Early Greek Education Essay

Definition HIV infection is a disease caused by the human immunodeficiency virus (HIV). The condition gradually destroys the immune system, which makes it harder for the body to fight infections. Most people infected with HIV eventually develop AIDS. These individuals mostly die from opportunistic infections or malignancies associated with the progressive failure of the immune system. HIV progresses to AIDS at a variable rate affected by viral, host, and environmental factors; HIV-specific treatment delays this process. Most will progress to AIDS within 10 years of HIV infection: some will have progressed much sooner, and some will take much longer. Treatment with anti-retrovirals increases the life expectancy of people infected with HIV. Even after HIV has progressed to diagnosable AIDS, the average survival time with antiretroviral therapy was estimated to be more than 5 years as of 2005. Without antiretroviral therapy, someone who has AIDS typically dies within a year. Acquired immune deficiency syndrome or acquired immunodeficiency syndrome (AIDS) is a disease of the human immune system caused by the human immunodeficiency virus (HIV). This condition progressively reduces the effectiveness of the immune system and leaves individuals susceptible to opportunistic infections and tumors. HIV is transmitted through direct contact of a mucous membrane or the bloodstream with a bodily fluid containing HIV, such as blood, semen, vaginal fluid, preseminal fluid, and breast milk. When HIV infection becomes advanced it often is referred to as AIDS. It generally occurs when the CD4 count is below 200/mL and is characterized by the appearance of opportunistic infections. These are infections that take advantage of a weakened immune system and include: †¢ Pneumocystis carinii pneumonia †¢ Toxoplasmosis †¢ Tuberculosis †¢ Extreme weight loss and wasting; exacerbated by diarrhea which can be experienced in up to 90% of HIV patients worldwide †¢ Meningitis and  other brain infections †¢ Fungal infections †¢ Syphilis †¢ Malignancies such as lymphoma, cervical cancer, and †¢ Kaposi’s Sarcoma Today we know that Acquired Immune Deficiency Syndrome (AIDS) is a disease and not a syndrome. A syndrome is commonly used to refer to collections of symptoms that do not have an easily identifiable cause. This name was more appropriate 13 years ago, when doctors were only aware of the late stages of the disease and did not fully understand its mechanisms. A more current name for the condition, regardless of an AIDS diagnosis, is HIV Disease. This name is more accurate because it refers to the pathogen that causes AIDS and encompasses all the condition’s stages, from infection to the deterioration of the immune system and the onset of opportunistic diseases. However, AIDS is still the name that most people use to refer to the immune deficiency caused by HIV. †¢ Acquired — because it is a condition that has to be contracted. It cannot be inherited or transmitted through the genes. †¢ Immune — because it affects the body’s immune system, the part of the body that fights off diseases. †¢ Deficiency — because it makes the immune system stop working properly. †¢ Syndrome — because people with AIDS experience a number of different symptoms and opportunistic diseases. Four stages of HIV infection: 1. Incubation Period In the majority of the infected population, HIV remains asymptomatic for years. The only way to know if you have HIV is to be tested. It is important to know, however, that it may take up to six months after exposure to the HIV virus before you will test positive on an HIV antibody test, although most infected people will test positive within 3 months. A negative test, therefore, isn’t a reliable indicator of your infection status if you were only exposed last week. Tests that look directly for HIV RNA, the virus’ genetic material, can detect an infection earlier, but are harder to find. 2. Acute HIV infection The initial infection with HIV generally occurs after transfer of body fluids from an infected person to an uninfected one. The first stage of infection, the primary, or acute infection, is a period of rapid viral replication that immediately follows the individual’s exposure to HIV leading to an abundance of virus in the peripheral blood with levels of HIV commonly approaching several million viruses per mL. This response is accompanied by a marked drop in the numbers of circulating CD4+ T cells. This acute viremia is associated in virtually all patients with the activation of CD8+ T cells, which kill HIV-infected cells, and subsequently with antibody production, or seroconversion. The CD8+ T cell response is thought to be important in controlling virus levels, which peak and then decline, as the CD4+ T cell counts rebound to around 800 cells per  µL (the normal blood value is 1200 cells per  µL ). A good CD8+ T cell response has been linked to slower disease progression and a better prognosis, though it does not eliminate the virus. During this period (usually 2–4 weeks post-exposure) most individuals (80 to 90%) develop an influenza or mononucleosis-like illness called acute HIV infection. Because of the nonspecific nature of these symptoms, they are often not recognized as signs of HIV infection. Even if patients go to their doctors or a hospital, they will often be misdiagnosed as having one of the more common infectious diseases with the same symptoms. Consequently, these primary symptoms are not used to diagnose HIV infection as they do not develop in all cases and because many are caused by other more common diseases. However, recognizing the syndrome can be important because the patient is much more infectious during this period. 3. Latency stage A strong immune defense reduces the number of viral particles in the blood stream, marking the start of the infection’s clinical latency stage. Clinical latency can vary between two weeks and 20 years. During this early phase of infection, HIV is active within lymphoid organs, where large amounts of virus become trapped in the follicular dendritic cells (FDC) network. The surrounding tissues that are rich in CD4+ T cells may also become infected, and viral particles accumulate both in infected cells and as free virus. Individuals who are in this phase are still infectious. During this time, CD4+ CD45RO+ T cells carry most of the proviral load. 4.  AIDS When CD4+ T cell numbers decline below a critical level of 200 cells per  µL, cell-mediated immunity is lost, and infections with a variety of opportunistic microbes appear. The first symptoms often include moderate and unexplained weight loss, recurring respiratory tract infections (such as sinusitis, bronchitis, otitis media, pharyngitis),prostatitis, skin rashes, and oral ulcerations. Common opportunistic infections and tumors, most of which are normally controlled by robust CD4+ T cell-mediated immunity then start to affect the patient. Typically, resistance is lost early on to oral Candida species and to Mycobacterium tuberculosis, which leads to an increased susceptibility to oral candidiasis(thrush) and tuberculosis. Later, reactivation of latent herpes viruses may cause worsening recurrences of herpes simplex eruptions, shingles, Epstein-Barr virus-induced B-cell lymphomas, or Kaposi’s sarcoma. Pneumonia caused by the fungus Pneumocystis jirovecii is common and often fatal. In the final stages of AIDS, infection with cytomegalovirus (another herpes virus) or Mycobacterium avium complex is more prominent. Not all patients with AIDS get all these infections or tumors, and there are other tumors and infections that are less prominent but still significant. Incidence As a national and global epidemic, the degree of morbidity and mortality caused by caused by HIV or AIDS. At the end of 2002, it was estimated that there were 42 million people living with HIV / AIDS and that more than 25 million had died of the infection. During the same year, 5 million were newly infected with the virus, and for the first time, women and young people 15 to 24 years of age accounted for 50% of HIV infections. In the year 2007, it was estimated that 33.2 million people lived with the disease worldwide, and that AIDS had killed an estimated 2.1 million people, including 330,000 children. In the Philippines, cases were estimated to be 29 each month in the year 2007 and continue on until 2008. As of September 2008, the Department of Health (DOH) AIDS Registry in the Philippines reported 3,456 people living with HIV/AIDS. The Philippines is a low-HIV-prevalence country, with less than 0.1 percent of the adult  population estimated to be HIV-positive. Etiology AIDS is caused by the human immunodeficiency virus or HIV. Human immunodeficiency virus (HIV) is a lentivirus (a member of the retrovirus family) that causes acquired immunodeficiency syndrome (AIDS), a condition in humans in which the immune system begins to fail, leading to life-threatening opportunistic infections. Infection with HIV occurs by the transfer of blood, semen, vaginal fluid, pre-ejaculate, or breast milk. Within these bodily fluids, HIV is present as both free virus particles and virus within infected immune cells. The four major routes of transmission are unsafe sex, contaminated needles, breast milk, and transmission from an infected mother to her baby at birth (Vertical transmission). Screening of blood products for HIV has largely eliminated transmission through blood transfusions or infected blood products in the developed world. HIV primarily infects vital cells in the human immune system such as helper T cells (specifically CD4+ T cells), macrophages, and dendritic cells. HIV infection leads to low levels of CD4+ T cells through three main mechanisms: firstly, direct viral killing of infected cells; secondly, increased rates of apoptosis in infected cells; and thirdly, killing of infected CD4+ T cells by CD8 cytotoxic lymphocytes that recognize infected cells. When CD4+ T cell numbers decline below a critical level, cell-mediated immunity is lost, and the body becomes progressively more susceptible to opportunistic infections. HIV is present to variable degrees in the blood and genital secretions of virtually all individuals infected with HIV, regardless of whether or not they have symptoms. The spread of HIV can occur when these secretions come in contact with tissues such as those lining the vagina, anal area, mouth, or eyes (the mucus membranes), or with a break in the skin, such as from a cut or puncture by a needle. The most common ways in which HIV is spreading throughout the world include sexual contact, sharing needles, and by transmission from infected mothers to their newborns during pregnancy, labor (the delivery process), or breastfeeding. (See the section below on treatment during pregnancy for a discussion on reducing the risk of  transmission to the newborn.) There is little evidence that HIV can be transferred by casual exposure, as might occur in a household setting. For example, unless there are open sores or blood in the mouth, kissing is generally considered not to be a risk factor for transmitting HIV. This is because saliva, in contrast to genital secretions, has been shown to contain very little HIV. Still, theoretical risks are associated with the sharing of toothbrushes and shaving razors because they can cause bleeding, and blood can contain large amounts of HIV. Consequently, these items should not be shared with infected people. Similarly, without sexual exposure or direct contact with blood, there is little if any risk of HIV contagion in the workplace or classroom. Pathophysiology Signs and Symptoms †¢ Acute HIV infection [pic] Main symptoms of acute HIV infection. †¢ Symptomatic HIV infection or Acquired Immunodeficiency Syndrome – Moderate and unexplained weight loss – Recurring respiratory tract infections (such as sinusitis, otitis media, bronchitis, pharyngitis) – Prostatitis, skin rashes, and oral ulcerations – Oral candidiasis and Tuberculosis caused by Candida species and Mycobacterium tuberculosis respectively. – Reactivation of latent herpes viruses may cause worsening recurrences of herpes simplex eruptions, shingles, Epstein-Barr virus-induced B-cell lymphomas, or Kaposi’s sarcoma. – Pneumonia caused by the fungus Pneumocystis jirovecii is common and often fatal. – In the final stages of AIDS, infection with cytomegalovirus (another herpes virus) or Mycobacterium avium complex is more prominent. WHO Case Definition for AIDS Surveillance For the purpose of AIDS surveillance an adult or adolescent (>12 years of age) is considered to have AIDS if at least 2 of the following major signs are present in combination with at least 1 of the minor signs listed below, and if these signs are not known to be due to a condition unrelated to HIV infection. Major Signs – Weight loss >10% of body weight – Chronic diarrhea for more than 1 month – Prolonged fever for more than 1 month (intermittent of constant) Minor Signs – Persistent cough for more than 1 month – Generalized pruritic dermatitis – History of herpes zoster – Chronic progressive or disseminated herpes simplex infection – Generalized lymphadenopathy The presence of either generalized Kaposi sarcoma or cryptococcal meningitis is sufficient for the diagnosis of AIDS for surveillance purposes. Expanded WHO Case Definition for AIDS Surveillance For the purpose of AIDS surveillance an adult or adolescent (>12 years of age) is considered to have AIDS if test for HIV antibody gives a positive result, and 1 more of the following conditions are present: – >10% body weight loss or cachexia, with diarrhea or fever, or both, intermittent or constant, for at least 1 month, not known to be due to a condition unrelated to HIV infection – Cryptococcal meningitis – Pulmonary or extra-pulmonary tuberculosis – Kaposi sarcoma – Neurological impairment that is sufficient to prevent independent daily activities, not known to be due to a condition unrelated to HIV infection (i.e. trauma or cerebrovascular accident) – Candidiasis of the esophagus (which may be presumptively diagnosed based on the presence of oral candidiasis accompanied by dysphagia) – Clinically diagnosed life-threatening or recurrent episodes of pneumonia, with or  without etiological confirmation – Invasive cervical cancer

Leadership Style Essay

Background of CEO According to Xerox. com (2013) Ursula Burns joined Xerox in 1980 as a Mechanical Engineering summer intern. In the company pivotal point, Burns led several business teams to include the color and office network printing business. In 2000, Burns was named senior vice president corporate strategic Services heading up manufacturing and supply chain operations. And in 2009, Burns was named the Chief Executive Officer (CEO) in July 2009 and made the largest acquisition in Xerox history with the 6. 4 billion dollar purchase of Affiliated Computer Services. Ursula Burns was the first African-American women CEO to head a fortune 500 company. Burns also was the first to succeed another woman CEO. Analyze the CEO Leadership Style Burns climbed the corporate ladder to the mountain top of Xerox. Burns employee’s claims that Burns is open, grounded, and down to earth. Edmondson-Bell (2010) stated regardless of her race and gender, Burns is an example of the new breed of authentic, self-aware corporate leadership (Edmondson-Bell, 2010). In most organizations the CEO is considered to be stiff and unapproachable. According to Schermerhorn (2012) leadership appears in two forms formal and informal leadership. Formal leadership exerted by persons appointed or elected to a position. Informal leadership exerted persons who become influential because of special skills that meet the needs of others (Schermerhorn, 2012). Burns is a true leader who earned the support of her stall and employees of Xerox. Burn’s remaining grounded and being transparent in the business matters of Xerox keeps her leadership style sort after in the marketplace. In business, part of your success in your career is having a mentor. Burns utilize her very own mother as her mentor. According to Tseng (2011) Burns admired her mother for raising her and two siblings as a single parent and in a not so good area in Lower Manhattan, New York. One of the most important lessons Burns learned is do what you love (Tseng, 2011). This type of mindset is what carried Burns up to the top of her organization. Burns took over a company that was struggling to complete with Ricoh and Cannon. The worker of Xerox found that their future was uncertain. Burns change the uncertainty to certainty in the work environment. According to Colvin (2010) Burns speaks boldly and bluntly in a famously and overly genteel culture (Colvin, 2010). Burns made needed and dramatic action to turn Xerox around to become a profitable and striving company. Personal and Organizational Values Burns personal and organization value is reputation. According to Sellers (2012) Burns knows that personal experience how reputation can make or break a corporation (Sellers, 2012). Having a good reputation is essential to business success. When success in a corporate setting is sometime measured by the amount of money made a bad reputation could affect the organizations financially. A reputation can be destroyed in a matter of minutes. Burns focus on what she is facing. According to Schermerhorn (2012) power-oriented behavior is action directed primarily at developing or using relationships in which other people are willing to defer to one’s wishes (Schermerhorn, 2012). Burns uses here unique relationship to give the organization an upfront approach. Schermerhorn (2012) stated that empowerment is the process by which management help others to acquire and use the power needed to make decisions affecting themselves and their work (Schermerhorn, 2012). Burns empowers her employees, which will cause a since of belonging. Burns focuses on personal fulfillment rather than on things. Ethical Behavior Burns values are likely to influence ethical behavior within the organization. According to Xerox. com (2013) Burns started that this is a time to be at our most vigilant and even more aware of the importance of ethical behavior and uphold the organization’s core values (Xerox. com, 2013). Burns values were instilled in her by her mother. Burns direct approach will influence others to hold ethical behavior to high regards. Burns has been the organization leader when comes to ethical practices. Seidman (2010) stated that there is a high demand for ethical leadership, yet there is short supply (Seidman, 2010). Burns will be considered the one that is in that short supply category. Seidman (2010) also stated that ethical leadership extend trust to their workers, creating the conditions necessary to empower employees, suppliers and even customers to take risks necessary to create game changing innovations (Seidman, 2010). Burns believes in empowerment of her employees. Burns lead with impatience while still maintaining focus. Burns is a woman from a low income family in New York to one of the most powerful women, according to several publications. Gaete (2012) mentioned that Burns keys to lead with impatience are education, impatience to push change, focus, move towards the future, transform, be direct to achieve, empower your people, and don’t take short-cut (Gaete, 2012). Burns value will definitely influence others to be ethical. Schermerhorn (2012) wrote that ethical leadership is characterized by caring, honest, principled, fair, and balanced choices by individuals who act ethically, set clear ethical standards, communicate about ethics with followers and reward as well as punish others based on ethical or unethical conduct (Schermerhorn, 2012). Greatest Strength and Weaknesses Burns is a very successful CEO and a powerful corporate leader. Burns has took advantage of a changing industry and made to correct adjustments to be successful. Schermerhorn (2012) stated that leaders deal with mastering challenges of change while creating a satisfying healthy and effective workplace for its employees (Schermerhorn, 2012). Every human or individual has strength and weaknesses. Burns greatest strengths are impatience, hard work and value based leadership. According to Basu (2013) leader strengths are when leaders communicate direction to the organization, clearly, organize groups for particular tasks and define roles and have a structured work environment (Basu, 2013). Burns strengths are connected to professional behavior and ethical practices. Burns impatience’s is translated into boldness action for the higher purpose of Xerox to be led and to take risks. Xerox acquisition of Affiliated Computer Services transformed Xerox to be one of the leaders in business services and technology. Burns works hard, focus and deliver results. Burns came from being a summer intern to being a CEO of the same Company. Burns articulate her values to the organization often and loudly. Burns lives by her beliefs and make daily business decisions on personal and professional values. Every leader has weaknesses and Burns is no exception. Basu (2013) stated that weaknesses of a tasks oriented style of leader fear of breaking the rules among employees which may cause a lack of creativity. Low morale, and high turnover (Basu, 2013), Burns has a deep industry knowledge, but Burns also has frankness, sharp humor and willingness to take risks. These traits can be a display as weakness. These traits can be misconstrued as a brash individual who only thinks of oneself. Contributes to Leader’s Success The quality that contributed to Burns success is her drive to affect change and do it ethically. According to Mehta (2012) all executives walk a fine line between being collaborative and being the boss (Mehta, 2012). Burns has many great qualities that made her successful in the industry. Burns was the first black female CEO of a major corporation. Burns story of her rise from low income family to CEO of Xerox is contributed to her drive to be successful. According to Peck (2011) Burns recommended six keys to leadership; be authentic, listen, recognize the you can’t do everything yourself, take a stand, measure, and have fun (Peck, 2011). Burns is very successful, but has a contagious drive in which her exuded. Burns worked hard at every level and the opportunity presented itself for CEO. Burns believes in education and working hard no matter where you are in your career. Assess Dynamics Burns has made it a priority to use communication, collaboration, empowerment and politics to influence the dynamics of Xerox. According to Bryant (2010) Burns grew up in the organization and is well known by many of the employees of the company (Bryant, 2010). Burns has changed the culture to a family oriented environment. Burns operates by having an executive team to assist in making business decisions for the organizations. Burns also have panels of employees to get their prospective on a particular business issue. Schermerhorn (2012) stated that collaborative environments are characterized by boundary less information flows more open and transparent communication, and more supportive communication dynamics (Schermerhorn, 2012). Burns describes her approach to the culture as terminal niceness. Bryant (2010) stated that Burns wants all 130,000 employees to get over the past, take initiative, be fearless, frank and impatient with one another (Bryant, 2010). The politics of being the first African American female CEO is something that comes with the position. According to Bryant (2010) Burns misread the public reaction when she was named CEO. Burns started receiving phone calls from people of the caliber of Reverend Jesse Jackson, Reverend Al Sharpton and Magic Johnson (Bryant, 2010). The appointment to CEO put Burns in the public eye due to the historical meaning of her appointment. Burns was also named by President Obama to help lead the White House national program on STEM (science, technology, engineering and math). Burns was appointed vice chair of the President’s Export Council as well. Conclusion Burns was the right person for the CEO position at Xerox. Burns’ style of leadership is what the company needed during a difficult time. Burns straight forward and blunt approach proved to be the style that bring conformation of stability. Burns achieved in many way and made history in the process. A person who stayed focus and work hard to achieve her goal. This is why Xerox is one of the computer services giant in the computer software industry. Schermerhorn (2012) stated that it is important to remember that people still drive organizational systems and performance (Schermerhorn, 2012).

Are Criminals Born or Made

There are numerous debates about what causes crime. Some people assume that criminal behavior is due to a person’s upbringing and life experiences (â€Å"nurture†). Others suggest that criminal behavior is more complex and involves a person’s genetic makeup (â€Å"nature†). Are people just born that way? Is criminal behavior pre-determined at some point in people’s lives? This paper will present how crime behaviors can be hereditary but most criminals are shaped by their environment factors instead. As the theories of genetic influences in crimes are undeniable; it should only be seen as an inclination of crime rather then the cause of crime (Raine, A. 1993 pg50). Hence, a criminal can be born but shaped and influenced by the society to cultivate the criminal traits in them. Social scientists have argued the nature-nurture debate for many years, both in the popular press and professional literature. Nature proponents argue that biological factors and genetic composition explain much of human behavior. Nurture proponents contend that environmental factors, such as family, school, church and community, are paramount in the development of behavior patterns. Besides, some traits, such as human intelligence, depend upon a complex combination of both hereditary and environmental influences. According to Pollak, that there is a new way of looking at these different experiences that turn different genes on or off (Pollak S. 2002). New research reveals that life experiences can alter the biochemistry of many genes- our moral development later in life changes our genes and is this could be hereditary. Cesare Lombroso, a 19th century Italian physician, reminded students that nurture, not nature, is responsible for criminal behavior. In contrast, Freudian psychoanalysis and the depth psychologies of Alfred Adler, Erik Erikson, Erich Fromm, Karen Horney, Carl Jung, Melanie Klein, Otto Rank and Harry Stack Sullivan focused on the dynamic unconscious (the natural instinct of a human), theorizing that the depths of human psyche integrates with the conscious mind to produce a healthy human personality. Nevertheless, many researchers show that criminal behaviors can be hereditary. Human genes carry many personality traits inherited from their ancestors and even from their parents. Lombroso, regarded by many as the father of criminology, is convinced that people are born criminals as it is in an individual’s nature to commit crime. Criminals have been found to carry a few certain features and personality traits. According to Darwin and him, we evolved from animals. In this theory, genes mutate and get passed on to each descendant, concluding that some people are predisposed to criminality and they are not the same species as humans (AllAboutScience. org, 2005). According to Sigmund Freud, all humans have criminal tendencies. However, the process of socialization curbs these tendencies by the developing of inner controls that are learned through childhood experience. Freud hypothesized that the most common element that contributed to criminal behavior was faulty identification by children with their parents. Improperly socialized children may develop personality disturbances that causes them to direct antisocial impulses inward or outward. The child who directs them outward becomes a criminal, and the child that directs them inward becomes a neurotic. In Freud’s theory of the Defense Mechanisms, he finds the cause of individual behavior in the unconscious mind (Freud, S. 1930). Sociobiology attributes â€Å"genetics as the only factor of behavior†. The mankind uses each one of them in everyday life. One clear example of man being biological is that at sometimes man can have animal drives and desires. This drive is driven by the idea and of free will that is taken for granted. Another theory Freud developed included the Id, Ego, and Superego (Freud, S. 1923). Here, personality has a definable structure with three basic components. The most primitive part of the personality, present in the infant is the Id, meaning â€Å"it† in Latin. The Id is an unconscious, irrational and immoral part of the personality that exists at birth (by nature), containing all the basic biological drives: hunger, thirst, self-protection, and sex. A component of personality, the id seeks immediate satisfaction of natural urges through primary process, without concern for the morals and norms of society. Ego and Superego deals with how the mind works conscientiously and unconsciously. It describes the behavior of the human body and motives of our actions. Freud was a pessimist when it came to human nature. He identified man’s weaknesses in saying that man is a biological creature with biological drives. He reflected these ideas from Darwin’s original ideas. In Freud’s views, the three parts of the psychic structure – id, ego, and superego are always in dynamic conflict. We are always unaware of the conflicts between the id, ego, and superego. According to psychodynamic theory, when a threat becomes especially serious, it may lead to intense inhibitions and defenses. These may be expressed as violence and aggression- inhibiting reaction. According to Freud, humans are defensive. This defensive mechanism is part of everyday speech and action. The lack of basic need stimulates the unconscious id and impels a person toward aggression which may later express itself in a tendency toward criminal behavior. If moral and social values are instilled from day one, an individual is given ‘will power’ as a tool for survival as well as the ability to practise self control. For example, Socrates, a Greek philosopher was analysed as brutal, sensuous and inclined to being a drunkard by a physiognomist. By admitting that the examination revealed his inner self, and learning to control it, he managed to overcome the negative side (Vold, B. , Bernard, J. amp; Snipes, B. 2002, pg32). The ability to control negative desires or mens rea is a natural thing. If we said that criminals are made by their surroundings and their social factors, we could safely say that criminals are shaped by bad influences or social status. According to Maslow’s hierarchy of needs, when the basic need for an individual is not met or self esteem is threatened, the individual will turn on his or her defensive mechanism as reaction to this perceived threat (Maslow, H. 1943). Some resort to robbing and stealing food and necessities as a way of survival. Another basic need of humankind is the need for belonging and acceptance by others. Some might feel forced into criminal activities to enable them to live certain lifestyles that will achieve this aim. Because defensive mechanisms are unconscious, they are difficult to control. However, the psychologists of the 1950s and 1960s rejected this theory. Nevertheless, in recent years, the cognitive revolution has again made defensive mechanisms the subject of scientific investigation, and cognitive, developmental, and personality psychologists have found some evidence for their existence (Cramer,P. 2000). Carl Jung and Freud shared the same ideas and even theoretical concepts, including psyche, ego, consciousness, and unconsciousness (Somerfield, R. amp; McCrae, R. 000). But Jung greatly expanded the concept of the unconscious. Jung argued that the mind of the newborn infant is not blank slate, but is imprinted with forms from the past experiences that are common to all humans in the universe. One major challenge of our time is to discover the underlying causes of crime and to develop new techniques for preventing it. Although we should not ignore poverty, racism, joblessness, and other environmental factors which do influence criminals, biological and genetic factors may prove to be powerful predictors of criminal behavior. It is hoped that genetic tendencies toward crime, if they do prove to exist, can be modified by early intervention with such methods as psychotherapy, classes in effective parenting, and improved preschool education. Additional research on both genetic and environmental factors is necessary if we are to prevent the emergence of criminals like the serial killer Ivan Milat – â€Å"the backpacker murderer† in future generations. According to Lombroso and Ferri, there are four basic types of criminals. The first type is those who are born criminals. According to Ferri, this group constitute a third of all criminals. They are morally underdeveloped and epileptic. The second type is the insane criminals. This insanity is caused by a defect in their brains which causes them to be incapable from differentiating right from wrong. Intoxicated people are included in this group, since over consumption of alcohol has a similar effect on the brain. The criminal by passion is the third type, where according to Lombroso, these criminals are more likely to be females then male. They are usually urged by emotions or the need for revenge because of something or someone. For example, a mother who murders her husband who was found out to be the serial rapist of daughter. The strong emotions of betrayal and revenge for the overwhelming hurt done to her daughter would have driven her to the murder of her spouse. The fourth type of criminal is the occasional criminal. They comprise of a few categories. Firstly, the pseudocriminal who kills in self defense. Secondly, the criminaloid who are influenced by situations and circumstances to commit crime. Thirdly, the habitual criminals who are normally offenders of the petty crimes such as white collar criminals and last but not the least harmless, the epileptoid criminal who suffers from epilepsy. In conclusion, theories of genetic influences in crimes are reliable, but are only factors influencing crime, rather than its cause. Environment and parent care, peer pressure and human needs play a large part unearthing the underlying motives and causes of crime, because humans are intelligent creatures that learn from experience. Hence, crime is a human act that can develop as a reaction to one’s surroundings and nurture.

A Computer Science Life Research Paper Example | Topics and Well Written Essays - 750 words

A Computer Science Life - Research Paper Example I would aim to know the people who are the movers and shakers within the world of computer science and technology and would therefore try my best to be one step ahead of how they shaped up their lives and what they did in essence to reach the respective positions that they are at. This is true that as a computer science major, I would envision success if I am hard working and committed to the cause of knowing more and more with the changing times. This is significant because it would teach me the basics to know about computer science and in essence the varied technological manifestations. My desire would be to reach the top with consummate ease but for that I would leave no stone unturned and read a lot of books, journals and technology-related magazines to stay abreast of the changing trends within computer science and the linked technological areas. In short, I will incorporate the true value of computer science within my life and find out the best that there is, as far as the tech nological manifestations are concerned. What is even more astounding here is the fact that I would not stop here at all. I would try my utmost to find out about the people who have made it to the top echelons within the technological fields so that my canvas of understanding the computer science major would be bolstered with the passage of time.... I would also endeavor to provide them with a few inventions that would culminate with my hard work and skills which I will put to the best possible test. To the general society, I will always be giving in my very best (Soderdahl, 2011). I would read a lot of computer related journals and technological magazines which would offer me the best step forward. This shall make my task easier in discerning the very basics related with life and its different manifestations. It shall also dictate the way varied progresses would be made within the world of technology through a number of innovations, inventions and the like. I would therefore get to know quite a good amount of information regarding the world of computers and indeed the real world of technology. I believe that technology cannot work in vacuum. This needs to be properly understood in order to mesh quality results at the end. This can be done by incorporating technology within the management frameworks and then asking the managemen t regimes to employ the best possible use of technology so as to reap rich dividends at the end. Technology and management are related – in the sense that both work towards the final goal of satisfying the customers (or the users). Both technology and management contexts aim to look after the organizational well-being and bring in the positives which are strived for, by the employees and the top management alike. Technological domains need to be properly managed in order for them to become adequately sound with the business practices and regimes which are in place, and these must be comprehended by my entirety to gain further understanding (Brummans, 2011). The relation between the two

Prenancy woman with sickle cell disease Essay Example | Topics and Well Written Essays - 500 words

Prenancy woman with sickle cell disease - Essay Example The impact of this scheme will assist the next generations in designing the best responses to mothers who are victims of sickle-cell anemia (Glassberg, 2011). The Nursing-family partnership provides local communities with the best home-based approaches specially developed to help a mother from low-income families. The program will be implemented through a comprehensive research initiative to identify mothers with this problem. Medical personnel and Nurses will be deployed in the localities. Each county will have an office where registration will be done. This will be done through professional ethics that require non-disclosure. Visitations will commence after victims have been identified. The program will provide core services such the Nurse-family partnership will provide several services to victim mothers at the local level. Furthermore, the program offers assistance on family planning so that mothers have few chances of sickle cell babies. In addition to this, the program will give consultancy services where mothers will be expected to seek professional counseling and guidance. Providing free and subsidized drugs to mothers to avoid extreme effects to unborn babies The Initiative has been conducted in different states over the past four decades. It was fast conducted in California for pregnant mothers with sickle cell anemia. The outcome was successful because the number of sickle cell cases in California reduced by half in a span of three years after the inception of the partnership. There are consistent program effects of the plans, which include improved prenatal health because drugs were overly effective, fewer infant infections arising from mother-child transmissions, Increased intervals between births due to effective family planning techniques imparted t low-income mothers and improved maternal health due to reduced sickle cell count after further tests were administered. Furthermore, the program offers school readiness for

Understanding the Court System Essay Example | Topics and Well Written Essays - 1250 words

Understanding the Court System - Essay Example This paper endeavors to help in understanding the United States of America court system. To achieve this, the paper will discuss the case of Riley v. California heard in the Supreme Court. The Supreme Court determination in this case considered two individual cases. Both cases involved cell phone searches during arrest without a warrant of search. One case involved David Leon Riley stopped in San Diego by a police officer in 2009 for having expired car registration tags (Harvard Law Review, 2014). The police towed the vehicle and searched it. During the search, they discovered two handguns hidden under the boot of his car. The police seized his phone without warrant and searched it. The phone records showed that Riley was part of a gang known as the Lincoln Park gang the evidence from the phone also placed him at a crime scene three weeks before and his made the prosecution used this evidence to build a case of assault and attempted murder against Riley (Harvard Law Review, 2014). During the trial, the judge upheld that the evidence from Riley’s Smartphone was admissible because it fell under the exceptions provided by search-incident-to-arrest provisions. The trial led to the conviction of Riley and the California court of appeal upheld this ruling (Harvard Law Review, 2014). The second case involved Brima Wurie arrested by a police officer who observed him participating in drug trade. During the arrest, the police officers confiscated two mobile phones from him (Harvard Law Review, 2014). After searching the call log, they determined the location of a caller and traced it to a location where they seized drugs, firearms and cash. The prosecution charged Wurie with drug and firearm possession. The district court declined to declare the evidence from the mobile phone as inadmissible since the police acquired it without a warrant. However, the first circuit court overturned the decision by the district court citing that mobile

The gender class between the past and modern China Essay

The gender class between the past and modern China - Essay Example In today`s world, Chinese women are given greater freedom and opportunities. They are allowed to live a normal life and make their own decisions but even today, the Chinese culture is in favor of men. No matter how much advanced and successful the economy is, men are still preferred more over women and are given greater opportunities. Historically, women were treated as mere creatures rather than members of the human community. The patriarchal structure of the Chinese culture gained a lot of importance during the years 960-1279 CE. During this period of the song dynasty, the gender differences in China reached to its maximum limit. The practice of foot-binding was introduced during this period and though not practiced today, this practice has left a number of foot prints (Gender issues in the Chinese culture, Web). Foot binding is a practice in which a girl`s feet are tightly bound to limit female mobility as well as to restrict the growth of girls. It was a totally inhumane practice which was thought to be started in Imperial China during the 10th or the 11th century. It started as a status symbol indicating a high social rank, but unfortunately spread through out China. Although it has been banned by the Chinese government, its effects can still be seen today as some of its victims are still found today. As a result of this practice, the women affected were not able to support their families by working in the fields and made them dependant. During the same period, women were forced to marry against their wishes and after marriage, had to comply with the wishes of her husband as well as her in laws (Traditions of foot binding in China, Web). Confucianism is the foundation of traditional Chinese system, created by Confucius who displayed gender discrimination by placing women at the lower end of a patriarchal domestic family system. This theory was supported by the initiation of the Neo-Confucianism which placed more restrictions of women. The teachings of Conf ucius were further strengthened by Ban Zhoa`s â€Å"Lesson for girls†. Apart from the practice of foot binding, female infanticide became quite common. The Chinese men only cared about their sons as they would carry forward the family name. The girls born in their family were treated as dirt and were either left to die or were even sold to rich families as mere objects and slaves. Families in China have favored sons over daughters in the past as well and this has increased the number of men in China today. There have been infinite cases of infanticide, better treatment of baby boys than baby girls and abandonment of new born baby girls. This increase in the number of Chinese men has been made possible by advances such as ultrasounds which make it possible to know the sex of the baby about to be born. This has been supported by factual evidence as the number of male births has increased from 108 in 1980s to 120 in 2000. This problem was worsened by the one child policy by the Chinese authorities and people were reluctant to give birth to baby girls as their only child. This increase in the number of men has been predicted to result in a rise in crime rates of sexual violence and other social crimes (China`s great gender crisis, Web). The problem of surplus of women has been felt by the Chinese authorities as they have made it a part of the country`s fie year plan to cut the ratio of the sex gap to 112 or 113 by

Managerial Decision Making (see instructions) Essay

Managerial Decision Making (see instructions) - Essay Example Managers in todays business environment are faced with numerous often-unplanned events that require decision-making. In the past it was more common for a manager to decide the course of action individually or within formal groups. Important decisions in the business circle are now deemed too risky or important to be made entirely by one person. A manager must seek the right advice from several different sources. Decisions made by group when dealing with problems and issues take place everyday in the life of an organization. Today it is often common for many managers to seek involvement from lower level employees in the decision making process whenever it can be done. However it is not always possible just to ask a colleague what they should do. Most decisions will require a process of a greater degree of subordinate participation; these decisions can be made through a variety of different ways such as committees, task groups, departmental participation and so forth. It is said that making decisions in a group allows for every angle to be looked at and every possible idea to be created with every decision from a group offering the best solution this method of decision-making. This paper hopes to discuss advant ages of group decision-making using several theories and some real life case studies. We will see how participation in decision-making affects companies decisions; we will look at several helpful models i.e. vroom-jago model and all referencing it to real life situations and quotes from famous persons in the field (Schwenk, 1990, p.161–176) Managers as part of their job are faced with many decisions in which they have to undertake, it is up to the managers themselves to decide in what kind of way they want to make the decision and solve the problem. However groups can offer an essential feature in decision making for an organisation. As Coghlan points out: Membership of teams and groups shape perception and participation in organisational

Elements of an effective Leader Ulysses Grant Research Paper

Elements of an effective Leader Ulysses Grant - Research Paper Example Such is the focus of this essay. The man: Ulysses Grant Until today, scholars do not totally agree how Grant should be viewed as a leader. Though, he was esteemed a great Civil War hero and a great military commander, too; some would also say he was a butcher. Though many would say he was a major failure as a president; today some scholars are reconsidering such view, saying: â€Å"†¦ Grant was a good president; certainly a strong one† (Skidmore, 2008, p. 221). Perhaps, these opposing views could be attributed to the complex character of the man whose life was lived in the most challenging times of US history. Good thing though, scholars at least agree on five things about Grant. First, Hiram Ulysses Simpson Grant, the eldest among the six children (3 boys and 3 girls) of Jesse Root Grant and Hannah Simpson (Taylor, 2006, p. D05), is no extra-ordinary lad with an extra-ordinary life lived during challenging times. Aside from his unmatched excellence in horsemanship â€⠀œ â€Å"a skill that served him well in the Civil War, when he remained eighteen hours a day and more in the saddle without tiring, a feat that astonished his staff† (Goode, 1999, p. ... (McDowell, 2004, p. B06) His life is evidently a history of success and failure. Admirably though, in success, in failure, and even in death, Grant had consistently faced life’s challenges calmly. Second, Grant is a complex man (Bartholomees, 2002, p. 133) filled with great contradictions. Drain, the executive producer of American Experience describes him as a man hailed from an educated family, yet a school bum; a man who hates violence and the sight of blood, yet had been a brutal commander (cited in Lasner, 2002, p. 20). A man devoid of any qualities of greatness yet had saved and united this nation. A man of constant failure yet in his not so distinct previous military career had earned President Lincoln’s trust and confidence against the opposition of many, had been able to tame and discipline the seemingly hopeless rowdy Illinois regimen, and had defeated Robert E. Lee’s forces, victoriously ending the bloody Southern rebellion (Goode, 1999, p. 330; Lasner, 2002, p. 20). An honest man yet his administration were best known for many scandals involving his own people – his secretary of war (William Belknap) and private secretary (Gen. Orville Babcock). Among the major scandals that smeared his term were the Black Friday (September 24, 1869), Whiskey Ring (1875), and Belknap Bribery (1876). (Toppin, 2002, pp. 244-246) Also, a child of the frontier, a drunkard and a stern military commander, yet rarely swears using only the oath ‘doggone it’ and acts with ‘girlish modesty’. According to him, â€Å"no one had seen him naked since he was a boy.† (Goode, 1999, p.330) Third, Grant was a happy family man finding contentment and solace in the company of his wife, Julia Dent, and four

Distress Essay Example | Topics and Well Written Essays - 2500 words

Distress - Essay Example She first felt the lump in her breast a month prior to admission. She was advised by her GP to have a mammography and the tests revealed that she had a mass in her breast. Further laboratory testing revealed that the mass was malignant and that cancer cells have already metastasized to her liver. She was immediately scheduled for double mastectomy and subsequent chemotherapy. After the surgery, it was discovered that cancer cells also metastasized to her colon. Another surgery is being scheduled to resect the mass in her colon. She is now feeling a lot of distress, mainly because of her children and her family. She is also feeling distress because of her impending surgery and her chances of beating the disease. She fears also the chemotherapy which may or may not work. She mostly fears for the people she will leave behind, who will take care of them, and guide them as children and as young adults. She is also distressing about the pain she knows she might experience as her disease wo uld progress. And finally, she is also distressing about whether or not the medical remedies they are using would work in managing her symptoms and in possibly prolonging her life. She is in a constant state of anxiety, at times she is tearful, and at other times she is panicking. She often wrings her fingers in an obvious state of agitation and concern for her family. She also sometimes displays anger at no one in particular. At which time, she would snap at her health care givers and even at her family members. She often immediately regrets these incidents and would cry about them. At times, she would be sad and melancholy and mostly just insist on sleeping. She would also manifest a brooding and contemplative attitude; these times often lead to moments of worry and of anxiety about herself and her family’s future. She also tries to comfort her family members and just try to be strong for them; but undeniably, there are times when she is very much agitated and anxious about her condition. During these times, she registers with elevated heart rates, breathing rates, and blood pressure rates. She has had no major medical problems. Prior to giving birth to her first child, she has had no history of hospitalization. She is slightly overweight, but not overly so. She has no history of drug and alcohol abuse. She is not a smoker, and only indulges on a glass of red wine during weekends. She tries her best to maintain a healthy diet of fruits and vegetables, but she has not been able to maintain such a diet because her children are picky eaters and they dislike vegetables. Her diet mostly consists of rice, red meat, chicken; breads; potatoes, peas, carrots, fish, legumes, and fastfoods. She was diagnosed with hyperglycemia a year prior to her current admission, but such issue was resolved within one month of taking medications. She has had normal pregnancies for her three children and has carried them all to term. Her menstrual periods have been regular sinc e she first had them; but about a year ago, she started to miss periods. She did not have herself checked because she thought she was already going into menopause. She also experienced some tenderness in her breasts 2 months ago, but she did not feel much pain from the tenderness so she again did not go to her GP for consult. She felt dizzy and nauseated two weeks prior to admission and sought her GP for a consult. She was given medications for a stomach virus. After a day of taking the medications,

Civil Engineering Essay Example for Free

Civil Engineering Essay Introduction The growth and development of population, the economic and commercial progress, have made the people to be in touch. Also, for the sales of products was necessary to build bridges as an alternative way to those people who didn ´t have boats to transport their products. The bridges have been an amazing advance into the civil engineering field. As the time passed, the bridges were needed for transportation and to be used as communication routes. The bridges have been changing as needed, either to make them more efficient or innovative. Now day civil engineers are not only involved in the measuring, or resistance, but also they care about the aesthetic. There are different types of bridges that marked not only the history but the progress in society. The bridges vary depending on the material with which it is built and the shape they have. Types of bridges: Wood: These bridges are quick to build, and are not too expensive, yet are very resistant and durable, plus they need constant and expensive maintenance. For the ease of being built and cheap were the first bridges that people used. Stone: They are very resistant, compact and durable. Currently construction is very expensive. They do not need much maintenance, since they are very well resistent weathering agents. Metallics: They are built quickly, are expensive and have corrosion as an against factor. Also, their maintenance is expensive. Concrete and steel: They allow varied designs, often support precast, they are resistant, and maintenance costs are low. The functions that bridges have are: Aqueduct: They are used for water conveyance. Viaducts: They are built to have automobile transit. Footbridges: Built for the use of pedestrians only. The way bridges resist their efforts: Beam: They consist of horizontal elements that are supported at their ends on supports or pillars. The force transmitted through the pillar is vertically downwards and, therefore, they are subjected to compression, the beams (horizontal elements) tend to bend as a result of the loads on. Arc: It has 2 divisions. Top board, and Lower board. They consist of a curved section  which rests up on supports or brackets and covering a light or empty space and depending on whether they are above or below the board, is where the arcs are located. Hanging: They consist of a board by hanging by a large number of straps, two large cables that are anchored at the ends of the bridge and held by large towers of concrete or steel. Conclusion: The bridges have served as communication routes, and have had a lot of impact on society and commerce. Bridges are very important in the area of civil engineering, because their work as engineers is to build and make sure that their work is good to use, and efficient. In addition, the bridges have made the civil engineer to worry about the design of buildings and to show them that is important the aesthetic and how innovative is the work.

Obama’s Education Promise, a Rhetorical Analysis Essay Example for Free

Obama’s Education Promise, a Rhetorical Analysis Essay â€Å"Education is the best provision for the journey to old age.† – Aristotle Today, 314.5 million people call themselves Americans. Each of them, with God permitting, will make the journey to old age. However, in this huge set of individuals, roughly fifteen percent of adults over the age of twenty-five have not received a high school diploma (â€Å"Educational Attainment in the United States: 2009†). By itself, this percentage feels rather small, and so we as Americans pride ourselves in our educational system. After crunching the numbers, however, this measly percentage actually represents twenty-nine million Americans, twenty-nine million individuals who lack an accomplished high school education. Aristotle would be displeased to say the least. In 2008, then senator Barack Obama delivered a speech to the Mapleton Expeditionary School of the Arts titled â€Å"What’s Possible for our Children.† Though intended for his election campaign, the speech also reflected this introduction’s attitude, calling attention to the gaping holes in American education. More specifically, however, Obama promoted educational reform based on a three-point platform: â€Å"fixing† No Child Left Behind (an act which encourages state standardized tests to measure and regulate primary and secondary education in the United States), encouraging teacher reforms and furthering teaching employment, and increasing opportunities for minor ethnicities and other disadvantaged students. In retrospect, his speech met with great optimism and is often quoted by leaders in education. To explain this speech’s success more fully requires an analysis of Obama’s seasoned rhetorica l strategies, of ethos, logos, and pathos—respectively, as well as an explanation of how each of these three strategies establishes an effective speech. Obama sprinkles ethos, or ethical proof, throughout his three-point platform. In doing so, he gears his audience’s attention towards his assessment of the ethical standards in American education to inspire  motivation and change. For example, in the introduction, Obama states, â€Å"This kind of America is morally unacceptable for our children† (qtd. in â€Å"Full text of Obama’s education speech†). Through this statement, Obama assumes the role of an ethical mediator; he creates situated ethos whereby, as a presidential candidate, he has the power to tell us as a society where we are correct and where we can improve. By equating American education with moral irresponsibility, he calls society to consider the issues he addresses later in his speech. One such issue is No Child Left Behind, his first premise. In discussing the problems within the act passed by former President Bush in 2001, Obama repeats the phrase â€Å"we must† almost religiously. Must is a strong word choice; it implies an obligation to something. As an audience member, we make the connection that the obligation is precisely what Obama stated in the introduction. We must make our educational standards higher for our children; thus, we become motivated to fix No Child Left Behind. Likewise, in his second point, which promises teacher reforms and employment, Obama begins with a simple commonplace: Individuals who do good jobs should be rewarded. Using the ethos from his introduction, he concludes that teachers who do good jobs should be rewarded, which gives motivation for teachers to do well. Obama even goes so far as to inspire change in education among ethnic minorities, his final point. In this point, he calls upon hope—hope that disadvantaged students will one day rise from the bottom with his new learning opportunity programs. His optimism and confidence calls us, his audience, to change. Obama further generalizes this notion of change during his conclusion when he states, â€Å"We have to hold ourselves accountable† (qtd. in â€Å"Full text of Obama’s education speech†). By holding the audience accountable, educational reform becomes both a private and public matter. Therefore, the audience, 314.5 million Americans, feel more personally compelled, motivated even, to follow his advice—to change No Child Left Behind, to reward teachers for good work, and to give more opportunities to disadvantaged students—to reform much of the current educational model, in effect. Logos and pathos, however, are still needed to solidify such an undertaking. Realizing he is delivering a speech about education, an intellectual topic, Obama adds several textbook examples of logos, or logical proof, to his  speech. Simply put, after he explains the unacceptable educational current model to his audience using ethos, he uses logos to depict the reality of how unacceptable the system is. In his introduction, for instance, Obama equates knowledge to the â€Å"currency† of the Information Age, stating that an individual should use his or her knowledge to â€Å"sell† himself or herself to a career position. A cause-and-effect relationship soon follows to support this extended metaphor: â€Å"If the more than 16,000 Colorado students who dropped out of high school last year had only finished, the economy in th[e] state would have seen an additional $4.1 billion in wages over these students’ lifetime† (qtd. in â€Å"Full text of Obama’s education speech). Logically, we as the audience then deduce that education , in reality, is profitable. It is in our interest to be well-educated, but as of now, we are losing money from being uneducated. From there, Obama makes a more explicit logical deduction to support his first premise. If we as Americans want to help the economy, we should fix No Child Left Behind. His logical reasoning for fixing the program stems from its seemingly insufficient economic policy, which stifles the paychecks of teachers who we as a society want to inspire. Because of such, he suggests that, while No Child Left Behind’s goals are noble on paper, its functional mechanics are illogical and unacceptable in the real world. By doing so, he gains more support from educators and economists. Obama also uses logos in his third premise, albeit implicitly. Back in the introduction, Obama quotes the following from Thomas Jefferson, a well-respected president from American history: â€Å"[T]alent and virtue, needed in a free society, should be educated regardless of wealth or birth† (qtd. in â€Å"Full text of Obama’s education speech). Obama knows that the general public will agree with anything Thomas Jefferson says because he is so well respected in American history. Therefore, when he discusses the current issues of ethnic minorities, he conjures support from a broader spectrum of Americans because he is in accordance with Thomas Jefferson. In that respect, he is able to use logos as a means to show the unacceptable truth behind the educational system—to showcase the relationship between revenue and education as well as highlight student-teacher discrimination—to the widely diverse American people. Among all the strategies Obama uses in his speech, pathos, or emotional  proof, is the most commonly used, especially in the introduction and conclusion. The reason for this distinct placement of pathos is elementary: In order to grab the audience’s attention and illustrate the realities of America’s educational system, of which both processes require ethos and logos, Obama must connect to the audience’s emotions—to bring about changes in thought and heart. His most effective strategy that does so is his appeal to children. Countless numbers of times, Obama urges us as older Americans to provide better education for our posterity. By doing so, he uses our unconditional love for children, perhaps seeing our own children in other children, in a way that grabs our attention so that we may listen and critically think about what he has to say regarding education. On top of using the obligation to children as the basis for attention, Obama also invokes imagery during his oration. An example of this imagery is found in his third premise: â€Å"When they [students at disadvantages] look around and see that no one has lifted a finger to fix their school since the 19th century, when they are pushed out the door at the sound of the last bell—some into a virtual war zone—is it any wonder they don’t think their education is important? Is it any wonder that they are dropping out in rates we’ve never seen before?† (qtd. in â€Å"Full text of Obama’s education speech†) The very thought of a neglected child, or a child in a â€Å"war zone† for that matter, tugs at the hearts in the audience. By using such imagery in the third premise, the audience is helpless, for not many people can resist such raw emotion. The audience’s helplessness makes them vulnerable to changes in thought. In this case, the audience’s thoughts will largely favor Obama’s intent to dampen the disadvantages of ethnical minorities and mentally handicapped students. To conclude his emotional journey and to leave his audience emotionally â€Å"fulfilled,† Obama taps into the biggest patriotic commonplace in America—the â€Å"American dream.† He takes the one idealistic value that all 314.5 million Americans hold in common and equates the chance to educate oneself with that core value. It leaves a powerful, lasting impression on his audience and, alongside all the other pathetic strategies mentioned previously, heightens the audience’s interest in investing in educational reform. Hence, after looking extensively at all these different strategies at work,  is it any wonder why the speech did not meet with such critical acclaim? Ethos persuaded us as the audience that our educational system was ethically unacceptable. Logos described the current state of the educational system in a way that made us want to change it to Obama’s standards. Pathos sweetened our perception of that change, making us believe that educational reform will correct the current unacceptable model. Together, the three major strategies mixed in just the right proportions to yield instantaneous changes in audience perception and evaluation of America’s educational standards. It created waves which propagated Obama’s educational reform ideals to all parts of the United States. In fact, these waves continue to ripple throughout the American political arena; one needs to look no further than the 2012 presidential debates to confirm such a statement. Ultimately, education is on the minds of everyone, as well it should be. True as it is to say that agriculture started civilization, it is equally as true to say that education started modern civilization. Therefore, we as citizens of the entire world should be concerned with the development of our education, for when we lose our education, we lose our modern civilization. Aristotle is correct. As humanity matures, it ages. How does humanity mature? It educates itself. Without education the future remains uncertain, for there are no provisions to account for the uncertainty. As Americans, all 314.5 million of us would like to believe that the future of our nation is determined to stay. To claim such a belief with any amount of certainty, however, requires all 314.5 million individuals to be educated. Until then, we continue to build provisions for the hazy future that awaits us. Works Cited â€Å"Educational Attainment in the United States: 2009.† U.S. Census Bureau. Feb. 2012. Digital file. â€Å"Full text of Obama’s education speech.† denverpost.com. 2 Dec. 2008. Web. 2 Oct. 2012.

Approaches To Hr By Multinational Corporations Management Essay

Approaches To Hr By Multinational Corporations Management Essay For better understanding this is important to discuss what a multinational company is in first place. In short words multinational company can be defined as a company or an organization that serves or produce in more than one country is known as multinational company. Other names use for such kind of organizations is Multinational Corporation (MNC), Transnational Corporation (TNC) or Multinational Enterprise (MNE). Multinational organization can be engaged in manufacturing, services or the exploitation of natural resources in the operating countries. Different writers described different definition of multinational companies. According to Moore Lewis (1999, P. 21) stated that an enterprise that engages in foreign direct investment (FDI) and own or controls value adding activities in more than one country is known as multinational enterprise. As Jones (1996, p.4) says An MNE is usually defined as firm that controls operations or income generating assets in more than one country. The re is a long list of multinational firms like Sony, Nestle, Wal-Mart Stores, General Motors, Ford Motor, ConocoPhillips Microsoft, Nokia, Toyota Motors, Intel, Coco-Cola, Sony, IBM, Nike and Citigroup etc. Now the main question is about the multinational companies of different origin adopt different approaches of HRM practices. To discuss this section this is really important to discuss the HRM practices in first place, to define what HRM is and then its practices will be discussed throughout this essay step by step, and then practices of HRM in broader context for the MNCs or MNEs. HRM is modern word use in the businesses, which can be defined as a model of personnel management that focuses on the individual rather than taking collective approach. (www.dictionary.bnet.com). As Pennington Edwards (2000, P. 4) stated that Human Resource Management (HRM) is a new way of thinking about how people should be managed as employees in the workplace. It can be classified into two schools of thoughts.i.e. Hard HRM Soft HRM. Both types of HRM are under studies of different authors in detail. Now to concentrate on the question directly a survey is going to be under studies Country of origin effects and HRM in multinational companies which took place in 2007 by P. Edwards et al. In which he discussed 302 UK based multinational companies, which cover both UK owned and overseas owned companies. This study will play an important part in the essay to get the conclusion either multinational companies of different nationalities have different HRM approaches and practices or not. 2- Challenges in multinationals According to Brett, Jeanne Kristin, 2006, international businesss nature is going under a sea change. The globalisation, multi-nationalisation, and the geographical diversification is pushing companies towards change in their management structure and style. Multinationals now need to consider regional market conditions and develop strategies to cater to each of the regional markets. 2.1- Culture shock Culture shock is the big challenge for multinationals, the difference brings the different thinking ways and working ways, and it needs time to adjust it. In most cases the expatriate manager prefer to emphasize and require the home office or home country values on the host countrys employees instead of accepting and learning within the new culture. (Adler, 2002) 2.2- Lack of cross cultural training In fact, most multinationals ignore this training program during the staffing management. However, the better understanding about culture block can help managers to improve the effectiveness of staffing management. For example, The managers at Bell Canada were totally asked be training about Muslim laws of drinking and the treating of women there before he or she assigned a project for Saudi Arabia such like constructing the telephone system in there. (Adler, 2002) 2.3- Family problems Family problem for PNC manager is another challenge. The overseas employees always think of their family. Sometime, such emotion will effect the concentrations in their work. These difficulties are usually underestimated. What the organization should do is to assist expatriates family to adapt their new environment. (Dolan, 1996) 3- HRM Functions in MNCs Team members of multinational companies come from different countries with the different culture, economic, religions and habits. All of these differences bring the different thinking and working methods, thus, how to manage the multicultural team is a big challenge for the HRM in the multinationals. In the article Managing multicultural team, the author states that Communication in Western cultures is typically direct and explicit. In many other cultures, meaning is embedded in the way the message is presented. The differences can cause serious damage to team relationships (Jeanne Breeet , Kristin Behfar, and Mary C. Kern, 2007) . 3.1 Retaining subsidiary staffs retention It can be argued that the retention of staffing in the multinationals subsidiary conducts huge influence. The transfers between the PCNs, HCNs and the TCNs are the big issues in the staffing management strategy. Scolders identify that the HCNs and TCNs who are sent to the corporate headquarters (HQ) called inpatriates. As this article mentioned before, the ethnocentric approach, the polycentric approach, the regioncentric approach, and the geocentric approach are the four major nationality staffing policies in the international staffing, by analyzing the complex and the new situation appear in the relationships between the HQ and subsidiary, B. Sebastian Reiche (2007) explores the international stiffing-related retention strategies . Firstly, he claims that a pluralistic and consensus-driven approach to international staffing enhances the retention capacity of international staffing practices through increased responsiveness to and involvement of the respective local unit. He states that the knowledge and skill from the local staff can help multinationals to reduce the risk and culture-bound in the local market. He also believes that this approach can improve the loyalty of local staffs, and the local staff can achieve individual career plan to cohere the institutional development plan. At the same time, he states that the PCNs still act as the vital role for informal controlling and coordination in the multinational companies. Secondly, he indicates that expatriation of local staff can help to retain the MNCss retention. In this approach, he states that the inpatriates can share their social and contextual knowledge of the subsidiary environment with managers at the HQ. And also inpatriates tend to be accepted by HCNs more willingly than foreign personnel. HRM is all concern about the employees at the work place, but the demands from HRM gone up as the education rate grown up. As Pennington and Edwards (2004, P.4) stated that As a level of education become higher, a greater proportion of the population world wide expect more than fair treatment, they seek a range of intrinsic rewards such as job satisfaction, a degree of challenge, a sense of career progression and satisfying relation with co workers. 3.2 Selection Recruiting:- The main function of HRM is selecting and recruiting, no matter the firm is domestic or multinational. Staffing issue for domestic managers and MNCs managers are not very different for recruiting for the middle management or ground floor workers, but for selecting and recruiting of top management then the choices come like parent country national (PCNs), Host country national (HCNs) or third country national (TCNs). According to Parlmutter (1989) divided into three main categories. Ethnocentric where top management favours PCNs managers, who are posted abroad for a period of time. Polycentric where top management give choice to subsidies to fulfil management posts themselves, and Geocentric when top management recruits managers globally and post them anywhere in the world. For example Japanese style of HRM dont rely on interviews and job advertisements, they select the people from the universities and the most top MNCs can afford the students from the most prestigious university. According to Keeley (2001, P.62) stated that unlike the most Western companies detailed job description rarely exist. The company seeks to determine if the prospective employee has the type of personality that fits in well with the atmosphere at the company.While US MNCs rely on interview must attribute of HRM practices in their subsidies. In China, they had no selection processes per se when they first started. Senior managers were appointed by community government-officials. Most of the new hires were based on employee referrals. Selection criteria were based on nepotism and contacts. Hiring decisions are influenced by the following in china: 1. A persons ability to perform the technical requirements of the job 2. A personal interview 3. A persons ability to get along well with others already working here 4. Having the right connections (e.g. school, family, friends, region, government, etc.) 5. The companys belief that the person will stay with the company 6. An employment test in which the Person needs to demonstrate their Skills 7. Proven work experience in a similar job 8. A persons potential to do a good job, even if the person is not that good when they first start 9. How well the person will fit in the companys values and ways of doing things 10. Future co-workers opinions about whether the person should be hired (Huczynski, Andrzej / Buchanan, David, 2001) A most important attribute in Japanese style of HRM is called Shushinkoyo which means life or long term employment. This is considered the success key of Japanese HRM as stated by Keeley (2001, P.65) Nevertheless, a number of scholars both Japanese and non Japanese have praised Shushinkoyo and have attributed the success of Japanese enterprises to its practice. Here this shows that multinational companies from Japan apply different approach for selection the new recruits while US MNCs rely on a different phenomena of selection and recruitment. 3.3 Performance Appraisal:- This is the HR attribute which has significant attention from both academics and practitioners, the appraisal system in US MNCs use to reduce the labour force as stated in Edwards (2007, P. 40) that some US companies, GE for instance, have become known for using the appraisal system to remove the lower- performing employees from the workforce on a regular basis and /or to identify those in need of remedial action for their performance level. But in Japanese MNCs the companies gives the life time or long term employment as mentioned by Keeley (2001) that it is one of the best attribute of Japanese HRM in small Japanese enterprises or Japanese MNCs. Differences can b seen in the Edwards (2007) survey of Japanese and US multinational companies based in UK, where he stated that US companies are more likely to emphasise the importance of behaviour in relation to corporate values, while Japanese firms give lower importance rating to quantitative or qualitative individual evolution criteria , and criteria based on corporate values. In large organizations the performance review on periodic basis, this is second task of organizations HR departments, after hiring an employee and on the basis of performance employee get bonuses, promotions and rewards. Performance appraisals give opportunity to the workers (individual/group) to get prepare for the future goals of firm. 3.4 Pay, Compensations, Rewards Benefits:- Compensations like hourly wages and annual salaries while benefits are like life insurance, pensions and sick pays etc. According to Cherrington (1995) stated that compensation should be legal and ethical, adequate, motivate and fair, and should be able to give employment security to the worker. Pay compensation and rewards are not really different from each other, but in simple words rewards is the term use to motivate and to get the future goals by means of workforce for an organization, the reward system plays an important role, by reward (individual/group) the workers get appreciation and get themselves more committed to the firm. These are the some of the main features and functions of any (domestic/MNCs) firm HR department. In Japanese style of HRM they use a Japanese term Nenko Joretsu which means seniority system, where in Japanese HR management the wages goes up with the age and experience, as stated in Keeley (2001, P. 76) said that though nenko is most often translated as seniority'. While US and Europe MNCs apply the performance related pay system. This is the most important phenomena of MNCs HR system when they go to borderless business. According to Edwards (2007, P. 46) stated in his survey that Nationality has some effects. For example, American firms are likely to give organisational performance a higher importance rating for the KEY GROUP than others firms. UK firms are more likely emphasis individual output measures for LARGEST OCCUPATIONAL GROUP. It shows the difference in attribute of HR practices and approaches in multinational firms. 3.5 Training Development:- This is one of the important as well as crucial task for HR department for a firm operating globally, in this area of HRM multinational companies of different origin follow different approaches, for example according to Tung (1981) stated that by comparing US, European and Japanese corporations, Americans firms it seems tend to underestimate the importance of training, whereas most European and Japanese organizations see this as a highly important area of attention. The objectives and goals of training and development are to make sure the skilled and willing workers are available in the organization. Training and development are important to create a smarter working environment. In China, medium and large companies have formal training programmer and many have established special facilities for teaming purposes. Because of the lower educational level in the rural areas, the quality of the rural labour force is significantly in urban areas. Experienced, well-qualified staffs are in short supply. To disadvantage of hiring Key personnel from a shallow pool of talent, they invest heavily in training. Training is an important investment in human capital. Training improves an individuals performance and increase organizational effectiveness. (Ahlstrom Garry, 2001) Japanese MNCs pay less attention to training and development attribute of HRM, the reason might be the less mobility of workers in the Japanese firms, as they use the term Shushinkoyo. According to Keeley (2001, P. 88) stated that A study of the Japan Productivity Centre found differences in the attitudes towards training in Japanese and American firms. Where Keeley stated that from the study and respond of both countries towards training issue were positive but American firms were strong and more positive then the Japanese firms and he also stated that Japanese firms arrange training on request basis. A strategy which makes a firm successful is not easy to implement when they go beyond the borders, because of the barriers which might be language, religion, culture and legislations etc. As Keeley (2007, P.89) stated that HR practices which makes a firm successful in domestic environment are difficult to implement in their overseas subsidiaries. 4- HRM Approach in Multinational Firms: Now in this essay some of the multinational firms characteristics will be studied to see do they get affected by the country where they belong to in their HR practices and approaches or not? There are many MNCs, the country which has most MNCs is USA, and after that are Europe, Japan and Germany. There are many writers who discussed the issue of ownership and HRM in MNCs like Evan, Lank and Farquhar (1977), Barlett Goshal (1989), Rozenzweig Nohria (1994) and Innes Morris (1995) etc, which prove that the issue of ownership has been in discussion from ages, as according to Economist (1995) said that the issue of ownership is central to the number of important policy related and academic debate in the area of HRM and IR, One line of argument is that, with increasing globalization MNCs are becoming stateless players, detached from individual nation states. MNCs of different origin work in the host country by applying its local mechanism of HR practices and approaches, because it is not possible to work and apply 100% approaches of the parent country, as according to Rozenzweig Nohria (1994) said that a rank and file IR issues are more likely to exhibit local isomorphism . There are many arguments about the affection of country of origin on MNCs HR practices, the reasons are many for MNCs to adopt different approaches of HRM, as Ferner (1997) described that in short, it is imperative to take into account the dynamic of nationality as a factor affecting the behaviour of MNCs. The modernization of political institutions, the rapid pace of technology, the internationalization of product itself and changing pattern of international market and competition, all are likely to modify to pre existing national structure although not necessarily in the direction of convergence of different national systems on a single model. Now the essay will point out some differences in Chinese and American Human Resource Managements. China is one of the fastest growing economy of the world, according to Zhu (2005, P.2) explained that the past two and half decades of reforms and impressive economic growth have witnessed an unprecedented enthusiasm for the establishment of foreign invested enterprises (FIEs). Many foreign companies have expended their operations into china, attracted mainly by the sheer size of its potential market. There are many multinational firms in China like Aluminium Corp (ACH), China Petroleum Chemical Corp (SNP) and China Unicom (CHU) etc. The main practice of HRM is selection and recruitment as mentioned above, and the difference between the process of selection of Chinese and USA approach is, in USA model of HRM job interview is essential for filling a major position, while in Chinese HRM mostly jobs are allocated by government and interview process is not common. In reward system the USA model of HRM offers a variety of incentives system, while Chinese HRM system is different from USA, in Chinese system salary ranges are narrow, group reward system is common, but the pay system is more motivate than American pay system. In performance appraisal USA model of HRM believes in two way communication, while in Chinese model supervisor have absolute power and authority to evaluate subordinates, in USA participative management is welcome and encourage, but in Chinese HRM collective leadership is common, and in major decision making, the involvement of workers is symbolic. The difference can be seen in different origin or nationality MNCs that the US MNCs are significantly more like to collect information on employee attitude bring together HR managers from different countries and use HR international shared services, Japanese organizations are less likely to collect data centrally, while French origin MNCs acting more likely in US style of HRM practices, and German origin MNCs firms follow Japanese style of HRM practices. (Jackson, 2002) The best example is British American Tobacco (BAT), which is operating in a number of countries in the world, i.e. Pakistan, South Africa, UK, Japan, Saudi Arabia and many more. As this is an American based firm, and American have an interview must attribute in their HR practices, they apply the same approach for selecting and recruiting in the host country Pakistan, and the adopt some practices of Pakistan HRM practices (host country) like monthly payment of salaries instead of weekly wages, so its means BAT reflected their parent country HRM practices in some ways and in subsidies like UK, BAT apply the same HR practices and approaches as the parent country have, because the culture difference is not very distinct from each other i.e. UK and USA. (www.bat.com) (self experience as a worker of BAT in Pak) 5- Conclusion This essay was carried out to see, do multinational organizations of different origin have different approaches to international human resource management? There were some evidences that showed the answer as Yes they get affected by its country of origin in on or other way, but it is also proved that the most of MNCs adopt the best fit policy when MNCs start operating in a host country, because of the obstacles in the host country, i.e. language, religion, norms and values, culture and legislations. Writers in HRM field have different opinion about the behaving of MNCs, so the best option for MNCs is to apply the best fit approaches of the HRM practices, means combination of both (Parent Host countries) HRM practices. The issue of ownership country of MNC has been in discussion for ages, but still there is not a 100% accurate answer came out as according to Ferner (1997) said that but existing research has failed to systematically explore differences. All these discussion and researchers efforts bring the conclusion that in some HR attributes in MNCs they follow the a universal approach while in some they follow the different approaches in HR practices, according to the survey by Edwards (2007) stated that throughout the report, we have noted the persistent influence of nationality. There are clear national differences in all four area of HR/ER: Pay performance, Learning development, employee involvement and employee representation. But the bottom line can be that: yes! Multinational firms of different origin can be effected by the parent country HR practices when the run business in other part of the world instead of the home country. There are some obstacles for multinational companies which can stop them to apply the 100% parent country HR practices in their subsidies like legislation of the host country, rules and regulation and more, there is term used in Edwards (2007, P.29) survey of Multinational companies in UK called discretion or local autonomy. Which shows multinational companies of different origin give the power of decision making and freedom to their subsidies? In that survey the high discretion power firms are Japanese, which means Japanese multinational companies give more freedom to their subsidies comparatively to American, French and other Multinational firms of different origin. But another thing can be the law enforcement of subsidies (host Country), the example can be Germany where the rules and regulation are strict so the difference in practices of HR of a multinational firm would not be as bigger as in Pakistan, because of the law enforcement, like differences would be less in Europe but it would be greater in Asia. Reference and Bibliography 1- Acuff, F. (1984) International and Domestic Human Resource Functions: Innovations in International Compensation. New York: Organization Resources Counsellors, pp. 3-5. 2- Bartlett, C., Goshal, S. (1989) Managing across Borders : The Transnational Solution, Boston, Harvard Business School Press. 3- Briscoe, R.D. Schuler, R.S (2004) International Human Resource Management; 2nd Ed, New York, Prentice Hall. 4- Cherrington, D, J. (1995) the management of human resources; Enkweed Cliff, NJ: Printice Hall. 5- Edwards, P. at al. 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Borderline Personality Disorder in Girl Interrupted Essay -- Film Anal

Borderline Personality Disorder in â€Å"Girl Interrupted†   Ã‚  Ã‚  Ã‚  Ã‚  The movie, â€Å"Girl Interrupted,†is about a teenage girl named Susanna Kaysen who has been diagnosed with Borderline Personality Disorder. People with Borderline Personality Disorder â€Å"are often emotionally unstable, impulsive, unpredictable, irritable, and anxious. They also are prone to boredom. Their behavior is similar to that of individuals with schizotypal personality disorder but they are not as consistently withdrawn and bizarre† (Santrock, 2003). In â€Å"Girl Interrupted† Susanna Kaysen the main character, goes through many episodes that give a picture of the disorder she’s suffering from. The first such incident occurs when the psychiatrist is talks to Susanna about her failed suicide attempt. During the conversation, she is seen as confused and irritated by his presence. While the psychiatrist questions her, her mind seems to be somewhere else because she is having flash backs of her past, maybe a sign of ADD (Attentio n Deficit Disorder). Susanna seems to be uncertain about things, she claims that she does not know what she feels. She was taken to the hospital after she tried to commit suicide, she took a bottle of aspirin. Her reason for taking the full bottle of aspirin was major headache, which was also alarming to the psychiatrist.   Ã‚  Ã‚  Ã‚  Ã‚  The psychiatrist recommended that she be admitted to a mental hospital for women, where she can rest and recover. Another sign of the Borderline Personality Disorder is c...