Teens like to eat at fast-food restaurants and food courts for a number of reasons. They also tend to be concerned about appearance, weight. and having a lot of energy. Imagine that you and business partners are planning to open a fast-food restaurant in a food court. Unlike the usual -burger and fries” concept your concept is promote “fun, fresh, healthy”. 1) How would you promote your new place? Would you stress that it served health-promoting foods? Explain your response. 2) What are potential strategies to increase fruit and vegetable consumption in teens? 3) Suggest four menu items that are “fun, fresh, easy” that would be rich in calcium and/or iron. 4) What are two motivational messages that would promote sales but at the same time encourage vegetables and fruits?
The motivation behind this examination is to test the impact of Perceived Organizational Support on Job fulfillment and to decide the impact of intervention of Trust on Job Satisfaction in the two unique divisions of work Public and Private. Here Sector of Employment goes about as an arbitrator and Job Trust as the arbiter. Plan/procedure/approach: A survey was arranged and regulated to 182 representatives working in people in general and the private area in various ventures like Banking, Mining, Power Generation and Information Technology. Discoveries: The examination has set up positive connections between the three builds of apparent authoritative help, work fulfillment and occupation trust for the general model and open part representatives, while these relations are not noteworthy in the event of private area workers. The intervention impact of Trust is noteworthy at 10% for the general model sans independently in the private and open division. Research restrictions/suggestions: The respondents have shifted profiles as far as age/long stretches of involvement, rank dimension and the enterprises that they work in. These outcomes may not be generalizable to all representatives in different associations in various enterprises and geographic territories. Additionally, a substantial level of reactions have been gathered through the web which isn't an altogether precise and solid type of information accumulation. Handy ramifications: The examination discoveries are relied upon to help the current associations in the general population and private segment to make sense of purposes behind diminishing occupation fulfillment of the workers and devise approaches to enhance the impression of authoritative help. Creativity/esteem: This paper contemplates the distinction in the connections showed between Perceived authoritative help, work trust and employment fulfillment in the private and open segment in the Indian setting. This is one of the primary endeavors towards concentrate the business divisions on a near premise. Catchphrases: Seen Organizational Support, Job Trust, Job Satisfaction, Public Sector, Private Sector Presentation: Employment Satisfaction is a proportion of how content an individual is with his activity. Many models have been created with the end goal to clarify circumstances and end results of occupation fulfillment, for instance, influence hypothesis, dispositional hypothesis, two factor hypothesis and the activity qualities demonstrate. For quite a long time scientists have been attempting to build up relationship among different parameters influencing the activity fulfillment, work duty, work commitment and occupation execution of the representatives in the associations. This is especially critical for associations with the end goal to enhance working conditions, make sense of the spurring elements and therefore increment representative profitability by making a sound workplace. Occupation Satisfaction is a marker of worker observations and sentiments about their employments. It can likewise anticipate work practices like hierarchical citizenship,absenteeismandturnover.Another imperative and important research finding is the connection between life fulfillment and occupation fulfillment which is observed to be equal. It implies that a man who is happy with his activity might be very happy with his life and the other way around. Occupation fulfillment is accepted to decidedly influence the profitability of the worker which is fundamental to specialty units that are meaning to expand yields. Seen hierarchical help is normally thought to be a dynamic connection between the business and his workers. As indicated by Rhoades and Eisenberger(2002) the partners share an equal relationship where higher POS is connected with true endeavors put in by the representative to accomplish hierarchical objectives. Research discoveries propose that proficient representatives will probably see higher hierarchical help when they firmly related to their work environment and a positive connection was seen between employment execution and POS (Heckman et al., 2009). Our examination goes for breaking down the connection between saw authoritative help and employment fulfillment. Trust goes about as a middle person in our model. Seen authoritative help is how much workers trust that their association esteems their commitments and thinks about their prosperity. Trust is to trust the individual who you trust to do what you expect and work fulfillment portrays how content an individual is with his or her activity. This examination endeavors to ponder and set up connections between the builds for general society and private part representatives in India. There are different standard scales accessible to gauge every one of these parameters. In this examination we have for the most part utilized the abbreviated form of the scales. Research foundation and Hypothesis Seen Organizational Support: The idea of hierarchical help has created enough enthusiasm for request to consider its effect on execution of the representatives. The observation a worker creates about his/her association esteeming his commitments and thinking about his interests and prosperity is named as Perceived Organizational Support (POS)(Eisenberger and Rhoades,2002). A meta-investigation has shown that three noteworthy classes of desires that a representative has from his work association are related with POS. They are fairness of methods, support of the quick predominant and execution related prizes and ideal occupation conditions. Considering the businesses' desires from their representatives, they esteem commitment and dependability. Feeling driven perspective of hierarchical duty underlines that the feeling of solidarity felt by the worker and the qualities that he imparts to the association decide the execution and non-appearance levels, likelihood of leaving his place of employment (Mathieu and Zajac, 1990;Meyer and Allen, 1997; Mowday, Porter, and Steers, 1982). Social Exchange scholars express that business is a give and take relationship of commitment and faithfulness for unmistakable prizes and social advantages (e.g., Bateman and Organ, 1983; Brief and Motowidlo, 1986). The predecessors of POS and its results are clarified by the hierarchical help hypothesis which (Eisenberger, Huntington, Hutchison, and Sowa, 1986). This hypothesis accept that to decide association's availability to remunerate representative endeavors and meet their socio passionate necessities, worker frames general convictions about the worry appeared and expected in future by his association towards him. POS is additionally viewed as an affirmation of the help that will be accessible to the representative during trouble (cf. George, Reed, Ballard, Colin, and Fielding, 1993). Moves made by the operators of the association are illustrative of its expectation and are not close to home thought processes. The representation of the association is upheld by its good and lawful obligations, culture, standards and approaches. Representatives shape observations dependent on the above markers about the help they get from their work association (Levinson, 1965). This hypothesis likewise expresses that POS ought to build up some sort of a commitment in the representative to perform for the association and help achieve its destinations. The job insight of representatives is accepted to rely upon the exercises that the association sees as vital for fruitful occupation execution (Porter and Lawler, 1968). Execution is relied upon to increment with higher endeavors put in by the worker and the discernment that such productive endeavors will be compensated (Campbell, Dunnette, Lawler, and Weick, 1970; Katz, 1964). Employment Trust Trust is a standout amongst the most critical essentials on which a business representative relationship is based. This relationship goes far in ingraining certainty and destructing dread by making a workplace free of stress and doubt (Zeffane et.al, 2003). Trust has likewise been proposed to be a mental state as indicated by which it is estimated based on seen weakness or hazard because of the vulnerability included (Kramer, 1999). In our examination work we are worried about the trust inside the association i.e. the degree of trust the representatives have in the association they work for, fundamentally among workers and administrators or managers. In this manner in a hierarchical setting trust depends on the social trade hypothesis fundamentally (Whitener et al., 1998), which discloses trust to be a result of trade of advantages between the two gatherings included. The fundamental idea required here is "correspondence", which sets up the way that interest in the representatives in an association regarding acknowledgment, strengthening, equity, bolster and different favors will dependably be returned and not go squander (Gouldner, 1960). Agreeing the examination done by Prusak and Cohen (2001), it is workable for chiefs to build up a domain of trust in the association by empowering common trust, and support. This thus expands the dimension of seen confidence in the association by the workers. It has additionally been contended that this trust (McAllister, 1995) is the way to hierarchical trust and control. It prompts expanded dimension of representative interest which includes basic leadership control in the hands of the subordinates which would unavoidably prompt increment in oversights. Accordingly, by appointing this capacity to the subordinates the association expands the hazard factor and yet, since this assignment needs an obligation of trust (Yukl, 1994), gives a reasonable sign that association has faith in its workers and in this way the individual sees this authoritative trust and thus contributes adequately and decidedly towards the association. It is additionally evident that every individual sees the dimension of trust in an unexpected way. In this way, it is pointless to hold normal presumptions over all work connections and along these lines setting based investigation is required. The trust levels likewise change based on who is partaking in the relationship i.e. at what dimension of the association (Graham et al., 2006). Accordingly, this trust existing in an association decides >GET ANSWER