Mcdonalds An Overview Of Company Commerce Essay

Mcdonalds An Overview Of Company Commerce Essay McDonalds is the number one worldwide foodservice retailer with over 33,000 local restaurants. These restaurants are located in 119 countries and together they manage to serve approximately 68 million people each day. McDonalds brand mission is to be our customers favorite place and way to eat. McDonaldsd worldwide operations are aligned around a global strategy called the Plan to Win, which center on an exceptional customer experience People, Products, Place, Price and Promotion. We are committed to continuously improving our operations and enhancing our customers experience (mcdonalds.com). They also have seven specific values which are: placing customer experiences at the core of all they do; staying committed to their people; Believing in the McDonalds system; operating their business ethically; giving back to their communities; growing their business profitably; and lastly continually striving to improved (mcdonalds.com) McDonalds HR Planning Their vision is to be the worlds best quick service restaurant experience. (McDonalds) In order to achieve this mission McDonalds follows three worldwide strategies which are to be the best employer for its people in each community around the world, to deliver operational excellence to its customers in each of its restaurants, and to achieve enduring profitable growth by expanding the brand and leveraging the strengths of McDonalds system through innovation and technology (McDonalds). McDonalds worldwide operations are aligned around a global strategy called the Plan to Win, which center on an exceptional customer experience People, Products, Place, Price and Promotion. McDonalds targets every age group, not only through the menu of their restaurants itself but also through programs, partnerships and sponsoring. They developed a healthy growing up program designed to encourage children from kindergarten through third grade to adopt lifelong habits of good nutrition, exercise and positive-esteem. McDonalds also partnered with the American Library Association to encourage families to read together through local libraries and they sponsored this animated, anti-substance abuse television special, which was broadcasted on every major network in North America. (McDonalds) Mc Donalds products include a wide variety of their very affordable menu options; mainly hamburgers, cheeseburgers and fries. They compete internationally, nationally, regionally as well as with local retailers of food products. Their competitors include Burger King, Wendys, Hardees, Taco Bell, and KFC. Their competition is on the basis of pricing, convenience and services. The SWOT analysis displays McDonalds strengths, weaknesses, opportunities and threats as an enormous fast food restaurant. Its strengths include: leader in the quick service sandwich industry, brand recognition, strongest international presence and highest worldwide sales, real-estate holdings, easily recognizable product, variety of sources of income, and franchise business model. Its weaknesses are: continuous struggles in offering value-priced items and expensive items, and high employee turnover rate. Their opportunities include: growth in the food- service industry, initial public offerings in other countries , and acquisitions of other restaurants and retail sales of merchandise. The threats of McDonalds are: increased competition from various industries, health conscious consumer trend, value-conscious consumer trend, saturation of US fast-food market, slow growth in the sandwich segment, and price war business practices. (McDonalds) After identifying the strengths, weaknesses, opportunities and threats of the company, McDonalds developed a corporate strategy that encompassed a growth strategy- adding restaurants through people and capital resources, maximizing sales profit through better operations, reinvestment, product development, effective marketing and lower development costs, and improving international profitability. (McDonalds) Currently McDonalds operates in 119 countries, added about 650 stores in Asia/Pacific, 550 in Europe, and 350 in Latin America in the year 2000 with plans to add more during 2001. (McDonalds) However, recently McDonalds began diversifying their successful restaurant business by operating several restaurants concepts, such as Aroma cafà ©- a small chain of coffeehouses serving prepared sandwiches and pastries, Chipotle Mexican Grill- a fresh max grill serving gourmet burritos and tacos and Donatos Pizza- a restaurant business that sells pizza, subs and salads. McDonalds also welcomed Boston Market, a U.S.chain specializing in fresh, convenient meals. (McDonalds). Staffing To ensure that the business is successful and customers are happy McDonalds has to recruit, select and retain a lot of employees through advertisements of vacancies in the actual McDonalds restaurants, local job centers, career fairs and other local facilities. (McDonalds) It is vital to use effective hiring material with a clear message targeted at the right audience because according to McDonalds, customer satisfaction begins with the attitudes and abilities of employees. Effective workers are the best route to success. (McDonalds) After interviewing applicants for the job, managers evaluate the responses received then the employees attend a welcome meeting where the company gives an overview of the job role, food hygiene and safety training, policies and procedures, administration, benefits and training and development. (McDonalds). To ensure employee satisfaction McDonalds provides health insurance benefits to full-time employees and a 10% raise in salary is rewarded on the basis of performance and a 20%increment is given at any time of the year once performance is outstanding (McDonalds). McDonalds human resource management system also includes K/3 HR personnel management, payroll management and report module, as well as performance management, employee capacity quality module (McDonalds). Training Development McDonalds can be recognized for its rigorous approach to ensuring effective training and the successful development of each of their employees. It is not uncommon for employees to begin their careers at McDonalds as restaurant workers or crew, as the company would refer to them, and to continue to develop on their paths eventually reaching levels such as management and executive positions (mteliza.mbs.edu). McDonalds begins training its employees by preparing them to serve in-store customers, and extends to the grooming of future managers as well as future franchise owners. Recently McDonalds has added elements to enhance their training and development program by improving their leadership training, and fine tuning the companys coaching and mentoring processes (auaboutmcdonalds.com). To ensure the effective training of their team, McDonalds created their very own Global Training Center. Hamburger University was founded in the basement of a McDonalds restaurant by a former Senior Chairman in 1961, and has since grown to see more than 500 students each year, and to have over 80,000 restaurant managers, mid-level managers, and owners graduate from its program. Being the first restaurant company to ever design such a facility for the development of their employees and the enhancement of their companys quality of service. According to the McDonalds corporate website, Since its inception, training at Hamburger University has emphasized consistent restaurant operations procedures, service, quality and cleanliness. It has become the companys global center of excellence for McDonalds operations training and leadership development (aboutmcdonalds.com). Hamburger University employs 19 full-time professors with adequate restaurant and management experience teaching students how to be successful in various roles throughout the business. Training for McDonalds employees is tailored to their desired career path within the business. The crew development curriculum was developed by the university and is facilitated in the restaurant; this is specifically designed for restaurant support staff as well as restaurant managers. Shift and Systems management courses have been designed for future managers to attend in one of the many regional training centers McDonalds has for its employees. Managers must complete these courses before they are given the opportunity to attend Hamburger University where their skills will be further developed, and they will be given the expertise necessary to run a multi-million dollar restaurant (trainingmag.com). Business consultants and department heads will begin a path of development designed for mid-level managers. Focusing on leadership and communication skills, this curriculum teaches individuals to coach as well as consult with others to ensure the successful operation of the business. The executive curriculum at Hamburger University provides courses that build upon the leadership skills necessary for the optimal support of employees. Executives are also provided with knowledge about the skills needed to effectively deal with restaurant owners/operators, as well as sales growth. According to McDonalds, Career Development at McDonalds combines a focus on personal growth and development with talent management objectives in order to help employees to perform at their very best while experiencing personal career satisfaction (aboutmcdonalds.com). Performance Management As a global company servicing many countries and cultures around the world, McDonalds does not share a certain set of standards for its performance management at international locations. Because cultures differ, management styles as well as the idea of what peak performance should look like varies with each location. Performance appraisals are measured differently, globally. McDonalds attempts to drive a High Performance Culture within the company and to tie rewards to results. In order to accommodate the differences that can be seen in the measurement of performance at a global company such as McDonalds, as procedure was set in place by the company. The company designed a Performance Development System. In this system the distribution of rewards are based on individual performance. The process includes and Individual Performance Plan, Individual Development Plan, and a Mid-Year Review. This process ensures that the level of performance of employees is reflective of the expectation o f the location of the employee as well as the specific expectations of the managers at a given location. Employee Relations Employee relation is the relationship between employer and employee and the way employees feel about all aspects of the job. By providing more in depth information about the company in this project, we hope to change the view of what employment at McDonalds is like and show that McDonalds employee relations is top notch in this industry. Firstly, we all know that the perception of a McDonalds job is not very good; in fact a McJob according to Merriam-Webster dictionary is a low-paying job that requires little skill and provides little opportunity for advancement. This view of a McDonalds job is what we have grown to know and believe, however, within the organization employees appear to think just the opposite. Employee satisfaction at McDonalds has been rated consistently at 80% or above which clearly implies a good employee employer relationship. In an article from McDonalds titled Employee-first Approach Pays Off for McDonalds  Canada, it states that in a recent survey of about 42,000, 84% strongly agreed that they felt valued as an employee and 86% were proud to be working at McDonalds. In another survey from McDonalds employees in its nine largest markets, 84% of them would recommend working at McDonalds. McDonalds management was faced with the challenge of identifying McDonalds Employment Value Proposition (EVP). Results came in from 55 countries and about 10,000 employees about what they love most about working at McDonalds. From the answers from its employees McDonalds identified three themes, Family Friends, Flexibility, and Future. Despite what a McJob may look like from the outside, McDonalds has great employee relations and employees enjoy their jobs and are satisfied. Compensation Benefits Compensation and benefits can be a major factor when it comes to deciding what job is right for you. Despite popular belief, McDonalds, with regards to its lucrative compensation and benefits package is an ideal employment option for many people across the globe. Medical, Dental, Profit Sharing, Vacation, Sabbatical Program, Employee and dependent life insurance, Incentive Pay, Recognition Programs are some of the said compensation and benefits that McDonalds offers its employees. One of McDonalds benefits is the McDonalds Profit Sharing and Savings Plan, which is a 401k plan. In this plan McDonalds prepare their employees for life after retirement. In an online report from McDonalds, it is said that they have a participation rate of 93% of its eligible employees enrolled in this program. In this plan, employees contribute 5% and McDonalds matches that with 7% contribution. Also, depending on the companys performance an addition 4% may be added to bring the companys contribution towards the employees 401k to 11%, which was the case from 2006 through 2008. Another one of McDonalds compensation and benefit is their education assistance. According to their website, eligible employees can receive up to 5,250 a year for grades C and above. Another excellent incentive McDonalds offer is their Child Care assistance where employees receive discounted tuition rates for their children. As a result of McDonalds efforts with this compensation and benefits program McDonalds UK as reduced turnover rate by 20% according to their online report. McDonalds obviously recognizes that their employees need to feel valued and thus they have come up with this extensive package to attract and keep their employees. Employee Surveys Each year, many publications and organizations conduct surveys, polls, and benchmarking studies to determine which companies are doing noteworthy work in the area of inclusion and diversity. McDonalds has a proud history of being the recipient of many of these awards, some on a recurring basis. Awards include the following: Working Mother Magazine, Top Companies for Multicultural Women, 2011 2010, Black Enterprise Magazine, 40 Best Companies for Diversity, 2011; Latina Style Magazine, Best Companies for Hourly Workers, 2011; Diversity MBA 50 Out Front for Diversity Leadership: Best Places for Diverse Managers To Work 2011; Executive Leadership Council, Corporate Award, 2010; Fortune Magazine, 50 Most Powerful Women Jan Fields (#25), 2010; Latina Style, Best 10 Companies for Latinas to Work, 2010; Congressional Black Caucus Foundation, Avoice Corporate Award, 2010; Black Enterprise Magazine, 40 Best Companies for Diversity, 2010; Hispanic Business Magazine, Top 10 Diversity Elite Co mpanies, 2010; PODER Magazine, Top 25 Franchises for Hispanics, 2010; Top 6 Companies for Hourly Employees, Working Mother Magazine, 2010; Top Supplier Diversity Program for Women, Professional Woman Magazine, 2010; Best Company for Promoting Asian Pacific Americans to Develop Workforce Skills, Asia Society, 2010 (aboutmcdonalds.com). Each year, McDonalds Canada conducts internal employee surveys to get feedback on how well the company is doing. The most recent survey of nearly 42,000 people showed that 84% agreed or strongly agreed that they felt valued as an employee of McDonalds, and that 86% said they were proud to be working at McDonalds. From an employer image perspective, it was the second major award of the season for McDonalds Canada, which also earned a nod as one of Canadas 10 Most Admired Corporate Cultures. Conducted on behalf of the National Post by Waterstone Human Capital, a leading retainer-based search firm, the results of the survey of 340 Canadian executives showed how strong leadership drives corporate culture and how culture drives performance. McDonalds Canada was a first-time recipient of this prestigious distinction, which was based on the following criteria: vision and leadership, cultural alignment, measurement and sustainability, rewards, recognition and innovative business achievement, corporate performance, and corporate social responsibility. McDonalds and their independent franchisees employ more than 1.7 million people worldwide they are the face of our brand and differentiate us from the competition. McDonalds has been recognized as a great place to work in more than 30 of the markets in which they do business. For instance, the following include awards and recognition under Brands: 2011 Most Innovative Food Companies, 2012 #4 Most Valuable Global Brand, 2012 #7 Worlds Most Powerful Brand and 2012 #7 Best Global Brand (aboutmcdonalds.com). In the category of leadership, Fortune states the following recognition and awards: 2012 #11 Most Admired Company in the World, Ranked #2 among all companies for Management Quality, Ranked #2 among all companies for Global Competitiveness, Ranked #1 among all companies for Use of Corporate Assets, Ranked #4 among all companies for Best Long-Term Investment, Ranked #2 among all companies for Financial Soundness, Ranked #4 among all companies for People Management, and McDonalds also ranked #1 in the Food Services category (aboutmcdonalds.com). Safety and Wellness Safety and Wellness can be best described as the following: Employee wellness focuses on the ability of women and men to secure a decent and productive employment in working conditions that support freedom, equity, security and dignity so the companys economic growth benefits all. Employee Wellness also touches on areas such as compensation and benefits and the use of appropriately aged labor. McDonalds supplier has gone beyond the basic obligations of law and McDonalds Supplier Code of Conduct to proactively support the well-being of their employees. Regardless of the fact if its a quick breakfast, lunch on the go or dinner with the kids, customers come to McDonalds for quality food at a great value. McDonalds goal is to continuously improve our classic offerings and increase the number and variety of new options that deliver the great taste and balance our customers seek (aboutmcdonalds.com). Unfortunately, there continues to be a major concern about juvenile diabetes, obesity rates and related risks to human well-being among consumers, governments, non-governmental organizations, and health and nutrition experts. McDonalds response is the following: We take these issues seriously and are working to do what we can to positively influence the situation. We know we cannot address this problem alone, but we are committed to being part of the solution (aboutmcdonalds.com). With guidance from their Global Advisory Council (GAC), McDonalds continue to evolve their overall approach, while supporting their individual markets in meeting the specific needs and requirements of their local cultures and governments. Since 2004, the GAC has provided McDonalds guidance on key areas such as global nutrition labeling, McDonalds What I Eat, What I Do childrens well-being platform, the development of internal metrics to gauge our progress, and approaches for motivating children to eat more fruits and vegetables (aboutmcdonalds.com). An organization tries to create and maintain a safe and healthy workplace for many reasons. For instance, it is simply an ethical and socially responsible position; no responsible employer would argue that it is acceptable for employees to get hurt or become ill because of their working conditions. The insurance premium an organization pays for this coverage is determined by several factors, including the value of the claims paid out to employees of the firm. Firms that have fewer accidents and workers compensation claims actually pay lower premiums. In addition, the Occupational Safety and Health Administration (OSHA) can impose fines against organizations that have unsafe workplace (DeNisi/Griffin). In conclusion, the lost time from accidents and illness can cost an organization a great deal of money, so it is simply good business to maintain a safe and healthy workplace. Communications Choosing effective internal communications methods that are right to deliver key messages for diverse audiences is essential to the success of any business. McDonalds is careful about heir methods of both internal and marketing communications. McDonalds adopts multi-channel communication methods to ensure that all its messages are delivered to staff.   These include the use of print, online and other forms of technology such as video conferencing (thehrdirector.com). McDonalds works closely with its communications agency, Summersault, producing employee magazines that are designed to inspire and motivate employees about the company. McDonalds communication practices are just another way for McDonalds executives to keep employees enthusiastic about their jobs and encourage them to go as far as they can I the business. Overall McDonalds HR policies and Procedures have contributed to the overall success of the organization. McDonalds has successfully geared their business toward the development of their employees which produces optimal performance and the ultimate prosperity of the company as a global unit. Allowing the demand for their product and customer satisfaction to dictate their method of perfecting their business practices appears to be on of McDonalds great strengths, and has allowed them to continue to be the most popular fast food chain in the world. Together McDonalds HR Planning, Staffing, Performance Management, Communications along with many other company practices have propelled the success of McDonalds in the food industry. Efficiency in these areas has provided the foundation for an immensely successful global company. Works Cited http://www.bersinassociates.com http://www.mteliza.mbs.edu http://www.aboutmcdonalds.com http://hrmtoday.org http://www.merriam-webster.com http://www.scribd.com http://www.mcdonalds.at/ Works Cited

A Walt Disney World Advertisement :: Travel Advertisements

The family vacation is an American tradition. Thinking and planning for this adventure captures the imaginations of thousands of families each year. While parents and children may disagree over what constitutes the ideal vacation, there is no question about there being a family vacation. Savvy entrepreneurs are aware of this fact and spend millions of dollars in advertisements to capitalize on the money families spend for family vacations. Most advertisers craftily market to children, believing that children, through coercion (whining), can get their parents to buy what they want (see advertised on television). The Walt Disney World advertisement, however, takes a different approach by marketing to the entire family. The Disney advertisement is extremely effective, appealing to both the parents’ and children’s sense of wonder and excitement, while also making an emotional appeal to the parents’ sense of value. The caption of the Walt Disney World advertisement in Family Circle magazine reads: â€Å"Pretend your family is on the most magical vacation ever.† The first picture in the advertisement shows a larger- than-life Mickey Mouse happily greeting a young girl with pig tails in her hair. The girl’s eyes are wide with excitement and disbelief. The imagery in this picture brings on wonder and fantasy: the background is softly blurred with splashes of bright colors and light. In fact, there seems to be a rim of bright sunshine just above the girl’s head. The next picture shows a girl and boy enjoying one of the many rides at Walt Disney World. The feeling that both pictures convey is summarized in the words of the advertisement: â€Å"Indeed they had to pinch themselves to make sure it wasn’t a dream.† The next picture shows a mother being pampered by her husband in a make believe Hollywood scene. This is very effective advertisement because the mother who usually does the pampering and caring is instead being pampered and adored by her family. The caption above this scene reads â€Å"Mama got ‘discovered’ in Hollywood, the way she always imagined it would happen. This advertisement appeals to the parents who are swelled with pride to be able to fulfill their children’s dreams. One caption reads â€Å"They dreamt of fairytale characters that came to life and embraced with a hug†. This shows parents that Disney wants to do the same as the parents, when it comes to their children.

Songs of Silence

Songs of Silence – LITERATURE NOTES ABOUT CURDELLA FORBES * Born in Claremont, Hanover, in Jamaica. * Taught at the University of the West Indies from 1990 to 1995. * She is currently a professor of Caribbean Literature at Howard University. CURDELLA FORBES' NOVELS * Songs of Silence, 2003 * Flying with Icarus, 2003 * A Permanent Freedom, 2008 * From Nation to Diaspora: Samuel Selvon, George Lamming And the Cultural Performance of Gender, 2005 SUMMARY The book is about the recollections of a female narrator called Marlene (Nice).Her recollections are dispersed chronologically, and appear to have no rational order, but many of the same characters can be found in most of the ‘stories', which occur in and around the same district. SETTING * Rural Jamaica. * Recollections/ stories are set in the 1960's. MAJOR CHARACTERS: Marlene, Effita, No Name, Nathan, Miss Minnie, Raymond, Ionie, Maas Barber, Long Man, Cudjoe Man, Dolly, Minna, Mr. Papacita. RECOLLECTIONS/ STORIES 1. â₠¬ËœEFFITA' This is a recollection of the Sunday ritual of taking food to Aunt Sare. Her habit of praying for the carrier of the food is explored in great detail.The comedic telling of Effie's death announcements is another detail that is explored. We learn what happens when she gives a wrong announcement for Melwyn, and no announcement for Son Son. This recollection ends with Effie's death in 1995, with the implication that few people attended her funeral, despite the fact that most of the people in the district were related. SETTING: Green Town, Maaga Bay, Lucea, Montego Bay. CHARACTERS: Marlene/ Nice – the protagonist and narrator. Effita – the person who did informal death announcements for the district.Son Son – the narrator's male schoolmate who died, also Effie's nephew. Melwyn – Marlene's cousin who was shot by Chisel Bwoy, then given an incorrect death announcement by Effie. Aunt Sare – the elderly lady who was a mid-wife. She would pray fo r every child that delivered food for her. Ionie – Marlene's mother Chisel Bwoy – the police constable who shot Melwyn Miss Zeta – the shop owner. Maas Levi – the only person in the district with a car, an old Chevrolet that the villagers called ‘May Reach'. Mass Rat – the carpenter and coffin maker. Miss Herfa – Man Teacher's wife and a teacher herself.Man Teacher – the principal of the local school. THEMES – death, old age. 2. ‘A STORY WITH NO NAME' This is the story of a lady with no name. It is reputed that she was abandoned by her wealthy family. She is an anomaly in the district because she is high coloured, did not speak, was very expressive in church before her silence, and was reclusive. She put her reclusive nature on pause once a month, when she went to town in order to visit the post office to collect packages. The story gets interesting when she got pregnant and no-one knew the father.The child became h er life, and she shared him with no one, but kept him to herself. He turned out to be even more silent than his mother. It was, however, rumoured that Maas Barber, Marlene's father, was the child's father. In between the telling of this story, is Marlene's explanation of her own silence. SETTING: Tam Briscoe Hill, Baltree District, CHARACTERS Marlene/ Nice – the protagonist and narrator. No Name – the light skinned lady who was related to the Briscoes (rich landowners in the district)Ionie – Marlene's mother. Maas Barber – Marlene's father. Magsie – Marlene's sister.Long Man – a traveler who used to pass through the district and stay at the narrator's house. Luce Blagrove – the person who spread the rumour that Paul was Maas Barber's child. Miss Clemmy – the lady who ran the post office. Paul – No Name's son. Evert Briscoe – He was the only member of the Briscoe family who came home sometimes, he owned the piece o f hill and the land that Maas Barber oversaw. THEMES: Racism, Alienation, Women in Society, Silence 3. ‘NATHAN' This is the story of Nathan, Marlene's brother. They were two years apart and were different from their other siblings because they were companions silence.Details are told of Nathan's extreme ‘tightness', or thriftiness, versus his sister's need to give everything away. He eventually married a woman whom he adored, despite the fact that she was very loud, and had three children. Marlene describes Nathan as a very stubborn man. She reports a particular incident with an MP where he won a substantial settlement due to his stubbornness. Marlene maintains that they still have a good relationship. Great details are given about Marlene's silence, along with her struggle to accept her brothers when/ while they were going through puberty. SETTING: Baltree DistrictCHARACTERS Marlene – The narrator. Nathan – Marlene's brother who was stubborn and very quiet . Everette – Marlene's sister who likes to go to court to listen to the cases. Marlene heard the story of Nathan's altercation with the MP from her. Tony -Marlene's older brother. MP – The person that Nathan got in a fight with and received a settlement. THEMES: Love and family relationship, silence. 4. ‘THE IDIOT' This recollection speaks about school and education. It begins with the story of Ionie's pride taking a beating when she had to ask some-one, whom she had previously snobbed, for help.The story continues with Marlene explaining why she liked school. She speaks of her two scholastic rivals, Ezekiel and Wellesley, as well as the class dunce, Bas. She explains the phenomena of partially going to school due to farming responsibilities. We then learn that, in high school, she was the only person that would grudgingly speak to Ezekiel, who eventually dropped out of school. He ended up being very successful and Marlene felt bad because she did not treat him w ell. SETTING: Maggoty, Black Shop, St. James, St. Andrew. CHARACTERSMarlene – The narrator, extremely bright, was placed above her age range, in the class, due to her strong scholastic ability. Magsie – Marlene's older sister. Bathsheba Watkiss – Ezekiel Watkiss' sister and a teacher. Miss Herfa – A teacher and Man Teacher's wife. Man Teacher – The principal. Pa Brown – The man who Ionie snubbed, and he had to help her to cross the river. Ezekiel Watkiss (Hog) – A student in the class who was her scholastic rival, despite not going to school consistently. Miss Celine – A teacher. Bas – the duncest boy in the class, did not attend school consistently.Wellesley Black (Goggleeye) – Another scholastic rival at school, he attended school regularly and was the correct age for the class. Nerissa Black – Wellesley's sister and a pupil teacher who taught the lower grades. THEMES: childhood lessons, education and soc iety, silence. 5. ‘MISS MINNIE' This is the story of Raymond and Miss Minnie. Miss Minnie got married to Lester after his girlfriend deserted him, as well as their young son Raymond. Miss Minnie was an extremely good mother to Raymond, making him the centre of her life, especially after Lester died.Raymond became a successful individual and took Miss Minnie with him to live in Kingston. Great changes occurred in Kingston because he met his mother and brothers, which created waves in the relationship between himself and Miss Minnie. She was eventually diagnosed with depression and low self esteem. This created another change in their relationship, to the point where Raymond would not allow another woman to get between him and Miss Minnie. Marlene declares that, based on this fact, she cannot wait on him because he will never marry as long as Miss Minnie is alive.SETTING: Baltree District, Lucea, Kingston. CHARACTERS: Marlene – The narrator, she was in a romantic relation ship with Raymond. Miss Minna – Raymond's step mother who made him her life, she sells in the market, went to live with Raymond in Kingston in order to take care of him. Lester – Raymond's father. He is very quiet and died while Raymond was still young, he was a shoe maker. Maas Baada – He read the newspaper to the men in the shoe shop and was affectionate towards Raymond, where his father was not.Raymond's mother – Rumoured that she was a go-go dancer, she left when Raymond was a young child, instigated a meeting with him when he was a successful adult, attempted to become a part of his life. Sam & Nichol – Raymond's half brothers, from his mother's side. THEME – Love and family relationship, silence. 6. ‘Morris Hole' This is the story of how Marlene lost the river. She explains what the river meant to her through her visual description of Morris Hole, as well as the activities that use to occur there.She lost the river when her mothe r abruptly told her that she could not use it, without any explanation. She then recounts her white ancestry, as well as the traumatic experiences associated with her paternal great grandparents. SETTING – Baltree District, Morris Hole. CHARACTERS Marlene – The narrator, she is entering puberty in this recollection. Miss Retinella Martin – Marlene's aunt. Munchie – Marlene's cousin. Ionie – Marlene's mother, she is grappling with her daughter entering puberty. Miss Clemmy, Miss Nellie – part of the group of Seventh Day Adventist women who wash by the river on Sunday mornings.Sister Sis – Marlene's great grandmother who did not know the father of her child, and therefore named Gussie Bugess. Maas Gussie Burgess – a very pretty man, tall and brown with nice hair, who lived in Maaga Bay, named as grandpa Eric's father. Granpa Eric – The ‘supposed' product of a union between Maas Gussie and Sister Sis. Puppa ; Mummah à ¢â‚¬â€œ Maas Barber's grandparents and his children's great grandparents, they are white. Maas Barber – Marlene's father. THEME: Race, loss of innocence. 7. ‘TRAVELLERS, OR FATHERS, OR LITTLE FOOL-FOOL' This is the story of different kinds of love.There is parental love, as represented by Cudjoe Man and Dolly. Cudjoe Man is admired throughout the district for his devotion to his mentally challenged daughter. He combs her hair, dresses her, provides for her every need and is extremely protective of her. He even disregards his attraction to Minna, a possible love match, in order to concentrate on his child. We also learn of a contrasting relationship between Minna and Samson. The romantic love between theses two people is polluted by physical abuse. This abuse is whispered throughout the district, but things come to a head when Samson beats Minna with such trength and aggression that she is hospitalized. This beating occurred because Minna got in a fight with Dottie over Cudjoe Man. This confirmed Samson's paranoia about Minnie cheating on him, and the result was beating her senseless, and then being attacked by Cudjoe-Man. Cudjoe Man ended up in jail and Dottie stayed with a family in the district until relatives from Kingston came to get her. SETTING: Baltree district, St. Ann, Green Town, Grant Ridge, Somerset St James CHARACTERS: Uncle Cuthbert (Cuttiie) – A traveller in his young days who told the children stories of his journeys.Cudjoe Man – A traveller who decided to stay in Baltree district and a devoted father to Dottie. Dolly (Fool-Fool/ Doll-Doll) – Cudjoe Man's mentally challenged daughter. Pappa Lazzy – The gentleman who gave Cudjoe-Man a place to rest before he decided to stay in Baltree district. Long Man – A consistent visitor/ traveller to Marlene's family. Lobie – He was famous in the district for his womanizing, began ‘noticing' Dottie. Big Man Cassels – Lobie's father, it was rumoured that he made inappropriate comments about Cudjoe Man and his daughter's relationship.Linval – Marlene's brother Miss Herfa – A teacher, Man Teacher's wife. Minna – Samson's girlfriend, flirted with Cudjoe Man, brutally beaten by Samson after the fight. Dottie – Cudjoe Man's girlfriend, fought with Minna when she heard of the flirting incident between Minna and Cudjoe Man. THEMES: Love, love and family relationship, women in society. 8. ‘SO FEW AND SUCH MORNING SONGS' Mr. Papacita's story tells of the great love that he has for his wife. They played together and were very romantic with each other. The story also highlights Mr.Papacita's beautiful voice, how he charmed everyone with it, how he lost it when his wife died, and regained it – to an extent – when he found the church. Mr. Papacita was a happy and carefree man when his wife was alive, but when she died, he became self destructive. He was always drunk, and literally pa ssed out in the road when he was on one of his drunken tirades. He spent three weeks in the hospital and came out a changed man. He became very quiet, and one day he surprised everyone by going to church, becoming baptized and regaining a bit of his beautiful voice. SETTING – Baltree district. CHARACTERS Mr.Papacita – Miss Aita's husband, he had a beautiful voice, lost himself to grieve initially, but eventually found the church. Miss Aita – Mr. Papacita's wife, she died of cancer. Miss Nellie – Town gossip. Maas Levi – Owner of the Chevrolet, the only car in the district. Maas Don – The taylor THEMES: Love, religion 9. ‘EPILOGUE: A BEGINNING' This epilogue takes the reader to the point at which Marlene is leaving the district to attend teachers' college in Kingston. She was afraid, excited and glad – all at the same time – at the prospect of leaving her home. She reflects that all the characters in her reflections are a part of her.GLOSSARY OF TERMS Ackee – A yellow fruit that, when cooked, looks like scrambled eggs. Blue Boot – Your best clothes. Bruk dung – Dilapidated. Bulla cake – A round, flat cake, that has the texture of a hard cookie. Bauxite – A reddish brown rock that was mined in Jamaica. Congotay – Deceitful or deceiver. Coolie royal hair – Hair type that is a cross between Indian and Black, leaning more towards Black, wild in nature. Cotta – A circular and twisted cloth that is placed on the head to cushion a load. Cry cree – To beg for mercy, usually used when people are playing.Cucumaka stick – A stick that comes from a tree, of the same name, that is believed to help in abortions, despite no scientific evidence to prove this. Dulcimina – A big, old fashioned looking suitcase. Duppy – A ghost Faas with – To trouble someone or get in their personal business. Facety – Describes a person th at is rude, or behaviour that is rude. Four eye – Word for some-one who is clairvoyant. Hootiah – A person who has not been well brought up. Jacket/ give jacket – To name a man as the father of a child when he is not, the child is the ‘jacket' that the man is given. ibber – to keep your mouth shut, not talk. Peenie-wallie – A firefly. Pickni – A small child. Gleaner – A local Jamaican newspaper. Maas – Mr. / Mister. Mirasmi – Malnutrition. Mouthamassy – someone who talks too much and gossips a lot. MP – Member of Parliament Pocomania – A religious cult that blends Christianity and African beliefs. It carries the stigma of obeah and is not widely accepted. Tegereg – A boisterous and uncouth person. UC – University of the West Indies Hospital. Yaws – A sore that has persisted for so long that it has become infected.

Observation And Analysis Of Hispanic Infant Essay

OBSERVATION AND ANALYSIS OF HISPANIC INFANT OR TODDLER 2 I) Introduction Tre is the pseudonym the parents chose for the anonymity of this youth. Tres means three in Spanish but was shortened to Tre because he happens to be the third generation with his father’s name. Tre was born in 2012 into a mixed family, the father is a full-blooded Hispanic and the mother is a Caucasian woman, but Tre definitely takes after his father. Tre now looks very similar to the pictures that his parents presented of the father when he was the same age. Prior to this observation research was done into the developmental stage of a three year old and upon observation Tre seems to fit into the normal progressive state that any child of three would go through. He’s smart, imaginative, creative, not at all shy, and seems to be well mannered, but maybe a little spoiled. Tre was the first baby born and also the first male born into this family in 14 years. 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