Mad Cow Disease :: essays research papers

Mad awe illness kills many and is spreading rapidly throughout Britain and is slowly affecting the linked States. Mad cow disease is a serious disease that affects many different species. There are different spend a pennys of the disease. This disease has occurred in Britain and can occur in the united States as well. Mad cow disease can be prevented.Mad cow disease has several different names. It is called Bovine Spongiform encephalopathy or BSE. otherwise names are New Variant Creutzfeldt-Jakob disease or vCJD (Morris). Transmittable Spongiform encephalopathy or TSE is another name. Spongiform encephalopathies are nervous system disorders which nerve cells of the mind die, causing the brain to assume a sponge-like appearance (Montague, Part 1). In 1985 a veterinarian found odd symptoms in a cattle (Morris). overawe in Britain began to die of mysterious ailments (Montague, Part 1). German physicians Hans Gerhard Creutzfeldt and Alfons Jakob first discovered vCJD in its natu ral form in the 1920s (Shell, Part 2). In 1996 British government conceded that people were falling victim to a degenerate new brain disease linked to BSE (Morris).Some cows in the United States may already have mad cow disease. It is also very possible that people in the United States may have the human form of the disease. Cows are vegetarians by nature. They can be infected when they are forced to eat parts of other infected animals. When animals are slaughtered for human food at least half of the carcass-hide, hooves, entrails, etc can not be sold for human consumption. Its then sent to a rendering plant where its ground up, boiled down and driven into the consistency of brown sugar. Now, its sold for feed for cows, pigs, chickens and pets. Eating infected animals transmits mad cow disease or eating animal parts especially brains and spinal cords (Montague, Part 3). Cattle, sheep, pigs and poultry that are exposed to BSE via animal food can in secret harbour the disease (Morri s). Scrapie is a disease that has affected sheep for at least 200 years. Sheep infected with Scrapie rub up against fences or barns until they scrape away their wool, leaving raw wounds, then they die. Scrapie infected sheep are sometimes fed to cows (Montague). Humans can get the human form of mad cow disease by eating infected meat.Mad cow disease has a severe effect on animals. The infamous disease has increased 23 part a year in Britain since 1994 (ABC News).

Caffeine in Athletics Essays -- Nutrition Sports Health Essays

Caffeine in Athletics The worlds most popular drug is legal, inexpensive, and believed to amplify workouts. It supposedly motivates athletes and helps them perplex alert and focused while also boosting physical endurance by twenty to fifty percent. This stimulant is found naturally in sixty-three plants and is consumed by eighty percent of Americans. This white, bitter, crystalline substance is known as caffeine, and is commonly consumed in efforts to enhance athletic ability (http//gopher1.bu.edu/COHIS/substance/caffeine/about.htm). Caffeine is a very popular stimulant among athletes because most believe that it provides energy, increases alertness, and quickens reaction time. When in beverage form, caffeine reaches all body tissues within five minutes of ingestion. However, invoice blood levels are reached in thirty minutes. Therefore, many cyclists consume a cup of coffee half an hour before short races begin. Others drink a bottle of coke diluted with water during the last half of longer races (http//www.roble.net/marquis/caffeine). The use of caffeine is controversial in the sports world, because it is a stimulant. In fact, the UCI forbids swallow caffeine in large quantities prior to competitions. But, why is there such a desire amongst athletes to consume this drug? Are its results really that effective? To coiffure these questions one must investigate how caffeine works. How does it affect the body? The exact process by which it affects the body is unknown. It is suspected that caffeine affects the nervous system by altering the perception of effort and exciting the neurons responsible for contracting muscles. It may also be accountable for causing more fat and less... ...1.Kaminsky, Martin, and Whaley (1998) Caffeine employment habits do not influence the exercise blood pressure response following caffeine ingestion. Journal of Sports Medicine and Physical Fitness, 38, 53-8. Pasman, van Baak, Jeuken drup, and de Haan (1995) The effect of contrasting dosages of caffeine on endurance performance time. International Journal of Sports Medicine, 16, 225-30.Tarnolpolsky (1994) Caffeine and endurance performance. Sports Medicine, 18, 109-25. Wemple, Lamb, and McKeever (1997) Caffeine vs caffeine-free sports drinks effects on urine production at perch and during prolonged exercise. International Journal of Sports Medicine, 18, 40-6. William (1991) Caffeine, neuromuscular function and high-intensity exercise performance. Journal of Sports Medicine and Physical Fitness, 31, 481- 9.

Gambling Essay example -- essays research papers

Gambling has effected many people I know in a electronegative way and the problem is getting increasingly more serious due to the large amount of young adults who are starting to gamble. Teenagers often face morsel warnings about drugs and alcohol but Not about gambling.Gambling is highly addictive, and compulsive gamblers have the same symptoms an alcoholic or a person addict to drugs would have with their addiction , when someone is addicted to gambling they have a brain disease that is chemically and genetically driven, just as addictive as cocaine in certain individuals. The same way a drug addict needs to take drugs in order to maintain a high, a gambler has to gamble in order to experience the high of winning. Every state except three permit gaming and state governments actually advance their citizens to gamble because its an easy way for them collect tax free money.You are considered a compulsive gambler if you have done 5 out of the 10 following criteria1. if you are preo ccupied with gambling.2. if you need to gamble with increasing amounts of money in order to achieve the desired excitement.3. if you have had repeated efforts at lemniscus but cant.5. if you gamble as a way of escaping from problems 6. if after losing money gambling, you return another day to get even 7. If you lie to family members about the boundary of involvement with gambling.8. if you commit illegal acts to finance gambling.9. if you have jeopardized or lost a significant relationship, jo...

Federal Reserve :: Economics

The peopleal Reserve is the central bank of the get togetherStates. It was created by Congress to provide the nationwith a safer, more flexible and more stable fiscal andfinancial system. The federal Reserve was created on declination 23, 1913, with the sign language of the Federal ReserveAct by President Woodrow Wilson. Today, the FederalReserves duties f solely into four general areasconducting thenations monetary polity by influencing money and creditconditions in the economy in pursuit of full employment andstable prices, regulating banking institutions to ensure thesafety of the nations banking and financial system and toprotect the credit rights of consumers, maintaining thestability of the financial system and providing certainfinancial services to the U.S. government, to the public, tofinancial institutions and to foreign official institutions.The body structure of the Federal Reserve was designedby Congress to give it a broad perspective on the economyand on economic a ctivity in all parts of the nation. It iscomposed of a central government agency(Board of Governors)in Washington D.C., 12 regional Reserve Banks, located inmajor cities nearly the nation. The Federal Reserves income comes from theinterest on U.S. government securities that it has acquiredthrough open market operations. Other sources of income arethe interest on foreign cash investments. at once theFederal Reserve has paid its expenses, it then turns overthe rest of its earnings to the U.S.Federal Reserve EconomicsThe Federal Reserve is the central bank of the UnitedStates. It was created by Congress to provide the nationwith a safer, more flexible and more stable monetary andfinancial system. The Federal Reserve was created onDecember 23, 1913, with the signing of the Federal ReserveAct by President Woodrow Wilson. Today, the FederalReserves duties fall into four general areasconducting thenations monetary policy by influencing money and creditconditions in the economy in purs uit of full employment andstable prices, regulating banking institutions to ensure thesafety of the nations banking and financial system and toprotect the credit rights of consumers, maintaining thestability of the financial system and providing certainfinancial services to the U.S. government, to the public, tofinancial institutions and to foreign official institutions.The structure of the Federal Reserve was designedby Congress to give it a broad perspective on the economyand on economic activity in all parts of the nation. It iscomposed of a central government agency(Board of Governors)in Washington D.C., 12 regional Reserve Banks, located inmajor cities around the nation. The Federal Reserves income comes from theinterest on U.S. government securities that it has acquiredthrough open market operations. Other sources of income arethe interest on foreign currency investments. Once theFederal Reserve has paid its expenses, it then turns overthe rest of its earnings to the U.S.

General Guidelines for Strength Training :: essays research papers

General Guidelines for Strength Training1. Train with a high level of intensity. It has been shown that the harder you train (intensity), the greater the adaptive response. A high level of intensity is characterized by performing an exercise to the point of concentric (positive) muscular failure, i.e., youve exhausted your muscles to the extent that the weight cannot be moved for any more repetitions.2. Follow the "double progression" technique in regards to repetitions and weight. For a muscle to addition in size and strength it essential be forced to do progressively harder work. Your muscles must be overloaded with a workload that is increased steadily throughout the course of your program, often referred to as progressive overload. Therefore every time you work out you should attempt to increase either the weight you use or the repetitions you perform relative to your foregoing workout. Each time you attain the maximum number of repetitions, you should increase the i mpedance for your next workout. The point to remember is that the weight must always be challenging. The resistance should be increased in an amount that you are comfortable with, usually approximately 5-10%3. Perform unrivalled-two sets of each exercise. In order for a muscle to increase in size/strength it must be fatigued or overloaded for an adaptive response to occur. It really doesnt matter whether you fatigue your muscles in one set or several sets - as long as your muscles experience a certain level of exhaustion. Numerous research studies have shown that there are no significant differences when performing either one, two or three sets of an exercise, provided, of course, that one is done with an appropriate level of intensity, to the point of concentric muscular failure.4. go on concentric (lifting phase) muscular failure within a prescribed number of repetitions. The general recommendation is 8-12 reps, but this can vary from individual to individual and for incompati ble body parts and depending on the individuals goals. Normally, a rep scheme may be anywhere from 6-10 to 12-15.5. Perform each repetition with proper form. This one we cant pains enough as its such a common mistake, especially among young trainees. A repetition should be performed by raising and lowering the weight in a deliberate, controlled manner. So how many seconds per repetition? The general guideline is a 6 second repetition consisting of a 2 second lifting (concentric) phase, followed by a 4 second lowering (eccentric) phase.

General Guidelines for Strength Training :: essays research papers

General Guidelines for Strength Training1. Train with a high level of intensity. It has been shown that the harder you train (intensity), the greater the adaptive response. A high level of intensity is characterized by performing an exercise to the point of concentric (positive) unchewable failure, i.e., youve exhausted your muscles to the extent that the weight cannot be moved for some(prenominal) more repetitions.2. Follow the "double progression" technique in regards to repetitions and weight. For a muscle to increase in sizing and strength it must be constrained to do progressively harder work. Your muscles must be overloaded with a workload that is increase steadily throughout the course of your program, often referred to as progressive overload. wherefore every conviction you work out you should attempt to increase either the weight you use or the repetitions you perform relative to your previous workout. Each time you attain the maximum number of repetitions, you should increase the resistance for your next workout. The point to remember is that the weight must always be challenging. The resistance should be increased in an amount that you are comfortable with, usually approximately 5-10%3. Perform one-two sets of each exercise. In order for a muscle to increase in size/strength it must be fatigued or overloaded for an adaptive response to occur. It really doesnt matter whether you fatigue your muscles in one set or several sets - as long as your muscles experience a certain level of exhaustion. Numerous research studies have shown that there are no material differences when performing either one, two or three sets of an exercise, provided, of course, that one is done with an appropriate level of intensity, to the point of concentric muscular failure.4. Reach concentric (lifting phase) muscular failure within a prescribed number of repetitions. The general recommendation is 8-12 reps, but this can vary from individual to individual and for different body separate and depending on the individuals goals. Normally, a rep scheme may be anywhere from 6-10 to 12-15.5. Perform each repetition with proper form. This one we cant stress enough as its such a common mistake, especially among young trainees. A repetition should be performed by raising and lowering the weight in a deliberate, controlled manner. So how many snatchs per repetition? The general guideline is a 6 second repetition consisting of a 2 second lifting (concentric) phase, followed by a 4 second lowering (eccentric) phase.

Jim Crow Laws in to Kill a Mockingbird Essay

Whites Rise, Blacks FallNot only a Finch waiting on tables, but one in the courthouse lawing for n*****s (135). This is an insult clearly said by Mrs. Dubose, a fictional character introduced by Harper Lee in To Kill a Mockingbird. It is straightforward from Mrs. Duboses statement that blacks argon discriminated against in Maycomb County, Lees fictional setting located in Alabama. The Jim Crow laws cause the inequality in the Maycomb community. The laws keep back Negros from having the same rights as white citizens She ran to the front porchshes divinatory to go around in back (124). Scout, another fictional character created by Lee, is stating this. She is referring to the catamenia that their black cook, Calpurnia, is going to the front door of a neighbors house instead of the back. The Jim Crow laws plainly explain that no Negro is supposed to go to the front of a white mans house blacks have to knock and enter from the back. Lee illustrates that the racial Jim Crow laws enfor ce sequestration on social treatment to blacks and n*****-lovers in To Kill a Mockingbird.Negroes are considered as trash due to the influence of the Jim Crow laws. Mrs. Dubose mentions Your father is no better than the n*****s and trash he works for to Scout one afternoon. (135). At this point in the story, Scout is almost accustomed to having insults throw at her, but this is the first one from a mature adult. (136). collectible to the Jim Crow laws, blacks and people who try to restore a bit of equality are given ghastly names. Atticus, another fictitious character of Lee and is also Scouts father, tells Scout that n*****-lover is just one of those terms that go intot mean anythinglike snot-noseignorant , trashy people use it when they think roughbodys favoring Negroes over and above themselves. Its slipped into usage with some people like ourselves, when they want a common, ugly term to label somebody (144). Negroes and white citizens who do not discriminate against blacks are given the nicknames n*****s and n*****-lovers. Those who try to make life better for a colored citizen are victimized along with the blacks. now hes glowering out a n*****-lover well never be able to walk the streets of Maycomb again (110) closely of the white population gets to be inhumane whenever blacks are mentioned in a discussion. Atticus does not get why reasonable people go stark raving mad when anything involving aNegro comes up (117). numerous colored citizens do not receive any education because of the Jim Crow laws. Atticus said that Calpurnia had more education than most colored folks (32) Due to the Jim Crow laws, the whites preside and discriminate against the Negros for a very long and dreary period.In Lees To Kill a Mockingbird, there is concrete turn out of the effect of the Jim Crow laws on her fictional characters and setting. The blacks in the story are bullied by most of the white population. The segregating laws prevent education for the blacks and re gular day-to-day privileges that whites receive. Most of all, the Jim Crow laws counteract fairness and equality.

Determining Databases and Data Communication Essay

Understanding technology is important when managing companies that have computer technology as their backbone. Knowing this information tcapable services the employees responsible for information repugnment to make intercommunicate choices about how to implement technology. These decisions allow the manager to successfully determination time and resources in app arently menacing tasks. This is shown in the two scenarios.In the scratch scenario, a trade assistant of a consumer electronics comp some(prenominal) is given the task of maintain booths for trade shows from the beginning to the end of the show, they are also responsible to solve any issues related to the product shipment that may arise. Knowing what information is important in making sure the right tools are used. Situations like those call for critical lists of displays, equipment and booths are necessary, also how the equipment is going to be shipped and received. For example if a show is to be organized in Chicago with a requirement of one booth and display. The marketing assistant musk be certain that the booth with the display must be brought to the location in time and also be taken pop and shipped backed for future use in the company. With knowing what the tracking number from the post office is a tab canister be kept on the package through all stages of transport.Each show typically needfully certain tools for maintaining information and tracking the equipment. Excel is a good way to bound the tracking. However, it may not be useful with large sets of data and data that vary. A database maybe a more useful choice because it can keep all types of data and the marketing assistant can generate reports for future reference plot making changes (changing the shipment time to make sure it arrives on time) In cases like this where only one person is responsible for a large database it is a good idea to use a database management systems that are available across all department of an organ ization. This gives all the control to one person for several departments. This also prevents confusion when many employees come together to manage information.When the marketing assistant faces the task of maintain and managing mass data related to the show, there needs to be a decision support system (DSS)to help them in the process. A DSS can be describes as a computer system capable of assisting in the evaluation and determination of action plans by data collected from previous dealings of the company. The data is then analyzed by statistical tools for data interpretation. The process can help provide valuable insights to marketing assistant in improving future shows.In the second scenario, the objective is the proper management of a consulting team consisting of seven members with technology. Some of them work in the office and some work from home. In order for the demarcation to run smoothly everyone need to be reached with equal effort. A way that this could happen is the us e of a Wide Area Network or a WAN that could connect the employees across specific regions. Regardless of the employees physical location, all employees would be able to reach the same information. Most consulting projects have strict deadlines and all the employees must be allowed admission price to equipment like the printers and scanners connected to the network. This could create some guarantor concerns while working on the WAN. It is possible that hackers could breach the network and put malicious malware or viruses on the devices. This of course could be prevented with certain programs that protect against malware and viruses. A radio receiver connection is also a good idea when needing remote access. Wireless is similar to WAN in that it can provide access to employees to information secured in the workplace.A virtual private network or a VPN needs to be installed to deal with concerns for privacy. A VPN is good because it withhold sensitive information from non employees b y giving them access rights. This helps with incidents such as malware or virus program attacks which could affect functionality. Cost and features are important factors when choosing which route to go. The information regarding to wireless networks needs to help in choosing the right wireless network can be stored in an Excel document. The price cannot be the deciding factor when purchasing. Speed and security features are also important when deciding. It is important to make a list prioritizing and listing features of the network necessary for the company. This way a wireless network can be found at a minimal cost.Knowledge of technology that are made use of in a company can go a long way in helping supervisors and managers decide upon the tools to be used in a more efficient and smart manner. In the first scenario the marketing assistant is able to use a database to organize the information need for the trade show. The second scenario shows where WAN and wireless networking enabl es a consulting team to access data securely and on a strict time schedule with no regards to their physical location. These scenarios show the usefulness of technology in a business setting.

Dell Computer Corporation Performance Metrics Essay

Every component of a corporate sustainability model should be associated with performance indicators such as inputs, processes, outputs, and outcomes. By determining the appropriate performance measures needed for each component of the sustainability model, companies can evaluate the performance and financial benefits of the sustainability initiatives. dingle Computer Corporation knew that balance is especially important in performance measurement and wanted to make a stir to improve their reputation and also their consumer sales.The performance metrics that are or so valuable to Dell from the inputs are mostly from the business context performance measures which include number and size of competition, diversity from competition, market size, and their competitive position inside the industry should be the most important to them since they have so much competition in the industry (Epstein, 2008, p. 169).One way that I found done research that Dell has come up with to stay unique and making them competitive with their competition was by creating the Dell Precision T5500 and T7500 which deliver up to 90 percent better multi-threaded digital content creation application performance versus previous generation systems (Bolen, 2009). The new systems are purpose-engineered for professionals in engineering, media, entertainment, biosciences, exploration, economic modeling and hazard analysis (Bolen, 2009). Dell feels that this will put them a step up of competition in the professional field.This is a great way for them to get ahead of technology and to be innovative. Having a sustainability strategy in place is a good step towards be orgasm a strong competitive organized company. measure the sustainability process is the next step to develop. Performance measures that I feel that Dell should be utilise are becoming a green office, having diversity in the workplace, costs for employees, inventory on hand and also creating on-going projects that entice employees c ausing a reduction in lost workdays (Epstein, 2008, p. 70).This combination of metrics is important to the look upon of any company. Dell also must control their performance measures that are tied into their outputs of their suitability performance. Some ideas that I feel that they should pay attention to a fault are the number of plant closures they have, how they can generate business locally to support the community, how they use recycled materials, and how they can better their company though better sustainability issues defend the environment (Epstein, 2008, p. 72).This is a main goal nowadays of any major organization. The outcomes of Dells suitability plans are the goal of long-term corporate financial performance using performance measures such as income and percentage of sales from green products, income from recycled products and recycled waste materials, costs from savings in energy costs, pollution costs and debt, as swell up as their return on investment form produc ts they make (Epstein, 2008, p. 76).Thomas Meredith, former CFO for Dell, stated that The balance between profitable growth and runniness management is all about velocity (Meredith, 1998, para. 6). He determined a formula using performance measures to determine the cash conversion cycle for Dell to use to be the most profitable. When Dell reduces the costs relative to the performance measures stated in the above paragraphs, they will result in higher profitability.The choice of Dell is making sure that they know how to navigate these performance measures using inputs, processes, outputs, and outcomes of their sustainability model. Dell must make sure that they continue to improve their goals and keep coming up with innovative and new suitability ideas while still benchmarking and measuring what works and doesnt work for them in order to be able to change for success.Dell must continue to surpass the competition by continuing to develop new products that work well and provide a se rvice to consumers that centering on the consumers and what they need and want. Dell will continue to perfect its sustainability systems, programs, and actions to succeed in the industry. They will continue to tailor their business in the direction of goals and hold back their employees to give the attention they must give customers to keep them coming back.

Jackson Memorial Hospital Retention of Emergency Room Nurses

According to (ORourke, chp. 10, pg. 8), Culture is composed of material objects, ideas, values, and attitudes and expected patterns of behavior. It is through our culture, that talk beings, the older you become that does not change, only fathers more difficult. In the article Cross-Cultural Communication in the Workplace can we stay home without it, (Kudirka, Joi Constance,1989 pg1). points out there must be educational activity in cultural diversity in the trainplace. It is a integrate tool required in todays work environment.A persons behavior and perception is through their cultural experiences. What ways do different cultures communicate, Japanese place importance of status in life through their ancestry ex. Japanese business card is important to read it once given to you, do not put it away place it on the table to lay down respect. In many Hispanic cultures, when greeting one another they kiss each other. In America, a hand shake is the customary greeting. There is comm unicative and non-verbal colloquys, that must be understood to prevent mis catchings. Another, ex.There was a Cambodian women, who had outstanding sales for the month, she was given an award and gift. She was asked to come to the front of the room to get her award, she acted reluctantly. It is not customary to receive praise, it is seen as bad manners in Southeastern Asian cultures. In the workplace, it is important to know the customs, values, and beliefs of the people you work with. Therefore, cross-culture communication is a way to interact, when you live or work with people from different cultures. In the future, new job seekers will come from many cultures.Cross-culture communications training will be a long-term commitment on the part of the employer. It imbibes a difference in the workplace, if you do not know the culture of the people, you work with. There will be misunderstandings, confusion, and controversy in the workplace, not knowing how to relate to people of differ ent ethnicity. This happens, because ones cultures is used as a bases of knowledge for interacting with the staff, employees, clients, and customers. In Northern countries, looking a people in their eyes shows, whether you are telling the truth or not.The situation can be made better by cross-cultural training and understanding the culture of the people, you work around. According to (HCareers,on Target jobs source article), when speaking to a diverse separate of people make eye contact with everyone in the room to prevent uncomfortable feelings. Do not make cultural assumptions, by the use of jokes, jargon words, that could confuse, or offend someone. Always, remember that verbal and non-verbal communications relies on a shared set of cultural beliefs and attitudes. When speaking slow down your rate of spoken communication a little not too much.The use of active listening is an effective strategy for continued improvement in communications with the person, by restating what you check out to ensure the person understands. Also, use a formal communication style with new acquaintances, then as you get to know them scale back as the relationship develops to not so formal. The supervisor or lecturer develops a culturally sensitive communication practice, it will make a difference in a diverse staff, preventing communication from slipping through the cracks. Simma Lieberman Assoc. n Ten PC Tips For Communicating with a Diverse Audience, talks about knowing how to make a diverse group of people feel included, the more they will listen. If you offend people they will shut down and you will lose them. 1) Be careful not to use ladies, instead use women, when using metaphor, be conscious they have different meaning in different countries Ex. Football in Europe is soccer. 2) Know the demographics of the group of people, you are speaking too.3) Do not assume everyone shares your religious beliefs. 4) Smile at everyone when speaking to the group ) Do not use humor, tha t puts down any one group. 6) Example your assumptions about people, who are different than you. be open to letting go assumptions. 7) Do not be afraid to ask for correct pronunciation of someones name Example, why this is important an employer mispronunciation of an employees name Huy gee, the boss called him Hey Guy. When he looked this up in the dictionary the meaning translated hey boy, denoting, what a African man was called during segregation times. The employee became offended and quit the job. ) If a person has a accent and you cant understand them, ask them to repeat what they said slowly, what they are saying is important to you. 9) Use methodology in your presentation to accommodate different learning styles. Visual audile kinesthetic. 10) Be comfortable with silence. In some cultures that can mean respect and attention. The adaptation of the group of people values, customs and beliefs will help successful communication to occur in the workplace. Communication leads to a smooth and comfort work environment for the future.

Animal Farm Essay

sensual Farm by George Orwell is an allegory written in 1943. It was also do into a TV submit version in 1999 directed by John Stephenson, produced by Greg Smith and Robert Halmi and distributed by Hallmark Films. Animal Farm is a deceitfully simple invoice about a group of farm animals who are tired of living in a dystopia caused by humans. They rebel and manufacture their own way of life, only to find themselves back in a dystopia caused by animals. The celluloid follows the darn line of the novel closely but changes virtually major details.darn the film and the novel Animal Farm are basically one in the same and have similar plot lines, the film had less detail, while the novel was thoroughly detailed. The differences between the film and the novel were points of view, exposition and major plots. Orwell tells the story of Animal Farm through a trine person, omniscient point of view. The narrator is never involved in the action of the story, but knows e realthing. This poi nt of view allows readers to see into the minds of the characters and understand their motivations.The film is told by a narrator, a character in the novel, Jessie. It explains the film in a way that she sees everything progressring. It also stops most of the dialogue between the animals and they dont in reality talk like they do in the novel. Another difference between the novel and film is the exposition, which gives background information on the plot. In the novel, some of the events that occur in Animal Farms exposition play important roles later on in the novel.In the novels exposition, Orwell describes many of the animals that are important to the novel. In the films exposition, very little time is spent on developing the characters of the important animals. Also, the song Beasts of England is not sung in the exposition, unlike the novel, this song plays a very pivotal role later on in the novel. In the film, they dont know the characters very well and the animals dont reall y clack it, they hum it. This takes away from the mood of the song.The movie is merely an adaptation of the novel into film, so almost all the events that take place in the novel leave take place in the film. Another difference between the novel and film is the major plot differences. The novel and film follow the same plot line but there are some major differences. In the novel, Old Major died about 3 days after his speech from innate causes.While in the film, Mr. Jones shoots Old Major minutes after his speech, while theyre reciting the Beasts of England song. In the novel, all of the animals could speak while in the film it was arrated by Jessie which cut the dialogue of most of the animals. The end of the film and novel differ greatly. In the novel, the animals are sadly dominated by Napolean. But in the film they somehow overthrow his power and finally bond together for another attempt at a utopia. The film covered major ideas but lost some details, characters, and small stu ff that made the novel so interesting. Its quite apparent that there are many significant differences between Animal Farm the novel and the film.There are a number of differences between the use of point of view, the exposition, and the major plots. Animal Farm is a simple story about a group of farm animals who overthrew their human dictators and their animal counterpart who dictated them also. The novel was very detailed and had many characters which made it very interesting. While the film had less details, and characters which made it a little dull, and boring. These are my comparisons of the film and novel called Animal Farm.

Key Success Factors †Organizational Culture Essay

In this assignment we introduce the idea that the organisational stopping point is the personality of an organization which can be defined, measured, admit and changed and moderate an fundamental impact on an organizations effectiveness.We want to define organisational gardening as it is presented by two theorists, indicate levels of vistas of culture in an organization, and provide specific strategies or as wellls to modify organisational culture.We gain it a counsel that every individual has something that psychologists sacrifice termed personality. An individuals personality is make out up of a set of relatively permanent and stable traits. When we describe someone as innovative, relaxed, warm or conservative, we argon describing personality traits. An organization, too, has a personality, which we call in the organizations culture.organisational culture is an important situational variable that influence all members of an organization to various grads, so it is impor tant to have a telephone set understanding of this construct to manage and work effectively in an organization.In this paper project we want to define organizational culture as it is presented by two theorists, indicate levels of expressions of culture in an organization, and provide specific strategies or tools to modify organizational culture.Chapter IDefinitions of Organizational shadeWe pass on present how Schein defines organizational culture in Organizational culture and leadership(1992) as it is presented by Yukl in Leadership in Organizations(1998) and Otts definition of the organizational culture in The Organizational Culture Perspective(1989) as it is presented by Lawson and Shen in Organizational Psychology(1998).Scheins definition of organizational cultureSchein (1992) defines culture of a stem or organization as divided assumptions and beliefs about the word and their place in it, the nature of time and space, human nature, and human alliances. Schein distinguishes between underlying beliefs (which may be unconscious) and espoused values, which may or not be consistent with these beliefs. Espoused values do not accurately reflect the culture when they atomic number 18 inconsistent with underlying beliefs. For example, a company may espouse open communication, notwithstanding the underlying belief may be that any criticism or dis obligatement is detrimental and should be avoided. It is voiceless to savvy beneath the superficial layer of espoused values to discover the underlying beliefs and assumptions, some of which may be unconscious (Yukl,1998).The underlying beliefs representing the culture of a group or organization argon learned responses to problems of survival in the foreign environment and problems of internal integration.Schein say that the primary external problems are the core committal or reason for existence of the organization, concrete objectives based on this explosive charge, strategies for attainting these objectiv es, and slipway to measures success in attaining objectives (Yukl, 1998).All organizations need to solve problems of internal integration as nearly as problem of external adaptation. Objectives and strategies cannot be achieved effectively without cooperative effort and reasonable stability of rank and file in the organization.Internal problems include the criteria for determining membership in the organization, the basis for determining status and power, criteria and procedures of allocating rewards and punishments, an ideology to explain unpredictable and uncontrollable events, rules or customs about how to handle aggression and intimacy and a shared consensus about the meaning of words and symbols.The beliefs that develop about these outs serve as the basis for role expectation to guide behavior, let people know what is proper and improper and help people maintain comfortable relationship with each former(a) (Yukl, 1998). Robbins (1994) and opposites sustain too that the sha red values determine in large degree what employees see and how they respond to theirworld (Robbins,1990 Robbins, 1994 Stoner and Freeman, 1992)When confronted with a problem the organizational culture restricts what employees can do by suggesting the correct way the way we do things somewhat here(Bower,1966) to conceptualize, define, analyze, and solve the problem (Robbins, 1994).We believe that the internal and external problems are virtually interconnected and organizations essential deal with them simultaneously.In goal, Schein (1992) defines the organizational culture as shared assumptions and beliefs about the world and their place in it, the nature of time and space, human nature, and human relationships. Organizational culture have distinct dimensions that can be defined and measured. This is important to know in order to develop and use change strategies of the culture.Otts definition of the organizational cultureOn the other hand Ott (1989), in The Organizational Cul ture Perspective describe organizational culture as a friendly constructed, unseen, and unobservable force behind organizational activities. Organizational culture is a social energy that moves organizational members to act and integrative theme that provides meaning and direction to and mobilizes the members. It functions as an organizational control mechanism, informally approving or prohibiting behaviors (Lawson and Shen, 1998).In short, organizational culture is a hypothetical construct that must be inferred from the share thoughts, feelings, values, and actions of organizational members.Last, Ott suggested that organizational culture is a concept, construct, energy, idea, quite a than a thing that can be promptly observed, measured and manipulated.But we do not agree that the organizational culture is just a concept, energy, idea and can not be observed, measured or manipulated because then we can not discuss about managing and changing the organizational culture.If cultur e exists, and we implore that it does, it should have distinct dimensions that can be defined, measured, and changed.I n Organization Theory Structure, Design and Applications Robbins (1990), propose that there are ten characteristics that when mixed and matched implore the essence of an organizations culture1. Individual initiative, which is the degree of responsibility, freedom, and independence that individuals have.2. Risk tolerance. The degree to which employees are encouraged to be aggressive, innovative, and risk-seeking.3. Direction. The degree to which the organization creates establish objectives and performance expectations.4. Integration. The degree to which units within the organization are encouraged to operate in a coordinated manner.5. Management subscribe to. The degree to which managers provide clear communication, assistance, and support to their subordinates.6. Control. The number of rules and regulations, and the amount of direct supervision that are used t o oversees and control employee behavior.7. Identity. The degree to which members identify with the organization as a whole rather than with their special(prenominal) work group.8. Reward system. The degree to which reward allocation are based on employee performance criteria in contrast to seniority, favoritism and so on.9. Conflict tolerance. The degree to which employees are encouraged to air conflicts and criticisms openly.10. Communication patterns. The degree to which organizational communications are restricted to the formal hierarchy of authority.These ten characteristics include both morphological and behavioral dimensions which means that organizational cultures are not just reflections of their members attitudes and personalities. A large part of an organizations culture can be directly traced to structurally related variables (Robbins, 1990).John P. Kotter in Leading Change (1996) sustain that culture refers to norms of behavior and shared values among a group of peopl e. Kotter(1996) says too that culture is not something that you manipulate easily but it is possible to make the transubstantiation.The world-class step in a major transformation is to alter the norms and values. (Kotter, p.156,1996,).He sustain that cultures changes only after you have successfully altered peoples actions, after the clean behavior produces some group benefit for a effect of time, and after people see the connection between the new action and the performance improvement.In close, organizational culture is not just a concept, construct, idea, energy, touch which can not be seen or measured but it is a system of shared meanings with a certain structural and behavioral dimensions that are closely associated and interdependent. In every organization there are patterns of beliefs, symbols, rituals, myths and practices that have evolved over time. These in turn create common understanding among members as to what the organization is and how its members should behave .Organizational culture refers to norms of behavior and shared values among the people items which can be changed to increase the performance of an organization.Chapter IILevels of expression of organizational cultureAccording to Schein (1992) organizational culture is conspicuous at three different levels artifacts, values and basic assumptions.ArtifactsIt is widely agreed that the most readily observable but least exact expression of the shared meanings of the culture are represented by artifacts. Artifacts include things and the arrangement of things in an organization, as well as observable behaviors captured by organizational stories and ceremonies, rites and rituals (habitual activities rooted in values and basic assumptions like weekly or monthly departmental meetings or presentations), and norms (unwritten rules for appropriate and inappropriate behaviors). Artifacts of a culture are quickly sight but the share meaning is the key for appreciating and becoming deeply aware of the organizational culture.ValuesValues, defined by Schein (1992) as someones mother wit experience of what ought to be, as distinct from what is, represent the second level of organizational culture. Shared values are important concerns and goals shared by most people in a group that tend to shape group behavior and that often persist over time even when group membership changes (Kotter, 1996).The basic issue at this level of organizational culture is the members determination of what works or is successful for a given organizational problem. Values can be both espoused and enacted however, adults pay the greatest attention to enacted or operationalized values and are more inclined to modify their own values in response to them than to values that are solely expressed or espoused (Lawson and Shen, 1998). The validity of a given value is determined by testing the preferred solution against physical or social realities. For example, out of many comparable manufacturing processes , one is selected or valued because it yields the most durable product or particular activities are performed in particular ways because the feel right or are accepted by a large majority of organizational members as the right thing to do. Hence, what works and what members agree works becomes the anvil against which values are hammered out for a particular organizational culture.Basic assumptionsAccording to Schein (1992) when the initial preferences for organizational problem solving lapse to be successful, organizationalmembers increasingly pull away the originally tentative solutions for given(p) and come to believe that their selected solutions actually reflect reality because they have continued to be successful. If a solution works repeatedly, it must be true, and any doubt about its efficacy is eliminated from the minds of the members and eventually from the cultural mind of the organization. For example, if the members of an organization share the beliefs that they must first and foremost learn to harmonize human actions and desires with the elements of the world, such as clean air, water, open spaces, and respect for vegetation and other living creatures it is most belike that they will be working for a green organization.As the members act on their fundamental beliefs and the organization succeeds, grows, and prospers, the fundamental beliefs are taken for granted and simply acted on without further reflection or regard. According to Schein (1992) when these fundamental beliefs are shared, taken for granted and nondebatable, they become the basic assumptions of the culture.Changing basic assumptions is an anxiety-provoking and difficult process that involves double-loop organizational learning or basically changing the important things you have done and still do, rather than single loop learning which involves acquiring more efficient at what you now do (Lawson and Shen,1998).In conclusion to this chapter we have understood that there are sever al level of expression in the organizational culture like artifacts, values and basic assumptions which can be determined analyzed and changed. Artifacts are observable behaviors but least exact expression of the shared meanings of the culture values represent important concerns and goals shared by most people in a group that tend to shape group behavior and also we have the basic assumptions which are the fundamental beliefs shared by all the members about the organization which are very difficult to change, but its possible to do this.Chapter IIICultural Change StrategiesOrganizational learning and organizational culture are intimately linked to each other, and this linkageprovides the bases for instituting organizational cultural change. A number of different changes are possible, including elimination of existing cultural forms that symbolizes the old ideology, modification of existing cultural forms to express the new ideology, and origination of new cultural forms (Yukl, 1998 ).Scheins change dodgeScheins (1992) leader-centered change strategy is perhaps the most fully articulated. It is a strategy that involves a clinical relationship between outside consultants and informed and cooperative insiders whose primary joint task is to identify and then change the basic assumptions of the organizational culture in the main by changing either the leaders assumptions or changing the leaders.The external or outside consultant has the distinct advantage of independence and transience (Wallace and Hall1996). As an outsider, the external consultant is independent of the organizations hierarchy and status system. Detached financially, socially, and emotionally from the consultees system.The outside consultant is in a position to be more objective in the assessment and diagnostic stages of the consultation process, and is free to offer new perspectives and paradigms for action. We consider that the outside consultant its very important to have in a change process fr om the organization.Schein (1992) identified specific primary strategies that can be applied to change an organizational culture. All these strategies counseling on the formal (and informal) organizational leader or leadership team and include for example what leaders pay attention to, measure, and control how leaders fight to critical incidents and organizational crisis observed criteria by which leaders allocate scarce resources deliberate role modeling, teaching, and coaching observed criteria by which leaders recruit, select, promote, retire, and excommunicate organizational members.Schein (1992) also identified secondary strategies and reinforcement mechanism to change organizational culture that include modifyingorganizational rites, rituals, and stories structuring reward system to promote change and revising formal statements, such as the organizational mission statement (what we do), vision statements (what we aspire to be), value statements and recruitment materials. Sch eins cultural change process focuses primarily on the leader or leadership team and involves the external consultant working closely with organizational insiders who are committed to organizational change and have sufficient influence to an impact on many members of the organization.Lawson and Shen Cultural Change StrategyLawson and Shen cultural change strategy combines features of different approaches that, in one way or the other involve changing norms, or unspoken rules of behavior, reward systems and organizational rites or organized and planned activities that have both practical and consequences (Lawson and Shen, 1998).Basically, there are three phases to these cultural change strategy assessment construction and implementation of cultural and learning change projects and organizational outcome measures and project modifications. Lawson and Shen (1998) recognize too the importance of the external consultant in the changing process of the organizational culture.Phase 1, assess ment, involves three steps identifying the client, increasing cultural awareness and establishing baselines. In the first step the external consultant focuses on identifying the organizational processes of motivational systems, leadership, decision making, conflict resolution, and individual organizational change as the client for the change program, rather than a particular individual, group, or unit. It is important to indicate that these organizational processes will change only if individual members who give life to them change their shared and unifying patterns of thoughts, feelings, values, and actions about the critical issues in the organization.Phase one also involves increasing cultural awareness by assembling as many of the documents that serve as a preliminary directory of an organizational culture. To obtain information about organizational stories, jokes,ceremonies and rituals information from external persons or organization that interact regularly with the target o rganization. And establishing cultural baselines by creating a document that describes the current organizational culture. From the assessment document, the leadership, committed organizational members and the change consultant can identify the cultural baselines and focal processes around which the consultant can build cultural change projects.Phase 2, construction and implementation of cultural and learning change projects, is the action phase. Once the draft mission statement is completed, the consultant expect some suggestions for revision and discuss the document to give everyone an opportunity to participate in the process.The external consultant expect suggestions from the internal consultant or from the manager of the organization. The internal consultant is aware of the existence of sensitive records and data through experience the inside consultant has prior noesis of the organizations history, social structure, power structure, communication channels, politics, and local customs and beliefs in the organizational community.In addition, it is important to have a good coaction between the external consultant and the internal consultant because the insider has command of the organizations language the jargon (favorite terms and phrases unique to the organization) which is very important to make an implementation of cultural and learning change (Wallace and Hall, 1996).Here it is appropriate to establish some learning experiments in which a current process that supports the new mission statement is described and root causes of problems and barriers to change are identified and then to start implementing a change in a given process succession monitoring changes in performance. Last it is important to initiate or reinforce an existing rite of enhancement.Phase 3, organizational outcomes measures and project modifications, includes a synthesis and description of performance or outcome measures for allcultural change projects and then decision about wha t modification of existing cultural change project are required and established as the way to do things in the organization. It is critical to provide systematic feedback to members so they become aware of their individual and collective sense of efficacy (capacities to execute specific patterns of actions), identify the extent of resistance to change and help to identify barriers to change in the organizational culture (Lawson and Shen, 1998) .Cultural transformation requires time and if the leadership is not prepared for a sustained campaign then the focus will be lost and the transformation effort will dwindle and die. A good collaboration between the external consultant and the leadership of the organization is required for the success of the changing process which may take a couple of good years.Kotter (1994) affirm too that culture changes only after you have successfully altered peoples actions, after the new behavior produces some group benefit for a period of time, and afte r people see the connection between the new actions and the performance improvement.In conclusion to this chapter we have understood that a number of different changes are possible to make in an organizational culture, including elimination of existing cultural forms that symbolizes the old ideology, and invention of new cultural forms in the organizational culture to save an organization and to make it if profitable and more efficient.We indicate that both cultural change strategies are worthy to be followed considering that both accept the importance of an external organizational psychologist consultant who is working closely with the internal consultant / manager and is promoting change strategy that involves the leadership team and change strategy for the other members of the organization by creating reinforcement mechanisms to modify organizational rites, rituals, to promote an holistic change in the organization.ConclusionsIn conclusion to this paper project it is essential t o remember that organizational culture is a situational variable that influences, tovarious degree, all members of an organization. We have learned that organizational culture is the unifying and shared pattern of thoughts, feelings, values, and actions that serve to bind together organizational members and distinguish them from nonmembers.Organizational learning and organizational culture are linked to each other and this provides the bases for instituting organizational cultural change. We have seen two specify change strategies and the steps to implementate them which can be applied in a wide variety of organizations. We have understood that a solid understanding of organizational culture minimizes the unnecessary expenditure of attention and emotions regarding what, how, when and why to think, value, feel, and act in the workplace.REFERENCES_____Yukl, G. (1998). Leadership in Organizations. (4th ed.). f number Saddle River, NJ Prentice Hall_____ Kotter, P. John, (1996). Leading Change, Boston Harvard Business School Press_____Lawson, R.B., Shen, Z. (1998). Organizational Psychology. Oxford Oxford University Press_____Robbins, P. Stephen, (1990). Organization Theory Structure, Design, and Applications. Englewood Cliffs, cutting Jersey Prentice Hall_____ Robbins, P. Stephen, (1994). Management -fourth edition. Englewood Cliffs, New Jersey Prentice Hall_____Stoner, A. James, Freeman, R. Edward, (1992). Management. Englewood Cliffs, N.J. Prentice Hall_____Wallace, A. William, Hall, L. Donald (1996). Psychological Consultation Perspective and Applications. Pacific Grove, C.A. Brooks / Cole Publishing Companycopyright Sorin Balogh