Genetic Modification Pros and Cons - Free Essay Example

Sample details Pages: 4 Words: 1210 Downloads: 3 Date added: 2019/02/14 Category Health Essay Level High school Tags: GMO Essay Did you like this example? Genetic modification is the process of forcing genes from one species into another entirely unrelated species. (GMO Defined, 2011). Most of these transgenic combinations do not occur naturally and they are made to create a certain trait within foods. Don’t waste time! Our writers will create an original "Genetic Modification: Pros and Cons" essay for you Create order GMOs affect a huge number of products that everyone consumes on a daily basis. This connects with another rising issue in America- which is poverty. Most of the processed foods are more affordable than the healthy, organic food. This is very effective when it comes to unhealthy diets. This kind of food is developed and marketed because farmers and agricultural companies are benefitting from it. The companies and Farmers are having to use less pesticides and they deliver higher crops (Deshpande). By higher crops, the food is bigger than the normal size and they last longer on the shelf. They are also able to withstand droughts and have been said to increase the richness and taste. However, this does create rooms for a large amount of problems with the general public in the long run. According to The Non-GMO Project, GMOs safety is unknown. They have been linked to causing infertility, which is one of the most crucial problems that is caused men and women when it comes to reproducing. In 2008, the Austrian Health Ministers presented how the fertility rates have dropped. This will definitely put a strain on the future generations. It is said that woman have had less pregnancies and men have had a lower sperm count. This not only has occurred in humans, but in animals as well. Women has had more of a difficult time than men have had. They have higher risk of infertility, premature births, and lower birth rates. It’s vital that we, the general public, are aware of GMOs. GM foods have been on the market only since 1994, and research on their long-term effects on humans is scarce. Most of the studies have been done on animals. As stated by Rachel Mount, a journalist with Oprah, some of those studies link GM foods to altered metabolism, inflammation, kidney and liver malfunction, and reduced fertility. In one experiment, multiple generations of hamsters were fed a diet of GM soy; by the third generation, they were losing the ability to produce offspring, producing about half as many babies as the non-GM soy group (Smith). This can change the human population in a very dramatic way. Consuming GMOs will cause a serious problem in our future generation. Our bodies are made to be a specific, detailed system made up of cells. When this system is disrupted, the body will try to change itself to get rid of that particular problem, but when there are unknown factors that are like aliens in the b ody, our detailed system of cells will not know how to properly dispose of that alien. People should be aware of what they are eating and putting into their bodies. The body is like a baby. It needs to be nurtured and treated with proper care. There have been over twenty-five countries that require companies to replace their GMO ingredients in their products. Hethir Rodriguez, a certified herbalist, and Dr. Christine Taxler, an OB/GYN, has stated that GMOs has caused so many problems that the EU has actually banned the use of GMO products throughout Europe, while the United States continues to allow them throughout the nation (Rodriguez). Other countries are banning GMOs because of the problems that they cause with health-related issues. This is very important because other nations are being very cautious on what they allow in their country. America needs to do the exact because GMOs are harming our population. Russia being another of the major countries that have banned these kinds of products as well. The prime minister of Russia, Dmitry Medvedev, expressed his opinion by saying, â€Å"If the Americans like to eat GMO products, let them eat it then. We don’t need to do that; we have enough space and opportuniti es to produce organic food.† We need to cut down on the dependence of modern technology. It is ruining the health of Americans and is causing a dramatic decrease in our fertility levels. Russia, just like many other countries, can see what GMOs are doing to our health and they don’t want it to happen in their country. This is a drastic change that we need in America. We could save hundreds of people from birth defects, many health problems, and infertility. There have been no long-term studies on the impact GMOs have on the human body. This is very important because we don’t know what will happen later on in the future. With this being said, people should care about what they put in their bodies. If they don’t have a clue as to what it, they need to raise questions about and try to figure out what if it will harm them. The Reproductive Medicine Center of First Hospital of Lanzhou University, stated that genetically modified foods may impact our reproductive potential in several levels (Spear). Since GMOs are genetically engineered, they transfer new genes and DNA into the human body. When the body come in contact with DNA they aren’t familiar with, It doesn’t know what to do with it. This is also why the infertility levels are decreasing. These genes that are being passed down from generation to generation are harmful genes that the body does not know how to dispose of them properly. People may think that th is only occurs in women, but that is false. GM foods have also been implicated in the reproductive capacity of males as well. Since the 1970s alone, sperm counts among the world’s male population have declined as much as 40-50% (Torres). People mostly hear of women being infertile and not being able to bear a child. In many rare cases people will hear about men having a low sperm count. The best solution for people who want to avoid GMO foods is to learn how to grow their own food and stay away from processed foods. This is a safe way to maintain people’s diets and health. This will be a very effective solution because everyone could benefit from it. If we look at other countries like Russia or Europe, we can see a huge difference between the population and the health of the population. America is known for being the unhealthiest country in the world. If people start to care about what they put in their body, and start to make a change in their diet we will be able to see a vast difference within our population. Instead of depending on modern technology, we should go back to our roots of the cultivation of crops. Before genetic engineering, our ancestors planted their own crops, raised their own cattle, and other animals. If we could make that change and go back to what our ancestors started, we could change our future generations for the better. This will cu t down on high blood pressure, obesity, diabetes, and hundreds of other problematic health issues that are prevalent in America. Growing foods will not only keep people healthy, but it will also save them money and give them a new hobby.

To Find Success, the Advertiser Must Analyze the Targeted...

What makes a magazine advertisement more than just a bottomless blank page, for which the reader will quickly skim over and forget? Finding the solution to this problem, requires diligent thinking. All aspects, angels, and ideas, come into play. When choosing a product by the form of advertisement, the viewer chooses the best ad that appeals to his/her needs/wants. This requires the advertisement producer to analysis the target audience. In Motor Trend ‘Merica, there are two advertisements for two identical products, tires. However, both of these ads are effective to two separate audiences. One ad aims to the countrified side of men and the other towards urbanized men. However, both of these ads can attract female individuals. So†¦show more content†¦These ads are completely different because they have diverse audiences. When determining who the target audience is for these two products, it is essential for the analyzer, to search outside of the box. First th ing to consider is the magazine. The name alone can shed light onto the two targeted audiences. The first part is â€Å"Motor Trend† and this can shrink the audience to, car enthusiast. The second is â€Å"‘Merica†. The online Urban dictionary describes Merica as, [a] whole new way of saying America. †¦ Merica is the whole experience of America summed up in a stereotypical way. Eating anything deep-fried, shooting shotguns, getting so fat you attempt to use the force to levitate [something] off the coffee table.†¦ It is often expressed in a proud and commonly exaggerated manor. This phrase is one to be only used when the time comes to say it, like at a[n] eating contest or at a mud pit wrestling match. (*) This demonstrates that the audience for this magazine is also countrified and patriotic individuals. When analyzing each individual ad, the audiences veers off into two completely different directions. In an interview with a Delta College student named Tyler Sanford, he expressed how the Toyo Tires advertisement snatched more of his attention because of its masculinity. The question that follows is, was this a hidden message to reel the viewer in and in result, the viewer would search for the meaning behind the advertisement? In a different interview with LarryShow MoreRelatedQuestions On Start Your Business Planning1349 Words   |  6 Pagesstrategies, packaging, analyze the profile of the entrepreneur. A person can make an idea a business, however, is not the same as having it in his head that develop it. The first thing an entrepreneur should do to do when starting an own business is to check to what extent this idea is innovative, find out if there are customers for it and what is their market. The mill itself has no meaning, only has economic value when placed on the market. 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Critical Study of Apoptosis and “programmed cell death” Free Essays

Introduction Apoptosis in the hair follicle is programmed cell death, which occurs at a point during the cell cycle, when a sequence of programmed events causes the cells to be eliminated without the release of waste and harmful substances into the surrounding vicinity. Control of apoptosis is crucial to development of new and recycling of old cells within the body as over stimulation of apoptosis can be fatal, causing extreme tissue damage- examples of which are cancer sufferers. In this review we will discuss evidence from scientific experiments which investigate regulators of apoptosis and what really controls apoptosis in the hair follicle. We will write a custom essay sample on Critical Study of Apoptosis and â€Å"programmed cell death† or any similar topic only for you Order Now Apoptosis within the hair follicle cycle is controlled by many molecular processes and elements, of which include cytokines, tumor necrosis factor receptors, bcl-2 family gene products and ICE proteases (Soma et al., 1998). Apoptosis occurs during the catagen stage of follicle cycling which can also be known as the regression stage, and begins with initiation of receptors to their binding sites. This is specifically the binding of receptors that are rich in extracellular cysteine usually needed for binding, and intracellular compartments specific for signalling (Botchkareva et al., 2006). These receptors- also known as death receptors initiate the beginning of apoptosis, signalling via the mitochondrial membrane and setting in motion adapter molecules complementary to their apoptotic receptors (APO1/Fas receptor or tumor necrosis factor receptor- TNFR). Others include tyrosine kinase receptors- such as nerve growth factor (NGF), and p75 receptor- ‘p75NTR signalling is criticall y important for apoptosis in the regressing ORS and, therefore, for its shortening during catagen’ ( Botchkarev et al.,2000). These signals are conveyed into the cell via a cascade of enzymes known as caspases, which subsequently lead to the next stages of apoptosis. Investigations into apoptosis show that ‘physiological and pathological catagen is noticeably characterised by an up-regulation of ICE expression and an apparent inversion of the Bcl-2/Bax ratio in all epithelial follicle regions that undergo involution during catagen.’(Linder et al., 1997) This refers to intracellular and extracellular molecules located around the hair follicle, which show some control of the progression of cell death, when subjected to variation. The investigation proved that apoptosis within follicular keratinocytes in a normal state or diseased state occurred after a significant reduction in the Bcl-2/Bax ratio, which in turn caused activation of ICE proteases and eventually activation of endonucleases (Linder et al., 1997). This indicates that Bcl-2 and Bax ratios to an extent control apoptosis when down regulated, and then cause a domino effect to upregulate ICE proteases known as the caspase family, to eventually cause DNA to be cleaved into small er fragments, cell shrinkage and rounding, breakdown of the cytoskeleton and membrane blebbing. Caspases are the final inducer of apoptosis from physiological or pathological stimulation, and therefore play a major role in control of apoptosis, by remaining as an inactive form when apoptosis is not required, but becoming activated by the down regulation of the Bcl-2/Bax family of receptors, when apoptosis is required to take place. Caspases are mediators of apoptosis, and are defined and separated into two groups. The first group are the ‘instigators’ and begin the cascade, the second group are the ‘terminators’ which are activated by the instigators and cause the activation of other enzymes within the cell. The caspase family consists of caspase-8, caspase-10 and caspase-3, which act to activate the intrinsic pathway, and to link the extrinsic to the intrinsic pathway by releasing cytochrome c, a process which is primarily controlled by a family of proteins known as the Bcl-2 proteins. These are expressed in the epithelium, surrounding mesenchyme, a nd follicular papilla of the adult hair follicle throughout the cycle (Stenn et al., 1994). The release of cytochrome c ultimately forms a holoenzyme known as the apotosome, which is formed by the apoptosis initiator enzyme procaspase-9, and its adaptor molecule Apaf-1(Botchkareva et al., 2006). These apoptosomes then cleave and activate the procaspase into caspase-9, which subsequently turns on effector caspase-3. Caspase-3 is a major proteolytic enzyme, with the ability to defragment a wide range of molecules and substrates within the cell. The activation of caspase-3 then leads to the cell fragmentation and phagocytosis stages of hair follicle apoptosis. References http://www.nature.com/jid/journal/v126/n2/full/5700007a.html http://www.ncbi.nlm.nih.gov/pmc/articles/PMC1858357/pdf/amjpathol00024-0099.pdf http://endo.endojournals.org/cgi/content/full/146/3/1214 http://www.fasebj.org/content/14/13/1931.long http://www.fasebj.org/content/15/9/1592.full.pdf http://www.applepoly.com/studies/Analysis_of_Apoptotic_Cell_Death_in_Human_Hair_Follicles.pdf How to cite Critical Study of Apoptosis and â€Å"programmed cell death†, Essay examples

Managing Employees and Reputation in Social Media †Free Samples

Question: Discuss about the Managing Employees and Reputation in Social Media. Answer: Introduction With increased competition in the corporate world, one of an essential quality for a business to survive in the business world has been its ability to attract and retain a skilled workforce in the company or organizations. This exercise heavily relies on the human resource department of any company as human resource management has become a key role in improving work performance and productivity of employees in an organization. Therefore different companies or organizations have adopted different strategies and platforms to help the company or organizations to effectively attract and recruit potential suitable talent (Giannakis Harker, 2014). The modern corporate world is characterized by increased labor shortage with the rates increasing every day and most organizations have been working or investing in attracting a skilled and talented workforce. Most organizations have therefore turned to the use of the internet through websites, social media platforms such as Facebook, Twitter an d LinkedIn to enhance their operations in employee recruitment (Sahoo, 2016). This report, therefore, seeks to provide an understanding of how organizations use their online presence to effectively attract and recruit potentially suitable talents with special focus laid on Compass Group Australia limited company and Mantra Group Company who form one the largest hospitality organizations or companies in Australia. Compass Group Limited is one of the world leading companies in Australia in the hospitality industry operating in around 50 countries. The company offers catering services to consumer retail outlets as well as their vending solutions. In Australia, the company operates across a number of sectors including defense, education, facilities management, healthcare and Age care as well as other industries in providing food and support services (Kramar, 2014). Due to its large-scale operations, the company has managed to employ over 500000 people and has been reported to serve at least 4 billion people in a year. On the other hand, the Mantra Group limited also operates under the food and services industry and under the hospitality sector and specializes in the provision of accommodation services. Its main services or operations, however, include management of guest relations and reception areas, conference and function centers, pool and entertainment facilities as well as restaurants and ba rs. In Australia, the company operates luxury retreats and coastal resorts, serviced apartments and hotels as well as break free brands (Stohl et al., 2017). The companies, therefore, have developed and adopted online recruitment practices which have been done to enhance or improve the company recruitment services and attract as well as recruit skilled workforce. Due to the number of customers, the companies have as well as the nature of their business and the industry skilled workforce is needed and due to the existing competition in the market for the skilled and talented workforce. Most organizations have adopted the use of strategic recruitment strategy which focuses on the key jobs position in the organization which is usually different from the recruitment of mass job positions. Therefore most of the online platforms used by the companies have focused on the use of strategic recruitment (ERAY, 2016). The Mantra group limited has been using its corporate website presence to improve its recruitment efficiency including the company website and social media platforms such as Facebook, LinkedIn, and Twitter. Both Twitter and Facebook platforms have been used by the company to promote the brand development of the company and advertising some of their services as well as current job opportunities. However, the company has heavily relied on its LinkedIn and company official websites as their main recruitment online corporate presence (Nair Mukherjee, 2015). The LinkedIn platform, for instance, provides company information and provides an advertisement for all adver tised job opportunities, for example, the company is currently advertising for senior sales manager, national account executive, general manager and regional HR manager positions. Through this site, the company is able to attract different potential applicants through the LinkedIn profiles of different candidates. The site also provides constant company updates, unlike Twitter which is used to showcase major company achievements, awards, and developments. The company website also provides a platform where potential candidates can apply for different advertised jobs, the mode of application, and the recruitment process as well as educates its potential employees of the frequently asked questions for interviews (Veldeman et al., 2017). Such information, therefore, provides the potential employees with important and relevant information concerning the available job opportunities and also an opportunity to learn about the culture of the organization and especially on its human resource management practices. By doing so the company is therefore in a position to attract talented and skilled workforce who are attracted to be part of such organization which not only a chieves its organizational goals but provides an opportunity for career development through effective human resource management. The Compass group limited has also developed corporate online presence through the use of the company website as well as other social media platforms for various company objectives including marketing, communication, advertising, and recruitment. Unlike the Mantra group limited, the company uses its corporate website to advertise most of the company mass job opportunities and uses its LinkedIn social platform to advertise the company strategic positions for instance the company is recruiting an event sales manager, category development administrator as well as assistant regional manager (Hood et al., 2017). While the company corporate website is advertising positions such as those of a Casual chef, Chef manager, assistant catering officer among others. However, their Facebook and Twitter accounts or platforms are used for equally the same purpose in promoting the company brands and facilitating customers and company communication and hence facilitating effective communications within the company. The company also uses these corporate websites and social media platforms to strategically attract skilled and talented employees such as the LinkedIn platform where potential employees can examine their qualifications and evaluate their viability to the advertised position against the requirements attached to each job opportunity (Root McKay, 2014). Such platform, therefore, has helped the company to attract the right candidates for each position advertised and also provides an opportunity for the potential employees to learn more about the company. To make the company or the potential employer the employer of a choice it is important for the company to ensure that its recruitment strategy is clear or well understood by the potential employees. In this case, therefore, the Mantra group limited has a more effective and customized recruitment strategy which is more interactive and has an outlined approach for recruitment process in the company (Varbanov, 2015). The Compass group company has also divided the use of its online presence for different functions and advertisements which is also good as the LinkedIn platform if more effective in providing or linking the company with more specialized and skilled workforce as compared to their company website which is been used to advertise mass job opportunities as the platform provides a wide scope of interested candidates to view the site, learn about the company history, culture and its ongoing business activities centrally to the linked in social media platform which is seen as seen by many as professional and a networking platform. Recommendations Electronic recruitment has been therefore seen as the most effective way of branding a company or business as the employer of choice. However it is recommended that companies need to develop their internet and social media platforms to meet the company objectives as well as those of their potential employees in relation to their recruitment strategy (Rokka et al., 2014). The online presence should ensure allow an effective communication or interaction where the potential employees can apply for different job opportunities and as well be guided in an appropriate manner without misleading them. It is also recommended that the companies or organizations should develop security features to protect their corporate websites from malicious people who may post misleading information concerning job opportunities. It is recommended that the companies should also use other platforms such as the electronic portfolios which provide the employer and potential employee with an opportunity to intera ct, evaluate the employee credentials and certifications online and also have a look at some of the previously done projects, awards, and achievements in a bid to recruit the right candidates for specific positions. Particularly the Compass Group limited is recommended to develop a strategy that will guide its potential employees on the recruitment process of the company so that the potential employees can have a clear understanding and reduce the many possible questions which may arise from lack of clear guidance on the recruitment process (Wolter Cronin, 2016). The Mantra group limited is also recommended to develop an effective communication channel especially through the company website where the potential employees can ask questions concerning the recruitment and also about the company online as that will create a platform for engagement and improve company interactions with its companies. Conclusion Human resource management is therefore very important for any company and especially in the modern corporate world that is characterized by scarcity and competition for skilled, talented and competent employees. Its main objective is to align all the capabilities and behavior of employees with the short term and long term goals of the company and therefore effective recruitment strategies should be developed to help the company in identifying the labor needs of the company and in the selection of the right people for the right jobs. References ERAY, T. E. (2016).Utilization of Corporate Websites as a Dialogic Public Relations Tool in Turkey. Global Media Journal: Turkish Edition, 6(12), 201-213. Giannakis, D., Harker, M. J. (2014).Strategic alignment between relationship marketing and human resource management in financial services organizations. Journal Of Strategic Marketing, 22(5), 396-419. doi:10.1080/0965254X.2013.876082 Hood, K. k., Robles, M. m., Hopkins, C. c. (2014).PERSONAL BRANDING AND SOCIAL MEDIA FOR STUDENTS IN TODAY'S COMPETITIVE JOB MARKET. Journal For Research In Business Education, 56(2), 33-47 Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?. International Journal Of Human Resource Management, 25(8), 1069-1089. doi:10.1080/09585192.2013.816863 Nair, N. R., Mukherjee, G. (2015). Soft Skills: The Employability Success Mantra. Language In India, 15(10), 209-215 Rokka, J., Karlsson, K., Tienari, J. (2014).Balancing acts: Managing employees and reputation in social media. Journal Of Marketing Management, 30(7-8), 802-827. doi:10.1080/0267257X.2013.813577 Root, T., McKay, S. (2014). Student Awareness of the Use of Social Media Screening by Prospective Employers. Journal Of Education For Business, 89(4), 202-206 Sahoo, S. (2016).Strategic HRM Practices - Public Sector Perspective. Journal Of Institute Of Public Enterprise, 6(1/2), 62-85 Stohl, C. c., Etter, M. m., Banghart, S. s., Woo, D. d. (2017). Social Media Policies: Implications for Contemporary Notions of Corporate Social Responsibility. Journal Of Business Ethics, 142(3), 413-436 Varbanov, R. (2015). THE POTENTIAL OF SOCIAL MEDIA FOR THE BUSINESS OF COMPANIES. Business Management / BiznesUpravlenie, 25(3), 5-28 Veldeman, C., Van Praet, E., Mechant, P. (2017). Social Media Adoption in Business-to-Business: IT and Industrial Companies Compared. International Journal Of Business Communication, 54(3), 283-305. doi:10.1177/2329488415572785 Wolter, J., Cronin, J. (2016). Re-conceptualizing cognitive and affective customer-company identification: the role of self-motives and different customer-based outcomes. Journal Of The Academy Of Marketing Science, 44(3), 397-413. doi:10.1007/s11747-014-0421-6

Finding the concentration of sodium carbonate Essay Example

Finding the concentration of sodium carbonate Paper Finding the concentration of sodium carbonate:Mass (Na2CO3 transferred to volumetric flask)= [mass (weighing bottle) + mass (Na2CO3)]-[mass(weighing bottle after emptying)]=15.24g 12.59g=2.65gMolar mass (Na2CO3)Na=23C=12O=162Na x 1C x 3O = molar mass= (2 x 23) + 16 + (3 x 16)=106Number of mols (Na2CO3) = mass/molar mass=2.65g/106=0.025molNumber of mols (Na2CO3) = concentration x volume10000.025 mol. = conc. x 250cm31000Concentration (Na2CO3) = 0.1 mol.dm-3ResultsTitrationInitial Burette Reading (cm3)Final Burette Reading (cm3)Difference (cm3)1 (rough)0.0032.0032.0025.0036.2531.2531.1032.3031.2040.0031.2531.25510.0044.3034.30The first and last results are not included in the average since the first is only a rough titration so that later ones can be more accurate and the last is an anomalous result.Therefore the average is:(31.25+31.20+31.25) / 3 = 31.23cm3We can now number of moles of calcium carbonate using this equation:Number of moles = concentration x volume1000=0.1251000=0.0025 mol.The following reaction took place:H2SO4(aq) + Na2CO3 (aq) Na2SO4 (aq) +H2O(l) + CO2 (g)There is a 1:1 ratio of sulphuric acid to sodium carbonate.Therefore the number of moles of H2SO4 will be the same as those of Na2CO3.Number of moles of H2SO4= 0.0025molsNow we can work out the concentration of H2SO4 with this equationNumber of moles = concentration x volume10000.0025 mol. = conc. x 25cm31000Concentration (H2SO4) = 0.08 mol.dm-3 (2 d.p.)Evaluating Evidence and procedures.The final titration was an anomalous result 34.30cm3. A result much larger than the average of 32.23cm3 (3.07cm3 larger). All the other results (apart from the first which is only a rough titration so that later ones can be more accurate) were 0.05 of the average.The anomalous result could be down to a number of reasons. Such as the conical flask not being rinsed properly, leaving a small amount of water in the bottom, diluting the solution further. There may also have been errors in the readings. Or simply missing the end point by not swirling enough or turning off the burette quick enough.Out of the 5 results collected 2 have been ignored, this leaves us with only 3 results to find an average with.Another factor to consider is percentage error.% Error = actual error/ size of measurement x 100The balance that was used has an error of + or 0.005g. 4 measurements were taken:12.57g% Error = 0.005/12.57100=0.04%15.24g% Error = 0.005/15.24100=0.03%12.59g% Error = 0.005/12.59100=0.04%2.65g% Error = 0.005/2.65100=0.19One drop from the burette has a volume of approx. 0.05cm3, this gives an error of + or 0.05. The average titre was 32.23cm3; therefore the following % error occurred:0.05/32.23100= 0.16%There may also be error when using the pipette, if used correctly the error is + or 0.06cm3 therefore:0.06/25100=0.24%The volumetric flask could also produce an error; if the bottom of the meniscus rests on the calibration line the error is 0.2cm3. So:0.2/250X100= 0.08%The largest % errors are produced when using the burette and pipette. Therefore more care is to be taken when taking readings from them.The total % error =0.78%. Therefore the results can be 0.78% larger or smaller than the results I collected: 0.78% of 32.23cm3= + or 0.25. Therefore the exact result is between 31.98and 32.48.The errors in procedure could arise in the following:* Solution in volumetric flask partially mixed.* Burette and pipette not rinsed properly* Conical flask not rinsed properly between titrations.* Acid not added drop by drop as the end point approached.* Swirling not a continuous action, allowing the end point to be missed.* Too much or too little indicator.The middle 3 results are the only results accurate enough to use as evidence. If I were to use these results as evidence I would only include the middle three results and then continue until I had 10 results within 0.1 of each other. The % error of the experiment was very small (0.78%) this means the three useable results appear to be reasonably accurate.There are many ways to improve the experiment:* More repetitions, the more repetitions you do the more accurate your end point should be and the average would be more accurate as you are taking into account more results.* Ensure the pipette, burette and volumetric flask readings are done at eye level on a horizontal surface. This makes the readings the readings more accurate.* Use a thinner burette so that changes in volume are even more noticeable and lowering % error.* Add the solution in drips rather than a steady stream. This would make the end point much more accurate.If the experiment is performed in pairs it would make the burette readings more accurate, as 1 person could swirl the solution and the other could handle the burette. This would allow the swirling to be constant as the burette handler could concentrate on finding the end point accurately.

The Perspectives of Incarcerated Aboriginal Women in Canada on Personal Development Resources

The Perspectives of Incarcerated Aboriginal Women in Canada on Personal Development Resources Introduction In the Canadian population, the composition of the aboriginal people takes 4%. There has been a 90% increase in the incarceration rate of aboriginal offenders with a fast rate within a frame of 10 years.Advertising We will write a custom proposal sample on The Perspectives of Incarcerated Aboriginal Women in Canada on Personal Development Resources specifically for you for only $16.05 $11/page Learn More Through the Needs Assessment of Federal Aboriginal Women Offenders – an examination of the program needs of incarcerated Aboriginal women and in their post release revealed a 69% rate of high of programming needs with a moderate 29% and a low of 2%. Security of classification of aboriginal women determines the access level for programming with aboriginal inmates having an over classification level requiring 45% for maximum security, 44% for minimum security and 18% for minimum security. The average cost of keeping inmates in Canada has ha d an increase of $88,000 in 2005-06 to over $113,000 in 2009-10 annually. The daily cost of maintaining a male inmate is around $300 with the daily maintenance cost for female inmates rising up to about $578 (Kilty, 2006). This presents the need for correctional facilities, (federal or provincial), to incorporate personal development and programming resources in the facilities to create a reduction on the level of incarceration especially for women. There needs to be incorporation of strategies of life skill management such as financial management, work programs and employment. Effective discharge of such programs can be effective within educational and vocational programs as well as in the management of aboriginal culture and spirituality (Davis, 2001). Aims of the study The aim of this study is to investigate through the development of release planning programs focusing on the possibility of the possibilities of individual tailoring, which fits in personal needs and concerns for t he integration of incarcerated aboriginal women into their communities.Advertising Looking for proposal on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More It will also evaluate the connection of incarcerated aboriginal women to resources, which can help in the healing process and personal growth after release. Through the study, the focus will be on the experiences of the women in the programs and the recommendations they have for needed improvements of the facilities. Significance of the Study The relevance of this research is in its implication of the understanding of the statuses and afflictions faced by incarcerated women. The issue of incarceration of women concerning age, gender, economic level, crime, offences, length of sentence, re-offending, security classifications and identification is important for the determination of the consequences and mediatory approaches for their case. In consideration of issues such as Poverty, Unemployment, Lack of Education, Addictions, Family Violence and Mental Health (Trauma, impacts of Residential Schools), it is worth creating an understanding of these issues in regard to their influence on personal lives of people (Karlene, 2011). There are personal relationships with some sort of influences responsible for their behavior, which may lead to their incarceration. This topic is relevant to law makers and women as it will help in the development of policies and educational strategies for the support of the affected women. It will also help in the development of an understanding of the human rights of women as well as help the women in realization and recognition of their rights. Such knowledge is transferable to other members of the society in an educational manner for the protection of other women and avoidance of the possibilities of avoidance of instances of indulgence in activities, which can lead to their incarceration (Van and Schwartz, 2011).Adv ertising We will write a custom proposal sample on The Perspectives of Incarcerated Aboriginal Women in Canada on Personal Development Resources specifically for you for only $16.05 $11/page Learn More This study is also significant in the influencing of the activities of social workers, as it would help them in identifying the existing gaps within existing programs. The issue of incarceration of women is applicable in the consideration of feminist theory, empowerment theory and the anti-oppressive theoretical framework (Dohrn, 2004). Social workers can be advocators of the protection of the rights of vulnerable people in the society such as women as a process for development of equality and justice (Goode, 2008). With cases of incarceration of aboriginal women rising to 20% of the total population in incarceration facilities, and accounting for 32.6% of female offender population meaning that in every three women under federal incarceration one is of an ab original descent, it is just fair to investigate into the reasons for such scenarios. This study can help social workers to develop means of utilizing available resources to help women in regaining confidence and avoidance of instances, which can lead to their incarceration. The history of incarceration of aboriginal women has its influences and origins from the colonial periods in Canada. At the same time, this study is will be helpful in the development of preventive strategies for protection of aboriginal women for the protection and creation of awareness to alternatives for the management of their conditions and avoidance of incarceration (May, Brown, 2011). Literature Review Introduction The literature review section will evaluated journals and other accredited sources of information in an effort to review, analyze, critique and enumerate works of other scholars on the programs designed to assist aboriginal women who have been released from prison to transit from prison life t o the outside world.Advertising Looking for proposal on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More Besides, the study will explore the OCAP principles and the facilitation of personal growth of post release. The study will as well examine the existing literature on the statistics presented by the Correctional Service Canada (CSC), articles on Federal Sentenced Women and Security Classifications as well as take an In-depth report by Federal Government (Public Safety Canada). The article on the Federal Government’s current ‘tough on crime’ agenda also contains ample information relevant to this study (Muirhead Rhodes, 1998). Problem Aboriginal Women Face after Exit from Prisons Various studies carried out in Australia as well as globally have demonstrated that after being released from prisons, women usually experience a considerably higher rate of depression, social isolation, mental illness, poor housing as well as homeless as opposed to men who have been released from prison (Baldry Maplestone, 2005). Some researches have also revealed that majority of wome n who have been released from prison and who experience difficulty in establishing constructive social link have a higher chance of suffering from mentally illness. Moreover, studies indicate that majority of ex-prisoners who losses their live due to drug overdose are homeless in most cases (Shewan et al., 2001). These problems are attributed to lack appropriate release programs for prisoners as well as lack of commitment by government to initiate such programs. Baldry et al.(2006) contends that the key reason why indigenous women who have released from prison fail to transit successful into the outside world is attributed to the fact that family support, mental health as well housing programs for this ex-prisoners. Besides, majority of women who comes out of prisons have families and children to take care of and there is absence of suitable programs to assist them address this concern. Baldry et al. (2003) opine that majority of women prisoners who have children have high probabili ty of suffering from financial, physical as well as emotional breakdown in incarceration period. Correspondingly, the same women experience difficulty establishing a reasonable home immediately after being released from prison. Studies have also indicated that women ex-prisoners who are homeless and live in parks and streets are often harassed and interfered by police and are sometime re-arrested due to being public nuisance. This situation is worsened by the fact that there is lack of appropriate pre and post programs for those indigenous women released from hospital. Release Programs As stipulated by Baldry and McCausland (2009), the post-release program for aboriginal inmate women entails assisting the released women to access health care facilities/services, to obtain employment and appropriate accommodation as well as assisting them to connect with their respective communities. Post-release programs are critical because of the disruptions caused by incarceration. When women are released from prisons, they are compelled to deal with unconstructive experience associated with imprisonment. One program that have been cited in literature and which have been designed to assist indigenous women who have just been released from prison is â€Å"Throughcare†. Walsh (2004) asserts that this program play an integral role in assisting aboriginal women to transit from prison to the outside world. It tailored to provide progressive education, support as well as treatment for indigenous women right away from the time they enter prison up to the time they exit prison and even afterwards. This program has been introduced in various countries including Canada and Australia. There is sufficient evidence to suggest that the approach of this program coupled with long-term support for indigenous women after being released from hospital will be of critical importance in assisting these women transit successfully into the outside world. However, despite the fact that they are numerous benefits associated wit this program, it is critical to note that its tenets emanated from a criminal justice system that is rooted in a colonized framework. OCAP Principles The principles of OCAP (Ownership, Control, Access and Possession) are described by First Nations Centre (2007) as one of the elements of 1st nations aspirations that are geared towards self-governance as well as self-determination. The OCAP principles highlight a detailed framework created by 1st nations incorporate self-determination into IM (Information management) as well as into the research domain. These principles are employed in all information/data or research initiatives that involves 1st nation and includes the entire elements of research (review and funding included), cultural knowledge, statistics in addition to monitoring. By emphasizing the adoption of OCAP principles, 1st nation are taking control of all research regarding their respective communities. Ownership as one of the fundame ntal principles of OCAP entails the link between the community of 1at nation and its information, data as well as cultural knowledge. This principle attests that that community owns the information belonging to a particular community collectively. With respect to control principle, the rights and aspirations of first nation to take control and sustain the entire facets of their institution and lives encompassing data, information as well as research. Research Methodology Introduction The research methodology section outlines the steps that will be taken to conduct the research study. It is a critical section as it aids the researcher to focus on the research process of data collection, data analysis in order to achieve the research aims of the study. The research methodology in this research study will cover the sample size and description, data collection techniques as well as data analysis plan. Sample size and description The target population of the study will be women identifie d as aboriginal within federal correction facilities. The process will take a comparison of two correctional facilities located in different provinces to determine the differences and similarities within them. The specific respondents would be those close to the end of their sentencing while there will also be an interest on re-offenders as part of the population sample. Data Collection Methods For a better understanding of the experiences of the participants, there will be face-to-face interviews with them. This would allow for recording of their experiences and even making a recording of their recounts. It will be reasonable to make consideration to the literacy level of the participants with high possibilities of most of them being without education (Muirhead Rhodes, 1998). That makes face to face interviewing the best alternative because it would involve a communication process for creation of a comfortable environment to tell personal stories and experiences. The choice of a q ualitative and the narrative approach for the use of semi-structured interviews allows for the inclusion of a number of demographic questions regarding age, self identification as aboriginals and the relative personal classification whether First Nation Metis or Inuit. Other questions for interviewing the participants will inquire on the length of sentencing, their security classification (max, med, or min) and incase they were re-offenders (Landrine Russo, 2010) I will also look at the resources they participated in by giving them a chance to make explanations on the issues and impacts; they faced during their stay in the facilities. I will also give them the opportunity for telling their stories to understand the circumstances under, which they committed their crimes and the aspects behind the motivation to committing such crimes (Muscat, Wells, Owen, Torres Pollock, 2011). In the interviews, I will also seek to know their individual experiences with the programming to help in u nderstanding the things they considered as beneficial and the aspects they felt where of no essence to them. The questions will look for the possibilities of their thinking that the programs focused on the issues affiliated to their gender in the bid of meeting their feminine needs such as training on parenting skills (Eddy, Martinez, Schiffmann, Newton, Olin, Leve Shortt, 2008). Data Analysis Plan To create a clear understanding on the situations experienced by the participants, there will be classification of collected data for management, analysis and interpretation in accordance applicable specifications to individual participants. These will be in terms of Poverty, Unemployment, Lack of Education, Addictions, Family Violence, Mental Health (Trauma, impacts of Residential Schools). In categorization of information, their analysis and presentation, there will be a focus on the programs and personal development programs participants accessed during their stay. There will be analy sis of the recordings collected during the interviews of the participants. I will transcribe the recordings from the participants and later have the results presented in writing. References Baldry, E., Maplestone, P. (2003). Aboriginal Prison Releases in New South Wales: Preliminary Comments Based on ex-Prisoner Research. Indigenous Law Bulletin, 5(22), 7-8. Baldry, E., Maplestone, P. (2005). Women ex-prisoners post-release’ in Bridge Foundation: Out Of Sight, Out Of Mind: Prose and poetry about the prison. Charnwood: Ginninderra Press Baldry, E., McCausland, R. (2009). Mother Seeking Safe Home: Aboriginal Women Post-Release. Current Issues in Criminal Justice, 12(2), 288-301. Baldry, E., McDonnell, D., Maplestone, P., Peeters, M. (2006). Ex-prisoners, ccommodation and the state: post-release in Australia. Australian and New Zealand Journal of Criminology, 39(1), 20-34. Davis, H. C. (2001). Educating the Incarcerated Female: A Holistic Approach. Journal of Correctional Ed ucation, 52(2), 79-83. Dohrn, B. (2004). All Ellas: Girls Locked Up. Feminist Studies, 30(2), 302-324. Eddy, J., Martinez, C., Schiffmann, T., Newton, R., Olin, L., Leve, L., Shortt, J. (2008). Development of a multisystemic parent management training intervention for incarcerated parents, their children and families. Clinical Psychologist, 12(3), 86-98. First Nations Centre. (2007). OCAP: Ownership, Control, Access and Possession. Sanctioned by the First Nations Information Governance Committee, Assembly of First Nations. Ottawa: National Aboriginal Health Organization. Goode, E. (2008). Out of control: Assessing the general theory of crime. Stanford, Calif: Stanford Social Sciences. Granger-Brown, A., Buxton, J. A., Condello, L., Feder, D., Hislop, T., Martin, R., Thompson, J. (2012). Collaborative community-prison programs for incarcerated women in BC. British Columbia Medical Journal, 54(10), 509-513. Karlene, F. (2011). Unruly women: The politics of confinement and resistance . New York: Seven Stories Press. Kilty, J. M. (2006). Under The Barred Umbrella: Is There Room For A Women-Centered Self-Injury Policy In Canadian Corrections? Criminology Public Policy, 5(1), 161- 82. doi:10.1111/j.1745-9133.2006.00107.x Landrine, H., Russo, N. F. (2010). Handbook of diversity in feminist psychology. New York: Springer. May, D. C., Brown, T. (2011). Examining the Effect of Correctional Programming on Perceptions of Likelihood of Recidivism among Incarcerated Prisoners. Journal of Social Service Research, 37(4), 353-364. doi:10.1080/01488376.2011.58202. Muirhead, J. E., Rhodes, R. (1998). Literacy Level of Canadian Federal Offenders. Journal of Correctional Education, 49(2), 59-60. Muscat, B. T., Wells, J. B., Owen, B., Torres, S., Pollock, J. (2011). Abuse on the Inside: Exploring Incarcerated Womens Experience With Intimate Partner Violence. International Perspectives in Victimology, 5(2), 63-71. doi:10.5364/ipiv.5.2.63 Van de Sande, A. and Schwartz, K. (2011 ). Research for social justice: A community based approach. Winnipeg: Fernwood Publishing. Walsh, T. ( 2004). INCorrections: Investigating prison release practice and policy in Queensland and its impact on community safety. INCorrections Network Coalition Queensland. Retrieved from: www.incorrections.org.au/Incorrections%20Report.htm Young, D. S., Mattucci, R. F. (2006). Enhancing the Vocational Skills of Incarcerated Women through a Plumbing Maintenance Program. Journal of Correctional Education, 57(2), 126-140.

Reposition sense of the knee joint in individuals with and without low Essay

Reposition sense of the knee joint in individuals with and without low back pain - Essay Example A summary of participants' demographic data is illustrated in the table below (Table 3.1). Concerning the differences of the data, it could be noticed how the given results reflect an almost the same liberty that presents how the demographic data affects the possibility of an individual incurring the definite reasons behind low back pain. LBP participants were asked to complete a series of questionnaires; Fear Avoidance Belief questionnaire (Appendix 5), and Modified Von Korff questionnaire (Appendix 6). They were asked to give information of their LBP in the past four weeks, in addition to the level of pain and disability caused by LBP. The mean average of the questionnaires are displayed in the table below (Table 3.2) As described previously in details, each participant performed 9 repetitions for each angle (60 degree angle and 30 degree angle). The mean error for each participants in the LBP and NLBP groups is represented the figures below (Figure 3.1 and Figure 3.2). As illustrated in figure 3.2 low back pain group participants tend to undershoot the target position in 60 angle, on the other hand, the NLBP group tends undershoot in the 30 angle compared with the LBP group (figure 3.1). The above figure 3.1 shows that in 30 angle the RE was slightly higher in NLBP, on the other hand, in 60 angle there were almost a five degrees error difference between LBP an NLBP group, since the later was more accurate than the former (SD 0.91). It could be noticed that the LBP and NLBP results into a rather completely same level of concentration. The changing of the angle experimentation was supposed to change the reaction of the participants towards the process, however, as seen from the gained result, the angle changes did not give favourably different outcomes showing that the angular changes probably entailed to have a rather important result to the research's aim of proving that these exercises could somehow reduce the possibility of low back pain among individuals from different bracket ages. 3.4 Distribution of data The average mean

Legal and Regulatory Environment in Human Resource Management Essay - 10

Legal and Regulatory Environment in Human Resource Management - Essay Example In my opinion, the case Jennifer has filed against her employer will not hold water and she is likely to lose it because firstly, she is no longer part of the workforce in the company and secondly, there is no concrete evidence of her harassment reported to the authorities before leaving the company. Thirdly, her reasons for resigning are unclear to the management even though she claims the sexual harassments from the senior partner instigated her exit from the company even after six months of enduring through this harrowing experience. It is unlawful to discriminate someone on the basis of pregnancy, childbirth or such medical conditions. Pregnancy is considered a disability in most cases and in the case of Theresa Thomas; I would advise her to sue the school management especially the principal for discriminating and dismissing her on unsatisfactory grounds. The principal should have questioned the reasons why her ratings have dropped suddenly than dismissing her without even checking her track record. It would have been fair if her previous ratings were matched with the current ones and a SWOT analysis done about the ones at hand. Theresa should inform the board of governors of the school about her dissatisfaction with the improper dismissal and if no action is taken, a lawsuit will be convenient to air out her issues in court, which will end up in a win-win situation that is getting her job back and being compensated for damages. The two lawyers have the right to observe their religious doctrines freely since religion is a culture that cuts across all races regardless of where one comes from. Religious discrimination might be a tricky subject for many employers but federal and government discrimination laws always have special considerations and adjustments regarding this dress code in relation to religion.  

Water and Sustainability Essay Example | Topics and Well Written Essays - 1500 words

Water and Sustainability - Essay Example In his analysis of the concept of property, Professor Macpherson is concerned with the profound task of re-evaluating the analytical definition of property by returning it to its historical roots (Macpherson, 1 – 12). Such an approach encourages a new understanding about public or communal property matters that have been of concern to communities and governments within the relatively recent past, challenging human rationality and human control. The problems associated with an equitable distribution of water, which is becoming an increasingly scarce resource of vital importance to all humanity, has the capacity for enlarging perception and challenging the mind in its quest for equitable ways of governance and modes of thinking. This is especially true for the Western United States of America in which most of the land lying west of the 100th meridian of longitude receives less than 20 inches of rain annually (MSN Encarta, â€Å"Water Policy in the American West†). The notion of property presented by Professor Macpherson stipulates that the use of the term property to represent things is a misusage (Harris, Chapter 9). In effect, the concept of property has logical and historical dimensions. The logical dimension associated with the concept of property stipulates that property refers to the right to the use of or to benefit from things. Thus, private property rights extend to exclude others from the use of private property. However, property is not always private in nature and the concept of ‘common property’ prevails whenever resources have been set aside for common use. Thus, the notion of common property can give rise to ‘enforceable claims’ not to be excluded from the use of resources. For common property, it is important to understand property rights within the context of the rights of others people, sometimes all people. Thus, common property must be considered within the context of Hohfeldian relations and priv ileges for property

Concept of internal marketing

Concept of internal marketing The concept of internal marketing The concept of internal marketing is a tool that companies use within their workforce to communicate with their employees. Many company owners and authors of internal marketing believe this concept is as important to a companys survival as external marketing (communicating to customers). When communicating to employees this involves the communications of â€Å"corporate culture and goals, mission and vision statements, as well as personnel policies and procedures†. http://www.bnet.com/2410-13237_23-168356.html Internal marketing was introduced in the mid 1970s. This was initiated so companies could use the concept as a way of achieving consistent service quality. Internal marketing became known in the service marketing industry. The objective of this concept was to get a more improved performance from the employees who regularly dealt with customers. Although this concept began within the service marketing it has now broadened beyond and is included in many other companies and organisations. Ahmed and Rafiq authors of the book Internal Marketing: Tools and concepts for customer-focused management suggest that authors have many definitions of internal marketing and from studying the literature they have highlighted 5 main elements of the concept; Employee motivation and satisfaction Customer orientation and customer satisfaction Inter-functional co-ordination and integration Marketing-like approach to the above Implementation of specific corporate or functional strategies Employee motivation is a significant element of the concept, for many authors understand this to be the essence of what internal marketing to be. An employees attitude towards their own work place is believed to directly influence the value of the customer service that is given to consumers. This was summarised by Kusluvan (2003) â€Å"Internal marketing efforts are assumed to result in employee satisfaction, job involvement, work motivation, employee commitment, maximum employee effort on behalf of the organizations and customers, increased job performance, service-oriented behaviours and lower turnover which, in turn should improve service quality, customer satisfaction and loyalty† Kusluvan, S (2003) pg:42. There are many other definitions of internal marketing. Ahmed and Rafiq argue that the span of understanding about internal marketing from other authors is huge but vague in its limitations. One of the earlier studies by the author Berry, L (1974) believed that â€Å"effective internal marketing, which would contribute to effective marketing would require financially rewarding personnel, management commitment to sales training and self-development revision of personnel transfer policies and a redefinition of management in terms of helping people to achieve through work† (p.13). Berry along with Pasuraman (1991) later added another definition to the concept in their book Marketing services: Competing Through Quality by stating â€Å"Internal marketing is attracting, developing, motivating and retaining qualified employees through job-products that satisfy their needs. Internal marketing is the philosophy of treating employees as customers and it is the strategy of shaping job -products to fit human needs† (pg 26). These authors believed that there was a set of principles to treating employees fairly and motivating them. They also highlighted the belief that employee satisfaction was an important element of internal marketing. The definition by these authors stress the importance that employee satisfaction is needed in order to develop, motivate and retain the best and most qualified employees. From these two definitions given by Barry you can understand that the concept of internal marketing is a broad notion. The American Marketing Association have given a more simplistic and modern definition for the concept â€Å"marketing to employees of an organization to ensure that they are effectively carrying out desired programs and policies†. This definition doesnt give readers a breadth understanding of the concept. Unlike Berrys (1991) definition it doesnt justify how internal marketing can be achieved in the workplace and it also doesnt explain the ways in which employees are to be marketed to ensure the work carried out by them is effective and of a good standard. An important element of internal marketing as said earlier is motivation [motivating the work force]. Considered by many authors as the ‘grandfather of all definitions on internal marketing Grà ¶nroos (1994) created a definition which saw the efforts of motivating employees as very important. Grà ¶nroos had two previous definitions both created in 1981 which suggests that internal marketing is the selling of the firm to employees who are seen as the internal customers. Grà ¶nroos believed that â€Å"the higher employee satisfaction that will result will make it possible to develop a more customer-focused and market-oriented firm† (Cahill, 1996, p.4). Grà ¶nroos 1994 article looks into motivation and states that â€Å"the internal market of employees is best motivated for service mindedness and customer-oriented performance by an active, marketing-like approach, where a variety of activities are used internally in an active, marketing like and coordinated way† (Grà ¶nroos, 1994, p. 13). This definition, as well as Johnson and Seymours (1985) definition which explains internal marketing should â€Å"create an internal environment which supports customer consciousness and sales-mindedness†. Both definitions highlight the fact that internal marketing is about the service and sales mindedness of the customers. There are other recent definitions of the concept of internal marketing by Ballantyne (2000) which suggests that internal marketing â€Å"is a strategy for developing relationships between staff across internal organisational boundaries. This is done so that staff autonomy and know-how may combine in opening up knowledge generating processes that challenge any internal activities that need to be changed. The purpose of this activity is to enhance quality of external marketing relationships† (pg: 43). This definition emphasises the importance of the relationship between the staff and the organisation and how internal marketing is a strategy that will allow this relationship to become stronger. It also highlights the fact that building on the relationship can enhance the service quality and also their relationship with their external markets. To evaluate how affective internal marketing is with employees companies usually give staff seasonal or yearly surveys which they will us e to measure the affects of their internal marketing efforts. There are many answers to what can actually make a successful company. Some may say its the companys ability to adapt to the market or even a companys high level of customer retention and many believe successful companies are created from within the organisation. Communicating internally but affectively to your internal market (employees) many authors believe is an important attribute for company success, An article written in 2007 about the importance of internal marketing suggested thatâ€Å"Internal communications is traditionally viewed as the sole province of the Human Resources department,† and the article continued by stressing the importance that employees have over effective external marketing â€Å"When employees understand and commit to the value proposition of the company and its brands, external marketing becomes more effective, because the employees become product champions†. As the pace of the economy is fast changing and the recent recession has affected many companys survival, internal marketing grows increasingly important. Due to the recession and the increasing pace of change in the workforce, there has been news of many companys creating alliances with one another, merging with one another and also downsizing as a whole. During these hard times employee motivation is extremely important, especially if every employee is understandably beginning to have concerns about their own companys survival or their current job position. Organisations must instil within these employees some sort of strength and satisfaction that would mean that the employees would continue working and at a good level. Generally, a strategy that many companies use and one which coincides with Ballantynes (2000) definition is that companies â€Å"empower staff to build stronger customer relationship†. Internal marketing supports this strategy (or theory some might say) and suggests that through staff empowerment employees will drive for better understanding, they will have a deeper commitment to the relationship they hold with the organisation and as a result there will be greater involvement from the staff. While todays diverse work force becomes more complicated there are a few barriers which can possibly affect how internal marketing is kept within an organisation. In the book Internal marketing: directions for management, Varey R and Lewis B explain these barriers. The first and probably the most important barrier would be the employees and an organisations ‘resistance to change. Kotler (1990) believed that problems can occur from an organisations ‘built-in â€Å"resistance of management to change† (Percy and Morgan 1990). Managers often do not consider new ideas brought about their company, and this is because a change in the work place can bring forth an overall fear of concern about their job and future positions. Other barriers to internal marketing are ‘inter and intra functional conflict. Inter-functional conflicts often occur when a senior managers assumption of their organisational culture is ill-advised and as a consequence managers may become unaware of the issues and problems which affect prolific activities or â€Å"co-operation and integration† (pg: 78). Intra-functional conflicts are basically when one internal function fails to recognise another internal function. Intra-functional conflicts on the other hand are where the goals and objectives of the organisation and its departments are different to the individual and personal goals of employees. â€Å"It occurs because individuals have different goal, desires and ambitions, and will be submerged in different social spheres of interaction that will impact upon their overall attitude and behaviour†. (Pg: 79) If ever these barriers work in cohesion then it can spell big trouble for any organisation. Although the three chosen are seem as the major barriers affecting the use of internal marketing within an organisation there are also a few other problems which can affect successful implementation of the concept. 1, managerial incompetence 2, poor understand of the internal marketing concept 3, rigid organisational structure and 4, top members of staff treating employees like they are unimportant to the business. Anon (2007) Internal Marketing Kotler P, Bowen J and Makens J (2003) have stated 5 importances of internal marketing; Employees must have a customer service attitude Employees must understand your product Employees must be enthused about your product and your company There must be good communication between employees and management Employees must be able to identify and solve customer problems Marketing for Hospitality and Tourism 3e (2003) Generally employees of organisations, especially those who communicate directly with customers can have an influence on customer satisfaction. The authors suggest that these are 5 important features of internal marketing and in order for it to be affective organisations must aide in ensuring that employees behave in a desired manner expected of them from the organisation. Internal market in todays industry is needed because as Berry L Pasuraman A (1991) stated it serves as a â€Å"managerial philosophy† that a company deploys on to employees that in turn would teach the employees how to maintain good high standard of affective customer service. Within organisations employees are recognised as a major part of the capabilities that service organisations produce. â€Å"The popular view is that employees constitute an internal market in which paid labour is exchanged for designated outputs.† Fill C (2009) pg: 895. Fill suggests if the objective of an organisations internal market is kept then employees will reap the benefits through paid labour. Kotler P, Bowen J and Makens J (2003) have proposed that these are the four objectives of internal marketing; To ensure that employees are motivated for customer-oriented and service-minded performance. To retain good employees. To increase customer satisfaction To increase profitability Some may argue that the main objective of internal marketing is to retain suitable and efficient employee personnel. As a means of retaining these ideal employees, organisations develop motivated and customer-conscious staff which while working simultaneously and cohesively can work towards achieving absolute customer satisfaction. There is a philosophy in internal marketing that every action made within the organisation is oriented towards this sole purpose. As times and the economy change so would the process of internal marketing. The model above shows four steps of internal marketing. Some authors believe this model to be too vague and feel that the complexity of the internal market or many organisations cannot be met by four simple steps. Grà ¶nroos (1996) believes â€Å"The internal marketing process is not to be viewed as a process, which only moves in one direction from the top down. On the contrary, the process needs to be directed from and to every side of the organisation in order for it to be successful† As it is important that an organisations internal marketing objectives are met by its employees, an organisation will produce an internal environment that staff will need to function in to a desired way recommended to them by their company. In the article Internal Marketing (2007) it is written that there are four important areas within an organisations internal environment which are essential for the organisations internal market: Motivation Co-ordination Information Education Internal Marketing from engineer sood These four areas have come up many times in definitions by numerous authors and combined create the four objectives of internal marketing that organisational managers should be trying to reach from their employees. If these are reached then as a result the employees work would drive the profitability of the organisation to a positive and effective level. To conclude in many definitions you will read internal marketing being referred to as a concept that aims on â€Å" attracting, developing, motivating and retaining qualified employee† Berry Pasuraman (1991). In some other cases you will read that internal marketing is a philosophy whereby employees are treated as customers or even in some cases where organisations will basically teach employees a specific way of working in the work place and handling customers. Internal marketing has come a long way since it was first proposed in the service marketing industry in the 1970s. The role of marketing in general has undergone many changes. Organisations have begun networking with one another and members of organisations have begun sharing responsibilities and working as teams. Although many if not all definitions of the term ‘internal marketing can still be relevant to today, the concept in itself over the past 40 years has become one which is/will constantly change as long as the world of business changes. From a concept which first focused on supporting the consciousness and sales-mindedness of employees to one which broadens its scope and understands that the concept is much more profound and more complex to achieve good employee to customer service quality. Key words such as ‘relationships, or ‘motivate and philosophy are now being used in the more modern terms of the definition. J.N. Sheth suggests â€Å"motivation is what moves people. It is the driving force for all human behaviour or more formally, it is ‘the state of drive or arousal that impels behaviour toward a goal objective† (Sheth et al 1999). Indeed, motivating employees has continually been used by authors since the concept of internal marketing was initiated , and although motivating employees to work harder and more efficiently is seen to be very important, organisations also need to understand and create a way of making employees enjoy the work that they are doing. Content workforces which take pleasure in their work are understood to be more productive and affective, which in turn creates a better service and customer experience.Organisations must instil within these employees some sort of strength and satisfaction that would encourage the employees to continue working and at a good level. As the new age dawns many organisations have even used employees to help sell their company e.g. Halifax. Halifax adverts and many other adverts similar to this have used employees as a way of advertising to external customers about big internal changes to policies and procedures that the company may be having. You see adverts everywhere with pictures of employees holding offers or incentives from their company or maybe even different adverts where employees are actually talking to the camera. This can be seen as a form or a strategy used for internal marketing. As a good employee is as important to a company as the employer, employees may feel the need to get more involved with company actions and strategies. In the article Internal Marketing (2007) it was stated that one of the problems which could affect the successful implementation of internal marketing is the ignoring of an employees importance to the company and treating them like any other tool of the business. Companies such as The Carphone Warehouse have their own internal marketing strategy whereby they are accompanied by new employees on a weekend of training. On this expedition employees are taught how to deal with customers, they are given information about the company and objectives that the company and each individual employee are and should be trying to reach, they are taught many things about the products sold in the shops, how to deal with complaints and they are also taught ways in which they should act in the workplace (the rules and codes of conducts). Organisations which take on the strategy to market internally must have a clear and precise objective and mission. The objectives of the organisation must be very clear if it is to correspond with how managers internally market their company to employees. If objectives are clear there will be no confusion within the staff on how to do things and what to aim for. This will help the process of knowledge development of the employee by piecing together understanding and loyalty to individual development. As a personal definition of the term internal marketing one would define it as an internal culture created by the managers of an organisation. This culture allows employees to express their creativity and innovative selves to an extent where they still show responsibility and accountability. It is the selling of the ideals and objectives of the company to the employees so that they work harder towards the goal of ultimate success. Developing and motivating employees are strategies deployed to attain the best qualified staff which would allow organisations to reach set objectives. It is a concept which can be evaluated seasonally through surveys and observations of the employees. Internal marketing should be used to meet the expectations of customers, instead internal marketing should be used to exceed them.

The Pardoner’s Tale of Chaucers Canterbury Tales :: Pardoners Tale

The Canterbury Tales - The Pardoner’s Tale   One might assume that the person telling the story has a lot to do with the story they're telling.   This is the case in the Geoffrey Chaucer's "The Canterbury Tales." In the tale of "The Pardoner's", the voice tells a tale dealing with his famous preach; "Radix malorum est Cupiditas."   In English, "The root of all evil is Greed." An ironic distinction can be made with what a "Pardoner" is known to be, the character (the voice/Pardoner), and the tale that he tells.   Through the Prologue of the Pardoner's Tale one can say that he lives up to his name.   As the â€Å"Webster† dictionary states, â€Å"a medieval ecclesiastic authorized to raise money for religious works by granting papal indulgences to contributors.† Pardoner's were known to be granters of the church.   Which in reality, they would keep all of the money given to them by generous people.   They were generally associated with being untrustworthy and sneaky.   In reality they did have a gift for preaching, but they didn’t exactly follow what they preach.   In the Prologue the Pardoner shows his true self. Chaucer, describes him as bad as he dislikes him.   Portraying him with having long, greasy, yellow hair, and also beardless ("The Pardoner's Tale".) The Pardoner revealing in the Prologue, that the only thing he cares about is money.   â€Å"I preach nothing except for gain† (Pardoner’s Tale.) Aside from being extremely greedy, he is also a hypocrite.   He preaches the one thing that he’s most guilty for. â€Å"Avarice is the most of all evil† (â€Å"The Pardoner’s Tale†.) The greed and hypocrisy is also shown in the tale that he tells.   Throughout the tale itself, the greed and hypocrisy that the Pardoner has, is also shown.   In the tale, three friends begin a Journey in order to kill death.   During their journey, they meet an old man that tells them where they can find a treasure.   He also warns them that in no way is it good treasure.   At this point in the tale, the three friends show their greed, and later their hypocrisy, by planning to kill the other to keep the treasure.   Eventually, that greed and hypocrisy leads to their downfall.