and you will avoid unnecessary future firefighting.As the leader, paint the picture in its reality. Then share a game plan for growth. You can schedule for meetings with individual departments and communicate the steps to be taken.Remember to ask for opinions too so everyone feels that they are a part of the solution.Teamwork â€" since attitude is contagious, one person’s bad attitude will spread to others. And the worst thing about it is that it tends to divide rather than unite.A bad attitude works like gossip. Somewhere in your business will be someone working hard to maintain a positive at titude.And with opposing negativity around, people will be split along certain lines. You will no longer have the teamwork which brought you six-figure revenues.Get your teams together. You can have a management meeting with your HODs and direct them to check on their teams. When everyone is reading from the same page of “we’ll get out of this together,” you have a strong force to push forward with.This comes down to communication. Communication must be prompt before anyone starts spreading alarmist news. And it should also be fact-based.Do not lie to your employees if things are tough. Trust them with the truth and let them participate in building the solution.4. Find the bottleneck in your processes.You’ve gotten your “WHY” in perspective. You’ve set smaller goals and your work culture is back in shape. It’s now time to check your business processes.Your business is made up of systems and every system has a bottleneck. It’s just a matter of identifying it.Your bo ttleneck is more evident now that you are finding it difficult to achieve more productivity. It should therefore be easier to identify it compared to attempting the same when all is well.During this period of building momentum for your business, you will have to be very involved. Maybe even in-person inspection of how the actual work is being done by the various departments.If you are a manufacturer, the production process is a common culprit. If a retailer, check your customer service and marketing processes.Whatever business you’re doing, check to see that there is maximum efficiency in all areas.Have your production machines become too old and in need of replacement? Maybe major servicing?Is the ERP system you’re using unable to support improved ways of doing business?Are your employees feeling motivated enough to give their all?Is your communication policy not allowing important feedback to reach top management for prompt and necessary action?The process of identifying your bottlenecks may take some time.Still, commit to doing it faithfully as a team. Every department should participate in this task.Having communicated the need for moving forward as a team, everyone should consider this an opportunity for improvement.As the feedback pours in, critically analyze it and as a team, decide on which changes should be prioritized.Where there are replacements to be made, finances should be availed. Where it’s a matter of a change of mindset, that should be embraced.Just keep the goal ringing in everyone’s mind: you are all moving towards success together. When it’s clear that everyone stands to benefit, it becomes easier for people to put in the required effort.5. Are you still motivated?Motivation is the next thing to build. And if you have followed these steps in the order listed, you may have noticed motivation levels already improving.This comes from the reminder of what drove you to start and what made your partners (including your employees) to jo in you.And with the improved work environment and bottlenecks sorted, the fuel tank is almost full.It’s time to power up the engine.Your motivation in anything from business to life is primarily determined by two things:Your desire to obtain something â€" when you have a strong desire to obtain something, you work towards it with all your heart. This is what passion is. You have a goal in mind and its attainment cannot be stopped by anything.In many cases, the motivation behind work is not always money or wealth accumulation. The motivation driving you is usually bigger than that. This applies to your employees too. Here is a breakdown of some factors employees gave as motivators. Source: Square UPSome employees are really looking for encouragement and they will stay around in loyalty.Others want an opportunity to satisfy customers while others just want to make a difference.These are the same things which they seek to do every day. These are their personal goals. They may also be the goal your business seeks to achieve.The goal may be personal or for the community.Goals impacting the lives of many are usually stronger. However, personal goals can also generate a lot of determination.For example, if you were brought up poor, you may be determined to become rich so as to avoid poverty.Such a personal goal can wake you up in the night and get you thinking hard how to succeed.When others in school were studying casually, you probably spent all your free time in the library.This was your motivation. You were determined to become rich. And now in business, the same drive can get you working harder than everyone else.Your fear of losing something â€" this is the opp osite side of the coin whose other side is the desire to achieve. In the business world, there may be more to gain than to lose since everyone is looking for more customers, revenue, expansion etc.But taking a closer look at your business success this far, you will notice a real fear staring down at you. What is that fear? The potential loss of your customers.The customers you have acquired so far with so much effort can be lost in no time if the competition acts before you do.Fear by itself is a strong emotion and when you use it well, it can work for you.If you treasure your efforts this far, then you need to protect the results of those efforts. Note that the competition is constantly looking for a way of reducing your market share.You may have to choose what will drive your motivation.With an understanding of your employees, you can also choose what to use in your motivation talks to them.You can also have a mix of both desire and fear. The more powerful your choice, the better the results.“People often say that motivation doesn’t last. Well, neither does bathing â€" that’s why we recommend it daily.”  Zig ZiglarThe fact that your team’s motivation is currently low is evidence that the above quote is true.Motivation needs to be fanned as often as daily. Maybe even hourly since the number of distractions is always increasing.To help staying motivated, consider doing the below three simple things:Affirm yourself â€" the best motivation is that which comes from within. This is more long-lasting since the source is under your control. It is like the renewable sources of energy which the world is seeking to turn toâ€"the likes of solar and wind instead of coal.But just as anything valuable comes at a price, so does this renewable source of motivation. You have to work on it by yourself. Yes, someone may affirm you.Your colleagues, spouse, friends etc. but unless you truly believe in yourself, their affirmations may yield little. When you get to know a nd value your strengths and become comfortable with who you are, you become immovable. You understand that you have what it takes to achieve what you want.That is when your confidence gets a real boost.If you wake up in the morning knowing you are a victor, challenges will become opportunities. Opportunities to prove to those challenges that you are bigger than they are.And that is the spirit of an entrepreneur.Communicate positively â€" believing in yourself has a remarkable effect on you. You not only value yourself but also start valuing others. Furthermore, understanding that you need others to use their strengths to cover for your weaknesses, you’ll want to build them up.This automatically makes you communicate with others the same way you communicate to yourself. Since affirmations are positive, you cannot be affirming yourself but putting others down.So this is a natural result of the above step. All the same, you need to do it consciously.Communicating positively will inst antly turn you into a popular and valuable asset. Not just in your business, but also in other people’s lives.People will love you because you make them believe in themselves and encourage them towards higher personal goals.Specifically for the hamster wheel situation, motivated employees will put in the effort required to get things rolling towards the next levelâ€"7-figure revenues.That is the next stage of growth you should be aiming at.Surround yourself with positive and motivated people â€" this is a must, especially when you are just started in motivating yourself to move forward. Just as your motivation can get others moving, so can others’ motivation impact you.Do not struggle looking for great motivational speakers, though nothing is wrong with that. As long as you have a network of positive friends, they can also do.Moreover, these will provide the benefit of face-to-face interactions.CONCLUSIONDo not despair seeing that your business is not progressing. Just get thing s in order.Remove the bottlenecks you identified.Keep reminding yourself of the “WHY.” And with constant motivation defining your work culture, you will be on your way up.

How to Build Business Momentum and Escape the 6-Figure Hamster Wheel

How to Build Business Momentum and Escape the 6-Figure Hamster Wheel You overcame the fear and launched your business. Working hard at it, you survived the dreaded first year in business. You’ve been in business for a couple of years now and the progress has been good so far.But something seems to be going wrong.Your growth was all okay until you got to the six-figure mark.A slower pace now characterizes your progress. You’re not sure whether you still have a business momentum. Your employees are showing dissatisfaction and you’re getting discouraged.Although everything is moving, you’re really not progressing.What’s going on?Seems like you’re riding a hamster wheel. And at the 6-figure mark, it is rightly called the 6-figure hamster wheel.What do you do?STEPS TO BUILDING BUSINESS MOMENTUMOf all the ideas you may have had about your business, stalling was never one of them. It is just unthinkable.Going by the far you have come, you can certainly avoid the infamous stagnation after considerable success.Since there are bigger business than y ours, you should be encouraged to realize that this is part of the process. Every business bigger than yours went through this stage.You just have to know how to go past it rather than getting stuck in it.To help you with this, here are some tips to implement in your business. You will have to implement them both at the individual and corporate levels.1. Bring back your “WHY”.It is very important to note that you have made it this far due to the synergy provided by various parties.From your own belief in yourself and business idea, processes, employees and any other partnership you have formed.And before you pull your hair off wondering how to get out of this hamster wheel, acknowledge the progress this far.With the current success in view, ask yourself, “WHY did I start this business?”As it happens with partnerships of any kind, there is a driving force.There is that one thing which brings the different people together. In many cases, that is the reason the business exists in the first place. Think about it. If someone approached you for a business partnership though you didn’t believe in his vision, would you partner with him?Most likely you won’t.Now that you have gotten to a point of discouraging stagnation, it’s time you checked again why you started. When things are getting tough, your reason for existence can keep you strong.The reason why you started is the same reason that kept you going during the tough battles you fought on your way to six-figure revenues.If you remind yourself and your employees this, then you will jump start the cold engines. Just give yourself, then your employees, the pep talk you gave at the beginning.2. Focus on the short term.With the reason for existence back in perspective, you need some strategy.Your “WHY” can be referred to as your business vision and visions are normally big.Unfortunately, a big dream can sometimes be so scary, especially in moments of low strength.So what do you do?Since you have come to a point of extremely slow growth (if at all there is any growth), break things down a bit.Take that great vision and break it down. Go further than the mission statement you crafted. What you are aiming to do this time round is find out the least minimum you can do to generate some momentum.Remember that momentum is simply movement.But if the movement has significant strength or weight attached to it, then it becomes a massive force.So don’t try to generate a massive force, just work on getting some movement.If you are a car manufacturer and are stuck with no sales, have a meeting with your sales staff. Not to reprimand them for not bringing in more business, but for a change-of-strategy meeting.What’s the big strategy change?This may happen in different ways. One way is to stop chasing after new customers for cars and push for revenue through third parties.Your sales and marketing teams can team up and work on creating awareness about the need for proper car maintenance.They should market the servicing agents you have agreements with. The ones who buy parts from you.This way, low car sales will be supplemented by high parts sale.For your staff, the new strategy will be welcome. It will provide new motivation which will create action resulting to more revenue.3. Check your work culture.Obviously, the lack of growth has affected you and your staff. You may not have told them about it, but they noticed it. And they are talking about it. Source: Congruent PathsThe good thing about being the leader is that you have the opportunity to take charge of the situation.If you fail to act, employees will start acting as they see fit. That can result in broken communication, less teamwork and worse end results.One thing that is certain is that people are stressed out.Some employees may be uncertain about the security of their jobs. Others may be getting affected by the pressures of not growing in their careers.Such issues breed negative emotions and mindsets at the work place.Some will be spelling doom for the company by claiming that it’s going down.Others may lose the focus to work since they can’t see the fruit of their labor.And the less they work, the more they will see the evidence of no fruit. Eventually, you will have a negative environment not fit for productivity.There are at least two things you should quickly address:Employee attitude â€" the attitude of your staff will go a long way in determining how they res pond to situations. With the wrong attitude, they will believe that all the effort is pretty useless. They will not see the need for it, thus do the work halfheartedly.That is the last thing you want.That will get you out of the hamster wheel cycle but not towards greater success. You will actually start losing all the ground you have covered this far.Stemming this is key. Treat it as urgent and you will avoid unnecessary future firefighting.As the leader, paint the picture in its reality. Then share a game plan for growth. You can schedule for meetings with individual departments and communicate the steps to be taken.Remember to ask for opinions too so everyone feels that they are a part of the solution.Teamwork â€" since attitude is contagious, one person’s bad attitude will spread to others. And the worst thing about it is that it tends to divide rather than unite.A bad attitude works like gossip. Somewhere in your business will be someone working hard to maintain a positive at titude.And with opposing negativity around, people will be split along certain lines. You will no longer have the teamwork which brought you six-figure revenues.Get your teams together. You can have a management meeting with your HODs and direct them to check on their teams. When everyone is reading from the same page of “we’ll get out of this together,” you have a strong force to push forward with.This comes down to communication. Communication must be prompt before anyone starts spreading alarmist news. And it should also be fact-based.Do not lie to your employees if things are tough. Trust them with the truth and let them participate in building the solution.4. Find the bottleneck in your processes.You’ve gotten your “WHY” in perspective. You’ve set smaller goals and your work culture is back in shape. It’s now time to check your business processes.Your business is made up of systems and every system has a bottleneck. It’s just a matter of identifying it.Your bo ttleneck is more evident now that you are finding it difficult to achieve more productivity. It should therefore be easier to identify it compared to attempting the same when all is well.During this period of building momentum for your business, you will have to be very involved. Maybe even in-person inspection of how the actual work is being done by the various departments.If you are a manufacturer, the production process is a common culprit. If a retailer, check your customer service and marketing processes.Whatever business you’re doing, check to see that there is maximum efficiency in all areas.Have your production machines become too old and in need of replacement? Maybe major servicing?Is the ERP system you’re using unable to support improved ways of doing business?Are your employees feeling motivated enough to give their all?Is your communication policy not allowing important feedback to reach top management for prompt and necessary action?The process of identifying your bottlenecks may take some time.Still, commit to doing it faithfully as a team. Every department should participate in this task.Having communicated the need for moving forward as a team, everyone should consider this an opportunity for improvement.As the feedback pours in, critically analyze it and as a team, decide on which changes should be prioritized.Where there are replacements to be made, finances should be availed. Where it’s a matter of a change of mindset, that should be embraced.Just keep the goal ringing in everyone’s mind: you are all moving towards success together. When it’s clear that everyone stands to benefit, it becomes easier for people to put in the required effort.5. Are you still motivated?Motivation is the next thing to build. And if you have followed these steps in the order listed, you may have noticed motivation levels already improving.This comes from the reminder of what drove you to start and what made your partners (including your employees) to jo in you.And with the improved work environment and bottlenecks sorted, the fuel tank is almost full.It’s time to power up the engine.Your motivation in anything from business to life is primarily determined by two things:Your desire to obtain something â€" when you have a strong desire to obtain something, you work towards it with all your heart. This is what passion is. You have a goal in mind and its attainment cannot be stopped by anything.In many cases, the motivation behind work is not always money or wealth accumulation. The motivation driving you is usually bigger than that. This applies to your employees too. Here is a breakdown of some factors employees gave as motivators. Source: Square UPSome employees are really looking for encouragement and they will stay around in loyalty.Others want an opportunity to satisfy customers while others just want to make a difference.These are the same things which they seek to do every day. These are their personal goals. They may also be the goal your business seeks to achieve.The goal may be personal or for the community.Goals impacting the lives of many are usually stronger. However, personal goals can also generate a lot of determination.For example, if you were brought up poor, you may be determined to become rich so as to avoid poverty.Such a personal goal can wake you up in the night and get you thinking hard how to succeed.When others in school were studying casually, you probably spent all your free time in the library.This was your motivation. You were determined to become rich. And now in business, the same drive can get you working harder than everyone else.Your fear of losing something â€" this is the opp osite side of the coin whose other side is the desire to achieve. In the business world, there may be more to gain than to lose since everyone is looking for more customers, revenue, expansion etc.But taking a closer look at your business success this far, you will notice a real fear staring down at you. What is that fear? The potential loss of your customers.The customers you have acquired so far with so much effort can be lost in no time if the competition acts before you do.Fear by itself is a strong emotion and when you use it well, it can work for you.If you treasure your efforts this far, then you need to protect the results of those efforts. Note that the competition is constantly looking for a way of reducing your market share.You may have to choose what will drive your motivation.With an understanding of your employees, you can also choose what to use in your motivation talks to them.You can also have a mix of both desire and fear. The more powerful your choice, the better the results.“People often say that motivation doesn’t last. Well, neither does bathing â€" that’s why we recommend it daily.”  Zig ZiglarThe fact that your team’s motivation is currently low is evidence that the above quote is true.Motivation needs to be fanned as often as daily. Maybe even hourly since the number of distractions is always increasing.To help staying motivated, consider doing the below three simple things:Affirm yourself â€" the best motivation is that which comes from within. This is more long-lasting since the source is under your control. It is like the renewable sources of energy which the world is seeking to turn toâ€"the likes of solar and wind instead of coal.But just as anything valuable comes at a price, so does this renewable source of motivation. You have to work on it by yourself. Yes, someone may affirm you.Your colleagues, spouse, friends etc. but unless you truly believe in yourself, their affirmations may yield little. When you get to know a nd value your strengths and become comfortable with who you are, you become immovable. You understand that you have what it takes to achieve what you want.That is when your confidence gets a real boost.If you wake up in the morning knowing you are a victor, challenges will become opportunities. Opportunities to prove to those challenges that you are bigger than they are.And that is the spirit of an entrepreneur.Communicate positively â€" believing in yourself has a remarkable effect on you. You not only value yourself but also start valuing others. Furthermore, understanding that you need others to use their strengths to cover for your weaknesses, you’ll want to build them up.This automatically makes you communicate with others the same way you communicate to yourself. Since affirmations are positive, you cannot be affirming yourself but putting others down.So this is a natural result of the above step. All the same, you need to do it consciously.Communicating positively will inst antly turn you into a popular and valuable asset. Not just in your business, but also in other people’s lives.People will love you because you make them believe in themselves and encourage them towards higher personal goals.Specifically for the hamster wheel situation, motivated employees will put in the effort required to get things rolling towards the next levelâ€"7-figure revenues.That is the next stage of growth you should be aiming at.Surround yourself with positive and motivated people â€" this is a must, especially when you are just started in motivating yourself to move forward. Just as your motivation can get others moving, so can others’ motivation impact you.Do not struggle looking for great motivational speakers, though nothing is wrong with that. As long as you have a network of positive friends, they can also do.Moreover, these will provide the benefit of face-to-face interactions.CONCLUSIONDo not despair seeing that your business is not progressing. Just get thing s in order.Remove the bottlenecks you identified.Keep reminding yourself of the “WHY.” And with constant motivation defining your work culture, you will be on your way up.

Advanced Food Hygiene - Free Essay Example

LEVEL 4 AWARD IN MANAGING FOOD SAFETY IN CATERING. Assignment A- Food safety management procedures (Compulsory) Candidate:. I am currently working in a busy hotel at the heart of a busy up market area. As part of my role I am responsible for the management and auditing of the kitchen, we have 6 permanent staff and 4 temporary who are seasonal workers. It is as part of these responsibilities that i have to ensure that all food safety management procedures are followed and when needed, up dated. This assignment is in three parts and is broken down to the following areas: The first describes the how procedures ensure effective compliance with currant legislation and codes of practice within our business. The second explains how these procedures have been established monitored and verified. The third is a critical analysis of when a food safety management procedure failed how corrective action was taken and communicated to ensure food safety in the future. The Food Hygiene (England) R egulations 2006 came into force in January 2006 and replace the 1995 regulations Food Safety and the Food safety temperature control regulations 1995. Due to the expansion of our hotel and the restaurant it became necessary to implement a full Hazard Analysis Critical Control Points (HACCP) procedure in line with the currant regulations, we also follow the (EU) No 852/2004 Regulations on hygiene of foodstuffs. [1]The main requirement of this states that you must be able to provide evidence of measures taken to ensure that the food you make and sell is safe to eat. It is a legal requirement that a [2]food business operator must implement a food safety management system based on the Hazard Analysis Critical Control Points (HACCP) principles. These Principles are as follows:- . [3]Conduct a hazard analysis. 2. Determine the Critical Control Points (CCP. ) 3. Establish critical limits. 4. Establish a monitoring system for each CCP. 5. Establish corrective action to be taken when a CC P is breached. 6. Establish verification procedures to confirm that HACCP is working effectively. 7. Establish documentation and records concerning all procedures appropriate to these principles and their application. The regulations cover the general requirements for the design construction and operation of a food premises, it explains how food must be prepared safely with the minimum risk of cross contamination. It must allow for adequate cleaning and or disinfection. It explains that the size of the kitchen where possible and within building regulations should be at least one third the size of the dining room in order to allow a linear flow from delivery of goods to service of food. We have tried to follow this as much as the design of the building allows. [4] Food premises are to be kept clean and maintained in good repair and condition, [5]the design and layout of the rooms are to permit good hygiene practices, including protection against contamination between, during and f ter operations, it explains in particular †¢ Floors, Walls, Ceilings, Lighting, Ventilation, Kitchen Equipment, Washing Facilities, Food Washing, Was hand basin, Water Supply. In order to comply with the law it is essential that we do not just follow one set of regulations; we need to look at other Acts and regulations in order to maintain a Safe working environment and be safe from prosecution. Whilst looking at the Food Hygiene (England) Regulations 2006 the following had to be taken into consideration:- 6]The Prevention of damage by Pest Act, 1949, where it states that the occupier of any land or building is required to notify the local authority of any rodent infestation. This Act made me pay particular attention to a Pest Plan. I had to remind myself that this is a pre requisite to any HACCP plan. I also had to take into consideration,[7] The Health and Safety at Work, etc. Act, 1974, because as an employer we have a legal obligation to ensure, as far as reasonably practi cable, the health, safety and welfare of employees. To protect non-employees and members of the public against risk to health and safety, arising from activities of persons at work. I took these all into consideration whilst preparing a written safety policy, this was important as our hotel employs more than 5 personnel and in order to avoid any prosecution should we fall foul of any complaint or subsequent investigation, the penalties for any such offence are clearly stated within The Food Hygiene (England) Regulations, 2006. [8]A person guilty of an offence under these regulations shall be liable to: On summary conviction (at a magistrates’ court) to a maximum fine of ? 5,000. On conviction on indictment (at a crown court in front of a judge and jury) to imprisonment for up to 2 years and/or an unlimited fine. A person guilty of obstruction or knowingly misleading information on summary conviction can be fined up to ? 5,000 and/or imprisonment for up to three months. As well as the regulations explained it is important to understand, Regulation 10 of the Food Hygiene (England) Regulations, Defence of Due Diligence. To prove a due diligence defence, evidence must be documented. This evidence should include information on staff training, hazard analysis systems, temperature checks, cleaning schedules, hygiene audits, maintenance reports and pest contractor’s reports. As part of our strategy these records have been incorporated into the Hotels Food Safety Statement. We (the management team) looked at our policies and procedures before we could feasibly set out our stall. We started by carrying out our own internal audit of procedures but as this progressed we soon realised that an external audit of our policies and procedures may better serve our purpose. It also helped highlight the inadequacies of all staff and not just those in management roles. The results, we hoped would give us a platform on which to build our HACCP procedures. I t is also important to understand the definitions of Monitoring and Verification. Monitoring. The planned observations and measurements of controls in order to confirm that the process is under control and that critical limits are not exceeded. Monitoring methods can include the monitoring of time/temperature, physical dimensions, organoleptic assessments (smell, touch, appearance, taste) visual inspections and checking of records are essential in order to: Confirm that expected standards/controls are achieved. †¢ Identify problems, for example sources of contamination. †¢ To minimize complaints. †¢ Assist in the development of a food safety culture. †¢ Encourage commitment and improve motivation of staff. Verification. The application of methods, procedures and tests in addition to the monitoring, to determine compliance with the HACCP plan, (including prerequisite programmes. )Part of verification is validation, obtaining evidence that elements of the HACCP pla n are effective, for example what evidence has been obtained to prove a satisfactory temperature for cooking raw meat. Verification should involve auditing, random sampling, end-product testing and analysing complaints for types and trends are all verification techniques. The frequency of such verification should ensure confidence in the system. [9]Although all staff were trained to at least basis food handling it was reported that some staff had suffered from a certain amount of skill fade. All stock had been date checked and stacked for use upon arrival; this showed that our stock rotation policy of first in first was not a cause for concern. All food on site could be traced back to the named supplier through adequate record keeping; I felt that we could improve upon that in order to comply with article 18, Regulation (EC) No 178/2002 general principles of food law and procedures in matters of food safety. [10]COSHH procedures were in place at least 1 member of staff was qua lified and was responsible for all COSHH related matters, this could have proved to be a problem as the Hotel worked on a shift rotation pattern and it is against employment law to employ someone 24 hours a day, 7 days a week. There was a Recordable Cleaning Schedule. Potential hazards were identified and evaluated in terms of likelihood it also helped establish, control and monitor our food safety procedures: a copy of the findings is below Examples of Steps, Hazards and Control / Monitoring within Hotel Daisy May |STEP |HAZARD |CONTROL |MONITORING | |Delivery |Inherent bacterial contamination. Use of reputable suppliers |Check: delivery vehicles, | | |Bacterial Growth, Physical | |Condition of food, | | |contamination, | |Date codes, | | |Chemical contamination | |Food temperature. |Storage |Bacterial Growth, |Store food at correct temperature, |Visual checks, | | |Bacterial contamination, |Cover/wrap food, |Check for: date codes, | | |Physical contamination, |Stock rotation, | Food temperature. | |Chemical contamination |Separate raw and cooked foods | | |Preparation |Bacterial Growth, |Limit time at room temperature. |Visual Checks, | | |Bacterial contamination, |Use clean equipment, |Cleaning schedules, | | Physical contamination, |Disposable or regularly disinfected|Wiping cloth policy | | |Chemical contamination |wiping cloths, |Personal hygiene policy | | | |High standards of personal hygiene | | |Cooking |Bacterial survival, |Cook to core minimum temperature of|Check food temperature | | |Bacterial Growth, |75degrees C for 30 seconds | | | |Bacterial contamination | | | |Cooling |Bacterial Growth, |Cool food in less than 90 mins, |Check food temperature and time. | |Bacterial contamination, |Refrigerate when cool, below | | | |Physical contamination, |8degrees C | | | |Chemical contamination |Cover food at all times | | |Chilled Storage |Bacterial Growth, |Store at correct temperature, |Visual checks | | |Bacterial contamination, |Cover/wrap foods, |Check: food temp | | |Physical contamination, |Stock rotation |Date codes | | |Chemical contamination |Separate raw and cooked | | |Reheating |Bacterial growth |Reheat to a core temp of above |Check food temperature | | |Bacterial survival |75degrees C | | |Hot Holding and |Bacterial Growth, |Keep food above 63 Use clean and |Visual checks | |Service |Bacterial contamination, |sanitised equipment, Check Temperature | | |Physical contamination, |Protect food at all times | | | |Chemical contamination | | | |Cold service |Bacterial Growth, |Keep below 8degrees C |Visual checks | | |Bacterial contamination, |Use clean and sanitised equipment |Check Temperature | | |Physical contamination, |Protect food at all time | | | |Chemical contamination | | | Critical limits were established for each CCP, for instance a critical limit may be the length of time cooked in order to eliminate or minimise the hazard caused. The table clearly lays out each Step, hazard control and monitoring techniqu e. The checking of temperatures is carried out with the use of an electronic probe that should be maintained on a regular basis, it is also important to establish adequate training and supervision on such equipment. If critical limits were not met all foodstuffs involved with that process should be discarded. A verification system was up dated in order to ensure that the HACCP procedures were met. It set out responsibilities and duties. Examples:- To monitor records in order to ensure they are completed correctly Management. Observe monitoring activities to ensure that correct procedure is being followed Management. Ensure all monitoring equipment is calibrated, i. e. Thermometers, probes, etc,- Management. Whilst carrying out the verification list it became apparent that these steps would require the HACCP plan to be followed to the letter and therefore periodic reviews of the HACCP plan need to be carried out. Once all of the paperwork was in place it became important to t he running of the business that all documentation be completed fully and expeditiously as records may be needed for enforcement officers and or external auditors, they also support the due diligence defence. As part of the managerial structure I was called upon to investigate an incident where a customer had complained that a short while after she had eaten a meal containing chicken she had fallen ill. After speaking to the Head Chef and other staff on duty that evening it became apparent through statements that the correct procedure for temperature reading had not been followed resulting in the chicken breast being undercooked, Thankfully the lady took the matter no further and accepted an apology and a free long weekend at the Hotel. However the mistake had been made and had to be followed up, a review of the procedures was needed in order to bring the incident to a satisfactory conclusion for all concerned. As previously stated it was found that certain procedures were not bei ng carried out, namely temperature checking the cooked meat with the probes. The Head Chef explained that the he and his kitchen staff followed The ‘Cook Safe’ Manual. I felt that this was the chefs attempt to mislead me as I recalled a chapter about temperature control within this manual, however in order to confirm my suspicions I felt that the matter should be investigated further. I decided to direct the Chef to the Chapter stating how probes should be used, tested and calibrated and how the temperature of food should be recorded. It was also pointed out that as Head Chef he should not need to refer to literature and that these temperatures are also an integral part of the HACCP plan. I then looked at a period retraining and refreshing for the staff, through training and supervision we needed to meet the legal requirements and maintain our reputation Documented Procedure, and where appropriate records were required to be introduced in relation to: †¢ Food sa fety Hazards occurring in the work place †¢ Critical Control Points. †¢ Control resources at Critical control Point. †¢ Corrective action at Critical Control point. †¢ Verification procedures †¢ Review of Food safety Management Procedures. Although all of the above are already in place it was my responsibility as management to ensure that these points were formally pursued and as a result the following recommendations were made: †¢ Training on temperature control was undertaken †¢ Temperature readings were carried out correctly †¢ Temperature readings were correctly documented †¢ A review of all procedures to be implemented to avoid this incident from re occurring. Temperature control, at the time of the alleged incident it was noted that food safety hazards associated with inadequate temperature control had been identified. As a result it was found that a temporary member of staff was unaware that a temperature probe was to be used be fore the food was served but before then, the temperature should have been recorded to ascertain that the chicken was cooked correctly. The Chef also took some blame as he stated ‘normally they take my word for it that food is cooked’. It was also found that some skill fade had occurred on behalf of the kitchen staff and management. As a result of the findings a period of retraining and revision was undertaken by all of the Kitchen staff and management, a competency register was put together and is now used on a regular basis. This has helped with our Safe Food System. These systems has been explained to all new staff as part of the induction package and snap checks are carried out to help prevent any further incidents occurring, it also works in conjunction with the HACCP plan. We place great importance on communication between all staff members and customers and work tirelessly to discuss good working practices. We have purchased signage and adapted our inductio n training to allow more time to fully understand the Food Safety Management Procedures, we have also recognised the training needs of all staff including those with special or individual learning needs, we have also had to recognise migrant workers and in doing so have adapted our training and support policy. Within the Hotel I operate an open door policy in order to minimise or eliminate any unsafe practices. [1] (EU)N0 852/2004 Regulations on Hygiene of foodstuffs. [2] Regulation(EC) No 852/2004 on the hygiene of foodstuffs, Article 5 3] Hygiene for Managers, Richard A. Sprenger, Highfield. co. uk Limited, 13th Edition 2007, Page 287 Para, 1 [4] Regulation (EC) No 852/2004 on the hygiene of foodstuffs Annex 2, Chapter 1. (General hygiene requirements) [5] Regulation (EC) No 852/2004 on the hygiene of foodstuffs Annex 2, (General hygiene requirements) Chapter 2. (Specific requirements in rooms where foodstuffs are prepared, treated or processed) [6] The Prevention of Damage by Pe sts Act, 1949 [7] The Health and Safety at Work, etc, Act, 1974 [8] The Food Hygiene (England) Regulations,2006, Part 3, Regulation 17. [9] Regulation (EC)No. 852/2004 on the hygiene of foodstuffs, Chapter XII, Training 10] The control of Substances Hazardous to health Regulations,1999(SI N0. 437. 1. A Description of how food safety management procedures ensure effective compliance with current legislation and codes of practice in your catering business. 2. An explanation of how you, as a manager in your catering business, can establish, monitor and verify food safety management procedures. [pic] 3. A critical analysis of an incident when food safety management procedures failed – including details of the corrective actions taken and an explanation of how these were communicated to ensure food safety in the future. 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