Colors in Spanish Red, Purple, Beige, and More

Like other adjectives, names of the common colors in Spanish must agree with the nouns they describe in both gender and number. However, in most cases, names of colors come after the nouns they describe, not before as in English. Additionally, the names of some of the more unusual colors in Spanish are given a unique treatment. Names for the basic colors in Spanish behave the same way as other adjectives do: They come after the noun they refer to and must match it in number and gender.Less common colors can be formed by using de color, color de, or simply color followed by the name of the color.If a noun such as cereza (cherry) or naranja (orange) is used as a color by itself, many speakers do not modify it for number or gender. Names of Common Spanish Colors Here are some common colors: amarillo: yellowanaranjado: orangeazul: blueblanco: whitedorado: goldengris: graymarrà ³n: brownnegro: blackpà ºrpura: purplerojo: redrosado: pinkverde: green Note that the form of these Spanish colors will change depending on the number and gender of whats being described: Tengo un coche amarillo. (I have one yellow car.)Tiene dos coches amarillos. (He has two yellow cars.)Tienes una flor amarilla. (You have a yellow flower.)Tenemos diez flores amarillas. (We have ten yellow flowers.) The Grammar of Color in Spanish The most common colors are used in the same way as other adjectives. However, almost any suitable noun can be used as the name for a color, in at least four different ways. For example, here are four ways you could say cherry-colored car. (A car is un coche and a cherry is una cereza.) coche cerezacoche color de cerezacoche de color cerezacoche color cereza Similarly, a coffee-colored shirt could be camisa de color cafà ©, camisa color de cafà ©, camisa color cafà ©, and camisa cafà ©. The choice will depend on the region and speaker. However, nouns that are frequently used as color (such as cereza or cafà ©) are more likely to be used alone. Here are some nouns that are commonly used as colors in this way, although numerous others can be used: beige, beis: beigecereza: cherry-coloredchocolate: chocolate-coloredesmerelda: emeraldgrana: dark redhumo: smokylila: lilacmalva: mauvemostaza: mustard-colorednaranja: orangeoro: goldpaja: straw-coloredrosa: pinkturquesa: turquoisevioleta: violet When a noun is used by itself in such a way, it is often still treated as a noun rather than an adjective, so it doesnt change form as adjectives typically do. (Some grammarians consider nouns used in this way to be invariable adjectives—adjectives that dont change for number or gender.) Thus, mustard-colored houses would likely be casas mostaza, not casas mostazas (although the latter could also be used). However, the more often a noun is used as a color, the more likely it is to be treated as a regular adjective—one that changes in number with the noun being described. Often, however, different speakers will disagree. Compound Colors Compound colors are those that are preceded by descriptors like light and dark, such as light blue and dark blue. In Spanish, the most common words for those specific terms are claro and oscuro, respectively, used to form compound colors such as azul claro and azul oscuro. The compound colors are invariable, meaning they dont change with number or gender. Sample Sentences Showing Color Usage Casi la mitad de los estadounidenses tenà ­an ojos azules. (Almost half of U.S. residents have blue eyes.)La sangre puede tener un color rojo brillante o casi negruzco dependiendo del nivel de oxà ­geno. (Blood can have a brilliant red color or almost blackish, depending on the oxygen level.)Està ¡ rodeado por uvas color de ajenjo. (It is surrounded by absinthe-colored grapes.)Te presentamos los diferentes estilos de uà ±as color de vino. (Were showing you the different styles of wine-colored fingernails.)Las hortalizas de hojas verde oscuro son fuentes importantes de carotenos. (Vegetables with dark-green leaves are important sources of carotenes.)

Breast Cancer A Unique Non Wired Bra - 915 Words

Millie is a unique non-wired bra intended to make a difference to the lives of so many women especially targeted for women after breast cancer. Sue Pringle founded the idea of a soft and shapely, non-wired bra, with a pocketed lining designed for women who want to regain confidence after breast cancer. Pringle, who was a victim of breast cancer realized the difficulty of finding a suitable bra after her breast surgery. After ten years of breast cancer, Pringle understood that she and other women who have also suffered from breast cancer could no longer wear an ordinary bras. For this reason, she was determined to discover Millie after her research find out that many women felt the same way she did about ordinary bras. For instance,†¦show more content†¦The value that these women after breast cancer are getting from this product is something beautiful and comfortable to regain their confidence. Millie Lingerie has done a remarkable job at marketing their non-wired bars. One of the ways they marketed their bras is by having a plan on how many products they’re going to sell to potential customers. To demonstrate, Millie has set a goal to pre-sell 500 or more bras as a reward, Gift to someone special, or Gift to a Charity. This marketing method allows for Pringle’s products to get on to the hands of her target market. With the rewards system, Millie has sent out bra rewards designed to make sure everybody can get involved on their project whether if they’re: women, men, children, friends, and family. The rewards car method is a great way to reach out to their recipients and create customer loyalty. Millie has also allowed for their users to give feedback on their product to better improve it. To clarify, they have asked women after breast cancer how it feels to wear the bra in hope to receive vital feedback for ongoing product development, and further proof of market to future trade customers. Not only is Millie offering rewards but she is also offer a Gift a Bra to Charity Reward. Millie is partnered with a couple of charities such as Keeping Abreast and The Nottingham Hospitals Charity. Both charities support women through some of the hard times during breast cancer

Corporate Performance Strengths Concerns - Myassignmenthelp.Com

Querstion: Discuss About The Corporate Social Performance Strengths Concerns? Answer: Introduction Recruiting an effective workforce is as tough as mining diamonds out of a pit. The modernization and globalization, which the world faces, has led to the challenges that a human resource manager faces in recruiting the workforce for a particular company. The major impact that poses a threat to the workforce is the contrasting phenomenon apart from being diligent in their approach. The talent of the employee and its proper implementation is an important part that justifies the capabilities of the employee, which might be a restricting factor in the recruitment process as skill varies with diversity. The report aims at analyzing a case study of a company, located in Australia, and the challenges they face in recruiting the workforce there, based on a variety of different criteria. The report discusses the key challenges that are being faced by the recruitment team or the human resource manager who is responsible for the recruitment. It enumerates certain recommendations in order to make a difference in the recruitment process and thus help the recruitment team in overcoming the challenges to recruit the workforce for the given organization. Case study The concerned company according to the requirement of the report is being taken as ANZ (Australia and New Zealand Banking Group). The issues that the sector faced limited its scopes in expanding, though the ANZ is being considered as the most reliable bank and ranks fourth in the world for the services they rendered to their consumers, in the particular sector (Ying Liao et al., 2017). The recruitment industry has undergone a considerable change with respect to the changes in the requirements and the organizations quest for searching the best talent. The change in the job market and the change in the requirements of the global clients based on the effects of globalization influence the recruitment process largely. The competitiveness and the goals that the company sets create a huge difference in the recruitment process of the firm (Rees Smith, 2017). Similarly, the concerned company for this report is facing serious issues relating to the recruitment of the workforce. The challenges limit the recruitment process thus not only creating the issues of unemployment but also the company suffers due to the limitations in the recruitment process due to the limited workforce they could generate. The challenges that limit the scope and operations of the recruitment process of the concerned company are discussed in the section. Challenges faced in the process of recruiting the workforce The workforce plays an important role in the making and the gradual progress of the organization. Therefore, in order to make the company or the firm progress well a comprehensive and competitive recruitment is undertaken. The factors that judge the workforce is the inherent talent that the workforce employs in understanding the individual job role and act accordingly (Bibb, 2016). The company faces a challenge in determining the most appropriate individuals depending on their talent and specialization thus determining the expectations from every individual is an important aspect that must be considered. Appointing an appropriate workforce is like mining out gems, considering the capabilities of the candidates and thus allocating their job role accordingly. The concerned company, the ANZ, is looking out for people experienced in accounts and finance whereas the workforce they are looking for are not experienced enough for the job profile resulting to a diminished supply of the workforce for the company (Van Doesum et al., 2016). Moreover, the job role that the company is offering is quite complex for the common people with the specified knowledge on the banking sector. Therefore, the company faces a diminishing supply of the workforce under this criterion. The organizational image also plays a major role in determining the recruitment of the workforce (Bibb, 2016). The company that is looking out for new candidates also carries an image in the external market. Consistency in keeping up with the organizational image is an important priority for the company, as the organizational image helps in maintaining the status of the organization in the market. The concerned company in this report carries a well to do image in the market, and therefore it maintains a framework for recruiting the workforce. Choosing the workforce that is best suited for the organization is an important phenomenon that affects the recruiting system prevalent in the organization (Hunter et al., 2017). In order to keep up with the brand name and the image that the company has in the market, the company formulates steps in order to make its decision based on the talent and the expertise of the candidates thus helping them to meet their general targets. The discrepancy arises when the human resource is limited and majority of the individuals skills do not match the requirements of the company. According to a recent survey that has been undertaken in Australia, around 58% of the recruiters face the biggest challenge in hiring the perfect candidate due to the lack of skilled and qualified human resource (Rothenberg, Hull Tang, 2017). Demographic structure of the region plays an important role in appointing the workforce for an organization. The change in the family structures influences the recruitment process adversely (Green Vandall-Walker, 2017). The recruiter might not find the talent they have been searching for due to the single parent families, where the person whom the company might have appointed and the person who was actually eligible for the job role is busy maintaining and looking after the family. On the other hand, the age and the generation gap create a major impact on the recruitment of the individuals for the company. The growing age and concerns of retirement pose an important threat in retaining the experienced workforce. The experienced workforce is best suited for the companys progress as they are aware of their job role and can effectively fulfill the requirements of the company and the clients. They can also adapt to the changing situations (Collins, 2016). Recruiting the amateurs might be economic for the organization, but it involves a risk of uncertainty. The dedication of the amateurs for the company and its progress is less compared to the aged workforce and therefore the aged workforce is considered as the assets of the company (Nickson Baum, 2017). The concerned company, the ANZ, aims at retaining the aged workforce through proper management, as the company understands the implications and the risks involved in appointing the amateurs (Donovan et al., 2014). However, the retirement of the aged workforce leaves the company with no other options other than appointing the amateurs to compensate the retirement of the aged employees. There is an involvement of risk in the process as the company must choose the most eligible candidate to supplement the retired person as it helps to keep up to the flow of the work schedule. Diversity in the workplace and the candidates that are being chosen by the company as its employees is again a serious point of concern as diversity in the workforce can give rise to serious issues in the management of the workforce (Frey Osborne, 2017). People coming from different backgrounds and heritage (both cultural and ethnic) and mingling to get the job done effectively and serve the common goal is an important criteria that might work well with the company. The issues that the company might face due to the diversity arise due to the mismanagement of the diversity, resulting to fierce arguments that hamper the work and the progress of the company. The recruitment process undertaken by the ANZ involves a series of steps in order to judge and determine the authenticity and the capability of the candidate. The complete process examines the candidates capabilities in understanding and maintaining the job role and that the candidate is capable of fulfilling the expectation that the company holds (Cohen King, 2017). At the first stage, the candidate applies for the job. The second step includes an interview of the candidate based on the competency level that judges the talent and the resourcefulness of the candidate. Under this step, the candidate is required to answer a competency question, which helps in determining the talent and the skill of the candidate (Davis Davis, 2017). The third step, being the most general step, helps in determining the background of the candidate and the origin, which again helps in determining the capabilities of the candidates. The problem arises when the competency question limits the candidature, tough enough for the candidates to surpass (Borodai, 2017). However, the competency question is a necessity for the company as it helps in determining the capabilities of the candidates. It also helps in choosing the right candidate from the million others applying for the job. There are agencies, which help in undertaking the complete recruitment process. Conclusion Therefore, from the above analysis it can be concluded that the banking organization, named ANZ, faces a series of issues in the process of recruiting the workforce. The organization aims at recruiting the right person for the right job thus making it a point in maintaining the organizational image and the brand name. The recruitment process that the organization undertakes is viable for choosing the skillful human resource and therefore faces the limitations due to the lack of skilled and experienced labor. The issues and the challenges that are being faced by the organization are being listed in the section above. It aims at discussing the important lags that the company faces in recruiting the appropriate human resource determining the capabilities of the candidate and the job role they would be offering to the candidates. At the time of recruitment, the candidate sells himself to the needs of the company. On the other hand, the company too sells itself to meet the needs and requirements of the employee. Recommendations that might be helpful in outnumbering the issues and challenges in the recruitment of the workforce are being discussed in this section of the report. In order to take hold of skilled labor and appoint them for the respective job role in which they expertise, the company must consider using the social media to advertize about their requirements in the certain fields relating to their own requirements and stating therein the expectations that it holds from the candidates. Undertaking open interviews can also be a measure that the company can consider while undertaking the recruitment process. Formulating proper incentive plans too can help in resolving the issue of recruiting skilled labor for the company. In order to undertake the proper recruitment, the company can formulate tests that will help in determining the capabilities of the candidates and thus portray their skill and talent in the particular fields. The company can also take help from the freelancers and the young generation that works on a part time basis in order to improve the recruitment status. It helps in maintaining the human resource of the company according to the requirements. The above-mentioned recommendations and the case study aims at discussing the challenges that the concerned company faces in recruiting the workforce and the solutions to overcome the challenges respectively. References Bibb, S. (2016).Strengths-based recruitment and development: a practical guide to transforming talent management strategy for business results. Kogan Page Publishers. Borodai, V. (2017). Crowd recruiting as the competence assessment of applicants service company.International Scientific Review, (1), 46-47. Cohen, E., King, D. (2017). Human resource management: developing sustainability mindsets. Collins, C. (2016). Challenges of recruitment and retention in rural areas.North Carolina medical journal,77(2), 99-101. Davis, P. J., Davis, P. J. (2017). How HR can create competitive advantage for the firm: Applying the principles of resource-based theory.Human Resource Management International Digest,25(2), 4-6. Donovan, J. L., Paramasivan, S., de Salis, I., Toerien, M. (2014). Clear obstacles and hidden challenges: understanding recruiter perspectives in six pragmatic randomised controlled trials.Trials,15(1), 5. Frey, C. B., Osborne, M. A. (2017). The future of employment: how susceptible are jobs to computerisation?.Technological Forecasting and Social Change,114, 254-280. Green, C., Vandall-Walker, V. (2017). So you think youve designed an effective recruitment protocol?.Nurse Researcher,24(4), 32-34. Hunter, S. T., Shortland, N. D., Crayne, M. P., Ligon, G. S. (2017). Recruitment and selection in violent extremist organizations: Exploring what industrial and organizational psychology might contribute.American Psychologist,72(3), 242. Nickson, D., Baum, T. (2017). Young at heart, but what about my body? Age and aesthetic labour in the hospitality and retail industries. InThe Palgrave Handbook of Age Diversity and Work(pp. 539-559). Palgrave Macmillan UK. Rees, G., Smith, P. (Eds.). (2017).Strategic human resource management: An international perspective. Sage. Rothenberg, S., Hull, C. E., Tang, Z. (2017). The impact of human resource management on corporate social performance strengths and concerns.Business Society,56(3), 391-418. Van Doesum, K. T., Riebschleger, J., Carroll, J., Grov, C., Lauritzen, C., Mordoch, E., Skerfving, A. (2016). Successful recruitment strategies for prevention programs targeting children of parents with mental health challenges: An international study.Child Youth Services,37(2), 156-174. Ying Liao, Y., Soltani, E., Wang, W. Y., Iqbal, A. (2017). The dynamics of workplace relationships in a diverse internationally staffed organisation: a qualitative ethnographic assessment.The International Journal of Human Resource Management,28(8), 1182-1211.

Burger King Customer and Market situation of the industry Essay Example

Burger King Customer and Market situation of the industry Paper More and more people are becoming aware and conscious of what they eat. People prefer healthy food. Mad cow disease and foot and mouth disease has created an awareness which has made people wary of eating out side. More and more working or white collar people prefer eating outside now as working people are emerging and preferring eating or grabbing a quick bite while at work. This has led to variety of fast food outlets emerging rapidly across the emirates. Though fast food joints are designed and marketed as kids food and for teenagers we can see a growing trend of University students and white-collar workers preferring to eat at fast food joints. The need in people of todays market is fast and cheap food which is value for money and easily available. We can see that though designed for kids and for family the emerging universities and educational institutes has led the fast food industry to a large volume of new customers. Also the placement of fast food joints near trade hums and offices has prompted office workers to opt to have fast food. We will write a custom essay sample on Burger King Customer and Market situation of the industry specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Burger King Customer and Market situation of the industry specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Burger King Customer and Market situation of the industry specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The reduced nutrition concerns amongst consumers has been a boon for the fast food industry, which how ever is going through a slight depression due to the heath scares of foot and mouth and the mad cow disease. But as one marketing manager pointed out these are just temporary phases in the industry, the fast foods industry is here to stay. We agree with the manager because we can see that even though of this slight depression fast food giants like Kentucky Fried Chicken (KFC) and Hardees and McDonalds are opening up more branches across the region. Due to the lucrative market conditions we are seeing major global fast food players entering the market. The market in the UAE and the environment is such that due to the low entry barriers more and more fast food companies are opening up. Hence the market has become very competitive. We can see giants like Subway, Pizza Hut, Wendys, AW and many more. The industry for Burger tough has remained very different. The major players in this industry are Hardees, McDonalds and Burger king. Amongst them selves these three companies have the 95% of the burger market, with the rest being captured by other brands. The recent health scare though affecting sale everywhere in the world did very little sales drop in the UAE because of the Stringent health rules and with no such cases being reported here. The fact that the people and the masses looking for cheap and quality fast food option has initiated a promotional value war amongst the three giants. The three giants namely Burger king, McDonalds and Hardees have started various campaigns in which Low prices and gifts have been the prime attraction for the consumers. Each brands has spent tremendous amount of resources and time into cashing in on this so-called value for money concept. The fact that consumers want variety and choice has resulted in each of the above-mentioned Burger Giants in creating variety of burgers. With McDonalds having seven different types of burgers, Hardees having thirteen different varieties of burgers and Burger King offering eleven different types of burgers. The three giants of the burger industry have maintained high level of competition and quality, which has made a barrier to entry by any foreign company. Product and Price situation: The fact that Burger King has a whopping variety of eleven different types of burgers. An interesting claim Burger King claims is that there are 1024 different ways to make a whopper burger. The burgers of Burger King are considered bigger and more filling as compared to other burgers in the market. In asking 100 different people of their views on which burger is more filling 42% claim that definitely Burger King burgers are more filling, 30% prefer McDonalds burgers to be more filling and the remainder 28% claim that Hardees is more filling. In a similar survey when asked as to which Burger outlet the consumers preferred on the basis on Value and Price 45% claim that McDonalds is better as its prices are way lower than any other burger outlet, and Burger King and Hardees coming up to 27% and 28% respectively. In the similar questionnaire the customers expressed that they considered and accepted the fact that though Burger King burgers are comparatively expensive they are more filling and of better quality as compared to McDonalds, yet the speed of quality of Burger King was far better in McDonalds. The quality of burgers has changed somewhat in the industry because of the health scare ad nutrition concerns. The changing trends and the consumer demand had made a new series of burgers to emerge, the double and triple story burgers, i. e. not one patty but two to three patty of burger. Also the prices have been reduced considerably and burger king keeping in mind the variable demand and type of customers it has, it has ensured that it has three different prices for its burgers catering to the different tastes and preferences of customers it caters to. Burger King has three different price strata, and each has three to four different kinds of burgers in it. Burger King had 12 Dhs, 15 Dhs and 18 Dhs burgers, each unique in their own attributes. The burgers them selves have become richer and tastier as stated by loyal consumers at Burger King. One of the hurdles that the burger industry here complains is the loss in the quality of its product due to the restrictions imposed on importing of meat, mutton and chicken. Also the restriction of launching their flag ship product of Ham burgers in the region due to the restrictions imposed by the Islamic religion. Burger king cannot introduce their hamburgers, as neither can McDonalds. This restriction complains a manager from McDonald does not allow us to being in all or the entire product range that we here at McDonalds can offer. Also another reason why the quality of burgers vary over here as compared to any where else in the west is due to the imposition of laws making it compulsory to ensure that the meat in question id Halal or allowable by Islam. This has made Burger King and McDonalds to import meat from not their usual distributors but rather from local or regional importers. Another interesting fact is that the Burger Industry namely Burger King and McDonalds along with Hardees is that major share of the profit per burger comes from their own products that is as we see it a Double Whopper Meal comes for Dhs. 18 and it includes a Regular French fries and a Regular Coke now if we see it individually we can get the burger for 13 Dhs. and the Cold drink and French Fries for 5 Dhs each, hence the combined prices would be 13 + 5 + 5 = 23 Dhs. yet Burger King charges us a bundled price of 18 Dhs. what we found out was that Burger king makes a chunk of its profit per meal on its Burger. Hence Burger King can earn a different level of price and margin on each of its meals. Also in simple words Burger King makes more profit selling a single sandwich as compared to selling it as a bundle (with French fries and cold drink). Hence in this industry per unit margin of profit is tremendous but because of the stiff competition and challenges imposed by the three giants no entrants are allowed. Also we would see that a normal whopper burger of burger king would cost 8 Dhs. , yet if it were in a promotion it would be sold for 5 Dhs. thus prove that the margin of profit is extremely high. Distribution situation: In terms of distribution we wish to discuss the number o branches and their locations. In that aspect McDonalds has far more branches and stall as compared to Hardees or Burger King. McDonald in its short span of few years has already established an extensive network of outlets through out the UAE with heavy emphasis on Dubai. Where as Burger king has only 6 outlets. Also McDonalds is located at many venues where it draws its synergies from the location it is in. we found that McDonalds has located its outlets at petrol pumps in major malls and also near residence and office or trade hubs, this allows them to attract customers. We found that McDonalds drew a major advantage against Burger King by locating it self across the UAE and in the Globe so that it was accessible and available. This attributed to better product awareness. Burger King on the other hand has failed to establish itself so strongly in the Dubai market and UAE market, yet it has counted on Snob effect to draw its customers. Burger king how ever has located it self in few yet prime locations where it draws on from the high spending power of the consumers and also on accessibility (City Center). Promotion and Competitive situation: The fast food industry in the region has shown the emphasis and the importance of promotion. In the burger industry itself we can see a promotional war-taking place between McDonald and Burger King, with Hardees playing a minor role. Where McDonalds and Burger king emphasizes on Value Meals and movie memorabilia, Hardees emphasizing on Big Gifts and prizes. But we can see that the Global Advertisement and promotional campaigns of these burger giants spills in to UAE also. Most of the promotional schemes undertaken here are very much similar to the ones undertaken in the region and hence no customization is seen. Though lucrative market for both McDonalds and Burger King we saw that other than value meals both had nothing special for the Regional or UAE market. The competition between McDonald and Burger King is fierce as now both compete to capture a larger market share of the existing size of the market. Burger King has so far emphasized on its Value and quality and hygienic food. The Competition for Burger king and McDonalds is rising slowly but steadily from Hardees who underwent a radical face lift and change of logo and customer driven service standards, yet the real competition is coming from a wholly unpredictable side, the small cafeterias. Yep though hard to believe these small sized cafeterias are spread out through out the entire UAE and cater to a large segment of the market. What we noticed was that on daily basis and on regular basis teenagers, college students and working class people preferred to go to these small cafeterias rather, and prefer Hardees and McDonalds and Burger king on special occasion or if quality is of prime concern or if time was of essence. Surprisingly of the 100 students we questioned 85 accepted that they went more regularly to these small cafeterias than to anywhere else. The reason they stated was that these students stated was that these cafeterias were available everywhere and anywhere, they were much cheaper and they had good things to eat. Though baffling as it may sound we think that there is a common segment, which is competed by the burger industry and these small cafeterias. The upper segment of the market with good marginal propensity to consume and with higher end of the income strata preferred burger outlets. The low-income group of people namely students who cannot afford or labor class prefer these cafeterias. And the teenagers/student and white collar people prefer either of the two, depending on their budget at that given time and the accessibility. We found that these classes of people namely the middle class were very flexible and would adapt to either of the two industries, i. e. urger or cafeterias. When compared with price we found that both were cheap and the cost of a decent average Burger meal from Hardees/ McDonald/ Burger King would be same for a complete meal from these small cafeterias. We understood that the only thing, which differentiated or made the difference, was the quality of the food. As one student put it; we students are ok with anything, it all costs the same for us, we are hungry and we need something to eat, now if it is a burger or if it is a cafeteria burger for us it is all the same. On asking a white-collar male bachelor, he replied we have to be practical as bachelor I consider saving an importance, and if I can get a filling meal at one of these cafeterias which are near by why should I go further down the road to locate a burger joint? Unless I am looking for quality it is indeed a threat, which needs to be addressed by the burger industry. The small cafeterias though catering to a different segment o the market, do sometimes and are taking growing share for the burger joint industry. They are a threat and need to be addressed for the future of burger joints.