Question 1 Complete the following table with the relevant definitions from the Australian New Zealand Food Standards Code.ContaminantContaminationPotentially hazardous foodContaminant Means any biological or chemical agent or physical or other substances that may compromise food safety or suitability ContaminationMeans the introduction or occurrence of a containment in food Potentially hazardous foodPotentially hazardous foods are those which have to be kept at certain temperatures (outside the temperature danger zone) to minimise multiplication of any food poisoning bacteria that may be present in the food, or to prevent formation of toxins in the food. Assessor: Student must read and interpret the Australian New Zealand Food Standards code in order to answer this question. Question 2The food safety laws (commonwealth, state or territory), standards and codes have specific responsibilities for employees and employers. Provide three (3) responsibilities for each (an example has been provided for you):EmployeesExample: Have skills and knowledge relevant to their food duties, food safety and food hygiene procedures.EmployersExample: Make sure food handlers do not contaminate food, including observing behaviour and health of staff. Question 3The food safety laws (commonwealth, state or territory), standards and codes determine many aspects of food safety, food production and requirements for food handlers. Answer the following questions:Question 3aWhat level of government enforces food safety legislation in the food service sector? Question 3bWhat is the role of regulators of local government in food safety?Question 3cIf an organisation does not observe food safety requirements, outline three (3) consequences of not complying with these laws. Question 3dWhy must an organisation have a food safety program? What is the purpose?Question 3eList three (3) areas which must be contained in a food safety program.Question 4Provide the health issues associated to each of the diseases listed below:AirborneFood-borneInfectiousQuestion 5Hygiene actions are critical to avoid food-borne illnesses. Answer the following questions:Question 5aWho do you report health issues to?Question 5bWhen should you report breaches?Question 5cProvide two (2) examples of how you should report breaches.Question 5dProvide three (3) examples of personal health issues that need to be reported to your supervisor.Question 6When do the Food Safety Standards guidelines indicate that you should wash your hands? Provide four (4) examples of times you must wash your hands.HINT: https://www.foodsafety.com.au/resources/guides/a-food-handlers-guide-to-personal-hygiene
1-a-Trueb-False 2-a-Trueb-False 3- Strategic Partnerships begin with the development of personal relationships between key people at each company. ISO 9000
1-a-Trueb-False 2-a-Trueb-False 3- Strategic Partnerships begin with the development of personal relationships between key people at each company. ISO 9000 is a series of management and quality standards in design, development, production, installation, and service.. Key Supplier Selection is typically conducted solely by the Procurement Team using evaluation forms or scorecards.a-Trueb-False 4- The following are key points to consider in the development and implementation of an SRM system excepta-Collaboration through information sharingb-Automation is meant to handle routine transactionsc-Visibility of information and clear and concise process flowsd-Conform to an externally defined set of standardse-Integration spans multiple departments, processes, and software applications 5- Below are examples of benefits of a Supplier Certification Program except…a- Recognizing excellenceb-Building Long Term Relationshipsc- Reducing the resources necessary for the buyer to conduct incoming inspectionsd- Increasing the supplier base 6- Relevant metrics to monitor a supplier’s performance includea-Supplier price and cost performanceb-Product receipt qualityc-Delivery performanced-Financial stabilitye-Only b, c
1. Considering the current rules regarding permissible conduct by unions to promote themselves and permissible conduct by employers to fight
1. Considering the current rules regarding permissible conduct by unions to promote themselves and permissible conduct by employers to fight union encroachment, which side do you think the rules tend to favor and why? Do you think such favoritism is deliberate in the legislative design? Why or why not?2. Do you think employers in certain industries might be more resistant to unionization than in others? Why or why not?
Trish, a senior partner, is considered by many to be a collaborative leader. However, when the situation calls for an
Trish, a senior partner, is considered by many to be a collaborative leader. However, when the situation calls for an assertive leader, she is able to lay down the law and ensure that the rules are followed. Based on this information, Trish is an effective leader because she is_______.
Any change management plan must consider the culture of an organization. For instance, some organizations prize the inclusion of their
Management Assignment Writing ServiceAny change management plan must consider the culture of an organization. For instance, some organizations prize the inclusion of their employees in all aspects of operations, while other organizations have a top-down approach to management. Creating a plan without taking this cultural background into context can be problematic for the success of a change initiative. Search change initiatives which apply to an organization in Saudi Arabia. -Consider the impact on the individuals concerned and the impacts on the organization. -Assess the cultural elements that you believe may impact the development of change strategies and implementation of change plans. -Discuss the challenges the change initiative had to the organization. -Develop a strategy that the organization could use to mitigate the challenges.
Stories We Wear: Promoting Sustainability Practices with the Case of Patagonia The purpose of this study was to explore why
Stories We Wear: Promoting Sustainability Practices with the Case of Patagonia The purpose of this study was to explore why consumers wear and repair Patagonia brand apparel, thus extending the lifespan of the apparel beyond a typical period of consumption. Using a qualitative case study, we examined Patagonia’s “Stories We Wear” blog posts from 2015 to 2017. Six emergent themes were identified as consumers’ motivation to engage in sustainability practices of repairing and extending the use of Patagonia brand apparel. The findings indicate that the blog posts (a) supported brand attachment and (b) enhanced our understanding of consumer-object relations with apparel items. Recommendations for future research and businesses seeking to expand sustainability practices are provided.The brand image of Patagonia, Inc., a California-based outdoor apparel and equipment company, is synonymous with concern for the environment and sustainability through responsible manufacturing and consumption (Chouinard
Please help! Thank you in advance!Question: Assess the company’s current Mission and Vision statement and explain your analysis of its
Please help! Thank you in advance!Question: Assess the company’s current Mission and Vision statement and explain your analysis of its strengths and weaknesses.Starbucks:MISSION: To inspire and nurture the human spirit – one person, one cup and one neighborhood at a time.VISION: To establish Starbucks as the premier purveyor of the finest coffee in the world while maintaining our uncompromising principles while we grow.
Complete a force-field analysis of a change from an in-class course delivery format to an online course delivery format. -What
Complete a force-field analysis of a change from an in-class course delivery format to an online course delivery format. -What is your change question? -What are the main driving and restraining forces? -What actions can you recommend to strengthen the driving forces? – What actions can you recommend to reduce the potency of the restraining forces?
Within our health care system there are a number of stakeholders that influence the health care policy development process and
Within our health care system there are a number of stakeholders that influence the health care policy development process and ultimately help shape our health care policies. -What is AARP’s level in the policy development process? -What is AARP’s role in the policy development process? -why is AARP important in the policy development process? -what impact does AARP have on the policy development process?please explain and be specific
Gateway Hospital is a 500-bed tertiary-care hospital located in a busy metropolitan area. A recent employee satisfaction survey scored well
Gateway Hospital is a 500-bed tertiary-care hospital located in a busy metropolitan area. A recent employee satisfaction survey scored well below the national norms on most scales. The hospital has been facing higher than average turnover and vacancy rates. Recruitment for professional positions is very difficult because the hospital has gained a reputation as a bad place to work, especially if one is new; the term “eat their young” seems to be a prevalent description. Salaries are below the local market, as are annual pay increases. Many departments seem to have a critical shortage of staff, and closing services has been a recent topic of discussion. Additionally, the financial picture of the organization is bleak. The payor mix has changed; Medicare cutbacks are impacting the bottom line, as are changes in private insurance funding. Key physicians are beginning to take their services elsewhere, as they sense the inefficiency of the hospital processes. The various stresses appear to be having a significant impact on the overall morale of employees. Poor teamwork is rampant, and communication breakdowns seem to be a normal occurrence. Several leaders have been let go in an effort to address issues. The leadership of Gateway Hospital is extremely concerned about the organizational prognosis and has decided to begin to address the issues by enlisting the assistance of a consulting team. One member of the team is a financial expert who has been hired to address the significant financial issues affecting the hospital. The time frame on fixing the financial issues is one of a critical need; since the environment is rapidly changing, the consultant must get a handle on how to help the hospital operate successfully, given the current financial downslide. A second member of the team is hired to address the morale and employee issues. A review of the employee opinion survey is conducted, and trends are identified in exit interviews. Employee interviews and focus groups are held in an attempt to determine the root cause of the morale issues, as well as the breakdown in teamwork and communication. The data collection is discussed with leadership; after a series of discussions, leadership admits that many of the financial pressures have created a “knee-jerk” reaction to staffing issues, often cutting back dramatically on employee hours. This would create a crisis mode and the need to ask employees to work harder. This cycle has created a significant lack of trust from the employees’ perspective, coupled with the fact that employees have not felt that they have been apprised of the reasons for the rollercoaster changes and have not been offered any words of appreciation when they have either reduced their hours or worked in a crisis. The consultant and the leadership agree that in order to fix the “people” issues of the organization, there will need to be a culture shift of leadership and employee interactions so that trust can be rebuilt. On the basis of these issues, what OD interventions do you think should be utilized to address the problems this hospital is facing? How would you proceed if you were the consultant in this case? What skill set do you think the practitioner will need in order to be effective in this organization? What type of a timeline would you establish if you were this consultant?
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