Autopsy of a Crime Scene Essay

1.Which technique is the best choice when blood is found at a crime scene? In the genetics laboratory (under â€Å"resources† at the bottom of the window), who is one individual that contributed to modern genetic analysis? What did this person contribute? I would say that analyzing the blood in a lab would be the best technique. Alec Jeffreys is known as the father of genetic profiling. He invented what is now an essential technique, especially in forensic science, called a polymerase chain reaction, or PCR. 2.How are computers used in fingerprint analysis? Experts examine tiny fingerprint details known as minutiae. These may be loops, dots, forks, islands, etc. Several comparison points must be perfectly matched for two fingerprints to be considered identical. 3.Who is a pioneer in fingerprint analysis? Describe a famous case that this person was involved in. Edward Foster studied fingerprint analysis in the US and introduced it to Canada. IN1911, Foster testified as a fingerprint expert in the Jennings case. Fingerprints in the wet paint next to Mr. Hiller, the murder victim, were the only clue. Foster demonstrated to the court that the prints of Thomas Jennings, who had been arrested as he was fleeing the scene, matched those left in the paint, and Jennings was convicted. 4.What is the role of the forensic chemist in crime scene investigation? These experts analyze all chemical, organic, and inorganic aspects of a sample. They separate the components and identify them using a variety of tests and devices. Their findings are used as evidence by the investigator and in court. 5.Who helped pioneer forensic chemistry? Describe one of her famous cases. France McGill became a pathologist and teacher is Saskatchewan. When Dr. McGill examined the stomachs of an elderly couple who had died on Christmas Day, she found a large quantity of strychnine, a powerful poison, along with the bran. The murder weapon was soon identified: the two of the victims had eaten bran muffins baked by their granddaughter. She had actually intended them for her father. She was charged with murder, but later acquitted. 6.In the ballistics laboratory, what is the water tank used for? Describe the analysis. To determine whether a bullet found at the crime scene actually came from the suspects weapon, it must be compared with  another bullet from the same gun. Ballistics experts fire it into a special water tank that slows and stops the bullet so that they can collect it intact. 7.Who helped pioneer ballistics analysis? What did he contribute? Wilfrid Derome was a multitalented Quebec doctor: a medico-legal expert, toxicologist, forensic photographer, medical examiner and scientific communicator. He founded the Laboratoire de recherchà © medico-legales de Montreal, the first laboratory in North America and only the third in the world. His motto: â€Å"Never allege anything you can’t prove.† 8.Why is measuring and diagramming the scene important? A police officer makes a sketch of the scene, measuring distances using measuring tapes and a laser meter. He notes the specific location of objects, Clues, and the body. The photos of this sketch will later be used to draw an accurate plan of the site on the computer. 9.What materials or tools would a crime scene technician use? A crime scene technician would use a camera to photograph the scene, a polilight to find clues that a rent visible to the naked eye, he would make diagrams and take measurements, they would use a magna brush and some type of colored powder to make any fingerprints more visible, and anything to properly take samples with. 10.From the activity and the information it had, what aspect of an investigation do you think you’d most like to work in? For example, would you prefer one of the laboratories? What appeals to you about this particular aspect of the investigation? I think I would like to work in a lab doing ballistics examination because I like to do a lot of puzzles and I believe that in some aspects it is like a big puzzle trying to figure out which gun fired the bullets at the scene.

Basic Concepts in Quality Planning and Management

Quality Management (Basic Concepts) 1) What Is Quality? The totality of features and characteristics of a product or service that bear on its ability to satisfy stated or implied — ASQ (American Society for Quality) needs. 1. 2. 3. 4. 5. 6. 7. 8. Performance Reliability Durability Serviceability Aesthetics Features Perceived Quality Conformance to Standards Will the product do the intended job? How often does the product fail? How long does the product last? How easy is it to repair the product? What does the product look like? What does the product do? What is the reputation of the company or its product? Is the product made exactly as the designer intended? Quality Management Slide 2 of 35 1. 1 Components of Quality Customer Quality of Design Product Features vs Customer Requirements Requirements Performance Quality of Specifications Sales and Marketing Product Specifications vs Product Features Quality of Conformance Features Product Product Characteristics vs Product Specifications Design Manufacturing Quality of Performance Product Characteristics vs Customer Requirements Specifications Quality Management Slide 3 of 35 1. 1. Voice of the Customer The term Voice Of the Customer (VOC) is used to describe customers’ needs and their perceptions of your product or service. VOC data helps an organization: †¢ Align design and improvement efforts with business strategy. †¢ Decide what products, processes and services to offer or enhance. †¢ Identify critical features/performance requirements for products, processe s and services. †¢ Identify key drivers of customer satisfaction. Quality Management Slide 4 of 35 1. 1. 2 Kano’s Model of Customer Needs Performance Quality Satisfiers Excitement Quality Noriaki Kano Delighters Basic Quality Dissatisfiers Quality Performance Quality Management Customer Satisfaction Slide 5 of 35 1. 2 Quality is Customer Satisfaction Supplier Metrics †¢ Cycle-Time Customer Needs †¢ Timeliness †¢ Cost †¢ Price †¢ Defect Rate †¢ Quality Quality Management Slide 6 of 35 1. 2 Quality is Customer Satisfaction A â€Å"customer† is anyone who is impacted by the product: 1. External Customers – Include not only the end-users, but also †¢ the intermediate processors (OEMs, distributors, retailers) †¢ non-purchasers who have some connection to the product (government regulatory bodies) . Internal Customers – Include not only other divisions of the company that are provided with components for an assembly, but also †¢ others that are affected (the Purchasing department that receives an engineering specification for a procurement) Quality Management Slide 7 of 35 1. 3 Two Views of Quality Internal View of Quali ty Compare product to specification Get product accepted at inspection Prevent plant & field defects Concentrate on manufacturing Use internal quality measures View quality as a technical issue Efforts coordinated by quality manager External View of Quality Compare product to competition (and BIC) Provide satisfaction over product life Meet customer needs on goods & services Cover all functions User customer-based quality measures View quality as a business issue Efforts directed by upper management Quality Management Slide 8 of 35 2) What is Management? Management is the process of designing and maintaining an environment in which individuals, working together in groups, accomplish efficiently selected aims. Quality Management Slide 9 of 35 2. 1 Management Functions Goals of Claimants Use of Resources Reengineering the System What , When Planning How Organizing Who Staffing Leading Controlling Produce Results Quality Management Slide 10 of 35 Facilitate Communication Links 2. 1 Management Functions Strategic Tactical Quality Management Time Spent in Carrying Out Managerial Functions Slide 11 of 35 Controlling Organizing Planning Leading 3) What is Quality Management? Quality management is the process of identifying and administering the activities needed to achieve the quality objectives of an organization. Desired Quality Performance Current Quality Performance Quality Management Slide 12 of 35 3. Juran’s Trilogy CHRONIC WASTE ( opportunity for improvement ) Joseph Moses Juran (1904-2008) †¢ Quality Planning designing products, services and processes to meet new breakthrough goals †¢ Quality Control meeting goals during operations †¢ Quality Improvement creating breakthroughs to unprecedented levels of performance Slide 13 of 35 Quality Management 3. 1 Juran’s Trilogy Quality Planning †¢ Establish quality goals †¢ Identify customers †¢ Discover customer needs †¢ Develop product features †¢ Develop process features †¢ Establish process controls, transfer to operations Quality Control Choose control subjects †¢ Choose units of measure †¢ Set goals †¢ Create a sensor †¢ Measure the actual performance †¢ Interpret the difference †¢ Take action on the difference Quality Improvement †¢ Prove the need †¢ Identify projects †¢ Organize project teams †¢ Diagnose the causes †¢ Provide remedies, prove that the remedies are effective †¢ Deal with resistance to change †¢ Control to hold the gains Quality Management Slide 14 of 35 4) The Need for Quality Management Two primary components of quality: †¢ Product Features †¢ Freedom from Deficiencies Features Deficiencies Price Share Cycle Time Waste Warranty Income Cost Profit Quality Management Slide 15 of 35 4. 1 Drivers for Quality Changing business conditions: †¢ Increasing competition – Customers are not willing to pay for higher quality †¢ Changing customer – Consumer markets commands priority based on volume †¢ Changing product mix – Low-Volume, High-Price > High-Volume, Low-Price †¢ Increasing product complexity – More stringent requirements for reliability †¢ Higher levels of customer expectation – Improved service quality both before and after the sale Quality Management Slide 16 of 35 4. 2 Deming Chain Reaction William Edwards Deming (1900-1993) Quality Management Slide 17 of 35 5) Total Quality Control Armand Villan Feigenbaum (born 1922) Quality Management Slide 18 of 35 5. 1 Key Elements of Total Quality †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ Strategically Based Customer Focus Obsession with Quality Scientific Approach Long-Term Commitment Teamwork Continual Improvement of Systems Education and Training Freedom through Control Unity of Purpose Employee Involvement and Empowerment Slide 19 of 35 Quality Management 5. 2 Scope of Quality Management Traditional (Little Q) Emerging (Big Q) Products Manufactured goods All products, goods & services, (whether for sale or not) Processes Processes directly related to manufacture of goods All processes, manufacturing support, business, etc Industries Manufacturing All industries, manufacturing, service, government, etc (whether profit or not) Slide 20 of 35 Quality Management 5. 3 Triple-Role Concept TripleUnder this enlarged concept (Big Q), all jobs encompass three roles for the jobholder: †¢ customer : receives processed information and/or goods †¢ processor : converts inputs into outputs †¢ supplier : delivers resulting products to customers e. g. The Product Development function †¢ receives information on customer needs from Marketing †¢ creates designs for new products †¢ furnishes specifications to Operations Quality Management Slide 21 of 35 5. 3 Triple-Role Concept TripleInput I am Responsible for Quality As a Good Customer I will As a Good Process Owner I will As a Good Supplier I will Output My Supplier My Customer Requirements & Feedback †¢ Agree on & document my requirements with my supplier †¢ Learn & apply the tools of quality – teach others †¢ Understand my customer requirements, agree on, & document my deliverables Requirements & Feedback Return defective inputs to my supplier promptly & tactfully †¢ Continuously improve my process – reduce defects, cycle-time & know benchmarks †¢ Reduce defects & variations in my output †¢ Feed back input quality data to my supplier †¢ Document & display my process, defect levels, & CI projects †¢ Measure my out put quality from my customer’s perspective Quality Management Slide 22 of 35 3. 2. 1 SIPOC Diagram Supplier Input Process Function 1 Output Customer Internal Internal Function 2 External †¦ External Function i †¦ Customer What are my requirements? Function n End-User What are their expectations? Who are my Suppliers? What are my Funtions? Who are my Customers? Exercise 1 Describe the triple-role for the following: †¢ a process engineer †¢ an equipment engineer †¢ a quality manager †¢ an under-graduate For each scenario, identify the key responsibilities for each triple-role. Quality Management Slide 24 of 35 6) The Importance of Quality The first job we have is to turn out quality merchandise that consumers will buy and keep on buying. If we produce it efficiently and economically, we will earn a profit in which you will share. William Cooper Procter (1862-1934) Company Employees Address in 1887 Three issues critical to manufacturing and service: †¢ Productivity †¢ Cost †¢ Quality Quality Management Slide 25 of 35 6) The Importance of Quality Improved Quality †¢ Competitive Advantage †¢ Reduced Cost Less returns, rework and/or scrap †¢ Increased Productivity Increased Profits †¢ Satisfied Customers Quality > Sales > Profit > Jobs Quality Management Slide 26 of 35 6. 1 Cost of Poor Quality GM announces recall April 14, 2009 06:56 PM HUNTSVILLE, AL (WAFF) – General Motors is recalling 1. 5 million vehicles because of potential engine fires. GM says there have been no reports of any fires or injuries. Some of the recalled vehicles are no longer in production. The recall involves vehicles with a 3. 8-liter V6 engine. The government says drops of oil could fall into the exhaust system and cause a fire in the engine. The recall includes the 1998-1999 oldsmobile Intrigue, the 1997-2003 Pontiac Grand Prix, 1997-2003 Buick Regal, and the 1998-2003 Chevrolet Lumina, Monte Carlo and Impala. A gm spokesperson says the recall is just a precautionary measure for consumers. Quality Management Slide 27 of 35 6. 1 Cost of Poor Quality Sony recalls 438,000 laptops on burn concern Fri, Sep 05, 2008 Reuters NEW YORK, US – Japan's Sony Corp has launched a voluntary recall of 438,000 Vaio portable computers, citing a potential hazard that could cause the machines to overheat or possibly burn a user. It is one of the biggest computer recalls since 2006 when Dell Inc recalled 4. 1 million notebook computer batteries because they could overheat and catch fire. Quality Management Slide 28 of 35 6. 1 Cost of Poor Quality Prima Deli chocolate cakes likely cause of food poisoning By Hasnita A Majid, Channel NewsAsia | Posted: 03 December 2007 2259 hrs SINGAPORE: If you've bought chocolate cakes from bakery chain Prima Deli, you should throw them away. The advice comes from the Ministry of Health (MOH) and the Agri-Food and Veterinary Authority (AVA). The two agencies say these cakes are likely to contain a bacteria called Salmonella Enteriditis, which has caused some people to get food poisoning. Salmonella is a group of bacteria that can cause symptoms such as fever, watery diarrhoea, vomiting and abdominal pain. 106 people have so far reported getting food poisoning after eating the cakes. Six had to be hospitalised, but have since been discharged. They tested positive for Salmonella Enteritidis. Quality Management Slide 29 of 35 6. 1 Cost of Poor Quality The Space Shuttle Challenger disaster occurred on January 28, 1986, when Space Shuttle Challenger broke apart 73 seconds into its flight, leading to the deaths of its seven crew members. The spacecraft disintegrated over the Atlantic Ocean, off the coast of central Florida, United States at 11:39 a. m. EST (16:39 UTC). The Space Shuttle Columbia disaster occurred on February 1, 2003, when the Space Shuttle Columbia disintegrated over Texas during re-entry into the Earth's atmosphere, with the loss of all seven crew members, shortly before it was scheduled to conclude its 28th mission, STS-107. Quality Management Slide 30 of 35 6. 2 Quality, Costs and Schedules Quality †¢ Emphasis on Quality – Elimination of causes of error and rework Reduction in Costs Improve delivery Schedules †¢ Emphasis on Quality – Unnecessary product features – Unrealistic tolerances – Perfectionism in inspection Increase in Costs Missing delivery Schedules Costs Schedules Will emphasis on Quality have a positive or negative impact on Costs and Schedules? Quality Management Slide 31 of 35 6. 2 Quality, Costs and Schedules Quality is about doing things right the first time and about satisfying customers. But quality is also about costs, revenues, and profits. Quality plays a key role in keeping costs low, revenues high, and profits robust. Perry L Johnson http://www. pji. com/aboutplj. htm Quality Management Slide 32 of 35 7) The Quality Odyssey Transformational change or radical change is different from incremental change. A breakthrough can mean different things to different people. Radical Change Carry-Over Modules from Past †¢ â€Å"As-is† †¢ Minor modifications †¢ 5S †¢ Root causes are not always identified Incremental Change †¢ Quality improvement †¢ Lean Manufacturing †¢ Process flow revisions †¢ Customer focused †¢ Re-design †¢ Creative thinking †¢ Innovation †¢ Six Sigma †¢ Benchmarking †¢ New technology Fix as Fail Self-Inspection †¢ Check †¢ Inspect †¢ Quality Control †¢ Revise Towards â€Å"Best-in-Class† Quality Quality Management Slide 33 of 35 7) The Quality Odyssey Recognize Leaders recognize the need for change and focus on achieving â€Å"Best-InClass† Quality. Define Leaders define the strategy, goals and objectives necessary to pursue â€Å"BestIn-Class† Quality. Organize Steps are taken to measure and analyze the organization’s current position. Improve Deploy strategy by selecting key problem areas, training people, establishing measures, developing solutions, and implementing improvements. Control Determine if improvements are working. If so, establish controls to maintain this new level of Sustain Integrate improvements throughout the organization & standardize best practices. Select new areas for improvement. Alignment between customers’ expectations and the organization’s strategic plan, processes and activities ultimately results in the right things being done right. Quality Management Slide 34 of 35 Recommended Further Reading 1. Juran’s Quality Planning and Analysis for Enterprise Quality Frank Gryna, Richard C H Chua and Joseph A DeFeo McGraw-Hill, 5th Edition, 2005 Chapter 1 : Basic Concepts Quality Management Slide 35 of 35

The History of Islamic Education in Turkish Society

With the end of World War II the strains that had been created by the transformation of Turkey under Ataturk erupted into the open.The political elite splintered into various factions and new elements that had risen to the fore in the twenties and thirties; businessmen, traders, and entrepreneurs.Began to articulate insistent demands for a greater voice in decision-making. In their drive for more power the new groups quickly gained the support of many elements within the society who, dissatisfied with the rigidity of the CHP and the bureaucracy in general, and with the wartime economic problems in particular, wished to see a greater degree of freedom within the country.In this atmosphere ideological attitudes ranging from racialism to communism were openly expressed and fundamental political issues became topics of popular debate. This debate culminated in a dramatic change in the political system that could now be characterized as competitive, a change that in turn engendered marked repercussions in every aspect of Turkish life.For many reasons; including Inà ¶nà ¼'s dedication to Ataturk's ideal of establishing a multiparty system, internal opposition within the CHP, and demands to end one-party rule; opposition politics were legalized in 1946. In 1950 the DP (Democrat Party), formed by four former CHP leaders, was swept into power by an overwhelming majority. This election marked a turning point in the country's history.Not only had a remarkable transition from dictatorship to democracy taken place, but the new government promptly embarked upon an ambitious program of economic development that would have significant consequences for Turkish society in general and the educational system in particular (Szyliowicz, 1966).What had happened was that the first free elections in Turkish history allowed all segments of society to voice their dissatisfaction with the CHP which had been in power for twenty-seven long years; intellectuals wanted democracy, businessme n resented the etatist economic policy, landowners were disturbed by the attempts; however unsuccessful; to induce change in rural areas, and the peasantry, whose way of life (as we have noted) had changed but little, felt neglected and abused by a tyrannical administration.Secure in its mandate, the DP attempted to carry out its campaign promises, launching an ambitious program of economic development financed in large part with American aid, and liberalizing various restrictive laws.Furthermore, the DP was aware of the importance of rural support and did its utmost to maintain the favor of the villagers by a partial relaxation of religious restrictions; the call to prayer could once again be chanted in Arabic and religious instruction became a regular school subject unless the parents requested that their children be excused.

Expository Writing Assignment Example | Topics and Well Written Essays - 1250 words

Expository Writing - Assignment Example According to research conducted, students taking such a short intensive course are better equipped to handle the work at hand because they get first hand concentration and attention by the teachers and instructors and thus are able to recall their work as well as revise and learn better. â€Å"Concentrating classroom time in the intensive course enhances group cohesion, showing a significantly higher degree of group-building communication by peers in relation to group-building communication by the teacher than in the standard format course.† (Takeda, H) However, at the same time, disadvantages like less retention of information over a long period of time have been shown with students pursuing such intensive courses. Furthermore, there is a great amount of pressure on the student as well as the instructor in order to complete the syllabus on time. Thus, in order to counter such pressure, a number of tips have also been provided within the article which has proven to be quite ha ndy, like creating a classroom rapport and having the students focus on a single class rather than taking too many subjects at once. As per popularity, the use of such a short intensive will continue into the future and tips like grading quickly, assessing teachers, and following drop date approaches all help to get the studying done in an exceptional manner for the students. Assignment 2: The topic for research for the second assignment is â€Å"Leadership.† This topic will help me to write and understand articles on the basis of how leadership plays a vital role in any business organization and how it helps greatly in achieving the organisational goals. With the help of articles on the basis of motivation, skill and perseverance, leadership can be understood as the key tool in the formation and running of any company or firm. Various sources ranging from published works by renowned companies as well as historical texts written on how leadership was used in various ways to m otivate and instil a sense of affiliation as well as pride within the people working under or serving great leaders. Assignment 3: RESEARCH TOPIC: LEADERSHIP Source Definitions/ key terms Focus of study (subjects, participants, type of college, purpose of study) Methodology Findings Personal reflections Seltzer, J. (1990). Transformational Leadership: Beyond Initiation and Consideration.  Journal of Management,  16(4) Leadership, management The main focus of study within this article was to find information regarding transformational leadership and how the same has helped in understanding leadership effectiveness and satisfaction in variants of subordinates. The research that was gathered used analysis using subordinates and statistics to find out information regarding transformational leadership. This article has made use of leader ratings by one subordinate and outcome ratings by a second subordinate, largely confirms the augmentation effect that has been talked about within t he article with the help of leadership attributes. There was disconfirmation for the effect on reported extra effort, suggesting that the relation of transformational leadership to subordinate's extra effort is a dyadic rather than a group effect. This article was

SLP 1 - Strategic Review Simulation Essay Example | Topics and Well Written Essays - 1000 words

SLP 1 - Strategic Review Simulation - Essay Example In order to understand the outcome of the strategies adopted by Schmoe during his tenure it is important to gain insight into how strategies can help companies flourish and how each element of strategy making can affect the possible outcomes of the business (Henry, 2008). Clipboard Tablet Co is observed to be the presently manufacturing computer tablets manufacturing and advertising different tablet models namely X5, X6 and X7 as their recent brands in the market. It has been observed that tablet X5 is proponed by the customer’s who are price conscious. The second model X6 is proponed by the customers who are quality conscious. However the third model X7 is proponed by those customers who give accent to price as well as quality of the product for purchasing. The availability of the three different models by the company is as follows: X5 for seven years ending 2015, X6 for last six years, and X7 for five years till the completion of 2015. Beforehand the company decided the fina ncial value of these brands as: X5 for $265, X6 for $420 and X7 for $195 respectively. However, it was observed that the brands X5 and X6 were profitable in the duration between 2010 and 2015 with an increase in the market value. On the other side the brand X7 was unprofitable and attain loss till 2013 afore achieving the profit in 2014 and 2015. Financial review The marketing of X5 in was equivalent to 968,979 in 2011 and 1,647,592 in 2012 that had an increment up to 70%. The interest that was accomplished from the marketing also had an increment from 276,159,075 in 2011 to 469,563,809 in 2012 which up to 70%. It clearly indicates the good performance of brand with an elevation in the financial value as well as in the interest. An increase in the profit of this brand is observed again up to 30% during 2013 on account of the first time customers who availed 86% of total sale volume. Though after 2013 the marketing of X5 started to abate with an abated interest while in 2014 a revers e growth is observed up to 14% and up to 48% in 2015. The marketing value from the first time customers when compared between 2015 and 2012 reveals that it had increased up to 66% in 2012 while abated up to 72% in 2015. However the repeat purchase elevates only up to 26% in 2015 in comparison with a high increase of 96% in 2012. Financially, the prices for manufacturing of X5 elevated by 42% and 23% in 2012 and 2013 respectively but it had abated by 19% and 37% in 2014 and 2015 respectively. The price of research and development had an incision of 33% in 2012 and remains constant for many years due to which the first time customers lost their interest. In 2011, the worth of X5 was found to be 16% which increased up to 30% in 2012 and 34% in 2013 which reveals the good performance of the company with high marketing. Conclusively, the overall the interest is found to descend in 2014 with 32% while in 2015 it remains only 17%. The brand of X6 began laboriously in 2011 with an acquisiti on of increment in marketing up to 129% in 2012 comparatively in 2011. The growth in first time custom

Introduction to Networking Essay Example | Topics and Well Written Essays - 500 words - 4

Introduction to Networking - Essay Example Applications associated with Microsoft.Net do not have to be dependent for example Visual studio, as Microsoft.Net based applications execute within the Common Language Runtime (CLR) that is similar to J2EE based application executing within the Java Virtual Machine (JVM) (Miller, 2003). Likewise, the Microsoft.Net framework incorporates a rich archive of functionality to the CLR that is far greater than J2EE. Moreover, another advantage that the Microsoft.Net framework provides a rich environment for programming, as less coding is required as compared to other programming languages. This is a significant advantage, as less coding concludes to low cost and less time for project completion (Miller, 2003). Furthermore, Microsoft.NET applications are robust and provide features to connect and support many users comparatively. This concludes that the total cost of a solution incorporates the amount of money is required to develop and implement an application. Hence, Microsoft.Net provide s a significant advantage over other programming languages in this domain. (Cabral, Sacramento, & Marques, 2007) one of the researches illustrated the issues associated with Microsoft.NET framework documentation. The research highlighted the nonexistence of appropriate documentation and quality in several Microsoft.NET applications. However, the weightage of the research was on the documentation quality, as different issues were found associated with absence of proper documentation while gathering assemblies for the research. Likewise, the study demonstrated that 87% associated exceptions were not documented. The values were ranging from 80% to almost 98%. However, for the issues associated with inadequate quality in documentation, part of the data associated with inadequate accounts of exceptions that can possible emerge in the process of calling other methods (Cabral, Sacramento, & Marques, 2007). However, the remaining

Famous African American of the 20th Century Research Paper

Famous African American of the 20th Century - Research Paper Example In 1964, he became the youngest person who was given the Nobel Peace Prize for his endless efforts to stop racial discrimination and racial segregation. Slavery exists in the world since centuries. It started in America in 1600s with the African Slave Trade when the Africans were transported from the west coast of Africa to the Americas and were sold to slave traders. These slave traders kept them in horrible conditions and were made to do labor intensive work on coffee, tobacco, tea, sugar plantations. They were beaten, lashed, starved and deprived with even basic necessities of life such as food and shelter. The Bible also permitted slavery as well as the early laws of Babylon which stated that a man can own another man like he owns an animal. In other parts of the world the slaves could belong to any race. However, in America the slaves were blacks. The divide between the blacks and white continued to mature and lead to severe riots, protests, and eventually a civil war. Martin Lu ther King rose in 1955 when he was appointed as minister in Montgomery. His tough believes in achieving civil rights and non violence movements also established him as an opponent to the American participation in the war in Vietnam. He recognized that the finest approach to unshackle African American and to give them their rights could be achieved through non violent protests and demonstrations. Several of his beautiful quotations are examples of his support for non violent protests; â€Å"At the center of non-violence stands the principle of love.† He believed that any kind of violent act from the civil rights workers will show the way to the segregationists for opposing actions which will cause grievance and death for his supporters. Through non violent protests his movement gained recognition and many associates and opened up the way for the passing of Civil Rights Bill in 1964-1965. Moreover, King was determined to spread his message to everyone and gain support from all corners regardless of class and race differences. He wanted the white moderate to awake from their deep sleep of negligence of moral and political values. Also he wanted them to appreciate the fact that desegregation will lead to elimination of social and legal prohibitions. He was also dismayed by the indifferent attitude of the moral people towards this discrimination, because of which people with sick intentions were making progress. His â€Å"Letter from the Birmingham Jail† is an essay which clarifies and gives details of the motives behind the non violent civil disobedience movement and also explains the methods used for this mass movement. King was a man who contributed immensely towards shaping and influencing the lives of Americans during the 1950s and 1960s. In this period of time, Americans did not have the courage to stand up for their rights, project their demands and views and accepted whatever was given to them. Martin Luther King was the beam of light that sho wed them the path to freedom and individuality. For example in 1955 after the Montgomery civil rights movement had started an activist Rosa Parks refused to abide by the law for segregation in public buses. A bus boycott was initiated and

Economics - to develop an understanding of what has happened in the Essay - 1

Economics - to develop an understanding of what has happened in the economy of the United Kingdom over the last two years - Essay Example The GDP of a country signifies the country’s overall growth. This indicates the heightened level of the economic activities and the high demand for the currency. The increase in the GDP always raises questions regarding the raised inflation levels as well which acts as an indicator to the monetary authorities to increase the interest levels within the country. The GDP and Inflation are normally based on two main concepts a) Consumer Prices Index and b) Retail Prices Index. The United Kingdom has seen a growth in the CPI over the years so as in the RPI. According to the national statistics, the CPI increase has been 5.2% and that of the RPI has been 5%. The increase in CPI and RPI is based a lot on the government and Bank of England contributions and looking at the stats it is very evident that the two have been contributing positively to the growth of the country (National Statistics: Inflation, 2008). The graph shows the growth over the past 4 years and if noticed there has b een an increase however this is expected to fall drastically over the next year. The Government and the Bank of England have made solid efforts to help the economy of the country. After studying the economy for the period 2006 – 2008, it has been noted that the Government and the Bank have played a very important role in the growth of the country’s economy. There have been constant efforts from the Government and the Bank of England to help the banks improve the current situation the government has taken steps of 50 billion pounds plan to nationalize the banks partly and also a promise of 250 million pounds has been made in the future. The Prime Minister has referred to this as a radical plan to assists the banks recover and get back into the normal course of business at the earliest. The Bank of England on the other hand has made available at least 200 billion pounds as short term loans to help

Politeness Theory Essay Example | Topics and Well Written Essays - 2500 words

Politeness Theory - Essay Example Primarily, the theory focuses on the sequential context of utterances, which is deemed critical for the comprehensive message interpretation; this is nevertheless examined alongside other conversational factors such as tone and volume. This theory can be applied to a diverse range of social and professional or academic situations including but not limited to classroom pedagogy and language teaching. This paper will critically examine the politeness theory by carrying out a critical analysis several journal articles dedicated to various aspects of the concept with particular attention to its application in a pedagogical context as well as an analysis of the various disputations that have been directed towards challenging it. Summary of the politeness Theory The fundamental notion behind Brown and Levinson politeness theory is the face, which they defined as the public self-image that each individual in a society desires to claim for him/herself. They created a binary framework in whic h the face was categorized as two divergent albeit related aspects namely the negative and positive face. The positive face is characterized with the self-image, which holds, and it encapsulates their inherent desire to gain approval and appreciation from other people. The negative face is characterized by one’s not wanting to have their actions inhibited or constrained by or for the sake of others; in the context of this theory politeness refers to the steps that individuals take in the interests of preservation of both their face and that of their audience. The term has been explicitly defined as the redressive action through which individual’s counterbalance the effects of face threatening facts (FTAs) redressive is contextually applied in reference to actions that give or reinforce face to the audience of the message (Johnson, Roloff & Riffee, 2004). It is suggested that in communication, whether written, face-to-face of through other media, human beings perpetuall y attempt to maintain each other’s face. This is manifested in the fact that they often try their outmost to avoid creating through discourse, embarrassing or humiliating situations for each other in order to preserve self-esteem. FTAs are defined as action that infringes on the need of the patient of the information to maintain their self-esteem; therefore, one can say that there are acts that intricacy poses a threat to face (Foley, 1997). According to the theory, orders, suggestions advises reminders, threats or warning and similar acts pose a threat to one’s negative face, on the other hand, positive face is threatened when they incorporate elements of disapproval, ridicule contempt or accusations and insults. Under the positive strategy, politeness is inclined toward the positive self-perception of the speaker has for himself and the listener as well. This confirms that the speaker takes cognizance of the listeners need to be respected and this often happen among close friends or otherwise intimate people (Wilson et al., 1998). The negative politeness on the other hand is based on respect but in a different format as the speaker seeks to respect the negative face wants of the addressee by not interfering with their inherent autonomy of freedom. For example, one may start a request by saying â€Å"

How media has influenced on people and politics in Russia Essay

How media has influenced on people and politics in Russia - Essay Example It is significant that modern political science media is characterized by a lush title "fourth estate" along with the legislative, executive and judicial, and so on. The belief in the omnipotence of television is so great that some politicians say, that who controls TV and media, controls the entire country. Indeed, modern politics is impossible to imagine without the press, radio and television. Without a doubt, in the grandiose changes that are currently going through Russia, an important role is played by the media. That is the huge role that the media plays in social and political life of the country, making it the subject of ongoing discussion and research by scientists, experts and journalists. The given paper will prove that in the conditions of crisis due to the state of social anxiety people are particularly susceptible to suggestion and propaganda and easily respond to various new incentives and ideas. Let us consider how media can influence the society. In my opinion, Rozin.V.M. described media functions and how they influence the society well. The analysis shows that in the modern world media have three main functions: to inform, to express the position of certain social actors, carry out a particular ideological influence on the mind. While it has long shown that it is not often function of the press and media confined to first, some argue that the main thing is to present the facts, objective information and nothing else. In connection with this, it is easy to make the following point: the media does not simply inform the person, but also create a certain reality in which it is immersed. As part of these, almost virtual reality consciously, but more often unconsciously programmed not only by experience, but also his thoughts, attitude. First factor can be called "personalist". This is how the journalist realized event. Second

Compare and contrast Romanesque architecture and Gothic Essay

Compare and contrast Romanesque architecture and Gothic architecture.What traits did each illustrate and how did one transition - Essay Example Gothic architecture on the other hand relates to the kind of building design that tries to transcend beyond the human imagination. Romanesque architecture was a style of architecture that was simplistic in nature, while the Gothic architecture was more complex when compared to the Romanesque style of arcitecture. Thus, Romanesque architecture was primitive, while the Gothic architecture was more modern relative to the Romanesque architecture. Though the degree varied, Romanesque and Gothic architecture were both based on the conviction that the union with the celestial is achieved through insight. Romanesque architecture is a style that shows more interest in the things of the past than Gothic architecture. Romanesque architecture and Gothic architecture were two styles of building design that there was a prevalence of imagination over formal rules and reason. In terms of flamboyance, Gothic architecture is more flamboyant than the Romanesque architecture and it is due to this that G othic architecture is considered as one of the most exceptional artistic era in Europe’s history (Bishop). One style that is common to the Romanesque and Gothic architecture is the construction of westworks, which were archetypes of Gothic and Romanesque cathedral porticoes.

Nucor Corporation Case Essay Example for Free

Nucor Corporation Case Essay Summary: For more than 20 years the Nucor Corporation has been one of the leading manufacturers of steel and steel related products in the world. With their technology advancement, low debt ratio, decentralized type of organization and many more, this company still thrives to achieve better goals in their company. Aside from the positive views of the company, it also faced problems like bankruptcy. (te pakidagdagan n lng) History: Nucor traced its origins to auto manufacturer Ransom E. Olds, who founded Oldsmobile, and later, Reo Motor Cars. Through a series of transactions, the company eventually became the Nuclear Corporation of America, a company involved in the nuclear instrument and electronics business. In 1972, the firm changed its name to Nucor Corporation. By 1998, it had become America’s second-largest steel maker. Operations: Nucor related its diverse facilities in rural areas across the United States, establishing strong ties to its local communities and its work force. As a leading employer with the ability to pay top wages, it attracted hard-working, dedicated employees. These factors also allowed Nucor to select from among competing locales, siting its operations in states with tax structures that encouraged business growth and regulatory policies that favored the company’s commitment to remaining union-free. By mid-2008, Nucor operated 53 facilities throughout the United States and one in Point Lisas, Trinidad. The company also maintained operations through wholly owned subsidiaries, Harris Steel and the David J. Joseph Company (DJJ). Strategy: Nucor’s strategy focused on two major competencies: building steel manufacturing facilities economically and operating them productively. Organization Structure: Compared to the typical Fortune 500 company with 10 or more management layers, Nucor’s Structure was decentralized, with only the four management  layers illustrated below: Chairman / Vice Chairman / President Vice President / Plant General Manager Department Manager Supervisor Human Resource Policies: Employee relations at Nucor were based on four principles: 1. Management is obligated to manage Nucor in such a way that employee will have the opportunity to earn according to their productivity. 2. Employees should feel confident that if they do their jobs properly, they will have a job tomorrow. 3. Employees have the right to be treated fairly. 4. Employees must have an avenue of appeal when they believe they are being treated unfairly. Compensation: Nucor provided employees with a performance-related compensation system. All employees were covered under one of four compensation plan, each featuring incentives for meeting specific goals and targets. 1. Production Incentive Plan * employees directly involved in manufacturing were paid weekly bonuses based on actual output in relation to anticipated production tonnages produced. The bonuses were paid only for work that met the quality standards and were pegged to work group, rather than individual output. 2. Department Manager Incentive Plan * Department managers earned an annual incentive bonus based on the performance of the entire plan to which they belonged. The targeted performance criterion here was return on assets. 3. Non-Production and Non-Department Manager Incentive Plan * All employees not in the Production Incentive Plan or Department Manager Incentive Plan – including accountants, engineers, secretaries, clerks, and receptionists – received a bonus based primarily on each plant’s return on assets. It could total over 25% of an employee’s base salary. 4. Senior Officers Incentive Plan * Included all corporate executives and plant general managers. A portion of pre-tax earnings was placed into a pool that was divided among the officers. If Nucor did well, the officers’ bonuses, in the form of stock (about 60%) and cash (about 40%), could amount to several times their base salaries. If Nucor did poorly, an officer’s compensation was only base salary and, therefore, significantly below the average pay for this level of responsibility. Information Systems: Benefits: Nucor took an egalitarian approach toward employee benefits. Nucor’s benefit program also attested to the company’s commitment to education. Technology: Nucor did not have a formal RD department, a corporate engineering group, or a chief technology officer. Instead, it relied on equipment suppliers and other companies to do the RD, and they adopted the technological advancements they developed – whether in steel or iron making, or in fabrication. Teams composed of mangers, engineers, and machine operators decided what technology to adopt. Future: The company’s biggest challenge (in the future) is to continue to grow the company at 15 – 20% per year, and to keep earnings parallel with its growth. Analysis: Nucor Corporation became one of the top corporations in the steel industry because of their handwork and technology innovation. This company also sees and takes care of its employee’s needs, which in return gives them  a quality service in their work. Conclusion: Nucor, even though we can see it as a successful, almost perfect company, still faces problems like other businesses in the industry. Problem: The company has lost one-third to one-half of its market value when the stock reached its peak value (mid-2008), and has not recovered as of 2012. Recommendation: We can recommend change in the company’s technology, like getting more advance equipments in making steel and steel-related products. Or the company could make a merger to other company to utilize its resources to its maximum while keeping cost low.

Evaluating biological methods for treating wastewater

Evaluating biological methods for treating wastewater There are many biological methods for treating wastewater. Among them the most popular processes are suspended growth processes and the boifilm also known as attached growth . Both the above mentioned processes are used to treat wastewater by different mechanisms and variations in their principle of operation for removal of carbonaceous organic matter, nutrients (i.e. nitrogen and phosphorous) and production of biorenewable methane. Attached growth or fixed-film methods are biological treatment based. In these the microorganisms convert the organic substance in wastewater to air and cell tissues are attached to some inert medium. The inert media used in attached growth process is crushed trap rock, limestone granite, wood slats clinkers, , plastic tubes, hard coal materials and corrugated plastic section over which wastewater is distributed. Biological slime layer (i.e., zoogleal slime) develops on contact media as wastewater flows over it. Because of the concentration gradient, all the organic pollutants those are dissolved in wastewater are carried into the slime layer, results in organic oxidation. Removing organic pollutants is done by microorganisms which are present in biological slime film. Rotating biological contactors, Trickling filters, packed bed reactors are the examples for aerobic attached growth process. The examples of anaerobic attached growth are anaerobic packed and fluidized bed reactors. Suspended growth processes are the biological treatment processes in which the microorganisms convert the organic matter, nutrients in wastewater to gases and rotating devices in the liquid will keep the cell tissues in suspension cells tissues. Examples for aerobic suspended growth process treatment are municipal and industrial wastewater. Anaerobic suspended growth processes are used when there is a need to treat high organic concentration industrial wastewaters and organic sludges. Activated sludge process, aerated lagoons, aerobic digestion are the examples for aerobic suspended growth processes and anaerobic digestion and anaerobic contact are the examples for anaerobic suspended growth processes. The schematics of both the attached growth and suspended growth processes for biological treatment of wastewater are shown in Figure 1. The objective of this essay is to compare and contrast both the attached, suspended growth processes for biological treatment of wastewater in terms o f their microbial ecology and review their comparative advantages and disadvantages. In addition, the essay also elaborates and discusses how these processes can be adapted to (a) remove nutrients and (b) produce biorenewable methane from wastewater by emphasising the microbiological principles involved. 2. Comparison and Contrast of Microbial Ecology of Biological Wastewater Treatment The attached growth / Suspended Growth Processes The first basic difference between attached growth and fixed film systems is the relative motion of contact. In attached growth system media is at rest and the sewage flows over it where as in suspended system, sewage and contact media are in relative motion. In attached growth processes, a conservative microbial slime arrangement is considered. The waste water stream is applied on the air-renewable surface. This water stream has minerals and organic substrate. This substance is then metabolized by the Micro organisms in wastewater. This is done in order to increase their population by releasing some energy. In fact, it cannot be considered as an aerobic system, but a device to do aerobic treatment. facultative micro organisms are present in it so it can be considered facultative. They are Pseudomonas, Alcaligenes, Flavobacterium, and Micrococcus. This kind of Aerobic bacteria, like Bacillus, is mostly seen in the upper, aerobic slime surfaces (McKinney 1962). In case when an anaerob ic zone or anoxic is created in thick slime layer, force anaerobe Desulfovibrio and sulfur-reducing bacteria are being removed from slime-medium interface (Rogovskaya M. F. Lazareva 1962). At this case the microbial slime system is know how to grow odours and possibly sloughing takes places because of the production of gases in these interior slimes. Fungi are nothing but aerobic microorganisms existing in the aerobic zone of the slime. These too fester the untreated substrate in wastewater. The effectiveness of fungus is important under relatively low pH situation or with unusual industrial effluents because fungus is useless to bacteria for their food under usual environmental conditions. Algae increasing on the surface of attached microbial slime are usually an unimportant element of the microorganisms population, incomplete to illuminated exteriors and they are clearly liberal to organic substances and high levels of carbon dioxide. Although algae add oxygen to the wastewater, they have been stimulated with responsibility for bed blockage and are considered to be difficult from an operational position (Hawkes 1963). The protozoa are the principally small animals with all shape from the Phytomastigophora to Suctoria are the controlling agents of bacterails population and they cant stable the waste. The free-swimming ciliates present at the slime surface, while the followed ciliates attendance is main in the lower regions of slime. Advanced animals like worms, snails and insect larvae nourish on the lower forms of microorganisms in slime system. They also exist in the higher aerobic areas; can help to keep the bacterial population in a state of high growth or swift food use. Early learning on attached growth populations was intended at the control of the nuisance organisms (filter flies) in dribbling filters by flooding, chlorination and the use of various pesticides. A complete description of the organisms found in close growth system has been presented by Cooke (1959) and the list of a range of organisms can be found from Wang et al. (2009). Attached enlargement processes microbial slime are short term preservation plans that should not act as effective reduction devices for S. typhosa, S. paratyphi, and Mycobacteria tuberculosis and for pathogenic protozoa, such as Entamoeba histolytica (Pierce 1978). For low organic loading, attached growth system does some nitrification since of the presence of Nitrosomonas and Nitrobacter. However, for high organic loading, nitrification in a trickling filter or similar system may be absent or nominal (Shammas Wang 2009). In contrast to the attached growth process, the suspended growth process maintains the microorganisms responsible for treatment within the suspension in flocs. In this process, there are several microorganisms involved to treat wastewater. The suspended growth flocs contain bacterial cells, other microorganisms, inorganic and organic particles. The floc size is 1-1000 mm. Figure 2 illustrates the main microorganisms in the suspended growth microbial community. For the ATP analysis and dehydrogenase activity, the viable cells would account for 5-20% of the total cells. Some authors said that active fraction of bacteria in suspended growth flocs is only 1-3% of total bacteria (Hanel 1988). Suspended growth floc contains prokaryotic and eukaryotic microorganisms, which can be observed with regular phase-contrast microscopy. The major genera in the flocs are Zooglea, Pseudomonas, Flavobacterium, Alcaligenes, Achromobacter, Corynebacterium, Comomonas, Brevibacterium, Acinetobacter, Bacillus spp., as well as filamentous microorganisms. The population of bacteria decrease as the floc size increase results in less oxygen level in the flocs (Hanel, 1988). Anoxic zones can happen within flocs, depending on the accessibility of oxygen attention in the tank and these zones will vanish when the oxygen concentration exceeds 4 mg/L. The internal regions in large flocs favor the growth of anaerobic bacteria such as methanogens or sulfate-reducing bacteria (SRB). Thus, pendant growth system could be a suitable and fitting seed material for starting anaerobic reactors. Gram negative bacteria are main in suspended growth flocs. Hundreds of bacterial damage flourish in suspended growth but only small portion can be spoted by culture-based techniques. Bacteria oxidize the organic substance and change nutrient alteration and produce polymeric materials which aid in the flocculation of microbial biomass. In aerobic pendant enlargement process, the total bacterial counts in order of 108 CFU/mg of sludge. Suspended growth flocs also shelter autotrophic bacteria such as nitrifiers (Nitrosomonas, Nitrobacter), which convert ammonium to nitrate. Phototrophic bacteria such as the purple nonsulfur bacteria (Rhodospirillaceae), green sulfur bacteria are found at much lower levels and they play a minor role in carbonaceous organ ic matter removal in suspended growth processes. The suspended growth system does not usually favour the growth of fungi, although some fungal filaments are observed in suspended growth flocs. The predominant genera found in suspended growth system are Geotrichum, Penicillium, Cephalosporium, Cladosporium, and Alternaria, which grow under specific conditions of low pH, toxicity, and nitrogen-deficient wastes. Protozoa helps in reducing carbonaceous matter, suspended solids, and numbers of bacteria, including pathogens (Curds Hawkes 1983). There is an inverse relationship between the number of protozoa in mixed liquor and the carbonaceous matter and suspended solids concentration in suspended growth effluents. Changes in the protozoan community reflect the food-to-microorganisms (F/M) ratio, nitrification, sludge age, or dissolved oxygen level in the aeration tank. The protozoan species composition of activated sludge indicates the carbonaceous matter removal efficiency of the proce ss. For example, the presence of large numbers of stalked ciliates and rotifers indicate a low carbonaceous matter. The ecological succession of microorganisms in suspended growth treatment system is illustrated in Figure 3. The ciliates (free, creeping, and stalked ciliates) are used for locomotion and for pushing food particles into the mouth, which are most abundant protozoa in suspended growth systems. Stalked, Creeping ciliates ciliates are attached to the flocs. These protozoa move via one or several flagella and take up food via the mouth or via absorption through their cell wall. The role of rotifers in suspended growth system is : They help to remove suspended bacteria, other small particles and contribute to the clarification of wastewater. They are also capable of ingesting Cryptosporidium oocysts in wastewater and thus serve as vectors for the transmission of this parasite. They contribute to floc formation by producing fecal pellets surrounded by mucus. The presence of rotifers at later stages of suspended growth system is because of the fact that these animals display a strong ciliary action that helps in feeding on reduced numbers of suspended bacteria. 3. Advantages and Disadvantages of Attached Growth and Suspended Growth Processes of Biological Wastewater Treatment The advantages of attached growth processes are low maintenance, low energy requirements, and, overall, less technology involved. These assets making them fit for wastewater treatment for small communities, as well as individual homes. In comparison with suspended growth process the main advantages of attached growth processes is simpler operation, no bulking problems, and better recovery from shock loads (Metcalf Eddy 2003). An attached growth process is very effective for biochemical oxygen demand (BOD) removal, nitrification, and denitrification. A disadvantage of attached growth processes are larger area, ineffective in cold weather, and create odor problems. An unprotected attached growth plant is vulnerable to below freezing weather and its recirculation restricted during cold weather. It is less effective in the treatment of higher organic waste. Raw wastewater must be provided to primary treatment to remove the larger solids and floating debris, because these solids can clog the treatment system. The comparative advantages and disadvantages of attached growth and suspended growth processes of wastewater treatment are illustrated in Table 1 and 2, respectively. 4. Nutrient Removal by Attached Growth and Suspended Growth Processes of Biological Wastewater Treatment Nutrients (nitrogen and phosphorous) can be removed from incoming wastewater by biological means in both the attached growth and suspended growth processes. To remove the nitrogen from, we must have to do nitrification followed by de-nitrification. Phosphorous can be removed from wastewater through assimilation of phosphorous in microbial cell. Using nitrifying reactors nitrogen removal can be done in wastewater treatment using attached growth process based trickling. Experiments on nitrifying filters reveal that adsorption, desorption as well as de-nitrification can occur in attached growth bio-film to convert ammonium. At low organic loading the attached growth system does some nitrification because of the presence of bacteria like Nitrosomonas and Nitrobacter but at higher organic loading nitrification in a trickling filter is absent or nominal. The three-stage attached growth process can be used for carbonaceous oxidation, nitrification, and de-nitrification. In case of suspended growth process, the flocs shelter autotrophic bacteria (Nitrosomonas, Nitrobacter), which change ammonium to nitrate. These species occur in clusters and they are in close contact in pending growth flocs and in biofilms. Fungi are also able to do nitrification and denitrification in suspended growth process. Compensation of a fungi-based dealing system are their capability to carry out nitrification in a single step, and they show great confrontation to inhibitory compounds. Molecular methods like aggressive PCR method showed that Nitrosomonas is (an ammonia oxidizing bacterium or AOB) 0.0033% of the total bacterial population and Nitrospira is (a nitrite oxidizing bacterium or NOB) 0.39% for NOB are present in suspended growth system. Features like ammonia/nitrite concentration, oxygen concentration, pH, temperature, BOD5/TKN ratio, and the attendance of toxic chemicals control nitrification kinetics in suspended growth system (Metcalf and Eddy 2003). The growth of a nitrifying population in suspended growth system depends on the surplus rate of the sludge and, consequently, on the BOD load, MLSS, and mean cell preservation time. The growth rate of nitrifiers is inferior in sewage and consequently a long sludge age is essential for the change of ammonia to nitrate. If the age of sludge is more than 4 days, then we be expecting nitrification. There are two processes by which nitrification can be attained in suspended growth reactors: (i) Combined carbon oxidation-nitrification (single-stage nitrification system): this process wokrs at high BOD5/TKN ratio and has a low population of nitrifiers. The oxygen requirement is exerted by heterotrophs (Figure 4). Nitrification must be followed by denitrification to remove nitrogen from wastewater. The rate of denitrification is independent of nitrate concentration but depends on the concentration of biomass and electron donor (e.g., methanol) in wastewater. The schematic of single sludge denitrification system is shown in Figure 6. Some more efficient methods based on suspended growth system to remove nitrogen in wastewater are Bardenpho Process (Figure 7), Sharon-Anammox Process and Completely autotrophic nitrogen removal over nitrite process. Biological phosphorous removal can be done with the basic steps of an anaerobic zone followed by an aerobic zone. During the aerobic stage phosphorus uptake takes and in anaerobic stage it is released subsequently (Manning and Irvine 1985; Meganck and Faup 1988; USEPA 1987). The phosphorus removal processes can be divided into mainstream and side stream processes. The alternating exposure to anaerobic conditions can be accomplished in the main biological treatment process. The most popular phosphorous removal systems based on suspended growth process like A/O Process, Bardenpho Process, and UCT Process are shown in Figure 8-10, respectively. 5. Production of Biorenewable Methane by Attached Growth and Suspended Growth Processes of Biological Wastewater Treatment Several attached growth and suspended growth processes like anaerobic digestion and microbial fuel cell are generally employed to produce biorenewable methane (CH4). A series of microbiological processes will takes place in anaerobic digestion tank to convert organic compounds to methane, carbon dioxide, and reduce the volatile solids by 35 to 60%. Bacteria and methanogens are the responsible species in stabilization of wastewater sludges and for the treatment of industrial and urban wastewaters. Anaerobic digestion produces less amounts of sludge (3-20 times less than aerobic processes). Most of the energy derived from substrate breakdown is found in the final product, CH4. Only 5% is converted into biomass under anaerobic conditions and 50% of organic carbon is converted to biomass under aerobic conditions, whereas. This biogas (mainly CH4) produced from anaerobic digestion contains about 90% of the energy of calorific value of 9000 kcal/m3, and is burned on site to provide heat fo r digesters. Furthermore, synergistic interactions between the various groups of microorganisms are implicated in anaerobic digestion of wastes. The overall reaction can be written as Although some fungi and protozoa (anaerobic protozoa) found in anaerobic digesters, bacteria and methanogens are undoubtedly the dominant microorganisms. Large numbers of facultative anaerobic bacteria (e.g., Bacteroides, Bifidobacterium, Clostridium, Lactobacillus, Streptococcus) are used in the hydrolysis and fermentation of organic compounds. Four types of microorganisms are involved in the transformation of complex materials into simple molecules such as methane and carbon dioxide. The process for methane production through anaerobic digestion is shown in Figure 11. 6. Conclusions The attached growth and suspended growth processes are most widely used for biological treatment of urban wastewater with respective and comparative advantages and disadvantages. The successful design and operation of attached growth and suspended growth processes for biological wastewater treatment require an understanding of microbial ecology of each process, types of microorganisms involved, the specific reactions that they perform, the environmental factors that affect their performance, their nutritional needs, and their reaction kinetics. In contrast to the microbial ecology of the suspended growth processes where the microorganisms responsible for treatment grow in suspension, the active bacteria in attached growth processes cling to some solid surface, natural or manmade, to perform the treatment. It can be inferred that the suspended growth processes are more preferable and advantageous for carbonaceous organic matter removal along with nutrient removal and production of bio renewable methane from urban wastewater in comparison to the attached growth processes.

Ethnocentric Approach To Human Resources Management Essay

Ethnocentric Approach To Human Resources Management Essay In this time of rapid globalisation and competitive business world, firms seek to gain competitive advantages by going global via entering foreign markets. According to Chew and Horwitz, (2004), over the years, this rise in global competitive pressure has led to the growth of Multinational Corporations (MNCs) that generated the need for developing global management strategies as well as to designing International Human Resource Management (IHRM) strategies in order to gain long term competitive advantages. Subsequently, Shen, (2005, p83-102) as cited in Plessis and Huntley, (2009, p414), reports that the notion of International Human Resource Management (IHRM) can be defined as a set of distinct activities, functions and processes that are directed at attracting, developing and maintaining the Human Resources (HR) of a Multinational Corporation (MNC). Thus, the above definition clearly implies that the various Human Resource Management (HRM) practices of a Multinational Corporation (MNC) are entirely focused upon the international management strategy that it adopts in order to maintain or manage its Human Resources (HR) within its foreign subsidiaries. Moreover, Sims, (2002, p364) states that Multinational Corporations (MNCs) usually adopt one of the four major strategic approaches to planning and managing their international Human Resources (HR). In addition, Hodgetts and Luthans (1999, p253) as cited in McNally and Parry (2000, p85) also state that Multinational Corporations (MNCs) usually adopt one of Heenan and Perlmutter (1979) classifications of international staffing which include either the ethnocentric approach, the polycentric approach, the regiocentric approach or the geocentric/transnational approach to planning and managing Human Resources (HR) globally within the foreign subsidiaries. Furthermore, according to Caligiuri and Stroh, (1995, p496), over the years, ethnocentric Multinational Corporations (MNCs) have been dominant in numbers, especially in the case of firms from developed countries like the UK and the US seeking to enter the lesser developed foreign markets within the region of Asian countries. This according to Sims, (2002, p365) is mainly due to the fact that such an approach to International Human Resource Management (IHRM) simply requires exporting the Multinational Corporations (MNCs) already established Human Resource Management (HRM) practices and policies to its foreign subsidiaries via the usage of expatriates. However, Weirich and Koontz, (2007, p277) over the recent decade, various literatures published by academicians and practitioners within the field of International Human Resource Management (IHRM) have illustrated that each of these strategic approaches to planning and managing Human resources (HR) internationally has its own merits and demerits for these Multinational Corporations (MNCs). Hence, this report seeks to critically evaluate the benefits and the drawbacks for adopting and ethnocentric approach to Human Resources (HR). In doing so, this report firstly outlines what constitutes adopting an ethnocentric approach to International Human Resource Management (IHRM) and then highlights its merits and demerits in addition to providing a brief overview of the benefits and the disadvantages of the other approaches to international staffing. This report discusses the merits and the demerits of adopting an ethnocentric approach to managing Human Resources (HR) globally within the context of a US owned Multinational Corporation (MNC) which is looking to reassessing its current ethnocentric approach to managing its Human Resource (HR). The given scenario of this report is that the Human Resource (HR) director of this US based Multinational Corporation (MNC) feels that its ethnocentric approach to managing its Human Resources (HR) globally is inhibiting the organisations a ttempt to become a global company. Thus, by evaluating the advantages and the disadvantages of adopting an ethnocentric approach to international Human Resources (HR) strategy, this report would provide critical analysis of various academic literatures and other relevant sources in order to come to a rounded conclusion and provide justifiable recommendations. These recommendations would be in relation to whether this US based Multinational Corporation (MNC) should continue to adhere to its ethnocentric approach to managing its staff globally or whether this US based Multinational Corporation (MNC) should seek to alter its current approach to managing its staff globally in order to truly become a global company and to gain further competitive advantages in the years to come. The evaluation of the merits and demerits of adopting the ethnocentric approach also constitutes providing a brief overview of the advantages of adopting the other approaches to managing staff globally which include the polycentric, the regiocentric or the geocentric approach. Hence, this report would not only provide valuable insights to the Human Resource (HR) director of the US based Multinational Corporation (MNC) but would also provide the general readers of the report with useful information in relation to comprehending the importance of adopting those International Human Resource Management (IHRM) practices and policies within its foreign subsidiaries which provide the Multinational Corporation (MNC) with sustainable competitive advantages over the long run. Overview of the Merits and Demerits of the Four Major Strategic Approaches to International Human Resource Management (IHRM) As mentioned earlier in this report, there are mainly four major approaches that most Multinational Corporations (MNCs) adopt in relation to managing their Human Resources (HR) globally. According to Caligiuri and Stroh, (1995, p496), these have been categorised by Heenan and Perlmutter (1979 as a Multinational Corporations (MNCs) global management strategies of being ethnocentric, polycentric, regiocentric or geocentric/transnational in its approach to managing its Human Resources (HR) within its foreign subsidiaries. Plessis and Huntley, (2009, p417) defines the ethnocentric approach as the approach where the cultural values and business practices of the home country are predominant as it is the Head Office (HO) of the Multinational Corporation (MNC) which develops a managing and staffing approach and applies it consistently around the world. According to Pattanayak, (2005, p416), Multinational Corporations usually adopt such a strategy in the early stages of internationalisation process in order to ensure that the corporate values of the parent company are instilled within its foreign subsidiaries so that the same corporate standard and reputation is maintained all over the globe. For example, McNally and Parry, (2000, p85) asserts that such an ethnocentric predisposition allows a global company to control the strategic direction of all its foreign subsidiaries and that it is a very nationalistic approach as it highly regards the parent companys Human Resource Management (HRM) practices and policies as the best-way for managing the Human Resources (HR) globally as well as to attaining the overall corporate goals of the Multinational Corporation (MNC). Furthermore, Sims, (2002, p365) states that Multinational Corporations (MNCs) usually adopt this strategy via sending expatriates to fill all the senior management posts within it foreign subsidiaries as a result of which these Multinational Corporations (MNCs) can withhold tight control over all their foreign counterparts. According to Ferner, etal, (2004, p364), the Head Quarters (HQs) of these Multinational Corporations (MNCs) not only send expatriates but also plays a crucial hand in outlining or highly dictating the policy on other aspects of Human Resource Management (HRM) which include factors like compensation and reward systems, collective bargaining, communications, union recognition, and welfare and training policies, etc. The benefits of adopting an ethnocentric approach is able to be seen when a firm needs to produce extremely standardised products or when the host-country lacks technological expertise in which cases employing staff from the Head Quarters (HQs) can guarantee consistency to a great extent (Francesco and Gold, 2003, p166). Thus, from these statements, it can be clearly deduced that those Multinational Corporations (MNCs) who seem to adopt such an ethnocentric approach or strategy to managing its staff globally mainly seek to centralise its Human Resource Management (HRM) practices and policies which are mainly designed and implemented at the Head Quarters (HQs) of such Multinational Corporations (MNCs) with the view to maintain total control over its foreign subsidiaries. However, adopting such an ethnocentric approach to managing Human Resources (HR) has its own drawbacks despite of the merits of being able to hold onto the cultural values of the Head Quarter (HQ) of a Multinational Corporation in addition to being able to yield the benefit of maintaining a tight control over its foreign subsidiaries (Decenzo and Robbins, 2009, p5). In addition, Francesco and Gold, (2003, p166), asserts that sending expatriates to foreign subsidiaries also limits the promotion opportunities of host-country staff which could lead to demoralisation of the staff at these foreign subsidiaries in addition to loosing advantages that could be gained from competencies of local members of senior management staff. Thus the above statements clearly imply that an ethnocentric approach to Human Resources (HR) can be highly rigid which can inhibit the flexibility that contemporary firms require in order to gain competitive advantages in this era of rapid globalisation of markets and growing competition. On the other hand, McNally and Parry, (2000, p85) reports that the polycentric approach to managing Human Resources (HR) are based on strategic decisions which are adapted to suit the cultural context of the countries within which these Multinational Corporations (MNCs) operate. This implies that within a polycentric approach, the Human Resource Management (HRM) policies and practices within the foreign subsidiaries are adapted to meet the cultural and other environmental circumstances of the countries in which these Multinational Corporations (MNCs) operate. In other words, Sims, (2002, p365), reports that such a strategy makes a subsidiary independent from its Head Quarter (HQ) as mainly local managers are given the responsibilities for managing their Human Resources (HR). Myloni, etal, (2004, p; 519) reports that such an approach to staffing and managing Human Resources (HR) is seen to be less expensive as Multinational Corporations (MNCs) do not need to send expatriates for managing its foreign subsidiaries as required in the case of adopting an ethnocentric approach. In addition, it also resolves the issues of adapting to cultural changes when expatriates are sent to foreign subsidiaries and also eliminates the costs that can be incurred from failed expatriate assignments (Monks, etal, 2000, p541). However, Pattanayak, (2005, p417) states that such an approach also presents the challenges for Multinational Corporations (MNCs) in relation to maintaining understanding between the corporate and the subsidiary management in addition to imbibing the original culture of the company. On the other hand, Hannon etal, (1995, p536) report that the regiocentric approach to Human Resources (HR) strategy highly focuses on grouping of subsidiaries based on specific regions instead of countries. Furthermore, according to Sims, (2002, p365), these subsidiaries are usually staffed by managers from any of the countries within the region which poses the drawback of limiting communication between the region with their Head Quarters (HQs). Subsequently, Edwards and Rees, (2006, p113) asserts that with the geocentric/transnational approach, Multinational Corporations (MNCs) seek to create a synergy of best practices. According to Kelly, (2001, p538) these best practices are adopted from both the Head Quarters (HQs) of Multinational Corporations (MNCs) and from their respective subsidiaries in order to develop consistent global Human Resource Management (HRM) practices and policies which can eventually yield long term organisational competitive advantages for both the Multinational Corporations (MNCs) as well as for their subsidiaries. For example, Buzzle, (2009) reports that within such an approach, suitable managers are hired centrally for taking key managerial positions within the foreign subsidiaries from a global pool of talent , chosen in accordance to their abilities to meet the global corporate objectives in addition to being responsive to local needs. Myloni etal, (2004, p521) claim that this approach to Human Resource (HR) strategy enables a Multinational Corporation (MNC) to develop core competencies in the form of competent managers which can be a crucial source of gaining competitive advantages for a global firm. However, according to Pattanayak, (2005, p417), such an approach also has its own demerits in the form of being expensive to recruit the best talents in addition to completing the paper formalities associated in relation to hiring these foreign nationals to work at different parts of the globe for specific subsidiaries of Multinational Corporations (MNCs). Despite of these drawbacks, by far, from the discussions made above, it can be clearly deduced that the geocentric or the transnational approach to Human Resource (HR) strategy would suit the global corporate goals of most Multinational Corporations (MNCs). Thus, from all the above discussions, it can be stated that even though each of these different strategic approaches to International Human Resource Management (IHRM) strategies have their own merits and demerits, the ethnocentric approach to Human Resource (HR) strategy seems incompatible towards attaining the flexibility that is needed in order to gain competitive advantages in this era of global competition. Subsequently, the geocentric or the transnational approach seems to be the most relevant and to be the most useful approach that a Multinational Corporation (MNC) should seek to adopt in this era of contemporary business world. However, for substantial evaluation of the appropriateness of these strategies the following other factors which highly influence International Human Resource Management (IHRM) also need to be taken into consideration. Other factors that influence the approach that is adopted to International Human Resource Management (IHRM) According to Muratbekova-Touron, (2008, p335), in this era of rapid globalisation and competitive business world, one of the major growing concerns facing such global companies or Multinational Corporations (MNCs) is that how such companies can attain the right balance between the local autonomy of their subsidiaries and the extent to which these are controlled by the corporate headquarters of these Multinational Corporations (MNCs). Furthermore, Reade, (2003, p208) illustrates that the statement that greater collaboration between all the subsidiaries of a Multinational Corporation (MNC) is not only highly desirable but is also completely essential in order to effectively cope with the global competitive pressures and towards becoming successful in attaining global competitive advantages. Moreover, Liu, (2005), also confirms the notion that Multinational Corporations (MNCs) face the dilemma of optimising the balance between standardisation and localisation of Human Resource Management (HRM) policies and practices. This according to Liu, (2005) is because of the desire of Multinational Corporations (MNCs) to develop global brands by thinking globally and acting locally and by developing the right balance between local responsiveness and global consistency and control. Subsequently, Markus and Harzing, (2007) state that contemporary Multinational Corporations (MNCs) should not opt for standardisation in terms of adopting the home country practices but should seek to adopt the strategies which underline the best practices in relation to Human Resource Management (HRM). Furthermore, Reade, (2003, p208) reports that the Head Quarters (HQs) of Multinational Corporations (MNCs) have the responsibility of identifying and transferring relevant skills and expertise from different parts of the corporation as well as of disseminating it to all its foreign subsidiaries in order to attain its global as well as local corporate objectives (Reade, 2003, p; 208). For example, Markus and Harzing, (2007) state that if the home country practices of a Multinational Corporation (MNC) are highly effective then all the subsidiaries of that company should be yielding competitive advantages provided those practices are applicable in different cultural and other environmental contexts. This is because, according to Francesco and Gold, (2003, p166), although the overall international corporate strategy of a firm determines which strategic approach to International Human Resource Management (IHRM) it adopts, other environmental factors should also be taken into consideration while determining which strategy a Multinational Corporation (MNC) should adopt in relation to managing its Human Resources (HR) globally. Such factors include the political and legal factors, level of development in foreign locations, technology and nature of the product, organisational life cycle as well as cultural differences (Francesco and Gold, 2003, p166). Moreover, Markus and Harzing, (2007) states that ethnocentric approaches to managing Human Resources (HR) globally are no longer valid in this era of competitive and globalised business world and that the geocentric or the transnational approach to managing Human Resources (HR) internationally is more contemporary towards attaining competitive advantages and towards becoming truly global by implementing the best Human Resource Management (HRM) practices within contemporary Multinational Corporations (MNCs) and in their respective foreign subsidiaries around the globe. 4.0 Conclusions From the critical analysis of various literature sources made above, it can be concluded that the US based Multinational Corporations (MNC) should change its approach from an ethnocentric one to a geocentric or a transnational approach to managing its Human Resources (HR) globally in order to gain more flexibility in terms of adapting Human Resource Management (HRM) practices according to subsidiaries cultural and environmental contexts. This is because contemporary firms can gain competitive advantages only by adopting Human Resource Management (HRM) strategies that find the right balance between standardisation versus localisation of such practices and policies. Recommendations The following recommendations have been drawn for the US based Multinational Corporation (MNC) based on the critical evaluation of the benefits and the drawbacks of adopting an ethnocentric approach to managing Human Resources (HR): The Multinational Corporation (MNC) should adopt a geocentric approach to Human Resource (HR) strategy rather than an ethnocentric one in order to gain competitive advantages as the ethnocentric approach pose certain limitations which inhibit companies from going truly global in terms of failing to adopt the best practices in relation to International Human Resource Management (IHRM). However, the firm should also take into consideration whether the environmental factors mentioned earlier in this report support it to alter its approach to International Human Resource Management (IHRM). For example, if this US based Multinational Corporation (MNC) produces highly technological or standardised products then it might need to continue with its ethnocentric approach. Nevertheless, the firm could still opt to adopt a geocentric approach to staffing and hire the best expertise from around the world in order to gain competitive advantages over the long run. Thus, it can be stated that the US based Multinational Corporation (MNC) should seek to alter its approach from an ethnocentric to a geocentric/ transnational one in order to manage its Human Resources (HR) more effectively globally. (Words: 3000)

Essay --

Xessorilic!ous Introduction: Accessories an essential part of all brands in the shop, it creates personal look and determine the women's character. girls adore new fashion and surf on the web site. Xessorilicious is a way of communicating with world of fashion. Executive Summary Our business about women's fashion accessories. The location of our booth is strategic; it is in business beside opposite of the cafeteria. The product that we have sold are necklaces, bracelet, anklets, and earrings . We will need capital of 3000 AED. It will come with outcome of big profit and affordable fascinated products. Business Description We started our project collecting information about suppliers who allow us to take a look of their accessories, so that we can take a decision whether it is suitable for us or not. Later on we found a woman who allow us to take a look of what she have and took an appointment with her. After searching several days, we have found exactly what we are looking for.The woman was delighted to purchase them immediately. Team Leader : Moaza Mohammad Khadem. Contact number: 050-5480459. Email address: s200222371@hct.ac.ae. Mission Statement Every woman has a way to shine, and try to find her own way to learn. In order to get elegance, there is the big obsession with perfection. Fashion accessories Is no longer seen as additions, but our jewelry proven itself. Goals and Objective We got objective for our business which is measurable and achievable. Accessories was chosen for the huge acceptable in the market by the ladies, easiness to get it and availability of all kinds and shapes and colors. (See Appendix 5 ) Summary : We have worked hard over 3 consecutive days and we have sold more than half ... ... were taught new thing they add it in their entity. Financial Projections a- Financial Statements b- Sales Forecast (Please see Appendix-3 for Layout Schematic) Loan or Investment Proposal For our business we need the money to buy the things and for the expenses (Rent for the booth , decoration , insurance ). However the amount of the expenses is AED 1,150 and the buying cost for our product AED 3,350.The Source of fund Personal savings each one of our group paid the same amount as the budget that we bought it for our business. We are 4 student each of us paid AED 1,125 the total amount is AED 4,500. Conclusion: In conclusion, after this perfect experience we have held a meeting with the group and decided to donate our bazaar profit to Friends of Cancer Patients, (FOCP) is one of the leading cancer organizations in the UAE. References:

Wayne Gretzky - Comparison Of Two Biographies :: essays research papers

In this essay, I need to compare two biographies of a famous person. I will plot out the difference and compare the two books considering point of view, bias, aim, omission, interest and interpretation. This person is my hero and idol. He is one of the great player in the history of hockey. He set the all-time NHL scoring record in 26 seasons and got four Stanley cup in a row from 1984-1988. He is Wayne Gretzky, the most brilliant and talent hockey player in this century. Ichose the "Gretzky and Taylor" and "Gretzky with Rick Reilly.The book "Gretzky with Rick Reilly was an autobiography. It showed how Wayne Gretzky from his AHL to a famous NHL player. In this book, there were a lot of Gretzky's childhood. We knew that Wayne Gretzky could skate at two years old. He was well known by people at six. When he was ten, he was signing autographs and had a national magazine article written about him. A thirty- minutes national television show done on him at fifteen. It also talk about Gretzky's hero when he was a kid. He was a funny guy. He was Gretzky's hockey instructor. He was also his lacrosse, baseball basketball and cross country coach. He was not only coach, but also trainer and chauffeur. Gretzky called him dad, his name was Walter. However, in the book "Gretzky and Taylor", it did not show anything in Gretzky's childhood. It was started when Gretzky became the NHL player, a member of Edmonton Oiler's rookie. How he became the hall of the frame. The description of this book was very interesting. The writer show the thing through the game. For example the first chapter was talking about the 1984 Stanley Cup final between the Edmonton Oilers and New York Islander. "Wayne," he said, "don't worry about not scoring so far. Just make sure that when you do get a goal for us is a big one. " (Page 15 Gretzky and Taylor ) From this conversation, we could know what had happen at that time. So, there was different between the point of view of those two books. Although this two books had the different point of view, they both had the same aim. They also showed to young people that worked hard was the only source of success. In the book "Gretzky with Rick Reilly", Gretzky showed his talent when he was young.

WWII Research Paper

WWII Research Paper: Oskar Shindler During a very dark time in history, during World War II, Oskar Schindler saved the lives of thousands of Jews by employing them in his factories, he had little to gain and everything to lose by saving these Jews but he was a courageous individual who did the right thing when others wouldn’t. Oskar Schindler was and opportunist and a businessman. He was one of many who sought to make a profit from the German invasion of Poland. He gained ownership of an enamelware factory and he employed around 1,000 Jews, At first he was only otivated by money, Jewish labor was extremely cheap, but it later turned into him helping and shielding his workers without regards of the cost. Oskar would claim to SS officers that unskilled workers were essential to his factory even though they were not.Under his employment his workers were treated with somewhat respect and were never beaten, let alone killed. The special status of his factory also became a big facto r in his efforts to help save his workers from the work and death camps. When his workers were hreatened with deportation to these camps, he would simply claim exemptions for them, stating that even women, children and handicapped persons were necessary for his workforce. Schindler’s Jewish workers weren’t just things to him, they were human beings and he used all his skills to help protect them. He called them his Schindlerjuden, (Schindler’s Jews) and he often got them out of very difficult situations. After he witnessed the 1942 raid on the Krakow Ghetto, where he was appalled to see many of hisJewish workers being murdered, he began to work increasingly hard to help protect his workers. One-account states that two Gestapo men came to Schindler demanding he give up a family who he had forged identify papers for. After three hours, some drinking and his charm the two Gestapo men left without the family or the incriminating documents. Schindler is also said to have smuggle Jewish children out of the ghettos by giving them to polish nuns who would hide them. Schindler talked the commander of the Plaszow amp, Amon Goth, into making his factory a sub camp of Plazow and having a few hundred Jews work there. In this way the workers would be relatively safer from the German guards. Schindler’s mastery of persuasion and charm saved many Jews lives.In the beginning it was only about making money and becoming rich for Schindler, but it became something much more to him and in the end he died a penny- less hero. Oskcar would constantly buy supplies and extra food off the black market for his workers. He was caught numerous times, but each time he paid off SS officials and as never punished. Towards the end of the war, with Russia drawing nearer, he bribed and convinced SS officials to let him move his work force of over a thousand Jews to another factory. Thus he saved their lives from certain death in the extermination camps which were work ing on the double to eliminate Jews before Russia was upon them. In the new factory Schindler was supposed to be producing weapons and ammunition for the war effort. In the eight months of operation there the barley produced anything.Schindler made now money and his once fortune grew smaller and smaller as he bought supplies for his workers and bribed officials. In the end though it wasn’t about money for Oskar Schindler, it was about helping out his fellow human beings thorough one of the most horrific time periods in history. To him it was about preserving human life and doing the right thing.Bibliography 1)†Oskar Schindler. † United States Holocaust Memorial Museum. 2004. 10 May 2009 . 2)†Oskar Schindler, rescuer of Jews during the Holocaust. † . 10 May 2009 . 3)†Oskar Schindler. † . 2005. 10 May 2009 .

How Can Inter-Proffesional Working Improve the Quality of Health Care

Using appropriate literature this paper will attempt to examine the ways in which interprofessional working can improve the quality of health care. Concepts of interprofessional working will be looked at. Examples observed or carried out on assessment ward in the mental health practice area will be drawn upon to explore the concepts of interprofessional working and quality. Issues relating to interprofessional working will be identified and will explored based on experience. ‘Quality’ is very difficult to define so this will be attempted using certain criteria.The report ‘High Quality Care for All’ published by Lord Darzi (DOH 2009) equates higher quality care with improvements to patient services i. e reducing waiting times for meetings and health care interventions. Also, by giving power to the general practitioner, the report aims to change the way NHS budgets are run. According to the NMC (2008), Nurses must work together with carers, patients, communiti es, groups and other organisations while taking into account their needs and strengths.They must promote health and well being while empowering people to make to make choices and decisions to promote their own self-care. Interprofessional working is an essential concept of the Nursing and Midwifery Council requirement for any qualifying nurse to be deemed competent. This essay will focus on an assessment ward, in a mental health unit at a general hospital. Seeing how important interprofessional working is, key issues affecting interprofessional working will be explored.According to Day (2006), 3 major factors affect interprofessional working. These are systemic, organisation and interactional factors. Systemic factors are factors outside of the organisation that have an impact, be it positive or negative on this organisation. Professional socialisation, professional language, professional tribes and territories, professional codes of conduct and professions/professionalism are all d ifferent aspects of this factor. An example of a key issue would be articulating professional identity.If nurse doesn’t know what unique role they play as a nurse, they will be unable to effectively work together with other professionals. Another factor is the organisational factor. This relates to factors of setup and framework within the organisation. For example, lack of staff during a shift can cause a serious problem cause communication breakdown between management and nursing/healthcare assistants. The last factor that Day (2006) pointed out was the interactional factor.Interactional factors relate to a process of collaboration that occurs between two individuals. Lack of communication, lack of willingness to collaborate and professional stereotypes all come under this factor. Now the factors that can affect interprofessional working have been covered, looking at what works effectively within the chosen admissions ward under the mental health unit is the next step. When looking at those systemic factors it’s apparent that professional language is very important and used through-out the ward among professionals to communicate.For example the nurse asked the student to do go do a UDS screening and some vital obs on patient B. The student nurse is familiar with this professional jargon and carries out what has been asked where as if this was asked of someone on the ward for the first time they would not know what to do. A way to solve this would be to keep professional jargon strictly among professionals and to make communication between a patient and a professional as clear and easy-to-understand as possible.The NMC professional codes of conduct are referred to a lot on the ward when dealing with students and the hospital trust policy is also referred to in an attempt to make all students aware of expectation to pass their respective placements. How does this relate to interprofessional working? Professional codes of conduct always promote go od interprofessional working, for social workers the GSCC (2002) states ‘recognising and respecting the roles and expertise of others from other agencies and working in partnership with them’, for doctors the GMC (2001) states ‘Respect the skills and contributions of your colleagues.Communicate effectively with colleagues within and outside of the team. On the ward, professional socialisation problems were not very apparent because the health care professionals present during meetings were always willing the take on board the different philosophies and theoretical bases present during the meeting and try to reach a common goal for the patient. Open discussions on different perspectives can help other professional overcome this problem.When looking at organisational factors on the ward, the ward appears very well structured as everyone knows what to do any point during the day. The use a of a white board to write down the duties and responsibilities of the professi onals based on the ward made it clear ‘who was doing what’ and limited any confusion. The ward design and function aid interprofessional working by bring all the professionals together regularly and by allowing them to use the same meeting rooms.The regular team meetings also greatly improves interprofessional working on the ward and ward rounds always comprise of health care assistants and nurses who effectively pass on informationâ€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"â€Å"1n from the previous shift to the staff taking the new shift. The doctors round is similar because nurses doctors, ward managers and some other health care professional may be present to discuss patient on a case by case basis. The use of Rio (the intranet patient dat abase) is invaluable as an effective interprofessional tool.Patients are accessible by all health care professionals and progress notes are regularly recorded for patient by a variety of professional so reading through on the ward can give a clear picture of what’s the patient’s current progress. A good team leader is also important in term of interprofessional working. On the ward, the team leader is an essential component. She/he can make or break a ward structure. In this case the ward manager was excellent, friendly, professional and willing to solve any problems that occur between members of staff.The interactional factors also affect the interprofessional working on the ward. Professional stereotyping doesn’t occur much on the ward because most all of the staff come from a wide variety of countries and religions so there is a lot of mutual respect. Professional stereotyping of patients wasn’t a frequent thing but did occasional happen i. e a nurse e xpecting a patient to behave a certain way because of their racial background. Generally negative stereotyping should be frowned upon but positive stereotyping of patient which would improve their outcome should be capitalised on.Way to reduce this would be interprofessional education courses. Issues with lack of communication on the ward were not frequent but did occur. Staff forgetting to mention or document key occurrences or incidents during the day, lead to a few problems with interprofessional working as the doctors could not act on information they did not have. Having had time to look at different issues on the ward and solutions as to how to solve them, the barriers of interprofessional working otherwise not highlighted previously will be looked at.Lack of knowledge about other professionals can cause a break down in interprofessional working. Knowing the different roles people play will aid you when needing to refer a patient or when a patient is concerned with a particula r issues you cannot handle yourself professionally. For example a patients housing issues should be handle by his/her social worker. Another issues is the different levels of authority most systems in healthcare have. This can create a lot of interprofessional working barriers.For example, nurses might find it difficult to communicate with a senior manager because of concerns about their position. Sharing information can also become a barrier when professional do not share all the information they have received regarding a care in their care. This can put other professionals at risk by then giving patients care, without taking into account what the last outcome was. For example, a patient telling a social worker that he cant have ibuprofen tablets because they make him sick.This information not being passed on to the Mental health team could result in ibuprofen being prescribed for him and he subsequently becoming very ill. Conflict can occur regarding the relationship with the pati ent. If a professional is over familiar with the patient it could lead to an impaired judgement and therefore conflict with the mental health team. Team size on the ward also affects the way in which professionals can perform their duties and interact with the other professionals. Conflict can arise if the team is understaffed.Resentment towards management, a lack of willingness to co-operate, undermined patient care can all emerge if these issues are allowed to continue. According to Goodman and Clemow (2010), several strategies can be used to improve interprofessional working which in turn will improve the overall care given to the patient and by definition, the quality of care will improve. Clinical supervision and engaging in reflection. The use of managerial support The development of realistic expectations Reinforcement of professional identityEvaluating current roles and practices Training and education for interprofessional working These are very effective strategies to mini mise barriers in effective communication. Clinical supervision is very important in ironing out minor issues and the communication lines open and transparent. The use of reflection as a tool to improve interprofessional is very good. Reflection can help a professional analyse and review the way in which they have been communicating. Was it effective enough? Was all the information passed on? Was it all understood?Was the information relevant? How was my tone of voice? Was i being fair? These are some of the question a professional can ask themselves to improve their communication with other professionals. Managers are their to support the professional on the ground. The proper use of manager to support any issues or problem you may be having with another professional is essential. People are very diverse and working in a large team of different personalities and philosophies will lead to conflict so it’s important to use the managerial support available to all on the team.Exp ecting realistic outcomes can really improve the interprofessional working because when professional work together they sometimes rely on a number of steps to be completed before, they can start their aspect of patient care. Having an understanding of the workload, stresses and time management issues another professional faces prevent barriers in communication from occurring. The use of badges, uniforms and i. d cards help reinforcement professional identity and improve interprofessional working. If it’s clear what roles a professionals serve the moment they approach any professional on the ward.It grants immediate trust in their role and improves their communication. Reflecting on the formative assessment. It was a very rich learning experience and proved how difficult it is to work in a team when people have serious difference in opinion. At one point the people were excluded from the group and things got very uncomfortable but in the end, we were able to push through our d ifferences and work out an essay which we all agreed to present. Our topic was learning and disabilities and the group scenario was based on my experience in a learning and disabilities placement.So I wrote the scenario which was used during the essay. It was a very good experience from me to reflect on placement and see how my experience on placement was represented in terms of an interprofessional working presentation. To summarise, the topic was introduced and attempts to identify the concepts of interprofessional working and ‘quality care’ were made. A practice setting was identified and was subsequently used to give examples. Following the introduction factors that contribute to interprofessional working were explored. Advantage and disadvantages of interprofessional working were highlighted.Key issues of interprofessional working were identified. These barriers were explained using examples and personal experience in the practice setting. These barriers were explo red in depth and examples were given. Lastly, several strategies were identified that would improve interprofessional working and would prevent barriers from occurring. These were explored and examples were also given. Now that interprofessional working has been explored, the effect is has on professionals, the practice area, the structure of the hospital, the interactions between professional and ultimately the patients.The concept of Quality care explain by Lord Darzi states a number of ways to improve services, patient waiting times, GP involvement in budgets but most importantly it is implied that making improvements between service and their professional i. e interprofessional working will directly improve the quality of care. This essay has tried to show the effects of interprofessional working on professional will always translate to the patient, be it negatively r positively. It is up to the professional of the current of future generations to make sure that our interprofess ional working improves the care we give our patientsREFRENCE LIST Barrett, S. T. (2005). Interprofessional Working in Health and Social Care. China: Palgrave Macmillian Codes of practice. [online] (2010). General Social Care Council. Available from: http://www. gscc. org. uk/cmsFiles/Registration/Codes%20of%20Practice/CodesofPracticeforSocialCareWorkers. pdf [Accessed on April 5 2012] Day. (2006). Inter-professional Working; an essential guide for health and social care professionals. Cheltenham: Nelson Thornes Department of Health. [online]. (2009). High Quality Care for All: Our journey so far. Available from: http://www. h. gov. uk/en/Publicationsandstatistics/Publications/PublicationsPolicyAndGuidance/DH_101670 [Accessed on April 5 2012] Ellis, G. K. (2006). Interpersonal Communication in Nursing: Theory and practice. (2nd ed). London: Elsevier Goodman, R. C. (2010). Nursing and collaborative practice: A guide to inter-professional learning and working. (2nd ed). Cornwall: Learn ing Matters Healthcare Policy. [online]. (2005). British Medical Association. Available from: http://www. bma. org. uk/healthcare_policy/healthcarerural. jsp? page=12 [Accessed on April 5 2012]