A Chilling History of Frozen Food

When we crave fresh fruits and vegetables in the middle of winter, we can thank an American taxidermist for making possible the next best thing. Clarence Birdseye, who invented and commercialized a method for quick-freezing food products in convenient packages and without altering the original taste, was  simply seeking a way for his family to have fresh food all year round.  The solution came to him while conducting fieldwork in the arctic, where he observed how the Inuit would  preserve freshly caught fish and others meats in barrels of sea water that quickly froze due to the frigid  climate. The fish were later thawed, cooked and most importantly tasted fresh -- much more so than anything at the fish markets back at home. He surmised that it was this practice of rapid freezing  in extremely low temperatures that allowed meat to retain freshness once thawed and served months later. Back in the U.S., commercial foods were typically chilled at a higher temperature and thus took longer to freeze. Compared to conventional techniques, fast freezing causes  smaller ice crystals to form, which is less likely to  damage the food. So in 1923, with an investment of $7 for an electric fan, buckets of brine, and cakes of ice, Clarence Birdseye developed and later perfected a system of packing fresh food into waxed cardboard boxes and flash-freezing under high pressure. And by 1927, his company General Seafoods was applying the technology to preserve beef, poultry, fruit, and vegetables.   Two years later, The Goldman-Sachs Trading Corporation and the Postum Company (later the General Foods Corporation) bought Clarence Birdseye’s patents and trademarks in 1929 for $22 million. The first quick-frozen vegetables, fruits, seafoods, and meat were sold to the public for the first time in 1930 in Springfield, Massachusetts, under the trade name Birds Eye Frosted Foods ®.   These frozen products were initially only available at 18 stores as a way to gauge whether consumers would take to what was then a novel approach to selling food.  Grocery shoppers could choose from a fairly wide selection that included frozen meat, blue point oysters, fish fillets,  spinach, peas, various fruits and berries. The products were a hit and with the company continued to expand, with frozen food products transported by  refrigerated boxcars to distant stores. Today commercially frozen foods are  a multi-billion dollar industry and  Birds Eye, a top frozen-food brand, is widely sold just about everywhere.  Ã‚      Birdseye served as consultant to General Foods up until 1938 and eventually turned  his attention to other interests and invented an infrared heat lamp, a spotlight for store window displays, a harpoon for marking whales. He would also establish companies to market his products.  By the time of his sudden passing in 1956 he had about 300 patents to his name.

A Hero Essay - 939 Words

Paul Aponte January 25, 2013 English Literature / Expository Hero A hero is defined as many things. While many people consider heroes to be larger than life figured, Christopher Reeves says that, A hero is an ordinary person, who preserves, and endures despite overwhelming challenges. This quote analyzes an unconventional definition of a hero from Christopher Reeves point of view. What truly makes a hero is the courage to say that, it is not one, which is the hero it is someone else. Someone else that fought and worked hard for the position to be called a hero, because he/she gave up and put everything in risk for the greater good. This can be from†¦show more content†¦It was not Roy Benavidez’s plan to go into that combat zone to get shot, he just wanted to save his friends. He just went forth through the problem, which was a matter of life or death, and did what he thought was right. Roy was a true hero right in that glorious moment. A mothers love for her child is like nothing else in the world. â€Å"It knows no laws, no pity, it dares all things and crushes down remorselessly all that stands in its path. -Agatha Christie. My mom Luisa is not a blanket but she always comforts me. She may not be Michelangelo but she brings colors into my life, and she may not be a sweet, juicy apple or a yummy pumpkin pie, but she is still my greatest life ingredient that brings me joy and happiness to me. Therefore, despite the fact that she is already my mother, I call her my hero. In El Capital, Dominican Republic, late December 2006, we were visiting my family in their farm. I never sought to notice that they had gotten new animals, and they did not know me. Theyve gotten a new sheepdog and that sheepdog did not know me. When this dog saw me moving the sheep into their gathering cage, I believe he got mad that I was doing his job without him, and deliberately attacked my leg. I dont blame the dog; no one told me there were new pets to the farm. When my family had heard my screaming and shouting ofShow MoreRelatedThe Hero As A Hero1529 Words   |  7 PagesWhen the term â€Å"Hero† is brought up, many people will have a different definition of it. According to website dictionary.com, the real definition of a ‘hero’ is â€Å"a person noted for courageous acts or nobility of character; and a person who, in the opinion of others, has special achievements, abilities, or personal qualities and is regarded as a role model or ideal.† Nowadays, the word â€Å"hero† can be associated with literally anyone. Heroism can be associated such as famous people, fictional charactersRead MoreThe Hero As A Hero1009 Words   |  5 PagesI could never fully understand what the title hero represents. It is very confusing thinking about a definition of the word hero. Growing up I had a lot of heroes. My favorites heroes changed as I was growing older. 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These heroes show that it s more than the cape or armour they wear, they show the true meaning of a hero by defining

Freud, Jung, Adler Free Essays

Assignment One Jeremie William Edwards PSY/250 Elaine Parks Assignment Two Freud, Jung, and Adler are commonly referred to as the fathers of modern Psychology. The three men spent much time delving into why people act and think the ways which they do. Freud’s psychoanalytical approach tells us that the human psyche consists of three different parts that drive us to our thoughts and actions; the Ego, Super-Ego, and the Id (direct Latin translation is the it). We will write a custom essay sample on Freud, Jung, Adler or any similar topic only for you Order Now Adler was at differences with Freud in this separation of these three parts. Adler believed that the Ego, Super-Ego, and the Id were not separated but viewed as a whole; He believed that it was more important to look at the entire picture rather than trying to separate these parts, as Freud would. Jung and Freud had a difference on personal motivation that drives each of us. Freud believed that all human motivation was sexually based, where Jung thought that every person suffered from a type of inferiority complex. I can agree with portions from all of the doctors and their theories. I believe that there is a sexual connotation to most everything that people do, whether it is out-right or hidden in context. I can also see where most everyone suffers from some type of inferiority complex. Every person can admit to be lacking in some area in which they would rather excel. As far as Jung and his individuation on the other hand, I believe this to be lacking in substance. His thoughts on humans being social creatures and the influence that our surroundings have on us are quite valid. I also believe that we do have an Id or a primal instinct inside of us, but that Id is not in conflict with our Ego and Super-Ego. These three parts work in unison to drive us and propel each of us into becoming better people yet not letting us forget from where we originate. Sigmund Freud had a five stage theory on human personality development. The five stages in order are; Oral/Dependency, Anal/Potty Training, Phallic, Latency Period, and Genital. The Oral stage is from the time of birth up to about two years old. This stage talks of breastfeeding and how a person can develop an oral fixation if weaned too early from the teat. An oral fixation can manifest in the forms of smoking, eating, or drinking. The second stage, Anal, is where the child is learning to use a toilet properly. The child uses the anal sphincter as a means of maintaining control of the situation. For example, if a child does not want to learn how to use the toilet they may withhold their feces or defecate in places or at times that are seen as inappropriate. These actions will allow the child to perceive that they are still in control of the situation. Under this understanding is where Freud believes that a person can develop obsessive compulsive disorder or dreams of spinning out of control and the person left trying to get everything back in order. The Phallic stage is the third stage of Freud’s. This stage is from the ages of three to five, this is the time where a child starts to become more aware of the differences between men and women. This time frame is when a person can develop an Oedipus or Electra complex, depending on the gender of the person. What this entails is the child becoming jealous of the same sex parent. For boys this would present because of the child wanting a relationship with the mother that the father has, this scenario in turn makes the boy child adopt the acts and mannerisms of the father in order to live vicariously through him in this relationship. For a girl child, she is jealous of the mother and wants the father’s penis (penis envy). The fourth phase is a latency period where no real advancement is made. The final stage of Freud’s five stages is the Genital stage. The Genital stage starts around the age of 12 and ends in the peak of puberty. This stage is a reawakening of a person’s sexual interest. In this stage a person will start to feel sexual attraction towards the opposite sex (the writer does not know about homosexuality in this theory as of yet). The urges and needs are to pleasure the genitals and a sort of coming of age, or growing up. Freud had many different defense mechanisms. The three we will be looking at are; Denial, Rationalization, and Repression. Denial is a fairly self-explanatory defense; it is when a person argues with the reality of what has actually happened. E. G. When a woman has been raped she must deal with an extraordinary situation which she had no choice in. Some women face this reality with denying that it ever actually happened. Rationalization is a bit different in a person will fabricate a truth rather than facing what the observable truth is. Say a person gets fired from a position; he/she may claim that it is because they refused to kiss up to the boss when in reality it was because of a lack in performance. Repression is when a person forces something out of memory, often a person will repress memories of child abuse. How to cite Freud, Jung, Adler, Essay examples

Cultural Differences between Australia & Korea-Free-Samples

Questions: 1.How Hofstedes Cultural Dimension can be applied to explain Lees Company 2.What Lee can do to remain and Work Comfortably in the Company. 3.What the Korean Manager can do to deal effectively deal with Individualistic Employees. Answers: Introduction Cultural differences in among nations present various challenges to employees who work in nations different from their countries of residence. Lee is one of the workers who experienced challenges of organizational cultural differences. He studied and spent many years in Australia, and therefore, got accustomed to the Australian culture. After a long time in Australia, he gets employed in his home country Korea, which has an organizational culture that is different from what he is used to. He faces rough time from the staff members, the senior management and even the senior staff due to failure to understand and adjust to the existing corporate culture of the new company (Lim and Kim, 2011, pp. 21-38). 1.Geert Hofstede researched on the operation of the workplace and concluded that the prevailing culture influences the values at the workplace. He found that these values are sustained by the culture and affects the motivations of the employees and affects the productivity of employees with a different culture and geographical backgrounds. Hofstede came up with six dimensions of culture at the workplace. This includes individualism versus collectivism, pragmatic versus normative, the masculinity versus femininity, the high versus low power distance, high or low uncertainty avoidance and indulgence versus restraint. These dimensions of culture can be used to explain the situation of Lee in his new workplace (Minkov, 2007). Individualism versus Collectivism (IVC) Hofstede described culture as individualism or collectivism. IVC describes the strength of the peoples ties with others in the society. It describes the degree of interconnection that people have within a community and how much they care for others and the decision they make. In individualism, there is a loose interpersonal connection of the people in the community, and people are not concerned with the effects and outcomes of the decision of others in the society. On the other hand, a collectivist society, people value others and keep loyalty to them. Thus, their decisions and consequences concern them (Kim, Lim, Dindia and Burrell, 2010, pp. 543-566). According to Hofstede, the Australian culture can be described to be individualism, and Lee was used to this culture because he expects people to express themselves, make their own decisions and others should not be concerned about them. In meetings, proposes ideas and is willing to take the responsibilities of himself. On the other hand, the Korean culture is collectivism because people are concerned about the decision and action of others and they prefer deciding with one voice as a group. Lees collogues dislikes his culture of standing out in meetings, and they expect to stand together in decisions as a group (Lim and Giles, 2007, pp. 349-364). Indulgence versus Restraint (IND) According to Hofstede, culture can be tolerance or restraint. This is usually used to describe the degree to which people do control their desires or the impulses which entail how people control their drives and the emotions. Countries with indulgence (or high IND level) allow people to work and live freely doing the small things that give them joy. On the other hand, a country with low IND level (Restraint) will have its people with restrictions to behavior and conduct to enjoying life and pursuing pleasure. Australia has a high IND ratio while Korea has a lower IND ratio (Adler, 2008). This evident when Lee dyed his hair and wore casual clothing on a working day he was considered rude before his superiors. Casual clothing and dyed hair are acceptable in Australia but not allowed in Korea, thus revealing the cultural IND differences (Ertmer, Newbe, Liu, Tomory, Yu and Lee, 2011, pp. 213-228). Power Distance Index (PDI) Power Distance Index, abbreviated as PDI, is one of the Hofstedes cultural dimension that is used to describe the inequalities of differences that exist in the society between those in power and those without power (both seniors and juniors). In low PDI countries, both seniors and juniors are consulted, and the information is frequency shared unlike in countries with high PDI where there exists a hierarchy of authority. Australia has a low PDI score of 36 while Korea has a higher score of 60. This is proofed in Lee's Korean company where hierarchy is observed, and people respect those in power. Leaving the workplace earlier than the seniors is rude and unacceptable unlike in Australia where there is no hierarchy (Fischer, 2009, pp. 25-48). Masculinity and Femininity (MAS) A country with a culture that driven by competition, the achievement and success of people are considered to be masculine (high MAS index). The feminine culture (Low MAS index) is characterized by advocating for equality and caring for others. In a low MAS index society, the quality of life is the sign of success but standing out from the crowd is likable. Australia is highly masculine with a score of 61 which is above average while Korea is highly feminine scored at 39 which is below average. Lee's is used to Austrian masculine culture where employees stand out in the crowd and find it rough when he practices this value in a Korean company that is highly feminine. His colleagues dislike his culture of standing out during meetings (Moussetes, 2007, pp. 443-445). The Uncertainty Avoidance Index (UAI) UAI the degree to which the people tolerate the unknown future states. Countries with high Uncertainty avoidance (UAI) are fear the future and are not willing to engage in uncertain activities are risky while those with low UAI index can tolerate uncertainty. Korea is one of the countries that have a high UAI of 85 while Australia is medium with UAI of 51. Lee proposes innovative ideas for implementation by the management, but none of them are implemented. This is because the Korean company fears and avoids the risks that are likely to be associated with implementing this idea (Reynolds and Valentine, 2011). Long Term Orientation and Short Term Normative Orientation (LTO) This dimension describes how the people in the community keep links or interconnect the present with the past happening. Korea is among the countries with the highest LTO of 100 while Australia has 21. Therefore, this describes the situation of Lee whereby people are negative about him with his new culture (Janavaras, 2012, pp. 10-14). This means, from the history, they believe that such practices are wrong. 2.There are various aspects that Lee should consider to manage for a stay at the company and at the same time be comfortable. Firstly, for Lee to continue to work comfortably with the organization, he needs to get a good understanding of the Korean culture. This is the primary inevitable step towards successful adjustment to the new culture. He needs to understand the perceptions, evaluations, and interpretations of the social situations within the organization and make efforts to work within them (Smith, Peterson and Thomas, 2008). After getting a good understanding of the Korean culture, Lee should learn to the new culture. There are various aspects of the new workplace culture that seems to lack meaning, but for the sake of survival, Lee should respect and embrace them. In many cases, respecting a new culture is challenging because Lee will often find himself thinking that this culture is superior that the new culture. Thus, Lee should learn to respect and appreciate any cultural differences that exist (Minkov, 2011). The next step is to take significant moves towards successful working in the company. This includes an analysis of the new culture and then comparing it with the old Lees Australian culture and thus understand what he should do and what he should not. Lee will be forced to sacrifice some of his cultural values that are not acceptable n the new workplace for his comfortable living in the organization. Lee should also use his Australian culture to get more understanding of the new culture at the workplaceThe Korean manager needs to make efforts to help Lee, a new employee with cultural differences. Firstly, the Korean manager should understand the cultural differences that exist and then take action on them. This could be arranged for training to teach the new workers about the existing culture and then encourage them to comply and respect them. Also, in some cases, the manager should ignore the cultural differences and make Lee's colleagues understand and appreciate their culture (Hum es and Reilly, 2008, pp.118-137). 3.As a strategy, the management should ensure that there is regular communication. Accurate, prompt communication is critical for the management of the cultural differences. The management should also make team-building. Individualist employees will require building teams to enhance the teamwork in the society. The Korean manager should, therefore, put in more efforts to promote team work so that Lee can work with others to develop the groups (Beebe and Mottet, 2010). Therefore, putting these strategies in place is likely to help talented employees to stay in the organization and thus assist the company retains its competitive advantage. Conclusion In conclusion, understanding the culture is an inevitable aspect for the success of every culture. International management brings together people with different geographical and cultural backgrounds thus; there is need to understand and address the existing differences. This is best done using the Hofstede's theory. Also, there are certain aspects that the company acts on them to support and address the cultural differences. Besides, as a new employee in an environment that has a different culture, he should make efforts to understand and respect the prevailing culture. References Adler, N. (2008). International dimensions of organizational behavior. (5thed.). Cincinnati, Ohio: South-Western Beebe, S., and Mottet, T. (2010).Business and professional communication: Principles and skills for leadership. Boston: Allyn Bacon. Dowling, P., Festing, M., and Engle, A. (2008). International Human Resource Management (5ed), London: Thomson Learning. Ertmer, P., Newbe, J., Liu, W., Tomory, A., Yu, H., and Lee, Y. (2011). Student's confidence and perceived value for participating in cross-cultural wiki-based collaborations. Education Technical Research Development, pp. 213228. Fischer, R. (2009).Where is Culture in Cross-Cultural Research? An Outline of a Multilevel Research Process for Measuring Culture as a Shared Meaning System. International Journal of Cross Cultural Management, pp. 25-48. Humes, M., and Reilly, A. (2008). Managing intercultural teams: The Organization Exercise.Journal of Management Education,pp.118-137. Janavaras, B. (2012). Teaching and learning global marketing using the web. AIB Insights, pp. 10-14. Kim, J., Lim, T., Dindia, K., and Burrell, N. (2010). Reframing the cultural differences between the East and the West.Communication Studies, pp. 543-566. Lim, T. and Kim, J. (2011). A missing link in individualism-collectivism research.Journal of Intercultural Communication Research, pp. 21-38. Lim, T., and Giles, H. (2007). Differences in U.S. and Korean college students evaluations of one-year age differences.Journal of Multilingual Multicultural Development,pp. 349-364. Minkov, M. (2007). What makes us different and similar: A new interpretation of the World Values Survey and other cross-cultural Data, Sofia, Bulgaria. Minkov, M. (2011). Cultural differences in a globalizing world. Bingley, UK: Emerald. Moussetes, A. (2007). The absence of womens voices in Hofstedes Cultural Consequences: A postcolonial reading. Women in Management Review, pp. 443-445. Reynolds, S., and Valentine, D. (2011). Guide to Cross-cultural Communication. (2nded). New Jersey: Prentice Hall. Smith, P., Peterson, M. and Thomas, D. (2008).The Handbook of Cross-Cultural Management Research. Thousand Oaks CA: Sage.