Questions On Tea Culture Sample College Essay

How tea affected the Indigenous population of Canada

Different social strata and gender norms emerged depending on how people drank tea. Canada’s market society was a defining feature of its dealings with indigenous people and non-European immigration (Labrie 2019, p.106). It is important to note, however, that little is known about pre-Confederation Canadian consumer culture outside of European colonies. Sources rely heavily on conversations with eastern United States residents. Across Canada, people were buying and drinking tea even before Confederation in 1867. There was a wide range of reactions to the Canadian market system among the annexing areas.

Before Confederation, the East India Company was Britain’s principal tea importer into Lower and Upper Canada (Ontario and Quebec) (EIC). The East India Company (EIC) was founded in 1600. It expanded its trading operations to China during the late 1700s, with the restriction that EIC merchants could only operate out of the city of Canton (Labrie 2019, p.106). The Company’s monopoly on commerce with China ended in the 1830s when the exclusive system was in effect. To distribute its products in North America, the EIC had been the exclusive business authorized to import products into Britain. By the Commerce and Shipping Acts of 1763, the British Parliament effectively locked in the EIC’s monopoly on tea imports to the North American colonies. As a result, Britain strengthened its foothold in the new region, importing some 200,000 kilograms of tea each year into North America. This represented the highest annual volume for all British colonies combined up to the American Revolution.

Two Things on the Evolution of Tea

The two things I have learned about the evolution of tea are; first, the first settlers’ diets revolved around tea. One account claims that the tea cost ranged from seven to nine shillings per pound (about $1.40 to $1.80). More than three British pounds’ worth of tea was sold in 1771 at John Hook’s Virginian establishments. 16 Everywhere in British North America, people wanted tea, and merchants capitalized on the immigrants’ newfound need for caffeine (Labrie 2019, p.107). Those living in the countryside probably drank less tea each day than those in the cities to make their supplies last. From the morning table, when it was offered with porridge for low-income families or eggs and meat for the upper-middle class, through the evening meal and all the snacks in between, tea was a constant presence.

Secondly, in the early 20th century, tea dominated Canada’s non-alcoholic beverages section of grocery shop receipts. Tea was a common addition to Upper Canadian shoppers’ carts about 1900, often accompanying tobacco (Labrie 2019, p.108). While bulk purchases of tea were less common, there were exceptions. During this era, consumers favored frequent store visits to receive the freshest possible items. When working away from home, laborer’s typically stock up on tea in bulk to avoid running out.

Comparison of Canadian and American tea culture

Tea in America

In the 17th century, the Dutch introduced tea to the Americas. There was a rapid rise in tea consumption in the colony; by the early 1800s, New York City was consuming more tea than the whole of England combined (Labrie 2019, p.108). The French and Indian Wars cost a lot of money. Therefore the British in the 1790s opted to tax their territories excessively on consumer items. Americans were becoming more frustrated with British policies by 1773 when the Boston Tea Party triggered the start of the Revolutionary War.

Tea in Canada

Delivery of tea to Canada took almost a year. Various merchants sold their tea without being confined to a certain number of chests (Labrie 2019, p.109). Tea buyers were at the discretion of unpredictable supply and quality. During the middle of the nineteenth century, while the railway network expanded, tea became more accessible to Canadians.


Labrie, N., 2019. Tea as Nation Builder in Pre-Confederation Canada. The Mirror-Undergraduate History Journal, 39(1), pp.106-112.

Why Early Childhood Professionals Must Understand Reward And Punishment Free Essay

In the career of an early childhood professional, they must understand and incorporate two concepts for the behavioral development of children. Reward and punishment are the two most important concepts of discussion. Therefore, this paper discusses why early childhood professionals must understand the concepts, how to incorporate them into work, how the ideas are involved in behavioral guidance, and how they could use them with children.

A reward is given as a result of doing good or evil. In the concept of early childhood development, the reward is used to mean something offered as a result of a good deed. Teachers can use school rewards to improve children’s learning behaviors and recognize educational achievements (Birn et al., 2017). However, despite the goodness that comes with rewards, young children are intrinsically motivated. It means that young children are motivated mainly by the thing itself rather than rewards. Much research has been done concerning the reward system, and the results have shown that using rewards on children may have mixed responses. A study has shown that teachers can use motivation and rewards in the early years of a child (Birn et al., 2017). Study shows that if an activity is enjoyable, there is no need to use rewards, as introducing them at that point may be counterproductive. However, rewards are not entirely a bad thing for the motivation of children, but it only depends on the situations in which they are used. It is vital for early childhood development professionals because it enhances the effectiveness of behavior in learning since the children will always respond well to rewards depending on the situation. The day-to-day motivation increases in understanding the reward concepts, promoting observational learning

On the other hand, punishment is inflicting a penalty due to a misdeed. Children are involved in misdeeds in the early childhood profession, a concept that professionals must understand. Some early childhood professionals must understand this concept because (1) punishment in young children will make them feel unworthy and rejected; hence this may make them feel more challenged in learning social skills. Secondly, punishment can make the children feel more rejected, angry, and hurt. As a result of these consequences to the children, early childhood professionals must simultaneously understand the concept of guidance and punishment (Nichols et al., 2014). Instead of imposing punishments, early childhood professionals can learn to interact with the children and help them to learn from their mistakes and show them how. The professionals can apply this technique to all children but, most importantly, to children they find too difficult to connect. In this case, teachers can use to show children how to mediate and solve their problems (Nichols et al., 2014).

For the rewards part, using a behavior chart can help the teachers track the behaviors of the children while still incorporating the concept of reward. A behavior chart is created by including the type of behaviors the teacher would like to see in the children. Across the top of the chart, the teacher can then create a list of weekdays. She can then create a column showing behaviors of concern for each day. Whenever a child shows up or completes a task, the teacher can put a sticker in the appropriate days’ box. The children can use these stickers as points to either redeem toys, free time, or privileges (“7 Tips for Rewards and Consequences | Child Behavior and Motivation”, 2022). Incorporating a behavior chart and the sticker reward system is one of the many ways an early childhood professional can incorporate rewards in two-year-old children. However, whenever a child does not manage to uphold the behavior of a specific day as a form of punishment, the teacher can impose the withdrawal of a particular privilege, but it should not be prolonged.

In the preschool setting, the familiar sources of conflicts are territory, property, and privileges. These common areas can make the children have unwanted behaviors. Rather than using stiff punishments, the teacher can show the children how to solve these disputes amongst themselves. One of the many ways a teacher can use is mediation in a play or a game. Creating a space about an instance of interest, then showing the children how to mediate between themselves can help improve their behaviors.

In conclusion, early childhood professionals have to understand the concept of rewards and punishment in the early childhood profession. It is essential to understand the reward system in children as it helps them to improve their learning behaviors. It helps them strive to do good to get the teacher’s reward. The teacher can provide both tangible and intangible rewards. However, rewards sometimes provide mixed outcomes; thus, the teacher needs to learn to incorporate motivations. Punishment can negatively impact children; therefore, teachers must understand the guidance concept to know when and how to incorporate the punishment. Using a behavior chart and creating plays can be ways in which early childhood professionals can incorporate the ideas of rewards and punishment.


Reward systems support pupils to learn and teachers to teach | TokensFor. TokensFor. (2022). Retrieved 12 September 2022, from,translatesintomoreeffectivelearning.

Nichols, S., Briggs-Gowan, M., Estabrook, R., Burns, J., Kestler, J., & Berman, G. et al. (2014). Punishment Insensitivity in Early Childhood: A Developmental, Dimensional Approach. Journal Of Abnormal Child Psychology43(6), 1011-1023.

Birn, R., Roeber, B., & Pollak, S. (2017). Early childhood stress exposure, reward pathways, and adult decision making. Proceedings Of The National Academy Of Sciences114(51), 13549-13554.

How To Increase Employee Productivity Sample Assignment


Workers play a critical function in the company’s growth. Proper rehabilitation of workers within the corporation would significantly boost efficiency. Enterprises must recognize that their workers are one of the most important factors influencing the industry’s expansion and enhancement. Many academics have also predicted numerous approaches to increasing worker efficiency within the corporation. A thorough examination of the following subject would allow us to gather additional forecasts on how to enhance their efficiency. It is a topic that has attracted a series of scholars who have projected a series of projections based on workers’ efficiency and productivity. In the following essay, we shall bring about close predictions regarding these projections that various scholars within the academic world have projected.

Ways companies increase productivity in the workplace.

Advances in interaction and leisure patterns lead to a more effective and competent labor force in the long term. As interaction and efficiency innovation progress, workers’ dissatisfaction with workplace functionality grows. Attaran et al. (2019) proposed a connotation that indicates that workers believe their workforce is insufficiently intelligent and that they are capable of a worksite that can encompass their evolving ways of life. The utilization of intelligent worksite innovations has skyrocketed in recent years. The use of digital workplaces and smart departments is becoming more popular, and engagements are picking up steam. However, implementation is slow, and institutions are only scratching the outer layer of the prospective applications of intelligent worksite innovations.

Ways on how companies can improve employee’s performance and productivity

There are numerous ways in which companies can improve employee performance and productivity. Halomoan (2020) connotes that providing adequate training and development opportunities would be an essential approach to measuring workers’ productivity and performance. Employees need to be appropriately trained to be able to perform their duties effectively. Furthermore, Leitão et al. (2019) project that employees need to be given opportunities to develop their skills and knowledge regularly. Encouraging employees to set and achieve personal goals. Employees who have specific plans to strive for are more likely to be motivated and productive.

Scholars have also gone a further step of projecting other measures that a company can take to optimize workers’ performance. These ways include:

  1. Recognizing and rewarding employees for their achievements. This can be a powerful motivator for employees to maintain high-performance levels.
  2. Creating a positive and supportive work environment. Employees need to feel comfortable and supported to be productive.
  3. Encouraging employees to take regular breaks. This helps prevent burnout and ensures that employees can remain fresh and focused.
  4. Providing employees with the necessary resources. Employees need access to the tools and resources they need to do their job effectively.
  5. Communicating effectively with employees. Employees need to be kept informed of company developments and expectations.

Ways by which companies could measure current employee’s productivity

It is a concept that has been scrutinized thoroughly by a significant number of academics in the field of academia. They proposed a set of requirements and viewpoints that have indicated some of the potential metrics that may be utilized in determining how productive the firm’s present employees are. These metrics could be used to assess the efficiency of the firm’s existing employees. The following are some of the possible routes that academics have offered:

Efficiency and speed are markers that could be utilized to illustrate a person’s capacity for good time management, as stated by Dresch et al. (2018). The length of time an employee puts in at their job and the value of the job they produce ought to be in balance with one another. If an employee can do work that is both timely and of good quality, then that person will have a high rate of output.

Kaydos (2020) predicts that one of the other techniques that would be utilized in evaluating the degree of effectiveness and performance of workers is the quality of the work they produce. With the help of this metric, executives will be able to evaluate the value of the services or products the company offers. This will help them determine how productive their workers are when providing services.

The establishment of a productivity foundation has also been proposed as an additional perspective measurement that might be utilized in the process of determining a worker’s level of productivity. According to Ojo et al. (2018), if we had a standard threshold to use for employees, we would be able to provide a more accurate estimation of the performance of those people. This will help build the foundation for their task and let one understand their achievement in relation to the established baseline.

The degree to which customers are pleased with a product or service is one of the factors that has been suggested as a potential criterion for determining a worker’s measure of efficiency and effectiveness inside an organization. It is a specification that has been signified by Nunkoo et al. (2020), who forecast that poor employee effectiveness will definitely affect the company’s clientele. As a result, it is a fantastic notion to judge the effectiveness of an employee based on how they interact with customers. This might make it possible to understand the extent to which the employee contributes to the enjoyment of the client. So, you can get a good idea of how skilled the employee is.


Azkiya, H., & Riyanto, S. (2020). The Application of Good Work Motivation to Increase Employee Productivity Salam Indonesia Travel. Journal of Social Science, 1(5), 204-210.

Attaran, M., Attaran, S., & Kirkland, D. (2019). The need for digital workplace: increasing workforce productivity in the information age. International Journal of Enterprise Information Systems (IIS), 15(1), 1-23.

Halomoan, Y. K. (2020). The effect of training and work discipline on employee productivity at PT Anugerah Agung in Jakarta. Jurnal Ad’ministrare, 7(1), 57-64.

Leitão, J., Pereira, D., & Gonçalves, Â. (2019). Quality of work life and organizational performance: Workers’ feelings of contributing, or not, to the organization’s productivity. International journal of environmental research and public health, 16(20), 3803.

Dresch, A., Collatto, D. C., & Lacerda, D. P. (2018). Theoretical understanding between competitiveness and productivity: firm level. Ingeniería y competitividad, 20(2), 69-86.

Kaydos, W. (2020). Operational performance measurement: increasing total productivity. CRC press.

Ojo, S. O., Bailey, D. P., Chater, A. M., & Hewson, D. J. (2018). The impact of active workstations on workplace productivity and performance: a systematic review. International journal of environmental research and public health, 15(3), 417.

Nunkoo, R., Teeroovengadum, V., Ringle, C. M., & Sunnassee, V. (2020). Service quality and customer satisfaction: The moderating effects of hotel star rating. International Journal of Hospitality Management, 91, 102414.