Descriptive Essay About Remebering - 965 Words

Remebering For some people roller coaster ride are exciting but for me it is the total opposite. I’m more traumatism by Roller Coaster, I guess I have a couple of phobias one is the fear of height which is called Acrophobia, the doctors have not yet name the fear of roller coasters. It started when I was a child about the age of eight. Every summer going on mini family vacations to the amusement parks consist of Cedar Point, Geauga Lake and Kings Island. How excited my sisters and I use to get year after year about our mini vacation. We never slept the night before, because the excitement. We talked about the best rides and what rides we would be our first. Of course for them it would be the roller coaster first year after year. Finally the sun was peaking through our bedroom window, I sprung out of bed running from room to room wakening up everyone in the house with excitement. As we begin to prepare for our journey, the talk was in the air about the roller coasters, how high is this one, how long is that one. Thinking to myself â€Å"shout up already about these roller coasters†. Loading up the car the conversation turn to, what was the first ride of the day? This was nothing unusually; they always rode the roller coaster first. For myself it meant I had to wait patiently by the roller coaster for them to climb the long, high stairs and wait in line to ride for two minutes. The waited, for what seem like hours to me.

My Career As A Career - 979 Words

Since starting college in 2014 I have changed my major three times. I started out knowing exactly what I wanted to do as a career. I never wanted to merely work or have a job, I’ve always been someone who wanted to enjoy what I do regardless of the challenges or level of difficulty. I started out as a Biology major hoping to go into medical school, everything was set and I enjoyed all the classes I was taking until my second semester when I started chemistry. Technically I did fine, but the class was heavily curved which discouraged me. I also wanted a way to incorporate a degree in Spanish with my medical degree but I was also always interested in political science. So, that next term, because I was so discouraged, I switched majoring in both Political Science and Spanish. I was extremely excited about that choice however I never took any courses in Political Science because that brings us to this current semester when I came to UTC switching again to Psychology. I had all my classes set, and I met with my advisor during transfer orientation, but when I came home, I wasn’t really happy with my choice or the job outlook. What brought me to Psychology was a test on UTC’s career and counseling webpage. I took that test and many results came up for Psychology. One of the results, Neuropsychology really made me excited because I thought that I could incorporate my Psychology degree with the science aspect that I like. I thought about it for a while and I talked it throughShow MoreRelatedMy Career As A Career800 Words   |  4 Pagesbusiness owner lay a mystery in time. As I approach my time to attend college, I must choose what exactly I would study, so I could form a career out of it. In my seventeen years of life so far, I have had three predominant career choices: a neurologist, a writer, or a chemist. I’ve always wanted to be a physician of some sorts. This aspiration began in the very beginning of my life. When I was young, I would attend doctor appointments with my mother. I would notice how the doctor could accuratelyRead MoreMy Career As A Career745 Words   |  3 PagesSince childhood we are asked as children by adults what we want to do as a career. As children we give answers like doctors or teachers. As years go by and high school graduation looms some of those teenagaers still have the same careers in minds as they did as kids. While for many teenagers there dream career has changed many times. During college many of these teenagers pick majors that suit their interests and they know what they want to do for the rest of their lives. Then there are people thatRead MoreMy Career As A Career874 Words   |  4 Pagesmetabolism or expanding my horsemanship knowledge, it makes my brain happy. I have developed strong business acumen, valuing existing relationships and always cultivating new connections. 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Plastic Industry free essay sample

Yes Plastic Industries Inc should enter the home market because this market is new and untapped. Also it is 5 times higher than their current market. However a thorough Market Research needs to conducted before entering the home market which will be a reality check to  its profitability. When entering the home market first of all the Company should try to create positive attitude on the general public over the  visibility of the product since  it is observed in the home  market that the general public image  of plastic pipes is  that they are  easily breakable and would not  last as long as conventional pipe. Hence in order to solve this specific challenge the company should perform image building work through convincing the middle man. One of the best ways to win the market is through convincing the middle man to take and display the product in the eye caching location on the retail shop. We will write a custom essay sample on Plastic Industry or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page As a result of this the plastics industries Inc. Can create positive attitude regarding the product. Also the advantage that Plastics Inc. Can highlight to the public is the fact that the price of plastic pipe is less than the metal one, hence the company can get acceptance in the home market through providing product at a lower price through penetration pricing strategy. The company can also set a low initial price in order to penetrate the market quickly to attract a large number of buyers and win a large market share. Thus looking at the various positive sides for Plastics Inc. It should definitely try to enter the home market.

Unitarist and Pluralist Managerial Perspectives

Introduction People have different ways of interpreting the events they come across in their daily life. School and family circumstances, encounters at the workplaces, clubs, religions, friends, society, and occupations influence most of the interpretations. Employment is one of the elements that influence people’s life.Advertising We will write a custom case study sample on Unitarist and Pluralist Managerial Perspectives specifically for you for only $16.05 $11/page Learn More Hence, management and nature of employment are some of the issues that trigger heated debates. Most of these debates are based on principles and postulations that people use as reference points, a theoretical device first used by Alan Fox in 1974 as a way of explaining how people hold different opinions towards various issues. It is possible for two people to look at a common issue but interpret it in two different ways. People have two different perspectives of interpretin g managerial practices that take place at workplaces. The two perspectives are unitarist and pluralist perspectives. The unitarist perspective holds that workplace conflicts are avoidable. According to unitarists, managers may avoid workplace conflicts by bringing all the stakeholders together and making sure that an organisation is managed from a single source of power. On the other hand, pluralists hold that workplace conflicts are inevitable. According to pluralists, managers ought to convert the conflict into profitable initiative rather than criticising it. This paper aims at analysing the unitarist and pluralist managerial perspectives. Besides, the writer will decide on the best perspective based on the findings of the analysis. Unitarism Unitarists base their arguments on postulations that workplace conflict is an avoidable feature of relationships between employees and their managers. They claim that as long as managers continue interacting with employees, they are likely t o quarrel.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to unitarists, both managers and employees share a common interest of making sure that their organisation grows steadily, and thus when a crisis occurs within the organisation, it would not lead to insolvency of the organisation (Ross Bamber 2009). Hence, the conflict that emerges between the parties is a result of personality muddle, poor communication, poor promotion practices, or inappropriate recruitment. Unitarists hold that to avoid such conflicts, the management team ought to identify the actions that might lead to conflicts and avoid implementing them. The management has the duty to conduct a free and fair promotion and recruitment exercise, come up with quality communication systems that are capable of showing the employees where their interests fall, and deal with people susceptible to personality disorders (Bacon Blyton 2007). Unitarists position on employee management draws from a number of theories. One of the theories is the theory of scientific management devised by Taylor (Ross Bamber 2009). The theory holds that for managers to come up with productive employee management strategies, they have to start by assuming that the employees are likely to avoid work whenever they get a chance, they have limited knowledge about the work, and are prone to pursuing personal interests. Therefore, to address these problems, the managers ought to come up with rigid and direct mechanisms that would help to control all the activities the employees undertake. The management has the duty to portray rational leadership during the recruitment process and when instructing employees. According to the unitarists, organisations ought to have a single source of authority. All instructions ought to come from the management team (Ross Bamber 2009). Managers are supposed to treat employees in a manner th at tries to suppress internal conflict over power by ensuring that it does not allocate powers to individual employees.Advertising We will write a custom case study sample on Unitarist and Pluralist Managerial Perspectives specifically for you for only $16.05 $11/page Learn More Another theory from which unitarists draw their position regarding employee management is the human relations theory. They believe that for an organisation to curb organisational tension, it has to make sure that it establishes a working environment that promotes self-fulfilment. Workers are qualitatively different from all other elements of production (Ross Bamber 2009). Therefore, whenever workers are deprived the opportunity to make decisions in the organisation, the unitarists believe that they will definitely look for ways to resist the management system that enforces these conditions. Organisations need to handle their employees with great care since they are the most cri tical resource in production. The management has the duty to design workplace relations in ways that promote self-satisfaction within the employees. The managers need to understand that the employees have the right to present their opinions on how they would like to be governed (Bacon Blyton 2007). Moreover, they are required to work on employee development as a way to show that they are committed to improving the wellbeing of all employees. In whichever way, the ultimate goal of this managerial approach is to curb internal conflicts by promoting self-satisfaction through involving the employees in running the organisation. Unitarists do not believe in the role of trade unions in the organisations (Dzimbiri 2008). According to them, trade unions are illegal interruptions to management objectives. Trade unions tend to neutralise the power of organisational leaders in making all the crucial decisions in an organisation. They champion for the employees’ interests and makes sure that leaders address the interests. In a way, there appears to be a second source of authority within an organisation.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Unitarists believe that this second source of authority, which is the trade union, is to blame for tension that arises between employees and managers. They make it hard for an organisation to solve internal differences harmoniously. Apart from the scientific management and the human relations theories, the Unitarists draw their inspirations from the human resource management theory. The management theory holds that, for an organisation to surmount tension it has to foster a psychological contract rooted on cooperation. Unitarists believe that the forces that bring together the managers and the employees are much stronger than the forces that draw them apart (Ross Bamber 2009). Hence, the management ought to work on the forces that unite it with the employees by establishing a working environment that promotes autonomy. The management needs to treat the issue of workplace relations as a hole. In a bid to encourage cooperation between the management and employees, the management need s to create a corporate culture that brings parties together, use an insidious and strong leadership style, and have a clear revelation of the organisational goals. Workplace social classes are a major hindrance to organisational success. They lead to the breakdown of communication across the different departments. Besides, the social classes lead to regular conflicts due to contradicting interests (Bacon Blyton 2007). Unitarists maintain that for an organisation to succeed, it has to have a management system that discourages establishment of social classes, establishes open communication, and champions for the interests of all parties to the organisation. Such a system is achievable by encouraging teamwork within the organisation. Teamwork promotes cooperation between employees, therefore, avoiding chances of conflict of interest. Besides teamwork, conducting employee performance appraisal would go a long way to encourage cooperation between employees. Pluralism Pluralists hold th at conflicts at workplaces are inevitable, which contradicts the unitarists’ position who believes that it is possible for institutions to circumvent conflict at workplaces. Pluralists perceive business organisations as intricate social constructions that comprise of groups of people with conflicting interests. Employees and the management form part of these groups (Giles 1998). Based on the nature of the organisation’s system, employees and management are seen to pledge to different objectives and values. Based on this perspective, pluralists believe that it is hard to do away with different sources of power within a business institution. For this reason, organisations cannot overcome conflicts. By acknowledging that organisations are incapable of overcoming conflicts, the pluralists consider conflict to be of significant benefit to an organisation (Giles 1998). It acts as the conduit through which employees present their problems. Moreover, they posit that whenever t he management senses that conflict might erupt in an organisation, they work towards coming up with innovative methods that would turn the conflict into a productive initiative. Pluralists assert that learning that trade unions and shop stewards are likely to cause trouble in an organisation leaves the management at a better position to address the issues of employee relations in a holistic manner. Incidentally, workplace conflict does not only help the management to come up with strategies for institutionalising employment regulations but to also promote a level ground for all parties since employees are able to stand their ground when negotiating on contract terms (Bacon Storey 2000). This assertion underlines the reason why pluralists advocate for trade unions to act on behalf of the employees when bargaining for stable working conditions. Pluralists draw their inspirations from the systems theory devised by Dunlop in 1958. The theory treats industrial relations as constituents of a wider social system (Kessler Purcell 2003). They believe that for an organisation to succeed there has to be numerous leaders or lines of command to make sure that one leader does not pursue personal interests at the expense of others. Unlike the unitarists who do not see the role of trade unions in organisations, pluralists believe that trade unions play a significant role in bringing sanity into an organisation. According to pluralists, organisations are more susceptible to conflicts than harmony. Hence, it is illogical to claim that trade unions are the root cause of conflict witnessed in organisations (Kessler Purcell 2003). The pluralist theory holds that the workplaces are made up of different sets of attitudes, values, behaviours, and beliefs. Hence, it is hard for any organisation to bring all the stakeholders together and share common interests and values (Kessler Purcell 2003). For the management to bring the employees together, it requires to go through the heavy task of convincing them on the need for coming together. Since the different employees have different interests, the management ought not to run away from conflicts. Instead, it needs to embrace workplace conflicts and look for ways to turn the conflicts into productive undertakings. Pluralists call upon the management to institute industrial relations and select skilled personnel to advice it on how to address industrial matters, rather than intimidating the trade union’s personnel. Pluralists maintain that the management has the duty to promote pluralism and give all parties in the organisation an opportunity to participate in making decisions on matters affecting the organisation (Ackers 2002). In a bid to achieve this goal, managers ought to understand that employees are not the cause of conflict witnessed in organisations, but they show the diversity in industrial relations. Therefore, to harness this diversity and use it productively, managers need to embrace conflictin g opinions. The opinions might be rich in novel operation methods, therefore, helping the organisation to grow its performance. A pluralistic managerial perspective occasionally embraces a balancing archetype. Pluralists view business organisations as plural societies that hold numerous related but separate goals and interests, which the managers ought to establish some form of equilibrium to maintain them. In case one of the interests dominates the others, an organisation is likely to face a crisis (Ackers 2002). Pluralists emphasise on the need for striking an even-handed balance between the different interests in a business organisation to circumvent negative results. Overlooking some interests and addressing others might lead to the demoralisation of employees whose interests are overlooked. Such employees would stop being productive subjecting the organisation to retarded growth (Ackers 2002). In a bid to ensure that all employees commit themselves to organisational goal, plura lists claim that management and employees need to compromise on some of their interests to reach a common ground where they would be able to work on the interests that are feasible and within the organisation’s budget. According to the pluralist managerial perspective, the management can and should play a central role in coming up with minimum standards and designing other policies to rectify the imbalance in the bargaining power and foster equity. Employment is not enough (Singh Loncar 2010). Managers ought to ensure that employees enjoy quality working conditions and employment security. Besides, pluralists maintain that the management needs to address both work and non-work related needs of their employees. It needs to give employees the power to make decisions at their workplaces, which would facilitate in avoiding conflicts, as employees would agree with their colleagues on policies to adopt. The pluralistic approach does not view the role of managers as to implement or ganisational policies. Instead, it views managers as the link between the organisation and the employees (Singh Loncar 2010). Rather than imposing policies on employees, managers are supposed to help in reconciling the competing parties within an organisation. Besides, they are supposed to help in aligning the employee interests with the organisational goals. The best perspective The assumption that workplace conflict is avoidable, as the unitarists believe is not true. Unitarists teach that organisations need to have a common interest and a single focus of loyalty. Nevertheless, this scenario is not the reality in many organisations. Different employees and organisational leaders hold different opinions and have competing interests (Gennard Judge 2002). Consequently, it is hard for any organisation to circumvent workplace conflicts. Since it is hard for organisational leaders to do away with competition within the organisation, they need to look for ways of exploiting the competi tion in a profitable way. The pluralist managerial perspective offers the best solution for dealing with contemporary organisations. In the modern organisations, the workforce comprises of people with different cultural backgrounds. This diversity makes it hard for employees to share common interests. In a bid to achieve organisational growth, the management has to have knowledge on how to motivate the diverse workforce. Besides, it has to have clear knowledge of the diverse interests held by the workforce and work on modalities to harmonise them. Unitarists claim that trade unions are the main cause of conflict in organisations and that to avoid conflicts; organisations need to eliminate trade unions. However, trade unions are not accountable for workplace conflicts. Actually, conflict is endemic within the workplaces. Most of the modern organisations do not have trade unions (Abbott 2006). Nonetheless, the organisations still witness workplace conflicts between the different group s of employees or within the management team. The managers ought to go by the saying â€Å"if you cannot beat them, join them†. Rather than trying to curb workplace conflict, which is hard to do away with, organisational leaders ought to bring back sanity by sharing the control of the organisation. Unitarists believe that using a single source of power might help to curb conflict, which may apply for small institutions (Abbott 2006). However, for bigger organisations, it is hard for the management team to use a single source of power, which underlines why organisations are working to remove the hierarchy that exists in their administration structure. The hierarchy not only leads to conflict, but also delays in the implementation of organisational policies. Therefore, pluralists offer the best solution to workplace conflicts, which is to share control of organisation between several leaders who would work on the various interests to reach at a common agreement with all the sta keholders. A single leader cannot manage to address all the employee demands and might end up enforcing his or her ideas, therefore, amplifying the conflict (Abbott 2006). The employer-employee relations can be said to have two crucial but different features. These features are the managerial relations and the market relations. The market relations entail the terms and conditions of employee recruitment and are economic in nature. The managerial relations are the most crucial in an organisation as they determine its success. One of the aspects of managerial relations is the collective bargaining (Bacon Blyton 2007). This aspect relates with the argument about the importance of trade unions in organisations. Organisations do not have time to get the opinion of every employee. Hence, trade unions would facilitate to gather the opinion of the employees and bring them on the table for the organisation to make decisive decisions. The pluralist managerial perspective advocates for collec tive bargaining, which is a valuable approach in organisation management. Collective bargaining offers a platform where all parties participate in a democratic decision-making process. In return, it motivates employees since they feel empowered (Bacon Blyton 2007). Contemporarily, employee empowerment is one of the strategies used in unleashing the employees’ potential. In an environment where employees have to wait for commands from their leaders (like the one unitarists advocate for), they get demoralised and fail to commit themselves (Schmidt 2009). In such an instance, employees only work because they need money and they leave the organisation upon getting the first chance. The pluralist managerial perspective promotes a working environment that empowers employees giving them a chance to make decisions on matters affecting their organisation. This aspect arouses the feeling of co-ownership of the organisation in employees, and thus they commit to enhancing its growth. An organisation that use pluralist managerial approach is likely to cut down on operations cost with respect to employee turnover (Schmidt 2009). Since the approach empowers the employees, they feel comfortable and they commit themselves to organisational goals. Workplace conflict, if managed effectively, would promote innovativeness in an organisation, which underlines the reason why pluralists advocate for the management to manage the conflict but not rebuke and criticise it. In case of workplace conflict, bringing together all the stakeholders would help an organisation identify the underlying challenges and tensions. In return, the management would be able to come up with measures to mitigate their potential effects or address them before they happen (Bacon Blyton 2007). In a unitarist managerial approach, the management would be caught unprepared by challenges posed by workplace conflict. The approach believes that it is possible to do away with workplace conflicts. However, the strategies it gives appear more intimidating to employees. Therefore, instead of solving the conflicts, the strategies postpone them only to erupt at a time when the organisation is not prepared. On the other hand, the pluralist perspective employs conflict management strategies to address the challenges a conflict poses. It brings together all the parties involved in the conflict and helps them to come up with a consensus (Kessler Purcell 2003). For the modern organisations to prosper, they need to exploit the skills their diverse workforce possesses. Currently, organisations employ people with diverse cultural backgrounds. If these diverse cultures are brought together, they might help an organisation to come up with quality managerial practices, which can be achieved if an organisation accepts to accommodate a wide range of employee relations policies (Gennard Judge 2002). A Unitarist managerial perspective would not accommodate a range of policies since the system advocate fo r a single source of power. Embracing numerous policies would imply having numerous sources of power or a wide range of options to select from, which might lead to conflicts. Conversely, the pluralist managerial approach would accommodate for a range of employee relations policies. The approach acknowledges the potential benefits of workplace conflicts. Therefore, it would not mind to embrace the numerous policies even though they might lead to conflict within the diverse workforce. By bringing together the diverse experiences, an organisation would have a better chance of incorporating novel functions in its management practice thus improving its performance. Integrating the sentiments of every employee into the organisational goals would go a long way to curb workplace conflicts. This aspect underlines why the unitarist managerial perspective calls for common interests among the employees. Nevertheless, the perspective does not advice on how managers can come up with mutual intere sts or how to share mutual interests across the business institution. Storey (2000) posits, â€Å"Unitarism does not provide any guidelines for human resource, so that it can pursue unitarism effectively† (p.12). Individuals supporting unitarism perspective assume that employees are mature enough to reach conclusive decisions on how to integrate organisational and personal interests. This assumption makes the perspective weak, since it is hard for individuals with differing opinions to come up with an agreement without following a particular guideline. The pluralist perspective understands this aspect and that is why it advocates for collective bargaining as the alternative method to help in bringing the personal and organisational interests together. Unitarist managerial perspective holds that workplace conflicts are avoidable. Nevertheless, the unitarists fail to understand that employers are the root cause of the conflict. The unitarists advocate for employers to have abso lute powers in running the organisation. They do not realise that by granting the employers absolute powers, they exert unnecessary pressure on employees, which triggers the conflict. Instead of employees participating in the decision-making process, the employers force them to embrace the decisions made by the management even if they affect their rights and interests. In the end, the employees end up resisting the decisions leading to conflicts. For the organisation to curb conflicts, it has to ensure that all stakeholders take part in the decision-making process. Hence, only the pluralist managerial perspective can address workplace conflict, which is an inevitable phenomenon. Conclusion Managers follow different reference points when executing their management exercises. Two of such reference points are the unitarist and the pluralist managerial perspectives. The two perspectives have different opinions regarding organisational management. Unitarist holds that workplace conflict is avoidable. Therefore, the unitarist perspective calls for the establishment of a single source of power and integration of organisational and employee interests. They believe that workplace conflicts come because of different employee interests. Moreover, unitarists believe that employees do not need having trade unions, as the unions add to workplace conflicts. On the other hand, pluralist managerial perspective holds that workplace conflicts are inevitable. According to pluralists, it is hard for organisations to curb workplace conflicts. Therefore, the organisational management team needs to look for the opportunities that might help it to use the emerging conflicts to boost organisational growth. Pluralists view workplace conflicts in a positive dimension. They believe that the conflicts help the management to unravel the underlying tensions, therefore, helping them to come up with measures to mitigate them. Between the two perspectives, pluralist managerial perspective is th e better. The perspective acknowledges that it is hard for an organisation to overcome workplace conflicts and it gives a method of embracing the conflict in a productive way. Reference List Abbott, K 2006, ‘A review of employment relations theories and their application’,  Problems and Perspectives in Management, vol. 1 no.1, pp. 187-198. Ackers, P 2002, ‘Reframing Employment Relations: The case for neo-pluralism’,  Industrial Relations Journal, vol. 33 no. 1, pp. 2–19. Bacon, N Blyton, P 2007, ‘Conflict for Mutual Gains?’ Journal of Management  Studies, vol. 44 no. 5, pp. 814-834. Bacon, N Storey, J 2000, ‘New employee relations strategies in Britain: Towards individualism or partnership?’ British Journal of Industrial Relations, vol. 38 no. 3, pp. 407-428. Dzimbiri, L 2008, Industrial relations in a developing society: The case of colonial,  independent one-party and multiparty Malawi, Cuvillier Verlag, Germany. Gennard, J Judge, G 2002, Employee Relations, 3rd edn, Institute of Personnel and Development, Wimbledon. Giles, A 1998, Theories and concepts in comparative industrial relations, University of South Carolina Press, South Carolina. Kessler, I Purcell, J 2003, Industrial Relations: Theory And Practice, Blackwell Publishing, Oxford. Ross, P Bamber, G 2009, ‘Strategic choices in pluralist and unitarist employment relations regimes: A study of Australian telecommunications’, Industrial Labour  Relations Review, vol. 63 no. 1, pp. 24-41. Schmidt, S 2009, ‘Employee demographics and job training satisfaction: The relationship between dimensions of diversity and satisfaction with job training’,  Human Resource Development International, vol. 12 no. 3, pp. 297-312. Singh, P Loncar, N 2010, ‘Pay satisfaction, job satisfaction, and turnover intent’,  Industrial Relations, vol. 65 no. 3, pp. 470-490. Storey, J 2000, The Realities of Human Resou rce Management: Managing The  Employment Relationship, Open University Press, Buckingham. This case study on Unitarist and Pluralist Managerial Perspectives was written and submitted by user Aubrianna Mccarthy to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

What Relationships Do You Find Between Middle-range Nursing Theories

What Relationships Do You Find Between Middle-range Nursing Theories What Relationships Do You Find Between Middle Relationship between middle-range nursing theories and evidence-based nursing Nursing theories offer nursing-specific identifications, explanations and correlations of concepts (Basavanthappa, 2007). This gives the nursing profession distinction from the rest of science and medical professions. In nursing, the association between nursing theory and practice is symbiotic (Meleis, 2007). According to Basavanthappa (2007), middle-range theories address concrete and narrowly defined phenomena and constitute a limited number of offers and ideas written at a comparatively precise and concrete level. Conversely, evidence-based practice is the deliberate and critical use of nursing theories to guide the nursing process (Parker & Smith, 2010). The association between middle-range theories and evidence-based practice is grounded on the descriptions, predictions and explanations put forth in the middle-range theories put forth to answer questions on nursing phenomenon (Meleis, 2007). The eviden ce acquired through the study of these questions, due to the degree of relevance and specificity, in turn is more directly applicable to nursing practice (McEwen & Wills, 2014). Middle-range theories provide a viewpoint from which to see multifaceted circumstances. Indeed, middle range theories are refined through repeated research providing a more detailed emphasis e.g. Peplau’s Interpersonal relations theory (Basavanthappa, 2007). Notably, middle range theories are principally well-suited to empirical testing thus making it easier to attain evidence for nursing. It is through middle-range theories that the profession of nursing finds its exceptional service to patients. The testing of the middle range theories results to theory guided evidence-based practice (Parker & Smith, 2010). Middle range theories specify some of the associations between concepts in nursing evidence-based practice (McEwen & Wills, 2014). In this case, middle range theories such as Peplau’s Inte rpersonal relations theory offer an explanation on the reason and the degree to which one concept of nursing practice is associated with the other.ReferencesBasavanthappa,  B.  T. (2007). Nursing theories. New Delhi: Jaypee Brothers. Meleis, A. I. (2007). Theoretical nursing: Development and progress (4th ed.). Philadelphia: Lippincott Williams & Wilkins.McEwen, M., & Wills, E. (2014). Theoretical basis for nursing (4th ed.). Philadelphia, PA: Wolters Kluwer/Lippincott Williams & Wilkins. Parker, M. E., & Smith, M. C.  (2010). Nursing theories and nursing practice (3rd ed.). Philadelphia, PA:   F. A. Davis

Americans Getting Taller, Bigger, Fatter, Says CDC

Americans Getting Taller, Bigger, Fatter, Says CDC Average adult Americans are about one inch taller, but nearly a whopping 25 pounds heavier than they were in 1960, according to a 2002 report from the Centers for Disease Control and Prevention (CDC). The bad news, says CDC is that average BMI (body mass index, a weight-for-height formula used to measure obesity) has increased among adults from approximately 25 in 1960 to 28 in 2002. The report, Mean Body Weight, Height, and Body Mass Index (BMI) 1960-2002: United States, shows that the average height of a men aged 20-74 years increased from just over 58 in 1960 to 59 and 1/2 in 2002, while the average height of a woman the same age increased from slightly over 53 1960 to 54 in 2002. Meanwhile, the average weight for men aged 20-74 years rose dramatically from 166.3 pounds in 1960 to 191 pounds in 2002, while the average weight for women the same age increased from 140.2 pounds in 1960 to 164.3 pounds in 2002. Though the average weight for men aged 20-39 years increased by nearly 20 pounds over the last four decades, the increase was greater among older men: Men between the ages of 40 and 49 were nearly 27 pounds heavier on average in 2002 compared to 1960.Men between the ages of 50 and 59 were nearly 28 pounds heavier on average in 2002 compared to 1960.Men between the ages of 60 and 74 were almost 33 pounds heavier on average in 2002 compared to 1960. As to the average weights for women: Women aged 20-29 were nearly 29 pounds heavier on average in 2002 compared to 1960.Women aged 40-49 were about 25 ½ pounds heavier on average in 2002 compared to 1960.Women aged 60-74 were about 17 ½ pounds heavier on average in 2002 compared to 1960. Meanwhile, the report documented that average weights for children are increasing as well: The average weight for a 10 year-old-boy in 1963 was 74.2 pounds; by 2002 the average weight was nearly 85 pounds.The average weight for a 10-year-old girl in 1963 was 77.4 pounds; by 2002 the average weight was nearly 88 pounds.A 15-year-old boy weighed 135.5 pounds on average in 1966; by 2002 the average weight of a boy that age increased to 150.3 pounds.A 15-year-old girl weighed 124.2 pounds on average in 1966; by 2002 the average weight for a girl that age was 134.4 pounds According to the report, average heights for children increased as well over the past four decades. For example: The average height of a 10-year-old boy in 1963 was 55.2 inches; by 2002 the average height of a 10-year-old boy had increased to 55.7 inches.The average height of a 10-year-old girl in 1963 was about 55.5 inches; by 2002 the average height of a 10-year-old girl had increased to 56.4 inches.In 1966, the average height of a 15-year-old boy was 67.5 inches or almost 57 ½; by 2002 the average height of a 15-year-old boy was 68.4 or almost 58 and 1/2.In 1996, the average height of a 15-year-old girl was 63.9 inches; by 2002 the average height of a 15-year-old girl had not changed significantly (63.8 inches). Average Body Mass Index (BMI) for children and teens has increased as well: In 1963, the average BMI for a 7-year-old boy was 15.9; in 2002 it was 17.0. For girls the same age, the average BMI increased from 15.8 to 16.6 over the same period.In 1966, the average BMI for a 16-year-old boy was 21.3; in 2002, it was 24.1. For girls the same age, the average BMI increased from 21.9 to 24.0 over the same period. The BMI is a single number that evaluates an individuals weight status in relation to height. BMI is generally used as the first indicator in assessing body fat and has been the most common method of tracking weight problems and obesity among adults. Even Heavier by 2014 In its latest â€Å"tale-of-the-scale† on Americans, the CDC reported that both men and women had, on average, grown even heavier than in 2002. According to the report â€Å"Anthropometric Reference Data for Children and Adults: United States, 2011–2014,†   the average weight for men over age 20 had increased by 4.7 pounds, from 191 pounds in 2002 to 195.7 pounds in 2014. At the same time, the average weight for men over age 20 increased by 4.2 pounds, from 164.3 pounds in 2002 to 168.5 pounds in 2014.

Case study+ critycal analysis+evaluation Essay Example | Topics and Well Written Essays - 2750 words

Case study+ critycal analysis+evaluation - Essay Example Also, culture influences managerial philosophy and practice mainly through motivation. The idea that management works through people is vital for managers in an organizational culture to evaluate and assess the level and extent of cultural direction before any change could be effected. Organizational culture affects people – their needs, wants and aspirations, all of which management must tap. The case written by Steven I. Simon and Peter A. Cistaro entitled Transforming Safety Culture exemplifies managing change in organization specifically that of the Public Service Electric and Gas Co. (PSE&G) which is a principal utility located at New Jersey. In addition, the process of change required focusing on culture change as a necessary requirement to achieve an excellent safety management system. So, Kohli (2007) defined safety management system as â€Å"a systematic approach to managing safety, including the necessary organizational structures, accountabilities, policies and procedures† (Kohli, 2007, p. 4). In this regard, the objective of the essay is to present a critical analysis of the case and to identify key challenges of managing change at PSE&G. The discussion would initially present a brief background of the case before detailing the culture change process at the organization. The identification of culture change process would be structured in terms of addressing the following concerns: (1) why was change in culture necessary? (2) What organizational design issues were highlighted? (3) Who are the key personnel instrumental for the change? And (4) how could change be addressed more effectively? The Public Service Electric and Gas Co. (PSE&G) is a principal utility located at New Jersey which has provided gas and electric services to local customers. Also, it employed a total of 6,500 employees by 2007. However, the number of losses since its beginning 27 years ago was recorded at 32. Furthermore, case facts revealed â€Å"an OSHA

Organ Transplants Essay Example | Topics and Well Written Essays - 1750 words

Organ Transplants - Essay Example Several apocryphal accounts of transplants exist well prior to the scientific understanding and advancements that would be necessary for them to have actually occurred. The Chinese physician Pien Ch-iao reportedly exchanged hearts between a man of strong spirit but weak will with one of a man of weak spirit but strong will in an attempt to achieve balance in each man. Roman Catholic mythology reports the third-century saints Damian and Cosmas as replacing the gangrenous leg of the Roman deacon Justinian with the leg of a recently deceased Ethiopian. Most accounts have the saints performing the transplant in the fourth century A.D., decades after their death; some accounts have them only instructing living surgeons who performed the procedure. More likely accounts exist in the area of skin transplantation. The first reasonable account is of the Indian surgeon Sushruta in the second century B.C., who used autografted skin transplantation in nose reconstruction rhinoplasty. Success or failure of these procedures is not well documented. Centuries later, the Italian surgeon Gaspare Tagliacozzi performed successful skin autografts; he also failed consistently with allografts, offering the first suggestion of rejection centuries before that mechanism could possibly be understood. He attributed it to the "force and power of individuality" in his 1596 work De Curtorum Chirurgia per Insitionem. Transplants #3 The first successful corneal allograft transplant was performed in 1837 in a gazelle model; the first successful human corneal transplant, a keratoplastic operation, was performed by Eduard Zirm in Austria in 1905. Pioneering work in the surgical technique of transplantation was made in the early 1900s by the French surgeon Alexis Carrel, with Charles Guthrie, with the transplantation of arteries or veins. Their skillful anastomosis operations, the new suturing techniques, laid the groundwork for later transplant surgery and won Carrel the 1912 Nobel Prize for Medicine or Physiology. From 1902 Carrel performed transplant experiments on dogs. Surgically successful in moving kidneys, hearts and spleens, he was one of the first to identify the problem of rejection, which remained insurmountable for decades. Major steps in skin transplantation occurred during WW I, notably in the work of Harold Gillies at Aldershot. Among his advances was the tubed pedicle graft, maintaining a flesh connection from the donor site until the graft established its own blood flow. Gillies' assistant, Archibald McIndoe, carried on the work into WW II as reconstructive surgery. In 1962 the first successful replantation surgery was performed - re-attaching a severed limb and restoring (limited) functioning and feeling. The first attempted human deceased-donor transplant was performed by the Ukrainian surgeon Yu Yu Voronoy in the 1930s; rejection resulted in failure. Joseph Murray performed the first successful transplant, a kidney transplant between identical twins, in 1954, successful because no immunosuppression was necessary in genetically identical twins. In the late 1940s Peter Medawar, working for the National Institute for Medical Research, improved the understanding of rejection. Identifying the immune reactions in 1951 Medawar suggested that immunosuppressive drugs could be used. Cortisone had

Success Is An Option I Choose Essay Example for Free

Success Is An Option I Choose Essay It is possible to be born into a successful family, but it is not possible to be born successful. The responsibility of being successful falls greatly upon me as an individual. While others can give an opinion, theory, or share their beliefs it is ultimately up to me to make my own decisions. At most I can adopt someone’s beliefs, I can imitate their actions, or even mimic their behaviors, but no one else is responsible for what happens in my life. It is up to me to put forth the hard work and dedication to reach the level of success that I desire. It is my personal responsibility to choose the path for my life and I choose success. I believe I have some good qualities that will help me to achieve my overall goal of being successful in everything that I do. The fact that I have the discipline to dedicate myself to any particular task is a great trait. While I know discipline and dedication are two great individual traits when they are combined I like to believe the meaning changes. To me it means that no matter the obstacles large or small, difficult or easy, I will stare down the face of challenges and not give in or up until my task is complete and obligation is fulfilled. The Ethical Lens Inventory (2012) says that my classical value is fortitude, â€Å"You demonstrate courage and steadiness in the face of obstacles†. This is a fair assessment of my personality. I will always fight for what I stand for and or believe in. Another trait I have that I think is important to my success is my willingness to learn from others. For every circumstance there is a negative and or positive and you I can learn from both. We have all heard the saying â€Å"You have to be a good follower to be a good leader.† There is no way you can acquire a managerial position and be good at it without being under an example of a good leader. So with the willingness to learn and the ability to be a good follower I know that I am and going to be an outstanding leader. Everyone is fallible including me, while my strengths are great qualities my weaknesses must be improved on to get where I want to go. One thing that I need to do is stop limiting myself. This might sound easy but I tend to get comfortable and settle when I feel like I’m in a good space. If I continue to settle for where I am at and not expand my vision I should expect the same outcomes. Joel Osteen’s book, Your Best Life Now (2004) stated, â€Å"You will never go beyond the barriers in your own mind. If you think you can’t do something, then you never will. The battle is in your mind. If you are defeated in your mind, you’ve already lost the battle.†(P.30). If I can’t see myself as a success, I will never be a success. Osteen (2004) stated, â€Å"Low expectations will trap you in mediocrity. You must think positive thoughts of victory, thoughts of abundance, thoughts of favor, thoughts of hope; good, pure excellent thoughts.†(p.17). That is another weakness that I have to improve on, the fact that I do not expect much is not good. I even try to justify it at times saying â€Å"If I expect the worse, then nothing bad c an happen.† I have to change that way of thinking to if I expect the worse then nothing but bad can happen. Positive thinking, positive planning, and positive action equals positive results. I have to want more for myself and not settle when I feel a little bit of comfort. As it pertains to college success it is up to me to put forth the dedication and hard work that I need to reach my goals. If I take nothing from every class I cannot blame the teacher. It is my responsibility to take what I am being taught and learn it. If I do not put forth the effort to learn it, no one else is going to be held accountable for my failures. It was a choice that I made to pursue a higher education, now it is my responsibility to keep reaching towards the finish line and achieve another goal. It is going to be my responsibility to study coarse material, and complete assignments that are given. Whereas my college success is important my family relationships also fall under something I want to be successful at. I pride myself on being a good father and a good husband, which also takes hard work, dedication to be disciplined. I want my family to be happy in their lives and also be proud of the man that I am. One more area that I want and need to be successful at is my professional life. I do not just want to make a lot of money; I want to be happy with what it is that I’m doing professionally. I’ve witness someone going to work at the same time every day, with the same attitude, not wanting to do it, but the pay was good. That is something that I am not willing to settle for. Keeping my family happy, being successful in my college studies and being successful in my professional life are three thing that I am focus on right now. I have made it my personal choice to be successful in all that I do. Therefore I have to make it my personal responsibility to not give up on   my dreams, goals, and ideas. I have identified my weakness and dedicated to improving them to better my efforts. I understand that my strengths can become weaknesses if I do not continue to work at them. Limiting myself is a big issue; I need to be courageous and jump knowing that there is a possibility that I will fall on my face, but if I don’t great things will happen. I know that I will face challenges, Osteen (2004) stated, â€Å"Certainly, none of us enjoy going through struggles, but you have to understand that your struggle may be an opportunity for advancement and promotion.†(p.210). I am committed to my success, bring on every obstacle, every challenge, I will press forward to my goal and face them with courage. I will never give up, submit, or accept defeat, I choose to be successful. Nothing is going to barricade me from my destination, as long as I continue to work on myself, who I’m personally responsible for. Bibliography Ethical Lens Inventory Report. (2012). Osteen, J. (2004). Your Best Life Now. New York, NY: Time Warner Book Group.

Quayle’s Views on Why Illegitimacy Rates are Rising :: Speaker Evaluation Essays

Quayle’s Views on Why Illegitimacy Rates are Rising One’s views of the problems in society and how to fix them can be quite hard to press upon the ears of the public without experience in how to use argumentation affectively. Dan Quayle, in his speech â€Å"Restoring Basic Values: Strengthening The Family,† tries to convey a point which is the more we stray from family values the worse off things are going to become in our society. Quayle gave his conservative speech while he was serving his last year as the U.S. Vice-President. Quayle explains that the lack of family values and other good virtues in our society are some of the problems that lead up to the 1992 LA riots. Quayle Believes that the main problem is not that everyone is poor but that there is â€Å"a poverty of values† in our society witch allows the would have been outcasts of the early years to now become the norm in terms of values. He uses ethos to display his credibility as someone that should be listened to, logos to back what he is saying w ith statistics and facts, and pathos to connect with the audience on another level other than a professional one. Quayle sets the tone by stating his authority as the vice president, which makes his argument hold more weight to his audience. He starts his speech off talking about his weeklong trip to Japan where he commemorated the 20th anniversary of the reversion of Okinawa to Japan, which was done by the U.S. This is one of the duties that the vice president carries out, so without stating that he was Vice President he still got the point across that he had the authority to make his claim. It is also evident that he has experience since it is his last year serving as the vice-president. In this Dan Quayle uses his ethical appeal as a person with experience in a high position in the political arena to gain credibility. He also uses ethical appeals after stating some statistics about black illegitimacy to touch basis with his audience. This happens when he talks about himself being a baby Boomer, since he was born in 1947. Quayle explains the notorious legacy of the â€Å"Boomer† generation to say, â€Å"I have been there and experienced what you are experiencing, † so I understand.

Marketing Research â€Bottled Drinks

The age of bottled drinks has evidently taken the place of the usual canned drinks which most consumer purchase today. The more common contents are green tea and soda drinks, each vying for their own means of market share in their category. While they are also competing for product acceptance, pricing strategies and advertising and promotions, it all boils down the manner to which they are being made available in the market. Usually, these goods are readily available in the supermarkets and convenience stores for purchase as its primary channel of distribution and leaning on the snack counters and food establishments as their secondary means of distribution to their target markets. Direct selling or retail distribution is also evident but these can be connected with the secondary channels as well, since they are expected to be in line with small scale stores or food establishments as well. As it is, ensuring that they strengthen their ties with the primary distributors, supermarkets and convenience stores is the best way to rely on as far as product identity and awareness is concerned. Being categorized in the beverage line, people are sure to look for such an item on their next visit to the grocery. Even if a company is successful in endorsing the products through commercials or other mediums of advertising, the fact remains that what a person does not see cannot be identified. While such a resort of aggressively penetrating the secondary channels is a good strategy, it is better to initially saturate the market and ensure that all target market areas have been covered first before going down the secondary channel levels, which will in fact make purchases of the good from the primary channels, a prime source of their other nee

The Spaces and Practice of Early Christian Assembly

The most public of spiritual assemblages in the Roman Empire were big jubilations and festivals held in the public temples.† Worshippers believed that propinquity to the Godhead within a temple that is, the comparative distance between oneself and the image or venerated artefact of the Godhead housed within the edifice imbued the person with power† ( Halgren, 1957 ) , the closer 1 could near the God, they believed, the stronger and more auspicious the connection. , accessing infinite nearest the manifestation of the God was restricted to merely a few persons, priests who had been decently educated and initiated in the significances and patterns are allowed by tradition in such a holy topographic point, Access to the temple was besides decreed by tradition and closely regulated by jurisprudence. â€Å"The longitudinal axis of the Judaic temple, for case, ran through a series of dividers and other limits that designated infinites reserved for specific groups—at the outer border of the infinite, Gentiles were allowed ; so, closer in, Judaic adult females and kids ; closer still, Judaic work forces ; and eventually, the priests† ( Richardson, 2002 ) . Religious pattern at this period was non restricted to temples, nevertheless. Smaller meetings frequently took topographic point in sanctuaries and chapels, every bit good as in rented suites. For illustration, at the same clip that the followings of Jesus began coming together, the believers of the God Mithras were besides increasing in figure and by the 3rd century were run intoing takes topographic point in little sanctuaries called mithraeums, suites designed to presume a cave or the underworld. In these irregular infinites, benches lined the two long walls and a little shrine or communion table was arranged at the terminal of the room. â€Å"The ceilings were normally vaulted and decorated with stars to stand for the celestial spheres, In this confidant scene, initiated believers enter the same infinite as the shrine and participated in communalWorship† ( white, 1990 ) . Similarly, by the 2nd century, Jews had an arranged temples and supplication halls in once private houses converted for the intent. One crude illustration, at Delos, had been created through the devastation of a wall that exist two next suites, ensuing in a individual big room. Benches linedthe walls of this assembly room, and a carven marble chair busying one wall provided a focal point. â€Å"No Torah shrine was found in this room, although Torah niches have been found in other early temples, including that at Priene, where another house renovated sometime in the 2nd century was found† ( White,1990:49 ) . Within these infinites, worship patterns were diverse, dwelling of a diverseness of supplications and Holy Eucharists. As members of the Roman Empire began to follow the Jesus spiritual group, they adapted these familiar patterns and infinites for their new intents, inculcating them with new significances. â€Å"The held meetings of the followings of Christ in the first few coevalss after his decease were of three major types, all versions of the patterns of other spiritual groups, peculiarly those of the Jews, for so the followings were Judaic, every bit good as other Roman and Greek faiths. Most of these meetings Involved a shared repast, existent or symbolic, for in the Greco-Roman universe, widening cordial reception by sharing a repast was a cardinal signifier of societal interactThese communal repasts brought Christians together to larn about their religion, to idolize, and to portion experiences, but they besides functioned to make coherence within the new community of Christians† . ( Jeanne, 2008:16 ) , Harmonizing to L. Michael White points out that, communal repasts formed ‘‘the centre of family ( koinonia ) ’’ by bespeaking that a societal relationship existed among those gathered and therefore ‘‘served to specify the worshipping community, the church ( ekklesia ) in family assembly.’’ ( White, 1990 ) . Among these meeting types, the agape repast, or love banquet, was most of import, and although it drew upon Greco-Roman pattern in many ways, it subtitute the imbibing and carousing that traditionally followed Roman banquets with instruction and worship. Those who gathered at a Christian repast would convey some nutrient point with them as an offering for the repast normally bread, wine, or angle merely as many people do today in what is normally known as the potluck supper. Harmonizing to Osiek et EL Balch, eating excessively rapidly upon reaching, nevertheless, would ensue in deficient nutrient for those who arrived subsequently, and therefore Paul adviced the Corinthians that ‘‘when you come together to eat, delay for one another, ’’ promoting those who could non wait to eat to make so at place before they came ( 1 Cor. 11:33–34 ) . Such advice, which counters common Roman pattern, indicates that the emerging Christian pattern was still comparatively flexible and informal, with new etiquette or regulations easy being introduced into the meetings.â€Å"After the repast, those gathered would portion a ceremonial breakage and feeding of staff of life, followed by a approval and sharing of a cup of vino, marking Jesus’ pronouncement for his recollection at the Last Supper† . ( Macy, 2005 ) After this, they would prosecute in a assortment of larning and worship activities, which, harmonizing to historiographer s Carolyn Osiek and David L. Balch, included ‘‘singing, instruction, and prophesying† . The 3rd type of assemblage was the Eucharistic meeting, wer they shared Meal, this was transformed into a symbolic rite focused entirely on staff of life and vino as figure of speechs for the flesh and blood of Christ. The development of the agape and funerary repasts, thath did include a sharing of staff of life and vino in recollection of Christ, most have preceded the outgrowth of Eucharistic patterns, merely when and how the strictly Eucharistic assemblage emerged is ill-defined. Like the agape repasts, these Eucharist repasts took topographic point in private places, but over the 2nd and 3rd centuries important alterations in services indicate they were going progressively formalized both in leading and in activities. â€Å"Justin, in the 2nd century, refers to the individual taking the service as the presider or the president, but by the 3rd century, the organisational Structures of the Christian motion developed into an episcopos, a Grecian term intending ‘‘overseer’’ or, in modern idiom, a bishop ; the term priest besides became popular. The service itself was altering every bit good, described by Justin and his modern-day Ignatius, the bishop of Antioch, as symbo lic or representational, a jubilation of Christ’s forfeit of his ain flesh and blood.† ( Macy, 2005 ) By the 3rd century, the turning popularity of these representational services would necessitate a particular infinite that would suit them, taking to the creative activity of formal assembly suites. ( Mercer, 1985 ) â€Å"The 4th type of early Christian meeting took topographic point out of doors, such as the meeting of the followings of Jesus on the Mount of Olives shortly after his decease, a narrative related in The Letter of Peter to Philip, which was found among other Gnostic texts at Nag Hammadi in Upper Egypt.† ( Elaine Pagels, 1989 ) Little is known, nevertheless, about such out-of-door meetings, in portion because they seem to hold been used largely by Gnostic groups, whose beliefs and patterns challenged those of the emerging orthodoxy and were accordingly stricken from Orthodox civilization and paperss. Outdoor worship therefore became associated with dissident groups and fell out of favour. What must be kept in head, nevertheless, is that despite the differences among these early types of worship, early Christian worship infinites and patterns were extremely diverse. â€Å"No individual, original, pure Christian pattern of all time existed.† ( Bradshaw, 1992:30 ) From the earliest period, Christian groups expressed their thoughts about Jesus and God in different ways, and those thoughts, runing from the eventual orthodoxy of the major episcopates in Rome, Antioch, and Carthage to the Gnostic positions of the Marcionites, Donatists, and Montanists, were extremely diverse. Early Christians expressed their spiritual thoughts through a assortment of spiritual patterns ways, merely as modern-day Christians do.2.1.2The infinites and Practice of Early Christian assemblyMost Biblical bookmans, archeologists and classicists, agree that the meeting of Christians, like those of other spiritual groups, by and large occur topographic point in the places of frequenters, that i s, in Greco-Roman houses. The phrase ‘‘meeting from house to house, ’’ found repeatedly in the Gospel texts, good characterized thepractice of early Christians. The physical worlds of those infinites, and the places in peculiar, along with the cultural imposts of the period, strongly influenced emerging Christian pattern. To understand how, it helps to hold some cognition of the physical features of those places Architectural and textual grounds of Greco-Roman houses in the first and 2nd centuries point out that several assortments existed. Give the long, hot summers of the Mediterranean part, the houses of the wealthiest place proprietors were used as worship infinites ; opening into a series of suites arranged around an oasis-like unfastened infinite that brought air and visible radiation into the house. â€Å"Entry into the house was gained through a anteroom or hallway. Within a Grecian house, this led to a room in which the family frequenter conducted concern, and beyond this was the bosom of the house: the courtyard, which was roofless but lined by columns that supported an overhead fretwork that would be covered with flora to protect the residents from the Sun. In a Roman or Latin house, the anteroom off the street by and large led right into an atrium, or unfastened courtyard, which would be unfastened to the sky and incorporate an impluvium ; a shallow pool that gathered rainwater ( fig. 2.1 ) .† ( Osiek et el Balch, 1997:6 ) the private infinites of the place surrounds the courtyard and several closed suites reserved for the members of the family. â€Å"The cardinal parts of antediluvian houses—the anterooms, atria, were considered much more public in character. Such houses, peculiarly those in which the concern of the wealthy was routinely carried out, welcomed the entry of people from the street.† ( Halgren,1957:19 ) .

Atomic Weight Definition (Relative Atomic Mass)

Atomic Weight Definition (Relative Atomic Mass) Atomic weight is the average mass of atoms of an element, calculated using the relative abundance of isotopes in a naturally-occurring element. It is the weighted average of the masses of naturally-occurring isotopes. What Is It Based On? Prior to 1961, a unit of atomic weight was based on 1/16th (0.0625) of the weight of an oxygen atom. After this point, the standard was changed to be 1/12th the weight of a carbon-12 atom in its ground state. A carbon-12 atom is assigned 12 atomic mass units. The unit is dimensionless. More Commonly Known as Relative Atomic Mass Atomic mass is used interchangeably with atomic weight, although the two terms dont mean precisely the same thing. Another issue is that weight implies a force exerted in a gravitational field, which would be measured in units of force, like newtons. The term atomic weight has been in use since 1808, so most people dont really care about the issues, but to reduce confusion, atomic weight is more commonly known now as relative atomic mass. Abbreviation The usual abbreviation for atomic weight in texts and references is at wt or at. wt. Examples The atomic mass of carbon is 12.011The atomic mass of hydrogen is 1.0079.The atomic weight of boron samples collected on Earth falls within a range of 10.806 to 10.821. Synthetic Elements For synthetic elements, there is no natural isotope abundance. So, for these elements, the total nucleon count (sum of the number of protons and neutrons in the atomic nucleus) is usually cited in the place of the standard atomic weight. The value is given within brackets so that its understood its the nucleon count and not a natural value. Related Terms Atomic Mass - Atomic mass is the mass of an atom or other particle, expressed in unified atomic mass units (u). An atomic mass unit is defined as 1/12th the mass of a carbon-12 atom. Since the mass of electrons is much smaller than that of protons and neutrons, the atomic mass is nearly identical to the mass number. Atomic mass is denoted with the symbol ma. Relative Isotopic Mass - This is the ratio of the mass of a single atom to the mass of a unified atomic mass unit. This is synonymous with atomic mass. Standard Atomic Weight - This is the expected atomic weight or relative atomic mass of an element sample in the Earths crust and atmosphere. It is an average of relative isotope masses for an element from samples collected all over the Earth, so this value is subject to change as new element sources are discovered.  The standard atomic weight of an element is the value cited for atomic weight on the periodic table.

Savannah State University Admission Requirements

Savannah State University Admission Requirements Savannah State University Admissions Overview: With an acceptance rate of 51%, Savannah State University is generally accessible to applicants. Students with B-averages and average SAT/ACT scores have a good chance of making it into the school. Interested students will need to submit an application, official high school transcripts, and scores from either the SAT or the ACT. If you have any questions about applying, or would like to visit the campus, be sure to get in touch with the admissions office at Savannah State. Will You Get In? Calculate Your Chances of Getting In  with this free tool from Cappex Admissions Data (2016): Savannah State University Acceptance Rate: 51%Test Scores 25th / 75th PercentileSAT Critical Reading: 380 / 440SAT Math: 370 / 440SAT Writing: - / -What these SAT numbers meanACT Composite: 16  / 18ACT English: 14  / 18ACT Math: 15  / 17ACT Writing: -  / -What these ACT numbers mean Savannah State University Description: Founded in 1890, Savannah State University is a public university located on a picturesque 173-acre campus in Savannah, Georgia. Savannah State is the oldest historically black university in Georgia. The school has an 18 to 1 student / faculty ratio, and students can choose from 22 bachelors degree programs. Social life is active with over 75 clubs and organizations including sororities, fraternities, and the popular Marching Tigers Band. In athletics, the Savannah State Tigers compete in the NCAA Division I  Mid-Eastern Athletic Conference  (MEACS). The school fields five mens and seven womens Division I sports. Enrollment (2016): Total Enrollment: 4,955  (4,772  undergraduates)Gender Breakdown: 40% Male / 60% Female87% Full-time Costs (2016- 17): Tuition and Fees: $5,644  (in-state); $15,900 (out-of-state)Books: $1,600 (why so much?)Room and Board: $7,432Other Expenses: $2,196Total Cost: $16,872  (in-state); $27,128 (out-of-state) Savannah State University Financial Aid (2015- 16): Percentage of New Students Receiving Aid: 96%Percentage of New Students Receiving Types of AidGrants: 85%Loans: 87%Average Amount of AidGrants: $6,173Loans: $6,800 Academic Programs: Most Popular Majors:  Accounting, Business Administration, Child Psychology, Computer Information Systems, Criminal Justice, Journalism, Political Science, Social Work, Sociology What major is right for you?  Sign up to take the free My Careers and Majors Quiz at Cappex. Transfer, Graduation and Retention Rates: First Year Student Retention (full-time students): 60%Transfer Out Rate: 21%4-Year Graduation Rate: 8%6-Year Graduation Rate: 27% Intercollegiate Athletic Programs: Mens Sports:  Basketball, Football, Golf, Baseball, Track and Field, Cross CountryWomens Sports:  Cross Country, Golf, Softball, Volleyball, Basketball, Cheerleading Data Source: National Center for Educational Statistics If You Like Savannah State University, You May Also Like These Schools: Georgia State University: Profile | GPA-SAT-ACT GraphClayton State University: Profile  Spelman College: Profile | GPA-SAT-ACT GraphTuskegee University: Profile  Howard University: Profile | GPA-SAT-ACT GraphAlabama A M University: Profile  Clark Atlanta University: Profile | GPA-SAT-ACT GraphUniversity of Georgia: Profile | GPA-SAT-ACT GraphBethune-Cookman University: Profile | GPA-SAT-ACT GraphValdosta State University: Profile  Alabama State University: Profile | GPA-SAT-ACT Graph

British Cinema 2 Essay Example | Topics and Well Written Essays - 2250 words

British Cinema 2 - Essay Example A little research into the history of British cinema tells us that in the early 1900s, it experienced a boom or a period of development, which was marred by a recession in the next ten years due to increased competition, mainly from the US and due to other commercial practices. To make the film industry recover from the devastating recession, a Cinematograph Films Act 1927 was put into effect which was successful in achieving the desired result as the 1930s saw a production of approximately 200 hundred films. Some of the names that caught attention were of Alfred Hitchcock. Many argue that this over-expansion had an adverse affect on the industry, which reached an all time low point during World War II period. As with any other industry, it recovered in the post-war period and gained stability with increasing American investment. It was in this period that British films also earned Academy Awards, and Charles Dickens's classics were adapted into movies. However, another period of recession struck the industry towards the middle of the 1970s and continued to last till the end of 1980s. As investments started coming, it recovered from the previous setbacks and continued to develop in the 1990s. Even though, it is impossible to say whether the British film industry was at its high or low judging from the quantity of the films made but it still gives an idea of how it was developing. Many people claim, that some of the best British films were churned out before the world when it was undergoing through recession, so it can be argued that even while British cinema was facing recession, it still had its importance and a strong foothold in the film industry. BRITISH FILM PRODUCTION IN 1990s- 2000s In the late 1980s and early 1990s, the British film industry was facing hard times due to tough competition given to them by their American successes, which attracted a large audience from people living in Britain too. They were faltering times for the British films industry, whose films were not even becoming a success in their own country. Their box-office revenues had nose-dived but changed its direction in 1993 and cinema attendances began to go up. Many expensive and high-budget films were also produced. However, they did not become as much a success as the lower budgeted movies became because of their different story line and advanced sound techniques which also received international appreciation, including American audiences. Four Weddings and a Funeral released in 1994 became a huge success and revived interest in British cinema. It was produced by Duncan Kenworthy, Working Title Films and Channel Four Films and was penned by Richard Curtis. The issues faced by British film production in the early 1990s were countless. The British film industry was in constant pressure of releasing huge budgeted successes to compete with the successes achieved in America. Unfortunately, for the British films industry, making huge-budgeted movies did not guarantee success and the audience was somewhat getting bored of stereotypical roles in movies given to actors. Productions costs were rising dramatically what with the search for additional and advanced equipments for film making and newer technology to improve the quality of sound. Computer generated images had begun to be used in movies and the added

Shimomura Crossing the Delaware Essay Example | Topics and Well Written Essays - 1500 words

Shimomura Crossing the Delaware - Essay Example In fact, the painting is a daring parody of the picture of Emanuel Leutze celebrating the historically significant event of the American Revolution. The original painting depicts crossing the Delaware on the Christmas night of 1776 led by George Washington. Conducting a little research on the background of the current painting, one is able to single out the key strategy deployed in it. The principal strategy the author uses is appropriation. Appropriation is understood as taking (involving) an already preexisting symbol, object or an artwork into the new one applying no or little transformation. Appropriation uses the images that already exist and considered in isolation from them in order to create a new concept behind them. â€Å"Shimomura Crossing the Delaware† complies with this definition as it is an ironical reconsideration of the already existing object (the work of art). The concept of the painting is altered by the author in order to create the strong allusion to racial and ethnic issues in a form of a parody or joke. The principal difference lies in the fact that Shimomura made Asians – namely, samurai - the main characters of the painting. In other words, this is an American historical painting vested in Japanese guise. This solution was dictated be the idea of illustrating the race issue and the problem of Japanese Americans’ place in American society. The picture created by Shimomura preserves the idea and composition, yet is a parody bearing a peculiar style of the painter.

What precisely is HRM and what evidence is there to support the Essay - 2

What precisely is HRM and what evidence is there to support the contention that it is linked in some way to improvements in a firms performance - Essay Example This field of management looks into the most effective utilisation of the employees to achieve organisational and individual goals. An important feature of this human resource management is that it is people oriented. It looks into the welfare of the employees and evolve the best arrangement for the employee and the organisation such that the organisational goals are met. It is a line responsibility. The human resource managers not only gives advice to their department regarding the issues relating to human resources but also to other departments. HRM is common to all organisations. It is not only a feature of the industrial world but it is hugely relevant in the fields of service, sports organisations, religious organisation, social organisations etc. Since HRM is mainly focussed on the issues relating to the people and due to the varying nature of the people the job of the human resource managers becomes a challenging task. It is a development oriented integrated approach. It not only tries to attain the individual goals of the employees but also the organisation and the society as a whole. (Randhawa, 2007) HRM is the integral part of the management activity. The objective of the HRM is to see the effectiveness and the efficiency of the organisation. This they can do by helping the organisation to reach its goals, employ the skills and ability of the work force efficiently, to provide the organisation with well trained employees, look after the employee’s job contentment and self actualisation. The most important is the communication with the employees so that the employees are aware of the various policies undertaken by the management. (Randhawa, 2007) There are several formal

Acc 556 Essay Example for Free

Acc 556 Essay Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: †¢University policies: You must be logged into the student website to view this document. †¢Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Louwers, T. J. , Ramsay, R. J. , Sinason, D. H. , Strawser, J. R. , Thibodeau, J. C. (2011). Auditing assurance services (4th ed. ). New York, NY: McGraw-Hill/Irwin. Mulford, C. W. , Comiskey, E. E. (2002). The financial numbers game: Detecting creative accounting practices. New York, NY: John Wiley Sons. Silverstone, H. , Sheetz, M. (2007). Forensic accounting and fraud investigation for non-experts (2nd ed. ). Pearson. Singleton, T. W. , Singleton, A. J. (2010). Fraud auditing and forensic accounting (4th ed. ). Hoboken, NJ: John Wiley Sons. Wells, J. (2011). Principles of fraud examination (3rd ed. ). Hoboken, NJ: Wiley. All electronic materials are available on the student website. Supplemental Resources Apollo Shoes Casebook Web-Based Version http://highered. mcgraw-hill. com/sites/0078136644/student_view0/apollo_shoes_case. html Week One: Overview of Fraud and Abuse DetailsDuePoints Objectives1. 1Identify the impact of occupational fraud and abuse on the organization. 1. 2Describe U. S. governmental oversight of accounting fraud and abuse. 1. Define categories of corruption. 1. 4Assess the types of accounting evidence. ReadingRead the section â€Å"Fraud Examination Methodology† in Ch. 1 of Principles of Fraud Examination. ReadingRead Ch. 10 of Principles of Fraud Examination. ReadingRead Ch. 16 of Principles of Fraud Examination. ReadingRead Ch. 4 of The Financial Numbers Game. ReadingRead Ch. 11 of Fraud Auditing and Forensic Accounting. ParticipationParticipate in class discus sion. See Policies2 Discussion QuestionsRespond to weekly discussion questions. DQ1 – Day 2 DQ2 – Day 4 DQ3 – Day 62 Individual Internal Accountant’s Report to ManagementYou are the internal accountant at a company that is preparing for an upcoming government contract bid. The management in your company is deciding if it is necessary for the company to perform a full financial status review prior to the bid. As an internal accountant, prepare a report for management that provides supporting information for a full financial status review prior to the bid. Write a paper of no more than 1,050 words that includes the following sections: †¢Section I: The effect of occupational fraud and abuse on the company †¢Section II: U. S. overnmental oversight of accounting fraud and abuse and its effect on the company †¢Section III: Potential corruption schemes to be aware of in the company †¢Section IV: Recommendation of types of accounting evidence and methods of gathering such evidence to support the financial status review Format your paper consistent with APA guidelines. Day 714 Week Two: Fore nsic Evidence DetailsDuePoints Objectives2. 1Explain procedures for collecting accounting evidence. 2. 2Explain the use of sampling in performing an examination. 2. 3Evaluate accounting evidence using analytical and inferential tools. ReadingRead Ch. of Forensic Accounting and Fraud Investigation for Non-Experts. ReadingRead Ch. 9 of Forensic Accounting and Fraud Investigation for Non-Experts. ReadingRead Ch. 10 of Forensic Accounting and Fraud Investigation for Non-Experts. ReadingRead Ch. 11 of Forensic Accounting and Fraud Investigation for Non-Experts. ReadingRead Ch. 12 of Forensic Accounting and Fraud Investigation for Non-Experts. ReadingRead Module E of Auditing Assurance Services. ReadingRead Module F of Auditing Assurance Services. ReadingRead Module G of Auditing Assurance Services. ReadingRead the Apollo Shoes Casebook Road Map. ReadingReview the Apollo Shoes Casebook. ParticipationParticipate in class discussion. See Policies1. 5 Discussion QuestionsRespond to weekly discussion questions. DQ1 – Day 2 DQ2 – Day 4 DQ3 – Day 61. 5 Individual Procedures in Collecting Forensic EvidenceAs corporate controller for Apollo Shoes, you are tasked to find and explain any irregularities in the Apollo Shoes Case. Resource: Apollo Shoes Casebook Define the process you will use and address the following questions: †¢What procedures will you use to collect accounting evidence? †¢What sampling tools and techniques will you use for the examination? How will you use analytical and inferential tools to evaluate accounting evidence? Submit your assignment to the facilitator. Note. APA formatting is not required for this assignment. Use a title and reference page where appropriate. Consider using a checklist or flowchart to outline your process. Day 78 Learning Team Weekly ReflectionDiscuss this wee k’s objectives with your team. Your discussion should include the topics you feel comfortable with, any topics you struggled with, and how the weekly topics relate to application in your field. Prepare a 350- to 1,050-word paper detailing the findings of your discussion. Day 71 Week Three: Substantive Procedures for Cash Outflow Irregularities DetailsDuePoints Objectives3. 1Design substantive procedures for detecting irregularities in cash. 3. 2Design substantive procedures for detecting irregularities in accounts payable. 3. 3Design substantive procedures for detecting irregularities in payroll. ReadingsRead Ch. 2 of Principles of Fraud Examination. ReadingsRead Ch. 3 of Principles of Fraud Examination. ReadingsRead Ch. 5 of Principles of Fraud Examination. ReadingsRead Ch. 6 of Principles of Fraud Examination. ReadingsRead Ch. 7 of Principles of Fraud Examination. ReadingsRead Ch. of Principles of Fraud Examination. ReadingsRead the sections â€Å"Audit Programs† â€Å"Audit Procedures for Obtaining Audit Evidence† in Ch. 3 of Auditing Assurance Services. ReadingsReview the Apollo Shoes Casebook. ParticipationParticipate in class discussion. See Policies1. 5 Discussion QuestionsRespond to weekly discussion questions. DQ1 – Da y 2 DQ2 – Day 4 DQ3 – Day 61. 5 Individual CPA Examination ReviewResource: Week Three Student Guide Access the Wiley CPA Examination Review website from the link on the student website. Use the Week Three Student Guide to complete the Wiley CPA Examination assignment. Day 72 Learning Team Substantive Procedures for Cash Outflow IrregularitiesResource: Apollo Shoes Casebook Outline substantive procedures by using the Apollo Shoes Casebook for detecting irregularities in each of the following audit cycles: †¢Cash †¢Accounts payable †¢Payroll Design an audit program for the cycle in no more than 1,050 words. Consider using a checklist or flowchart to outline your process. Format your audit program consistent with APA guidelines. Day 712 Week Four: Substantive Procedures for Cash Asset Irregularities DetailsDuePoints Objectives4. 1Design substantive procedures for detecting irregularities in accounts receivable. 4. Design substantive procedures for detecting inventory irregularities. 4. 3Design substantive procedures for detecting irregularities in fixed assets. ReadingsRead Ch. 4 of Principles of Fraud Examination. ReadingsRead Ch. 9 of Principles of Fraud Examination. ReadingsRead Ch. 7 of The Financial Numbers Game: Detecting Creative Accounting Practice s. ReadingsReview the Apollo Shoes Casebook. ParticipationParticipate in class discussion. See Policies1. 5 Discussion QuestionsRespond to weekly discussion questions. DQ1 – Day 2 DQ2 – Day 4 DQ3 – Day 61. 5 Learning Team Substantive Procedures for Asset IrregularitiesResource: Apollo Shoes Casebook Outline substantive procedures by using the Apollo Shoes Casebook for detecting irregularities in each of the following audit cycles: †¢Accounts receivable †¢Inventory †¢Fixed assets Design an audit program for the cycle in no more than 1,050 words. Consider using a checklist or flowchart to outline your process. Format your audit program consistent with APA guidelines. Day 711 Week Five: Financial Statement Fraud DetailsDuePoints Objectives5. 1Analyze the relationship between financial accounting principles and fraud. 5. 2Analyze schemes used in financial statement fraud. ReadingsRead Ch. 11 of Principles of Fraud Examination. ReadingsRead Ch. 12 of Principles of Fraud Examination. ReadingsReview the Apollo Shoes Casebook. ParticipationParticipate in class discussion. See Policies1. 5 Discussion QuestionsRespond to weekly discussion questions. DQ1 – Day 2 DQ2 – Day 4 DQ3 – Day 61. 5 Individual Financial Statement Fraud SchemesYou are the investigator assigned to Apollo Shoes. Based on the nature of the company and the evidence provided to you, you must determine which financial statement fraud schemes would likely be present in the company. Resource: Apollo Shoes Casebook Identify potential financial statement fraud schemes by using the Apollo Shoes Casebook. Describe the types of evidence you would look for to determine whether fraud is occurring. Write a business brief of no more than 1,050 words that outlines how you will use the substantive procedures discussed in Weeks Three and Four to analyze potential schemes. Format your business brief consistent with APA guidelines. Day 720 Learning Team Weekly ReflectionDiscuss this week’s objectives with your team. Your discussion should include the topics you feel comfortable with, any topics you struggled with, and how the weekly topics relate to application in your field. Prepare a 350- to 1,050-word paper detailing the findings of your discussion. Day 71 Week Six: Examination Reporting DetailsDuePoints Objective6. 1Create documentation to present investigation findings. ReadingsRead Ch. 13 of Forensic Accounting and Fraud Investigation for Non-Experts. ReadingsRead the section â€Å"Attestation Engagements† in Module A of Auditing Assurance Services. ParticipationParticipate in class discussion. See Policies2 Discussion QuestionsRespond to weekly discussion questions. DQ1 – Day 2 DQ2 – Day 4 DQ3 – Day 62 Individual CPA Examination ReviewResource: Week Six Student Road Map Access the Wiley CPA Examination Review website from the link on the student website. Use the Week Six Student Guide to complete the Wiley CPA Examination assignment. Day 72 Individual Report on Financial Statement Fraud SchemeResource: Ch. 12 of Principles of Fraud Examination Choose one of the following financial fraud scheme cases from Ch. 12 of Principles of Fraud Examination. (You may also choose a fraud scheme case that is not in the text, with instructor approval. ) †¢Case Study: That Way Lies Madness †¢Case Study: The Importance of Timing †¢Case Study: All on the Surface Write a letter or memo in no more than 1,050 words to the organization’s management and communicate the examination findings explained in the case. Refer to this week’s assigned readings for assistance with formatting a letter or memo to management. Include the following in your letter or memo: †¢A summary of the matter under investigation †¢The scope of the examination †¢A summary of conclusions †¢The factors that aided the examination †¢The limitations on the examination Format your assignment consistent with APA guidelines. Day 78 Learning Team Weekly ReflectionDiscuss this week’s objectives with your team. Your discussion should include the topics you feel comfortable with, any topics you struggled with, and how the weekly topics relate to application in your field. Prepare a 350- to 1,050-word paper detailing the findings of your discussion. Day 71 Copyright University of Phoenix ® is a registered trademark of Apollo Group, Inc. in the United States and/or other countries. Microsoft ®, Windows ®, and Windows NT ® are registered trademarks of Microsoft Corporation in the United States and/or other countries. All other company and product names are trademarks or registered trademarks of their respective companies. Use of these marks is not intended to imply endorsement, sponsorship, or affiliation. Edited in accordance with University of Phoenix ® editorial standards and practices.

I Am Woman!!! :: Personal Narrative Essay Example

I Am Woman!!! So, why don't gynecologists have contests to make it at least interesting? I mean, while you're lying there, legs splayed to the world, why not move things along with a touch of frivolity? Count-the-Holes-In-The-Ceiling-Tiles or Count-How-Many-Miles-'Til-He-Reaches-China or even How-Many-Organs-Will-Still-Be-Intact? The act of submitting oneself to the humiliation of inspection has, since the first cavewoman squatted in childbirth, loomed in the female consciousness as a unifying force likely to explode in repressed rage. Women have been prodded, probed, peered at, pared down, palpated, pregnant, penetrated and pawed since the dawn of civilization. From the information I have gathered over my years of blooming womanhood, the paradigm should be shifting as least as much as breasts to gravity. I am not alone. In locker rooms, sorority dorms, at Tupperware parties and at PTA meetings, sisterhood has been built on the collective misery from the malfunctioning and misfiring of the female anatomy. I have heard stories that would send television producers running for a time slot to resurrect "Queen for a Day." Who wouldn't be moved by the woman in Syracuse who felt like she had the flu--no energy, aching back and stomach cramps? To her surprise she delivered a nine-pound baby boy on the Simonized kitchen floor of her double-wide mobile home. That is some flu. Maybe, by now, there is a scientific name for it (so the condition can be recognized by the AMA for possible funding). Something like the Haagen-Daz Syndrome or Gherkin-itis would help these women and their doctors differentiate between the flu and pregnancy. Then there's the woman in Des Moines who, at the age of 75, gave birth to triplets and then sued her doctor for malpractice. The birth-control pills he had prescribed for her were not the correct dosage. So say her lawyers. It goes on and on. The sponsors of the show could give out huge prizes ranging from a year's supply of feminine pads to a gross of Midol. The grand prize, after the battle of the bulges, could be a trip to the Smithsonian Institution to view gynecological instruments from the period of Western expansion of the United States. That would cheer up the most distended and distraught among us. Nothing builds solidarity like good old-fashioned trouble. Women, blamed for being distracted by instinct, have a penchant for tracking the woes of their sisters.