Situation Of Mcdonalds KFC

Situation Of Mcdonalds KFC McDonalds is one of the best international retailers in providing fast food services to its customers. Providing world class fast-food in more than 100 countries is the core idea of McDonalds. McDonalds provide its services in whole of the world. Mc Donalds are local and independent franchisee which is owned and operated globally. In the globally popular restaurant industry in approximately all the countries where it is operating its services McDonalds holds a major part of the share. COMPANY B : KFC Kentucky Fried Chicken is called as KFC. It is a fast food restaurant chain whose headquarteres is in Louisville, Kentucky, United States, which specializes in fried chicken and even in burgers and wraps. KFC secondz over Mcdonalds as an American icon, it is the the worlds largest fried chicken chain and the second largest restaurant chain, with over 17,000 outlets in 105 countries and territories. Founder of KFC is Harland Sanders, who began to sell fried chicken from his roadside restaurant in Corbin, Kentucky during the Great Depression. The pioneer of the restaurant Sanders is the one who brought in franchising concept, with the first Kentucky Fried Chicken, the franchise opening in Utah in the early 1950s. Its rapid development saw it grow too large for Sanders to handle, and he slowly sold the company to a group of investors. Even after that also Sanders image was still used for branding; Sanders had been made a Kentucky colonel after the success of his first restaurant, and he worked as a goodwill representative for the company until in a while before his death. KFC had mixed success in 1970s and 1980s at home as it went through a series of corporate owners who had little or no familiarity in the restaurant business, although it continued to expand in overseas markets. KFC was sold to the spirits firm Heublein in the early 1970s, who were taken over by the R.J. Reynolds corporation, who sold the chain to PepsiCo. PepsiCo transformed its restaurants division by also including Pizza Hut and Taco Bell, as Tricon Global Restaurants, which was later called as Yum! Brands. The chain primarily sells fried chicken pieces and variations such as wraps,chicken burgers and starters, as well French fries,coleslaw, desserts and other soft drinks, often supplied by PepsiCo. Its most famous product is fried chicken pieces, seasoned with Sanders 11 herbs and spices Original Recipe. The precise nature of these ingredients are unknown, and represent a remarkable trade secret has been kept on this delicious recipe. The famous slogan for KFC is finger lickin good, which has later been replaced by So good, and Nobody does chicken like KFC. China and US,its home country together contain around half of its outlets which are KFCs two major single markets. INTRODUCTION OF LEADERS COMPANY A: JIM SKINNER James Alan Skinner was born 1944 in Illinois. He is an American business executive. He was the Vice Chairman and CEO of McDonalds Corporation. Skinner began his career with McDonalds in 1971 as a restaurant manager trainee in Carpentersville, Illinois. Skinner graduated high school in 1962 at West High School in Davenport, Iowa,[2] he went on to start serving nearly ten years in the United States Navy, Skinner began his career with McDonalds as a restaurant manager trainee in Carpentersville, Illinois in 1971, and since then has held numerous leadership positions. He never graduated from college.[3] He started out like so many other teenagers, working as an entry-level crew person at the old McDonalds on Brady Street in Davenport.[4] Prior to becoming CEO, Skinner was President and Chief Operating Officer of the McDonalds Restaurant Group with corporate management responsibility for Asia, Middle East and Africa (AMEA), and Latin America. Prior to that, he was responsible for McDonald s Japan Limited, their second-largest market. Skinner held numerous positions in the U.S. Corporation, including Director of Field Operations, Market Manager, Regional Vice President and U.S. Senior Vice President and Zone Manager. LINK: http://en.wikipedia.org/wiki/Jim_Skinner COMPANY B: ROGER EATON Born in South Africa, Eaton moved to Australia in 1984.[2] Prior to becoming President and Chief Concept Officer of Kentucky Fried Chicken (KFC), he was Senior Vice President/Managing Director of YUM! Restaurants International South Pacific from 2000 to 2008.[1] In April 2009, he appeared in an American commercial promoting the introduction of Kentucky Grilled Chicken to the KFC menu.[3] In May 2009, he appeared again in an American commercial to announce the ending of the free Kentucky Grilled Chicken that was promoted earlier. Due to overwhelming success, the company could not afford to honor the coupons, and Eaton had to announce later compensation for the coupons.[4] http://en.wikipedia.org/wiki/Roger_Eaton Roger Eaton became President of KFC Corporation in early 2008. Eaton is an international restaurant industry veteran and has been with Yum! Brands for 12 years. Prior to taking on the top job at KFC, Roger was Chief Operating and Development Officer for Yum! Since 2000, he has served as Senior Vice President/Managing Director of Yum! Restaurants International South Pacific (SOPAC). Earlier in his career, Eaton was Regional Operations Director of KFC SOPAC, General Manager of KFC New Zealand and Finance Director of KFC SOPAC. Under his leadership, SOPAC has had 27 consecutive quarters of profitable same store sales growth, as well as a consistent above target new restaurant builds. http://topics.wsj.com/person/E/roger-eaton/802 Roger Eaton serves as Yum! Chief Operations Officer, a position he has held since late 2011. Roger has also served as Chief Executive Officer of KFC U.S. after serving as President of KFC Corporation. Eaton is an international restaurant industry veteran and has been with Yum! Brands for 12 years. Prior to his roles at KFC U.S., Roger was Chief Operating and Development Officer for Yum! Brands. He has also served as Senior Vice President/Managing Director of Yum! Restaurants International South Pacific (SOPAC). Earlier in his career, Eaton was Regional Operations Director of KFC SOPAC, General Manager of KFC New Zealand and Finance Director of KFC SOPAC. Under his leadership, SOPAC had 27 consecutive quarters of profitable same store sales growth, as well as consistent above target new restaurant builds. http://www.yum.com/company/srofficers.asp CURRENT SITUATION OF THE COMPANYS COMPANY A: MCDONALDS http://www.aboutmcdonalds.com/content/dam/AboutMcDonalds/Investors/Investors%202012/2011%20Annual%20Report%20Final.pdf first paragraph COMPANY B: KFC http://www.yum.com/annualreport/ first paragraph meaning of a leader: A leader is a person who influences a group of people towards the achievement of a goal. http://www.vtaide.com/gleanings/leader.htm LEADERSHIP IN COMPANY COMPANY A: MCDONALDS Truly a charismatic and transformational leader, many attribute McDonalds turn-around in the past few years to the efforts of Skinner; not only did he revitalize the organization, but he reinvented the fast food business with a new vision and direction (Hume, 2007). Early in the turn-around, he was one of the architects of the Plan to Win initiative which renewed McDonalds core focus of store operations. His election to the CEO post provided some stability and faith for the organization. Hume notes that one of the key elements to his success was his vast experience with overseas markets that gave him great diversity exposure which was crucial for the global corporation. This diversity has definitely helped giving McDonalds a competitive advantage, and was paramount in the global communication between employees and customers (Daft, 2008, p. 334). One of his noted achievements during his tenure in regards to leadership was fighting the McJob stigma; he made employees feel important and began to promote the various positions in a brighter light through advertising campaigns (Hume, 2007). In terms of Mr. Skinners philosophy, he is primarily focused on customer satisfaction. He believes that is necessary to first meet customer expectations and then focus on the restaurants themselves. The philosophy also includes keeping things simple and manageable for each store while making sure that everyone is aligned around that one idea. The idea is directed towards making a good appearance, caring about how the restaurant looks and how you present yourself. Another important aspect of his philosophy is the fear of complacency. Therefore, he encourages creativity, but also wants to make sure that people do not lose track of the chains primary objectives (Hume, 2007). Thus, there is a strong focus on coming up with good, creative strategies, and then putting the full effort into successful execution. For Mr. Skinner, a companywide initiative is always a must, and never a maybe. Skinner is also a man of values and ethics: When McDonalds was blamed for the obesity problem, he helpe d direct the company to take responsibility and help create a solution rather than pass the blame. Thus, Skinner can be seen as a moral leader and symbol of doing the right thing for McDonalds (Daft, 2008, p. 169). Finally, one of Skinners continuing main goals is talent management and leadership development (Hume, 2007). This involves critical tasks such as reorganizing individuals into different roles and identifying potential leaders to be awarded additional responsibility. While many of the Mr. Skinners values are not easily discernable on surface, his leadership was seen at the restaurants observed. The care regarding customer satisfaction was most obvious, employees were always polite and the restaurant was very clean. During some observations, employees were seen talking with regular customers beyond the normal service interactions, demonstrating some level of intimacy between them. In addition, almost all employees seemed well mannered and presented themselves well. There seemed to be a high level of morale, even with the more menial and custodial positions, which was unexpected in a fast food restaurant. In many of the locations visited, there were employee recruitment signs on the door that listed benefits; however, the application process was online. While more efficient, perhaps a stronger focus on in-person recruitment would help improving morale and result in more applications. Improving Employee Effectiveness One may initially believe that there is not really much that can or even needs to be done in order to improve efficiency in McDonalds restaurants; however, good leadership involves constantly reinforcing a brighter vision of the future and increasing value for both customers and employees. An employee should not think that just because they cook fries or flip burgers, that they cannot make a difference. Rather, by encouraging creativity and leadership even at this lowest level, the next great executive may emerge. It is important to turn each restaurants employee into a productive team member. In order to increase productivity and employee commitment, we propose several measures. The first measure would be to create a program to encourage creativity among restaurant managers, owners, and operators. In fact, the iconic Ronald McDonald was not developed by Ray Kroc or anyone at corporate, but by the owner of a local franchise (Walker Scott). Rewards should be available for coming up w ith new ideas at the restaurant level. As owners and managers are the ones who are actively involved with the day-to-day operations, they have a greater vantage point for implementing successful changes. In order for such a program to be successful, there must first be some educational programs like workshops. At the regional level, managers and owners can be brought together and taught about creative ideas. This will encourage thinking outside of the box, and furthermore can introduce individuals to the practice of creative swiping, which is a process of copying the best ideas whether they be from within your industry or from completely unrelated fields (Peters, 1987). After properly motivating the owners and managers, there should be a trickledown effect to the restaurants employees. In addition to the trickledown effect of targeting the managers, we would take steps to directly motivate individual employees as well. On this front, one of the first steps is to truly understand each and every employee. Some employees may only be working at McDonalds temporarily, but for others this may be the only available job opportunity. For such individuals, they want to maximize their job satisfaction. We would implement a program similar to those in large corporations where employees are able to set specific goals and explain their rationale for working at McDonalds and what they expect from their employment. This process would show employees that they can do more than flip burgers, for example develop leadership and management skills which can be invaluable regardless of future career plans. Managers and/or owners would apply Vrooms Expectancy Theory in this case; the attention and treatment of each employee should be personalized (Daft, 2008, p. 235). Managers would theref ore develop a plan with each employee to increase his intrinsic satisfaction, while at the same time increasing that employees productivity. Building on our focus on individuals, we would also implement a scholarship and education program. We want our employees to represent us well within our restaurants and throughout the world. We would offer high school and college aged employees a greater number of college scholarship opportunities in return for quality work and demonstration of leadership potential. Younger workers are often harder to motivate directly, but the opportunity to have someone else paying for your education is always a great motivator. The program would reward quality work such as customer service and punctuality, as well as creativity and the ability to dream like a leader. Employees must be sponsored by a manager or owner and would have to write an essay answering a question that instigates them to think creatively about how we as a corporation could improve. This would motivate even the youngest and most inexperienced ones. In fact, this could create an upstream effect on the whole restaurant or corpor ation, increase team cohesiveness and help encouraging those who are older or in higher positions to also think about making the entire organization better (Daft, 2008, p. 239). The winners would make a positive impact on the organization and earn the extrinsic reward of a scholarship. In subsequent years, this would encourage other young employees to also pursue this opportunity, be a first-class worker and think creatively about the organization. http://www.managementparadise.com/forums/foundation-human-skills-f-h-s/221122-leadership-style-mcdonald-s.html COMPANY B: KFC

The Riders Essay -- Literary Analysis, Tim Winton

An individual’s ‘Sense of Place’ is predominantly their place of belonging and acceptance in the world, may it be through a strong physical, emotional or spiritual connection. In Tim Winton’s novel ‘The Riders†, the concept of Sense of Place is explored through the desperate journey of its protagonist, Fred Scully. Scully’s elaborate search for identity throughout the novel is guided and influenced by the compulsive love he feels for his wife Jennifer and their family morals, the intensity of hope and the destruction it can cause and the nostalgic nature of Winton’s writing. Two quotes which reflect the ideals of a person’s Sense of Place are â€Å"Experience is not what happens to a man. It is what a man does with what happens to him.’(Aldous Huxley) and â€Å"It is not down in any map. True places never are.† (Herman Melville). Huxley and Melville’s statements closely resemble Fred Scully’s jou rney and rectify some of his motivations throughout the text. Scully’s ‘Sense of Place’ strongly revolves around the idea of a healthy marriage, a happy family, and ultimately, the presence of love. He believes that he and Jennifer have an honest relationship and that she is like his â€Å"sheet anchor...a steadying influence on him†, (p.20) but Winton contradicts this by frequently incorporating foreshadowing into Scully’s dreams to signify that Scully’s marriage is not what it seems. ‘In his dreams that night he ran, never stopping to see what was behind him, blindly going on into darkness’ (p.22). This quote highlights his trusting nature towards his relationship with Jennifer, and foreshadows the â€Å"blind† shock that he will suffer when he is betrayed. Scully does not only feel intense love for his wife, he is also devoted to his daughter Billie. He b... ...ecomes clear, that Scully’s home, his life and ultimately his Sense of Place is in Ireland with Billie by his side. It is with this newfound knowledge that Melville’s quote rings true: Scully’s true places; his daughter and his memories cannot be found on any map, only deep inside his heart. Fred Scully endured an emotionally destructive journey in order to discover his true identity and Sense of Place. In order to attain his identity Scully learnt how love could be both dangerous and wholesome, how much it hurts to have his hopes raised only to be shattered by the truth and experienced spiritual travels back to his secure past. Throughout Scully’s journey Winton reinforces the concept of Sense of place with the techniques of flashbacks and foreshadowing, which crucially contribute to Scully’s newfound Sense of Place: anywhere where Billie and him are together.

Business Etiquette and Manners Essay

Each time one makes contact with ones employees, employers or customers one leaves a certain impression of oneself and the company, service or product one represents and first impressions always do make an impact on achieving business objectives. Therefore it is very important for one to leave the right perception on people by learning how to properly conduct oneself in a business environment. Business etiquette is how one does what one does in the business world. This is true on factory assembly lines, corporate boardrooms, commercial kitchens and grocery stores. When working in an office all day, it is very important to showcase good manners and proper office etiquette. Listed below are some pointers regarding proper behavior: * Treat everyone with respect: If you want to encourage the office behavior of respect, you must start by giving it to others at all times. From the receptionist at the front desk to the CEO of the company and prospective clients, modeling respectful attitudes toward all people is the first step in fostering work professionalism. Respect must also be given to individuals who come into contact with you that are not part of the company, including delivery persons, office equipment repair persons, property managers and especially customers. Be kind and courteous to everyone. * Addressing individuals by their honorific or title: Due to informality in the workplace today, a lot of business is lost, and goodwill destroyed, because of total disregard for properly addressing clients. The proper way to address clients is to greet them using their honorific or title followed by their last name; women should be referred to as ‘Ms. ’ Regardless of their marital status. Refer to individuals frequently by their names: Take the time and make the effort to pay attention to the name of the person you are being introduced to. A person’s name means everything to them. To build rapport with a client, mention their name several times during the conversation, it helps in making a connection with the client and reaching out to them on a personal level. * Introduce people with confidence: Most people hate making introductions, because they do not know how to properly make them. Introducing people with confidence is a great way to impress your customers. In business, introductions are determined by precedence. The person who holds the position of highest authority in an organization takes precedence over others who work there. For example, you introduce your company’s president to a colleague. * Be on time: Punctuality is one of the key criterion’s of judging your potency as a worker. Ensure that you reach your office and corporate events you might be invited to punctually. If at all practicable try reaching ten minutes early. This may give you an opportunity to relax and unwind before you commence with your work. If you are a guest, understand that the organizer has been selective with the invitation list. Many invitations will include a brief agenda that highlights when guests may arrive for the event, typically providing a window of 15 to 30 minutes for registration and welcome reception times. * Wear proper office attire: Watch your garments. While this holds true for any one, it holds even more importance for ladies. Your office is meant to be a place for work and not some fancy dress competition. At work, you should be dressed in a straightforward yet smart fashion. Formal suits and dresses should be worn in neutral colors so that they reflect your professionalism. Make contact: There are few physical contacts that are appropriate in business; the most important and acceptable is your handshake. Your handshake is a non-verbal clue that indicates to the other person whether or not you are a take charge person. For example, a firm and strong handshake suggests that you are decisive, in control. Greet everyone with a firm, sincere handshake, a friendly smile and direct eye contact. However, when approaching a group of individuals, it’s important to note that you should always shake the hand of the highest ranking officer first. Maintain a healthy office environment: Keep the space professional and neat with appropriate personal touches! People will see the space and consider it a reflection of you. Whether it is a cubicle or office, respect others’ space. Don’t just walk in; knock or make your presence gently known. Don’t assume acknowledgement of your presence is an invitation to sit down; wait until you are invited to do so. Don’t interrupt people on the phone, and don’t try to communicate with them verbally or with sign language. You could damage an important phone call. Limit personal calls, especially if you work in a space that lacks a door. Learn when and where it is appropriate to use your cell phone in your office. Food consumption should generally be regulated. Smells and noise from food can be distracting to others trying to work. * While dealing with customers: Name-tumblers when we introduce ourselves or other people has become a major problem; especially on the telephone. We need to slow down and pronounce our names slowly, clearly and distinctly. At first it may feel as if you are exaggerating your name, but you are really helping the other person and improving overall communication. When dealing with angry customers, it is important to restrain your anger, remain calm, listen to them and assure them that you will solve their problems. Especially over the telephone while handling complains, speak softly. That will soothe the speaker and show him or her that you’re interested in handling the complaint in a calm, rational way. Learning the rules of business etiquette is not very hard and it is not costly as many companies offer formal training on business etiquette, including communications, attire, networking, international business etiquette and new hire etiquette training. People truly desire to do business with those that make them comfortable and know how to best handle themselves in a variety of situations. Learning to incorporate good business etiquette into the workplace will pay dividends both in employee morale and on your company’s bottom line. Customer loyalty also improves when good business etiquette is in full force as it is reflected in the atmosphere of your office or shop.

Napoleon3 essays

Napoleon3 essays Did Napoleon preserve or pervert the gains of the Revolution Napoleon was indirectly responsible for spreading many of the ideals of the French Revolution throughout Europe. Although he never openly espoused revolutionary tenets his Empire and government was in many ways the living embodiment of those ideals. The three main areas that he had a significant impact were individualism, secularism, and nationalism. Prior to the French Revolution, class or social status was more important in French society and government than the individual. Merit and ability was subordinated to your family status and whether you were of the noble class. The Revolution did away with this and stated that all individuals were equal in the eyes of the government. How one advanced was based on merit rather than who one's ancestors were. Napoleon enshrined this with a new aristocracy based on merit. Those who performed and contributed were rewarded. The new Princes, Dukes, and Barons were men who earned their t itles, most often on the battlefield. A review of his Marshals would show that they came from all walks of life, including a barrel maker, a cabin boy, a former sergeant, and a minor noble. In addition to this, he created he Legion of Honor to recognize those who deeds merited it. The French Revolution placed the state above the Church, an extremely revolutionary concept. The Revolution even went as far to ban organized religion. Napoleon was willing to heal the rift between the Catholic Church and the government, but only if the Church did not meddle in state affairs. The Church lost its right to run schools, and to have special taxes and privileges, however Napoleon did re-open the churches and was tolerant of all religions. He even invited the Pope Pius VII to his coronation to crown him the new Emperor of France. Napoleon's true feelings on his relationship with the Church were demonstrated by his actions at the coronation. When the Pope went to place t...

Walker, Cisneros, Wright, Chan essays

Walker, Cisneros, Wright, Chan essays Characters Overcoming Obstacles in Literature What doesnt kill you only makes you stronger. This old saying can be applied to the characters in many popular works of literature. In studying the literary works of Alice Walker, Richard Wright, Jeffery Paul Chan, and Sandra Cisneros, many observations can be made about culture and the harsh prejudices against these cultures. In their respective works: The Color Purple, The Man Who Was Almost a Man, The Chinese in Haifa, and Woman Hollering Creek, each author presents a protagonist with much to overcome. Whether these obstacles come about because of gender, cultural differences, or both, they each serve to assist the protagonist with realizing his or her own identity. By facing the adversities that life has dealt out, the characters develop a better sense of who they are and what they want to become. Alice Walker presents Celie as a battered woman without much to live for. Between being raped by her stepfather and beaten by her husband, Albert, Celies attitude about her self-worth is extremely depressed. Both her stepfather and husband also abuse her verbally. They make her feel worthless. When her stepfather is trying to get Albert to marry Celie, he tells Albert, Fact is...I got to git rid of her...She ugly...She aint smart either (Walker 9). It does not help matters that she a black woman. This ensures that she will not receive many opportunities for an escape to safety and freedom. Practically every man that she comes across in her life abuses her. This violent treatment eventually leads Celie to a life without men. She finds a community of women with whom she can share her feelings and desires. Because of this formation of friendship with women, Celie is inspired to succeed. Shug encourages Celie to start up a business making pants. She also encourages Celie to discover new feelings...

Manuscript Draft and Proposal Coursework Example | Topics and Well Written Essays - 3750 words

Manuscript Draft and Proposal - Coursework Example Performance Appraisal: A Workplace Dilemma All across the country supervisors have been evaluating their employees on a regular basis. These evaluations often become ground or justification for granting a raise, promotion, retention, or even termination. In the case of termination, or denial of promotion, objectivity becomes of paramount importance. Performance appraisals or evaluations are crucial element of the maintenance function of human resources management. Through it, the employee should receive one’s due share of benefits in terms of remuneration, rewards and sanctions, psychological motivation, wholesome and safe working environment, among others. Performance appraisals are supposed to encourage continuance and stability, not only of the workers, but also of managerial personnel from the frontline to top management. The paper aims to examine and evaluate various practices and policies on performance appraisal systems and procedures as revealed by diverse authors whose researches have been published in peer reviewed academic journals. Likewise, the discourse hereby aims to proffer relevant issues that emerge on performance appraisal as a relevant organizational concern affecting both managers and employees. Diverse peer reviewed academic journals in the area of public personnel management and administration were evaluated in terms of determining parallel issues on the dilemma faced by both supervisors and employees when subjected to the process of performance evaluation. The preparation for the paper required significant reviews, analysis and evaluation of diverse secondary information on performance appraisals in public organizations. The results of reviewing academic journals on the subject are proposed to be presented in the following structure: a presentation of the major dilemma on performance evaluation as seen from two points of views: that of the employees being evaluated, and from the perspective of the managers or supervisors doing the ratings. Concurrently, there were studies that indicate a significant impact of receiving low ratings on employees in terms of future career plans and paths that employees choose to take and the effects on alternative decisions that face the emp loyees: the decision to leave; to seek reform; to stick with the organization; to drop out, or wait for better opportunities. Other relevant concerns such as the benefits of

Sigmund Freud Biography Essay Example | Topics and Well Written Essays - 1250 words

Sigmund Freud Biography - Essay Example He was born in Freiberg, Moravia the present Czech Republic to Jewish parents, Jacob and Amaria Nathanson Freud. His mother was the third wife to Jacob, after being windowed twice in the previous two marriages. He was the first-born son to Amaria and later, her mother gave birth to other seven children. By virtue of being her mother’s first child, he was her favorite son and her influence to Sigmund played a significant role in his early childhood. While only three years old, the family relocated to Vienna in a Jew neighborhood following a financial crisis that ruined his father’s thriving business. Their new location remained Freud’s home until a year before his death in 1939 (Ernest, 1957). The earliest influence on Freud’s illustrious academic career was Ludwig Borne, an outstanding journalist and satirist of the 19th century. Freud performed well in his secondary schooling and his ability to master several languages was exemplary. He opted to study med icine instead of law at Vienna University. While studying at the university, he experienced racial prejudice and discrimination because of his Jewish heritage. It was in the university that Freud immersed himself in the study of neurology reaserch believing that the field would give him better financial returns than other medical specialties. However, it was not until 1885 when he met Martin Charcot, a prominent neurologist in Paris that Freud took a detour from neurological research to medical psychopathology. Through close association with him, Freud learned about hypnosis, method that Charcot used to treat patients with mental disorders. A year later, in 1886 Freud opened a private clinic and married Martha Bernays (Ernest, 1957). In 1884, Freud discovered that cocaine had analgesic properties (Gay, 1988). A self-confessed cocaine user, Freud argued that the drug had curative properties for variety of mental and physical illnesses. The following three years, he published three pa pers advocating the use of cocaine as an effective antidepressant and for treating patients addicted to morphine. However, following a reported widespread addiction to the drug from the public and his patients, using cocaine for medical purposes came under heavy criticism. Freud continued using it to alleviate his depression, but the resulting backlash from the medical fraternity prevented him from using the drug for treating the aforementioned maladies. However, cocaine remained part of his drug use in addition to heavy cigar smoking (Gay, 1988). In his private practice, Freud tried hypnosis in treatment of mental patients, but he eventually dropped from using it because it failed in most cases. During this time, he had interacted with Josef Breuer, a psychologist who treated neurotic patients with a method that entailed speaking what was disturbing them. This method particularly worked well on a patient named Anna and it came to be referred as the ‘talking cure’ (Gay, 1988). Sigmund Freud modified Josef Breuer’s technique in 1890’s and it later developed into psychoanalysis. According to Freud, a patient who talked out his or her problems healed because by speaking out, the strong emotions that caused mental problem were released from the unconscious mind (Jacobs, 2003). In this regard, Freud argued tha