Ideas for Exploring Low Cost Feed Ingredients, When You Have No Laboratory On Your Farm | Livestock

In this article, I narrate 2 real-life “Success Stories” – that illustrate how resourcefulness, creative thinking, a little persistence, and a willingness to adapt, can help anyone succeed with an unconventional idea, even under difficult circumstances.I end by offering suggestions (based on the success stories), that you can follow to successfully explore using low-cost feed ingredients for making rations you feed your livestock, in order to record substantial savings.Two Case Studies You Can Relate ToIn both cases you are about to read, I had the unique privilege of being an insider, working as an actively involved employee.It is my hope, that you can take away enough insight, to help you develop and implement an action plan for your farm business.a. Wines Made From 100% Pawpaw Pulp in Matori, Lagos.Early in 1994, I worked for 6 months as a trainee Sales Coordinator in a medium-sized wine manufacturing company in Matori area of Lagos. Pawpaw fruits were processed – via simple brewing, fermentation, and aging – into a popular range of fruit-based wines distributed (by GB Ollivant) across the country.All we had in the small factory was a simple laboratory used to check key quality parameters at a basic level like color, sugar level etc. Uninhabited expanses of interstate land heavily populated with wild pawpaw plants, provided a seemingly endless supply of the factory’s major input – Pawpaw fruits.The enterprising owner also wisely got people to collect and supply the fruits to his factory for a fee.Here’s an interesting point: At the gate, we would negotiate a lower price for over ripe pawpaw fruit delivered to us. The suppliers had no way of knowing that the over ripe ones were the ones we preferred for our process. But since they knew no one would buy that from them anyway, they were glad to still earn income for supplying what would be considered “spoiled” fruit elsewhere.As a result, they always left happily, to return with another supply few days later. It’s not surprising that almost 2 decades after, this company is still going strong!b. Switching From 20% To 80% Sorghum – With Massive Cost Reductions (Lessons from Guinness Nigeria)As a young brewer in Guinness Nigeria, I participated in the amazing series of events (between 1995 and 1997) that led the company to gradually replace expensive and less available maize, with much cheaper (and more available) sorghum in the brewing process, following government’s ban on wheat importation.Apart from brewing plant (and process) modifications, the main thing done was to conduct a series of “trials”. Increased amounts of sorghum were added to the brews, to replace Maize, and the final product tested, with steps being taken to identify needed changes. Eventually they got it right. And the savings were enormous.You Need To Keep An Open MindThe case studies prove this can work. You could argue that you do not have the resources Guinness did. I would counter that the owner of the wine company started as a very small one-man operation in his office, based on this approach.What is crucial is your mental attitude. You have to be willing to give it a try, with an open mind. The alternative is to complain and wait endlessly, for the government or some other group to come up with a solution. That has not happened in decades. You need to take your destiny into your own hands.Suggestions You Can Put To Immediate Use1. Explore Strategic Partnerships: Approach private sector companies that own labs for possible use of their facilities. Explore ways to offer win-win relationship e.g. assure them of preferential supply at special rate. You’ll be amazed what people assured of useful benefits will agree to.2. Collaborate With Others: Consider exploring the use of the alternative ingredients as a group. You can do this alone, or get together with like minded farm business owners, and discuss ways to conduct real-life pilot scale trials on your farms.3. Approach Farm Service Centers: Getting support from Farm Service Centres towards pursuing this strategy could make it easier to implement 1 and 2 (above). A government operated centre could facilitate the process.4. Liaise With Research Publishers: You can also reach out to researchers who have published their findings on viable alternative feed ingredients that can be profitably used. I believe they’ll be excited to work with you, in implementing their findings on your farm.

How to Handle Discrimination and Harassment Complaints | laws and issues

Most states have passed laws that require equal employment opportunity to people by prohibiting discrimination. Equal employment opportunity means giving people a chance to succeed. It is a principle that expresses the fundamental principle of fairness.In accordance with state civil rights laws, employers in California try to adhere to discrimination and harassment laws and enforce similar policies in their workplaces. Not only as a matter of law enforcement but implementing these rules can save employers from lawsuit and avoid possible costly legal battle.Here are guidelines on how employers should handle discrimination and harassment complaints:o Investigate complaints right away – Employers should keep an open mind and initiate an investigation whenever a complaint is lodged. Investigate every complaint and complete it.o Treat the complainant with understanding and concern – Show your concern to the complainant and take every complaint seriously. An employee who complains about discrimination will not escalate his case to a court or a government agency if you show genuine concern for the cause.o Do not blame the complainant – Employers should remember that the complainant is the victim in a discrimination or harassment complaint. Employers should not blame nor begrudge employees who complain of unfair treatment in the workplace.o Do not punish complainants – Employers should not threaten complainants with termination, discipline, suspension, demotion or pay cuts. It is against the law to retaliate and punish someone for complaining against discrimination and harassment.o Follow employee handbook on procedures – When faced with discrimination complaints, follow the policy and procedures and proceed with the investigations.o Educate yourself – Read and make a personal study of discrimination laws and issues. Consult your lawyer to enlighten you in some issues, if possible.o Interview the involved people – To get a clear and better picture of an issue, it is best to ask the people involved in the incident. The first part is talking to the complainant and then the other people mentioned in the complaint.o Look for other sources and clues for information on the complaint – Employers should not rely on the complainant’s words alone but should look for other sources of information.o Keep the matter confidential – An employer should keep matters undisclosed until the investigation is not concluded.o Take note of all things that happened in the meeting, including dates and places of interviews.o Cooperate with government agencies during investigations – Employers are asked to helped government agencies when conducting investigations to show impartiality to the proceeding.o Hire an experienced investigator to look into the matter – An employer can hire an outside investigator who is independent and reliable.o Take appropriate actions against the culprit – Once investigation is finished and the problem is identified, take the necessary measure, document it and notify the accused.California law also requires employers to post their companies’ discrimination policies in public view. The state law also requires all supervisors to take a two-hour training program every two years to prevent discrimination, harassment and retaliation in the workplace. New supervisors are also asked to take the same training six months after hiring.


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