The Process Of Manufacture Is Different Per Company

The process of manufacture is different per company and varies greatly between not only company but cheeses as there are so many variables which can be used to alter the moisture, colour, texture and taste of a cheese. Bega has a simplified version which is easier to understand and eliminates much of the jargon normally used. The milk is milked from the dairy cattle either by a robotic or semi-automatic system. This milk is stored at 4 °c until the tests have been carried out to determine the quality of the milk and what type of cheese this would best fit. Once these tests have been carried out to ensure the quality and the safety of the milk then the first step is â€Å"standardisation†. This is where the components (protein and fat) are†¦show more content†¦Pasteurisation is the sterilisation step which is required by legislation to ensure that all pathogenic bacteria are killed to make the milk and any bi-products safe for human consumption. The process of pasteurisation is that of the milk being heated to a minimum of 72-75 °c (depending on the company) for at least 15 seconds. This kills off the harmful pathogenic bacteria. This process is done in a way so that the milk may be heated without burning the milk which would cause a taste and colour change. The milk passes through a se ries of plates under pressure; these plates are heated by steam that is used to heat water and in turn heat the plates. This in turn heats the milk to the desired temperature to complete pasteurisation. To cool the milk without freezing the milk, the process is similar but a complete polar opposite. The milk is put through another series of plates that are cooled by chilled water that in turn cools the milk to a â€Å"set temperature†. The cooling to a â€Å"set temperature† is done prior to being added to the cheese making vats. The vats typically may have a capacity of 14,000 litres each but may vary between each manufacturing site. By the time the last vat, usually the eighth) is filled then the first will have been emptied (the milk used), washed and is ready to fill again so that there is always milk ready to use at any time rather than all being ready to use at the same time. As the

The Field Of Social Work - 911 Words

The field of social work has experienced an increased awareness of the need to advanced in both educational and professional development. I realize that preparation for this career actually includes a great deal of required coursework and hours of field experience. My fieldwork is central to my learning and serves as an integrative experience in which I use what was previously learned in class and apply it to my practice experience. I am currently in a very rewarding field study at the Osborne Association, Training to Work Program. Training to Work offers mentorship and opportunities to both men and women who are on work release. The program is designed to reduce the rate of recidivism and to assist participants in gaining meaningful employment and trainings. This experience requires considerable amount of meeting with participants and providing support, empowerment and advocacy. My supervisor is a central feature of my field experience as she ensures the integration and application of knowledge, theory and skill that was taught in the classroom. Each week my supervisor who is very skilled and encouraging provides a one-hour supervision session where process recordings are reviewed and any concerns or personal challenges are addressed. In addition, my strengths are also highlighted, as well as any struggles that I may appear to be having, and my adaptation to the program. My field study environment feels safe, challenged, secure and respected. Each week I have learnedShow MoreRelatedThe Field Of Social Work1532 Words   |  7 PagesPelaccio Dr. Kathleen Pressler Group Dynamics October 13, 2014 The field of social work touches the lives of every American. 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The 1800’s were a defining period of time for social welfare and the field of social work was born. For the time, there was such progressiv e acts stemming from many factors affecting the United States including a populationRead MoreA Relationship With The Social Work Field1350 Words   |  6 Pagesclients achieve their goals, whether it be overcoming grief or dealing with a large adjustment in their lives. Kim certainly appears to be running a very successful practice and by being able to speak to her directly, I learned much more about the social work field. The purpose of her practice is to help those dealing with concerns such as grief, loss, adjustment, trauma, PTSD, and anxiety. She provides psychotherapy, both short and long-term, in order to enhance her clients’ lives and accept the changesRead MoreThe Importance Of A Social Work Field1594 Words   |  7 PagesThe social work field is solely dedicated to the giving back of others. A person in the career must be willing to spend hours working to make differences in clients’ lives. Children and family social work can be a very rewarding profession but yet challenging at times. Employees help others in need, advocate for important causes, and all around make positive impacts in the world. Many people interested in social work have personal motivations from their own lives steering them towards the professionRead MoreSocial Services And The Social Work Field1365 Words   |  6 Pages In this paper, I will be discussing of an organization that caters social services and contributes to the social work field. In addition, I will go in details where the organization is financed from and what is the mission of the organization. Moreover, I will discuss of the structure that the organizations conduct to accomplished their missions and explain the organization s different services provided under their organizations umbrella. Furthermore, I will discuss of the organization accountabilityRead MoreSocial Work For The Medical Field1580 Words   |  7 PagesFor many years I have developed an interest in the medical field, in helping people who are at very crucial times in their lives. I have known that I do not want to pursue to be a doctor or a nurse, but rather a professional with in that field who can aid others and follow up on the responsibilities and make them priorities, just as much as doctors make the patients’ health their point of focus. I have also expressed interest in Child Welfare, which aligns very well with my personal experiences.Read MoreThe Importance Of A Social Work Field1064 Words   |  5 PagesBeing in the Social Work field has its risks as well as its benefits. As social workers, you are assisting people that are in need of help in certain areas of their lives. Individuals who work in the practice are recommended to have to high emotional intelligence due to heavy demands of the job and the emotional strain it may have on our everyday lives. Daniel Golman defines Emotional Intelligence as â€Å"being able to motivate one’s self and persist in the face of frustrations; to control impulse andRead MoreSocial Work : A Field Of Interest Essay1630 Words   |  7 PagesSocial Work is a field of interest to me because of the positive effort it contributes to society. Within the social work profession individuals are striving to improve the welfare of those in need of assistance. Social Workers assist a variety of individuals; from children, young adolescents, older adults, mentally ill, substance abuse individuals, and many other minorities; as in LGBT members, veterans, homeless people, and low socioeconomic status individuals. The broad mix population fascinates

EVERY MAN IN HIS HUMOUR Essay Example For Students

EVERY MAN IN HIS HUMOUR Essay A monologue from the play by Ben Jonson NOTE: This monologue is reprinted from Every Man in His Humour (1598). KNOWELL: When I was young, he lived not in the stews,Durst have conceived a scorn, and uttered itOn a gray head; age was authorityAgainst a buffoon; and a man had thenA certain reverence paid unto his years,That had none due unto his life. So muchThe sanctity of some prevailed for others.But now, we all are falln: youth, from their fear;And age from that which bred it, good example.Nay, would ourselves were not the first, even parents,That did destroy the hopes in our own children;Or they not learned our vices in their cradles,And sucked in our ill customs with their milk.Ere all their teeth be born, or they can speak,We make their palates cunning! The first wordsWe form their tongues with are licentious jests!Can it call whore, cry bastard? O, then kiss it!A witty child! Cant swear? The fathers darling!Give it two plums. Nay, rather thant shall learnNo bawdy song, the mother herself will teach it!But this in the infancy, the daysOf the long coat; when it puts on the breeches,It will put off all this. Ay, it is like,When it is gone into the bone already!No, no, this dye goes deeper than the coat,Or shirt, or skin. It stains unto the liverAnd heart, in some; and, rather than it should not,Note what we fathers do! Look how we live!What mistresses we keep at what expense!In our sons eyes, where they may handle our gifts,Hear our lascivious courtships, see our dalliance,Taste of the same provoking meats with us,To ruin of our states! Nay, when our ownPortion is fled, to prey on their remainder,We call them into fellowship of vice!Bait em with the young chambermaid, to seal!And teach em all bad ways to buy affliction.This is one path, but there are millions more,In which we spoil our own with leading them.Well, I thank Heaven, I never yet was heThat travelled with my son, before sixteen,To show him the Venetian courtesans;Nor read the grammar of cheating I had made,To my sharp boy, at twelve, repeating stillThe rule, Get money, still, Get money, boy,No matter by wha t means; money will doMore, boy, than my lords letter. Neither have IDressed snails or mushrooms curiously before him,Perfumed my sauces, and taught him to make em;Preceding still, with my gray gluttony,At all the ordinaries, and only fearedHis palate should degenerate, not his manners.These are the trade of fathers, now; however,My son, I hope, hath met within my thresholdNone of these household precedents, which are strong,And swift to rape youth to their precipice.But let the house at home be neer so clean-Swept, or kept sweet from filth, nay, dust and cobwebs,If he will live abroad with his companions,In dung and leystals, it is worth a fear;Nor is the danger of converting lessThan all that I have mentioned of example.

Managing People and Organisation

Question: Discuss about theManaging People and Organisation. Answer: Introduction: The urge for globalization has prompted many organizations in the present business scenario to adopt expansion in foreign markets as a source for sustainability. The frequent progress of the global economy has facilitated beneficial opportunities alongside a barrage of complexities which create certain barriers for firms operating in international jurisdiction. Therefore organizations have to determine measures for limiting the global skills gap and prepare a formidable platform for the future in order to ensure global employment of staff. The necessity of proficiency in global leadership can be observed from the majority of firms which have adopted global leadership development strategies for training of leaders to cope with the global market (Myers, 2013). The key to survive in a foreign environment is through cultural interaction with the host environment and the leadership programs including leadership succession programs and talent management schedules. However, successful orien tation of leaders in a global leadership development program can be achieved only through the comprehensive understanding of dynamic cross-cultural competencies. The experiences of leaders in global market environment are considered as major attributes to the proliferation of global competencies which serve as the basis for multicultural and cross-cultural competencies. The research study highlights the role of experiences in multicultural and cross-cultural environments in context of international business management (Bush Middlewood, 2013). Cross-cultural Competencies: The competencies which can be derived for the improvisation of organizational performance in a foreign market environment are significant attributes for specific activities of an organization. The interaction of an enterprise with the external clients in foreign markets, supplier and vendor management, budget management and development of strategic planning are some key areas which could be addressed effectively through appropriate realization of cross-cultural competencies. The dynamic cross-cultural competencies include cultural flexibility, tolerance of ambiguity and ethnocentrism (Armstrong Taylor, 2014). These competencies are considered as key moderators of knowledge acquisition in cross-cultural business environments and indicators of the skill and performance of expatriates (Caligiuri Tarique, 2012). Ethnocentrism is considered as an individuals inherent trait for distinguishing other cultures as inferior to that of self. Such type of behavioral preference is characterized by the apprehension of other individuals from the perspective of self-defined standards (Stark, 2015). Ethnocentric individuals do not prefer changing their cultural values for adapting to other cultures. Therefore ethnocentrism has been identified as a profound setback in international business as it limits the scope for intergroup relations among workers, subordinates and clients as well as cross-cultural interpersonal interactions. Cultural flexibility is defined as the intangible ability to utilize distinct activities in host market as replacements of activities preferable in the home market environment. This dynamic competency is largely responsible for success in foreign ventures, cross-cultural adjustment, adapting to foreign environments, cross-cultural flexibility and self-esteem. The effectiveness of global leaders is observed in their cultural flexibility and is enhanced with their prolonged association with foreign market environments (Whyte, 2013). Tolerance of ambiguit y is also counted as a prominent dynamic cross-cultural competency. This competency refers to the capability of managers in addressing unpredictable situations which could hamper the development of organizational growth in a foreign market environment. Individuals with such capabilities are considered to be quickly responsive to environmental stress which can be generated from the external environment such as in political, legal or financial contexts. Experiences with Foreign Cultures: The domain of cross-cultural experiences and their prominence in framing the sustainable strategies for an organization in foreign market environment has been widely referred to in international business management literature. Research from secondary sources from various organizations operating in foreign jurisdictions indicates the acceptance of two prominent theories in realization of cross-cultural experiences. The two theories are contact hypothesis theory and social learning theory and are largely related with the extraction of cross-cultural competencies from experience in a global environment. Social learning theory reflects that individuals can develop and learn in a foreign environment only through involvement with the surroundings (Myers, 2013). On the other hand, the contact hypothesis indicates that personal interaction with a particular cultural group leads to higher degree of positivity towards the attitudes of the individuals from the group (Burke Noumair, 2015). Both the theories lead to the same conclusion when viewed from the perspective of competency acquisition by global business professionals. Hence it has been observed that implementation of contact hypothesis for developing positive attitude towards people of a particular culture and social learning theory for finding, learning and implementing business activities which are aligned with the host culture have been significant for an improvement in cross-cultural competencies such as improvement in tolerance for ambiguity and cultural flexibility as well as reduction in ethnocentrism. The theoretical basis of cross-cultural experiences has been implemented in the context of global business organizations in two categories (Goetsch Davis, 2014). The first one is related to cross-cultural experiences gained outside work and the second refers to work related cross-cultural experiences. Non-work Cross Cultural Experiences: The inherent traits of business organization leaders operating in foreign markets play a major role in determination of cross-cultural experiences. Family diversity, mixed nationalities of parents and foreign experiences initiated by self could account for experiences of an individual with foreign environments. Individuals brought up in multicultural households or those with passion for cultural, professional and personal development are generally exposed to international experiences (Goetsch Davis, 2014). According to the social learning theory and contact hypothesis, the increased involvement with foreign cultures is directly impactful on the acquisition of cross-cultural competencies by an individual. Work Related Cross Cultural Experiences: Leaders are able to acquire various cultural experiences associated with different cultures through organizational activities also. The development of abilities such as listening and observing, management of workforce, translation of complex ideas into action, inclusion of value to difference among cultures, relationship building capability and tolerance for ambiguity is facilitated through certain policies of organizations in international business environments. The work related cross cultural experiences are categorized into low-contact and high-contact experiences (Watson, 2013). Organizations which conduct international business with minimal contact with foreign market environments such as technical support services and consultation are characterized with low-contact cross-cultural experiences (Burke Noumair, 2015). On the other hand, high-contact cross-cultural experiences are guaranteed by significant interaction with external business environments in the form of participation in international meetings, assignments and global teams. The social learning theory suggests that high-contact cross cultural experiences serve as a formidable element for increasing the affiliation of leaders to foreign market environments. Recommendations: The case study of McDonalds presents a viable representation of the issues referred to in the research question. The expansion of McDonalds in foreign markets has been attributed by substantial cultural flexibility and reduced ethnocentrism. For example, the business strategy of McDonalds for expanding in the Indian market was characterized with removal of beef and pork as an ingredient from its products and replacing it with chicken (Watson, 2013). The initiative was favored by the Indian customers as the resident culture did not approve of consumption of beef or pork. This depicts the impact of increased cultural flexibility acquired from interaction with foreign markets which ensures the sustainability of an organization in foreign market environments. Conclusion: The research question of whether interaction with global environments is essential for success in a foreign environment has been reviewed in the report. The report also presented illustrations of the various theoretical aspects pertaining to interaction of business organizations with foreign environments (Myers, 2013). Finally, the report depicts the implementation of cultural flexibility in case of McDonalds which is reflective of the competencies acquired from cross-cultural interaction. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Burke, W. W., Noumair, D. A. (2015).Organization development: A process of learning and changing. FT Press. Bush, T., Middlewood, D. (2013).Leading and managing people in education. Sage. Caligiuri, P. Tarique, I. (2012). Dynamic cross-cultural competencies and global leadership effectiveness. Journal of World Business, 47, 612-622. Goetsch, D. L., Davis, S. B. (2014).Quality management for organizational excellence. pearson. Myers, M. D. (2013).Qualitative research in business and management. Sage. Senge, P. M. (2014).The dance of change: The challenges to sustaining momentum in a learning organization. Crown Business. Stark, J. (2015). Product lifecycle management. InProduct Lifecycle Management(pp. 1-29). Springer International Publishing. Watson, T. (2013).Management, organisation and employment strategy: New directions in theory and practice. Routledge. Whyte, W. H. (2013).The organization man. University of Pennsylvania Press. Wolf, T. (2012).Managing a nonprofit organization: Updated twenty-first-century edition. Simon and Schuster.