Cells Study Guide Biology

Before long of existing cells. Janet Plow exhibited that the cell film is a physical structure, not an interface between two fluids. Lynn Amaryllis proposed the possibility that specific organelles were once free living themselves. Cell Theory: All living things are made out of cells. Cells are the fundamental units of structure and capacity in living things. New cells are created from existing cells. 2 Types of Cells: Eukaryote are cells that contain cores. They contain a core wherein their hereditary material is isolated from the remainder of the cell.Prokaryote are cells that don't contain cores. They have hereditary material the at isn't contained in a core. Segment: An organelle is a particular structure that performs significant cell work ages inside an eukaryotic cell. A plant cell has a cell divider and a cell layer while a creature cell has only a c ell film. Organelles: Nucleus: Contains about all the cell's DNA and with it the coded directions for making proteins and other significant particles. (Both) Ribosome: little particles of RNA and proteins found all through the cytoplasm m. Proteins are gathered on ribosome.Both) Endoplasmic Reticulum: inside film framework, the site where lipid come snapshots of the cell layer are collected, alongside proteins and different materials that are e sent out from the cell. (Both) Googol contraption changes, sorts and bundles proteins and different materials from the ERE for capacity in the cell or discharge outside the cell. (Both) Lissome: little organelles loaded up with chemicals. Separates lipids, carboy wraps and proteins into little atoms that can be utilized by the remainder of the cell. Additionally engaged with b stinking down organelles that have outlasted their usefulness.A) Vacuoles: sickle structures that store materials, for example, water, salts, proteins and starches. (P) Mitochondria: organelles that convert the concoction vitality put away in food into aggravates that are progressively helpful for the cell to utilize. Encased by two films (external and internal) (Both) Chloroplasts: organelles that catch the vitality from daylight and convert it I onto compound vitality in a procedure called photosynthesis. (Plant) Cytoplasm: part of the cell outside the core. (Both) Cytokines: system of protein fibers that causes the cell to keep up its shape.The cytokines is additionally associated with development. The two head protein fiber s that make up the cytokines are free thinkers and microorganisms. (Both) Centurion: One out of two small structures situated in the cytoplasm of creature CE ASS close to the atomic envelope. (A) Cell Membrane: Regulates what enters and leaves the cell and additionally gives proto activity and backing. (Both) Cell Wall: offers help and insurance for the cell. (P) Both chloroplasts and mitochondria are encircled by two layers. The y both contain their own hereditary information as little DNA particles.

Discuss and compare two legal transplants, with reference to AT LEAST Essay

Talk about and look at two legitimate transplants, concerning AT LEAST ONE African or Asian lawful framework - Essay Example The principle reason for similar law for this situation is to give a more profound information on lawful frameworks (Ritaine 11). From the general investigation of law, there is extraordinary familiarity with the exchange of legitimate ideas, practices and associations. Atleast in each country, there has been the utilization of legitimate transplant during the improvement of the lawful framework; laws have been acquired starting with one nation then onto the next. There is a ton of proof that show cases the relocation of legitimate frameworks starting with one nation then onto the next. It was obvious during the selection of Roman law by numerous nations; for instance, there was an instance of lawful exchange from America after the World War II to different nations that had been crushed and the movement of legitimate framework from western nations to the nations of the Eastern piece of Europe. Right now, because of globalization, there have been re-measurements of the lawful frameworks. This has prompted the acknowledgment of worries by the European Union, which needs harmonization of legitimate frameworks to check the increasing of global wrongdoing and psychological oppression (Negura 812). Regardless of this stand, lawful transplant has remained to be one of China’s major legitimate frameworks that have seen it build up its lawful framework, while assuming the significant job in the progress of social frameworks. It has filled in as the best methods for lawful development. The procedure in China started in around 1980. The administration sat and consented to arrangement another legitimate framework with the end goal of outside speculation, and it started by advising its major remote international safe havens to gather joint endeavor laws from their individual nations of activity. Most government authorities likewise went to major remote courses managing outside speculation and educated by remote legal counselors and educators (Chenguang, â€Å"The Function†). This is the model of legitimate transplant identifying with economy whereby people and gatherings increase a great deal of advantage because of their venture through speculations, learning

Add Social Connecting Widget by Using Font Awesome Icons

Add Soc/a a href='Tw/a a href='P/a a href='RSS Feed URL'/a a href='Stumbleupon URL'/a a href='Google+ URL'/a Step 5Now simply hit theSavebutton. Customization Change #000000 for altering the social icons color. Use ourColor Pickerfor changing unlimited color. For increase or decreasing the icon size change font-size: 30px to 20px or 40px Replace all Facebook URL, Twitter URL, Pinterest URL, RSS Feed URL, Stumbleupon URL and Google+ URL with your Blogger sites social pages URL. Thats it your Font Awesome based social connecting widget is ready for use. Hope your Blog visitors will like it. You can change with unlimited color code for changing the icon color. So whatever your theme color this will fit with your Blogger Template. Thank you. For more exciting tutorial please stay tune.

Researching Ancestors Using the Canadian Census

Canadian census returns contain the official enumeration of the population of Canada, making them one of the most useful sources for genealogical research in Canada. Canadian census records can help you learn such things as when and where your ancestor was born, when the immigrant ancestor arrived in Canada, and the names of parents and other family members. Canadian census records officially  go back to 1666, when King Louis XIV requested a count of the number of landowners in New France. The first census conducted by the national government of Canada didnt occur until 1871, however, and has been taken every ten years since (every five years since 1971). To protect the privacy of living individuals, Canadian census records are kept confidential for a period of 92 years; the most recent Canadian census to be released to the public is 1921. The 1871 census covered the four original provinces of Nova Scotia, New Brunswick, Quebec and Ontario. 1881 marked the first coast-to-coast Canadian census. One major exception to the concept of a national Canadian census, is Newfoundland, which was not a part of Canada until 1949, and thus was not included in most Canadian census returns. Labrador was, however, enumerated in the 1871 Census of Canada (Quebec, Labrador District) and the 1911 Canadian Census (Northwest Territories, Labrador Sub-district). What You Can Learn From Canadian Census Records National Canadian Census, 1871-1911The 1871 and later Canadian census records list the following information for each individual in the household: name, age, occupation, religious affiliation, an birthplace (province or country). The 1871 and 1881 Canadian censuses also list the fathers origin or ethnic background. The 1891 Canadian census asked for the parents birthplaces, as well as identification of French Canadians. It is also important as the first national Canadian census to identify the relationship of individuals to the head of household. The 1901 Canadian census is also a hallmark for genealogy research as it asked for the complete birth date (not just the year), as well as the year the person immigrated to Canada, the year of naturalization, and the fathers racial or tribal origin. Canada Census Dates The actual census date varied from census to census, but is important in helping to determine an individuals probable age. The dates of the censuses are as follows: 1871 - 2 April1881 - 4 April1891 - 6 April1901 - 31 March1911 - 1 June1921 - 1 June Where to Find the Canadian Census Online Ancestry.com FamilySearch Historical RecordsAutomated Genealogy Library and Archives of Canada

Domestic Violence in the UK - a definition and analysis - Free Essay Example

Sample details Pages: 9 Words: 2724 Downloads: 7 Date added: 2017/06/26 Category Sociology Essay Type Analytical essay Did you like this example? The ability to live free from violence and fear is a basic human right. Sandra Horley CBE, Chief Executive of Refuge. Annual Report, 2014, p 2 Introduction A brief essay cannot detail all aspects of a topic which transcends gender or sexual orientation and encompasses psychological, physical, sexual, financial, and emotional abuse. Domestic violence (DV) includes forced marriage, human trafficking, rape and sexual assaults, honour killings and elder abuse (Crown Prosecution Service, 2015). Don’t waste time! Our writers will create an original "Domestic Violence in the UK a definition and analysis" essay for you Create order While recognising the importance of these issues and acknowledging that men can also be victims, this essay will focus on DV against women. The evidence shows that the majority of victims are women in heterosexual relationships (Department of Health, 2005). Also, as women tend to have overall responsibility for their offspring, it is relevant to discuss the impact of DV on the children involved. Domestic violence against women will be noted in the context of patriarchy, but this essay will also build on the main findings of Dobash and Dobashs groundbreaking research (1979) which helped to identify DV as a separate topic for investigation. Many responses have been developed to meet the needs of victims. This essay will focus on the Refuge model and the newer MARAC inter-agency support structure. For illustrative purposes, case histories will be cited where appropriate. Finally, as modernisation of services has attracted criticism and reductions in funding have put pressure on servi ce provision, the impact of these changes will be considered. Domestic violence is defined as any incident or pattern of incidents of controlling, coercive, threatening behaviour, violence or abuse between those age 16 or over who are, or who have been, intimate partners or family members regardless of gender or sexuality (Home Office, 2013). The Crown Prosecution Service states that one in four women in England and Wales will be a victim of DV during her lifetime (CPS, 2015). International statistics suggest that one in three (one billion women) have suffered DV (Heise et al, 1999). UK police receive one phone call every minute of every day (Womens Aid, 2014) and the British Crime Survey estimated that 12.9 million DV incidents are perpetrated against women over a one year period. At the same time, DV against men accounts for a further 2.5 million incidents (Walby and Allen, 2004). It must be acknowledged that female victims can on occasions be the aggressor. However, the lev el of violence inflicted by men is generally more extreme (Hester, 2009). Repeat victimisation is also more common in DV cases than in any other type of violent crime. The impact on victims is long-lasting. Besides physical injuries, women face increased incidence of depression and suicidal ideation. Psychosomatic disorders are commonplace and there is greater risk of unplanned pregnancy, HIV or STIs (World Health Organisation, 2002). Finally, they run an increased risk of being killed: every week, two women in the UK are murdered by their current or former partner (CPS, 2015). The World Health Organisation estimates that 40-70% of murdered women are killed by their current or former partner (WHO, 2002). Children are also victims. Womens Aid (2015) notes that mothers shield their children to the best of their ability, and may defer seeking help in the belief that the family should stay together. However, 90% of DV incidents are witnessed by children who may also be victims of abuse at the hands of the same perpetrator (Department of Health, 2005). DV has not always been viewed seriously. Early feminists identified violence towards women as a form of patriarchy, arguing that the power relationships inherent in patriarchal society were reflected in male domination of the domestic sphere (Millett, 1970). In 1971, Erin Pizzey opened the first UK Womens Refuge in West London. At that time, DV was rarely spoken of openly but the volume of women and children seeking help forced the issue onto the political agenda. In 1975, the first Government Select Committee was created to investigate DV. They recommended a minimum of one family refuge place per 10,000 people. The following year (1976) the Domestic Violence and Matrimonial Proceedings Act was enacted, offering civil protection orders (injunctions) for those at risk of abuse. The Housing Act (Homeless Persons) 1977 acknowledged that women and children at risk of violence were effectively homeless and had th e right to state-funded temporary accommodation (Isaac, 2014). Domestic violence costs the taxpayer money:  £3.1 billion in 2004 (Department of Health, 2005). However, the cost to the victims is immeasurable. A ground-breaking study of women in a Glasgow refuge confirmed that most abuse goes unreported. Male sexual jealousy was the usual source of conflict. Most women believed the abuse would stop after marriage, suggesting that warning signs were there at an early stage (Dobash and Dobash, 1979). This is supported by a recent SafeLives survey, which found that victims stayed in abusive relationships for around three years during which time they could be assaulted up to fifty times. On average, they saw five professionals in the final year before accessing specialised help (Topping, 2015). Refuge (2014) noted that women using their services had suffered for an average of five years before escaping. The opening of the first Refuge marked a sea-change in service provision . Refuge is now one of the best-known charities involved in the sector, with a network of safe houses across fifteen local authorities. Their experience, garnered over four decades, gives them a credible voice and their three-pronged approach à ¢Ã¢â€š ¬Ã¢â‚¬Å" provision, protection and prevention à ¢Ã¢â€š ¬Ã¢â‚¬Å" has spawned a range of services. Refuge protects women by advocating on their behalf for services, and lobbying for implementation of progressive legislation. They advise other agencies on best practice and campaign to raise awareness of DV by promoting education, training and research. DV should never be taken lightly: 80% of victims suffer multiple types of abuse, including physical, sexual, financial and emotional violence. 55% of women accessing Refuges had been strangled or choked by their partner and 55% had received threats to kill (Refuge, 2014): Michelle was in a coma for thirteen weeks after being savagely attacked by her ex-partner. He hit her with a cro wbar thirteen times. Her children witnessed the assault.   (Refuge, 2014, p 6) Most Refuge residents were denied access to economic resources, including bank accounts or welfare payments. Sometimes debts had been accrued in their name, and they may have been prevented from accessing education or employment. Empowering women to regain financial independence with workshops on budgeting skills and preparation for work courses are key components of the Refuge programme (Refuge, 2014). Activities are organised locally with input from refuge residents, and often reflect the ethnicity of the client group: the Hackney Refuge celebrates Eid and Diwali festivals with the exchange of gifts and special food prepared by the residents. Refuges are sensitive to the cultural needs of minorities, including victims of human trafficking and those with insecure residential status. Special services are staffed by refuge workers (who speak a total of 28 different languages) from the same cul tural background (Refuge, 2014). Ayla suffered years of abuse at the hands of her husband and his relatives before fleeing with her daughter and contacting police. Her husband was arrested; Ayla was referred to the Refuge because of the serious risk of honour-based violence. Her Key Worker introduced her to a local service which provided counselling in Kurdish to help her manage her depression and build up her confidence. She notes: Ayla .. continued to receive death threats from her extended family for leaving her husband. When she arrived at the Refuge, she had some bruising to her face and her right ear. She could not hear in this ear . She was sent for various tests at the local hospital [and] was found to be profoundly deaf in her right ear due to the physical violence she had suffered over the years. (Refuge, 2014, p6) A Refuge is home to the women and children for weeks, months or longer. Two out of every three residents are children, traumatised and needing spe cialist support. Children who witness domestic violence suffer emotional abuse. The effects include anxiety, depression, insomnia, nightmares, bedwetting, truanting, aggression, social isolation and loss of self-esteem. Older children may begin using alcohol or drugs, may develop eating disorders or resort to self-harm. (Womens Aid, n.d.) Specially trained Child Support Workers are in every Refuge. Once life-threatening injuries are dealt with, other needs are assessed. Refuge staff are adept at organising multi-agency interventions, including support for alcohol and drug misuse or mental health issues. Finding a safe permanent home is not easy but women are supported at every stage. On leaving the Refuge, women can access community-based outreach networks providing continued support for their individual needs. Services are currently being stretched to breaking point as funding is slashed. Home Secretary Theresa May has refused to ring-fence budgets for womens refuges, and pub lic policy has changed to offering protection orders to victims and supporting them to remain in their local community. Erin Pizzey, founder of the UK Refuge movement, thinks this is a retrograde step: My therapeutic model included long-term shared accommodation for vulnerable mothers and children. That is still needed. (Laville, 2014). The impact of budget cuts is significant. During 2014, refuges received 20,736 referrals. Of these, 31% around 6,800 women à ¢Ã¢â€š ¬Ã¢â‚¬Å" had to be turned away (Refuge, 2014). New support structures for high-risk victims include MARAC à ¢Ã¢â€š ¬Ã¢â‚¬Å" a Multi-Agency Risk Assessment Conference which brings together social workers, childrens services managers, police and probation officers, drug and alcohol workers, housing officers, mental health officials, medical practitioners, GP link workers, and specialist domestic violence service managers. The concept originated in Cardiff following the deaths of a toddler and an unborn child as a re sult of DV. There are 288 MARACS across England, Wales, Northern Ireland, Guernsey and Scotland, and they usually meet monthly (Tickle, 2014). DV victims deemed at particularly high risk of suffering traumatic or life-threatening events have their cases referred to their local MARAC. Only fifteen out of every thousand cases are men. Panel members contribute their knowledge of each case: rapid decisions are made and actions follow (Tickle, 2014). In one instance a man had made serious threats towards his partners unborn child; child protection social workers were immediately assigned to the case. The victim was unaware of her partners previous convictions for battery. Under the Domestic Violence Disclosure Scheme (Clares Law) it was decided to inform her of his previous history (Tickle, 2014). It is not apparent from these measures just how safe the victim would be, or how confident she would feel, while awaiting more permanent arrangements. Despite MARACs attempts to create a safety net around potential victims, the number of fatalities linked to DV has not decreased. Links between MARACs and multi-agency hubs based in local authority areas are being enhanced to facilitate earlier identification of cases, particularly those involving children. The risk to a child in an abusive household may be higher than the risk to the adult, and many of these children remain unknown to childrens services. However, the multi-agency approach has its critics. Hague (1998) acknowledges the potential benefits of the policy but cautions against over-optimism, arguing that they exclude the main stakeholders à ¢Ã¢â€š ¬Ã¢â‚¬Å" the victims à ¢Ã¢â€š ¬Ã¢â‚¬Å" as contributors, and can provide a smokescreen to disguise inaction. She also predicted the marginalisation of the refuge movement (Hague, 1998). Preparing an abuse victim to leave home and find a place of safety takes time. Tickle (2014) notes: Becoming safer and staying safe are long-term, hard-won goals.    There are many barriers to ending a relationship with an abusive partner, including shame, guilt, lack of support, and financial dependence. Safety is a real concern, and with good reason. Women are considered to be at the greatest risk of homicide at the point of separation or after leaving a violent partner (Refuge, 2015). However, the links between DV services and the Justice system have been considerably strengthened in recent years. Independent Domestic Violence Advocates (IDVAs) are specialist refuge staff based in police stations, hospitals etc, working with high risk women and supporting them through the criminal and civil justice systems. During 2013 à ¢Ã¢â€š ¬Ã¢â‚¬Å" 2014, IDVAs supported 2,642 new women and 2,918 children, including helping 1,024 women through the criminal justice system. 95% of women who wanted to make an official complaint were empowered to do so, and 58% of cases which went to court resulted in a guilty verdict (Refuge, 2014, p 11). Conclusion This essay has shown the extent and nature of DV in the UK and the efforts made to provide support for victims. Services have progressed enormously and DV is no longer treated lightly. Police prosecute when they have the evidence to do so, courts have the power to remove abusers from the family home, and women are becoming more aware of the services available to them. Despite this, women are still at risk. Education and public awareness have roles to play in reducing the incidence of DV. In a multi-cultural society such as the UK, it is also essential that women facing particular challenges because of their ethnicity or cultural heritage have the confidence to come forward and lead by example from within their communities. The Refuge model has operated successfully for decades but it has limitations. Their literature rightly highlights their work with women and children, but it does not clarify what happens to adolescent sons. It seems doubtful that they can be accommodated w ithin a Refuge, even though they are presumably as emotionally damaged as their sisters or younger brothers. The Refuge is probably the safest option for women, but that protection may carry a price they are not prepared to pay. It also seems doubtful that abused women would feel completely safe in their family home with just a court order between them and a clenched fist. The MARAC concept has huge potential and it is encouraging to see cooperation between agencies. However, notwithstanding budgetary pressures, when there is an immediate danger to a woman and her children, it would surely more prudent to arrange safe accommodation rather than to rely on care in the community. Nevertheless, women do move on from domestic abuse and the stories of survivors are truly inspiring. Bibliography Crown Prosecution Service (2015). Domestic Violence. Available at https://www.cps.gov.uk/Publications/equality/domestic_violence.html Accessed 18th June 2015. Department of Health, 2002. Womens Mental Health: Into the Mainstream: Strategic deelopmen o mental health care for women. London, Department of Health. Department of Health, 2005. Responding to Domestic Abuse: a handbook for health professionals. London, Department of Health. Dobash, R, and Dobash, R, 1979.Violence against wives: A case against the patriarchy. New York: Free Press. Hague, G (1998) Interagency Work and Domestic Violence in the UK in Womens Studies International Forum, Vol. 21, No 4, pp 441 à ¢Ã¢â€š ¬Ã¢â‚¬Å" 449, 1998 Heise, L, Ellsberg, M, and Gottemoeller, M (1999). Ending Violence against Women in Population Reports, Series L: Issues in World Health. 1999 December (11) 1 43 Hester, M (2009) Who does What to Whom? Gender and Domestic Violence Perpetrators. Bristol: University of Bristol i n association with Northern Rock Foundation. Home Office (2013) Guidance: Domestic Violence and Abuse. Available at https://www.gov.uk/domestic-violence-and-abuse Accessed 18th June 2015. Isaac, A, 2014. Domestic Violence Legislation in England and Wales: Timeline.   Available at https://www.theguardian.com/society-professionals/ng-interactive/2014/nov/28/domestic-violence-legislation-timeline Accessed 18th June 2015 Laville, S (2014) Domestic violence refuge provision at crisis point, warn charities. Available at https://www.theguardian.com/society/2014/aug/03/domestic-violence-refuge-crisis-women-closure-safe-houses Accessed 18th June 2015 Millett, K (1970). Sexual Politics. New York, Doubleday. Refuge (2014) Annual Report. Available online at https://www.refuge.org.uk/files/Refuge-annual-report-2013-2014.pdf Accessed 18th June 2015 Refuge (2015) The truth is that there are many practical and psychological barriers to ending a relationship with a violent p artner. Available at https://www.refuge.org.uk/about-domestic-violence/barriers-to-leaving Accessed 18th June 2015 SafeLives (2015) Getting it right first time. Executive Summary.   London and Bristol, Safe Lives. Available online at https://www.safelives.org.uk/sites/default/files/resources/Getting%20it%20right%20first%20time%20executive%20summary.pdf Accessed 18th June 2015 Tickle, L, 2014. Domestic Violence; how services come together to support high risk victims. https://www.theguardian.com/social-care-network/2014/nov/25/day-elimination-violence-women-domestic-abuse Accessed 17th June 2015 Topping, A, (2015) Domestic violence could be stopped earlier, says study. https://www.theguardian.com/society/2015/feb/25/domestic-violence-could-be-stopped-earlier-study Accessed 17th June 2015 Walby, S, and Allen, J (2004). Domestic violence, sexual assault and stalking. Findings from the British Crime Survey. London, Home Office. Womens Aid (2014) Annual Survey. Avai lable at https://www.womensaid.org.uk/wp-content/uploads/2015/10/Womens-Aid-annual-survey-report-2014.pdf Accessed 17th June 2015. Womens Aid (n.d.) Topic: Children. Available at www.womensaid.org.uk/domestic_violence_topic.asp?section=0001000100220002 Accessed 18th June 2015 World Health Organisation (2002) World Report on Violence and Health. Geneva: World Health Organisation. Available online at https://www.who.int/violence_injury_prevention/violence/global_campaign/en/chap4.pdf?ua=1 Accessed 18th June 2015

Calypso Music - 4414 Words

CALYPSO MUSIC Calypso is one of the most significant traditions in the Caribbean Music Industry. ‘Come, Mister tally man, tally me banana, daylight come and me wan’ go home,† are the words to a famous calypso song recorded by Harry Belafonte in 1956. The Free Dictionary defines calypso music as ‘a type of music that originated in the West Indies, notably in Trinidad, and is characterized by improvised lyrics on topical or broadly humorous subjects’. It can also be said that calypso is a certain style of music which incorporates rhythms that are typical of African music. This type of music is seen played during Carnival by Calypsonians, singers, who have prepared for the event all season long. These songs usually poke fun at anything and†¦show more content†¦Calypso music was not actually over, but it just needed some new flavor. A great calypso player by the name of Lord Shorty, came along and added Indian instrumentation and rhythms to the African based in strumentation and rhythms of calypso. This was a natural progression for all because Indians and Africans where the main inhabitants of Trinidad amp; Tobago, which was also the home of Calypso Music amp; Lord Shorty. Through this process, that is how the new form of calypso music was formed: Soca (Farlex, 2011). According to (Romer, 2011), the increase of Indian instrumentation and rhythms were not the only influence on calypso music. Many other forms of music such as Jamaican reggae, Ramp;B, and even rock influenced and are still influencing the world of calypso music today. Among many others, there are two internationally famous calypsonians who have impacted calypso music greatly. 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America had just come out of the Korean War, and men looked to settle down into a peaceful life. Also just prior this time period, Senator Joseph McCarthy ac-tively encouraged citizens to conform with his infamously false accusations ofRead MoreEssay about History Of Rock And Roll1330 Words   |  6 Pages History of Rock and Roll   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  INTRODUCTION Rock and Roll started after the year 1955 with its roots being in Blues, Gospel, and Jazz. This influenced vocal music, which was popular with the African American population. Hep Harmony which added rhythm and harmony was sung by groups such as The Mills Brothers and the Ink Spots.   Ã‚  Ã‚  Ã‚  Ã‚  Small Swing Bands or Jump Bands featured saxophone soloists and repeated phrases. These city style blues featured singers such as Joe

Report on the Movie the Patriot free essay sample

The Patriot Is an excellent movie. It may very well be one of the most exciting and moving war-drama movies of all time. There are very few films today that even come close to touching upon the American Revolution, which is why The Patriot is of such importance. Nonetheless, during the film the actual American Revolution takes a back seat and allows the center of the story to revolve around Benjamin Martin (played by ) and his South Carolina family. Some examples of this would be the focus on Benjamin eldest son Gabriel and how he goes against his fathers wishes.As well Gabriel, the film focuses on Benjamin and what actions he takes and why. Aside from the focus on the Martin family, there was inaccuracy at times about the American Revolutionary War Itself. The Patriot should have been more focused on the actual American Revolution than on the story line concerning Benjamin Martin and his family. We will write a custom essay sample on Report on the Movie the Patriot or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Instead of doing this, the movie focuses on Benjamin eldest son Gabriel who was eager to get in on the action, and signs up with the rebel forces against his fathers wishes Just minutes after South Carolina Joins the fight against the British.As the focus on Gabriel continues, he the girl and they begin writing to each other while he is away. When Gabriel returns to the town he has found out that everyone had been burned alive inside the church under the order of the evil British General Cornwall is. This fuels the fire for Gabriel and makes him more determined to fight and seek revenge. After the focus is off of Gabriel it is shifted to Benjamin. Since he remembers his own bloody experience from the French Indian War, Benjamin is reluctant to have any part of this conflict. At first, Benjamin tries to convince others to resolve this peacefully and not to fight.He refuses to fight because he would rather care for his family and remain to farm with his slaves. Soon after this, Benjamin Joins the fight himself, his loyalty to his eldest son first draws him into the fight. After his son is captured and is almost killed by the British Benjamin fights to save his son. Later, Benjamin becomes a bloody British killing machine out to give meaning to as well as revenge for the unjustly death of one of his younger sons. Benjamin and his families motivation for war does seem satirically correct. Any family will fight when its for the right cause and right reason.Throughout to course of the movie there were a few inaccurate historical facts that were brought to my attention that the average movie watcher may or may not have Revolution. There really were members of the British army who wanted to bring death to all Americans like General Cornwallis, but not all felt this way. In fairness to the British, there were American commanders and generals that were equally vindictive and worse in bringing death. Another factor that came to mind is that how could a small militia add up of untrained, underfed, poorly supplied and clothed peasants and slaves do so well against the red coats.It seems to be unrealistic that when offered their freedom the slaves and others would stay and fight. In conclusion The Patriot is excellent. There is some historical value to this movie despite the fact that the focus of the film was not all about the American Revolution, but about the Martin family and what effect the war had on them. Even though some things about the war throughout the film were incorrect, a great deal of effort was put into this film and it shows.

The Light at the End of the Tunnel free essay sample

Like everyone in this convoluted world I have ups and downs; highs and lows. However, sometimes in life you hit bottom, your absolute bitter, dark, godforsaken bottom. Hitting that lowest point changes you. Maybe it makes you more mature, or it forces you to see things differently. Maybe theres just no way to define how it changes you. It just does. Its like when you have sex for the first time. Nothing about you really changes, yet everything does. Youre a different person and sometimes you just cant put into words the metamorphosis that has just occurred. I had that period of defining time and Im not going to say I turned into a beautiful butterfly because of it, but a part of me did change. At the beginning of senior year my life had sunk to an unfamiliar low: my absolute best friends no longer associated with me, worse than that they acted like I didnt exist; my father would just stare at me like he was looking out a window, all the while asking me superficial questions; and I no longer knew who I was. We will write a custom essay sample on The Light at the End of the Tunnel or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Quite frankly I was depressed. I felt as if I meant nothing to everybody and therefore I meant nothing to myself. I understand the ideology of teenagers; depressed, love obsessed, dramatic. But that was never me. I never bought into the partying, drinking, and weed smoking image that people have of teenagers nowadays. I had never drank, smoked, or even had sex. All that mattered to me was my family, my friends, and school. At that moment my small circle of life was in complete disarray, even my school life became twisted and dark. To be honest I had no idea how to handle everything that was going on. I started to slip into a rabbit hole that I didnt know how to climb out of. I would sit in my room, alone, and just sleep. I hated life so much and I hated myself even more. I even turned to extremes to deal with everything. Cutting meant I could control my feelings and it was the only thing during that time that would bring me clarity. Picking up that blade for the first time was my lowest point. The sad thing was I knew it too. I knew that I was hitting my bottom even as I held the razor in my sweaty hand. In those moments something about me changed. Being in such a dark abyss meant leaving behind that innocent, carefree girl. Im not saying that I became an adult but I certainly wasnt a kid anymore either. I realized I could no longer pretend that my world would work itself out. I had to take back some control of my life. First, I set up meetings with my best friends that I hadnt talked to in a month. No matter what happened between us I needed closure. To counteract my antisocial behavior I tried out for cheerleading. Lastly there was my dad and our deteriorating relationship. Unfortunately I was forced to realize that our relationship had been breaking for a long time. I had just kept myself blind to the truth. Then, when things still didnt get better, and that defining darkness still loomed over me, I went to see a psychiatrist. With help from an antidepressant, counseling, and the people I love I was able to bring a sense of normalcy back to my life but things would always be different. There was just no way to go back to who I was before those pitch black months, looking for the light at the end of the tunnel. It was as if I went into that tunnel an ignorant child and the only way to come out of the tunnel, back to the light, was a part of me had to grow up.

Effect of light on photo synthesis essays

Effect of light on photo synthesis essays In order for a plant to photosynthesise it will need three things, light, water and Carbon Dioxide. If there is a lack in any of these things the process of photosynthesis the plant will not photosynthesise properly. In this coursework I am going to look at the effects of light on photosynthesis and I am going to do this experiment by moving the source of light closer and closer to a certain type of plant and I am going to bring the light towards the plant 10cm at a time. I predict that by moving the source of light closer to the plant I would speed up the rate of photosynthesis in the plant. The chlorophyll uses light energy to perform photosynthesis. It can only do this as fast as the light energy is arriving. Chlorophyll actually only absorbs the red and blue ends of the visible light spectrum, but not the green light in the middle which is reflected back. This is why the plant looks green. Chlorophyll is an ENZYME in that it works the best when it is warm but not too hot. If the light level is raised, the rate of photosynthesis will increase steadily but only up to a certain point, beyond that it would not make any difference because then it will be either the temperature of the Carbon Dioxide level which is wrong and which is now the limiting factor. Conversely if the light level is too low, then changing the amount of Carbon Dioxide would not increase the rate raised to match the Carbon Dioxide level. The method of this experiment is not complicated. Cut a stem of Canadian pondweed of about 3cm in length. Fill a test-tube with pond water, and place it in a clamp, and then in a large beaker of cold water. Connect the end of the pondweed to the apparatus. Insert a thermometer into the beaker, and record the temperature at the beginning and end of each experiment, merely as a precaution against a ...

Starbucks Coffee Company Research Paper Example | Topics and Well Written Essays - 1000 words

Starbucks Coffee Company - Research Paper Example This is a persistent human behaviour, whether there was Starbucks or not. Some people go to bars, but coffee shops provide a great alternative. The fact that Starbucks took this behaviour and institutionalized it was a strategic success. b. Development of long-term buyer-seller relationships (Griffin, 2011: 498) Starbuck’s aim was ‘to create a relevant, emotional and intimate experience’ in order to build trust with the consumer (Jain, 2009: 3). By creating a unique relationship that cannot be matched by having just another cup of coffee in another coffee shop, customers seek to relive the pleasant personal experience by returning repeated to the same brand. c. International marketing mix (Griffin, 2011: 498) Schultz, who conceptualized Starbucks’ renowned business model, developed his concept from observing Italian coffee bars and was impressed that each had its own character (Jain, 2009, p.1). Starbucks has grasped the universality of appeal in what was a n Italian custom, and replicated this in all the countries the company was able to successfully market to. d. Value creation in its operations process (Griffin, 2011: 347) In the case, it was said that Americans will not pay a high price for coffee (Jain, 2009: 2), but Starbucks was able to overcome that, because customers found value in the store ambience and the service, which actually comprise its operations process. Cleanliness, a relaxing atmosphere, prompt and courteous service are as much a part of the product as the coffee itself, for which reason people find value in it to pay a high price for it. 2. SWOT Analysis in point form. Strengths Ability to accommodate customers’ requests (‘just say yes’): Enhanced customer satisfaction and brand loyalty. Store ambience and design: Created a comfortable atmosphere that encouraged repeated and long-term seller-buyer relationship that reinforced brand loyalty. Strong employee culture: Generous benefits keep employ ees engaged and high employee morale encourages innovativeness and pleasant staff-customer interaction. Weaknesses Too many stores located close to each other tended to cause stores to ‘cannibalize’ each other’s customers The competitive advantage is essentially replicable. Unlike manufacturing which can patent its product design or manufacturing process, what Starbucks offers – coffee blends, ambience, service – can be replicated by others, as it already has. Opportunities Expansion to international markets; emerging market such as China and India, allows the firm alternatives to its already saturated market. Innovations in coffee preparation could further be explored, such as the Frappuccino developed by its staff. Threats Strong competition has posed challenges not only for coffee but tea and other products Economic weakness discourages personal consumption spending. Environmental and anti-globalization activism targets multinationals like Starbu cks. 3. Compensation provided baristas Starbucks’s compensation package was described as generous because it included health benefits for both full-time and part-time employees who rendered 20 hours of service per week, and also provided them stock options which is a gain-sharing plan (Griffin, 2011: 258). The advantages to the company were enhanced

Samsung Group Research Paper Example | Topics and Well Written Essays - 3000 words

Samsung Group - Research Paper Example The company was founded in 1938 by Lee Byung-chull in Daegu City. The company’s first name of incorporation was Samsung Sanghoe. The company started off small with forty employees. It was initially a trading company whose dealings involved locally grown groceries and noodles. After the progress of the enterprise and its flourishing, the owner of the business decided to move Samsung Sanghoe to Seoul. Byung-chull had to move the company to Busan during the Korean War, and the company started trading in a woolen mill. The company then diversified to different regions in the world and begun to trade in various commodities. The company became Samsung Group in 1947 after the two founders of Samsung Trading Corporation went into conflict. Samsung Group went into the electronics business in the 1960s. There were several electronic divisions’ formation from the company. The first product from Samsung Electronics was a black and white television. The company entered the telecommunications market in the 1980s(SG, 2011). The earliest products from the company were switchboards. The company rose to become an international company in the 1990s exporting their products to Europe and America. They were the world’s largest producers of memory chips in 1992. The company is notable in being able to survive the 1997 Asian market crisis. The company eventually moved to Digital television and Smartphones in the 2000s. It was possible for them as they opened a computer programming lab in Warsaw, Poland. It is the largest producer of smartphones in terms of unit sales.

Leadership Styles in Operations Department

Leadership Styles in Operations Department Introduction. This assignment is aimed at evaluating the leadership styles within the operations department of Robert Wiseman Sons Ltd and determining if senior managers are performing more as managers or leaders. These evaluations will also be assessed to determine if the Managers styles and behaviours maybe impacting on succession planning. In the Last Ten years Robert Wiseman and Sons Ltd (RWD) have delivered excellent growth in sales volume and financial turnover, to cope with this increased demand within the last 3 years alone they have built 1 production facility and 3 distribution sites as well as purchasing 2 combined production and distribution facilities, the following vacancies exist currently across the 22 sites for the following key roles, 4 Quality Managers, 2 Shift Managers, 2 Engineering Managers, 2 Manufacturing Managers, 2 Regional Quality Managers (RQM), 1 Group Continous Improvement Manager and 2 Regional Operations Managers (ROM).The Manufacturing Managers. RQMs and ROMs roles are new positions however arguably the skill set required to fulfil these positions could and should be developed internally. See Appendix 1 and 2 for relevant company organograms As well as the current vacancies, 5 of the last 8 Site managers vacancies have been filled with external managers or managers who had less than 2 years experience within RWD. The Quality manager and Engineering Manager Vacancies are as a result of employees leaving for other positions out with RWD. Given the phenomenal growth over the last 5 years in particular it is feasible to assume that this is the reason for the vacancies and lack of internal candidates with the skills and knowledge to fulfil them, however this assignment will evaluate the general way that the senior management team are performing, the predominant styles of this team and the assumptions they have regarding followers. This all will be summarised in a way that allows conclusions to be drawn on whether the business growth alone is responsible for the lack of developed leaders or wwehetehr thare are opportunities for the senior team to be developed and or change their style and approach to allow more efficient leadership development and as a result improved succession planning. The Literature review (1100 words): There is no single best â€Å"formula† for developing leaders, in fact leadership development is a complex subject with many factors to be considered. Reviewing the literature I have identified some elements that are likely to impact on leadership development for instance the conscious effort the organisation puts into identifying leaders, the type of work that leaders are expected to perform, what the leaders within the organisation think motivates followers, and the dominant leadership styles within the senior management team. All of these to varying degrees affect the development of leaders of the future. Table 1 represents the theories and models I have explored in more detail. Leadership Models Styles Model/Theory Behaviour Leadership Styles Zaleznik, A 1977 Managers Leaders: Are they Different? Kotter, John P 2001 What leaders really do? Blake Mouton: Initiating structure / consideration The leadership of production through people Autocratic / Democratic Hersey Blanchard : Situational Leadership Concern for people / Concern for tasks Directing/Coaching/Supporting/Delegating Macgregor: Theory X Theory Y What managers assume about followers. Autocratic to Democratic Bass: Transactional Tranformational Leadership Autocratic/// to Participative Table 1 There are different strategies that can be adopted to encourage the development of leaders of the future (Zaleznik, 1977), some companies that are successful at developing leaders use different approaches and one successful way to develop leaders is to assign Senior executives as mentors to Junior executives, this approach provides the budding leaders with direct contact to an influential leader within the organisation, access to the experienced leaders knowledge and opinions in a safe and risk free environment. This also allows the opportunity for the senior executive to practise and develop their mentoring skills, a crucial skill that all leaders should be able to practise. Kotter, J (Kotter, 2001), clearly defines the difference between leaders and managers in that Leaders, identify the need for change, create a vision to mobilise and align the organisation and inspire and motive the followers within the organisation to achieve the vision, where as managers create the plan to deliver the vision, set objectives to monitor progress, create procedures and processes to train the people, achieve the objectives and monitor the plan for deviations and problem solve to bring the plan back on track. Given that if leaders are being effective and followers are truly inspired and motivated this could result in not only the achievement of the work but also followers willingness to accept more responsibility and have higher levels of engagement that if properly identified could highlight followers with the necessary talent to become leaders themselves. (Blake and Mouton, 1967) theory of Initiating structure, how much value and effort the managers places on achieving the tasks that will increase production levels and thus profit, and Consideration, the amount of emphasis and effort the manager exerts in meeting the needs and expectations of the individuals. Managers styles can be evaluated using the Blake Mouton leadership grid. The grid categorises managers styles into one of five different types ranging from 1.1 (the impoverished manager who has little concern for production or people) through 9.1 (the authority compliance manager, who has high concern for task completion and production, with little concerns for the needs of the individuals) to 9.9 (the Team manager, who has both high concern for task completion and high concern for the expectations and needs of the individual). 9.1 Managers would be categorised as having an Autocratic leadership style with 9.9 type managers practising a more Democratic leadership style. (Blake a nd Mouton, 1967) state that there is a 3rd dimension to the grid that looks at the managers resistant to change and highlights that managers dominant styles can change under stress or pressure if the manager has a low resistance to change, i.e. a Democratic 9.9 type manager can change to be more Autocratic 9.1 when faced with stressful or pressure situations. This theory is important in my investigation as it relates to the managers attitudes towards the followers and how that attitude may or may not encourage followers to develop. Hersey Blanchard (Blanchard and Hersey, 1996), life Cycle theory which was later renamed as Situational leadership theory suggests that to achieve the task it is necessary for the leader to apply different leadership styles depending on the situation, the attitude and abilities of the followers and the type of tasks or jobs to be performed. This theory also allows for the leadership styles to be practised to develop followers to achieve the task and as the followers develop then it allows for different styles of leadership to be used to support their continued development. Using these styles of leadership are important when relating them to employee development particularly if the leaders are consciously aware of this theory and are purposely applying the appropriate leadership style with the aim of developing the followers whilst achieving the tasks. Macgregor Theory X Theory Y, describes the assumptions that managers have about people, this affects how the manager behaves towards the employees. If the manager has assumptions based on theory X he is likely to apply a more Autocratic leadership style as his assumptions will be negative towards the employee, he will assume that employees will only deliver performance expectations if they are pushed and controlled and that they have little to offer in terms of creativity or initiative. By contrast managers who have assumptions based on Theory Y which is the opposite of theory X assumptions will encourage employees to take responsibility, work autonomously, and participate in solving business problems and deliver higher than expected performance. Managers with theory Y assumptions will be more likely to apply a Democratic or Participative leadership style. Manager assumptions may also create the Pygmalion affect Kopelman (ADD CITATION), if the manager has high expectations of employ ees ability to deliver high levels of performance then he behaves in a manner that will encourage and support these feelings, this then positively affects the followers attitude and they will try and respond in kind. However this also applies to theory X assumptions in that the employees may only deliver the managers expectations and thus if those expectations assume low performance levels then the employees may deliver just that. Macgregors theory is an important aspect in relation to developing leaders as theory X type behaviours and the subsequent leadership style applied are likely to result in lower levels of motivation as defined by Maslows hierarchy of needs where as leadership styles rooted in theory Y assumptions will open up the possibility of higher levels of employee motivation perhaps for employees to achieve self actualisation and thus deliver their potential, this potential may result in the employees becoming leaders themselves. BM Bass , Transactional leadership (Add CITATION) , is a relationship between the leaders and followers which is based on a transaction, the manager provides, pay and rewards such as promotion or favourable working conditions in return for the follower delivering satisfactory levels of performance. This style of leadership is unlikely to produce anything other than average performance levels, particularly if the manager only interacts with the followers if performance levels or standards arent achieved. Transformational leadership by contrast requires leaders to inspire followers by creating a vision, applying a charismatic style and good communication skills to engage and inspire followers to achieve performance levels in excess of expectations. This style also calls for leaders to build relationships with followers as individuals and have genuine concerns for their well being and development. If Transformational leadership is practised properly then the organisation will benefit fr om greater performance levels, obtained by having followers whos effort is far greater than they are contractually obligated to provide, as well as creating an organisational culture that encourages individuals to be developed to allow them the opportunity to fulfil their potential, this may also result in the followers becoming leaders. Findings In the following section I will present general background about Robert Wiseman Sons Ltd (the company) including its origins, geographical coverage, annual turnover and annual sales. The section will also cover the methods I used to gather my information, including techniques, sources and the outcome of my investigation. Robert Wiseman Dairies is a UK based liquid milk processing company, established in 1947 in East Kilbride, just outside Glasgow in Scotland. Founded by Robert Wiseman Senior, the business increased in size and profitability when Robert SNRs two oldest sons, Alan and Robert Jnr took control of the company. The business was floated on the stock market in 1994; however Alan Robert remain the majority share holders. The company employs 4700 employees, has 22 sites based throughout the UK ranging from Keith in the north of Scotland to Pensilva in the south of England. The 22 sites consist of 7 production facilities (Dairies) of which 2 are combined Dairies and distribution depots, 14 Distribution depots and 1 milk reload site. The company deliver product to customers throughout the whole of the UK. To obtain my evidence I interviewed 9 different leaders from within the Operations department, 2 Operational board members ,4 group or regional managers (responsibility for multiple sites) 3 Site managers. These individuals were chosen for their long length of service and seniority within the organisation, this seniority allows for the ability to develop managers to fill senior positions. The average age of the senior managers is 47years old, with an average length of service of 20 years ,and an average length of time in a senior postiton, Site manager or above of 11 years, this ranged from 4 years to 16years. The interview consisted of a question and answer section, the questionnaire was created by myself and focused on trying to identify leadership or management tasks along with questions regarding different leadership theories and 3 leadership style questionnaires, Blake and Mouton Leadership grid sourced from the internet, Macgregors assumptions about people questionnaire sourced from the Manufacturing institute along with a task-Person Leadership questionnaire also sourced from the Manufacturing institute. Using the companys automated library I obtained a copy of the company mission statement along with the personal development plans (PDPs) for most salaried staff, these PDPs were created in 2003 and have not been used for managers development for the last 5 years. No written or communicated company vision exists. Company Mission Statement: Be the recognised supplier of choice to the fresh liquid milk market Understand Customers needs Deliver the highest quality products Build a culture of continuous improvement Be the best fresh liquid milk processors and suppliers. Leadership or Management: Vision Creation, Communication and Organisational alignment: I began the questionnaire by asking each of the senior managers what they did in their job, half of the individuals mentioned that a large proportion of their time was either spent fire fighting or getting the product to the customers. The majority mentioned the need to achieve targets and objectives as well as looking for opportunities for continuous improvement all with a short term view. Only one of the Leaders suggested that they took a strategic view of the company direction as well as keeping abreast of the company competitors and world class organisations through benchmarking. At first I was interested that no one mentioned communicating the company vision or aligning their depts. to achieve the vision which led me onto my next question: Does the company have a vision? All of the leaders confirmed there is no documented vision with only two of the leaders able to confirm that the company actually had a vision, this currently is only discussed informally at board level. The remaining leaders had a guess at what they thought the vision was with 7 different visions being proposed. In response to my next question, do you have a vision for your dept or site? The majority of the senior managers did have a vision however they were on the whole not directly linked with the company vision, they were not aligned with each others vision and either had not been communicated at all or discussed only with each of their senior teams. None of the senior managers had communicated their vision with each other. Succession planning Mentoring. To establish if the senior team spent time on identifying the leaders of the future and their successors I began with the following question, do you identify the leaders of the future for your area? 2 of the team responded that they do identify future leaders within their area and had informal discussions regarding their development. The others either did not actively or specifically seek out future leaders for their areas. My next questions was, do you mentor any junior member of your team or any other team? 2 of the team are official mentors to junior employees; this is as a result of a new initiative that RWD is involved in where they are sponsoring employees through a foundation degree in Dairy technology. No other senior manager is currently participating in an official mentor/mentoree relationship, several of the team felt that they were unofficially mentoring at least 1 junior member of their team or had done in the past however in general this had not been communicated with the mentoree and was not structured in any way I then asked, is there any obligation on you from anywhere to develop your successor? All answered that there was no official or direct expectation from the organisation that they identify and develop their successors, some felt that they where personally obliged to identify their successors, all felt that they should be obligated to develop their successors. The majority of the interviewees felt that they would be happy to accept an agreed objective with their line managers to identify and develop their successors and some of the interviewees had recognised individuals within their teams who had potential to develop into their successors. No one had agreed formal development plans with these individuals. Most of the interviewees had recently been involved in or been given objectives to create a new competency framework for certain key roles. These documents are to be progressed to allow gap analysiss to be performed with individuals and these would then generate Personal development plans. So whilst there has been little or any use of PDPs for the last 5 years the company have recognised this and are acting to improve the situation. Leadership Styles: Using the Blake Mouton leadership grid questionnaire all the senior team where evaluated, two of the team emerging as Authoritarian and the, majority emerged as Team Leaders based on their answers. The results ranged from 4.6 to 7.6 for consideration for people, with consideration for task ranging from 5.2 to 8.2. This indicates that with regards to consideration of people versus consideration for task completion there is no strong bias, however the majority of the results are closer to the 5.5 middle of the road manager style which may only result in adequate performance results a. If the aim is to have high performing teams producing high performance then there is an opportunity for improvement. Insert BM Grid. To investigate whether the senior management teams assumptions about people are impacting on their leadership styles and thereforemaybe impacing on developing leaders each manager completed an assumptions about people questionnaire to establish where they fit on Macgregors theory X and Y concept. The average results where 21 for Theory X, individual results varied from 9 to 34. Average results for Theory Y were 79. Individual results ranged from 66 to 91. In general the senior teams assumptions about people are generally positive, this allows for the possibility of the team influencing higher levels of motivations within their within their followers Discussion (1100 words) Format it/write it and re read it many times. This section ties together the whole assignment!!!!!!!!!!, needs to show my ability to link theory with the real world CHECK THE TOP TIPS FOR THIS AS IT IS DIFFICULT. Conclusion and recommendations   One way of improving the development and performance of followers is to apply a more transformational leadership style approach within the organisations. This approach has proven to some extent to improve the motivation, and empowerment and thus the performance (Avolio,Eden Shamir) ADD ENDNOTE CITATION) of followers. Providing training to the senior management team within operations beginning with the Top MANAGEMENT TEAM Supply chain director, GOMs ROMs and to Site Mgrs on transformational leadership to expand the knowledge of the team may help to engage the leaders more in leaders activities as oppose to management activities. The implications and cost of this approach would need to be reviewed and agreed before commencing this approach. BLAKE, R. R. MOUTON, J. S. 1967. MANAGERIAL GRID IN 3 DIMENSIONS. Training and Development Journal, 21, 2-5. BLANCHARD, K. H. HERSEY, P. 1996. Life-cycle theory of leadership. Training Development, 50, 42-47. KOTTER, J. P. 2001. What Leaders Really Do. Harvard Business Review, 79, 85-96. ZALEZNIK, A. 1977. Managers and leaders: Are they different? Harvard Business Review, 55, 12.

The Catcher In The Rye- TERM PAPER -- essays research papers

It is all Fun and Games until Someone Looses a Rye   Ã‚  Ã‚  Ã‚  Ã‚  Once is a generation, a book is written that transcends reality and humanity .The Catcher in the Rye, by JD Salinger, combines a unique style, controversial theme, and thought provoking main character in this perceptive study of the human condition. This postwar novel protests against the loss of innocence and hypocrisy of the era and is the definitive coming of age novel. Salinger constructs a shocking reality, populated by ‘phonies’ and bursting with falsities- a reality that is all too real.   Ã‚  Ã‚  Ã‚  Ã‚   The Catcher in the Rye is the story of a young man's understanding of the world he lives in, and the things he encounters (Lomazoff 3). This work is similar to other famous and influential works of the same nature. For example, Maxwell Geismar sums up the novel as â€Å"†¦an eminently readable and quotable [novel] in its tragicomic narrative of preadolescent revolt. Compact, taut, and colorful, the first half presents in brief compass all then petty horrors, the banalities, the final mediocrity of the American prep school† (Geismar 195). Holden can not understand the purgatory of Pency prep, and futilely escapes from one dark world into darker world of New York City. The second half of the novel raises the intriguing questions and incorporates the deeper meaning of the work (Geismar). Holden sits on the cusp of adulthood, tethering dangerously close to his fate and reality and The Catcher in the Rye is the story of his journey into the adult world. In addition, this novel is similar to other famous works of the same nature. Salinger emulates elements of Shakespeare's Hamlet and Twain's Huckleberry Finn. Like Huck Finn, The Catcher in the Rye is the story of a young man’s journey into adulthood. Holden journeys into the human condition, Huck likewise seeks out human nature. Huck, like Holden, hates hypocrisy, and fells the need to search for integrity. Similarly, both works start out the same way. Their simple exposition of location and scope draws in the mind, and fastens it securely to the page. Holden’s opening speech is merely a modernized and adapted version of Huck’s. Holden Caulfield strikes many readers as an urbanized version of Huck Finn (Lomazoff 3). In William Shakespeare’s Hamlet, things Price Hamlet cannot control dominate his thoughts and life. ... ...universal meaning of the novel has won over even the most stubborn censors. Critics love this novel, and praise the author. Burger admires the theme, style, diction, and the issues raised in his review for The New York Times (Burger). Smith praises the adolescent nature, magic of the novel, and psychoanalysis of teens in the Saturday Review of Literature (Smith). Both men understand the motivation of Salinger, and respectfully praise his coming-of age masterpiece. This unusually brilliant novel withstood the critics before angry censors.   Ã‚  Ã‚  Ã‚  Ã‚  The Catcher in the Rye is universally appealing as a coming of age novel. Holden Caulfield is the ultimate protagonist, and stands for everything that is good within the human spirit. The Catcher in the Rye raises questions that are of epic proportions, and masterfully allows the scholar to interpret an individual answer. Perhaps Holden is too raunchy, perverse, or mentally unstable to be a hero; yet his human side and flaws are what seem to be his most idiosyncratic and admirable traits. Holden Caulfield, this modern Huckleberry Finn, reminds everyone of how bad growing up feels but never makes us feel sorry for it.

Position paper †Accreditation Essay

Hello, This assignment is for a subject called: Quality Management for Health Services Assignment 2: Position paper – Accreditation Weighting: 20% Length: 1000 words â€Å"Accreditation programs for health services or facilities are not useful.† Discuss this statement with reference to specific accreditation programs. In your response substantiate your claims with reference to literature. The assignment will be marked using the following criteria: 1. Style, organization and presentation 10% [2 marks] 2. Demonstrated understanding of principles and frameworks of accreditation 30% [6 marks] 3. Description of strengths and/or weaknesses of accreditation programs 30% [6 marks] 4. Identification of opportunities for improvements in accreditation programs 30% [6 marks].   Introduction – Accreditation is a process of certifying and approving that the services or products produced by a certain organization meet with certain standards in quality.   In Australia, one of the organizations that provide accreditation for hospitals and other healthcare organizations is the Australian Council on Healthcare Standards (ACHS). The main objective of this organization is to improve the quality of healthcare in Australian hospitals. ACHS is an independent organization that works for non-profit purposes and conducts reviews of the performance, quality assessments, etc, during the accreditation process. It was formed in the year 1974, and several other organizations such as the Australian Medical Council, the Australian Healthcare Association, and the medical colleges association have approved accreditation by the ACHS. For determining the standards in the level of healthcare, a committee formed containing representatives from various sectors of the population including the general public, government, hospitals, etc. The Council members vote for the Board of Directors. In the year 1996, the ACHS had launched a unique quality program titled Evaluation and Quality Improvement Program (EQuIP), the main aim of which was to deliver customer-oriented healthcare services to the people. A systematic external peer review process was set in place to closely monitor the program. The ACHS has about an 800-organization subscription and also acts as a consultancy to several other organizations throughout the world (ACHS, 2007). Body – Accreditation is a means of issuing trust. Any consumer who requires healthcare services desires those healthcare services to be of good quality and ensuring safety. It can be understood that in healthcare there are certain amount of risks, which can only be reduced to a certain extent. Accreditation is one of the means by which these risks can be reduced and quality care can be ensured. The patients should identify means by which these risks can be reduced.   Through accreditation, the entire process of providing medical care is well documented, besides being fool proof.   This would ensure that a process would be setup that would be based on strong evidences, ensuring better patient management.   Accreditation is often determined by the healthcare and the accreditation organization in strong technical terms that have to be fulfilled (ACHS, 2007). In the year 2006, the Australian Commission that maintained safety and quality in the healthcare sector felt accreditation standards needed to be improved.   They also felt that an independent review process was needed to raise the level of adherence to quality standards in healthcare organizations in Australia.   The organization felt that accreditation is a process to publicly recognize the achievements and adherence of the healthcare organizations national standards. Accreditation should be made available to all public and private sector organizations, and at different levels including community-based, private-health setups and tertiary healthcare organizations.   The accreditation organization should function independent of the organizations that it would be accrediting.   This would ensure that the performance and the standards that are present in the organization are given no bias by the accrediting organization (ACHS, 2007). Benefits of the accreditation system: – Greater involvement of the public and the healthcare organizations The clinicians who are responsible for providing quality care can be involved. Improves the community confidence levels in the healthcare system Better risk management in patient care Better compliance with the laws (reduction in medical malpractice cases) Patient safety standards are improved Education of the staff members towards developing good practices Provision of professional advice and guidance Staff education and training Developing strong mission statements, values and objectives for the organization The human resource processes can be effectively handled Compliance with the standards imposed by the regulatory bodies Better management of insurance claims and those of third parties Reduction in the insurance costs Better handling of the organization and the management Better flow of information Better decision-making processes Co-ordination can be improved Building a proper evaluation system Developing areas in which priority and attention is required (Australian Commission on Safety and Quality in Health Care, 2007 & JCAHO, 2007) Disadvantages would also be applicable, including: – Huge costs of accreditation which is finally passed on to the patient Emphasis on resources such as human, support systems, etc. The standards have to be continually updated, changing the area of concentration Accreditation would concentrate on improving structure rather than services Greater attention on increasing collaboration and partnership It may be difficult to streamline the processes Accreditation may not have an effect over the outcomes There may be huge emphasis on competition present in the market Need to subscribe to accreditation by more than one organization (PHF, 1997) In the year 2007, the Australian Commission on Safety and Quality in Health Care gave an alternate model for accreditation of healthcare organizations.   Consultation with the stakeholders helped to identify the deficiencies in the current system and to develop a better one.   The idea was to apply this new alternative accreditation system across all the sectors of healthcare in a phased manner. Characteristics of this new accreditation system: – Implementing certain reforms Bringing about certain standards in the Australian healthcare system The system was to be developed in association with the stakeholders Improve the quality standards Improve the compliance levels with the rules in the healthcare organization Ensure evidence-based practices Improve the monitoring system Support mutual recognition Improve the participation levels Improve the assessments levels, methods and surveys Obligations to be imposed so that the organization adheres to the standards (Australian Commission on Safety and Quality in Health Care, 2007). Conclusion – It can be said that the entire process of accreditation needs to be setup in such a way that emphasis is given only in improving the patient care and satisfaction. All the meaningless process and structures that do not have an effect over improving the patient care should be removed.   The accreditation organization should ensure that such a system of accreditation is practically applicable by various types of healthcare organizations.   Not much emphasis should be given on costs.   Even organizations that are providing cost-effective care and are meeting with reasonable standards should be provided accreditation.   Accreditation should also be a voluntary system and not a compulsory one.   Different levels of accreditation should also be provided (PHF, 1997).    References: Australian Council for Healthcare Standards (2007). â€Å"About US.† [Online], Available: http://www.achs.org.au/whatwedo/, [Accessed: 2008, March 17]. Australian Council for Healthcare Standards (2007). â€Å"Mission, vision and values.† [Online], Available: http://www.achs.org.au/missionvisionvalues/, [Accessed: 2008, March 17]. Australian Council for Healthcare Standards (2007). â€Å"What accreditation means.† [Online], Available: http://www.achs.org.au/whataccredmeans/, [Accessed: 2008, March 17]. Australian Council for Healthcare Standards (2007). â€Å"ACHS Position Statements.† [Online], Available: http://www.achs.org.au/positionstatements/, [Accessed: 2008, March 17]. Australian Commission on Safety and Quality in Healthcare (2007). â€Å"UPDATE: Review of National Safety and Quality Accreditation Standards November 2007.† [Online], Available: http://www.safetyandquality.org/internet/safety/publishing.nsf/Content/accreditation, [Accessed: 2008, March 17]. Australian Commission on Safety and Quality in Healthcare (2007). â€Å"Draft: An Alternatvie Model for Safety and Qualtiy Accreditation.† Barnes, A.M. (2001). â€Å"Healthcare Law: Desk Reference.† Ali-Aba. http://books.google.co.in/books?id=KS5xke6-DEgC&dq=accreditation+advantages+healthcare&source=gbs_summary_s&cad=0 JCAHO (2007). â€Å"Benefits of Joint Commission Accreditation.† [Online], Available: http://www.jointcommission.org/HTBAC/benefits_accreditation.htm, [Accessed: 2008, March 17]. JCAHO (2007). â€Å"PSP Fact Sheet.† [Online], Available: http://www.jcipatientsafety.org/fpdf/ICPS/PSP%20Fact%20Sheet%20with%20New%20Logo.doc, [Accessed: 2008, March 17]. Public Health Foundation (1998). â€Å"Accreditation: A Study of Issues and Characteristics Applicable to Public Health.† [Online], Available: http://www.phf.org/Reports/Accreditation1/final_report.htm, [Accessed: 2008, March 17].                        

Role Of The Business Cycle Dating Committee Of The...

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