Value Essay Example | Topics and Well Written Essays - 500 words

Value - Essay Example Secondly, highlighting the excellence of the product or its use or attribute that could be of use to the customer can increase the value of the specific product/service in customers’ perception. Thirdly, by providing the best quality product at reasonable price and by providing greater variety or product differentiation can attract more customers. Innovative products are of great value to marketing activity as they provide more opportunities for advertisement and sales. In relation to this, branding and advertising, marketing can enhance customers’ perceptions related to a specific products of a company and eventually increase their sales. The marketing function can play a central role in identifying customers’ needs and changing preferences; the marketing function can communicate these aspects to the research and development department. The R&D can then design products as per customers’ preferences and also increase variety of products thereby widening th e product lines. . The role of marketing in creating shareholder value is a strategic function and depends upon the operational efficiency of the firm which uses shareholders’ funds.

Religious and Ethnic Groups Essay Example for Free

Religious and Ethnic Groups Essay Buddhism is a religious group as depicted from the world’s history that began in the 6th century BCE, in today’s Northern India. Buddhism was founded by a wealthy man of Indian dysentery called Siddhartha Gautama. Siddhartha Gautama’s main concern was to teach people how to realize great spiritual development. These teachings focus on areas like tradition/customs, beliefs, ethics, meditation and philosophy and making people more enlightened; Buddha means ‘to awaken’. To the religious group boast of a huge following of about 300million across the world including 0. 7 percent of U. S. A’s religious composition based on U. S’s Census Bureau Document (Seager, 2012). Buddhism is a religious group that differs broadly from other groups in America. The difference is eminent in the way they carry out various practice. Some examples are worship, beliefs, culture, doctrines, and in other routine practices. Buddhism, unlike other religious groups, believes in the existence of only one Supreme Being ‘God’. In contrast to most groups, Buddhism spirituality is of personal discipline rather than faith in ‘God’. A lot of differences may be present when attempting to draw a comparison between Buddhism and the other religious groups in America. Buddhists Experience in America Buddhism has received its fair deal of mixed reception from other religious avenue. Some people have good perception and understand their teachings seek to uphold good morals and values. Buddhism also seeks a harmonious co-existence with other people in society even if they are not practicing the same religion. Others have perceived them as having a bizarre view deeming its operation as being mysterious. Buddhism is unique in conducting their routine religious practices and beliefs. Some religious groups have upheld Buddhism, not as a religion but merely a philosophy (Seager, 2012). They have even incorporated some practices like meditation as an art of realization physical and emotional well being as yoga in pursuit of reliving off stress. They have also sorted in some Buddhism cultural element and used them to perfect their own religions. Contribution and Discrimination of Buddhism Historically in American culture Buddhism has contributed adversely in development of America’s culture. Many Buddhists doctrine and daily routine practices are borrowed and used to blend America’s culture. Example of such practice teachings of how people perceive life and attitude, changed Buddhism has mentored Great America’s scientists and philosophers (Seager, 2012). They borrow ideas from Buddhism teachings. Some of the ways in which Buddhism is practiced in America include stress reduction treatment. In addition, famous movies and songs based on Buddhism, such as Seven Years in Tibet, Little Buddha, The Matrix, and Star Wars, has helped the advertisement industry. Another instance is the Master Card commercial that shows an image of Woman Meditating. There is an increasing number of Americans who visit the Buddhist temples and also practice meditation in privacy. Buddhist Fellowship organization is a very large group that promotes peace, environmental advocacy, and conducts homeless and prison outreach. Buddhism has experienced discrimination minimally compared to other religious groups. Discrimination happens within its own religion and culture primarily against Buddhist women. All Buddhist women are ordained to follow laws and disciplines such as bhikkhunis. However, Buddhist nuns have come together to fight for their rights. The source of this prejudice was because the Buddhist nuns have increased in number and they want to eliminate them from the religion. Buddhism has helped me learn about meditation which can be used in reducing stress and as a way of relaxing. Asian Ethnic Group The Asian American comprises of a 5% of the American population (Espiritu, 2011). In the recent years, the Asian ethnic group is considered among the fastest growing group in America. The Americans refer to subgroups such as the Chinese, Filipino, Indians, Koreans, Japanese and Vietnamese. Most Asian Americans were born in America while others have been the immigrants who have settled in America. Asian differs from the other ethnic groups because from history Asians have continued to follow their religions, unlike many other groups. The Asian Americans are known for their diligence, strong family values and their respect for education, authority, and discipline unlike any other ethnic group in America. Asian American Contribution and Discrimination The Asian American has contributed greatly in the formation of American society. These contributions include constructions of railway, joining the military and protecting the Americans. Asians have also contributed in creating internet sites such as youtube and yahoo. The Asians have influenced other areas like fashion, religion, science and culture. For instance, the kung fu culture of the Chinese is greatly employed in Hollywood while creating action movies. Acts of discrimination towards Asian Americans in America are similar to other minority group. This racial discrimination bars the Asian American from participating in politics (Espiritu, 2011). The reason Asian Americans are discriminated against is Americans consider them foreigners. In conclusion, Buddhism is an Asian practice which the Asian have practiced almost all their lives, but this practice came to be known only in recent years. Discrimination of Asian Americans means that their religion, cultures, and practices are discriminated against. Buddhism is different from Asian Ethnic group because Buddhism is a practice done by the Asian communities. Discrimination should never be practiced in America because America is a multicultural society and the majority of people in America are citizens by birth. References Espiritu, Y. L. (2011). Asian American pan ethnicity: Bridging institutions and identities. Philadelphia: Temple University Press. Seager, R. H. (2012). Buddhism in America. New York: Columbia University Press.

Male Carica Crude Solvent Extracts

Male Carica Crude Solvent Extracts Male pawpaw tree have flowers that grow on short stalks (Chin et al., 2001). Carica papaya is a native of the tropics of America, perhaps from Southern Mixico and neighouring central American (Morton, 1987). According to Eno et al. (2000), pawpaw is the fruits, of the plant. Carica papaya belong to the genus carica. Preliminary qualitative and quantitative phytochemical analysis of ethanol and aqueous extracts of C. papaya showed the presence of many phytocompounds. These extracts were found to inhibit these eight test micro-organisms: Staphylococcus aureus, Pseudomonas aeruginosa, Salmonella typhi, Escherichia coli, Aspergillus niger, Penicillium notatum, Fusarium solani and Candida albican.(Okoye, 2011). Proximate analysis of leaves of C. papaya also showed appreciable quantity of ash content, crude protein, crude fat, crude fibre, carbohydrate and high calorific value (Okoye et al., 2011). In this present work, the author intends to study the preliminary pharmaceutical constituent s of crude solvent extracts of flower and stalk of male Carica papaya since little or no work had been done in this area. The aim and objective of this work is to determined the phytocompounds present in flower and stalk of male Carica papaya; to extract the crude solvent extracts of the flower and stalk of male C. papaya and to find out whether the solvent extracts can inhibit the growth of ten pathogenic fungi. Carica papaya is composed of many biological active compounds, many of which are found concentrated in the latex, which is present in parts of the plant (Madrigal et al., 1980). Within Carica papaya plants, the concentration of bio-actives will vary with position of plant, age of plant and cutivar. Also, concentration of bioactive differs between male, hermaphrodite and female plants. Female plants exude more latex than hermaphrodite and male plants. Carica papaya latex is rich in cystein proteinases which are proteolytic enzymes (caricain, chymopapain, papain and glucylendopeptidase) these constitute 80% of latex enxymes. Other enzymes present are glycosyl hydrolases (à ¯Ã‚ Ã‚ ¢-1, 3-glucanases, chitiriases and lyzozynus) protease inhibitors (cystertin and ghtaminylcyclotrunsferces and lipases (Moussaoul et al., 2001). It was reported that intake of two table spoons of pulverized papaya seeds mixed with hot water twice per day is used in the traditional management of diabetes and obesity (Adeneye and Olagunju, 2009). Carica papaya (pawpaw) contains the enzyme papain, a protease used for tendering meat and other proteins (Morton, 1987). The fruits are popu larly used and processed into juice and wine, and also cooked as vegetable (Gragson, 2001). The seeds are medically important in the treatment of sickle cell disease and poisoning related disorder. The lead tea or extract had a reputation as a tumor destroyer agent. The flesh green tea is antiseptic while the brown dried leaves are best served as tonic and blood purifier (Ezugwu, 2008). Due to its antioxidant and fibre content, it is used in treatment of ailments such as chronic indigestion, overweighing, obesity, high blood pressure (Everetta, 2003). Sample Collection and Preparation Flower stalk of male Carica papaya was collected from Adazi-enu in Anaochia Local Government Area of Anambra State, Nigeria. It was dried under air and mild sun-shine, for about three weeks and ground into powders. The ground sample was then kept in a clean polyethylene bottle until needed for analysis. Phytochemical and the extraction of the active components are determined by the methods outlined by Harbon (Harbon, 1973). The antifungal activity of flower and stalk of male C. papaya was determined by agar well diffusion method (Okeke et al., 2001). The zone of inhibition was recorded to the nearest size in mm (Norrel, 1997). After extraction of the active components using three different solvents separately (Ethanol, Water and N-hexane), the solvent extracts were evaporated to dryness at about 67, 98 and 66 °C respectively in a water bath separately. 1, 2, 3, 4 and 5mg of dry ethanolic, n-hexane and water extracts were weighed into five different labeled test tubes differently. T hen 10ml of the corresponding solvents used for extraction was added to the dried extracts to make 0.1,0.2,0.3,0.4 and 0.5mg/ml concentrations of the extracts. The MIC of flower and stalk of male Carica papaya were found out by using 0.1, 0.2, 0.3, 0.4, and 0.5mg/ml of each extract which were added to test tubes containing 1ml of sterile medium. The tubes were then inoculated with a drop of microbial suspension and incubated for 48 hours at 25 °C. Then 0.1, 0.2, 0.3, 0.4, and 0.5mg/ml of amphotericin B (for A. flavus, F. verticilloides, A. parasiticus, F. oxysporum and Fluconazole (for all candida was used for positive control and water for negative control respectively. The MIC value was determined, macroscopically after incubation in comparison with the growth and sterility control. MFC; the plates (petri-dishes) were divided into six different sections and labeled with the different concentration on the base of the plates, these were used to plate out the contents of each tube with the respective sections of the plate. The plates were incubated for 18 24 hours at 37 °C after which the MFC were recorded. Three replicates were done fo r each extract concentration and control against the fungi. Results Tables 1: Qualitative Phytochemical Analysis of Flower and Stalk of Male Carica papaya Class of phytocompound Inference Alkaloid Flavonoid Saponin Tannins Terpenoids Steroids Phenol Cardiac glycosides + + + ++ + + ++ Key: + = present, = absent Table 2: Quantitative Estimates of Phytochemical Constituents of Flower and Stalk of Male Carica papaya Class of phytocompound Inference Alkaloid Flavonoid Saponin Tannins Terpenoids Steroids Phenol Cardiac glycosides 0.53à ¯Ã¢â‚¬Å¡Ã‚ ±0.01 0.86à ¯Ã¢â‚¬Å¡Ã‚ ±0.02 0.37à ¯Ã¢â‚¬Å¡Ã‚ ±0.02 2.60à ¯Ã¢â‚¬Å¡Ã‚ ±0.01 0.21à ¯Ã¢â‚¬Å¡Ã‚ ±0.01 0.08à ¯Ã¢â‚¬Å¡Ã‚ ±0.01 Nil 1.87à ¯Ã¢â‚¬Å¡Ã‚ ±0.02 Table 3: Antifungal activities of crude solvent extracts of flowers and stalk of male Carica papaya Text organisms (fungi) Conc. of extract (mg/ml) Average Diameter (mm) of Inhibition Zone +ve control for all Candida: Fluconazole others: Anaphotericin -ve Control distil Water Distill H2O EtOH N-Hexane Aspergillus niger 0.1 1.9  ± 0.20 NA NA 16.26  ± 0.25 NA 0.2 2.8  ± 0.10 NA NA 19.00  ± 0.10 NA 0.3 3.1  ± 0.02 2.33  ± 0.02 NA 21. 6  ± 0.21 NA 0.4 4.04  ± 0.10 3.21  ± 0.01 NA 23.2  ± 0.28 NA 0.5 5.00  ± 0.02 3.98  ± 0.10 2.41  ± 0.02 24.80  ± 0.01 NA Microsporum gypseum 0.1 NA NA NA 8.00  ± 0.02 NA 0.2 NA NA NA 8.60  ± 0.10 NA 0.3 NA 2-33  ± 0.02. NA 8.60  ± 0.06 NA 0.4 2.61 ± 0.01 3.21  ± 0.01 NA 9.98  ± 0.22 NA 0.5 3.22  ± 0.01 3.89  ± 0.10 NA 10.40  ± 0.01 NA Candida albican 0.1 2.40 ± 0.01 7.5  ± 0.02 2.00  ± 0.01 30.08  ± 0.02 NA 0.2 2.63 ± 0.01 8.2  ± 0.01 2.88  ± 0.02 33.20  ± 0.02 NA 0.3 3.91 ± 0.02 9.00  ± 0.03 3.12 ± 0.01 35.80  ± 0.10 NA 0.4 4.62 ± 0.02 9.97  ± 0.01 3. 92  ± 0.01 37.00  ± 0.03 NA 0.5 4.88  ± 0.10 11. 00  ± 0.02 4.17  ± 0.02 30.28  ± 0.17 Aspergillus flavus 0.1 1.21 ± 0.01 2.80  ± 0.20 NA 17.80  ± 0.10 NA 0.2 1.90  ± 0.10 3.65  ±0.10 NA 21. 00  ± 0.20 NA 0.3 2.40  ± 0.20 4.00  ± 0.02 NA 23.23  ± 0.10 NA 0.4 2.86  ± 0.01 4.86  ± 0.01 NA 25.00  ± 0.05 NA 0.5 3.16  ± 0.30 5.37  ± 0.20 NA 28.4  ± 0.10 NA Fusarium Verticilloides 0.1 NA NA NA 7.00  ± 0.30 NA 0.2 NA NA NA 7.90  ± 0.02 NA 0.3 NA NA NA 9.00  ± 0.30 NA 0.4 NA NA NA 9.58  ± 0.01 NA 0.5 NA NA NA 10.22 ± 0.07 NA Aspergillus parasiticus 0.1 1.38  ± 0.02 NA 3.73 ± 0.01 23. 80  ± 0.2 NA 0.2 2.06  ± 0.01 NA 4.02  ± 0.30 24.00  ± 0.10 NA 0.3 2.97  ± 0.02 NA 4.08  ± 0.20 25.61  ± 0.50 NA 0.4 3.30  ± 0.02 NA 4.60  ± 0.01 26. 00  ± 0.20 NA 0.5 3.88 ± 0.01 NA 4.88  ± 0.02 27.20  ± 0.10 NA Fusarium oxysporum 0.1 NA NA NA 18.37  ± 0.40 NA 0.2 NA NA NA 20.00  ± 0.20 NA 0.3 NA NA NA 21.56  ± 0.10 NA 0.4 NA NA NA 22.26  ± 0.10 NA 0.5 NA NA NA 24.00  ± 0.01 NA Candida glabrata 0.1 1. 35  ± 0.01 2. 60  ± 0.01 4. 30  ± 0.01 22.00  ± 0.01 N a 0.2 2.29  ± 0.03 4.31  ± 0.03 2. 10  ± 0.02 24.1 8  ± 0.20 NA 0.3 2 .96  ± 0.02 5.65  ± 0.01 2.80  ± 0.03 26.00  ± 0.02 NA 0.4 3. 12  ± 0.03 7. 04  ± 0.01 3. 20  ± 0.02 27.86  ± 0.30 NA 0.5 3. 84  ± 0.01 8. 52  ± 0.02 3. 90  ± 0.01 29.00  ± 0.10 NA Candida parasilosis ticum 0.1 3.80  ± 0.02 4.20  ± 0.02 2.02  ± 0.01 23.00  ± 0.10 NA 0.2 4.22  ± 0.02 4.86  ± 0.01 2.23  ± 0.02 23.86 ± 0.20 NA 0.3 4.92  ± 0.01 5.12  ± 0.02 2.77  ± 0.01 24.12  ± 0.02 NA 0.4 5.28  ± 0.02 5.66  ± 0.01 3. 12  ± 0.04 26.00  ± 0.10 NA 0.5 5. 88  ± 0.01 5.91  ± 0.01 3.93  ± 0.01 27.88  ± 0.30 NA Candida tropicalis 0.1 3.48  ± 0.20 NA 0.10  ± 0.02 2 1.00  ± 0.20 NA 0.2 4.01  ± 0.01 NA 2.1 5  ± 0.02 2 1.95  ± 0.10 NA 0.3 4.69  ± 0.02 3.66  ± 0.02 2.54  ± 0.01 23.00  ± 0.10 NA 0.4 5.20  ± 0.01 5.00 ± 0.03 3.23  ± 0.20 23.86  ± 0.02 NA 0.5 5.87  ± 0.01 6.91 ± 0.01 3. 87  ± 0.04 25.00  ± 0.03 NA Tables 4: Minimum Inhibitory Concentration (MIC) Minimum inhibitory concentration (mg/ml) Test organisms (Fungi) Water extract (MIC) Ethanol extract (MIC) Hexane extract (MIC) Aspergillus niger 0.05 ± 0.01 0.25 ± 0.01 0.45 à ¯Ã¢â‚¬Å¡Ã‚ ± 0.01 Microsporum gypseum 0.35 ± 0.02 0.25 ± 0.03 NI Candida albican 0.05 ± 0.02 0.05 ± 0.01 0.05 à ¯Ã¢â‚¬Å¡Ã‚ ± 0.01 Aspergillus flavus 0.05 ± 0.02 0.05 ± 0.01 NI Fusarium verticilloides NI NI NI Aspergillus parasiticus  ± 0.01 NI 0.05  ± 0.01 Fusarium oxysporum NI NI NI Candida glabrata 0.05 ± 0.01  ± 0.01 0.05  ± 0.01 Candida parasilosis 0.05  ± 0.01 0.05  ± 0.01 0.05  ± 0.01 Candida tropicalis 0.05  ± 0.01 0.25  ± 0.01 0.05  ± 0.01 NI: No Inhibition Tables 5: Minimum fungicidal Concentration (MFC) of Ten Fungi Minimum fungicidal concentration (mg/ml) Test organisms (Fungi) Water extract (MFC) Ethanol extract (MFC) N-Hexane extract (MFC) Aspergillus niger 0.04 ±0.01 0.15 ±0.03 0.23 ±0.02 Microsporum gypseum 0.30 ±0.01 0.25 ±0.01 NI Candida albican 0.02 ±0.01 0.02 ±0.01 0.02 ±0.02 Aspergilus flavus 0.05 ±0.01 0.05 ±0.02 NI Fusarium verticilloides NI NI NI Asperigillus parasiticus 0.05 ±0.01 NI 0.03 ±0.01 Fusarium oxysporum NI NI NI Candida glabrata 0.05 ±0.03 0.03 ±0.01 0.02 ±0.01 Candida parasilosis 0.05 ±0.01 0.03 ±0.01 0.05 ±0.02 Candida tropicalis 0.03 ±0.01 0.05 ±0.01 0.05 ±0.01 Key: NI: No Inhibition Discussion Table 1 and 2 showed both qualitative and quantitative estimate of phytocompounds present in the flower and stalk of male Carica papaya. The phytochemical constituents of the flower and stalk are as follows: alkaloids 0.53  ± 0.01%, floaonoid 0.08  ± 0.02% saponins 0.37  ± 0.02% tannins 2.06  ± 0.01%, terpenoid 0.02  ± 0.01%, steroids 0.08  ± 0.01, phenol nil, cardiac glycoside 1.87  ± 0.02%. The flower and stalk of male Carica papaya contain an appreciable quantity of alkaloids. It could be used to remedy some diseases, depending on the type of alkaloids it contains. The presence of alkaloids signified the possession of medicinal values within the flower and stalk. Pure isolated alkaloids are used as basic medicinal agents and fungicidal properties. The presence of steroids in the sample indicates that it could be used to decrease the presence of cholesterol in the bloodstream. Saponins have been used in the treatment of cardiovascular disorders, they facilitate and ea se the process of digestion and encourage the growth of beneficial bacteria within the intestine. Saponins also contribute to health and efficiency of the immune system by binding to germs and other pathogens as they enter the body. In this sense they function as natural anti-bodies. They are found to be antimicrobial and are particularly effective when used to treat yeast a infections. The presence of cardiac glycosides in the flower and stalk of male Carica papaya indicates that it could be used, in the treatment of congestive heart failure and cardiac arrhythmia. Table 3 portrayed the result of antifungal activities of three solvent extracts of the flower and stalk of male Carica papaya on ten micro-organisms (fungi) investigated in this work. They are: A. niger, M. gyspseum, C. albican, A. flavus, F. verticilloides, A. paraciticus, F. oxysporum, C. glabrata, C parasilosis and C. tropicalis. Five different concentrations of aqueous, ethanolic, and normal hexane extracts were used. At 0.1-0.5mg/ml concentration, aqueous extract showed some inhibitory effect on eight out of the ten test fungi. The fungi are; A niger, M. gypseum, C. albican, A flavus, C. parasilosis, A. parasiticus, C. glabrata and C. tropicalis. No action was recorded on the two remaining test fungi: F. verticilloides and F. oxysporum. At 0.1-0.2mg/ml concentration, ethanol extract shows some inhibitory effect on seven out of the ten test fungi. These are: A, niger, M. gypseum, C. albican, A. flavus, C. glabrata, C. parasilosis and C. tropicalis. At 0.1-0.2mg/ml, ethanolic extr act shows no action against three fungi. These are; F. verticilloides, A. parasiticus, and F. oxysporum. At 0.1-0.5mg/ml, n-hexane extract indicated some inhibitory effect on six out of the ten test fungi. These are: A, niger, C. albican, A. parasiticus, C. glabrata, C. parasilosis and C. tropicalis. It had no action on four fungi. These are: M. gypseum, A. flavus, F. verticilloides and F. oxysporum.. Table 3 also showed the commercial drugs used as positive and negative control. Positive control using two different antibiotics specifically showed remarkable inhibitory effects on the ten test fungi while the negative control showed no action against the ten test fungi. Table 4 showed the results of the minimum inhibitory concentration (MIC) of the aqueous, ethanolic and n-hexane extracts of flower and stalk of male Carica papaya on the ten test fungi. The least MIC of the aqueous extract 0.05  ± 0.01mg/ml was shown on five test fungi: These are A. niger, A. parasiticus, C. glabrata, C. parasilosis and C. tropicalis. MIC of the ethanolic extract 0.05  ± 0.0lmg/ml was shown on four test fungi. These are, C. albican, A. flavus, C. glabrata, and C. parasilosis. MIC of the n-hexane extract 0.05  ± 0.0lmg/ml was shown on five test fungi. These are: C. albican, A. parasiticus, C. glabrata, C. parasilosis and C. tropicalis. Table 5 showed the result of minimum fungicidal concentration (MFC) of the aqueous, ethanolic and n-hexane extract of flower and stalk of male Carica papaya on ten test fungi. For aqueous extract, the least MFC 0.2  ± 0.01mg/ml was shown on one test fungi,Candida albican. For ethanolic extract, the MFC 0.02  ± 0.0lmg/ml was shown on one test fungi Candida albican. For n-hexane extract the least MFC 0.02  ± 0.01mg/rnl was shown on one test fungi: Candida glabrata. Conclusion The analytical investigation showed that, the crude solvent extracts of flower and stalk of male Carica papaya have antigfungal effect on these microorganisms; Aspergillus niger, Microsporum gypseum Candida albican, Aspergillus flavus, Aspergillus parasiticus, Candida glabrata, Candida parasilosis and Candida tropicalis. This implies that crude solvent extracts of flower and stalk of male Carica papaya can be used to cure the diseases caused by the above mentioned microorganisms. Bioactive ingredients responsible for the antimicrobial properties of the flower and stalk of male C. papaya should be elucidated.         Ã‚   Male C. papaya Plant Flower and Stalk of male Carica papaya References 1.Okoye, E.I., Orakwue, F.C. and Ebeledike, A.O. (2011).Nutritive Evaluation of Seeds of Gongronema latifolium (utazi) and leaves of Carica papaya.Anachem Journal, Vol. 5(1): pp. 985 988. ISSN: 2006-5221. 2.Okoye, E.I. (2011). Preliminary Phytochemical Analysis and Antimicrobial Activity of Seeds of Carica papaya. Journal of Basic Physical Research, Vol. 2, No. 1, Pp. 66 69. ISSN: 2141- 8411. 3.Okeke M.I., Iroegbu C.U., Eze. E.N., Okoli A.S and Esimone C.O. (2001): Evaluation of extracts of the root of Landolphia owerrience for antimicrobial activity. J. Ethnopharmacol, 78:119-127. 4.Norrel S.A and Messley K.E. (1997) Microbiology Application. Prentice Hall Upper saddles River. New Jersey, pp: 85-90. 5.Harbon J.B. (1973): Phytochemical methods, A guide to modern techniquies of palnt analysis 2nd edition Chapman and Hall, London, pp 1-32,36. 6.Eno A.E., Owo O.I., Itam E.H.and R.S. Konya (2000): Blood pressure depression by the fruit juice of C. papaya (L) in renal and DOCA induced hypertension in the rat. Journal of phytotherapy research, Vol. 9, No. 4, pp.235-239. 7.Moussaoul A., Nijs M., Paul C., Wingtjens R.,Vencent J., Azarkan M., Looze Y. (2001): Revising the enzymes stored in the laticfiers of C. papaya in the context of their possible participation in the plant defence mechanism. Cellular and molecular life science. Vol. 58,pp. 556-570. 8.Morton J.F.(1987): Major medicinal plants, C.C. Thomas, Spring field, Illinois, USA, pp. 346- 346. Retrieved 23rd May, 2015. 9.Adeneye A. and Olagunju J, (2009): Preliminary hypoglycemic and hypolopideimic activities of the aqueous seed extract of Carica papaya lin, in wister rats, Biology and medicine,pp.1-10. 10.Everetta B.M., (2003): Carpaine an Alkaloid of Carica papaya, Journal of Chemistry and Pharmac

Essay --

Throughout history there has been a vast development of organisation which has led us to today’s modern factory systems. Machinery and the Industrial Revolution in the 19th century obviously play a vital role in these changes however before we can analyse how they have influenced the system greatly; we have to understand how the organisations came about in the first place and how they have changed in order to have created the demand for machinery and therefore the industrial revolution. There has been much debate over what prompted development and change. Marglin (1974) states that it wasn’t the new machinery and industrial revolution that prompted change it was in fact, the control and new efficiency from the old organisation systems to the more modern factory system that created the demand. He questions whether work organization is determined by society or technology and asks whether hierarchical authority is really necessary for high levels of production (Marglin 197 4 p19). However others disagreed and it is still an ongoing debate eg. David Landes (1969) argues that the symbol of revolution was a combination of technological and cultural factors. The transformation from early organisations such as workshops, guilds, cooperatives and the ‘putting out system’ to the rise of the factory system brings us closer to today’s organisation. In the early organisations in workshops there was scope for embezzlement, a poor allocation of resources and traditional hierarchies were very common. The putting-out system was a simple, decentralized method of producing manufactured goods and it had been in use for a few centuries by the time it grew in importance during the mid-18th Century. The system was based upon the idea of a central auth... ...age in the development of the organisation had been established, we can focus on the most relevant driving force that led us to modern factory systems. It was in fact Weber who brought in the idea of bureaucracy and this is what has led factories to be more like modern organisations due to more hierarchical control and maximum efficiency. The industrial sector is constantly evolving and this can be seen during the 19th Century when the main driving force was leaning more towards improvements in machinery and technology. This changed during the 20th Century when bureaucracy, hierarchy and control had more influence. Industry will continue to evolve and refine itself due to demand for higher efficiency and productivity. With the ever changing business environment and constant technological advances, it is hard to predict what may influence manufacturing systems next. Essay -- Throughout history there has been a vast development of organisation which has led us to today’s modern factory systems. Machinery and the Industrial Revolution in the 19th century obviously play a vital role in these changes however before we can analyse how they have influenced the system greatly; we have to understand how the organisations came about in the first place and how they have changed in order to have created the demand for machinery and therefore the industrial revolution. There has been much debate over what prompted development and change. Marglin (1974) states that it wasn’t the new machinery and industrial revolution that prompted change it was in fact, the control and new efficiency from the old organisation systems to the more modern factory system that created the demand. He questions whether work organization is determined by society or technology and asks whether hierarchical authority is really necessary for high levels of production (Marglin 197 4 p19). However others disagreed and it is still an ongoing debate eg. David Landes (1969) argues that the symbol of revolution was a combination of technological and cultural factors. The transformation from early organisations such as workshops, guilds, cooperatives and the ‘putting out system’ to the rise of the factory system brings us closer to today’s organisation. In the early organisations in workshops there was scope for embezzlement, a poor allocation of resources and traditional hierarchies were very common. The putting-out system was a simple, decentralized method of producing manufactured goods and it had been in use for a few centuries by the time it grew in importance during the mid-18th Century. The system was based upon the idea of a central auth... ...age in the development of the organisation had been established, we can focus on the most relevant driving force that led us to modern factory systems. It was in fact Weber who brought in the idea of bureaucracy and this is what has led factories to be more like modern organisations due to more hierarchical control and maximum efficiency. The industrial sector is constantly evolving and this can be seen during the 19th Century when the main driving force was leaning more towards improvements in machinery and technology. This changed during the 20th Century when bureaucracy, hierarchy and control had more influence. Industry will continue to evolve and refine itself due to demand for higher efficiency and productivity. With the ever changing business environment and constant technological advances, it is hard to predict what may influence manufacturing systems next.

The Call Centre and Tengo Ltd.

TABLE OF CONTENT INTRODUCTION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 03 POOR CUSTOMER QUALITY†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 03 HIGH LABOR TURNOVER IN THE CALL CENTRE†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 04 REMEDY â€Å"TURNOVER†Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 05 IS TURNOVER LIKELY TO BE UNIVERSALLY DYSFUNCTIONAL?†¦ 06 CONCLUSION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 07 RECOMMENDATIONS†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 08 REFERENCES†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 12 INTRODUCTION: The main objective that focus on this report is to analysis the â€Å"employee perspective issues† that are mainly concerning and involving the employees who are contribute to the poor services quality of the Tengo Ltd.The report is mainly focusing some key areas that are including some key suggestions and it may be overcome the direct and indirect difficulties that effect employees on their job. Using organizational theories and analyzing the employee’s attitude to justify the information that they provides and forecast some solution as well as recommendations moreover the whole report is mainly based on employee job satisfaction and dissatisfaction, absenteeism and lacks of involvement with job, turnover of the employees which HR strategies are expected to improve relations of employees.The main objectives that focus on this report, how Tengo Ltd can improving their work environment moreover to reduce employees dissatisfaction which get better work performance in the organization. .At the end of the report, there are some detailed recommendations with possible solution will include. The recommendation mainly based on how Tengo Ltd can deal with the upcoming challenges. POOR CUSTOMER QUALITY: In actual fact, Tengo’s poor customer quality can be endorsed the problems of people and the whole process.The new computerized system which required standardizing customer service, develop the management capability to monitor the service quality of Tengo and accelerate the response times is not provide the desired result. Also customer dissatisfaction indicates that the quality of service is not appears a function of workplace technology. The resolution of the poor customer service is supplementary promi sing to arrange in the organization of work. The main impact comes from the restructuring process and in particular way the inflexible severance between units and the awareness of workers in exact areas of customer service.This process mainly removed the job rotation which is expected to show the approach to develop equal advantages of service quality and job satisfaction. High turnover rate in the customer complaints department mainly indicates a lack of essential job satisfaction in the workplace. However this fact is directly related with the employee’s attitudes towards their job. In addition, the growing labor turnover rate at Tengo’s is indicating unconstructive impacts on service quality as well as the new trained workers are replaced with skilled employees.The restructuring process and the job loss are mainly liable to have employee confidence and moral that might be measured to represent the abuse of psychosomatic agreement with a consequent impact on the expr ession of flexible behavior. HIGH LABOR TURNOVER IN THE CALL CENTRE: For analyzing the labor turnover two themes are included at the beginning stage. Firstly the nature of call centre work and the second theme is the work and management at Tengo Ltd. Thaler and Carter (1999) said that, the use of call centre and development criteria are to handle different characteristics of customer relationship management maintains to grow quickly.Mainly the call centre provides both customer service and opportunities of sales to the public. The main considerable issue whether the call centre works is naturally dissatisfying and the lack of diplomacy (means lack of control) and the management performances are liable to be connected with poor employee relation. Slater (1999) noted that, the call centre employees get very little respect from their superior. For that reason they felt more stress. To analyze the Tengo Ltd it has been clearly view that the employees are not satisfied with their work.Fo r the reason of restructuring employees are always stressful and their service quality fall down. The restructuring process mainly detached the job rotation which is the key area to develop the employee ability and get equal advantages of service quality as well as job satisfaction. Frenkel et al. (1999) describe that, the great job satisfaction is being connected by the end appearance of the work. This categorization can be useful where complaint management, for illustration, is expected to stick to the previous, even as the technical help is being possible to be related with concluding.In addition the beginning of differentiation and the task spelization between units can also be talk about comparative to low satisfaction, required multiplicity and boredom as achievable â€Å"push† factors. The additional issue apprehensions terms and conditions of worker at Tengo and it seems that better Tengo and call centre’s (other than pay) existing at other close by call center s. The restructuring and content of morale is too likely to be important. Tengo’s payment method is higher than others call centre. However the work environment is not friendly that’s why employees are discouraged and dissatisfied with their job.The less favorable facilitates includes work longer shift comparing nearby call center’s employees, employees are received few holidays and very few opportunity for training and development. Only payment is not the key criteria to satisfied organization’s employees. The consent meaning of Granny, Smith and Stone (1992) the job satisfaction is an sentimental (called emotional) effect to one’s job, consequential from the present evaluation of real outcomes with individuals that are desired (deserved, expected and so on). REMEDY TURNOVER:For the proper understanding on labor turnover the organization’s management needs to find out some key criteria that are mainly relevant to understand properly for the reason of turnover. The reason of turnover is not always showing the bad things happen in the organization. However, the perspective of business analysis turnover is not bringing good things for the organization in most of the time. The criteria that management needs to address: 1. Who/who is not leaving the organization? 2. Why they are leaving/ staying in the organization? 3.Where are the leavers departing to work (if somewhere)? To analyze this case study, many reasons that happens to leave the workplace at Tengo Ltd. According to this report several criteria can be found why employees are leaving their workplace. Employees are dissatisfied about their job Impact of restructuring for that reason job rotation is being removed Work environment is not friendly Work in longer shifts and getting fewer holidays Lack of training and development Rigid workplace Job redesigns that why some employees lost their job. Less employee priorityReduce training and development cost that’s why it’s not effectives Lack of promotion The problem arises when restructuring process starts and the new job design implement by the organization. There are mainly three units in this restructuring process level 1, level 2 and level 3. But the main facilitates goes to the level 3 employees who deal the technical work. That affects employee’s moral and turnover increase. On the other hand, before restructuring the employees can moved other departments if they want and this process they cannot felt boring and they got the trained to take on a multiplicity of roles.However, after the restructuring process the customer service director divided the employee’s responsibility of every department and give restriction for going other departments to improve the employees. Even though, this process cannot work properly and after two months, 25 percent of new recruits employees left the job. Kemery et al. (1985) said that, most of the stressful jobs are directly connected to intention to leave the organization. In that case, the management needs to identify with the dynamic of labor turnover and to recognize outline of turnover that might contain a negative result on the employee performance.For doing this work organization obtain immediate approach and search for the categorization of former or present patterns of turnover during exit interviews and analysis of turnover data. Besides such an approach, the organizational management might too be proactive in looking for the identification and address the interior drovers of turnover throughout attitude survey of employee and appropriate responses to â€Å"head-off† any probable problems. IS TURNOVER LIKELY TO BE UNIVERSALLY DYSFUNCTIONAL?Constantly the turnover is visibly affecting the customer service quality at Tengo Ltd. However some turnover is expected to be functional somewhere it directs to the failure of poor performance or individuals inappropriate to the work place. Although this sit uation become visible to be the case in the complaints unit where after passing a short time the new recruits are leaving from the organization. Although this turnover emerge to specify a collapse in employee training and selection. Fried et al. (2008) describe a remarkable step.They analyze and found that the role anxiety was directly connected to the individuals work performance during the job satisfaction and was ultimately connected to job performance during tendency to leave. The process of recruitment and selection criteria is not working appropriately in the Tengo Ltd. However Tengo’s Payment method is higher comparing others call centre even it is creating problem when management decide to reduce the training and development cost as lower as possible. The new recruit’s workers are not getting proper training from the organization.Even though the newly recruits employees are working with the present experienced employees. The gap is too high between newly recrui ts and experienced employees since the newly recruits employees are not well trained. For the reason of job redesign process 25 percent of new recruit’s employees ware being leave there job within two months. Wilton (2010) described that, the majority of employee turnover can be measured dysfunctional for the multiplicity of reasons and the reasons are failure of knowledge/skill, worse return on speculation in HRD, indicative of wider worker relations problems.CONCLUSION: Here the solution would appear to be relevant whether the Tengo’s management was looking for poor service quality as well as high labor turnover. The possible scheme might be contain the reintroduction of several job rotation and connected with cross-training program, enhanced the effective selection and recruitments processes to ensure pragmatic job preview, more emphasize for training and development program moreover present benchmarking implementation by focusing terms and conditions of employ rela tion to that of opponent. RECOMMENDATIONS:After analyzing this case study and current situation of Tengo Ltd, following criteria would be focus for recommended to the managers of this call centres. Determining the job satisfaction in the course of evaluation: Tengo’s HR manager must assess the overall job satisfaction of the employees moreover why employees are not satisfied when they got the high payment comparing others call centre. In addition the job satisfaction is very sensitive issue which is mainly consequential from the evaluation of jobs based on several assured features.However the evaluation procedure might be included following criteria: 1. Survey research: HR manager at Tengo Ltd should accomplish survey research among all the employees who works in Tengo Ltd to verify the job satisfaction level. The survey has been taken by two ways that are verbal and written process moreover the written process is more effective comparing to the verbal process. In addition th e written survey process is more realistic, reliable, cost effective and more accurate.On this written survey research process the question for the employees might be â€Å"what issue/issues is/are mainly the big reason for employee job dissatisfaction? † 2. Rating method: moreover another way to measure the employee’s job satisfaction is the rating method. The rating method mainly includes two ways measuring criteria. Single global technique and summation score technique. However the global rating method is mainly based on the single question technique that is judging all the characteristic of job satisfaction and how much satisfied the employees about their job as well.In addition, the summations score technique measures all the aspects of job and ask the questions for employees that includes the entire characteristic of jobs and determine each and every job feature separately. To measure the job satisfaction at Tengo Ltd, the summation score technique is more effect ive rather than global rating method. Enhance to use the summation technique the managers would be able to measure every characteristics individually moreover that includes supervision, recent pay scale, effective relationship with co workers, nature of work environment.Adding up the company would be use a rating scale that mainly called liker scale moreover it includes 1 to 5 consequent points. The rating scale might be related to â€Å"highly dissatisfied and highly satisfied†. However this process is very easy for employees since employees would be able to circle the best suitable number for all characteristic and at last all score would be calculate for getting the appropriate result. Performance evaluation: performance evaluation is another criterion that HR manager must practice during Tengo’s development process.Under this evaluation program managers have to set up several development processes that are implement for access to every employees in this organizatio n. Furthermore, the call centres advisors should be expectant to generate their individual’s personal development plans, for that reason being they might be develop as well as monitor their individual performance. Learning as well as training: training program creating employees more effectives. Tengo must provide the training program for their employees to achieve organizational goals and improving their work quality as well.The first task is to identify the training needs for the organization and this responsibility goes to the HR managers. In addition managers can use training needs analysis process that helps to identify what types of training are recommended for the organization. Moreover this process might be completed during a formal training survey that accomplishes all employees in Tengo’s. 1. On the job training: on the job training is more effective. The long service employees might be locating as advisor and to train the recent and newly recruits employees. This process is very helpful to know how to perform better in organization. 2. Team meetings: team meeting is another way to determine employees mind about their work related issue moreover it helps to increase the employee relationship with top management. Tengo’s HR manager should arrange team meeting with employees. They can set up an idea that relates every week team meeting with every employee to find their perspective about job. Moreover it increases the workers productiveness and get better co relationship. 3.In-house course: in-house training program is another term to increase employee’s better performance. Under this program HR manager can accomplish a sessions for organization’s employees in a classroom environment. manager can provide some useful learning materials that includes lecture, open discussions about their work related issue etc. 4. Stimulation: stimulation process can determine the organizational needs. Moreover it mainly focuses what type s of work organization wants from their employees. Furthermore this process is very useful to connect employees with organizational work environment and culture. 5.Seminars: organization can arrange seminar to touch employees mind and build up better relationship. In every month Tengo’s manager can arrange a seminar and briefing them to hit the targets very quickly moreover this is the best way to giving employees feedback that might be very useful to get better performance from employees. Joint consultation of employee relation: employees and top management relationship is improving employees productivity as well as organization’s requirement. Manager can establish joint consultation process to improve employee’s performance as well as fulfil the organization’s demand.Rewarding employees based on performance: to give reward and to get feedback is the best way to encouraging employees performance. The effective reward management should include following c riteria: 1. Monetary pay: monetary pay is the best way to motivate employees. Up to that time the payment criteria at Tengo was based on total time spent in organization, job evaluation grade and hierarchical ranking. However direct monetary pay method is an effective approach which certifies that organizational workers are paid according to their involvement with organization. . Non monetary benefits: this is basically a non-financial reward. This process cans reinforcement employees to emphasize on better performance moreover it also motivates organizational employees. However managers at Tengo Ltd should appear at wide-ranging benefits that are given to employees in other organization. Tengo Ltd can introduce some non-financial benefits like transport service, medical care, life insurance, prize bond etc. 3. Contingency pay method: this method includes some extra pay in agreement with the fundamental pay structure.In some cases basic pay is not enough for employee’s life s urviving factors. For that reason some extra pay like contingency pay helps to motivate employees to better performance in organization. Tengo’s manager must introduce this method to motivate employees. Communication with employees: communication process is well connected with employee’s performance. To get the better performance form employees, the implementation of communication process is very important. The main objectives of this process is to get know employees feedback as well as employee engagement with work. REFERENCES:Fried, Yitzhak, Shirom, A. & Gilbon, S. and Cooper, G (2008), The Medating Effects of Job Satisfaction and Propensity to Leave on Role Stress-Job Performance Relationships: Combining Meta-Analysis and Structural Equation Modeling. International Journal of stress Management, 15, 305-328 Granny, C. Smith, P. and Stone, E. (1992), job satisfaction: advances in research and application, Lexington, MA: Lexington Books. Hemphill, T. A. (2005), US Offs hore Outsourcing of R&D: Accomodating Firm and National Competativeness Perspectives. Innovation: Management, Policy & Practice, 7, 351-356Kemery, E. Bedeian, A. Mossholder, K. and Touliatos, J. (1985), Outcomes od Role Stress: A Multisampling Constructive Replication, Academy of Management Journal, 28, 63-75 Lind, S. and Otte, F. (1994), Management Style, Mediating Variables and Stress Among HRD Professionals. Human Resource Development Quarterly, 5, 301-316 Slater D. Holding Patterns: Call Centers can be Poked and Prodded to Provide Maximum Efficiency. But Will it Cost You Your Costomers? CIO, 1999: 12: 54-61 Thaler-Carter RE. Why Sit and Answer the Phone all Day? HR Magazine-1999: 44:98-104

14 Descriptive Essay Topics on the Enneagram Personality Types

14 Descriptive Essay Topics on the Enneagram Personality Types If you are tasked with crafting a descriptive essay on the Enneagram, it is important that you include many different facts to substantiate your thesis and your claims. That being said, below you will find a handful of useful facts that can help you present a comprehensive understanding of what the Enneagram is and how it can be used: The Enneagram functions as a gateway to understanding oneself and better understanding others. The Enneagram also describes the structure of nine distinct personalities so as to better understand those around you and integrate them. The name stems from two Greek words â€Å"ennea† which means â€Å"nine† and â€Å"grammos† which is a written symbol. The Enneagram symbol is a nine-pointed figure which represents the nine strategies for relating to yourself, to those around you, and to the world. With the Enneagram there are three centers of intelligence. The first is the head, the second is the heart, and the third is the body. Each person has all three but individual personality types result in one of the three being stronger than the others, functioning as the leader among them. Understanding your primary center and that of others allows you to develop your personal potential by overcoming blind spots. Those whose body type is the strongest center of intelligence use their instinctual center. They lead with gut-feelings, use their body for movement, are aware of their senses, and focus on social belonging and personal security. The focus for this type is controlling oneself and one’s environment, and taking action in a practical fashion. There are three personality types which fit into this category. The first is number 8: the protector. The second is number 9: the mediator. The third is number 1: the perfectionist. Those whose heart is the strongest center of intelligence use their emotional center primarily. They emphasize negative and positive feelings through the heart, they are devoted, have a lot of empathy and concern for other people, and they have a lot of romance inside of them. People with this personality type focus on relationships and success and in both things they perform up to expectations of others and of their career. There are three personality types which fit into this category. The first is number 2: the giver. The second is number 3: the performer. And the third is number 4: the romantic. Those whose heads are the strongest center of intelligence use their ideas, their perception, and their rational thinking as the leaders in their personality. People with this center of intelligence emphasize the need to have all of the facts before acting and they focus on cultivating certainty and safety. There are three personality types which fit into this category. The first is number 5: the observer. The second is number 6: the loyal skeptic. And the third is number 7: the epicure. The Protector is personality type 8 and this person will assume leadership roles wherever they are and regularly take charge of situations. They are intense people whose energy can intimidate others. They are also keen on doing things their way, making them impatient with regulations or rules. They have a high priority for justice and fairness in their life which is why they fight back if they feel wronged. For people with this personality type, the experience of weakness or vulnerability will only encourage attacks from those around them. This personality type can capitalize well on their strength and mild aggression, but if misapplied these two traits will cause problems. This personality type will boast power, generosity, and enthusiasm but they have problems with anger and excessive domination. They speak assertively but become bossy if things go wrong. Personality type 9 is the mediator and they share common problems with momentum. People with this personality type have issues with setting priorities and often find it challenging to shift their attention to the things which are most important. They are great mediators for other people though and naturally seek out harmony in the environment around them. They are well balanced and accepting but they also avoid conflict and are ambivalent. Personality type 1 is the perfectionist and they emphasize self-control and integrity. They always correct the things that are wrong and are well known for their common sense, their dependability, and their honesty. They are so responsible that they might resent those around them who are not as responsible as they are. They are often critical not just of others but of themselves. They work hard to be right all the time and are often in the role of a social reformer. They are improvement-oriented but have problems being resentful and overly critical. Personality type 2 is the giver and this person can easily make connections to others and empathize with their feelings and needs. They support others well and can bring out the potential in those around them but they also want to be liked and accepted by others so much that they change who they are to gain this approval. Twos absorb things from those around them and in this, must be cautious not to absorb too much and to set personal boundaries. Personality type 3 is the performer. This personality type is highly adaptable and will work hard to ensure their goals are completed. They are active and always on the go which makes it hard to slow down. They are highly concerned with their image and they concentrate heavily on receiving material rewards or external praise, something which can result in them losing contact with their true self. Personality type 4 is the romantic. This person regularly feels that something is missing and they are envious of others. They want depth in their relationships and express their emotions through poetry, dance, or music. They are passionate, but can often become over-emotional. They need lots of time by themselves and often struggle to balance their capacity for happiness with their sadness. Personality type 5 is the observer. This person is generally a scholar or a technical expert with a keen analytical skill or perception. They focus on the accumulation of knowledge and value privacy and personal autonomy. They can detach from those around them easily, but this cultivates loneliness. They are intellectually brilliant but struggle with feelings. Personality type 6 is the loyal skeptic who guards the safety of the family or group. They anticipate problems and have answers on the back burner. They use their intellect to figure out whether people are hostile or friendly. They are cautious and often worry. They also remain loyal and courageous once they have determined people to be good. Personality type 7 is the epicure who is a thinker and mover with an optimistic attitude to all life activities. These people maintain an interest in multiple subjects and they prefer to keep their options open. They do not focus on approval from others but on having fun. The facts speak for themselves: if you use enough of them in your paper, it will be excellent. But to make it even better, you may select the topic from 20 readymade titles on the Enneagram personality types. Also, don’t miss the chance to check out the writing guide on descriptive essays. References: Aspell, Patrick J, and Dee Dee Aspell.  The Enneagram Personality Portraits. San Francisco, Calif.: Pfeiffer, 1997. Print. Bennett, John G, and John G Bennett.  Enneagram Studies. York Beach, Me.: S. Weiser, 1983. Print. Bennett, John G.  The Enneagram. Sherborne, Glos.: Coombe Springs Press, 1974. Print. Bergin, EÃŒ iliÃŒ s, and Eddie Fitzgerald.  Enneagram. Dublin: SDB Media, 1996. Print. Blake, A. G. E.  The Intelligent Enneagram. Boston: Shambhala, 1996. Print. Ebert, Andreas, and Marion Küstenmacher.  Experiencing The Enneagram. New York: Crossroad, 1992. Print. Herman, C. Peter. Personality Types: Using The Enneagram For Self-Discovery..  PsycCRITIQUES33.7 (1988): n. pag. Web. Riso, Don Richard, and Russ Hudson.  The Wisdom Of The Enneagram. New York: Bantam Books, 1999. Print.

Our Companys Affiliate Program Learn How You Can Save Money with Us

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Technology - Essay Example Therefore, we owe it all to those great scientists and inventors, for making our lives easier and interesting! One of the greatest events that occurred in the history of the human civilisation, that w rought up numerous changes, was the Industrial Revolution. It occured in the late 18th and the early 19th centuries. It started in Britain and gradually, spread across the Western World. The utilisation of iron and coal to generate power paved way for the mechanisation of the textile and transport industry. This helped immensely to increase production, leading to prosperity and growth. The second Industrial Revolution was a consequence of the first one, which is often considered as merged with th second. It took place in the year 1850 and brought some sweeping changes, in terms of electricity generation and utilistaion of the same in the varied industries. The effects of the Industrial Revolution were for the world to see, since life became easier and less stressful! This led to a great spurt in conducting research and experiements in technology, as well. However, the wonder machine, the computer was not in sight, then. Even though Charles Babbage, the Father of Computers had come up with a computer machine in the year 1822, it took more than a century for the computer to gain momentum. This essay reflects and imagines how things would have been, had the computer existed during the Industrial Revolution, with silicon chips and microprocessors making their way into mans life right before the Industrial Revolution! Things would have been turly different! Textile mills and industries would be working on production the way they do today---designing patterns and motifs on the computer and

The death Penalty versus Life Without Parole Research Paper

The death Penalty versus Life Without Parole - Research Paper Example 1. Development of capital punishment & life without Parole: Capital punishment or death sentence developed in United States â€Å"as society searched for more humane ways for killing its condemned† & as a substitute of the brutal ways that the society used throughout history to punish the offenders of society (Hess and Orthman 534). It evolved gradually with the â€Å"first electrocution in 1890, the invention of the gas chamber in 1923, the use of a firing squad and the adoption of lethal injections in 1977† (Hess and Orthman 534). Till 2005 â€Å"38 states and the federal government had laws authorizing capital punishment† whereas the minimum age for capital punishment set by 18 states & the federal government following the court’s ruling in Ropper v. Simmons(2005) was 18 (Hess and Orthman 534). Life imprisonment without parole developed in U.S. as a means to portray that the punitive statutory law was strict. As of 1996, 12 states with capital punishmen t had no life without Parole option, 20 six states of U.S. ... Table 1 Life without Parole (LWP) and capital punishment (CP) 1996, of United States (Adapted): States LWP CP State LWP CP Alabama Yes Yes Montana Yes Yes Alaska No No Nebraska Yes Yes Arizona No Yes Nevada Yes Yes Arkansas Yes Yes New Hampshire Yes Yes California Yes Yes New Jersey Yes Yes Colorado No Yes New Mexico No Yes Connecticut Yes Yes New York No Yes States LWP CP State LWP CP Delaware Yes Yes N. Carolina No Yes Florida Yes Yes North Dakota No No Georgia Yes Yes Ohio No Yes Hawaii Yes No Oklahoma Yes Yes Idaho Yes Yes Oregon Yes Yes Illinois Yes Yes Pennsylvania Yes Yes Indiana No Yes Rhode Island Yes No Iowa Yes No S. Carolina Yes Yes Kansus No Yes South Dakota Yes Yes Kentucky No Yes Tennessee No Yes Lousiana Yes Yes Texas No Yes Maine Yes No Utah Yes Yes Source: Keith D. Harries, and Deral Cheatwood, The geography of execution: the capital punishment quagmire in America.(Maryland: Rowman & Littlefield, 1997) 110. Print. In the table 1, it can be seen that 34 states out of 38 states accept capital punishment as a means of punishment to its offenders that is 89% (Approx.) of the total no of states. Whereas, in case of life imprisonment without Parole 25 states out of 38 states accept it as a means of punishment, thus amounting to 67% (Approx.) of the total no. of states. Hence, it can be noted that capital punishment had greater acceptance as a means of punishment in comparison to life imprisonment without parole. 3. Differentiation between capital punishment & life imprisonment without parole, as a means of punishment: In case of capital punishment the prisoner is permanently incapacitated from doing any harm to the society, whereas life imprisonment without Parole does not prevent the offenders from harming the inmates of the prison &

Is a College Degree Necessary Essay Example | Topics and Well Written Essays - 1250 words

Is a College Degree Necessary - Essay Example In my opinion, not every student should go to college. First of all, not every vocation needs a college degree. We live in a complex and diverse society and there are many different characters, such as, doctors, businessmen, professors, lawyers, skilled laborers, salesmen, gardeners, and so on. Different vocations need different degrees. A good mechanics does not need a college degree; he just needs to learn the skills about the way to fix all kinds of cars. A great gardener also does not need a college degree; he just needs to know the way to grow saplings make landscape designs. According to Mike, there are many high school kids who do not find college-prep classes interesting. Because of this, many of them drop out. They do not think that their schools are preparing them the way they should be. Here, an important point is that these kids are not defiant or lazy; rather they want to experience everything, learn practical skills, and pursue a respectable professional career upon graduating from high schools. On the other hand, if everyone goes to college to get a college degree, our society will be in a kind of disharmony. When you get a college degree, you will be unwilling to get some low-paying, dirty, or tiring job like dustman, dishwasher, or doorman. These jobs are of grass root level but necessary. We can imagine if nobody wants to do these jobs, the world will be in a disaster as no one would clean trash, nobody would wash dishes, and no one would clean streets. Our world will be dirty and cluttered. According to Mike, labor experts believe that the U.S. is likely to face a severe shortage of skilled workers. For example, the blue-collar baby boomers are leaving their jobs due to retirements and schools are not paying attention towards preparing others to replace them. The fact is that the U.S. needs blue-collar workers, such as, machinists, carpenters, welders, electricians, cable technicians, etc. just the

Case memo Term Paper Example | Topics and Well Written Essays - 750 words

Case memo - Term Paper Example This strategy involves further research and development that will help the organization in maintaining a competitive advantage. The strategy entails giving loan and credit facilities to existing retailers that can embrace the use of low cost strategy. Since Benetton has been able to produce and market their products in an efficient way as compared to its competitors, then this strategy is appropriate for the organization. Additionally, their uniqueness and superior value to buyers gives them an advantage. This is evident with their united color scheme, quality of products among other special features of the organization. Opportunities The efficiency of the strategy is the reality that the retailers and licensees seeking support are familiar with the operations of the organization. Therefore, much of the resources will be directed towards giving support to the existing running businesses since they meet organizational goals and objectives. The productivity of employees is sufficient i n meeting customer demands. Furthermore, productivity is sustained due to the efficiency of capital and R&D collaboration. These elements are key measures that facilitate the high increase of profits for the Benetton. The quality of excellence shows that the organization has superior qualities because of their style, features and functions, design, level of service and aesthetic appeal of products. The reliability of the products has enabled consumers realize the value attributed to Benetton’s products. As such, the needs of customers are satisfied and hence, value is attributed to the product by the consumer of the product. Risks Apart from the opportunities, the external and internal risks involved in this strategy are the high level of imitators from competing organizations. This lowers the standards and quality of products produced. However, Benetton still has an advantage because the marketing strategy employed in the advertising of products covers this area. Therefore, the organization needs to ensure that other risks of selling at a lower market price are abolished. Current situation Currently, the organization has over 6000 stores sales and is listed in the stock market. This will mean that the company should engage in activities that are competitive because of high levels of competition. So far, the business is doing well, but needs to put in place measures that will assist it to attain sustainability and still be competitive in the market. The unique products assembled by the organization has enabled them maintain the majority of their customers. Additional support provided to retailers and licensees will enable Benetton to create differentiation and ultimately lead to a competitive advantage, which means higher customer response increases value of the product. For example, in Japan the group shows an increase in the number of stores in operation between 1986 and 1993. The profits and employees working in the organization has increased, which shows that the organization is running at a profit and is maximizing on the number of outlets available in order to foster values of products among consumers in a market niche. Recommendations In this instance, by providing additional support to the existing licensees or retailers strategy best suits the needs of Benetton because it matches with their goals and objectives. The input and output

English Schools Foundation in Mainland China Case Study

English Schools Foundation in Mainland China - Case Study Example e feasibility and profitability of establishing an English Schools Foundation (ESF) school in Mainland China especially in the emerging cities in Mainland China. China is now a super power. It is the country with the largest population in the world. Due to her advance in the industrial field, Chinese products are today flooding the markets in every part of the globe. To catch foreign markets, a knowledge of English is essential. The present standard of English is very low. The people now desperately want to study foreign languages because proficiency in them is a must if they want to retain their leadership and sell their products in other countries. The simplest and most natural solution is to start international schools. English Schools Foundation ('ESF' the abbreviation will continue to be used in the text) is one of the renowned international schools in Hong Kong. ESF is the largest international school in Hong Kong operating 19 schools at different locations including kindergartens, primary, secondary and one for Special Needs. The target markets are the native English-speaking children and also non-English speaking children who are unable to go to a local educational system due to lack of Chinese language ability. All ESF schools are subsidized by the Hong Kong government and operate independently with a Head Office - ESF Centre which oversee all ESF schools and governed by the Education & Manpower Bureau of the Hong Kong government. Within the last three years, ESF had opened two new private independent schools in Hong Kong which are run privately by ESF without government subvention and the governance of the Hong Kong Government. (www.xinhuanet.com, 2008) On the other hand, there is a huge contrasted phenomenon in the emerging cities like Shanghai,...The simplest and most natural solution is to start international schools. English Schools Foundation ('ESF' the abbreviation will continue to be used in the text) is one of the renowned international schools in Hong Kong. ESF is the largest international school in Hong Kong operating 19 schools at different locations including kindergartens, primary, secondary and one for Special Needs. The target markets are the native English-speaking children and also non-English speaking children who are unable to go to a local educational system due to lack of Chinese language ability. All ESF schools are subsidized by the Hong Kong government and operate independently with a Head Office - ESF Centre which oversee all ESF schools and governed by the Education & Manpower Bureau of the Hong Kong government. Within the last three years, ESF had opened two new private independent schools in Hong Kong which are run privately by ESF without government subvention and the governance of the Hong Kong Government. (www.xinhuanet.com, 2008) On the other hand, there is a huge contrasted phenomenon in the emerging cities like Shanghai, Beijing and some other cities that consist of a booming group of middle-class Chinese, expatriates, local Chinese, etc.

Is a College Degree Necessary Essay Example | Topics and Well Written Essays - 1250 words

Is a College Degree Necessary - Essay Example In my opinion, not every student should go to college. First of all, not every vocation needs a college degree. We live in a complex and diverse society and there are many different characters, such as, doctors, businessmen, professors, lawyers, skilled laborers, salesmen, gardeners, and so on. Different vocations need different degrees. A good mechanics does not need a college degree; he just needs to learn the skills about the way to fix all kinds of cars. A great gardener also does not need a college degree; he just needs to know the way to grow saplings make landscape designs. According to Mike, there are many high school kids who do not find college-prep classes interesting. Because of this, many of them drop out. They do not think that their schools are preparing them the way they should be. Here, an important point is that these kids are not defiant or lazy; rather they want to experience everything, learn practical skills, and pursue a respectable professional career upon graduating from high schools. On the other hand, if everyone goes to college to get a college degree, our society will be in a kind of disharmony. When you get a college degree, you will be unwilling to get some low-paying, dirty, or tiring job like dustman, dishwasher, or doorman. These jobs are of grass root level but necessary. We can imagine if nobody wants to do these jobs, the world will be in a disaster as no one would clean trash, nobody would wash dishes, and no one would clean streets. Our world will be dirty and cluttered. According to Mike, labor experts believe that the U.S. is likely to face a severe shortage of skilled workers. For example, the blue-collar baby boomers are leaving their jobs due to retirements and schools are not paying attention towards preparing others to replace them. The fact is that the U.S. needs blue-collar workers, such as, machinists, carpenters, welders, electricians, cable technicians, etc. just the

English Schools Foundation in Mainland China Case Study

English Schools Foundation in Mainland China - Case Study Example e feasibility and profitability of establishing an English Schools Foundation (ESF) school in Mainland China especially in the emerging cities in Mainland China. China is now a super power. It is the country with the largest population in the world. Due to her advance in the industrial field, Chinese products are today flooding the markets in every part of the globe. To catch foreign markets, a knowledge of English is essential. The present standard of English is very low. The people now desperately want to study foreign languages because proficiency in them is a must if they want to retain their leadership and sell their products in other countries. The simplest and most natural solution is to start international schools. English Schools Foundation ('ESF' the abbreviation will continue to be used in the text) is one of the renowned international schools in Hong Kong. ESF is the largest international school in Hong Kong operating 19 schools at different locations including kindergartens, primary, secondary and one for Special Needs. The target markets are the native English-speaking children and also non-English speaking children who are unable to go to a local educational system due to lack of Chinese language ability. All ESF schools are subsidized by the Hong Kong government and operate independently with a Head Office - ESF Centre which oversee all ESF schools and governed by the Education & Manpower Bureau of the Hong Kong government. Within the last three years, ESF had opened two new private independent schools in Hong Kong which are run privately by ESF without government subvention and the governance of the Hong Kong Government. (www.xinhuanet.com, 2008) On the other hand, there is a huge contrasted phenomenon in the emerging cities like Shanghai,...The simplest and most natural solution is to start international schools. English Schools Foundation ('ESF' the abbreviation will continue to be used in the text) is one of the renowned international schools in Hong Kong. ESF is the largest international school in Hong Kong operating 19 schools at different locations including kindergartens, primary, secondary and one for Special Needs. The target markets are the native English-speaking children and also non-English speaking children who are unable to go to a local educational system due to lack of Chinese language ability. All ESF schools are subsidized by the Hong Kong government and operate independently with a Head Office - ESF Centre which oversee all ESF schools and governed by the Education & Manpower Bureau of the Hong Kong government. Within the last three years, ESF had opened two new private independent schools in Hong Kong which are run privately by ESF without government subvention and the governance of the Hong Kong Government. (www.xinhuanet.com, 2008) On the other hand, there is a huge contrasted phenomenon in the emerging cities like Shanghai, Beijing and some other cities that consist of a booming group of middle-class Chinese, expatriates, local Chinese, etc.

Teamwork Essay Essay Example for Free

Teamwork Essay Essay Reasons have been proposed to explain why teamwork exists by (Cohen and Bailey, 1997). They suggest organisations can develop and deliver products in a speedy and cost effective manner. More so, teams are the best way to establish organisational strategy. Teamwork was defined by (Kozlowski and Bell, 2003) as the composition of two or more individuals who share tasks and work towards a common goal. They emphasise the importance of collaboration and cooperation. Teamwork has three important dimensions. Firstly, technical dimension relates to the division of labour and who does what task and when etc. Governance refers to authority and relationships between members. The normative dimension refers to the norms, values and assumptions of the group directing behaviour. However, there are dimensions which can differ between teams, for example the temporal duration. Some teams are required to work together for a larger period of time. The physical proximity of teams may range depending on the organisation. Certain groups must work face to face where as others are dispersed geographically. According to (Hackman, 2002), teams need ‘teamwork’, meaning work that is designed for teams. An important factor relating to teams is interdependence, this is the extent to which people must work interactively and cooperatively (Stewart and Barrick, 2000). There are a number of benefits to an organisation by working in a team; these include efficient processes, reduced costs, increased innovation and skill utilisation (West and Markiewicz, 2004). Evidence to support this claim comes from (Delarue et al, 2008) who found associations between team work, workers outcomes, financial outcomes and operational outcomes. Godard, 2001) found with his questionnaire that teamwork positively related to job satisfaction, a sense of belonging and feelings of empowerment. This is supported by (Delarue et al, 2004) who found reduced absenteeism. The financial benefits were researched by (Cooke, 1994) who found that with the introduction of teamwork, there was a significant impact on val ue added per employee. Teamwork can have a profound effect on operational efficiency, productivity and quality. (Cohen et al, 1996) found that teams which facilitate high levels of employee involvement have a significant impact on efficiency and quality. If organisations are to reap the benefits of teamwork, then they must create and manage them in the correct way. Research into effective team working has commonly followed the input-processes-output (I-P-O) model proposed by (McGrath, 1964). The idea is that inputs affect outputs via the interaction of processes. We could argue this is too simplistic but it provides a useful framework. The first input is task design, the task must be achieved by a group of people working together so it should be demanding and complex enough to be completed by a team, as referred to earlier, there should be a high level of interdependence. The next input is team composition. This outlines the skills, knowledge and ability required (KNA). Bebin proposed nine essential roles. These are plant, resource investigator, coordinator, shaper, monitor, team worker, finisher, implementer and specialist. Bebin’s theory is not often fulfilled in practise though. Teams are often put together with little consideration for the roles required or the skills. This undermines team effectiveness. Another feature of the inputs is diversity; this is the idea that the team has a range of skills, ages, ethnicities and levels of authority. One of the most important inputs is the organisational context. Teams are often embedded in larger organisational systems, the effectiveness of teams may depend on wider contextual factors. Conflict within the organisation such as their wider objectives may impede a team so a team must operate within the company’s boundaries. (Hackman, 2002) suggests teams do not operate in an organisational vacuum. Team effectiveness relies on supportive organisational context that reinforces a team based structure. (Hackman, 2002) argues three systems can increase the likelihood of team success. Firstly, we have the education system which offers training and technical aid to a team. Then we have the information system which provided necessary data to complete the task. Lastly is the reward system which encourages rewards to all members equally to reduce inequality. The team objectives make up the first part of the processes. Teams should have a common purpose and clear objectives free from ambiguity. Reflexivity is the next stage and this helps to overcome team frustrations and any confusion regarding objectives. This is done by reflecting on immediate and long-term objectives on a regular basis by meeting and sharing information. Decision making is the next component; research has shown that teams make better decisions than individuals however there are certain process losses which can affect decisions. One of these is social conformity; the tendency to go along this the majority decision and exclude your opinion. This can occur due to leader power because the leader has more authority and influence. Groups try to avoid conflict through Groupthink (Janis, 1982), where teams sacrifice high quality rigorous decisions to conserve social harmony. Group may do this without even realising. Social loafing affect decisions when team members exert less effort and commitment. This has negative implications on the reward system especially If team members are rewarded equally. Overall, teamwork is a critical issue which organisations should develop and support real teams. Management must pay close attention to ensure they have the correct characters in the team to reap the full benefits of teamwork rather than pseudo teams which are present today. On a final note, not all organisations require teams so they should only be applied to the right tasks and situations.

The universe is very vast

The universe is very vast The Scale of the Universe The Universe is very vast. Many unanswered questions of life lay hidden beneath this place so unfamiliar to our society. This mysterious dark sky that we are floating in is supposedly constantly expanding to no end. Is there an edge? Well apparently there is no center to this expansion nor is there a fixed scale we know of. Its just an overall expansion everywhere merging into one another and only getting vaster. Will it ever stop expanding, or is there constant velocity acting on things all over, due to gravitational pulls coming from everywhere? The Big Bang which is supposedly the cause of the world we live in today was no ordinary explosion. According to studies from Edwin Hubble in 1929, there is no centre of the universe. These are many questions and statements that are yet to be answered and further investigated. We have come up with many assumptions in which many make sense but what is the truth behind all of this? Nuclear physics may have the answer to many of these question s. I find this topic most interesting simply because of the endless conclusions we can come up with, and the way things have been left so unsolved intrigues me. The Universe is defiantly immense. Earth is a planet in a solar system that is in a galaxy that lies in the Universe. Could the universe be within something too? A Multiverse or an omniverse, so in this case scenario our universe is just one of many others although in English connotation Universe implies everything beyond. The Compact Oxford Dictionary defines the Universe as all existing matter and space considered as a whole; the cosmos. We would like to be able to give the Universe a scale but in order to do so we would have to know the content of everything within it. Throughout history our society has come with many conclusions to try to understand where and how we are situated in our solar system, in the galaxy and now in the universe. People used to think that the Earth was the centre of the Universe and that everything revolved around it. We were wrong. Earth and the other planets in our solar system revolve around the sun. We later deduced that the sun was the center of ever ything and that things revolved around it. Once again this was false. It turns out that there are many solar systems in our galaxy and many suns. We then thought that our galaxy was everything. As a result we were wrong again, there are many other galaxies. All of these are wrong statements, we may still be wrong today. There are as many galaxies or even more in the Universe as there are stars in our own galaxy. There are even clusters of galaxies and clusters of clusters which are called Superclusters which make up the Universe. We would love to give the universe a scale but we can only determine the edge by what light beams have been able to travel past, thus the distance is calculated in time taken by a light ray. The extent of what we can see in the Universe would take 15billion years at light speed to reach that area. We see no further since light has not traveled that far yet. We assumed that the Universe is constantly expanding and over time different factors will affect things. Here is a graph that shows the scale of the Universe versus time. The graph shows three factors that supposedly contribute to the Universes expansion: Constant Dark Energy, Big Rip Big Crunch is what scientists see as the expansion of the Universe and its fate. The curve determines in what way the Universe is expanding. If we look at the graph carefully it states that at the beginning of times, things were created by this mysterious Big Bang. Eventually these three components (Big Rip, Constant Dark Energy and Big Crunch) started to increase. The Universe was expanding (Big Crunch), the amount of dark energy was increasing and things were constantly being split into pieces, divided and chopped due to the theory of Big Rip. Things have stayed this way till present time but eventually in the future scientists predict that due to this constant effect of the Big Rip the Universe would eventually collapse which is stated by the down curve of the Big Crunch. All in all scientists predict an eventual implosion of the entire Universe, due to its constant expansion which is supposedly being expanded by shreds of particles being ripped apart. Is there a definite scale to the Universe? We cannot tell but we assume that it is constantly expanding. I would have thought that we are under the illusion of this expansion and that it is simply that we cannot see further since light rays have not traveled that far for us to be able to see any further. My theory can be proven since the furthest we can see has taken a ray of light to travel all that distance since the big bang. What I believe is that there is something faster than the speed of light and the explosion of the Big Bang has brought things further away faster than a ray of light can travel. I believe that there is no existence over there but there is matter, atoms and particles. If I believe what scientist say I could assume that the distance of the Universe is 15billion light years. The di stance a light ray has traveled since the Big Bang. This is possible since the speed of light in Einsteins theory of relativity is only an axiom on which he basses the rest of his theory. Bibliography The Distance Scale of the Universe. An Atlas of The Universe. . KryssTal : The Scale of the Universe. KryssTal : Home Page. . Molecular Expressions: Science, Optics and You Secret Worlds: The Universe Within Interactive Java Tutorial. Molecular Expressions: Images from the Microscope. . The Scale of the Universe. Center for Astrophysics and Space Sciences @ UCSD. . Weird data suggests something big beyond the edge of the universe | COSMOS magazine. COSMOS magazine | The science of everything. . Why can nothing go faster than the speed of light? | Ask MetaFilter. Ask MetaFilter | Community Weblog. . YouTube Imagining the Tenth Dimension (annotated). YouTube Broadcast Yourself. .

Loyalties in Kurt Vonnegut’s Mother Night Essay -- Mother Night

Kurt Vonnegut’s Mother Night is a novel that deals with the loyalties that humans form to each other, as well as things and places. However, Vonnegut does not address this issue by creating a cast of characters who are loyal and true to a particular person, place or thing; instead, he places the reader in a world that is seemingly void of all sense of loyalty and trustworthiness. Almost every character in this novel is apparently devoid of all ability to trust, and more significantly, be trusted. In his creation of this dark and uncertain world, Vonnegut is effectively emphasizing the importance of allegiances in one’s life. Through characters like Howard W. Campbell, Jr. and Resi Noth, among others, he proves that a life without loyalty and devotion is not a life worth living. Each character is lacking the same core qualities and abilities, yet each shows this deficiency in a different way - by betraying a country, another person, or themselves. Because of their betrayals, each of them ends up miserable, in prison, or dead, with the possible exception of Frank Wirtanen. Every life in this novel is somehow affected by the deceit and inability to sustain any kind of commitment that these characters so tragically display. Howard W. Campbell, Jr., the main character of the novel, experiences the most severe and damaging lack of loyalty and coherency in his life. Howard’s problems begin when he agrees to become an American spy posing as a Minister of Propaganda for the Nazis during World War II. No one knows of his true identity except for himself and three other men; therefore, everyone believes Howard to be a Nazi. At times, it seems as though Howard himself is not entirely sure whether or not he is a Naz... ...: American Fiction Series, Revised Edition. Salem Press, 2000. Magill On Literature. 29 Nov. 2002. Hume, Kathryn. â€Å"Vonnegut’s Melancholy.† Philological Quarterly. 77.2 (1998): 221- 238. Klinkowitz, Jerome. Kurt Vonnegut. London and New York: Metheun, 1982. Reed, Peter J. â€Å"Kurt Vonnegut Jr.† Dictionary of Literary Biography, Volume 152: American Novelists Since World War II, Fourth Series. Bruccoli Clark Layman, 1995. 248-272. Dictionary of Literary Biography. Gale Group Databases. 27 Nov. 2002. Somer, John, and Jerome Klinkowitz, eds. The Vonnegut Statement. USA: Delacorte Press/Seymour Lawrence, 1973. Vonnegut, Kurt. Mother Night. New York: Random House, 1966. Westbrook, Perry D. "Kurt Vonnegut Jr.: Overview.† Contemporary Novelists, 6th ed. St. James Press, 1996. Literature Resource Center. Gale Group Databases. 26 Nov. 2002. Loyalties in Kurt Vonnegut’s Mother Night Essay -- Mother Night Kurt Vonnegut’s Mother Night is a novel that deals with the loyalties that humans form to each other, as well as things and places. However, Vonnegut does not address this issue by creating a cast of characters who are loyal and true to a particular person, place or thing; instead, he places the reader in a world that is seemingly void of all sense of loyalty and trustworthiness. Almost every character in this novel is apparently devoid of all ability to trust, and more significantly, be trusted. In his creation of this dark and uncertain world, Vonnegut is effectively emphasizing the importance of allegiances in one’s life. Through characters like Howard W. Campbell, Jr. and Resi Noth, among others, he proves that a life without loyalty and devotion is not a life worth living. Each character is lacking the same core qualities and abilities, yet each shows this deficiency in a different way - by betraying a country, another person, or themselves. Because of their betrayals, each of them ends up miserable, in prison, or dead, with the possible exception of Frank Wirtanen. Every life in this novel is somehow affected by the deceit and inability to sustain any kind of commitment that these characters so tragically display. Howard W. Campbell, Jr., the main character of the novel, experiences the most severe and damaging lack of loyalty and coherency in his life. Howard’s problems begin when he agrees to become an American spy posing as a Minister of Propaganda for the Nazis during World War II. No one knows of his true identity except for himself and three other men; therefore, everyone believes Howard to be a Nazi. At times, it seems as though Howard himself is not entirely sure whether or not he is a Naz... ...: American Fiction Series, Revised Edition. Salem Press, 2000. Magill On Literature. 29 Nov. 2002. Hume, Kathryn. â€Å"Vonnegut’s Melancholy.† Philological Quarterly. 77.2 (1998): 221- 238. Klinkowitz, Jerome. Kurt Vonnegut. London and New York: Metheun, 1982. Reed, Peter J. â€Å"Kurt Vonnegut Jr.† Dictionary of Literary Biography, Volume 152: American Novelists Since World War II, Fourth Series. Bruccoli Clark Layman, 1995. 248-272. Dictionary of Literary Biography. Gale Group Databases. 27 Nov. 2002. Somer, John, and Jerome Klinkowitz, eds. The Vonnegut Statement. USA: Delacorte Press/Seymour Lawrence, 1973. Vonnegut, Kurt. Mother Night. New York: Random House, 1966. Westbrook, Perry D. "Kurt Vonnegut Jr.: Overview.† Contemporary Novelists, 6th ed. St. James Press, 1996. Literature Resource Center. Gale Group Databases. 26 Nov. 2002.