Food Record: How to Keep One
• Record your intake of foods and beverages for 3 consecutive days, if possible (one weekend and two weekdays). If not consecutive, make sure all three days are in the same week.
• Write down what you eat, when you eat it or as soon as you are finished. Or take a picture of you meal/snack and write down the information later.
• Include all snacks, beverages, and “bites”—even if you just grab a cracker on the way to the bathroom, write it down.
• Write down the specifics of the foods/beverages, the portion consumed in common units (cups, tablespoons, slices, pieces, and fluid ounces), the source of the food (fresh, canned, frozen, restaurant), and any other specifics (additions: sugar, syrup, ketchup; toppings on pizza, etc.).
• Accuracy in portion sizes improves the accuracy of the nutrient analysis.
• Check food labels for specific information.
• Write down the time of day.
• Be complete, honest and thorough in your food record. I will not be analyzing your diet. This is for you to know about your food intake.
Example of a food record
Your food record should look something like this:
Day of the Week/Date:
Time Foods Eaten Amount Additions/Extras
8 AM Cereal – Cheerios
Hot tea 1 cup
6 fluid ounces
1 cup 1 tsp sugar
2 tb milk; 1 pkt Splenda
9:30 AM Cheetos – regular
Water 1 oz bag
1 bottle (16.9 oz)
12 noon Hamburger – BK
Fries – BK
Coke – BK 1 regular
1 small order
1 medium 1 pkt mustard, 1 pkt mayo,
Lettuce, tomato, pickle
2 tb ketchup
2:30 pm Chocolate chip cookie
Water 2 small
½ bottle (16.9 oz)
5 pm Apple 1 medium
6:30 pm Chicken – fresh, grilled
Mashed potatoes – fresh
Broccoli – fresh, roasted
Carrots – fresh, roasted
Iced tea – brewed 1 medium breast
12 fluid ounces 2 tb bbq sauce
Butter (2tsp), salt, pepper
Olive oil (1 tsp), S&P
OO (1tsp), S&P
2 tsp sugar
9 pm Ice cream – chocolate chip
Water ½ cup
½ cup 2 tsp chocolate sauce
How to Enter Foods/Beverages Consumed into MyPlate
1. Go to the Super Tracker web site (https://cronometer.com/). Select “Create Profile” in the top right corner of the page. Enter the information under the “Personalize Your Profile” section in Step 1. Enter your information as accurately as possible. I will not see this information. This is to help estimate your daily energy needs. Also enter a username and password under Step 2. Write down the username and password that you have chosen. You will need it to do part 2 of the project. Then choose “Submit” under Step 3.
2. To enter food, click on the “Sign up for Free” from the middle of the page. On the left side, you will enter the food items from your food record. Type the food in the box and select “Go”. A list of food choices will appear under “Search Results”. Select the food item based on the description in MyPlate and your description from the food record. You must choose the item by clicking on the blue food item. Now you must choose an amount and select the meal time. Do your best to estimate what you had to eat. When you have made your choices, click the blue “+ Add” button. Continue to add all the food and drink items for that day.
3. Once all the items for one day have been added. Change the date in the top left corner by using the arrow keys or the calendar.
4. Once all three days have been entered, select My Reports from the top menu. Choose Meal Summary from these options. Enter the dates from your food record in the “View Report from:” section. Choose “All” meals. Then select the blue “Create Report” button.
5. Once the report has been created. Choose either the PDF or Word option. Save and print these pages.
What a Multinational Company? Disclaimer: This work has been presented by an understudy. This isn't a case of the work composed by our expert scholarly authors. You can see tests of our expert work here. Any feelings, discoveries, ends or suggestions communicated in this material are those of the writers and don't really mirror the perspectives of UK Essays. Distributed: Tue, 02 Jan 2018 1-Introduction: For better understanding this is critical to examine what a worldwide organization is in the lead position. In short words global organization can be characterized as an organization or an association that serves or deliver in excess of one nation is known as worldwide organization. Different names use for such sort of associations is Multinational Corporation (MNC), Transnational Corporation (TNC) or Multinational Enterprise (MNE). Global association can be occupied with assembling, administrations or the misuse of common assets in the working nations. Diverse scholars depicted distinctive meaning of global organizations. As indicated by Moore and Lewis (1999, P. 21) expressed that "an undertaking that takes part in remote direct venture (FDI) and claim or controls esteem – including exercises in excess of one nation is known as global endeavor". As Jones (1996, p.4) says "A MNE is normally characterized as firm that controls activities or salary creating resources in excess of one nation." There is an extensive rundown of worldwide firms like Sony, Nestle, Wal-Mart Stores, General Motors, Ford Motor, ConocoPhillips Microsoft, Nokia, Toyota Motors, Intel, Coco-Cola, Sony, IBM, Nike and Citigroup and so forth. Presently the fundamental inquiry is about the global organizations of various starting point embrace diverse methodologies of HRM rehearses. To talk about this area this is extremely imperative to examine the HRM rehearses in the lead position, to characterize what HRM is and after that its practices will be examined all through this article well ordered, and after that practices of HRM in more extensive setting for the MNCs or MNEs. HRM is current word use in the organizations, which can be characterized as "a model of work force administration that centers around the individual instead of adopting aggregate strategy". (www.dictionary.bnet.com). As Pennington and Edwards (2000, P. 4) expressed that "Human Resource Management (HRM) is another state of mind about how individuals ought to be overseen as representatives in the working environment". It very well may be characterized into two schools of thoughts.i.e. Hard HRM and Soft HRM. The two kinds of HRM are under investigations of various creators in detail. Presently to focus on the inquiry specifically an overview will be under investigations "Nation of inception impacts and HRM in worldwide organizations" which occurred in 2007 by P. Edwards et al. In which he talked about 302 UK based worldwide organizations, which cover both UK – claimed and abroad – possessed organizations. This investigation will have a vital influence in the exposition to get the end either global organizations of various nationalities have diverse HRM methodologies and rehearses or not. 2-Challenges In Multinationals As per Brett, Jeanne and Kristin, 2006, worldwide business' temperament is going under an ocean change. The globalization, multi-nationalization, and the land enhancement is pushing organizations towards change in their administration structure and style. Multinationals presently need to consider local economic situations and create systems to take into account every one of the provincial markets. Culture Shock Culture stun is the huge test for multinationals, the distinction brings the diverse reasoning ways and working ways, and it needs time to modify it. By and large the ostracize supervisor want to underscore and require the home office or home nation esteems on the host nation's representatives as opposed to tolerating and learning inside the new culture. (Adler, 2002) Absence Of Cross Cultural Training Actually, most multinationals disregard this preparation program amid the staffing administration. Be that as it may, the better understanding about culture square can assist administrators with improving the viability of staffing administration. For instance, The administrators at Bell Canada were completely gotten some information about Muslim laws of drinking and the treating of ladies there before he or she doled out an undertaking for Saudi Arabia such like building the phone framework in there. (Adler, 2002) Family Problems Family issue for PNC administrator is another test. The abroad representatives dependably think about their family. At some point, such feeling will impact the focuses in their work. These troubles are normally thought little of. What the association ought to do is to help exiles' family to adjust their new condition. (Dolan, 1996) 3-HRM Functions In MNCs Colleagues of worldwide organizations originate from various nations with the distinctive culture, financial, religions and propensities. These distinctions bring the diverse reasoning and working strategies, in this manner, how to deal with the multicultural group is a major test for the HRM in the multinationals. In the article "Overseeing multicultural group", the writer expresses that "Correspondence in Western societies is regularly immediate and unequivocal. In numerous different societies, which means is installed in the manner in which the message is exhibited. The distinctions can make genuine harm group connections" (Jeanne Breeet , Kristin Behfar, and Mary C. Kern, 2007) . Holding Subsidiary Staff's Retention It very well may be contended that the maintenance of staffing in the multinationals' backup conducts colossal impact. The exchanges between the PCNs, HCNs and the TCNs are the enormous issues in the staffing administration technique. Scolders recognize that the HCNs and TCNs who are sent to the corporate home office (HQ) called inpatriates. As this article made reference to previously, the ethnocentric methodology, the polycentric approach, the regioncentric approach, and the geocentric methodology are the four noteworthy nationality staffing strategies in the universal staffing, by dissecting the complex and the new circumstance show up in the connections between the HQ and auxiliary, B. Sebastian Reiche (2007) investigates the global stiffing-related maintenance methodologies . Initially, he asserts that a pluralistic and agreement driven way to deal with universal staffing upgrades the maintenance limit of worldwide staffing rehearses through expanded responsiveness to and association of the particular nearby unit. He expresses that the learning and ability from the neighborhood staff can assist multinationals with reducing the hazard and culture-bound in the nearby market. He likewise trusts that this methodology can enhance the faithfulness of nearby staffs, and the neighborhood staff can accomplish singular vocation intend to connect the institutional advancement plan. In the meantime, he expresses that the PCNs still go about as the essential job for casual controlling and coordination in the global organizations. Furthermore, he demonstrates that exile of nearby staff can hold the MNCs' maintenance. In this methodology, he expresses that the "inpatriates can share their social and logical learning of the auxiliary condition with chiefs at the HQ. And furthermore inpatriates will in general be acknowledged by HCNs more enthusiastically than remote work force." HRM is all worry about the representatives at the work put, however the requests from HRM gone up as the instruction rate grown up. As Pennington and Edwards (2004, P.4) expressed that "As a dimension of instruction end up higher, a more prominent extent of the populace world – wide expect more than reasonable treatment, they look for a scope of inherent rewards, for example, work fulfillment, a level of test, a feeling of profession movement and fulfilling connection with co – specialists". Determination and Recruiting:- The fundamental capacity of HRM is choosing and selecting, regardless of the firm is household or global. Staffing issue for local directors and MNC's supervisors are not altogether different for enrolling for the center administration or ground floor laborers, yet to choose and enlisting of best administration then the decisions come like parent – nation national (PCNs), Host – nation national (HCNs) or third – nation national (TCNs). As indicated by Parlmutter (1989) isolated into three principle classifications. 'Ethnocentric' where top administration favors PCNs supervisors, who are posted abroad for a timeframe. 'Polycentric' where top administration offer decision to sponsorships to satisfy administration posts themselves, and 'Geocentric' when top administration initiates supervisors all inclusive and post them anyplace on the planet. For instance Japanese style of HRM don't depend on meetings and occupation commercials, they select the general population from the colleges and the most best MNCs can bear the cost of the understudies from the most lofty college. As indicated by Keeley (2001, P.62) expressed that "not at all like the most Western organizations nitty gritty set of working responsibilities seldom exist. The organization looks to decide whether the planned representative has the sort of identity that fits in well with the climate at the company."While US MNCs depend on "meet must" quality of HRM rehearses in their endowments. In China, they had no determination forms in essence when they originally began. Senior administrators were designated by network government-authorities. A large portion of the new contracts depended on worker referrals. Determination criteria depended on nepotism and contacts. Enlisting choices are affected by the accompanying in china: A man's capacity to play out the specialized prerequisites of the activity An individual meeting A man's capacity to coexist well with others effectively working here Having the correct associations (e.g. school, family, companions, locale, government, and so forth.) The organization's conviction that the individual will remain with the organization A business test in which the Person needs to exhibit their Skills Demonstrated work involvement in a comparable activity A man's capability to work admirably, regardless of whether the individual isn't that great whe>GET ANSWER