Enhancers and inhibitors Essay

If you don’t know the topic that the service user wants to discuss then just for the sake of it you shouldn’t carry on the conversation as your lack of understanding may not be guiding them in the right direction, so you should then find someone who can help sort out their issue and leave them in someone else’s care. Therefore enhancing safety/security because if you are informing the service user how to go about sorting out a medical issue and you are not qualified to diagnose them but you still make them think they have some life threatening disease and they don’t by doing this you are putting their safety at risk. Effective communication can be enhanced if the service user knows that the professional does not know what he/she is talking about they may not want to talk about personal problems if they feel they are not being taken seriously. Timing is a key aspect of communication as if you don’t have enough you shouldn’t rush through a conversation either rearrange the timings so you have enough or sort out another date when you can meet properly and talk through the matter, as this is the more professional way of handling time problems. Healthcare professionals shouldn’t discuss personal matters in unprofessional settings. For example where there is a lot of background disturbance and this could affect the way in which the service user would talk to you and how much of their personal problems they would share down a busy corridor shouting over people. In order to enhance the service users’ care values/rights it is important that the care worker maintains the dignity, privacy, safety/security and effective communication of the service user in this situation. The care worker can maintain the service users’ dignity by not shouting medical complications that the service user might have across people as this may not make the service user feel very comfortable especially if they are with friends or family. By using a private consultation room to discuss any concerns the carer or service user may have is a better way to enhance the service users’ rights. Shouting personal problems across public places can put the service users’ safety/security at risk as this would decrease their trust in the carer. When you consider all these aspects discussed above you can gain the service users trust and respect and this is a good, open relationship to have between a service user and a care worker enabling the service user to be able to talk to the care worker about any problems they may have to share their concerns about. Having good relationships with your clients is very important because the service user won’t have to feel a barrier between them and can open up to the care worker more easily. Password protection is also crucial as no one should know your password other than you and it must be changed regularly as if certain information gets into the wrong hands then it can be used unprofessionally and this is breaking the Data Protection Act. This enhances confidentiality, privacy and safety/security. It enhances confidentiality because by using passwords and changing them regularly it makes it harder for personal information to get into the wrong hands. If certain personal documents/information does get into the wrong hands then this could put the service users’ safety/security at risk. Having different formats is also essential as there are people who have various impairments and they would need to access the same information as people who don’t have these impairments and they can be as leaflets in Braille or other languages. This enhances effective communication and choice as you are providing everyone who may need to use the same facilities as other people who don’t have impairments or communicating problems with the correct format that they would understand. If some hospitals/doctors surgeries don’t cater for the needs of these different needs and requirements it may be seen as an inhibitor to communication.

Toyota and Uber

As the competition among autonomous driving businesses is getting intense, Toyota and Uber will try to catch up by deciding to partner in developing self-driving cars. They plan to use technology from both companies into Toyota's Sienna minivans to be deployed across Uber's ride-hailing network from 2021. Together, they aim to design and produce safe autonomous vehicles for the mass market. This deal benefits both Toyota and Uber, and will still likely benefit both companies even in their individual endeavors. Their partnership profits Uber in many ways. Firstly, CEO Khrosrowshahi's strategy of Uber developing autonomous vehicles through partnerships has successfully began to progress. Secondly, it brings revival to Uber's self-driving business after a self-driving Uber SUV killed a pedestrian in Arizona back in March, which moved Uber to remove its robot cars from the road, lay off hundreds of test drives and closed its autonomous testing hub in Arizona. Lastly, Toyota's investment raised the valuation of Uber by $4 billion from the deal Uber had with Alphabet Inc. Uber totaled $891 million losses in the second quarter where the self-driving unit is a significant contributor. However, it can compensate its losses through this partnership. With combined technology, their goal of a safe autonomous vehicle is likely to happen. And with this success, profits from their self-driving business will surely compensate the losses Uber previously occurred. Toyota also profits from this agreement through its transformation to a mobility company as they help provide a path for safe and secure expansion of mobility services like ride-sharing that includes Toyota vehicles and technologies. Its statement that it would not combine its research efforts with Uber may somewhat have a negative impact on the partnership's progress in producing safe automated vehicles. But, Toyota benefits from the deal when they gain more information regarding self-driving technology as they work with Uber. Together, they make a great teamwork. Uber's autonomous driving system and Toyota's commitment to safety and its renowned manufacturing skills is surely to bring a safe self-driving car. Uber have experienced many problems in this path: they had further setbacks in development and testing due to the crash in Arizona, and also has met difficulties with regulators and politicians concerning safety. But Toyota's Guardian technology, which offers automated safety features, can cover Uber's flaws. Toyota may be less aggressive than some rivals on moving toward full-fledged autonomous driving but their investment in research and plans to begin testing self-driving cars in the future is a great move. They won't be able to survive the competitive autonomous self-driving business if they continue to focus on partial autonomous systems. This partnership is a great start for them in their journey to produce fully developed self-driving cars. Toyota's decision to not combine its research efforts is also a good move since Uber has other partnerships like their partnership with Daimler AG, and a deal with Volvo which does not have the same level of intense labor as Toyota does. This could lead to misunderstandings or conflicts of interest, so it is best that they keep some plans to themselves. Their previous partnership on a car-leasing program for Uber drivers, where Toyota invested in Uber and which Uber decided to close its U.S. leasing business, is also a factor that can affect their relationship. This could mean distrust between the companies that can badly affect their current deal. Overall, their partnership brings great opportunities to both companies. Toyota benefits from the agreement and Uber does, too. Their goal in producing the world's safest self-driving cars on the Uber network is surely to become reality if they work together in covering each other's flaws and leveraging their expertise.

The Development of Humanity in Imago Dei Essay Example | Topics and Well Written Essays - 2500 words

The Development of Humanity in Imago Dei - Essay Example Human-Kind's knowledge of God or the theorization of Imago Dei ultimately brought about the concept of humanity, as was hinted at in the initial phase of this research (Meta Press 2006). When God created man kind, following Imago Dei, humanity was undoubtedly born but man-kinds ability to hold onto that form of humanity has been sorely tested throughout history. Furthermore, this ideology of humanity was conceptualized by the fact that human beings are the more vulnerable of God's creations and therefore there is a need to try and be humane to one another due to this fact. Also, there is a view that human beings are considered to be the well-being and fate of nature so this is another philosophical reasoning that was born through the concept of Imago Dei and of which stretched into the philosophy of humanity (Fern 2002). This makes perfect sense as the true meaning of "Imago Dei" is actually an interpretation of a mirror image of God. In fact, the terminology in itself is uniquely meant for the human race, as history has shown through biblical times up to present day even. The way in which humanity did actually form has been already stated to be from man-kind's religious perspective and their creation but there is a direct relation to this theory from a passage in the bible which states, "God created man in his own image" (Meta Press 2006). It was of course this pertinent passage which had an incredible influence on man-kind's interpretation of what goodness and humanity should be and they oftened turned to God to guide them and help them in making the right choice to stay on the correct path. Because man-kind developed the rationalization that they were created in God's image they realized that all that they had been endowed with had a form of goodness and humanity about it. For example their freedoms of "self-centeredness, creative freedom, and the option of self-actualization" led them to come to an understanding that having good qualities within their being and expressing a sincere sense of humanity to one another was important in order to stay in God's image (Meta Press 2006). However, human beings can not be equal to God because they are not wholly perfect, although they try to overcome those tendencies that bring in the adverse elements into the human race which affects the idea of humanity (Fern 2002). Karl Barth was an existentialist who believed that humanity developed by man-kinds way of trying to exhibit an idea of goodness in order to be one with God. However, the human race already had an idea of humanity due to the fact that they were created through the theology of Imago Dei. This has been emphasized in this literature and found to hold factual truth throughout periods of history. Furthermore, this is pointed out because Barth taught that man-kind developed a responsibility towards God, again through the ideology of Imago Dei. Also, the freedoms born for man were directly from the idea that God granted them these various freedoms due to the human goodness that they exhibited (Cochrane 1956).However, when man sinned they lost some of the ability to be good due to the fact that the concept of religious belief and the essence of God does not contain the idea of sin, and therefore it was and is an

Porter's 5 forces Analysis applied on the business project Assignment

Porter's 5 forces Analysis applied on the business project - Assignment Example In case the current suppliers change prices or block supply, we can always switch to other suppliers without really experiencing switching costs as such. The bargaining power of customers however is quiet significant here. As we know a of paints will be produced, and some might be of high quality and some just normal, so its clear that not all will sale. Those that will sale, their prices would be determined by their demand or how much people are willing to pay. Therefore in this given case, the customers power seems to play a significant role as it is completely up to them to decide what they want to buy and what not to. There are no substitute products to paintings in the UAE market as such besides frames designed with the help of graphics manipulation. However, they cant really even be referred as a substitutes to Creative Minds paintings as the customers view these two medium of art differently and generally hand made painting are valued much more then ones drawn with the help of graphical softwares. Creative Minds dont really face a threat of new entrants since in the UAE market, the concept of helping physically disabled by getting them to make paintings is somewhat new. Even if new entrants come in, the position of Creative Minds wont change as philanthropists, once they start to support a project like lets say Creative Minds, they dont really back out. And there are always new people coming in to help charities. Finally, there is no real competitive rivalry in this industry. Paintings are items whos price is determined by the buys and not by the free market mechanism. Competition would arise when suppliers set prices with regards to each other or play with non price items. However, thats so not the case with the industry Creative Minds works

Do you agree that the concept of core values in International Essay - 3

Do you agree that the concept of core values in International Relations is not being applied in its spirit in the Kingdom of Saudi Arabia Either way, justify your answer with the help of examples - Essay Example In essence, the essay seeks to expound on how diverse factors in Saudi do impede and curtail the promotion of international relations Conflicts that threaten to graduate into war do exist in Saudi Arabia. The existences of various anti-governmental groups are the perpetrators of this insecurity. The reasons for low levels of security range from frequent active Protests demanding to air their grievances to the government (Al-Ahmadi 2011). This mainly involves the Shia; that is a minority group in Saudi Arabia. Additionally, cases of violence and use of weapons during effort to quell protests have been reported. The security forces had to deal with armed Protestants in the early protests. Another recent big blow to help fight the war against insecurity in Saudi Arabia surfaced when the government turned down the chance to take up membership in the United Nations Security council. This was after the country being elected to join the ten nonpermanent members of the Security Council. The reason for turning down the seat was unclear and therefore this to some way suggests that the government is unwilling to streamline security issues. Consequently, this scares away the foreign investors as well as the citizens lose confidence in the government. Security is a fundamental requirement for development and it cannot be overlooked by any country willing to match ahead economically. Contrary with Saudi Arabia, we feel that the security is not given priority. This undermines the international core value relations. While the world is advancing with measures to counter insecurity Saudi Arabia in not willing to be part of this prosperous change. Therefore, the future of the country in terms of security is unpredictable although it is likely to fall into more insecurity upsurge. Individuals, groups, societies and nations enjoy the free will to express themselves and do what they feel is right as long as they are not interfering with other peoples’ rights.

Institutional Investment Essay Example | Topics and Well Written Essays - 2000 words - 1

Institutional Investment - Essay Example The discussion will, however, start by providing background information on the two plans. These plans are abstractly simpler and involve the employer (and in some cases the employee) making regular contributions to the retirement account of the employee. The amount of contributions is predetermined, usually a specified fraction of the salary. This fraction is, however, subject to alterations in the course of the employee’s career. In this plan, the both contributions are tax-deductible although the investment income accumulates tax-free. In most cases, the employee decides on his/her choice of account investment. This may include investing in stock markets, bonds or any security that pleases them. At retirement, the employee can either receive an annuity or a lump sum, and the size of this money depends on the value of the accumulated funds in the employee’s retirement account (Poterba et al., 2007). The employee bears the risk of their investment and thus the employer has no any extra obligation beyond contributing to their employee’s retirement pla n account. The valuation of defined contribution plans is simple and involves measuring the market value of the assets created in the retirement account. In most cases, the employee is guided in their personal financial planning by their defined contributions plan’s sponsor (Clark 1999). Unlike the defined contributions plan which focuses more on the value of retirement account’s created assets, defined benefits plan focuses on the flow of benefits received by the employee at retirement. Typically, a defined benefits plan uses the employee’s wage history and the years of service as the determinants of the value of the benefit (Huberman, Iyengar & Jiang 2007). Upon retirement, the employee receives a defined monthly amount that is guaranteed for their life and that of their spouse. In some cases, the plan allows room

Hamilton Term Paper Example | Topics and Well Written Essays - 1750 words

Hamilton - Term Paper Example In 1815, there was a chopping mill that became the forts industry in this area. The area grew speedily which was aided in 1827 by a channel to Burlington Bay that is in line with Lake Ontario. In 1833, Hamilton was incorporated as a police village where a legislature was thereafter passed where it was able to establish a market1. When the town of Hamilton was first incorporated in 1833, its first order of business was to establish place for its board to meet where they met at local taverns like Thomas Wilson Inn at Jackson Streets. Hugh Cossart Baker established the first life insurance company in Canada.2 It later became the first functioning railway that transformed Hamilton into a major center for the immigration route from Boston and Newyork to Chicago. In 1856, the town saw the first locomotives built. In 1862, Hamilton town invested in the Great Western Railway and at the end of the Depression in 1862, the population in the town had dwindled since it was not able to meet the interests on its bonds held by British investors. In the 1870s era the town started to have a financial edge and shifted to an economic strategy of attracting the industry. It saw the birth of working class in 1872 and unionists that created the Nine Hour Movement that was to fight for limited hours to nine daily by the government. The same era saw the Bank of Hamilton established which lasted until 1924. It merged with The Commerce that later became the Canadian Imperial Bank of Commerce. In 1847, the town established the first department store. The town played a huge role in the telephone development. In 1877, Hugh Cossart Baker Jr established the first commercial telephone in Canada in the town of Hamilton. He also established the first telephone exchange in the British Empire. He made the town to be the first commercial site for long distance telephone line in the British Empire. This paved

Is President Obama’s nuclear non-proliferation policy realistic Essay - 1

Is President Obama’s nuclear non-proliferation policy realistic (Policy Brief) - Essay Example President Obama also announced willingness to negotiate with North Korea and Iran to stop nuclear proliferation not withstanding other issues with these nations (Allison, G. & Dillon, D. 2010). The policy also urges nations without nuclear arms to stop acquisition and permits access to nuclear energy. These objectives can be achieved by strengthening international inspections with more resources and authority and the implementation of rules to foil black markets, uncover and intercept the trafficking of nuclear materials and use financial instruments to interrupt nuclear trade (President Obama speech on Nuclear Disarmament 2009). ii. The willingness of President Obama to hold wide ranging and direct talks with Iran provides the best opportunity to build a cooperative relationship and an acceptable agreement through an effective policy can even prevent the nation from building nuclear weapons plant and stabilize the surrounding region (Bertram, C. 2009). iii. The decade long favouritism of British people towards investment in nuclear weapons has taken a turn with their opinion to scrap all nuclear weapons instead of building a new nuclear weapon plant which is a positive sign for collective action from nuclear weapon powers (Glover, J. 2009). iv. The disarmament of United States can provoke nuclear proliferation in small size because the deterrence factor will not prevail thus increasing the prospects of more Irans and North Koreas in future (Mazol, J. 2009). iii. Suggested voluntary and forced nuclear disarmament aspects are (i) global adherence to IAEA safeguards (ii) rules to prevent withdrawal from NPT and hold nations responsible for violations of NPT (iii) compulsory adherence to Additional Protocol to use peaceful nuclear technologies and (iv) automatic penalties for nations that violate safeguard agreements (Pifer, S., Cirincione, J. & Gaddy, C. 2010). Russia’s consent to

Configure Basic Security Controls on a Fedora Linux Server Essay Example for Free

Configure Basic Security Controls on a Fedora Linux Server Essay 1. What is GRUB and why is it important to lock it down? a. GRUB is a bootloader. It is very important to lock this down because of the high access to the kernel and how important aspects can be modified on the fly at any time during the boot up process because it is unprotected by password. 2. Discuss the purpose of granting â€Å"sudo† access. Why is it a good idea not to log in as a root user? a. It gives the person access using the sudo access, superuser capability and allows them to run programs with the security privileges of such. This can cause instability of the kernel or in the hands of a skilled individual compromise the system. 3. If a file is set with the immutable flag, what security controls does this provide for the file? a. Immutable permissions designation prevents a file from being changed, even by someone with root level access. 4. Why do you get a blank window when trying to edit grub with â€Å"vi†? a. You need the correct permissions, or the file has been moved so it is loading nothing. 5. How do you know when you log in as root? a. Terminal prompt goes from [[emailprotected] ~]$ to [[emailprotected] username]# 6. What command do you need to use to install vim? a. apt-get install vim 7. What is iptables and how does this help harden the Fedora Linux Server? a. Iptables is like a rule set or chain of rules. You can use it to basically build a firewall. 8. Why is it important to configure and enable iptables on your Fedora Linux Server? a. To help secure a Linux server that is connected to the internet. 9. What is the difference between the commands ‘cat’ and ‘less’? a. The ‘cat’ command will list everything in a file and it has the capability to merge files. Less will view the contents of a file one page at a time waiting for the user to continue. 10. What is the difference between ‘setfacl’ and ‘getfacl’? How can â€Å"setfacl† help achieve security hardening? a. setfacl set file access control lists. getfacl get file access control lists. Setfacl is used to set up ACL (Access Control Lists). The usage of ACLs offers mechanisms for setting up per-user-permissions of single filesystem objects and provides fine-grained definitions of access restrictions.

Properties of Analgesics Essay Example for Free

Properties of Analgesics Essay The mass of three analgesics, aspirin, buffered aspirin, and acetaminophen is certainly different. The insoluble particles in each varied as well. If base is added to aspirin, it will neutralize. If it is added to buffered aspirin and acetaminophen, then the pH will increases. First, we found the masses of four tablets of each analgesic. Then, we ground them separately into a powder. Each was dissolved in water and filtered, leaving only the insoluble particles behind The mass of the uncrushed analgesics was compared to its insoluble parts. On the next day, we found the pH of each analgesic, then added NaOH to each in 1mL increments, testing the pH each time. We compared the differing masses (of both the four pills and the insoluables) and the varying pH levels of each analgesic. DATA TABLES: table1 table2 Observation of the Filtering Paper: When the first filtering took place (filtering of aspirin), it left powdered aspirin behind. This was the insoluble materials of aspirin. The other two produced the same results, leaving behind insoluble particles. The buffered aspirin seemed to take longer to filter, followed closely by acetaminophen. The aspirin took the shortest amount of time. ANALYSIS AND INTERPRETATION The masses of the four tablets for each analgesic was: aspirin tablets were 1.929g; buffered aspirin was 2.810g; and acetaminophen was 2.194g. After filtering, the mass of the insoluble material for aspirin was 0.637g; buffered aspirin was 0.676g; and acetaminophen was 0.733g. The pH change varied from each analgesic. For aspirin, the pH never changed when base was added. The buffered aspirin rose 1.5 on the pH scale after the NaOH was added. For the acetaminophen, the pH level raised by 4. Here is a graph of the pH data: CONCLUSION The acetaminophen had the highest mass of insoluble materials, followed by buffered aspirin and aspirin. But, the buffered aspirin had only 24% insoluble material, while the aspirin had 33% and the acetaminophen had 33.4%. The most acidic was aspirin, because it was unaffected by the NaOH. The acetaminophen, however, was affected most by the base. Aspirin is the most acidic of the three, so it should be avoided by those that have stomach coagulation or ulcers, as the acid could make its way into the lining aggravating the stomach. In this case, buffered aspirin could be used, since it contains the least amount of insoluble material. Acetaminophen could be used if one has an allergy to aspirin. EXTENSIONS A grain is a metric equivalent to 0.0649 grams. It is 1/7000 of a pound. So for a 300mg dosage of aspirin, one would be taking 4.61 grains of aspirin. For a 325mg dosage (standard Tylenol) of acetaminophen, one would take 5 grains. For 350mg of buffered aspirin, one would take 5.39 grains.

Complication In Grand Multi Parity

Complication In Grand Multi Parity Grand multi parity is the condition of giving birth after the 28th weeks of gestation, following 5 or more previous viable babies. Grand multiparae is relation to obstetric performance is labeled high risk. High risk pregnancy is define as one in which the mother, fetus or newborn will be at increased risk of morbidity or mortality at or after birth. The risk to the mother and child is relatively high in first pregnancy and then this risk decline during second, third and then slowly rises with increasing parity by the sixth pregnancy risks exceeds these of 1st and after that rises steeply with each pregnancy1. Grand multiparous have been considered to be at higher risk of developing antenatal complications. These complications include gestational diabetes, hypertension, anemia, placental abruption, placenta previa, preterm labour, mal-presentation, mal-position, fetopelvic disproportion and intra-partum complication, uterine intertia, dysfunctional labour, uterine rupture, intrauterine death, marosomia and subsequent operative delivery with its consequent risk of maternal mortality and morbidity2,3. Postpartum haemorrhage also more common in grand multipara. Munim noted in her study PPH was three times more common in grand multipara4. Grand multiparity reported to increased both maternal and perinatal morbidity and mortality5,6. It is generally accepted that GMP is risk factor of obstetric complication but recently a few reports have appeared in the literature showing that this might be fiction rather than fact. Toohey et al, Fayed et al, and Kaplan et al, addressed the obstetric performance of great grand multipara but they concoluded that such women were not a high risk group7,8,9. Brunner et al, in 1992 concluded that grand multi parity should be regarded as an obstetric risk factor, mainly because of the higher frequency of placental complication and with good obstetric care there should be no advice affects to the mother or newborn10. The incidence of grand multipara has decreased in most western countries in recent years due to better socioeconomic status and high use of contraception11,12,13. In third world countries like Pakistan the large families are still common. Grand multi parity is a common problem in this part of world and when added to low socioeconomic status, it significantly increases the risk to mother and fetus8,14,15. OBJECTIVES The objective of our study were To compare obstetrical complications between grand multiparae and low parity women. To study the frequency of maternal and perinatal mortality associated with complications of grand multi parity. OPERATIONAL DEFINITION GRAND MULTIPARAE: Grand multiparae is woman who has delivered five or more babies after 28 weeks, weighing more than 500 grams. LOW MULTIPARAE: Low multiparae is woman who has delivered less than five (para 1-4). HYPOTHESIS: Obstetrical complication are more in grand multiparae than the low parity women. MATERIAL AND METHODS SETTINGS: This study was conducted in Obstetric / Gynaecology Unit-I, Civil Hospital, Karachi and Sheikh Zaid Women Hospital Larkana. DURATION OF STUDY: One year from 1st July 2008 to 31st March 2009 at Civil Hospital Karachi and 1st April 2009 to 30th June 2009 at Sheikh Zaid Women Hospital Larkana. SAMPLE SIZE: A total of 200 pregnant women were selected randomly, were divided into two groups with 100 women in each group. Group I consistent of women with parity five or more, and group II consisting of women with parity one to four. SAMPLING TECHNIQUE: Probability. SAMPLE SELECTION: Sample selection was done according to the following inclusion and exclusion. INCLUSION CRITERIA: All pregnant multiparous women. EXCLUSION CRITERIA: Primigravida. STUDY DESIGN: Comparative, cross sectional DATA COLLECTION PROCEDURE: A 200 women were admitted in our ward through out patient department or emergency, or referred by private clinics or traditional birth attendants were selected. These cases were divided into two groups. Group I consistent of 100 women of parity five or more and group II consistent of 100 women were admitted during the same period with parity one to four. On admission patients history was taken in detail. Age, parity, socioeconomic status, detailed obstetrical history, past history were recorded and previous record was received to detect antenatal complication including anaemia, PIH, APH, and malpresentation , pre-term labour. Anemia was taken as haemoglobin of 11 g/dl, PIH was defined as blood pressure of > 140/90 millimeter mercury after 20 weeks of gestation with or without protenuria on two or more occasion 6 hours apart. Bleeding from genital tract after 24 weeks gestation was taken as APH. Ultrasonography was done in non-booked cases when there was suspicious of malpresentation which was defined as presenting part of fetus in other than cephalic in relation to maternal pelvis. Preterm labour was defined as labour before 37 complete weeks gestation. During labour patients were managed according to units protocol and partogram recording was used to evaluate the progress of labour. The intrapartum complications included prolonged labour and ruptured uterus. Mode of delivery was also recorded. After delivery, the patients were monitor for 24 hours for primary PPH which was taken as blood loss estimated to be more than 500ml after normal vaginal delivery and 1000ml after caesarean section. The maternal death if any was recorded with its cause in detail. Neonates were followed for neonatal complication which included, LBW, macrosomia, perinatal death. Birth weight of < 2.5 kg was taken as LBW and > 4.2 was taken as macrosomic babies. Admission to NICU. Perinatal deaths (PND) included all intrauterine death (IUD) and early neonatal deaths (ENNDs). Data was collected through special proforma, neonatal follow up recorded was also entered in the same proforma. STATISTICAL ANALYSIS: Data analysis was performed through SPSS version-10.0. Frequencies and percentages were computed for presentation of all categorical variables of the study including age, booking status, mode of delivery, pregnancy related complications, intrapartum and postpartum complications, maternal and fetal mortality, and birth weight. Chi-square test was applied to compare age, booking status, mode of delivery, pregnancy related complications, intrapartum and postpartum complications and birth weight between low parity and high parity groups. Fishers exact test was applied to compare maternal and fetal mortality and nursery care admissions between low parity and high parity groups due to typically low expected count (< 5). Statistical significance was taken at p < 0.05. RESULTS Commonest age group in both study groups was 20 25 years in which total 76 patients were observed, however this age group was significantly higher (46% vs. 30%, p=0.001) in low parity group that high parity group while older age group of the study 36 40 years was higher in high parity group than low parity group (4% vs. 15%). So the age distribution was significantly different in two groups (Table-1). Most of the patients in my study were unbooked, i.e. 131 % (Table-2). Booking status between two groups was statistically insignificant (p=0.344). Anemia was significantly higher in high parity group than low parity group (89% vs. 62%, P = 0.001); while abruptio placentae, PIH and malpresentations were significantly higher in high parity group than low parity group (p < 0.01). Placentae previa, preterm labour and twin pregnancy were insignificant between two groups (Table-3). Out of 200 women in this study, 21 (10.5%) underwent caesarean section and 179 (89.5%) normal vaginally delivered (Figure-1). In high parity group, proportion of women who underwent caesarean section was significantly higher in high parity group than low parity group (16% vs. 5%, p=0.011). Intrapartum and postpartum complications found insignificant between two groups at p < 0.05 (Table-4). No maternal death was observed in low parity group but one (1%) maternal mortality was observed in high parity group, however difference of maternal mortality rate was insignificant (p = 0.999) between two groups (Figure-2). Significantly high number of fetal mortalities was observed in high parity group than low parity group (16% vs. 4%, P = 0.999) (Figure-3). We observed 8% NICU admissions in high parity group that was not statistically significant (p 0.213) as compared with 3% NICU admissions in low parity group (Figure-4). Table 1: AGE DISTRIBUTION (n = 200) Age (years) Group Total Low parity (n = 100) High parity (n = 100) 20 25 46* 30 76 26 30 40 29 64 31 35 10 26 36 36 40 4 15* 19 * Shows significant difference (X2 = 18.6, d.f = 3, p = 0.001) Low parity: Parity 2-4, High parity: Parity > 4 Table 2: COMPARISON OF BOOKING STATUS (n = 100) Booking Group Total Low parity (n = 100) High parity (n = 100) Booked 32 23 55 Unbooked 62 69 131 Referred 6 8 14 * Significant difference (X2 = 2.13, d.f = 2, p = 0.344) Key: Booked = 3 or more antenatal visits. Unbooked = < 3 or no antenatal visits. Table 3: COMPARISON OF PREGNANCY RELATED COMPLICATIONS BETWEEN TWO GROUPS (n = 100) Complications Group p-value Low parity (n = 100) High parity (n = 100) Anemia 62 89 0.001 Placentae Previa 5 7 0.55 Abruptio placentae 2 11* 0.018 Preterm labour 5 6 0.760 Pregnancy induced hypertension 4 14* 0.024 Malpresentation 2 15* 0.001 Twin pregnancy 2 4 0.68 * Shows statistically significant difference at p < 0.05. Figure-1: COMPARISON OF MODE OF DELIVERY BETWEEN TWO GROUPS * Significant difference (X2 = 6.44, d.f = 1, p = 0.011) Table 4: COMPARISON OF INTRAPARTUM AND POSTPARTUM COMPLICATIONS BETWEEN TWO GROUPS Complications Group p-value Low parity (n = 100) High parity (n = 100) Obstructed labour 3 4 0.70 Ruptured uterus 1 1 Retained placentae 0 2 0.50 Postpartum hemorrhage 2 4 0.68 * Shows statistically significant difference at p < 0.05 Low parity: Parity 2-4 High party: Parity > 4 Figure-2: COMPARISON OF MATERNAL OUTCOME BETWEEN TWO GROUPS * Significant difference (p = 0.999) Figure-3: COMPARISON OF FETAL OUTCOME BETWEEN TWO GROUPS * Significant difference (Fishers exact test, p = 0.005) Figure-4: COMPARISON OF NURSERY ADMISSION BETWEEN TWO GROUPS (n1 = n2 = 100) * Significant difference (Fishers exact test, p = 0.213). Low parity: Parity 2-4 High parity: Parity > 4 NICU = Neonatal intensive care unit DISCUSSION This comparative, cohort study was conducted in largest hospital of Karachi to find out whether grand multi parity is risk factor for obstetrical complication when compare to low parity. Despite of availability of modern obstetric facilities, women in our society not intend to get book for antenatal care because they are too busy at their home and lack of awareness about health care, We found in our study that most of the patients in both groups coming in Civil Hospital, Karachi were non-booked and referred from different areas with complications. Unbooked 13% and 14% referred from different areas. In our study the grand multipara were older then low parity women. Increased age of GMP women put them additional risk for complication. As our study was not age matched study. So, the age matched study should be done for the proper risk assessment. This study shows that antenatal complication such as anemia was more common in grand multiparae. A Salick, et all also found same result in th eir studies 16. Anemia is more common in grand multipare because of poor nutrition, repeated pregnancies, low socioeconomic status. Pregnancy induced hypertension (PIH) was more common in our study, these women were relatively older than low parity and my study was not age matched study. Munim S, et al., found in her study statistically significance difference in the induced of the PIH that was 15.4% in grand multipare compared to the 9.3% in low parity women 4. Although the patients in here study were booked patients, she reported that higher prevalence of these complications may be explained on the increased age of these women. In spite of increased incidence of PIH the superimposed pre-eclampsia and eclampsia was no more common in my study.4. Regarding the antepartum haemorrhage, abruptio placentae is more common in GMP. Although number of placenta previa was increased in grand multi parity than low parity but not statistically significant. Heija AA, also found in his study that abruptio placentae is more common in grand multipareae. He state that the high parity is significant etiological determinant of placental abruption 2. The malpresentation was more common in grand multipare especially breech was more common than the low parity. Malpresentation in grand multipara is common because increasing laxity of anterior abdominal wall musculature, failing to act as a brace to encourages and maintain a longitudinal lie, encourages malpresentation 17. Preterm labour was same in both groups. Aziz FA, studied the grand multipare Sudanese women and found the incidence of pre-term labour was increased in these women 18. The intra partum complication like obstructed labour result was same in both groups in both cases patients was referred and reason was abnormal fetal position. we found 1 case of Ruptured uterus in each group, both these are patient were referred from private hospital, both were older age, both were mismanaged with syntocynon but low parity woman was survive and grand multiparous woman was die. Our study showed no statistical difference in postpartum haemorrhage between both groups. Page L in her series of study has reported that same result. She found no direct association between grand multiparae and PPH.63 Some other studies have shown that increased risk of PPH is associated with increased age not with increasing parity. Munim et al, noted in her study PPH was three times more common in grand multiparae 4. Our study showed caesarean section is significantly increased in grand multipare than the low parity, this because of malpresentation and obstructed labour, antepartum haemorrhage. One maternal death found in my study this unfortunate woman belong to low socioeconomic class, had obstructed labor due to macrosomic baby and mismanaged with syntocinon referred in state of shock despite of emergency laparotomy, blood transfusion, and resuscitation she could not survive because she was already anemic had bleed a lot and die due to cardiac failure. As regard the neonatal outcome parity is considered as important factor in determining the birth weight of baby. Many investigators have reported association of LBW with grand multiparae. But in my study low birth weight was common in low parity as compare to grand multiparae. There was no significant increased incidence macrosomic babies in grand multiparae, compare with international literature. In our study perinatal mortality was significantly increased in grand multi parity it mainly because of abruptio placenta, PIH, obstructed labour and preterm birth. CONCLUSION It is concluded from my study that antenatal complications like pregnancy induced hypertension, abruptio placenta, anaemia, malpresentation, Caesarean deliveries and perinatal mortality were more common in grand multiparae then the low parity group and multi parity is still a major obstetric hazards in our set up with higher incidence of complications.

Violent Video Games Affect on Youth Today Essay -- essays research pap

In the more recent times it seems as if America’s youth is becoming more violent. Concern for those aspects in our society which influence violent acts has become an issue since the tragedy at Columbine High School on April 20, 1999. Many feel one aspect of today’s society affecting our nation’s youth in a negative manner is video games. Is this form of entertainment really a factor in teen violence? I think not. We should blame the parents for teen violence, not video games.   Ã‚  Ã‚  Ã‚  Ã‚  John Holts article, â€Å"Kinds of Discipline† states that the youth watch very carefully what people around them are doing and want to do the same. The example of these grownups is contagious (490). Now days the media makes it seem like it’s alright for the youth to be watching these violent movies and playing these violent video games as long as they have their parents permission.   Ã‚  Ã‚  Ã‚  Ã‚  For some reason, though, video games are approached differently. Joshua Quittner, author of â€Å"Are Video Games Really so Bad?† states the idea of one’s child controlling an electronic character whose main objective is to steal cars and kill police officers is socially dangerous. Studies have shown that kids do not actually have illusions of doing these things (52). Kids do know that killing is bad. We all have morals implanted genetically; they just need to be strengthened through parental guidance.   Ã‚  Ã‚  Ã‚  Ã‚  Royal Van horn showed in his 1999 article, â€Å"Violence and Video Games,† a large stance on the issue is not one of influencing kids actions. David Grossman, a retired Lieutenant Colonel for the U.S. Army and former professor of psychology at West Point believes it is the desensitization parents should be concerned with. It is not in human nature to kill one another and for this reason soldiers must be trained to shoot on instinct (173). In fact, only one-fifth of all American soldiers in WWII never fired their rifle (Quittner 52). For that reason, simulators similar to video games such as Doom and Quake have been used to train soldiers how to kill without thinking. This may be true, but the simulators used show real soldiers in enemy uniforms, and users are told to take a single head shot at all enemies in the room. Games like Quake and Doom however similar require numerous shots to kill an enemy and do not distinguish between wher... ...g up playing these types of Video games, I have come to realize how much it makes me pay attention to the little details, and work things out quicker.. These types of games can be very helpful for the future generations to use as a learning tool. I believe it is a benefit to our society if we have a generation of youths that are quick problem solvers and have increased hand-eye coordination in this computer based age we are living in now. children sense around them this culture, this network of agreements, customs, habits, and rules binding adults together. They want to understand it and be a part of it (Holt, 490). In conclusion, stop blaming the video games and do something about it. Set a good example for your kids. Works Cited Cesarone, Bernard. â€Å"Video Games and Children.† Emergency Librarian. 22.3: 31-32 Schroeder, Ken. â€Å"Halving Fun.† Education Digest. 63.1: 73-74 Van Horn, Royal. â€Å"Violence and Video Games.† Phi Delta Kappa. 81.2: 173-174 Enders, Deborah. â€Å"Video Violence: Where does the Buck Stop.† Amusement Business. 107.22 (March 20, 1995): 27-28 Quittner, Joshua, and Maryanne Murray Buechner. â€Å"Are Video Games Really so Bad?† Time South Pacific 19. (May 10, 1999): 50-55 Violent Video Games Affect on Youth Today Essay -- essays research pap In the more recent times it seems as if America’s youth is becoming more violent. Concern for those aspects in our society which influence violent acts has become an issue since the tragedy at Columbine High School on April 20, 1999. Many feel one aspect of today’s society affecting our nation’s youth in a negative manner is video games. Is this form of entertainment really a factor in teen violence? I think not. We should blame the parents for teen violence, not video games.   Ã‚  Ã‚  Ã‚  Ã‚  John Holts article, â€Å"Kinds of Discipline† states that the youth watch very carefully what people around them are doing and want to do the same. The example of these grownups is contagious (490). Now days the media makes it seem like it’s alright for the youth to be watching these violent movies and playing these violent video games as long as they have their parents permission.   Ã‚  Ã‚  Ã‚  Ã‚  For some reason, though, video games are approached differently. Joshua Quittner, author of â€Å"Are Video Games Really so Bad?† states the idea of one’s child controlling an electronic character whose main objective is to steal cars and kill police officers is socially dangerous. Studies have shown that kids do not actually have illusions of doing these things (52). Kids do know that killing is bad. We all have morals implanted genetically; they just need to be strengthened through parental guidance.   Ã‚  Ã‚  Ã‚  Ã‚  Royal Van horn showed in his 1999 article, â€Å"Violence and Video Games,† a large stance on the issue is not one of influencing kids actions. David Grossman, a retired Lieutenant Colonel for the U.S. Army and former professor of psychology at West Point believes it is the desensitization parents should be concerned with. It is not in human nature to kill one another and for this reason soldiers must be trained to shoot on instinct (173). In fact, only one-fifth of all American soldiers in WWII never fired their rifle (Quittner 52). For that reason, simulators similar to video games such as Doom and Quake have been used to train soldiers how to kill without thinking. This may be true, but the simulators used show real soldiers in enemy uniforms, and users are told to take a single head shot at all enemies in the room. Games like Quake and Doom however similar require numerous shots to kill an enemy and do not distinguish between wher... ...g up playing these types of Video games, I have come to realize how much it makes me pay attention to the little details, and work things out quicker.. These types of games can be very helpful for the future generations to use as a learning tool. I believe it is a benefit to our society if we have a generation of youths that are quick problem solvers and have increased hand-eye coordination in this computer based age we are living in now. children sense around them this culture, this network of agreements, customs, habits, and rules binding adults together. They want to understand it and be a part of it (Holt, 490). In conclusion, stop blaming the video games and do something about it. Set a good example for your kids. Works Cited Cesarone, Bernard. â€Å"Video Games and Children.† Emergency Librarian. 22.3: 31-32 Schroeder, Ken. â€Å"Halving Fun.† Education Digest. 63.1: 73-74 Van Horn, Royal. â€Å"Violence and Video Games.† Phi Delta Kappa. 81.2: 173-174 Enders, Deborah. â€Å"Video Violence: Where does the Buck Stop.† Amusement Business. 107.22 (March 20, 1995): 27-28 Quittner, Joshua, and Maryanne Murray Buechner. â€Å"Are Video Games Really so Bad?† Time South Pacific 19. (May 10, 1999): 50-55

Journey to the Harlem Renaissance Essay -- Harlem Renaissance African

Journey to the Harlem Renaissance As America moves into a more cultural and diversified era, more people are taking the time to learn about the Harlem Renaissance. The Harlem Renaissance was the foremost form of freedom for African Americans. It showed blacks that they were becoming equals in American society. The talents of African Americans soared in art, music, literature and especially poetry. The main writers embodying the Harlem Renaissance were Claude McKay, Langston Hughes and Countee Cullen. Claude was born in Jamaica, in 1898. He got his education from his older brother, who â€Å"possessed a library of English novels, poetry and scientific texts.† (Callahan, 784) Claude was a little older when he created his first piece of literary work. He published a book called Songs of Jamaica. It was a â€Å"record of his impressions of black life in Jamaica.† (Callahan,783) In 1912, he finally got to America, where he wrote Harlem Shadows; â€Å"his most important book of poetry.† (Callahan 784) While there, he attended the Tuskegee Institute. In 1914 he moved to Harlem, â€Å"the center of black culture in the U.S.† (Anderson, 704) He later published two sonnets, â€Å"The Harlem Dancer† and â€Å"Invocation†, in 1917. He â€Å"would later use the same poetic form to record his reactionary views on the injustices of black life in America.† (Callahan, 785) In addition to social and political concerns, McKay wrote on a vari ety of subjects, â€Å"from his Jamaican homeland to romantic love, with a use of passionate language.† (Callahan, 785) During the twenties he developed an interest in Communism, so he visited Russia to meet the architects of Russian Communism, Lenin and Trotsky. He also lived in France. When he came back to the U.S., he moved back ... ...hree for the new millennium? Bibliography: Works Cited Anderson, Robert, et al. â€Å"Langston Hughes: 1902-1967.† Elements of Literature: Fifth Course. Austin: Holt, 1989. 706 Callahan, John F. â€Å"A Long Way From Home†: The Art and Protest of Claude McKay and James Baldwin.† Contemporary Literature 34.4 (1993): 783-785. Countee Cullen. 7 Feb. 2002 http://members.aol.com/hynews/cullen.htm. Hampson, Thomas. I Hear America Singing. 7 Feb. 2002 http://www.pbs.org/wnet/ihas/poets/hughes.html. Jackson, Steven. Father of Jazz. 14 Feb. 2002 http://www.redhotjazz.com/hughes.html. Johnson, James Weldon, ed. The Book of American Negro Poetry. New York: Harcourt, Brace and Company, 1992; BoondocksNet edition, 2001. Reuben, Paul P. â€Å"Chapter 9: Harlem Renaissance-Langston Hughes† http://www.csustan.edu/english/reuben/pal/chap9/hughes.html

Ips Cells

Recently, there has been a debate about rather or not laws that govern induced pluripotent stem (IPS) cells differ from those currently in place for human embryonic stem (ES) cells. An IPS cell is created artificially from skin, fat and fibroblasts by reprogramming patient's own cells. Scientists believe IPS cells to be a promising source for treating diseases. An ES cell is created by destroying an embryo. Other scientists think ES cells will also be a promising source because it is composed of your own DNA, so the immune system won't reject the cell.While scientists would agree that the same laws should apply because they believe in finding a cure to diseases, other people would disagree. Some people would say that ES cells are unethical because scientists need a human egg donor, and they must destroy a human embryo. The laws should not be the same for ES cells as they are for IPS cells because the creation for ES cells are unethical. (learn. genetics. utah. edu) â€Å"Abortion is murder in the womb†¦ A child is a gift of God. If you do not want him, give him to me. ~Mother Teresa (gardenias4lina. com) An elementary scientific textbook called â€Å"Basics of Biology† gives five characteristics of living things; these five criteria are found in all modern elementary scientific textbooks: 1. Living things are highly organized. 2. All living things have an ability to acquire materials and energy. 3. All living things have an ability to respond to their environment. 4. All living things have an ability to reproduce. 5. All living things have an ability to adapt.According to this basic definition of life, life begins at fertilization, when a sperm unites with an oocyte. (prolifephysicians. org) Some people may disagree, but if they can teach this to elementary students, then adults, especially scientists should be able to understand. Also, by destroying an embryo, you are destroying a human life; not only destroying the life, but infringing upon the b asic rights. The basic rights and freedoms to which all humans are entitled, often held to include the right to life and liberty, freedom of thought and expression, and equality before the law.Other people find nothing wrong with destroying an embryo, murdering a human being. They think that from a medical and scientifical stand point, destroying one embryo to possibly cure a disease is worth it. The life they just took, may have found the cure without taking a life. The government spending money on creating ES cells, (which are time consuming, destroy the embryos and need a human egg donor)on something that a lot of people find unethical, and is even against religion is wrong.The United States is supposed to have seperation of state and church, therefore someone's tax dollars should not go towards something that their religion is against. Laws that govern IPS cells should differ from those currently in place for human ES cells. ES cells are unethical, and is against the religion of some people. Also, ES research is just as wrongful and disterbing as abortion. Scientists in the United States are not allowed to impregnate a women, but they are allowed to use â€Å"leftovers† from fertility clinics with the consent from donors.Human embryos are not â€Å"leftovers†, that is like saying the corps of your grandmother are â€Å"leftovers†; just because you took the life before it reached full maturity, doesn't make it a â€Å"leftover†. Abortion is legal for any women regaurdless of her age, and is allowed throughout the first six months of prgnancy, and for almost any reason after the six months as well. America is full of murders. If you were to look at a baby and say that you could kill it for no reason, you are sick!So, why would you do it before the baby gets a chance to live? Using an embryo to save a life does not justify taking a life. An eye for an eye: The notion that for every wrong done there should be a compensating measure of justice. (phrases. org. uk) Someone please find these embryos justice. Do not allow ES research, it is unethical. Citations citizenlink. com gardenias4lina. com learn. genetics. utah. edu phrases. org. uk prolifephysicians. org thefreedictionary. com

Red Hunting Hat Essay

What does symbolism add to a book? It adds morals and depth to the novel. It makes the reader learn something interesting or lets them gain knowledge of something that can change their outlook on how they perceive things. In the novel Catcher in the Rye, by J. D. Salinger, it is about a perplexed boy, Holden Caulfield. He has trouble dealing the issue of growing up. One of the major symbols in the book is Holden’s red hunting hat. Salinger uses the hat to signify Holden’s need for comfort and his adolescent problems and pressures. To begin, when reading the novel one seems to come upon Holden‘s red hunting hat many times while reading. This hunting hat demonstrates Holden’s need for safety and comfort. He was deprived of it when he was a child; for nobody ever asked him how he felt about his younger brother death and his moving to different schools. The assurance one object can create is immense and that’s exactly what it did for Holden. Holden decides to leave Pencey early and heads to New York City. In cab he puts on his hat and says â€Å"I’d put on my red hunting hat when I was in the cab, just for the hell of it, but I took it off before I checked in† (61). This quote illustrates how Holden feels the need to wear the hat in order to feel safe. He was out in New York City with nowhere to turn too and he had no place to go where he would feel welcomed. The hat seemed to give him a sense of ease, but with that comfort there is a price to pay because he also felt insecure about how people will perceive him while wearing the hat. the red hunting hat is Holden’s desire to be unique and keep his individuality. Not many people will walk down the street wearing a red hunting hat, especially the way Holden wears it. Holden always wore the hat a certain way. â€Å"I put my red hunting hat on, and turned the peak around to the back, the way I like it†¦ † (52). Holden always put his hat on this way, showing he is clearly different from the world. Usually when Holden is wearing his hat he tends to reject people, or has just previously rejected them. Subsequently, the hat also gives Holden insecurity that seems to cause him pressures that one usually obtains during teenage years. But at time his pressure seemed to be a little extreme. My ears were nice and warm, though. That hat I bought had earlaps in it, and I put them on – I don’t give a damn how I looked. Nobody was around anyway. Everybody was in the sack† (53). This quote exemplifies how Holden tends to take his image to seriously. Yet throughout the novel Holden says that people that are obsessed with their look are phony, showing the reader that at time he is a hypocrite considering he’s obsessed with his look also. Not only does this happen once or twice but numerous times in the book. The quote tries to explain that Holden does not care what people think about him and yet if he did not he would not have announced that everyone was sleeping and nobody could see him. When Stradlater gets home from his date with Jane Gallagher, he and Holden get in a fight. When it is over, both Holden and Stradlater are left in physical pain. â€Å"I kept sitting there on the floor till I heard old Stradlater close the door and go down the corridor to the can, then I got up. I couldn’t find my goddam hunting hat anywhere. Finally I found it†¦ I put it on, and turned the old peak around to the back, the way I liked it† (45). The fight that Holden has with Stradlater is about Stradlater going out on a date with Holden’s friend Jane Gallagher. Holden gets upset with Stradlater for doing that because he thinks that Stradlater will cause Jane to lose her innocence. After Holden puts his hat on he stops thinking about Jane’s innocence and about his face, a more rational, less emotional subject. This also verifies a very apparent fact Holden seems to not be able up make up his mind on great number of things He seems to find himself in a confused mess.

Managing Employee Misbehaviour for Promoting Business Ethics

Managing Employee Misbehaviour for Promoting Business Ethics Workplace misbehaviour: Any intentional action by members of organizations that defies and violates Shared organizational norms and expectations, and/or Core societal values, mores and standards of proper conduct (Vardi and Wiener, 1996, p. 153). Misbehaviour in this sense is also said to be about breaching broader, yet far from clearly defined or fully shared societal norms or moral order. In industrial sociology key writers on misbehaviour – Ackroyd and Thompson (1999, p. 2) – borrow Sprouse's (1992, p. 3) definition of sabotage – â€Å"anything you do at work you are not supposed to do† – to define misbehaviour, although questions remain about how useful this definition is. Perspectives on misbehaviour Misbehaviour is also a phenomena discussed in several other academic disciplines. For instance, in gender studies, we see quite a distinct dimension of misbehaviour emerging. Misbehaviour in gender studies tends to concern males defending masculine identities in an organizational context and how masculinity is in reality a crucial, yet often hidden dimension of a broader organizational identity (Collinson and Collinson, 1989; DiTomaso, 1989; Levin, 2001). An account of men trying to preserve the dominance of a masculine identity, sponsored implicitly by senior management, is outlined in the following passage taken from ethnography of a trading floor of a large, American commodities exchange: When the working environment becomes less active, the more overtly sexualized repertoire of joking and getting along emerges. Men and women use jokes to pass time, fit in and relieve tension, but a direct result of men’s sexual banter is to facilitate group solidarity among men to the exclusion of women. Strong heterosexual joking is predicated on men being the sexual agents of jokes and women being the objects (Levin, 2001, p. 126). Further dimensions of gender-related misbehaviour include women subverting dominant masculine identities (Cockburn, 1991; Game and Pringle, 1983; Gutek, 1989; Pollert, 1981), women taking advantage of their sex appeal to get around male supervisors (Pollert, 1981) and female flight attendants feigning responses to lurid comments from male passengers (Hochschild, 2003). Further details of Gutek’s (1989) research highlights the many ways in which sexuality can be the spur for a range of misbehaviour: More common than sexual coercion from either sex are sexual jokes, use of explicit terms to describe work situations, sexual comments to co-workers, and display of sexual posters and pictures engaged in by men at work (Sex and sports, some observers claim, are the two metaphors of business. ) The use of sex can be more subtle than either hostile sexual remarks or sexual jokes. Although this tactic is often assumed to be used exclusively by women, some men, too, may feign sexual interest to gain some work-related advantage (1989, p. 63-64). Commentary on what could be interpreted to be misbehaviour is also a feature of industrial relations research. In industrial relations theorists seem to view misbehaviour as a lesser version of strike action, or action short of strike action (Bean, 1975; Blyton and Turnbull, 2004; Hyman, 1981; Nichols and Armstrong, 1976). From this perspective, misbehaviour is taken to represent the actions of unorganized employees. In effect, misbehaviour is synonymous with a widespread and increasing inability of employees to offer a coherent and organized response to management strategies (Beynon, 1984). As such, industrial relations theorists link misbehaviour to record low levels of strike activity (Hale, 2007). Moreover, some theorists believe acts such as sabotage – in the form of grievance bargaining or deliberate poor workmanship – are intimately bound up in the labour process (Zabala, 1989). Research work in Ethics: 2008 NATIONAL GOVERNMENT ETHICS SURVEY in US: National Government Ethics Survey Shows Employee Misconduct is High Key Findings On all levels of government, there is a lack of programs and incentives to encourage ethical behavior, the report says †¢Six in 10 government employees saw at least one form of misconduct in the last 12 months. †¢One in 4 employees work in an environment conducive to misconduct. According to ERC, this includes strong pressure to compromise standards, a presence of situations which invite wrongdoing, and a culture where employees’ personal values conflict with their values at work. †¢Overall strength of ethical cultures is declining. †¢Almost one-third of employees do not report misconduct. More than one-third of government employees believe government does not demonstrate its values through socially responsible decision-making. Levels of Government Federal Level – The number of incidences of misconduct observed is slightly lower, but reporting is still comparatively low. Only 30 percent of federal government organizations have ethics and compliance p rograms, and only 10 percent have strong ethical cultures. State Level – Workers are most vulnerable to ethical risks as there are more reports of employees who have observed misconduct multiple times. Still 30 percent do not report misconduct to management. Local Level – Employees are the least likely to know the ethical risks since fewer resources are put in place to encourage ethical behavior. Local government organizations have the lowest levels of reporting misconduct, only 67% are reporting. â€Å"In order to encourage high ethical standards within our organizations, we first have to provide an environment that is conducive to ethical behavior,† says Sharon Allen, chairman of the board at Deloitte & Touche. However, management and leadership have a huge responsibility in setting examples for their organizations and living the values they preach if they want to sustain a culture of ethics. † The report, â€Å"2007 Deloitte & Touche USA LLP Ethics & Workplace,† is based on responses from 1,041 U. S. adult workers. Harris Interactive conducted the research in February on behalf of Deloitte & Touche. The top two factors contributing to the promotion of an ethical workplace are the behavior of management and direct supervisors, as chosen by 42% and 36% of respondents, respectively. More surprisingly, emphasis of criminal penalties doesn’t seem to do much to deter unethical behavior, nor does ethics training. There is, however, a strong relationship between ethical actions at work and a healthy level of work-life balance. In fact, 91% of those employees surveyed agreed that workers are more likely to behave ethically at the office when they have a good work-life balance. Allen explains why this may be so. â€Å"If someone invests in all of their time and energy into their jobs, it may have the unintended consequence of making them depend on their jobs for everything – including their sense of personal worth. This makes it even harder to make a good choice when faced with an ethical dilemma if they believe it will impact professional success. † Categories of Employee Misbehaviour: a. Production deviance – includes behaviors that waste time and resources. b. Property deviance – involves either theft or destruction of facility or residents’ property. c. Normative deviance – generally involves talk that hurts or belittles others. d. Personal aggression – mostly involves hitting, fighting, or sexual harassment. Common Employee Misbehaviour: Fighting Theft from the employer or colleagues Fraud or falsifying work documents Accessing and/or distributing pornographic emails or websites Deliberately damaging company property Serious bullying or harassment Bringing the employer into serious disrepute Serious infringement of health and safety rules Serious failure to follow reasonable instructions. Causes of Employee Misbehaviour: Poor Employee selection and orientation procedures Poorly defined employee expectations Poorly understood employee expectations Improperly selected and trained supervisors Incorrect philosophy of discipline Effects of Employee Misbehaviour: oInefficiency oIncreased costs oUnhealthy and unsafe work environment Employee Misbehaviour – To be Punished or leaving it ignored: Handling employee misconduct is a very critical task to be performed by the senior managers. Misconduct and other offensive behaviors often lead to decreased levels of productivity as they affect the individual performance of the employees. To manage discipline among employees, every company opts for a discipline policy which describes the approach it will follow to handle misconduct. When dealing with employee misconduct, companies must keep careful mind of the legislative and common law legal framework that governs the employment relationship. Regard must be made to relevant legislation such as the Employment Standards Act 2000, Ontario Human Rights Code, Workplace Safety and Insurance Act, Occupational Health and Safety Act (reprisal provisions) and to principles such as constructive and wrongful dismissal. To effectively manage the employment relationship and deal with potential misconduct, employers are well advised to develop and maintain reasonable rules of conduct and performance expectations. Communicate these to employees and ensure consistent application and enforcement. Provide appropriate counseling and training to your workforce. Carefully consider each incident of misconduct and the appropriate reaction. Avoid knee jerk instantaneous reactions. These only serve to increase potential employer liability. Management needs to conduct a preliminary investigation. Once the company has completed the investigation, the manager should make the employee aware of the findings. Once again, the manager can ask for the employee's side of the story. Using this evidence, management, with the help of a Human Resources representative, must decide what to do. They must decide how they should discipline the employee or whether they should fire the worker. To conclude, Very surely an action is required quickly if left unattended; misconduct will quickly demoralize the other employees too. While everyone reacts differently, even the top performers are usually going to be the first casualties of demoralization. Dealing with Employee Misbehaviour: The employer must investigate the matter fully (speak to witnesses, collect documentary evidence etc). The employer must also give the employee an opportunity to explain himself. The employee should sufficiently know what the case and evidence is against him before any hearing. Prior warning of the hearing date and that the disciplinary action is under consideration. Give the employee the opportunity to call witnesses. Inform the individual he has the right to be accompanied by a colleague (or a trade union official). Inform the employee he has the right of an appeal. Employee's rights If an employee has been with the employer for over a year they have unfair dismissal protection. Although employees have the right not to be dismissed for an unfair reason, the conduct of an employee is expressly stated to be a potentially fair reason to dismiss. Employees also have the right not to be discriminated against on the grounds of their sex, race or disability. This would include being singled out for a warning about their conduct or receiving harsher penalties than other employees would receive. Employees have the right not to be dismissed in breach of their contractual terms. For example, failure to follow a contractual procedure may result in a claim of breach of contract. Employees are entitled to be dismissed on notice (unless for gross misconduct). Failure to do so entitles the employee to claim damages for breach of contract. This type of claim is also called ‘wrongful dismissal'. Employees should be made aware, either in their contract of employment or in disciplinary procedures what are the likely consequences if they break the guidelines the company has laid down in relation to their conduct. Employers must be consistent. If other employees have previously committed the same offence but have not been dismissed it may be difficult to justify dismissal on a subsequent occasion. Certain offences are contrary to acceptable conduct that discipline is readily accepted or justified upon review regardless of whether there was any prior communication or warning to the employee. Theft Intentional destruction of company property Total refusal to perform safe work Gross or intentional endangerment of the safety of coworkers. Excessive absenteeism is another factor that can lead to termination only after a series of lesser penalties. Dismissal for misconduct to be reasonable: Even though an employer may have strong suspicions that an individual is guilty of misconduct, this may not be enough. Although an employer does not have to show an employee committed the offence â€Å"beyond all reasonable doubt†, there is a threshold that must be reached. In particular: †¢The employer must believe that the employee is responsible for the conduct in question. †¢The employer must have reasonable grounds for this belief. †¢The employer must carry out as much of an investigation into the matter as is reasonable. Charging an Employee with a criminal offence: †¢The employer does not have to wait for the outcome of police investigations or criminal trial. †¢The employer should hold its own investigation into the matter. †¢The employee's rights to have this matter investigated by his employer and to present his side of the story remain regardless of the fact that he is charged by the police. Out of office misconduct: †¢Generally, employees will only be subject to the company's disciplinary rules and procedures during their office hours or when they represent the company. †¢In certain circumstances an employee's behaviour may be subject to the employer's scrutiny if it is deemed to be likely to impact on the performance of his contract or the reputation of the employer. Out of office misconduct must be particularly serious to warrant disciplinary action and the behaviour should also relate to the employee's ability (or perceived ability) to do his job. Disciplinary action The type of disciplinary action that is taken will depend on the employer's disciplinary procedures and the circumstances surrounding the misconduct. The employer will have to follow its written guidelines regarding certain types of misconduct. If historically an employer has always been lenient on a particular matter an Employment Tribunal is likely to find the employer has acted unreasonably and unfairly dismissed an individual if it suddenly decides to invoke its disciplinary procedures in disciplining individuals without warning. Warning tiers in a disciplinary procedure †¢Usually employers will decide to issue a first warning orally. This is appropriate if it is a minor infringement that cannot be dealt with on an informal basis. The employee should be told that this is the first step in the disciplinary procedure and why he is receiving the warning. At this point he should also be informed of his right of appeal against the decision. Although oral warnings will be kept on an employee's personnel file, they should be disregarded for further disciplinary purposes after a specific period of time. †¢If an employer regards an infringement as being more serious then the employee should be given a formal written warning. Again an employee should be given details of the reason for the warning as well as what is required from the individual in the future and the allotted time scale for improvement. Employees should have a right of appeal. Employees also must be warned what penalty there will be if after the allotted time the employer does think there has been a satisfactory improvement. The written warning should also be kept on the employee's personnel file but cannot be considered for disciplinary procedures after a specific period of time. A final written warning is appropriate if there has been a failure to either improve or change conduct while the earlier warning is still ‘live'. This type of warning can also be used if there is a one-off occurrence of misconduct that is deemed by the employer to be sufficiently serious. As always the final written warning should provide details of the misconduct, warn that failure to rectify the situation may lead to dismissal or some other disciplinary ac tion which is short of dismissal (which is explained below). Again employees must be told of their right to appeal. The written warning can only remain live for a specified period of time after which point it must be disregarded, no matter how serious the misconduct. †¢Disciplinary action short of dismissal may include a transfer, demotion, loss of seniority, suspension without pay or loss of increment. An employer cannot take these sanctions unless there is a specific provision in the employee's contract. †¢If an employer decides to dismiss (either because of gross misconduct or failure to rectify behaviour following a final written warning) the employee should be informed as soon as possible of the decision, as well as the reasons for the dismissal. He should also know the date their employment will terminate and the period of notice. An employee should also be told of the fact that he has the right to appeal as well as how he can make that appeal and to whom. Employers should also confirm the decision to dismiss in writing. If an employee has at least one year's continuous service they can request a written statement of particulars of reasons for their dismissal. †¢General considerations for employers when disciplining †¢A good disciplinary procedure will enable an employer to take appropriate steps in the event of misconduct of an employee. The disciplinary procedure should be in writing Consequences of Disciplinary actions: Union Grievance Equal Employment Opportunity Commission Complaint (EEOC) Law Suits Employee Buyouts Having to Reinstate Employee Embarrassment to Leadership Leadership Looses Credibility Employees Don’t Respect the process Creating an Ethical climate in the Organization to avoid Misconduct : The ethical climate of an organization is the shared set of understandings about what is correct behavior and how ethical issues will be handled. This climate sets the tone for decision making at all levels and in all circumstances. Some of the factors that may be emphasized in different ethical climates of organizations are (Hunt, 1991; Schneider and Rentsch, 1991): * Personal self-interest * Company profit * Operating efficiency * Individual friendships * Team interests * Social responsibility * Personal morality * Rules and standard procedures * Laws and professional codes As suggested by the prior list, the ethical climate of different organizations can emphasize different things. In the Johnson & Johnson example just cited, the ethical climate supported doing the right thing due to social responsibility–regardless of the cost. In other organizations–perhaps too many–concerns for operating efficiency may outweigh social considerations when similarly difficult decisions are faced. When the ethical climate is not clear and positive, ethical dilemmas will often result in unethical behavior. In such instances, an organization's culture also can predispose its members to behave unethically. For example, recent research has found a relationship between organizations with a history of violating the law and continued illegal behavior (Baucus and Near, 1991). Thus, some organizations have a culture that reinforces illegal activity. In addition, some firms are known to selectively recruit and promote employees who have personal values consistent with illegal behavior; firms also may socialize employees to engage in illegal acts as a part of their normal job duties (Conklin, 1977; Geis, 1977). For instance, in his account of cases concerning price fixing for heavy electrical equipment, Geis noted that General Electric removed a manager who refused to discuss prices with a competitor from his job and offered his successor the position with the understanding that management believed he would behave as expected and engage in price-fixing activities (Geis, 1977, p. 24; Baucus and Near, 1991). Pressure, opportunity, and predisposition can all lead to unethical activities; however, organizations must still take a proactive stance to promote an ethical climate. The final section provides some useful suggestions available to organizations for creating a more ethical climate. PROMOTING AN ETHICAL CLIMATE: Ethical Philosop hies and Employee Behavior: Recent literature has suggested several strategies for promoting ethical behavior in organizations (Adler and Bird, 1988; Burns, 1987; Harrington, 1991; Raelin, 1987; Stead etal. , 1990). First, chief executives should encourage ethical consciousness in their organizations from the top down showing the support and care about ethical practices. Second, formal processes should be used to support and reinforce ethical behavior. For example, internal regulation may involve the use of codes of corporate ethics, and the availability of appeals processes. Finally, it is recommended that the philosophies of top managers as well as immediate supervisors focus on the institutionalization of ethical norms and practices that are incorporated into all organizational levels. The philosophies of top managers as well as immediate supervisors represent a critical organizational factor influencing the ethical behavior of employees (Stead etal. , 1990). Research over a period of more than twenty-five years clearly support the conclusion that the ethical philosophies of management have a major impact on the ethical behavior of their followers employees (Arlow and Ulrich, 1980; Baumhart, 1961; Brenner and Molander, 1977; Carroll, 1978; Hegarty and Sims, 1978, 1979; Posner and Schmidt, 1984; Touche Ross, 1988; Vitell and Festervand, 1987; Worrell etal. 1985). Nielsen (1989) has stressed the importance of managerial behavior in contributing to ethical or unethical behavior. According to Nielsen, managers behaving unethically contrary to their ethical philosophies represent a serious limit to ethical reasoning in the firm. Much of the research cited in the above paragraph implicitly and explicitly states that ethical philosophies will have little impact on employe es' ethical behavior unless they are supported by managerial behaviors that are consistent with these philosophies. Managers represent significant others in the organizational lives of employees and as such often have their behavior modeled by employees. One of the most basic of management principles states that if a certain behavior is desired, it should be reinforced. No doubt, how ethical behavior is perceived by individuals and reinforced by an organization determines the kind of ethical behavior exhibited by employees. As a result, if business leaders want to promote ethical behavior they must accept more responsibility for establishing their organization's reinforcement system. Research in ethical behavior strongly supports the conclusion that if ethical behavior is desired, the performance measurement, appraisal and reward systems must be modified to account for ethical behavior (Hegarty and Sims, 1978, 1979; Trevino, 1986; Worrell et al. , 1985). According to Nielsen (1988, p. 730): In many cases, mangers choose to do, go along with or ignore the unethical†¦ because they want to avoid the possibility of punishments (or) to gain rewards. Ethical Culture: Organizations and their managers must understand that the above recommendations are key components in the development and maintenance of an ethically-oriented organizational culture. Organizations can also enhance an ethically-oriented culture by paying particular attention to principled organizational dissent. Principled organizational dissent is an important concept linking organizational culture to ethical behavior. Principled organizational dissent is the effort by individuals in the organization to protest the status quo because of their objection on ethical grounds, to some practice or policy (Graham, 1986). Organizations committed to promoting an ethical climate should encourage principled organizational dissent instead of punishing such behavior. Organizations should also provide more ethics training to strengthen their employees' personal ethical framework. That is, organizations must devote more resources to ethics training programs to help its members clarify their ethical frameworks and practice self-discipline when making ethical decisions in difficult circumstances. What follows is a useful seven-step checklist that organizations should use to help their employees in dealing with an ethical dilemma (Schermerhorn, 1989; Otten, 1986): Helping employees in dealing with Ethical Dilemma: (1) Recognize and clarify the dilemma. (2) Get all the possible facts. (3) List your options–all of them. (4) Test each option by asking: â€Å"Is it legal? Is it right? Is it beneficial? † (5) Make your decision. (6) Double check your decision by asking: â€Å"How would I feel if my family found out about this? How would I feel if my decision was printed in the local newspaper? † (7) Take action. An effective organizational culture should encourage ethical behavior and discourage unethical behavior. Admittedly, ethical behavior may â€Å"cost† the organization. An example might be the loss of sales when a multinational firm refuses to pay a bribe to secure business in a particular country. Certainly, individuals might be reinforced for behaving unethically (particularly if they do not get caught). In a similar fashion, an organization might seem to gain from unethical actions. For example, a purchasing agent for a large corporation might be bribed to purchase all needed office supplies from a particular supplier. However, such gains are often short-term rather than long-term in nature. In the long run, an organization cannot operate if its prevailing culture and values are not congruent with those of society. This is just as true as the observation that, in the long run, an organization cannot survive unless it produces goods and services that society wants and needs. Thus an organizational culture that promotes ethical behavior is not only more compatible with prevailing cultural values, but, in fact, makes good sense. Although much remains to be learned about why ethical behavior occurs in organizations and creating and maintaining organizational cultures that encourage ethical behavior, organizations can benefit from the following suggestions: Maintaining organizational cultures that encourage ethical behavior: ** Be realistic in setting values and goals regarding employment relationships. Do not promise what the organization cannot deliver. ** Encourage input throughout the organization regarding appropriate values and practices for implementing the cultures. Choose values that represent the views of employees at all levels of the organization. * Do not automatically opt for a â€Å"strong† culture. Explore methods to provide for diversity and dissent, such as grievance or complaint mechanisms or other internal review procedures. ** Insure that a whistle-blowing and/or ethical concerns procedure is established for internal problem-solving (Harrington, 1991). ** Provide ethics training pro grams for all employees. These programs should explain the underlying ethical and legal (Drake and Drake, 1988) principles and present practical aspects of carrying our procedural guidelines. Understand that not all ethical situations are clear-cut. Like many basic business situations, the organization should recognize that there are ambiguous, grey areas where ethical tradeoffs may be necessary. More importantly, some situations have no simple solution (Cooke, 1991). ** Integrate ethical decision-making into the performance appraisal process. Responsibilities of Employers in accordance with managing the behaviour of Employees: †¢treat all employees equally; †¢give consideration to the employee's general work record including their length of service, position and whether there are any special circumstances; †¢ensure incidents are dealt with without undue delay; ensure the proceedings (including any statements from witnesses and records) be kept confidential; †¢specify what disciplinary sanctions the company may take; †¢state who has authority within the company to take each level of disciplinary action; †¢ensure employees are informed of the allegations against them as well as any relevant documenta tion before the date of any hearing; †¢ensure that employees have the right to state their case before any decision is reached; †¢allow employees to be accompanied either by a colleague or if appropriate, a trade union official; †¢ensure that the sanctions are proportionate to the misconduct; †¢ensure that allegations will be carefully investigated; †¢ensure employees are given an explanation of any sanction; and †¢Specify that there is a right to appeal as well as how and when this must be taken. Finally†¦To conclude†¦ Ethical behavior among the employees can be inculcated by adopting the following principles of ethical climate. oMake the expectations clear oTreat the people employed as if they are adults, which they are. oSpend time meeting with staff members regularly oSevere discipline procedures may back fire. oMake all policies and procedures available to all employees. oEncourage open communication between you and the people who report to you. Human beings prefer to follow their own doctrines- therefore management should be aware that difficulties may crop up and should formulate friendly implementation of policies. â€Å" No man is fit to command another that cannot command himself† – William Penn References: 1. http://www. ethicsworld. org/ethicsandemployees/nbes. php 2. http://www. michaelpage. co. uk/content. html? pageId=15676 3. Managing misconduct By Rob Eldridge of Berwin Leighton Paisner 4. http://www. employeeterminationguidebook. com/ 5. http://www. lbwlawyers. com/publications/employeemisconduct. php 6. http://www. slideshare. net/meetsantanudas/managing-employee-discipline 7. http://www. fsa. usda. gov/FSA/hrdapp? area=home=mgrs=dem 8. http://www. employeemisconduct. com/ 9. Edward J. Tully December 1997 Misconduct, Corruption, Abuse of Power– What Can the Chief Do? 10. http://www. streetdirectory. com/travel_guide/20341/corporate_matters/how_employee_misconduct_affects_all_worker_productivity. html 11. Belt Tightening Tactics Linked to Increases in Employee Misconduct April 27, 2010 by Amy Coates Madsen 12. http://standardsforexcellenceinstitute. wordpress. com/page/2/ 13. W. Edward Stead, Dan L. Worrell and Jean Garner Stead An integrative model for understanding and managing ethical behavior in business organizations Journal of Business Ethics Volume 9, Number 3, 233-242 14. Ethical behavior starts at the top By Amy Schurr, Network World April 24, 2007 12:05 AM ET

Leaders: Born and Made Essay

A large amount of research is carried out around ‘are leaders born or made?’ studies have shown that genetics and the environment both play a part in leadership development. However, the relative contribution of each is subject to much scientific debate. For example, intelligence plays a part in leadership development, as does emotional intelligence. Certain personality traits such as self-confidence, dominance and extroversion also play an important role. The family often influences us, as does the national and organisational culture. some individuals may have the potential to lead, but were never given the opportunity. And, some believe they cannot lead, when they could have. However, most leaders would no doubt agree with the words of the American football coach Vince Lombardi who said, â€Å"Contrary to the opinion of many, leaders are not born. Leaders are made, and they are made by effort and hard work.† Vince Lombardi once stated, â€Å"Leaders are made, they are not born. They are made by hard effort, which all of us must pay to achieve any goal that is worthwhile.† For centuries, this has been a debate one that continues into society today. There are many opinions on this topic, but one thing is certain; all leaders are born, effective leaders are made. Every leader must be born with certain characteristics that distinguish them above their peers. One such characteristic is intelligence. Effective leaders aren’t necessarily the smartest people, but they have to be smart enough to do the job they’re assigned. Another trait is the ability to motivate others and themselves to achieve results, and to make decisions. These essential traits, ones that any leader must possess, are the foundation for the making of an effective leader. Not a single leader was ever born with all the necessary skills to be an effective leader. Leadership is an apprentice trade, and most leaders learn more than 80% on the job. To become effective  leaders must do one important thing; take responsibility and seek self-improvement. The most successful leaders seek out training that provides them an opportunity to expand their leadership abilities. Goldsmith and Morgan studied the progress of over 88,000 managers that had attended leadership development training. Those that returned from the training, talked about what they had learned, and did deliberate work to apply their learning were judged as becoming more effective leaders. Those that did not showed no improvement.() This goes to prove that leaders are born, effective leaders are made. Leaders must always continue to grow, and an effective leader makes learning a lifelong activity. Effective leaders continually seek out opportunities that will allow them to develop new skills that may be utilized in other areas. Effective leaders also seek out projects or jobs that draw attention to their leadership skills. Performance alone will not get you to the top in your career. An effective leader makes themselves visible to those that make decisions, promotions, a nd assignments. Leaders become more effective when they seek new skills, and make themselves stand out to higher leaders. Providing yet even more evidence that leaders are born, effective leaders are made. Though there is no true means to tell if leaders are born or made, but there are two things evident. First, all people are born, so in effect all leaders are born. They are born with the foundational traits that leaders must possess. Second, leaders only become effective through experience or when taught the skills to be effective. This tends to lead to the opinion that effective leaders are both born and made. References Bock, W. (2006). Three Star Leadership. Retrieved November 21, 2013, from Official site of Wally Bosch: http://www.threestarleadership.com Gentry, W., Deal, J. J., Stawiski, S., & Ruderman, M. (2012, March). Are Leaders Born or Made? Retrieved November 21, 2013, from Center for Creative Leadership: http://www.ccl.org

Blend Wing Body

The structure design of bended wing body aircraft for commercial airline transport By Yue Sung (Lance) Fung 10/17/2012 Introduction Today many new design aircraft concept use blended wing body theory, one of the biggest challenge of this aircraft is to design a strong and pressurized structure for safe commercial Airline transport. According to V. Mukhopadhyay the structure of Blended-Wing -Body (BWB) flight vehicle has been a one of the major challenging problem for many year. By comparing the fuselage of a conventional aircraft which is a cylinder shape, the stress level of a flatter shoebox shape type BWB fuselage has a higher magnitude ,because the internal pressure causes blending stress of the whole fuselage instead of the stress act on the skin membrane. Due to the primary design of the conventional fuselage structure are focus on membrane stress, a new design and material are needed ,in order to increase the bending moment of inertia without increase the weight requirement while the aircraft is pressurized . Although a whole flowing Blended Wing Body fuselage provide structure weaker and no as pressurize as conventional aircaft, but new designs of the blended wing body aircraft structure can provide satisfying stress, deflection and buckling safety factors, pressurized body during the critical flight and ground loads. There are three articles discussed in this literature review. According to R. H. Liebeck, the BWB structure is separated into two major components: the centerbody and the outer wings. The Y braced box type fuselage design structure concepts was based on a thick stringer outer surface structure, where the stringers are about 5–6 in. deep in order. Then using internal ribs have Y braces where they meet the skin, to reduce the bending moment on the skin created by the internal pressure across the center body and the outer wing. As a result ,the complete center body pressure vessel is  omposed of the upper and lower surface panels, the rounded leading edge the rear main spar, the outer ribs and the internal ribs payload and does not carry wing bending loads therefore the load can equally balanced however the cabin inside of the aircraft is hard to keep pressurized for commercial flight. At the same time , V. Mukhopadhyay has been stated that using the alternative multi bubble structure configuration instead create a whole body structure on a BWB aircraft. The multiple bubbies body can easily apply to the BWB aircraft internal structure, where the center distance between each segment was kept as same as the radius, therefore the outer side and the inner cabin wall junction are facing 120 degree each other, as a result a equal angel geometry given an advantage structure when the membrane stress equilibrium force acting between the cabin wall and the outer shell by balanced by inter cabin wall tensioning, which can keep the inter cabin more pressurized. Comparison to V. Mukhopadhyay , L. U. Hansen, stated that the loading of the structure leads to high bending loads in every part of the cabin can be reduced by structural elements carrying the vertical force components in result the reduce the blending force in the cabin which keep the fuselage pressurized . The solution is to use a strong structural components panel in the membrane which connecting both upper and lower side of the fuselage ,and there are four fuselage surface composite panel configurations were analyzed and optimized for minimum weight, under required internal pressure and estimated compressive loads with both stress and buckling constraints. Although the skin/stringer outer surface structure can apply to the whole structure of the BWB with really strong component against the blend stress , the fuselage surface composite panel also will be a good consideration for strengthen the structure of the outer body of BWB aircraft since it can enlarge the skin stress of the aircraft the keep it more pressurize. Yet the multiple bubbies cylinder configuration can be most effective when it applied to the center body of BWB because of the circulate configuration will reduce the membrane stress and easier to keep the fuselage pressurized than skin/stringer configuration. Discussion R. H. Liebeck method can applied to can applied to the blended wing body aircraft while the Y braces box structure is really sturdy over the upper and lower surface panels, the rounded leading edge the rear main spar, the outer ribs and the internal ribs payload. The design does included carry wing bending loads therefore the load can equally balanced . However the design cabin pressure load is experienced on every fight and fatigue becomes the design conditions. Since the structure is no in a circle it cause the cabin pressure loads are taken in bending, the margin required for aluminum could be forbidden , therefore and advance carbine composite. Other studies said that if the structure are not built by composite material the structure of the BWB will be heavier than the conventional aircraft which in result having less advantage of building BWB aircraft as predicted . Although the Y braces with skin and stringer structure from R. H. Liebeck article will required higher weight without advance composite, L.U. Hansen, stated that the BWB body aircraft outer shell structure can be connect with different type of the . The strong structural components panel can be bonded and connect each other , the different size of the panel and represented the different airfoil surface of the BWB aircraft. When compared to the stringer and the membrane , components panel on every can provide better connecting both upper and lower side of the fuselage also it blend moment can be reduced by structural elements carrying the vertical force. The challege of the design is to hold the panels connection during higher G loading and abnormal maneuver ,and the each panel have to the make it as less tolerance as possible to reduce the induce drag and the turbulence drag from the gap from each panel. To improve the first two solution, the alternative solution state by V. Mukhopadhyay is to use the multiple bubbies fuselage ,during the experiment the multiples cylinder body can remodel the advantage of the pressurized cylinder body of the conventional aircraft. The experimental result shown the design loaded of the cylinder fuselage his the same pressure stress and loading when using the two bubbies and three bubbies structure. When the number bubbies structure increase the pressure loading decreased while the blend moment increase. Although compare to the first two method the blending moment may if the bubbies number increase to three of four , however the design show that the pressurized load of the multiple bubbies construction can provide more pressure load than the skin / string structure and the component panel structure. From the test result of V. Mukhopadhyay article Von-Mises stress of the top surface of the aircraft combined the top and bottom internal cabin pressure. These stresses were well within allowable limits and about 25% lower than the four-bubble design with about 10% increase in unit weight/floor area. Therefore multi-bubble fuselage appear to be significantly better compared to the component panel design and Y brace skin / string structure. As future evidence, NASA build a unmanned BWB aircraft to optimize the structure design due reality flight situation, their structure design was using the multiple bubbles Structure and component panel adding on top and the bottom to prevent the blend moment. The multi-bubble type fuselage which has better stress distribution, for same material and dimension, can be the most effective , further design will be more focus on the combination of the component panel with multiple bubbies fuselage with can reduce the blending force and buckle force while keeping the pressure loading which required for commercial flight.