Effects Of Steroid Hormones And Neuropeptides On Social...

Acephalia A Review of the Effects of Steroid Hormones and Neuropeptides on Social-Emotional Behavior Bos, Peter A., Panksepp, Jaak, Bluthà ©, Rose-Marie, van Honk, Jack (2011). Acute effects of steroid hormones and neuropeptides on human social–emotional behavior: A review of single administration studies. Frontiers in Neuroendocrinology 33 (2012) 17-35. 1. Introduction/Background Information The discovery of hormones and their function has been relatively recent. The term was first coined by Professor Earnest Starling in 1905. He derived the word from the Greek meaning â€Å"to arouse or excite.† However, the idea of the role hormones could be traced back as far as ancient Greece. Though Hippocrates’ theory on humors has been refuted, the†¦show more content†¦The neuro-developmental effects of these chemicals are comparatively well-known, while their impact on human conduct has yet to be fully comprehended. 2. Goals of the study The main goal of this study was to review all of the placebo-controlled single hormone administration studies addressing human social-emotional behavior, involving the peptides oxytocin and vasopressin, and the steroids testosterone and estradiol. This research gives insight into the underlying neural mechanisms and also demonstrates substantial hormonal control over human behavior. After reviewing and discussing the placebo-controlled studies, they proposed a theoretical model that synthesized detailed knowledge of neuroendocrinology of social-emotional behavior in animals, as-well-as the recently gained data on humans. The study of emotional and behavioral disorders have become more popular in the last twenty years. Characteristics of these irregularities include: learning disabilities that are not explainable by either sensory, health, or intellectual factors; persistently inappropriate feelings and conduct; and/or chronic unhappiness or depression (gadoe.or g). The authors of this study thoroughly analyzed the underlying neural mechanisms of supplemental hormones and how they affect participants as opposed to using a placebo. Research into human behavior as it relates to neuroendocrinology will be crucial to future generations and their interrelations. 3. Methods and

Defense Of Globalization Is Beneficial For Every Nation

In Defense of Globalization is a very captivation book written by a highly respected author in the economic field Jagdish Bhagwati. At first glance, Jagdish Bhagwati disperses extensive reasonings for why it is beneficial for every nation to enter the global economy. Bhagwati gives an in-depth definition of globalization as the â€Å"integration of national economies into the international economy through trade, direct-foreign investment, short term capital flows, international flows of workers†¦ and flows of technology.† Then he tackles down various issues such as globalization’s effects on domestic and foreign labor market, women’s rights, gender discrimination, child labor abuse, and environmental destruction. The scope of Bhagwati’s book mainly embraces globalization and free trades, his book truly satisfies critics on the pro-globalization debate. The first part of the book provides extreme defensive arguments set forth by the opponents of globalization, which are the anti-globalization groups. Bhagwati would refer these groups as the discontented mixture of anti-corporatism, anti-Americanism, and anti-capitalism that exists in today’s world. They advocate that freer trade is detrimental to the environment; it hurts domestic workers, and increases poverty rather than stimulating a poor nation’s economy. It is creating a societal ill, a cultural hybrid that harms the indigenous culture, which will lead to the abusiveness to the host country. The anti-globalization groupsShow MoreRelatedThe Political Of Political Globalization938 Words   |  4 PagesGlobalization refers to the â€Å"process of interaction and integration among the people, companies, and government of different nations†. Globalization can be broken into three parts: economic, political, and cultural. 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Strategic Change in an Organisation Free-Samples for Students

Questions: 1.Discuss Models of Strategic Change.2.Examine the need for Strategic Change in an Organisation.3.Develop Systems to Involve Stakeholders in the Planning of Change.4.Develop Appropriate Models for Change. Answers: Introduction Strategic change in an organisation is associated with the change in the management and modification in the mission, vision and objectives to achieve a specific targeted goal. The reason behind strategic change in the management is rapid, dynamic changes in surroundings and volatile buying behaviour of consumers (Cummings and Worley, 2014). Changes in the management create more opportunities and explore new growth areas for the organisation. These changes are mainly influences by various internal as well as external factors of the organisation. Moreover, changes in the market place are persistent and competition is also becoming intense day by day. And to meet with these contemporary changes and competitive environment, strategic changes in the management are essential to adjust theory and planning of the organisation. The strategic change intervention improves the organisational productivity and functions at different level. It strengthens the individual and team response with the active leadership. It derives changes from current strategic aim of an organisation with the transition in coveted future strategic goals (Cummings and Worley, 2014). Therefore, this study is highlighting the significant changes in an organisation. For this purpose, planning changes has been explored with theory and pertaining issues in model for changes. It also illustrates the strategy of change developed involving stakeholders of the organisation. Apart from that, the report has also been supported by factual information on strategic change project. 1.Models of Strategic Change The main influence that forces strategic change in an organisation entails internal as well as external factors. Where, changes are permanent in today's business world, it is required to ensure the competitive position of the organisation by developing the strategic model of change (Hiatt, 2006). The model should be considered with the future desired organisational objectives and current state of the firm. Thus, for this purpose some of the model of change is described as follows: Lewin's Model of Change Management: This model was created by Kurt Lewin in 1950 who was a psychologist. As per his inference, he found that people wants to deal and operate within their own space and safety zone (Simms, 2008). To change the management scenario and explore opportunities, he explained the process in three stages that are first, Unfreeze- management should make efforts and motivate its staff to fall out of this attitude and tenancy. Second is Transition which leads to major and perpetual changeover through reassurance and apt leadership by the management (Simms, 2008). Third is Refreeze, after implementation of strategy successfully, staff will have to follow new guidelines and control which is refreezing the staff. Though, Lewin's Model take time to enact, yet it is the most simple and effective way to develop change in management. Kotter's 8 steps Change Model: John Kotter is the developer of this Model of change that aims to turn the transition into a campaign. Leaders articulate the requirement and reason for the change to their staff; they assure those companies benefit and ensure their growth prospective to their employees (Kotter, 2012). This urgent need for change enables employees to acquire and enact changes in the organisation. The model embroils eight steps as follows: 1) develop comprehension and urgency for change in the organisation. 2) Selection of dutiful and hard-working key team members. 3) Set objectives and foresightedness for change involved in the process. 4) Establish a sound cognizance regarding change requirement (Kotter, 2012). 5) Motivate and inspire team members for change in the organisation. 6) Set projected objectives and aim of the organisation for short term application. 7) Try to accept the change in the organisation and follow it steadily. 8) Make it a long sustained strategic goal for the organisation (Kotter, 2012). These steps are very easy to emerge and more focused on acceptance and preparation for change. However, no step can be skipped and the process takes a long time to complete. ADKAR Model for Change: This model is specifically for change in the management and one of the most implemented models for strategic change in an organisation developed by Prosci. It is based on the five elements that must be concerned for the change dealing in individual level effectively (Hiatt, 2006). ADKAR acronym used as Awareness of the purpose of change, Desire to involve in significant change, Knowledge on the strategy and proper implementation for dealing with situation and Ability to adopt the changes positively executing new behaviour and cognition (Talloo, 2007). Last is Reinforcement for perpetual change and maintaining it with the vulnerable environment. McKinsey 7-S framework: It has been found in 1980s by McKinsey and Company which is implemented with the focus of 7 stages. The steps are as follows: Structure that gives the examination of structure of the company and potential to execute the model of change. System system focuses on the updating and discards of old system and replaced with new one (Cummings and Worley, 2009). Skills it will be used to enhance the effect of change in the organisation by utilising abilities and talented employees and key partners of the firm. After that, Staff is responsible for the successful execution of change, thus people of business should be from diversity and their turnover structure should be prcised. Strategy- the apt strategy will be decided by the competitive analysis and its models implementation can decide the future of the organisation (Cummings and Worley, 2009). Last is Shared value- it is mission and objectives that are projected via change in the management by every single person stakeholders of the company Relevance of models with current economy Every change in an organisation should be executed slowly, systematically and steadily. As per Kotter's model of change, the implementation of any change should be incorporated step by step and not by rushing into transformation. In addition to this, today's business environment is very unpredictable which requires urgency for the change in Organisation steadily. For this reason organisation should always inspire and motivate its employees with urgent need and with coherent comprehension of the concept of change (Reed, 2017). The current economy is strongly uncertain and intensely competitive, thus it requires some sustainable approach to deal with the situation. Along with this, it is very vital for an organisation to integrate its stakeholders specially employees in the planning and strategy of change. It will help the company to utilise them as a valuable asset of the organisation and bring their loyalty and commitment towards organisation. Furthermore, if a company is not able to communicate the need for change to its employees or adopts a modest way to deal with the change, it will indeed desert the process of change. Consequently, it will dwindles the environment and discourage employees for the change. In order to avoid this situation, Kotter's model of change will aid company in overcoming the volatile environment and redesign the organisation (Griffin and Moorhead, 2011). For this reason, leaders of the company must articulate their method clearly and efficiently to address the change appropriately. Management should also significantly focus on the active participation of team members that encourage and ameliorate the change effectively. Apart from this, Lewin's and ADKAR model of change is more straightforward to deal with the problems in surrounding. The top management act as a reader and give full authority and confidence to the employees or team members to act in the change. Moreover, the model emphasised on the implementation of sound communication system between the team and top level management. For this purpose, they launch new equipments and techniques to resolve the issue (Reed, 2017). To make the change static they provide apt reward for the team that motivates and encourage them to incorporate change more effectively. This approach was also executed by Samsung Company due to competitive and social pressure. Top management of company shows confidence in its team and authorise them for destroying their poor quality handsets. Thus, this case shows that the Lewin's model of change can be applied at the time of very odd and adverse conditions such as political or legal changes in the environment (Reed, 2017). Importance of using strategic intervention techniques in organisation Strategies and techniques to solve the issues associated with the changes in the business environment are focused on the long term goals and sustainability. Likewise, the implementation of strategic intervention should be done in appropriate timing and with certain attentiveness otherwise It may affect the organisation harmfully. It makes dismal in the internal environment of the organisation and demoralise team members (ASL, 2015). Social intervention is a pivotal part of management and holds a prestigious position which alleviates the growth and development of an organisation. Similarly, its execution in organisation will empower the business process and communication language and helps management in directing and controlling their business staff efficaciously. In addition to this, the strategy in the implementation of the change is management is very necessary to provide a situational awareness that focuses to build a comprehension about the change and its influence on other organisations, attributes and characteristics (Boonstra, 2013). Along with this, it also enables the supporting structure to the organisation by facilitating sponsor and talented and skilful team members. The strategic operation also gives systematic and imperative analysis regarding resistance, special tactics and risks. Furthermore, it is one of the beneficial and critical parts for the successful application of the methods used in the change management. It gives strong judgement ability for the sound decision making and directing the results as per the set objectives (Boonstra, 2013). Moreover, the apt strategy will also define the results in detailed manner as how and who will be influenced by the change in management and in what degrees. Strategies that help in changing the management are deciding the goals before initiating any planning of change. The analysis of old systems should be done profoundly and projected goals are prepared accordingly (Naghibi and Baban, 2011). Additionally, the time of the change should be decided which its planning and defined time should be given for its implementation and after measurements of the results. The change in the culture is affected by the change in management thus; it has to be addressed evidently. The strategy should be based on the short goals and achievement should be celebrated with the each win to cheer and encourage employees to make it a big win effectual. The encouragement in the employees will help the company in finding new ways and innovative ideas to continue the change in management and in a directed way. The communication system is also a vital part of the strategy which should be focused to reach out for the hurdles and opposition by the stakeholders and conv ince them for the change (Naghibi and Baban, 2011). Admittedly, communication should also necessary for the employees encouragement and providing them vision and goals towards the change of management. The management should always try to achieve its projected goals with little margin of change and modification in the strategy for success. 2.Need for strategic change in the organisation Every organisation requires improvement in operation and function of its business activities to cope up with the vulnerable changes in the external and internal environment. Persistent improvement in an organisation is the eminent challenge though implementation of new strategies and defeating the resistance (Pablos, et. al., 2016). There are various reasons which require strategic change in the management of an organisation such as to seek out new opportunities in the market. Opportunities may include growth and expansion opportunities and also to attain the competitive advantage in the market. It is the most apt approach to review previous operation with the strategic new goals. As it narrows the performance gap of the organisation, it supports the management team in proficiency to achieve the objectives and goals of the organisation. In addition to this, internal and external pressures of the organisation are also notable reason for the change. Internal pressure embraces entrepreneurship, management and restructuring of the organisation whereas, globalisation, competition, technology, legislation and economic pressure involves in the external factors (Cameron and Green, 2015). One of the leading reasons for change is the fast and continuous change in the technology in the market. Emergence of new technology forces a company to cater new and innovative products in the market. To escape from crisis in the industry or market is another effect of change of management. Moreover, it may be also a consequence of static business activities which enforce them to change their management and result in new goals and growth of the organisation. In the same way, changes are the reason for flowing new energy and positive attitude in the organisation. It can be the need to stop the failing products and services in the market provided by the organisation (Pablos, et. al., 2016). Lastly, it can be associated with the acquisitions and mergers recently occurred in the organisation that has affected the organisation negatively. To overcome these negativity and modification in the way of working strategic change management in the organisation is an efficient and effective approach. Factors driving the need for strategic change in the organisation Factors that influence the requirement of strategic change in management are divided into two forces that are External force and internal force. External forces are the pressure outside the organisation which cannot be controlled by the organisation and needs to be addressed for the survival of the organisation (Hussey, 2000). It includes political forces related to temporary environment for an organisation but has a strong effect on its products and services. Economical forces connected with the economy pressure on markets and industry of entire country. Technological force is one of the major pressure arises due to vast competition, companies are seeking for innovative products and better than competitors that led to frequent and rapid change in the technology. Government forces are the pressure which is different in each country example deregulation, foreign exchange, suspension agreement, antitrust laws and protectionism. Additionally, augmented global competition also constrains any organisation for continuous and fast change of products and services accordingly. Incorporation of information technology is the biggest support for an organisation along with the innovation in products and services through research and development department (Cameron and Green, 2015). Additionally, changes in the customers desires, needs and preferences are factors that cannot be controlled by the organisation. Changing trends, fashions and designs influences the choice of the customers as well as vast options are available in the market that confuses and directs their choice of buying. Internal forces embroils system dynamics with is concerned with the dominant groups of the organisation, integrated technology, informal and formal relationship within the organisation and intrinsic politics influences the organisational change. Furthermore, inadequacy of administrative process related to the rules, regulations and revision of goals and objectives. Likewise, individual/group speculations that meant to be satisfied for the greater productivity and better performance (Hussey, 2000) are also related to the internal forces. Structure focused change is decentralisation, downsizing and job redesigning that effects the cost and profitability of the organisation in a positive way. Other forces are technology change, person focused change, profitability issues and resource constraints that docile the change in management. The resources implications of the organisation not responding to strategic change Effective and systematic implementation of the strategic changes is crucial for any organisation. Coupled with the strong and effective response of the organisation is equally essential. However, if the organisation does not respond properly, it will harm the organisation drastically in terms of loss of market shares, finances, liquidation, and inability of production and loss of employment (Hussain, et al. 2016). Thus, cogent execution of strategic change management is paramount for an organisation to save its resources and future. In financial or economic crisis, strategic change is an essential part and bound to be responded positively by the organisation. Redesigning and restructuring of the organisation is a must for an organisation for the survival and protection for liquidation in crisis. Furthermore, it is crucial as well as urgent need for a company to complete the change process timely. The attainment of competitive advantage in the crisis is also not possible without addressing the strategic changes of the company effectively (Hussain, et al. 2016). Hence, it can be implicated with the above observation that an organisation should respond to the strategic changes in a positive way to resolve the problems and for the future growth of the organisation. 3.Develop system to involve stakeholders in change Active participation of team members and employees is a serious aspects while implementation of change management to gain the most out of the strategic change. Stakeholders are the key for success for any organisation without their support it is next to impossible to execute any crucial plan and develop (McCalman, et al., 2015). Nonetheless, if leaders of the organisation plan, organise, establish and monitor the process carefully, the participation of stakeholders can be optimised. Some of the points should be noticed at the time of planning cordially. Each and every stakeholder should assist and participate in the change of management directly or indirectly. Communication between the management and stakeholders should be sound and coherent. Conclusive orders should be avoided to emerge dissatisfaction among stakeholders. Thus, discussion and suggestions of stakeholders should be welcomed so that it brings commitment and loyalty of the team members (McCalman, et al., 2015). Furthermore, credibility and confidence on the management team by the stakeholders can only be gained if there is a fair transparency and honesty is promoted among them. The accurate reason for change should be communicated to the team members without hiding the details. While discussion listen to the stakeholders suggestion, follow-up questions and even repeat the information if needed. This will encourage them to share their views plus they will feel important to the organisation. Thus, proper articulation of information is must every now and then in the organisation. In case of any issue between stakeholders and management, try to solve it as early as possible (McCalman, et al., 2015). Convince them to agree on management terms with full consent and acceptance with minute adjustments. Difference in the opinion, feedbacks and comments should also be welcomed and handled properly to avoid the rebelliousness. Communicate and interact with the stakeholders frequently and organise meetings, if necessary. Try to fix it with relating their prospective with the strategic goal and managements goals. Create a change management strategy involving stakeholders There are seven steps that have to be followed to create a strategy change management with the help of stakeholders. First, Communication- foremost part of the strategy change integrating stakeholders is to inform them properly about the change and related queries such as need and how to implement these changes in the organisation (Whitley and Glaser, 2014). The methods of communication entail physical interaction, e-mailing, surveys, voting, questionnaire and interviews. Second, Introduction and Invitation- to introduce the strategic change direct meets should be arranged between business heads and top level management. Third, Need- the top management and business head should articulate the reason and strategy behind the change of management in the meeting. Forth, to document the minutes of the meeting along with hard copies of the change management should be circulated among stakeholders and welcoming their reviews on it (Whitley and Glaser, 2014). Fifth, Resolution of issues and change implementation- this involves the solution of feedbacks regarding change and convincing them on importance of change. Finally, Team selection- potential employees should be selected for the team formation concerned with the change management and lead the process effectively and efficiently. Evaluate the above system For an organisation stakeholders have a valuable position and no stakeholder should be taken for granted in every stage of change in organisation. The feeling of belongingness and confidence in the management is a product of clear communication by the management to the stakeholders. Along with this, it is very important in the process of change that the stakeholders will be taken seriously and sincerely (Yaeger and Sorensen, 2009). The organisation should always request and accept their reviews to motivate and encourage their participation in the process of change. In addition to this, their queries and concerns are addressed carefully. The aim of the management should be related with the strong comprehension between stakeholders and management regarding goals and objectives of the organisation. There are certain strategies that can ensure the stakeholder participation in the change such as outplacement strategy, containment strategy and engagement strategy. Engagement strategy- it is a very influential scheme by communicating and convincing the majority of the stakeholders for the change in an organisation. On the other hand, doubtful people will be convinced by this majority of convinced stakeholders. Thus, focus of the organisation to engage maximum people in the process by acceptance and convincing them. Outplacement strategy- this strategy is to eliminate the stakeholders if they are adamant and persistently resist for the change management (Yaeger and Sorensen, 2009). Another is containment strategy- this theory emphasis on the resistance and considering the reasons seriously due to the people behind it may have skills, special knowledge and experience behind it. Thus, the vision and concern for opposition should be looked and adjusted accordingly to add value and correction in the process of change management. Create a strategy for managing resistance to change Although, the feedbacks of the stakeholders may have positive as well as negative reviews on the change management, but can always be handled strategically by the managerial skills and abilities. There are some points which can be enlightened and concerned while handling the opposition of the stakeholders. Foremost is support and encourage the stakeholders by make them realise responsibility towards organisation and motivating them for the change (Sabri and Sabri-Matanagh, 2013). Their confidence and inspiration for the change should be set up, so that they become loyal and commitment towards organisation and sacrifice their personal goals where needed. Next is, dialogue and agreements between stakeholders and management on the resisting matters. The reason for protests should be deal around the table and adjustments from both the sides to resolve the issue should be encouraged. After that, openness and participation of stakeholders in the strategic change to make it effective should be improved and encouraged. The participation of stakeholders, active or collective, direct or indirect should be vitalised to realise their sense of belongingness in the organisation. Education and communication is the another aspect which should also be highlighted while resolving issues. Misunderstanding and unclear communication leads to most of the tensions in the organisation (Sabri and Sabri-Matanagh, 2013). Thus, the power of good and sound communication should never be underestimated. Effective communication with the help of skilled personnel change management could be elaborated to the stakeholders. Decision making of the stakeholders will be influenced with the diplomatic, cognizant and clear communication to the stakeholder to influence their decision positively. 4.Appropriate model for change For any successful application of change management it is vital to plan it systematic and step by step. In this regard 5 factors affect are responsible for the success of the implementation of change process (Longmore, 2014). 1) Coherent vision and goal- the planning should be logically arranged and with a view of continuity and sustainability. It will also help in achieving competitive advantage, thus requires consistency. 2) Human resource management- stakeholders are the important part of the change thus treated as valuable assets. They are being motivated and inspired to achieve the organisational goal which helps in promoting their loyalty and commitment towards organisation. 3) Leadership is a very crucial aspect of the organisation which making any change in the organisation. A good leader is always acts as a role model for its followers. Likewise, management is very much responsible to provide suitable environment to the stakeholders and team members to adopt the change by establishing sense of direction and responsibility towards the organisational goals achievement (Longmore, 2014). 4) Linking strategic and operational changes to make the implementation of the changes more flexible and commuting towards strategic goals. 5) Reviewing the environment, internal as well as external factors that influence the change decision will be checked accordingly. Implementation of model for change To commute the strategy goals and make stakeholders realise after results of the change management will help the implementation more effectively and fast. Despite that management and decision makers of the organisation should always acknowledge about the merits and demerits of its execution in the organisation (Reed and Bogardus, 2015). Some point should be reviewed twice before applying it in the organisation at the time of planning by the decision makers. The complete plan comprising strategies theories schedules and stages of change should analyse properly. The stakeholders should be convinced and their acceptance should be focused to attain the majority. The role of stakeholders should be communicated effectively and the whole application should be explained efficaciously. Once the execution of the change is done successfully, stakeholder must be motivated and inspired with rewards and benefits. Along with this, implementation is a long term process and hence needs a special attention through training facilities for stakeholders as well as team members (Reed and Bogardus, 2015). Records and accounting of the whole change process will be done. Moreover, throughout adjustments in the strategies should be done with the requirement and need. Lastly, Evaluation of the progress will be measured again to acknowledge the position and direction to reach strategic goal. After control and monitoring of the whole change process should be programmed by the management for optimum effectiveness. Appropriate measures to monitor progress Some of the famous performance measure to ensure the progress supervision is as follows: The first measure is review and evaluation of the performance in which the progress should be watched time to time by the management. The reviews will be always matched with the projected goals and objectives of the organisation (Remme, et al., 2008). It will evaluate the weaknesses in the strategy on time and corrective measures can be taken accordingly. Furthermore, 180 and 360 degree method is to monitor the performance individual as well group members (Remme, et al., 2008). It is basically used for the rewards and bonus to the employees according to their performance in the process of change management. Balanced scorecard is another way to evaluate the performance and progress encompassing the financial, growth, business functions and learning factors that decides the organisation strategic goals and its achievement (Remme, et al., 2008). It also includes the prospective of customer in deciding the ultimate performance of the organisation. Conclusion From the above discussion it can be implicated that the change management is based on some of the main factors that decides its successful complementation in the organisation. Foremost is the planning which defines the need and requirement of the change influenced by intrinsic and explicit factors. Second is communication of the strategic change to the team members and stakeholders of the organisation. Along with this, it is crucial to ensure the involvement of the stakeholders active participation in the process of change. Moreover, it has been done with the systematic and logical way if opposition is being faced on the change. Lastly, there are some methods to review the performance and make it effective and successful for a long time. References ASL, G. 2015. Organizational Change Management Strategies in Modern Business. IGI Global. Cameron, E., and Green, M. 2015. Making Sense of Change Management: A Complete Guide to the Models, Tools and Techniques of Organizational Change. 4th ed. Kogan Page Publishers. Cummings, T. G., and Worley, C.G. 2014.Organization Development and Change.10th ed.Cengage Learning. Graetz, F., et al. 2012. Managing Organisational Change. 3rd ed. John Wiley Sons. Griffin, R. W., and Moorhead, G. 2011. Organizational Behaviour. 10th ed. Cengage Learning. Hiatt, J. 2006. ADKAR: A Model for Change in Business, Government, and Our Community. Prosci. Hussain, S. T., et al. 2016. Kurt Lewin's process model for organizational change: The role of leadership and employee involvement: A critical review. Journal of Innovation and Knowledge. Hussey, D. E. 2000. How to Manage Organisational Change. Kogan Page Publishers. Kotter, J. P. 2012. Leading Change. Harvard Business Press. Longmore. 2014. Tackling the Wicked Challenge of Strategic Change. Author House. McCalman, J. et al. 2015. Change Management: A Guide to Effective Implementation. 4th ed. SAGE. Pablos, O., et. al. 2016. Advances in Human Resources Management and Organizational Development. IGI Global. Reed, S. M. 2017. A Guide to the Human Resource Body of Knowledge. John Wiley Sons. Reed, S. M., and Bogardus, A. M. 2015. PHR / SPHR Professional in Human Resources. John Wiley Sons. Remme, J.et al. 2008. Leadership, Change and Responsibility. Meyer Meyer Verlag. Sabri, S., and Sabri-Matanagh, S. 2013. Organizational Development and Strategic Change. Academics Publishing. Simms, H. 2008. Organisational Behaviour and Change Management. Select Knowledge Limited. Talloo, 2007. Business Organisation Management. Tata McGraw-Hill Education. Whitley, R., and Glaser, J. 2014. Organisational Transformation and Scientific Change: The Impact of Institutional Restructuring on Universities and Intellectual Innovation. Emerald Group Publishing. Yaeger, T. F., and Sorensen, P. F. 2009. Strategic Organization Development: Managing Change for Success. IAP.

Queen Elizabeths Lasting Effect On Theater Essays -

Queen Elizabeths Lasting Effect On Theater Queen Elizabeth came to be known as one of the greatest rulers of the English empire. Under the reign of Queen Elizabeth I, a more efficient government was created. The church was unified, the English empire was expanded, and language, literature, and theater flourished to a greatness that would be impossible for almost any other period of English history, or any other European empire, for that matter, to match. Although there was a great rise in literature,it was theater that catapulted to greatness during Elizabeth's reign. Out of Elizabeth's era came Elizabethan theater. Elizabethan theater has such a variety of topics, that would make it virtually impossible to talk about in ten pages. The focal point of this paper will be on Queen Elizabeth's contributions to theater as well as her favor to Children of Paul's, or Paul's Boys (a Boy Company) and the Queen's Men and Lord Chamberlain's Men (two Adult Companies). Prior to Elizabeth's reign, those members of the Tutor family enjoyed entertainment consisting mainly of court tournaments. Within these court tournaments bear baiting was the most popular event. Although Elizabeth found this hugely diverting, theater was her entertainment of choice, for Elizabeth found such cruel spectacles...an unattractive feature of the age (Somerset 367). However, regardless of her opinion, countrymen saw nothing wrong with bear baiting, and continued the event. Even though Elizabeth was a great lover of theater, that does not mean that theater, was not put down routinely. The Puritans found Elizabeth's interest in theater to be utterly reprehensible, actors to be a contemptible breed, and the theaters that they performed in nothing more than brothels (Somerset 368). But throughout Elizabeth's forty-five year reign, she protected and uplifted the adult and boy companies, when enemies from the clergy and sometimes the council sought to put them down (Clunes 27). To the Queen's interest, some six to ten plays were given every winter at court and she saw many others when in progress throughout the country or while attending weddings or banquets in London.(Clunes 27) Within time, Elizabeth was awarding more performances in court. That is one of the ways Elizabeth helped the theater arts to florish. The more performances that were given, the more theater became popular, and the more the people of England wanted to see it. The Companies During the Elizabethan Era many things emerged. Amongst them was the creation of Adult Companies. Approximately twenty-four Adult Companies were developed. (The Count Intruders, The Earl of Leicester's men, Lord Rich's Men, Lord Abergavenny's Men, The Earl of Sussex's Men, Sir Robert Lane's Men, The Earl of Lincoln's (Lord Clinton's) Men, The Earl of Warwick's Men, The Earl of Oxford's Men, The Earl of Essex's Men, Lord Vaux's Men Lord Berkeley's Men, the Earl of Arundel's Men, The earl of Hertford's Men, Mr. Evelyn's Men, The Earl of Derby's Men (Lord Strange's) Men, The Earl of Pembroke's Men, The Lord Admiral's (Lord Howard's, Earl of Nottingham's), Prince Henry's, and Elector Palatine's Men, The Lord Chamberlain's Men (Lord Hunsdon's) and King's Men, The Earl of Wosterster's and Queen Anne's Men, The Duke of Lennox's Men, The Duke of York's (Prince Charles's) Men, and The Lady Elizabeth's Men) But even before Adult companies, there were approximately eleven Boy companies. ( Child ren of Paul's, Children of the Chapel and the Queen's Revels, Children of Windsor, Children of the King's Revels, Children of Bristol, Westminister School, Eton College, Merchant Taylors School, The Earl of Leicester's Boys, The Earl of Oxford's Boys, Mr. Stanley's Boys) These two umbrella catagories would be the main source of theatrical entertainment. When Elizabeth took the throne, boy companies were very much in existance. The boy companies had a very recognized place in the theatrical world, since the middle ages (Hillebrand 9). Watching the boy companies perform became her favored pastime during the first ten years of her reign. The majority of performances awarded by the queen were given by the boy companies; between 1558 and 1576 the queen awarded seventy-eight performances. Out of those seventy-eight performances forty-six went to boy companies and only 32 went to adult companies. Out of those forty-six performances, twenty-one of those were given by Elizabeth's favored boy company, the Children

The Lottery and Tradition free essay sample

The story may have been seen as an attempt to look at traditions that have become questionable. In â€Å"The Lottery† Jackson attempts to compare real world traditions that are no longer relevant, with those of the story by displaying what happens when traditions goes without question, when the reason or history is not known, and when there is resistance to change. Who stops or changes a male dominated society the oppresses women and children? At the beginning of the story, Jackson created an environment of irony. She described a village where it was summertime, the flowers were blooming, and the grass was described to be richly green. It was a setting that would be great for summer activities such as picnics or swimming. However, the villagers were preparing for something else: to stone the unfortunate person whose name would be drawn from the box fill with all the villagers’ names. Jackson described the activity as one traditionally done and called â€Å"the lottery. We will write a custom essay sample on The Lottery and Tradition or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page † All the villagers participated in the lottery. The box where the names were pulled from has been used for such a long time; it is even older than the oldest person in the village, Old Man Warner. A reader might begin to see how tradition has existed for so long that nobody even has questioned it. Everybody, including the young children, happily prepare for it. More than likely, a reader would recognize that the stones the young boys were gathering at the start of the story are to be used to stone the person whose name is selected, as tradition dictates. The way the villagers act is actually unsettling considering what they are about to do. The reader may begin to question why and how traditions like this may exist that bring upon suffering and even death, and why and how is it allowed. A modern day fictional story that is perhaps, more relatable in the present is Suzanne Collins’ â€Å"The Hunger Games. † This tale by Collins has the same situation where a tradition is annually held to celebrate a historical event. It has a game where children whose names are drawn from a lottery fight against each other for survival, which includes killing one another until only one survives. Jackson’s short story is similar to Collins’, yet it does not have something that makes Collins’ story a little more understanding to readers; a reason for and a history of the tradition. Jackson does not do this; there is no understanding available to the reader as to how or why this tradition is necessary. In Collins’ books, she explains the history of the tradition and why it is seen as necessary; to suppress any further uprisings from people of the other districts. Maybe Jackson did not feel the need to explain the history or why the tradition began, but she does present the oldest character in the book, Old Man Warner, making the statement that, â€Å"There’s always been a lottery† (Jackson, 2007). Later in the story, it’s mentioned that other villages quit the tradition and Old Man Warner said, â€Å"Nothing but trouble in that. † So it’s possible that while there are those who saw that the tradition as no longer valid, whereas the characters in this particular story have not made such a decision yet. Although they clearly no longer remember or can justify the existence of â€Å"The Lottery. † Jackson may have used Old Man Warner’s character to represent the older generations that have a hard time adapting to changes. When the thought of quitting the tradition was mentioned by Mr. Adams, Old Man Warner’s response was, â€Å"Pack of crazy fools. Listening to the young folks, nothing’s good enough for them. Next thing you know, they’ll want to go back to living in caves, nobody work anymore, live that way for a while. Used to be a saying about ‘Lottery in June, Corn be heavy soon. ’ First thing you know, we’d all be eating stewed chickweed and acorns. There’s always been a lottery. Bad enough to see young Joe Summers up there joking with everyone† (Jackson, 2007). Old Man Warner illustrates how the older generation can sometimes be reluctant to change. The younger generations often are the ones who initiate change, which is frowned upon by the more traditional folks. What is interesting in the story is the way Jackson made Old Man Warner say of the young, â€Å"next thing you know, they’ll be waiting to go back to living in caves. † Is it, possible that Jackson thinks that the older generation’s reluctance to some changes initiated by  the younger generation is because the older generations take traditions as something that is an element of moving forward? Old Man Warner is sure that the â€Å"foolery† of the younger generation will bring back the old and harsher ways of living, that the tradition is a way of breaking away from them. In the story, the fact that the present or young generation is full of ideas and defiance is not lost in the story. First, the mention that some villages quit the tradtion and some are considering quitting it happens at the time of the present or young generation. The act of defiance is shown by the way Joe Summers was joking with everyone, which Old Man Warner deeply disapproved of, and the way Mrs. Hutchinson protested against the conduct of the drawing are examples of the way the present or younger generation go against traditions. Joe Summers’ joking around can be said to be a representation of how younger generations may not always treat traditions with the same reverance that the elders do. Mrs. Hutchinson’s protest is an example of the start of defiance from the people oppressed by such traditions. Interesting enough, Mrs. Hutchinson also belongs to one of the more marginalized sectors of society, as women, just as much as she also belongs to the younger or present generation. She has the audacity to protest against the way the lottery was conducted even when she was already being stoned. The obvious description of the patriarchy which was dominant in the 1940’s give the reader an understanding of how deeply traditional the society setup is in the story. From the beginning, Jackson painted this picture by having the boys gather stones while the girls stood idly by. It was also the men who drew for the lottery. When Mrs. Dunbar was allowed to fill in for her husband, Mr. Summers protested by asking, â€Å"Don’t you have a grown boy to do it for you, Janey? † (Jackson, 2007). Jackson did narrate that the whole village knew the answer but politely waited for Mrs. Dunbar’s response, the fact that the question was even asked is common in a male dominate society where men are expected to represent their families and not the other way around. After Mrs. Dunbar pulled, she asked her son to go tell Mr. Dunbar, the results. What the woman, the wife, the mother has is only the power to pull from the box but the results have to be immediately conveyed to her husband. What really makes the story very disturbing is the fact that the children are very naive about the situation. They give witness and participate in a tradition that is harsh and violent. A society is expected to protect the innocence of children, but sometimes they are shown violent practices that are demanded by tradition. As an example, the highly controversial female genital mutilation, which is a tradition that even young girls are not saved from. In fact, the age among countries who participate in female genital mutilation can vary from as young as nine years old in Kenya to 16 years old in Kamba (UNICEF, 2013). In Jackson’s short story it is brought to the readers attention how the children are expected to participate in â€Å"The Lottery. †, instead of taking advantage of a beautiful summer day. The children were expected to gather stones and assemble in order to participate in the violence that was a tradition in their village; even looking forward to it. While they go to school like most children, the stoning tradition has become part of their summers. While schools are suppose to help young minds into becoming good citizens of society, the participation of the children in such a violent manner is considered normal in that setting. The story ends with the loud protest from Mrs. Hutchinson, â€Å"It isn’t fair, it isn’t right. † She questioned the fairness and appropriateness of the tradition, even though only after she was selected, but her protests, did not stop her fellow villagers from stoning her. In the end the tradition won. It was an ending that was open-ended. Maybe it was Jackson’s way of leaving it to the present and younger generation to address. She presented the idea: There are existing traditions that are questionable and oppressive, what will the younger generation do about it? She also left something for those that seek to end oppressive and questionable traditions; the society will come for you the way the villagers came for Mrs. Hutchins despite her pleas. There is truth in this picture painted by Jackson. The road to protesting tradition and changing a long-standing practice may be met with disapproval. History is filled with examples of how people protesting traditions and calling for change were ignored and criticized for a long time before they were successful in accomplishing their goals. Some of such protested practices would include slavery, women’s suffrage, civil rights, and so many others. Maybe another lesson to be gained from the open-ended way Jackson ended her story is that there is strength in numbers. In the story, it was Mrs. Hutchinson alone that expressly voiced her protests. What if the other women or just the girls joined in on her protest? If there were one, two or maybe more that joined her, the stoning may not have occurred. Sadly, no other voice joined hers, she was alone and everyone else chose to go along with the tradition. There is a lot to be learned from Jackson’s story, if one takes a deeper look at the story. What should not be lost is the possibility that the story is a call for young readers to take a critical look at traditions that are being practiced. Is there a need to review the necessity of traditional practices?  Is there a need to break way from social norms? It is upon the younger generation to cause change where there is a need for change and only retain those that are justified by present social needs.

Extreme Roles essays

Extreme Roles essays In every country, city, town and neighborhood in the world, there are stereotypes. We all live in a classified area where you can be regarded as rich, poor or middle class. Within those three types there becomes sub-categories, where ethnicity , gender and sexuality also become a part of the environment. The list goes on and on. In David H. Hwangs M. Butterfly, the roles of men and women in the Eastern and Western society are extremely limited in that men and women are both expected to act there part. Being a women in Eastern society, means basically, to do whatever possible to please your man. Song, although we come to find is actually a man, played the part of the perfect women. " Gallimard: I have a vision. Of, the Orient. That, deep within its almond eyes, there are still women. Women willing to sacrifice themselves for the love of a man. Even a man whose love is completely without worth."(Act three, scene three, pg.92). Song knew from experience that men of the Western world loved submissive women who would do anything to please the man they were with. Femininity is displayed as weak and passive. In order to find a man, a women had to do anything, even accept the fact that there husbands would find a mistress on the side. It was socially acceptable to be intentionally blind to what your husband was doing. The same also seemed to take place in the Western world as well, although not at such extreme cases.. Helga assumed that Gallimard took up a mistress while living in the Orient. Masculinity in this novel seems to be, the more women you have in your lifetime, the more you are considered a man. "Gallimard: (To us): Toulon knows! And he approves! I was learning the benefits of being a man. We form our own clubs, sit behind thick doors, smoke-and celebrate the fact that were still boys...."(Act two, scene 4, pg. 46). The men in this novel seemed enchanted with the idea of women ...

High pressur fiberglass pipes manufacturing process Essay

High pressur fiberglass pipes manufacturing process - Essay Example roduction of this type of pipes started during the 1940s, and they have since been a preferred product, because they are corrosion resistant (FPI, 2013). These pipes are used as a substitute for stainless steel and steel pipes, which are less preferred. Many variants of these pipes are produced under high pressure conditions, and can be made to meet high diameter measures of up to 4000milimeters. The advantages of these pipes, when compared to other types, include that they are stronger, more durable and corrosion resistant (FPI, 2013). Another advantage is that they allow for greater design flexibility, which is evident from the customizable design of the pipes – to a wide array of specifications – and offering a wider range of shape and fitting profiles (Dubai Pipes Factory Co., 2012). High pressure fiberglass pipes are produced using glass fiber reinforcing material, which is the ingredient that determines the mechanical strength of the pipes. The mechanical strength of the pipe is higher, where higher amounts are used. The arrangement of the glass reinforcement, also determines the strength of the pipes produced. The common glass variants used during the manufactory of these pipes include designation C, E and ECR or advantex variant (FPI, 2013). The fiber glass used during the production of high pressure fiberglass pipes comes in a variety of forms: continuous roving, which offers high mechanical properties; reinforcing mat, which offers multidirectional reinforcement for fittings and pipes and surface veil, which improves environmental resistance and the smoothness of the surfaces (FPI, 2013). In other cases, thermosetting resins are used during the production process. These resins are of a polymeric type, cured using heat and chemical additives. The resins used for the production of high pressure fiberglass pipes are of two main types. The first is polyester materials, including isophthalic, which is mainly used during the production of wide diameter

Administrator challenges Essay Example | Topics and Well Written Essays - 750 words

Administrator challenges - Essay Example Discipline is a single word but it has lot of meanings i.e. order, control, arrangement and organization. It is a continuous process of training and educating ourselves to live under control of certain rules and regulations Gondal (1999). According to a poet (1976), life is the combination of a few elements under some ‘discipline’, and death is the indiscipline among these elements. Men live in a society which is governed by certain laws to keep the individuals in discipline. If the discipline is not maintained properly, the result will be chaos, anarchy, disturbance, and ultimately ruin. Thus a society can function peacefully only if its individuals are disciplined. Even an individual can’t make progress in life if he does not discipline himself. Law-breakers and undisciplined persons bring ruin not only to themselves but also to society Wallace (1987). The primary origin for any criminal justice system is the law of the society, and it plays an important role in a democratic society. The course of growth of law in a democratic society makes sure an evaluation of community permission for the law through approval expressed by the elected government. The whole criminal justice system in a country, thus, moves around the laws those are passed by the Union Parliament and State Legislatures. Police department comes at the phase as the main law enforcement authority available to the State. Being a police commissioner, it is my responsibility to administrate and control the discipline in the department. I faced lot of problems in this occupation. As the role of police in keeping public order have even greater restrictions especially in a democracy. Preservation of order involves a certain evaluations of peace and avoidance of violence of any kind. The typical features of the existing social structure in many countries are, inter-group disagreements on description of religions, language, caste,

Human Resource Development Essay Example | Topics and Well Written Essays - 1500 words

Human Resource Development - Essay Example Comparative analysis of two academic articles is the main thrust of this paper. Workplace or Individual development in learning organization is the common argument of these two articles. The development of HRD theory and practice will also be discussed. Comparative Analysis First Article. According to Alkire (2002, p.182), â€Å"One fundamental reason for serious account of dimensions is to give secure epistemological and empirical footing to the multidimensional objective of human development.† This is the reason why there are several dimensions mentioned in the first article. HD framework is important for HRD considering that the latter is expected to handle the human capital of the organization, and it is the responsible department that will oversee the development of individuals (Laird, et al., p.7). This concept is also justified through Sen’s capability approach, Finnis’ notion of human flourishing and dimensions of development. As described by Alkire (2002 , p.184), Sen’s capability approach is one of the developmental approaches that refers to freedom as to what the individual prefers. Sen resisted further that his approach is all about the many capabilities an individual possessed which can be used in the development process. The Sen’s and Finnis’ approaches are somewhat related in terms of values and reasons for actions. The human flourishing approach of Finnis is all about the basic values that â€Å"provides standards for choice and action because the integral directiveness of basic practical principles enables us to identify intermediate moral norms that exclude ways of choosing that are incompatible with a will towards integral human fulfillment† (George, 2004, p.271). The argument in the article constituted on how these... This paper stresses that authors of the two articles both conveyed different theory development, and the ways of developing varied from each other. The first article is concerned about problem-solving theories not just within the corporate sector or individual development but also in the global perspective. In fact, its definition of HRD involved the whole humanity and the public good. On the other hand, the second article is focused on the problem-solving process within the boundary of merging organizations. The argument lies in the public and private corporations and data from NHS. However, the intersecting point of two authors has meet when they talked about training and development, culture, and values. The arguments of the first article are justified by presenting theories while the basis of the second article is through the conduct of research. Both of them explained the importance of human development framework in the field of human resource development, and the outcome has be en successful. This report makes a conclusion that the first article is using different approaches and arguments that will serve as a guide to the reader. It also managed to define terms that are in broad context particularly the given approaches. The arguments are clearly defined and examples are best illustrated. However, the human resource management literature review of the article is not thoroughly explained, and some of the presented theories are omitted. The article is addressing different arguments but not all of them are discussed. The relationship between HD and HRD are not clearly answered particularly in the part of conclusion. Human Resource Development Essay Example | Topics and Well Written Essays - 3500 words Human Resource Development - Essay Example This required recruitment of line managers with defined technical skills and hence developing new skills became mandatory. The management became aware that the changes implemented over the recent years have altered the nature of the company. To cope up with these issues, a new human resource manager has been appointed who plans to initiate the learning and training programmes for the employees to enhance their organizational performance. The company’s induction programme lasts for two days and covers topics such as the history of the company, mission statement, organizational objectives, company ethics, rules of the organization and human resource policies (Basadur, Wakabayashi and Graen, 2008). The objective of the study is to compare different learning styles, explain the role of learning curve and access the contribution of learning styles and theories in scheduling and designing a learning event for the company’s workforce. The aim of the study is to compare the tra ining needs of the staff of Green and Company, review the success of the evaluation of training event in the company. Learning curve refers to the geometrical progression which discovers that there is a gradual decrease in cost for achievement of a given repetitive operation as the similar operation is steadily repeated. The quantity of decline will be less with every successive unit manufactured. The decision curve slope is expressed in percentage (Hayes and Allinson, 2011). This curve is a measure of experience gained in production of a product in an organization. Along with more production of units, individuals involved in the manufacturing process become more efficient. It proves to be very effective in the manufacturing industries and where the task is repetitive in nature with same equipments and tools such as in Green and Company. Green and Company can use the learning curve theory for setting standards in the learning

Management of Maxillary Sinusitis of Endodontic Origin

Management of Maxillary Sinusitis of Endodontic Origin A case report ABSTRACT: Endodontic implications of the maxillary sinus include extension of periapical lesion into the sinus. Though the actual cause of sinusitis is difficult to determine accurately, majority of the cases occur through a dental cause. The purpose of this paper was to present the management of maxillary sinusitis of endodontic origin. A 48 year old generally healthy male patient reported to the dental clinic for the implant placement in the area of missing #26. During the procedure, the dental surgeon noticed a thick granulation tissue in the deep area with painful sensation. Further endodontic consultation revealed the tooth #25 was endodontically treated 9 years ago and CBCT showed periapical lesion perforated the maxillary sinus. Extraction and enucleation was done and the biopsy sent to the histopathological lab revealed periapical granuloma. After 2 months, patient was asymptomatic and ENT examination showed the floor of maxillary sinus with reduced hyperplasia. Symptoms of m axillary sinusitis can evoke pain of dental origin, and a careful differential diagnosis is important when dealing with pain in the maxillary posterior area. Keywords: maxillary sinusitis, mucositis, odontogenic origin Introduction Endodontic implications of the maxillary sinus include extension of periapical lesion into the sinus. The literature mentions many cases of extension of periapical infection to the maxillary sinus 1-2-3-4. Stafne estimated that 15–75% of the sinusitis cases occur through a dental cause although the actual cause is difficult to determine accurately 5. Sinusitis can be divided into acute, subacute and chronic types. Symptoms produced by acute or subacute maxillary sinusitis can be mistaken with those of pulpal origin 6. A comprehensive examination of the patient’s medical and dental history will draw the attention of the clinician to endodontic implications of odontogenic origin. The purpose of this paper was to present the management of maxillary sinusitis of endodontic origin. Case report A 48 year old generally healthy male reported to the dental clinic for the implant placement in the area of missing #26. During the procedure, the dental surgeon noticed a thick granulation tissue in the deep area and the patient started feeling painful sensation even with repeated anesthesia. The surgeon then put bone graft material and closed the flap for further consultation. Patient was then shifted from implant clinic to the diagnosis clinic for examination of tooth #25 that had periapical lesion (figure 1). It was revealed during the examination that the tooth #25 had undergone root canal treatment 9 years ago. The pre-operative radiograph had revealed a large periapical lesion with interrupted lamina dura around the tooth #25 with previous root canal filling material and filling on the crown (Figure 2). The periodontal probing was within normal limits for all teeth in the upper left region and the teeth #24 and #25 was restored with amalgam. (figure 3 and 4). The tooth showed no response to cold and electric pulp testing and it was tender on percussion but not on palpation. The tooth was diagnosed as previously treated with symptomatic periapical peridontitis. After the clinical examination, CBCT radiography was taken to check the maxillary sinus involvement. CBCT revealed a periapical lesion that perforated the maxillary sinus with thickening of the maxillary sinus floor (figure 5, 6 and 7). Patient then referred to ENT department for consultation. They advised (i) extraction of the involved tooth to remove the source of infection and the thickening of the floor will get resolved upon follow up, or (ii) to inoculate the lesion completely through endoscope under GA. Patient presented to the endodontic clinic for treatment plan and decision making. The endodontist advised root canal re-treatment of #25 followed by surgical root end resection and retrograde filling along with enucleation of the lesion with precaution to the maxillary sinus perforation. But after consultation with prosthodontist, it was decided to extract the tooth #25 as it was questionable in restorability (figure 8 and 9). So, the recommended treatment was extraction and the final diagnosis was maxillary sinusitis of endodontic origin. Patient referred to OMF department where extraction of tooth #25 and enucleation of the lesion was performed (figure 10, 11 and 12). The biopsy was sent to the histopathololgy lab. Post-surgical instructions were given to the patient and was prescribed cap. amoxicillin 500mg tid, tab. brufen 600mg, Rhinocort along with anti-histamines and decongestants. Biopsy report showed periapical granuloma which confirmed the diagnosis. On follow up after 2 months, patient was asymptomatic and PA radiograph revealed socket space (figure 13 and 14). ENT examination showed the floor of maxillary sinus with reduced hyperplasia. Discussion Radiographic examination of the maxillary sinus includes periapical, occlusal, panoramic and facial views7. Panoramic radiography provides a wide overview of the sinus floor and its anatomical relation with the tooth roots allows the determination of the size of periapical lesions. The symptom associated with maxillary sinusitis is dull pain, mostly unilateral and during mastication, or a feeling of ‘fullness’ around the upper posterior teeth. The patient may complain of pain exacerbated when lying down or bending due to increased intracranial pressure from blood flow and the affected sinus may be tender to palpation8. The teeth in relation to affected sinuses will be moderately or extremely sensitive to palpation and/or percussion. Nasal discharge is considered to be important sign of sinus infection. The use of a topical nasal decongestant may help in differentiating pain from sinusitis or from dental origin. On the other hand, the pain of dental origin ranges from the rmal sensitivities to continuous sharp pain which may be associated with localized swelling. Radiographic changes in sinusitis show thickened sinus mucosal membrane and air-fluid filled. The first time that showed the direct extension of dental infection into the sinus was in a study by Bauer in 1943. His study was done on cadavers and revealed the pulp of involved teeth with histological evidence of extension of infection into the maxillary sinus. The local hyperplasia of dental origin in the mucosa of the maxillary sinus could be removed by conservative root canal therapy. Selden and August in1970 also managed maxillary sinusitis after the treatment of a periodontal-endodontic lesion in first and second premolars. For the refractory cases after a conservative management, the surgical approach was recommended10. In this case the restorability of the tooth made the final decision. At least 70% of bacterial contamination of sinusitis is caused by Streptococcus pneumonia and Haemophilus37 influenzae11. Antibiotics are a significant part of management in acute suppurative sinusitis. Pinheiro et al recommended amoxycillin as a first-line of treatment aimed to cover both gram-positive and gram-negative organisms. Topical decongestants are beneficial for oxygenation and facilitate the sinus drainage of pus by decreasing the edema. Analgesics, such as paracetamol and nonsteroidal anti-inflammatory drugs are beneficial for the control of pain. Conclusion The close anatomical inter-relationship of the maxillary sinus and the roots of upper posterior teeth can lead to endodontic complications. Periapical inflammation can lead to maxillary sinusitis of dental origin with resultant inflammation and thickening of the mucosal lining of the sinus in areas adjacent to the corresponding teeth. In such cases, the conventional endodontic treatment or re-treatment is the treatment of choice with surgical intervention. But there are chance of refractory cases which requires extraction to remove the source of infection. An adequate diagnosis and appropriate treatment with antibiotics, decongestants and analgesics are indicated for the treatment of sinusitis.

Frankenstein by Mary Shelley Essay -- Frankenstein Literature Dopplega

Frankenstein by Mary Shelley Mary Shelley’s Frankenstein is widely hailed as literature’s greatest gothic novel, as well as its first science fiction work. Written by a young woman in answer to a challenge from a circle of male authors (which included her husband, Percy Bysshe Shelley), the tale is drawn from her personal experiences as well as from the writings of other authors. The monster in the story is a multifaceted symbol for humanity’s fears, representing unchecked technology and the un-mothered child, among other things. As a representative of these fears, the monster itself may be described as a doppleganger. The word doppleganger is taken from the German dopplegà ¤nger, meaning â€Å"double goer.† It appears as a reflection of a person, an apparition resembling a living being. When it appears, it is often taken as a portent of death, as it was by Elizabeth I when she saw a pale vision of herself lying still upon her deathbed soon before she died (Encyclopedia Mythica, 1). On a larger scale, Frankenstein’s monster could be described as a doppleganger of humanity, personifying our fear of ourselves and of our capabilities. One classic example of a doppleganger is the reflected image seen in a window at night, sometimes mistaken for a prowler. Frankenstein’s monster acts the part of this apparition when he appears to Frankenstein in his new bride’s window on her wedding night after killing her. The doppleganger that is the monster takes on many forms in terms of what it represents. One of these is the fear of science and its role in relation to God. As scientific advancements were made in the field of medicine, questions arose as to whether or not man should try to perform acts that only God was previously capable of performing. This moral issue is initially ignored by Frankenstein, overshadowed by his zeal for accomplishing his impossible feat of reanimation. After he animates the creature and shuns it for its horrible appearance, it acts on its impulses for revenge. As the story progresses, Frankenstein realizes that he should have thought more carefully before acting, and the repercussions of his dark deed eventually lead him on a self-destructive quest to ultimately attempt to annihilate his own creation. By trying to ascend past his place in God’s universe, Frankenstein, in the end, destroys himself and all that he ever loved.... ...etheus, Adam) and destructor (Satan) of life. (Desert Aine 2, 1-2) Frankenstein and his abominable creation are two characters inexorably linked with eachother, as father and son, as inventor and invention, and even as reflections of eachother. Their conflict deals with themes of the morality of science and the fears of child birth, and their characters are drawn from a wealth of experience and reading. Shelley’s doppleganger of mankind is like a twisted vision of reality; based in some sense on reality but wildly taken out of proportion, the monster is so inhuman that it cannot reconcile itself with its master or the world of humanity. Its tragic story serves as a warning of what mankind could become as well as a reflection of Shelley’s own personal demons, and her creation has changed the face of literature. Bibliography: Desert Aine 1. 3/13/1999. 3/14/1999. http://www.desert-fairy.com/birth.shtml Desert Aine 2. 3/13/1999. 3/14/1999. http://www.desert-fairy.com/franken.shtml Encyclopedia Mythica. 3/14/1999. http://pantheon.org/mythica/articles/d/doppleganger.html Mellor, Anne K. Mary Shelley, her Life, her Fiction, her Monsters. New York: Routledge. 1988.

Deforestation and Malaria

Stephanie Saperstein ISB 201L 9. 24. 11 Deforestation and Malaria The changes in global environments is expected to affect the rate of malaria cases in humans. Malaria is a serious and at times fatal disease caused by an infectious parasite that can live within a mosquito that feeds on humans. These mosquitos breed in numerous areas and have affected many populations causing many people to suffer from its painful symptoms and effects of the disease. Researchers have been conducting tests on whether deforestation does in fact increase cases of malaria in hopes to increase the ability to control malaria’s outbreaks in certain areas.The increase in population in many areas is causing there to be an increase in deforestation due to the needs for land for settlement, cultivating agriculture and extracting resources. Research has shown that deforestation does increase the rate of malaria because of the environmental changes of breeding sites and humans moving to and from forested ar eas. Malaria’s parasites most commonly and successfully infects the female Anopheles mosquitoes and those humans that are bitten by these mosquitos, however they are both affected by the parasite differently.In humans the parasite begins by infecting the liver where it matures and begins to breed and multiply. After multiplying they begin infecting the blood stream and attacking the host’s red blood cells. These parasites continue this cycle by consistently infecting more and more red blood cells. Unlike humans the mosquito is not harmed when infected by the parasite. When a Anopheles female mosquito feeds on a human carrying this parasite a new cycle of growth and multiplication takes place in the mosquito. The parasite begins in the mosquitos stomach and then travels to the midgut wall of the mosquito where they breed and multiply.After 10-18 days, the parasites are found as â€Å"sporozoites† in the mosquito's salivary glands. (The Malaria Lifecycle 2006) Whe n the Anopheles mosquito feeds on another human, the sporozoites are injected with the mosquito's saliva and start another human infection. The mosquito transfers the parasites to multiple people by biting them and therefore acts as a vector for the disease. In one study it is said that deforestation is the largest contributing factor to malaria out of the many environmental changes and its rates are expected to increase. Where malaria is found depends mainly on factors such as temperature, humidity, and rainfall.Malaria is transmitted in tropical and subtropical areas, where Anopheles mosquitos can survive and multiply and where malaria parasites can complete their growth cycle in the mosquito. Research has recognized that deforestation increases malaria risk in Africa and the Americas and lessens it in South-east Asia. (Guerra, Snow, and Hay 2006) Malaria in the Amazon has been caused by ecosystem changes which were caused by human migration and opening of land for agricultural re asons, cattle, and natural resource extraction as well as deforestation and reforestation.The change in the ecosystems relates to the promotion or suppression of Anopheles darlingi, or the number one malaria vector in the Amazon, is ultimately the most important factor. An. darlingi is the most important malaria vector in the Amazon region. The vector breeds in partly shaded pools found in flooded areas of forests, forest creeks, river edges and pools left after river-level recession during the dry season. When humans colonize forests or near-forest areas in the Amazon it causes an increase of An. arlingi populations by increasing human exposure to this species’ natural breeding habitats and by generating new breeding habitats on the forest fringes. When deforestation takes place there are less trees to shade the given area of land and the acidity and chemical composition of the soil changes. This environmental change often creates favorable conditions for the breeding of An. darlingi and therefore increases the local risk of human malaria. Government sponsored colonization projects and significant migration, which took place with the help of deforestation, have resulted in malaria outbreaks.The â€Å"frontier malaria† phenomenon is exhibited in the Brazilian Amazon, among many other places, which increases the rate of malaria among humans. Frontier malaria is defined as a phenomenon operating at three spatial scales and with a distinctive time path. First at a micro/individual level, vector densities are high because of changes in the ecosystem that promote habitats for A. darlingi. This also occurs when human exposure is intense, such as at dusk or dawn. The second is at the community level where weak institutions, minimal community cohesion, and high rates of in and out migration characterize the frontier malaria.Third, at the state and national level, there is unplanned development of new settlement areas where agriculture had failed and peop le avoided malaria. However, this only elevates the rate of transmission. This frontier malaria has a time path where at the opening of a settlement area malaria rates rise rapidly and after 6-8 years the unstable in and out human migration and the high level of ecosystem transformations such as land clearing is replaced by urbanization and community cohesion. This frontier malaria then consists of more stable and low rates of transmission of malaria. Singer and Caldas De Castro 2006) Malaria has recently struck in the Peruvian Amazon region and research has shown that deforestation was the main cause. This research states that the risk of being bitten by the primary malaria-carrying mosquito, A. darlingi, is nearly 300 times higher in cleared areas than in those that are largely undisturbed. (Meadows 2006) A study reported in the American Journal of Tropical Medicine and Hygiene shows how deforestation is a contributing factor to the increase in malaria outbreaks.The study was cond ucted in the Loreto district of northeastern Peru, where malaria has risen from 600 cases in 1992 to 120,000 in 1997. Loreto’s population is increasing causing there to be increase is deforestation in order for more settlements such as roads for plantain, cassava, and other subsistence crops. As stated earlier, clearing forest for cropland also often creates better or more breeding sites for the A. darlingi mosquito by providing deep water and short vegetation. Researchers in Loreto experimented by measuring the rate of An. arlingi bites to test whether the population was the primary factor in the increase in malaria cases or whether deforestation was. They found that population size had no effect on the An. darlingi bite rate, but that deforestation had an enormous impact on it. The rate was 278 times higher in areas with the least forest and the most grass/crop land than in areas that were undisturbed. This study proves that areas of slash-and-burn agriculture provides a be tter environment for An. darlingi mosquitos to breed and increase in population, therefore causing more people to be at risk or in contact with the mosquitos that carry the disease.As exhibited in the previous studies and research, deforestation is definitely a contributing factor to the rise of malaria infection. The increase of population and globalization increases the need for land to raise cattle, extract resources, cultivate agriculture, and areas to migrate to. This increase then leads to a need for deforestation which has proven to be a main factor in raising the cases of malaria. In these studies deforestation increased malaria in numerous ways. By destroying forests the climatic factors in areas affecting vector and parasite reproduction and development were significantly changed.Deforestation changed ecological and landscape factors by increasing the amount of sunlight which in turn increases the temperatures of bodies of water, thereby changing the habitats for breeding areas. Overall deforestation is indeed one of the highest contributing factors to the rise in the insect vectored disease around the world. References Guerra, C. A. , R. W. Snow, and S. I. Hay. â€Å"A Global Assessment of Closed Forests, Deforestation and Malaria Risk. † American Journals of Tropical Medicine and Parasitology 100. 3 (2006): 189-204. Pub Med Central. U. S.National Library of Medicine National Institutes of Health, Apr. 2006. Web. 24 Jan. 2011. . Meadows, Robin. â€Å"Malaria Linked to Deforestation. † Conservation Magazine. 2006. Web. Sept. 2011. . Singer, Burton, and Marcia Caldas De Castro. â€Å"ENHANCEMENT AND SUPPRESSION OF MALARIA IN THE AMAZON — SINGER and DE CASTRO 74 (1): 1. † ENHANCEMENT AND SUPPRESSION OF MALARIA IN THE AMAZON 74. 1 (2006): 1-2. American Journal of Tropical Medicine â€Å"The Malaria Lifecycle. †Ã‚  TravelHealth. co. uk — the UK Independent Travel Health Site. Travel Health Co, 21 Nov. 2006. Web. 14 Feb. 2011. .

The Welfare State A Cost Benefit Analysis essays

The Welfare State A Cost Benefit Analysis essays The Welfare State - A Cost Benefit Analysis The role of welfare within our society has always been controversial. This problem emphasizes the need to understand the roles of variable factors when pertaining to the subject of welfare within our society. The proposed analysis will address the phenomenon of welfare assistance and several factors which may contribute to the increase or decrease of welfare assistance to the poor in 4 ways: (1) by defining major concepts and any other concepts about which there is likely to be misunderstanding (2) by further examining the past history pertaining to the subject of welfare assistance within the United States; (3) by developing the formulation of a hypothesis which will provide for an explanation of welfare; and finally (4) determining whether or not the benefits of welfare assistance outweigh the cost. Ultimately, the purpose of this research analysis is to investigate variable factors that may contribute to the increase or decrease of welfare assistance. This cost benefit analysis is an attempt to explain the tentative assumptions of others pertaining to the subject of welfare, in order to determine and explain the relationship of welfare to the economic cost and benefits. Before welfare assistance can be analyzed there is a need to define the terms that will be used. Policies like welfare assistance are worthwhile only if the benefits to society are greater than the costs. When choosing among a set of policies, the policy with the greatest net benefit (benefit over cost) should be chosen. Hence, this is where the term cost-benefit analysis comes from. Cost-benefit analysis is a technique for determining the optimal level of an economic activity such as welfare. In general, an activity such as welfare assistance should be expanded as long as it leads to greater benefits than costs. In purely economic terms, does the benefit of welfare assistance justify the costs of welf...

makeupp essays

makeupp essays The word cosmetics originates from the Greek word cosmos meaning order of arrangement. This business has evolved within the last half-century. In less than 60 years, the American cosmetic industry has evolved from bathtub and garage operation to a big business seducing teens. The forms of cosmetics include lipstick, lip gloss, foundation, powder, rouge, mascara, eyeliner, and nail polish. Women who didnt make their own had two choices: they could go to a pharmacist who compounded preparations under a house label or purchase commercial products. Recipes for cosmetics began to be published in the US in the late 18th century to the late 19th century. Womens access to information about cosmetics expanded. The earliest known cosmetics come from the 1st Dynasty of Egypt (about 3100-2907 BC). Tombs of this era have yielded unguent jars, and from remains of later periods it is evident that the unguents were scented. Such preparations, as well as perfumed oils, were extensively used by both men and women to keep the skin supple and unwrinkled in the dry heat of Egypt. Egyptian women also developed the art of decorating the eyes by applying dark green color to the lower lid and by blackening the lashes and the upper lid with kohl, a preparation made from antimony or soot. It is likely that the Jews adopted the use of cosmetics from the Egyptians, since references to face painting appear in the Old Testament. In Greco-Roman women wore white lead and chalk on their face to attract attention. Egyptians wore foundation to lighten their skin and kohl eyeliner. Europeans followed the Greco-Roman trend of pale faces . During the time of Louis X14 and Queen Elizabeth 1st, we took a few chances to look our best with catastrophic results. Pale skin was the flavor of the month and unknowingly, the skin was whitened with lead and it caused many early deaths. They were not satisfied with their hair either, so they bleached...

International marketing Essay Example | Topics and Well Written Essays - 2500 words

International marketing - Essay Example However, globalization has not diminished social and cultural differences across markets which suggest that marketing communication strategy needs to address these differences when communicating across cultures. Hofstede’s dimensions of national culture are the most widely applied theory in understanding national and international markets. This paper argues that the concepts of self, personality and identity differ across culture which in turn influences advertising strategy across different markets. However, advertising strategy cannot solely be based on Hofstede’s dimensions of culture. Other factors and variables could also influence the advertising appeals. It is essential to understand how advertising works in different cultures and to understand this, the advertising value has to be perceived in the right manner. Consumers and Cultural dimensions Culture is the collective programming of the mind which distinguishes the members of one group or category of people fr om another (Hofstede, 1990). National culture differentiates one nation from another but within the national culture several subcultures may exist. Consumers differ not only in their lifestyle, beliefs, attitudes and buying habits and at the root of all these, is the difference in culture. Cultural values actually represent the core beliefs of the society. It also includes education, religion and the physical environment. Attitudes develop over time and can change with age and education. In personal communication verbal and body language both can difference across cultures. Understanding cultural differences is a prerequisite for international advertising as a culture’s values are reflected in its advertising (Aillaud & Hahnel, 2006; Chang et al, 2009; Alozie, 2010). Culture and advertising Culture and advertising are inherently related and beliefs towards advertising differ across cultures (Liu et al, 2011). Advertising represents a special type of mass media discourse where verbal and non-verbal messages are unified into a single entity (Ustinova, 2008). Advertising merges the voices of authority and intimacy as they are constrained by the need to fulfill the wishes of their clients. Advertising is closely related to culture and must be adapted to meet the consumer’s needs. Tastes and desires may have become homogenous; values and needs have not become universal (Cemalovic, 2009). Cultural differences continue to exist in language, customs, and habits which heighten the importance of localizing the marketing strategy. Cultural values are an integral part of the consumer’s self. Therefore, for advertisements to be effective, they should be centered on the customer. Mental and social processes also make a difference in how advertisements are perceived (Mooij & Hofstede, 2010). Mental processes are internal – how people learn, perceive and process messages. Social processes include motivation and emotions. Both these processes affect mass communication and interpersonal communication which in turn impact the advertising appeals and advertising style. Advertising appeal and culture While designing advertisements the consumers must be focused upon. Culture influences various elements of consumer behavior and each of these have to be considered by the marketers when designing advertisements. Consumers differ in how they process information and perceive the message. Advertising appeals are specific approaches that marketers use to communicate

PICOT ASSIGNMENT#2 ( WILL SEND SPECIFIC INFORMATION) Research Paper

PICOT ASSIGNMENT#2 ( WILL SEND SPECIFIC INFORMATION) - Research Paper Example This is through the review of literature using the PICOT question, in which case it is essential in looking for evidence that supports an intervention (Vollman, 2010). The picot question involves the following elements The intubation procedure should involve the gas exchange, the hemodynamic and the neurologic care, in which case they are essential in critically ill patients (Vollman, 2010). The evidence provided is quite of high level and results in answering the PICOT questions. The application of CLRT is quite easier to maintain, and hence, the application of CLRT leads to prevention of atelectasis than it restores the alveolar patency. The inclusion criteria included all the search results, in which case it had to contain continuous lateral therapy and lung injury, lung complications and ARDS (Davis et al., 2001). The pulmonary complications are the most frequent in mortality and morbidity in critically, ill patients. Studies by the Institute for Healthcare Improvement have had to find that the ventilator-associated pneumonia is leading in the cause of hospital morbidity and mortality. Nurses have even had to implement a two-hour turning of patients in order that they prevent the complications. Despite the continued use of such strategies, there has been no significant improvement in the effectiveness of pulmonary complications. As part of the progressive mobility, the Continuous Lateral Rotation Therapy (CLRT) has been in use in order to reduce the pulmonary complications that have had to result from immobility. The therapy was through continuous motion-bed frames, in which case helps rotate the patient from one side to another. Such strategy is quite effective in improving the pulmonary outcomes in critically ill patients (Dollovich, et al, 1998). Mobilization of patients is quite an accepted practice that helps to reduce the effect of prolonged bed rest. Sometimes it is quite difficult to mobilize patients during the early acute phase

Various Perspectives and Opinions Essay Example | Topics and Well Written Essays - 1000 words

Various Perspectives and Opinions - Essay Example Biometrics technology has been widely employed in governments and corporations worldwide for security, particularly since the terrorist attacks of 9 September, 2001. Travel documents have security features which use biometrics to identify and verify. Airports and government agencies alike have used these technologies to screen passengers so as to ensure security of all passengers and verify their passes. It has also been used in forensics by the police to verify signatures used when signing credit receipts. This technology has been extended to elections, where voters would be barred from voting more than once, a similar application as for those being verified to access welfare benefits (Cole, 2005). Biometrics technology systems have been largely accredited for assuring citizens of their security. With screening at airports and borders of various countries, only persons that do not pose a security threat would be travelling and get to a particular destination as required. Corporation s have also appreciated the importance of this technology in keeping data safe and allowing authorized access only. The citizens who have been susceptible to fraud would better appreciate the importance of fingerprint biometrics technology. ... The FBI later retracted the case and admitted that the results were erroneous despite having been confirmed by about five senior latent fingerprint officers. More so, Opinion Research Foundation (2002) found out in his research that adults were skeptical that information stored in biometrics systems would have been used in ways to threaten their privacy. Since the technology involves use of radiations, health practitioners have had reservations on the eventual implications on the health of the public. For instance, iris biometrics uses near infrared radiation which would be illuminated to the iris so as to obtain the right data. The fear has been that retinal scanning could damage tissues in the eye. This argument has persisted despite the assurance from technologists and radiologists that the radiation is too weak to cause considerable damage to body tissues. Contact sensors have also been widely viewed as being contaminated. Since these sensors would be used by various persons, the risk of contamination by various microbes could be probable. But most organizations regularly irradiate UV light on these sensors so as to sterilize them. There are technologists who have however argued the lack of sense in this argument as the same persons who raise these fears use door knobs and rails on a daily basis which present a similar risk. Workers also feel that these systems have inhibited their movement at work places as their employers monitor their movements in corporations where they have to log in and out of work areas using biometric systems. Albeit the public has its reservations on the use of biometrics technology, it has still been widely utilized with Opinion Research Foundation (2002) finding that 82% of adults in America have at least one ID