Potato Salad Americans Essay Example for Free

Potato Salad Americans Essay Eating a Healthy Diet Assignment ? Try a New Recipe (10 pts) 1. Go to the Cooking Light website or any other website that gives you healthy recipes and chose a recipe you would like to try. Website you used: Cooking light . com Recipe you chose ? copy and paste the recipe including nutrition information in the space below. How to Make Potato Salad Americans can definitely agree on one thing: Potatoes are our favorite veggie. Each of us eats about a whopping 130 pounds per year. During the summer months (if not year-round), you can safely bet that loads of potatoes find their way into the ubiquitous potato salad. Honestly, can you have a cookout or picnic without one? Despite regional interpretations, theres really one basic way to make this popular dish. And here, well show you how to master the technique and turn out a variety of unique, healthy salads. Step One: Cut to Size Cut potatoes into uniform shapes and sizes so theyll cook evenly. If theyre different sizes, some will become mushy while others still have an undesirable crunch. Low-starch varieties, like red potatoes, work best in potato salads. Step Two: Start in Cold Water. Be sure to start with cold water when boiling potatoes. This works to solidify the outer surfaces and helps prevent them from getting too soft as the interior cooks, so the potatoes will hold their shape nicely in a potato salad. Step Three: Add Dressing Make the dressing while the potatoes cook, and toss them with the dressing while theyre still warm so theyll absorb maximum flavor. If using dairy products, like sour cream, allow the potatoes to cool slightly before tossing to prevent curdling. Step Four: Add Additional Flavors and Ingredients Customize your salad. For example, add your favorite veggies, fresh herbs, or salad greens. You can even give the salad an international flair: Lemongrass adds Thai flavor; chutney lends an Indian taste. 2. Try out the recipe, take a picture of you with the prepared meal and report back to class what you thought of this recipe. Would you recommend it? Will you make it again? Anything you would change the next time? To get full credit for this assignment, you need to show your picture to your instructor. Initial of instructor.

Blue Highways, Leaves of Grass and the Parkdale Library Essay -- compa

Blue Highways, Leaves of Grass and the Parkdale Library I don't know what exactly I expected to find at the library that summer. Rows of gleaming shelves and neatly stacked books, probably. No sound but the humming of fluorescent lights and the thump of rubber stamps. The librarians would be demure types - soft-spoken and intellectual. I thought of the place itself as a sort of solemn temple to the written word. With these images in mind, I was startled by my first glimpse of the employees' workroom. As it turns out, librarians read the People magazines before they go on display, and complain to each other about bratty kids that file through, and they leave sticky bottles of Mountain Dew in the refrigerator. Such are the secret lives of the people who used to strike fear into the hearts of my second-grade classmates. For me, it was a slightly jarring introduction to the working world. I was starting my first summer job, and, after hours, reading Blue Highways and thinking about journeys. William Least Heat Moon crossed the country over fifteen years ago, devouring Walt Whitman and "gathering the minds of men" (410). I was crossing a small threshold of reality, gathering observations on the behavior of men. He turned his back on the trials of life and I was watching its eccentricities; he was growing cynical and I am still completely green. Yet to me in June 1999, our journeys seemed almost identical. So as Least Heat Moon studied Leaves of Grass, I studied this road diary and tried to follow its winding philosophy. It was the philosophy that came in handy - especially the parts that Least Heat Moon picked up on his way... ...ye party. Marty made his specialty (Mountain Dew bundt cake). Millie smiled maternally and told the college students to be careful and call their mothers often. On her last day, Molly drove away blaring her horn and flashing her lights in exhilaration. As for me (like Whitman, a mere witness), I was wondering if these people were really who I saw them to be, and if they would be a part of me because of the time we spent together. An old Jerseyman to William Least Heat Moon, explaining his faith in the force of nature and in mankind: "...then say I believe... because it is absurd" (392). It is, indeed, absurd. And so I too believe. Works Cited Heat Moon, William Least. Blue Highways : A Journey into America. Boston: Little, Brown, 1982. Whitman, Walt. Leaves of Grass. Philadelphia, 1900.

Ethical Compensation

Employees expect companies to stick to certain standards that represent fairness (Compensation Dilemmas: An Exercise In Ethical Decision-Making 1995). Early efforts of economic views have studied compensation systems over the years. The all-encompassing view at the time was that the best possible compensation systems met the fair days wage for a fair days work criteria. The key for managers and others who design pay systems Is to ensure that pay accurately reflected the economic value added to the firm by a worker.This is where fairness is expressed only in economic terms. Since that time management scholars have developed a much richer understanding of what fairness means to employees and how views of fairness affect their attitudes and behaviors. Compensation systems also play Important social and representational roles in organizations and through these roles pay systems affect a variety of Important outcomes such as the nature of employee commitment and performance and work relat ionships.Given the essential role that compensation systems play in employment relationships, it is also very likely hat they play an important role in shaping whether people feel they are treated with respect, trust, and dignity and whether they believe the values and customs of the organization are worthy of their fullest commitment and highest efforts (Bloom, M. 2004). Could executive compensation be redefined by performance management? â€Å"When no performance measures are defined and documented for company executives, this places no accountability on the CEO to produce measurable results.On the other hand, if performance measures are defined, documented and accountability is laced on the CEO and is tied to compensation this could prove to be beneficial for all involved. While employees are paid based on established Job classification systems, Coo's however arbitrarily negotiate salaries where there Is no cap, but benefactor. The company is injured by way of a harmful image in the eyes of the industry. The consumers of the company's products or services are also hurt. The company may also experience retention problems and stockholders may suffer from financial loss.Also employees are left to deal with disappointment, bitterness and owe morale (Carter, C. 2009). Americans are fuming right now. Pummel by the bind of a painful recession and furious over oversized executive compensation packages at the very Wall Street firms widely blamed for the economic chaos, they gradually distrust key establishments and individual leaders. Americans are angered at the financial services region. They believe that these institutions have rigged the game so that top level executives are rewarded substantially even when they fail. Americans want action to restore fairness to the system and get pay back in line.The variety of experts and activists of political leaders and ordinary citizens, there is a belief that executive incentives have exaggerated short-term performance, supported unnecessary risk-taking, and failed to discipline poor performance. Many believe that incentive plans have tempted some Coos to put personal financial interests in front of good stewardship that provides the long-term interests of their organizations (Ethics Resource Center, 2010). In recent years it has become common for corporate board of directors to recruit a star chief executive officer with an executive severance cage.The severance agreement becomes part of a contractual commitment that is often unrelated to the circumstances of the executive's eventual firing. To complicate matters, severance is often structured as deferred compensation for an executive's earlier successes, before things would eventually fall apart. When a CEO is discredited they always argue that they were not overpaid at termination because the rise in share price they achieved for stockholders during their tenure with the company. Companies should not make severance commitments when hiring execut ives.This will come back to haunt them. This style could make it difficult for firms trying to hire top talent. A CEO with ethics would be embarrassed when receiving an abundant severance after their decisions caused severe anguish to the employees and shareholders (Kipling, K. 2008). Addressing specific errors in compensation plans is critical and identifying the best metrics for measuring performance is part of the answer. Maybe creating an ethical organization is a critical first step that sets the stage for effective compensation plans.Ethical performance should be one of the metrics for determining compel;sensation. Many of the problems credited to failed compensation plans are really about ethical slip ups. I'm not saying that executives intentionally engage in bad conduct. But it can mean that a lack of continuous focus on ethics can induce bad behavior. This behavior can turn into rationalizing decisions without truly centering on the allegations for the long-term well-being of the customers, its employees, shareholders and the company as a whole (Ethics Resource Center, 2010).Executive compensation is not illegal. However the actions of some Coo's and executives can be ethically questionable. From the viewpoint of economic effectiveness, restructuring or even downsizing may be required in order to arrive at specific business goals. Although, making the decision to eliminate Jobs while the CEO is overly compensated for providing inadequate performance is not only feeble make a incredible impact by educating board of directors on accountability in executive packages, compensation and incorporating strategic performance management initiativ

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