The Assessment Of A Community s Decision For Real Initiative

According to Monmonier (1996), those who do have Internet and GIS accessibility face the potential to be placed in a vulnerable position. He believes that the public who is â€Å"armed with a GIS but lacking the savvy to use the system appropriately becomes vulnerable to sarcastic attacks from site advocates†. Meaning, that a community’s opinion may not be taken seriously or may be misrepresented in the eyes of policymakers because the people in that community may not be using the GIS software correctly, therefore they do not comprehend the data that is being presented to them in a GIS platform. This connects to another complication, that the general public may not have the basic training requirements needed to properly understand GIS software. Referring back to Carver, et al (2001), one of the issues they encountered during the observation of the Neighbourhood Initiatives Foundation’s Planning for Real initiative was a general lack of familiarity with GIS so ftware, especially from older age groups of manual trade. The solution to these issues cannot be resolved in a short period of time as these are mainly socio-economic complications, however, attainable solutions are present. As far as GIS comprehensive, this will become less of an issue as more people become familiar with using computers and maps through work and education (Carver et al, 2001). 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The Involvement of War in British Literature - 944 Words

Kimberley Johnson creates an article about the angel, Raphael, which was to send a message to Adam and Eve, warning about the temptation of Satan during the war between God and Satan. Raphael failed to have the human race receive the message for Raphael stopped one of Satan’s demons and the war between God and Satan continues which is refers to the War of Heaven. Johnson implies that, â€Å"The sweeping war epic Raphael tells in Book 6 stands in direct opposition to Michael’s counsel not to imagine the battle between good and evil as a duel, and it also contradicts the narrative priorities that Milton himself lays out at the beginning of Book 9† (Johnson 213). This passage in Johnson’s article explains that Milton intentions of creating the†¦show more content†¦They say that fear is the true outcome from war neurosis instead of terror and hysteria. The history of war in British literature involves in the book, Culture in Camouflage: War, Empire, A nd Modern British Literature. The book, Culture In Camouflage: War, Empire, And Modern British Literature, is written by John Howard Wilson remaps the history of British war culture by insisting on the centrality and importance of the literature of the Second World War. Wilson speaks of a great British narrator, Patrick Deer, who opinionates that â€Å"‘the emergence of modern war culture’ and argues that ‘war writers challenged the dominant narratives and imaginaries projected by an enormously powerful and persuasive mass media and culture industry’† (Wilson). Writers of war involve culture and mass media in their stories to give it a more dominant narrative. Wilson has Deer conclude, â€Å"the experience of Britain during the Second World War reveals that modern war culture is self-perpetuating and self-replicating: it normalizes and naturalizes a state of war.† (Wilson). 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Cohesiveness and Organizational Support †Free Samples to Students

Question: Discuss about the Cohesiveness and Organizational Support. Answer: Introduction Human Resource Management, often abbreviated as, HRM, refers to the management of the human resources. It is designed by the department of HR, in order to maximize the performance of the employees in accordance with the organizations strategic objectives. Its primary objectives are managing the people of the organizations, by focusing on its policies and systems. It is responsible for designing the employee benefits, recruitment, development, training, rewarding and performance appraisals (Al Ariss, Cascio Paauwe, 2014). The report highlights the Expatriate performance of the multinational organizations and how international organizations manage this effectively. Expatriate performance management is practiced in multinational enterprises. There is no such prevalent form, existing for the expatriate performance management. It is strongly influenced by the parent organizations culture. The expatriate performance management consists of seven major activities; linkage to the strategy of the organization, setting of the behavior of individual performance, identifying the variables which is impactful for the performances, appraising the employees performance, providing the employees with regular feedback regarding their performances and the progress towards the organizational goals, providing them with opportunities for growth and improvement and lastly linking of the results with that of rewards (Andresen, Al Ariss Walther, 2012). The report throws light on how the international organizations manage their expatriate performances effectively and efficiently. In addition to this, it includes literature review of the performance management of international employees along with the cross cultural context. Moreover, it discusses about the cultural adjustment, performance criteria and performance feedback. Performance management of International employees The human resource department of any organization must work with their managers, who are responsible for the welfare of the expatriate employees. Together, they must work on the development of critical and professional profile of each and every employee, who all are assigned for an assignment of international domain. The expatriate performance management consists of seven major activities; linkage to the strategy of the organization, setting of the behavior of individual performance, identifying the variables which is impactful for the performances, appraising the employees performance, providing the employees with regular feedback regarding their performances and the progress towards the organizational goals, providing them with opportunities for growth and improvement and lastly linking of the results with that of rewards (Andresen, Bergdolt Dickmann, 2014). The management of the expatriate profile must clearly outline the facts of the companys expectations as well as their productivity standards, which will enhance their profitability and the operations efficiency. Managing expatriate performance is an important part of any corporate strategy. Moreover, it helps in serving several goals of the organization. It also helps in identifying the international employees who have high potential and proves to be beneficial for the company. It facilitates the equitability of reward performance and also segregates the employee needs and demands for the development (Andresen, Bergdolt Margenfeld, 2012). An organization greatly suffers when international projects fail to live up the organizations expectations. It is extremely costly for the image of the organization and its reputation. Companies must emphasize on their importance of appropriate selection of the staff members or the associates for international projects or assignments. A detailed and consistent assessment of the expatriate employees performance and their appraisal for the operations, is very critical for an international projects success (Armstrong Taylor, 2014). The failure or success of the company totally depends on how the employees are working together for the achievement of international assignments. Several issues like the timing and criteria of the performance reviews, the employees raises as well as bonuses are to be discussed accordingly and agreed before the selection and placing of the employees for the assignments takes place. However, appraising the expatriate employees performance is as important as th at of the domestic employees assignments (Awais Bhatti, Mohamed Battour Rageh Ismail, 2013). Each and every international assignment is unique and different in its own self. A common rule for appraising the expatriate workers is that each and every international office must use a unique and different system of appraisals. Employers must keep a check on the system of the appraisals and must not agree on taking a performance appraisal system which was designed for the appraisal of domestic employees. It is the duty of the company to set up different and unique appraisal systems for the international or expatriate employees (Beardwell Thompson, 2014). It should be modified in accordance with the expatriate employees performances based on several criteria, like the environment, task factor as well as personality factors. The company must understand the policies and take under consideration while the assessment of expatriate employees performances takes place. The human resource department of the organization should discuss with the performance managers and outline their apprais als accordingly (Awais Bhatti, Mohamed Battour Rageh Ismail, 2013). Variables impacting the expatriate performance The compensation package: The main focus of the international programs of compensation is to provide the international employees with sufficient amount of wages in order to keep them at a good financial level, at the point of their international projects. They must not lose their ground economically. The compensation package must include the normal salary, in addition to the benefits being offered in the employees home countries. For expatriate employees, the base salary is the primary allowance packages, which includes foreign premium services, living cost allowances, utility and housing allowances, in service benefits as well as pension contributions. It may be paid in local or home currency or in dollar, pound and others (Bratton Gold, 2012). Headquarter Support: The headquarters support is a very important factor. It should extend from the individual expatriate employee to his/her family members. The external context acts as an important determinant for the expatriate employees performances. The contexts differ on the basis of societal, economical, legal, technical, operational and physical factors. Headquarters support plays a bigger role in the expatriates performances. If the expatriate performance is not managed carefully then it may hamper the progress. Employees may suffer from sleep disturbances, anxiety, stress, health disorders and others. Therefore, it is to be taken care and headquarters must fully support in order to enhance their performance levels (Cerdin Brewster, 2014). Cultural Adjustment:Expatriates performances are mediated by the adoption of cross cultural factors. Managers of any organization must be aware of certain skills which are necessary for creating and maintaining a successful and diverse workforce. Firstly, they must take care that none of its employees are facing discrimination and stereotyping. Managers must be aware of its consequences. They must be able to recognize their own cultural prejudices and biasness so that they can work on it. They must change the organizations working procedure when it is necessary. Organizations must be aware of all the tactics to manage workplace diversity in order to have a successful and bright future. They must provide their employees with diversity trainings (Chang, Gong Peng, 2012). Cross cultural context for expatriate performance management Effectiveness of team work completely depends on the way the team members are working in order to achieve a common organizational goal. Efficient team members maintain peace and harmony, while working. Generally, it doesnt happen by accident. Excessive amount of hard work, cooperation, struggle and commitment results into a better team, which is the key to success. A team is only productive when it is committed to a specific goal and the members are able to complete the goal by using their own resources (Collings, 2014). When a team is introduced to the goal, all the team members should come forward and work as an individual unit in order to finish the task. Each and every membershould equally participate in the given task and share their efforts in order to get good results as it is essential for the teams success. Moreover, diverse workforce can be regarded as a reflection of changing marketplace and the world. Cultural diversity helps in introducing high values to the work. Respec ting the differences of every individual proves to be beneficial, which helps in creating competitiveness and increasing the work productivity as well (Deresky, 2017). Quests for the global presence and globalization have led to the expansion of the multinational corporations, into more new market segments with higher returns. The expansion of the markets has led to the increased competition of the talented workers. It has driven employment of increased number of expatriate employees or workers to manage the overseas operations of the businesses. Literature reviews show that the poor performances of job can be a result of poor cross cultural adjustments in the foreign locations. It is therefore, important to ensure that all the corporations are appointing capable candidates or workers for the overseas projects, so that it helps in bringing in a good investment for the multinational organizations (Ghauri Park, 2012). However, due to economic and political situations improvements in Africa and other countries, international corporations view these places as a total new and emerging markets for managing the business operations. Research on these, as such adjustments of expatriate performances, has been taking place for the last two or three decades. Managing cross cultural factors is important as it assists the human resource professionals to plan and implement appropriate programs for the expatriate employees. It also helps to bridge the gaps between the countries and emerging nations. It also contributes to the better understanding of human beings (Harris, 2012). A company with diverse collection of experiences and skills for example; cultural understanding, languages, ethnicity and more, is able to provide services to the customers globally. It helps in enhancing the companys service range, which is beneficial for them. A diverse group of workforce, which feels free to communicate, can provide a wide range of experiences, points of view and skills. It helps the organization to meet the needs of customers and business strategies more adequately. Multinational companies, which encourage diverse workforce, can be an inspiration to all of its associates and encourage them to perform to their best (Hendry, 2012). More effective execution and implementation of business strategies is possible, which in turn results in profitability, return of investment and profit. However, implementing diversity in the policies of the workplace can prove to be a challenge to all the diversity advocates. Based on the results of employees research data and assessmen ts, they must implement and build a strategy to maximize the diversity effects in the organizations workplace. Only diversity training is not enough for the diversity management plan of the organization. Several strategies must be there and it should be implemented to create diversity culture that permeates each and every function and department of the organization (Jehanzeb, Rasheed Rasheed, 2013). Performance Appraisal of international employees Performance appraisal for the international employees is some strategic process which is taken care by the human resource managers of the company. It enables the MNCs or multinational corporations to improve or evaluate the employees continuously. It also takes care of the subsidiary units for its improvement as well as the corporate performances and preset objectives. Effective management helps in creating a system of incentives which ensures the international workers as well as the overseas subsidiaries to work in accordance with the interests of the home company. International performance appraisals are complex because of the asymmetrical information and incongruence of the goals, between parent or home company with its subsidiaries (Jiang et al., 2012). There are various approaches to the international performance appraisals for the multinational companies to choose, and the approaches are mainly affected by the firm specific and host contextual factors. However, the importance o f the international performance appraisals has worldwide recognition and most of the multinational corporations have effectively managed it. It helps in determining the achievement and ability of the workers along with reasonable consistency and accuracy. Moreover, it helps in the identification of the so called obstacles in the path of the top performances (Kersiene Savaneviciene, 2015). The criteria in order to assess the performances of the expatriate workers must be clear, practical, reliable and relevant as well as meaningful. The performance criteria must be based on the workers traits and work profile. The company should focus on his/her quality of work and performances. Moreover, his/her behavior, that is, how he/she behaves in the company, must be taken into account. The performance criteria also depend on the way the worker is treating his/her colleagues or work friends. A companys success depends on its capability in embracing diversity and realizing its benefits (Kraimer, BolinoMead, 2016). The organizations which are able to handle actively multiple issues related to diversity can progress on a long run. It increases adaptability as employees with various backgrounds bring in individual experiences and talents, giving new ideas and sharing different views which help in adapting to customer demands and fluctuating markets. The multinational companies must be able to establish the performance standards of the employees by encouraging them on a daily basis. They must communicate their working standards to the employees to increase their level of performance. Moreover, daily report of the expatriate workers performance must be kept in record and observed by the human resource managers (McEvoy Buller, 2013). However, establishing the performance criteria can be a difficult task altogether. This is due to the major differences in the equitable standards of productivity and international environments, which are applicable for the servicing and manufacturing of subsidiaries of foreign companies. Performance feedbacks and criteria are being best established by combining norms and values of each and every local environment with home offices standards of performances (McNulty, 2013). Individual profile of the countries must be developed and they should take the foreign environment of subsidiaries into account. This particular profile must be used in order to review certain factors which may have an impactful effect on the performances of expatriate employees. Such factors are language, politics, culture, labor relations, government, control, economy and communication. Once these factors affecting the performances of expatriate employees are determined, the message must be circulated among the subsidiaries of the multinational organizations and feedback must be generated on the basis of that (McNulty, De Cieri Hutchings, 2013). Critical and professional profiles of each and every expatriate worker must be compared against the other employees within the country cluster in order to ensure that the performance is properly measured and reviewed. In fact, these criteria are useful for providing the workers with the feedback regarding their performances. It is also used when the individual employees are being appraised in the international assignments (McPhail et al., 2012). Management of the expatriate performances affectively Organizations exist in order to achieve their goals and objectives. The success degree of the individual employees depends on the effectiveness of the organization. The assessment of the individual successful employees attaining or meeting their individual goals or objectives become a very crucial part of the human resource management. Taking the case of multinational organizations, several new and different dimensions come into play. The cross cultural diversity influences the whole process to a huge extent (Min, Magnini Singal, 2013). Moreover, the performance evaluation procedure of the expatriate employees or workers is very much attached with the subsidiaries performances. Multinational organizations are the group of various subsidiaries which collaboratively try to achieve the sustainable and competitive advantages through mutual and supportive goals. The performance evaluation of the individual subsidiaries become a crucial part and this particular subject has to be taken int o consideration while evaluating the expatriate workers performances (Nery-Kjerfve McLean, 2012). The compensation package: The expatriate workers must be provided with several benefits which include the housing allowance as well as relocation assistance. The main focus of the international programs of compensation is to provide the international employees with sufficient amount of wages in order to keep them at a good financial level, at the point of their international projects. They must not lose their ground economically (PengBeamish, 2014). The compensation package must include the normal salary, in addition to the benefits being offered in the employees home countries. For expatriate employees, the base salary is the primary allowance packages, which includes foreign premium services, living cost allowances, utility and housing allowances, in service benefits as well as pension contributions. It may be paid in local or home currency or in dollar, pound and others (Reiche, Mendenhall Stahl, 2016). At times, the parent country nationals receive a premium salary which acts as an inducement to the foreign assignment acceptance or as a compensation to the hardship which is caused due to the transfer. Those payments vary from assignment to assignment, depending on the actual hardship or the tax paid to the governments of the foreign countries and even on the assignments length. Various allowances are offered to the expatriate workers taking the assignments into consideration.It includes living cost allowance which involves the payment of compensation of various expenditures of home country as well as foreign country (Richardson McKenna, 2014). Housing allowance indicates that the expatriate workers must be able to maintain the living standards of their home country. Travel allowances and home leaves are given to them in order to cover all the trip expenses of their travel to the home country, and that is usually once in the year. These trips help the expatriate workers to renew th eir family as well as the business ties. It also avoids adjustment issues and problems. Moreover, education allowances are also given to the expatriate workers children for their education requirement. Education allowances basically includes the items like tuition, books, language classes tuition, uniforms and transportation (Rosenbusch Cseh, 2012). Relocation allowances mainly cover the shipping, moving, temporary living costs and expenses, down payments and other lease related expenses or charges. Various international plans of compensation attempt in protecting the expatriate workers from any kind of consequences related to the taxation. They are allotted with equalization tax plans. In accordance with this plan, the multinational companies help in adjusting the base of the employees income. It is done in order to secure the expatriate workers so that they do not have to pay more tax. The expatriate workers are also allotted with spouse assistance, in order to safeguard the income loss of the expatriates spouse, for relocating abroad (Santosh Muthiah, 2012). Multinational organizations pay spouse allowances to encourage the expatriate employees to undertake the international projects or assignments. The compensation packages of the employees may vary from company to company as well as location to location enormously. It is i mportant to take several factors into consideration, while negotiating a contract of expat. The multinational organizations must keep a check on the employments nature, governing laws as well as jurisdiction and the duration of the contract and termination notice period as well. Therefore, these factors must be taken into consideration while deciding the compensation packages for the expatriate workers or employees. The nature of the employment can be determined on the basis of the local and expatriate employees (Richardson McKenna, 2014). Headquarter Support: As the compensation package, the headquarters support is also plays a very important factor for the betterment of the expatriate employees. It is a necessityfor the home company to extend their support to the expatriate workers. They should also be provided with moral support and courage, mainly at situations, when they are having a tough time in getting accustomed to the working culture of the foreign company. It should extend from the individual expatriate employee to his/her family members. The external context acts as an important determinant for the expatriate employees performances (Santosh Muthiah, 2012). The contexts differ on the basis of societal, economical, legal, technical, operational and physical factors. Headquarters support plays a bigger role in the expatriates performances. If the expatriate performance is not managed carefully then it may hamper the progress. Employees may suffer from sleep disturbances, anxiety, stress, health disorders and others. Therefore, it is to be taken care and headquarters must fully support in order to enhance their performance levels. Moreover, the families of the expatriate employees must also be provided with medical and moral assistance (Shaffer et al., 2012). Headquarters support helps the expatriate workers in making extra money, improving the prospects of their career, establishing their loyaltyfor the organization and also committing to make the international assignment successful. There are various support facilities which the headquarters should provide. Some of them are explained in this part of the report. The headquarters must provide the workers with support for the proper management of practical problems. This can be done by setting up of various policies which would encourage the expatriate workers to work in the culture which is totally new to him (Song, 2014). They must be provided with several opportunities which will enable them to settle and calm down. The organizations culture and working environment must not scare or demotivate the expatriate workers. They should extend their helping hand in order to give the workers their home companys environment. If any expatriate worker is deeply discouraged by the working environmen t, he/she must be provided with timely counselling and psychological therapies. It is to be taken care that the expatriate workers mental as well as physical health is not hampered by the working culture (TohSrinivas, 2012). Expatriate employees or workers works under extreme pressure and at times, there is a possibility of threat regarding their lives. These things need to be taken care by the organizations. An employee is serving for the organization, therefore, the organization is responsible for his/her wellbeing. One of the major challenges in a workplace is the managements discrimination and prejudice. It affects the team effectiveness and work productivity which leads to the companys downfall. Negative behaviors and attitudes that include stereotyping, discrimination and prejudice can be a barrier to the organizational diversity as they harm working relationships and morale (Vaiman,Haslberger Vance, 2015). Such attitudes should never be applied by the managers of any organization for hiring and terminating its employees. Expatriate employees can even take legal actions for this and complain against the manager and the organization as well. Moreover, the manager of any company has loads of respons ibilities in this as it depends on his ability to figure out what is good for his/her organization based on the team work. While creating a successful and diversified workforce, the manager must be able to focus on his/her personal awareness. It is for both, the managers as well as the associates (Vaiman, ScullionCollings, 2012). Cultural Adjustment: A cross cultural or diverse workforce can be regarded as a reflection of changing marketplace and the world. It is responsible for bringing in high values to any organization. Respecting differences of each and every expatriate worker proves to be beneficial at the workplace. It creates competitiveness and increases the work productivity as well (Yeh Hong, 2012). Managing cultural diversity benefits the associates by creating safe and fair environment where each and every employee has the access to opportunities as well as challenges. Proper management tools must be applied or implemented in a culturally diversified workplace to educate the employees about diversity and the issues related to it, including rules and regulations. Most of the workplaces comprise diverse cultures and thus the organizations must learn how and what to adapt in order to have a successful future (Richardson McKenna, 2014). To be very specific, people are no longer confined to a particular place and work in a known environment. They love experiencing different cultures and diversities. They are now becoming a part of a vast and worldwide economy which is competing within a framework. This is the reason why profit as well as non-profit organizations is becoming more and more diversified in order to stay in the competition. Expatriates performances are mediated by the adoption of cross cultural factors (Rosenbusch Cseh, 2012). Managers of any organization must be aware of certain skills which are necessary for creating and maintaining a successful and diverse workforce. Firstly, they must take care that none of its employees are facing discrimination and stereotyping. Managers must be aware of all the consequences. They must be able to recognize their own cultural prejudices and biasness so that they can work on it. They must change the organizations working procedure when it is necessary. Organizations must be aware of all the tactics to manage workplace diversity in order to have a successful and bright future. They must provide their employees with diversity trainings (Reiche, Mendenhall Stahl, 2016). A multinational company with a diverse collection of experiences and skills for example; cultural understanding, languages, ethnicity and more, is able to provide services to the customers globally. It helps in enhancing the companys service range, which is beneficial for them. Moreover, a culturally diverse group of workforce, which feels free to communicate, can provide a wide range of experiences, points of view and skills (Nery-Kjerfve McLean, 2012). It helps the organization to meet the needs of customers and business strategies more adequately. Multinational companies, which encourage diverse workforce, can be an inspiration to all of its associates and encourage them to perform to their best. More effective execution and implementation of business strategies is possible, which in turn results in profitability, return of investment and profit (McNulty, De Cieri Hutchings, 2013). Multinational organizations must have policies and strategies of adjusting or managing the culture. It refers to the multicultural adjustability, multicultural sensitivity, diplomacy, language ability, adaptability, positive attitude, maturity and emotional stability. The international human resource manager must take decisions on the following three major areas; specifying the criteria of the employee performance, identifying properly the appraisers and lastly, deciding the appraisals frequency (Min, Magnini Singal, 2013). Therefore, cultural adjustability must be taken into consideration, in order to provide the expatriate employees with a home company environment, in order to encourage them on a long run. They must be provided with proper assistance to manage the virtual teams, which will in turn enhance their performances (Jehanzeb, Rasheed Rasheed, 2013). Conclusion To conclude, the expatriate employees performance management is considered as a very crucial factor for any multinational organization. It is as major part of the multinational enterprises control system. The factors which outlines the expatriate performances include the compensation package, role and task, support of the headquarters, hosts environmental factors and lastly, the cultural adjustment. Performance management of the expatriate individuals lead to their appraisals in the international organizations. Majority of the multinational enterprises send their employees to the foreign countries in order to work in their branch offices or may be subsidiaries. The expatriate workers allow the parent or home company to control the foreign subsidiaries more closely. This also helps in improving the global coordination. However, the expatriate workers are more paid than the local employees. Their salaries are higher along with various allowances and compensations. 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Recommendations for Ensuring Food Safety Reducing Disease

Food Safety Unsafe food causes many severe and enduring ailments, ranging from stomach upsets to diarrhoeal conditions to diverse forms of cancer. According to statistics released by World Health Organization (WHO), food-borne and water-borne diarrhoeal conditions cause the deaths of an estimated 2.2 million people every twelve months, 1.9 million being children (para. 1).Advertising We will write a custom essay sample on Recommendations for Ensuring Food Safety Reducing Disease-Causing Mosquitoes specifically for you for only $16.05 $11/page Learn More Consequently, food-borne ailments and unsafe food represent a rising public health challenge and efforts must be made towards the development and implementation of programmes aimed at improving food safety at the community level. Restaurants have been singled out as a major source of unsafe foods largely due to unhealthy food handling, preparation, and storage standards (Rees Watson 27). In the case sce nario, a mandatory food safety training requirement for all employees should be initiated to counter the problem of dirty restaurants, which enhances threats to food safety. This recommendation is anchored on the rationale that staff workers to a large extent contribute to the health violations associated with unsafe food. A review conducted recently on restaurant food safety practices demonstrated â€Å"†¦that a typical kitchen worker cross-contaminates food with potentially dangerous pathogens about once per hour† (Norfleet para. 1). The review found that restaurant workers use aprons and other dirty clothing to dry their hands, as well as making use of the same utensils, gadgets, and surfaces to prepare both uncooked and cooked meals. As such, the focus should be to introduce mandatory employee training especially in areas of food safety to guarantee that appropriate practices in hygiene, food handling and preparation, and sanitation are put in place in every restaura nt operating in the community. As already mentioned, work behaviours may either promote or compromise food safety. The use of aprons and other dirty clothing to dry hands, non-washing of hands with clean water and soap, using the same services to prepare uncooked and cooked food, and non-observance of kitchen hygiene may compromise food safety (Norfleet para. 5). However, strict observance of hygiene and sanitation practices, including washing of hands, preparation of food in safe places, and using clean utensils, is bound to promote food safety in the restaurants. Vectors Vectors can be described as â€Å"†¦the transmitters of disease-causing organisms that carry the pathogens from one host to another† (Artsob para. 1), and research reveals that there has been a comeback of vector-borne conditions since the 1970s including the Rift Valley Fever, plague, sleeping sickness, highland malaria, and the West Nile encephalitis.Advertising Looking for essay on health medi cine? Let's see if we can help you! Get your first paper with 15% OFF Learn More From the case scenario, there has been an increase in reported cases of encephalitis and a few deaths related to the West Nile Virus as a direct consequence of increased mosquito bites. To prevent bites by mosquitoes that may transmit West Nile Virus, it is highly recommended that people establish physical barriers by using house screens, bed nets, appropriate clothing, and insect repellents (Artsob para. 6). Many of the disease-causing mosquitoes bite their victims at night and, as such, it is imperative to put physical barriers and wear appropriate clothing during daytime to reduce the risks of infection though bites. To control the mosquito population in the community, environmental modification geared towards the elimination of specific breeding areas should be recommended. The modification should include draining stagnant water, clearing vegetation close to houses, and using chemical contr ol measures to destroy the larvae or adult vectors (Artsob para. 6). Such a recommendation will go a long way to destabilize the mosquito’s breeding patterns, thus reduce their population in the community. Works Cited Artsob, H. Vector-borne Diseases. In: Encyclopaedia of Public Health. (2010). Retrieved from https://www.enotes.com/homework-help/what-common-vector-borne-diseases-how-do-they-466324 Norfleet, N. Lax Food Safety in Restaurants, Researcher Finds. (2010). Retrieved from http://www.nbcnews.com/id/37646777/ns/health-food_safety/t/lax-food-safety-restaurants-researcher-finds/ Rees, N., Watson, D. International Standards for Food Safety. Maryland. Aspen Publishers, Inc. 2000. World Health Program. Food Safety. (2010). Retrieved from https://www.who.int/foodsafety/en/Advertising We will write a custom essay sample on Recommendations for Ensuring Food Safety Reducing Disease-Causing Mosquitoes specifically for you for only $16.05 $11/page L earn More This essay on Recommendations for Ensuring Food Safety Reducing Disease-Causing Mosquitoes was written and submitted by user Isabelle Travis to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.