The Health Danger of Energy Drinks

Energy drinks are a kind of refreshments that are advertised as soft drinks that boost energy. The truth is these kinds of drinks are full of many harmful ingredients, such as sugar, stimulants, and other herbal supplements. Energy drinks are targeting high school and college students who may use this kind of drink to keep them awake for a midterm, or even give them a hallucination feeling any other alcoholic beverages will do. Many studies showed the disadvantageous of these drinks, yet this industry has wildfire between underage kids who used it to show their rebellious side through a safe and cheap way. A new study shows that 34% of youth between the ages of eighteen years old and twenty- four years old consume energy drinks regularly (Casiano, 2011), this large number of consumption should raise the question whether the united state should ban selling Energy drinks to underage kids, and treat it like alcoholic beverages? Youth are having a hard time keeping up with all of the school activities, volunteering, schoolwork, and maybe jobs; those people usually relay and learn bad habits that will effect their health in many years to come. Energy drinks can cause many health problems such as overdose, toxication, heart problems, blood pressure, liver problems, and teeth decaying. Joelving (2011)explains how a recent study in New Zealand’s show that the excessive amount of caffeine that is found in energy drinks can cause fast heart rate, insomnia, and anxiety; the study also shows that â€Å"just one energy drink is enough to make most kids experience some side effect, including mild ones like irritability or upset stomach. And there are other ingredients with effects of their own, such as the amino acid taurine, the herbal extracts yohimbine, guarana and ginseng, and often loads of sugar. † There are many types of energy drinks that are accessed easily in markets and gas stations. One of the most common types is Red Bull, in the website of this energy drink it is written that it will increase concentration and reaction speed, and improve vigilance and emotional status. These manufactures will grab young people attention who are in need to increase and improve their concentration, reaction speed, and emotional state; but they fail to acknowledge the side effect of their products, such as being very tired after several hours of â€Å"sugar rush†. An over dosage of Red Bull cause a twenty-eight years old man to have a heart attack (Richards), this incidents is one of many that prove to us that this dangerous products should be banned from super markets and other easily ccessed places for younger generation. Many Young adults choose to be rebellious to prove their social status; many young adults are mixing energy drinks with alcohol. Mixing a depressor like alcohol with a stimulant like caffeine cause the human body to forget the effect of alcohol, and make the youth drink more alcohol to feel the buzz feeling; leading them to consume more alcohol than their usual body limit. In 2010, nine college students were hospitalized after drinking alcoholic energy drink called four loko (Hogan, 2010). Four loko can be found in any gas station for about three dollars,it is commonly called â€Å" blackout in a can† , it can raise your alcoholic blood level to . 3; the legal limit for blood alcohol level is . 08. One can of four loko contain as much alcohol as a six pack of beer laced with several shots of espresso. Casiano, R., & Contributor, C. (2011, February 17). Queens chronicle – Study finds energy drinks bad for youth. TownNews.com . Retrieved February 17, 2011, from http://www.zwire.com/site/news.cfm?newsid=20456245&BRD=2731 Joelving, F. (2011, February 14). As sales soar, experts warn about energy drinks – Yahoo! News. The top news headlines on current events from Yahoo! News. Retrieved February 17, 2011, from http://news.yahoo.com/s/nm/20110214/us_nm/us_energy_drinks_1 Richards, C. (n.d.). Red bull overdose stops man’s heart |. Caffeine Products. Retrieved February 18, 2011, from http://caffeineproducts.com/caffeine-news/red-bull-overdose-stops-mans-heart-3/2008/08/23/ Hogan, R. (2010, October 26). 9 Students Hospitalized After Drinking Four Loko Alcoholic Energy Drink  » Popular Fidelity  » Unusual Stuff. Popular Fidelity. Retrieved February 18, 2011, from http://www.popfi.com/2010/10/26/9-students-hospitalized-after-drinking-four-loko-alcoholic-energy-drink/

Bullying

We’ve all experienced bullying at some point in our lives. But bullying is more than just a part of growing up. It is a form of aggressiveness or violent behavior shown to children who are quiet, shy or unsociable. Bullying can often be started with rumors and can result in very serious and unimaginable consequences such as suicide. Since bullying is such a prevalent problem in todays world, a solution is necessary to stop this atrocious act from being committed. Bullying occurs when kids aren't tolerant of each other, therefore they will start picking on one another.There are different types of bullying. The most common form is cyber bullying. This one and verbal bullying are one of the most hurtful types someone could ever experience. I’ve experienced both, at the age of twelve. I was new to the school, just like twenty other students; but for some reasons, they had decided to pick on me. It was a typical Tuesday, when I entered the classroom, everyone was surrounding one of my classmates laptop. Like any other curious student would, I went to see what was going on.On this boy’s screen was a picture of me he had gotten from Facebook, with the head of a horse replacing mine. Everyone was laughing. My response to this was violence, which actually motivated them even more since I was responding to their provocation. If bullying goes on for a long while, there can be negative effects. 86 percent of students said that bullying causes students or teens to turn violent. I can totally relate to this statistic. At first, I tried ignoring name calling and hurtful comments about my looks.But as it grew bigger, I had become aggressive as a way of dealing with frustration. Researchers from Finland discovered that victims suffer from anxiety disorders, such as depression, panic disorder, etc. Sometimes the disorders can also cause difficulties with the victims' family and friends. I had become very distant and arrogant with my family, especially with m y mother. I would release all the tension I had gotten from school onto her. I also felt lonely and sad. My self-esteem had decreased and so did my social life.In some cases, the bullying may be so severe and may go on for so long that the victim may actually commit suicide, which is called bullycide when related to bullying. There are many strategies you can use to stop bullies and to help others. As a victim, you need to stand up for yourself. The best way to deal with bullies and bullying is to ask other people for help. Victims may go to friends, teachers, parents, or other adults for help. After my mother found out about what was happening she talked to the bullies’ parents and everything had ceased the next day.Another important part of dealing with a bully is remaining calm and not letting the bully get a reaction out of you. Bullies want to feel a sense of power over their victims. However, bullies only have this sense of power if you give it to them. Don't! Make sure that you stay calm. Bullying is a universal problem faced by kids of every age. It happens in schools, neighborhoods, and homes every single day. It can end into very serious circumstances and can ruin someone’s life. Bullying is not worth suffering for so don’t wait for it to get worse, don’t be scared to ask for help or help others.

Bell 412 Specs

This document is intended for the use of BHTI employees, and BHTI independent representatives (international dealers), and for prospective customers as an aid in determining estimated weight and performance of the helicopter when configured with equipment for specific missions. Disclosure, reproduction, or use of any material in this document by persons other than BHTI employees, and BHTI independent representatives, and prospective customers are forbidden without written permission from Bell Helicopter Textron Inc. The listings of Optional Equipment (â€Å"Kits†) are subject to revision and change, and also may be different for specific serial number helicopters or special custom configurations. Please consult the â€Å"Notes† column found in the optional equipment list tables for equipment compatibility. The continuing product improvement process of BHTI may cause some components, equipment, and compatibility to be changed or replaced. The specifications, weights, dimensions, and performance data shown in this document are subject to change without notice. 2012 Bell Helicopter Textron Inc. Bell, 206, 407, 407GX, 429, 412, Huey II, LongRanger and JetRanger are registered trademarks of Textron Innovations Inc. All rights reserved Specifications subject to change without notice. Bell 412EP Product Specification May 2012 412EP Product Spec 2012-02. indd 1 1  © 2012 Bell Helicopter Textron Inc. 6/5/2012 8:37:05 PM Page Intentionally Left Blank  © 2012 Bell Helicopter Textron Inc. 412EP Product Spec 2012-02. indd 2 2 Bell 412EP Production Specification May 2012 6/5/2012 8:37:05 PM Bell 412EP RELIABLE, RUGGED AND READY The Bell 412EP is the workhorse of the helicopter industry with a reputation of getting up and going to work every day in even the most extreme environments. †¢ Proven Pratt Whitney PT6T-3D Twin Pac engines with more than 25 million flight hours in more than 2,000 aircraft worldwide †¢ High retirement and overhaul intervals 5,000 hour drive system TBO 4,000 hour engine overhaul interval On-condition composite main rotor blades †¢ 25,000 hours between premature engine removals †¢ Excellent Category A / JAR OPS 3 capability †¢ Rugged fuselage with rollover bulkhead protection and rupture resistant fuel cells The data set forth in this document are general in nature and may vary with conditions. For performance data and operating limitations for any specific flight mission, reference must be made to the approved Flight Manual Bell 412EP Product Specification May 2012 412EP Product Spec 2012-02. indd 3 3  © 2012 Bell Helicopter Textron Inc. 6/5/2012 8:37:05 PM Specification Summary (U. S. Units) Weight lb Weight lb Empty Weight (IFR Std. Config. ) 1 6,964 Maximum Gross Weight (Internal) 11,900 Useful Load (Internal, IFR Std. Config. ) 4,936 Maximum Gross Weight (External) 11,900 Maximum External Load 4,500 Performance Summary: Takeoff, Gross Weight lb IGE Hovering Ceiling 9,500 10,500 11,900 ISA OGE Hovering Ceiling ft 17,400 14,300 10,200 ISA + 20  °C ft 14,400 10,900 6,200 ISA 10,400 5,200 10,300 6,050 (11,890 lb @ SL) ISA ft 14,000 11,270 7,270 ft 12,120 9,000 4,990 ISA Service Ceiling (AEO) 13,800 ft ISA + 20  °C FAA Take Off and Landing Limit, WAT 2 ft ISA + 20  °C ft 19,840 18,760 16,290 (continuous OEI) ISA ft 11,450 8,850 5,400 (30 minute OEI) 3 ISA ft 12,850 10,500 7,600 4,000 ft, ISA kts 132 130 125 n mi 366 364 358 kts 126 125 122 n mi 414 410 401 kts 131 130 125 Maximum Continuous Cruise (true airspeed) Cruise at Long Range Cruise (LRC) Speed Range 4 LRC Speed (average true airspeed) Range SL, ISA 4 LRC Speed (average true airspeed) Catagory A Takeoff and Landing Ceiling 4,000 ft, ISA ft 6,000 3,400 (11,580 lb @ SL) ft 3,750 1,200 (10,800 lb @ SL) SL, ISA hr 4. 0 3. 9 3. 6 4,000 ft, ISA Endurance at Loiter Speed 4 ISA ISA + 20  °C Elevated Helipad hr 4. 3 4. 2 3. 9 Uninstalled Thermodynamic Power Engine Ratings: (100% RPM) Engine Rated Power 2 x 950 2 x 900 Standard: Pratt Whitney PT6T-3D Twin Pac Takeoff (5 minutes) SHP Max Continuous Power SHP 2 x 950 2 x 800 OEI (2-1/2 minutes) SHP 1 x 1,140 1 x 1,133 OEI (continuous) SHP 1 x 970 1 x 1,024 OEI (30 minutes) SHP 1 x 1,066 1 x 1,079 OEI (continuous) SHP 1 x 950 N/A Optional: Pratt Whitney PT6T-3DF Twin Pac Transmission Ratings (100% RPM, at mast) Takeoff (5-minute) 1,370 SHP Max Continuous Power 1,110 SHP Single Engine Limited by Power Available Fuel (usable) Type Aviation Turbine Capacity 330. 5 US Gallons Note 1 IFR Standard Configuration includes all items listed in the Standard Configuration table of this document as well as twenty-five pounds (eleven kilograms) of engine oil. Ballast is not included in the standard configuration (ballast is a function of installed equipment). Note 2 With BLR FastFin ® System. Does not apply for Catagory B, 9-passenger seat configuration. The data set forth in this document are general in nature and may vary with conditions. For performance data and operating limitations for any specific flight mission, reference must be made to the approved Flight Manual  © 2012 Bell Helicopter Textron Inc. 412EP Product Spec 2012-02. indd 4 4 Bell 412EP Production Specification May 2012 6/5/2012 8:37:06 PM Specification Summary (Metric Units) Weight kg Weight kg Empty Weight (IFR Std. Config. ) 1 3,159 Maximum Gross Weight (Internal) 5,398 Useful Load (Internal, IFR Std. Config. ) 2,239 Maximum Gross Weight (External) 5,398 Maximum External Load 2,041 Performance Summary: Takeoff, Gross Weight kg IGE Hovering Ceiling ISA 4,309 4,763 5,398 m 5,304 4,359 3,109 ISA + 20  °C m 4,389 3,322 1,890 ISA OGE Hovering Ceiling m 4,206 3,170 1,585 ISA + 20  °C m 3,139 1,844 (5,393 kg @ SL) ISA m 4,267 3,435 2,216 ISA + 20  °C FAA Take Off and Landing Limit, WAT 2 m 3,694 2,743 1,521 Service Ceiling (AEO) ISA m 6,047 5,718 4,919 (continuous OEI) ISA m 3,490 2,697 1,646 ISA m 3,917 3,200 2,316 1,219 m, ISA km/h 244 241 232 km 678 674 663 (30 minute OEI) 3 Maximum Continuous Cruise (true airspeed) Cruise at Long Range Cruise (LRC) Speed Range 4 LRC Speed (average true airspeed) Range 4 LRC Speed (average true airspeed) SL, ISA 1,219 m, ISA km/h 233 232 226 km 767 757 743 243 241 232 m 1,829 1,036 (5,253 kg @ SL) m 1,143 366 (4,899 kg @ SL) SL, ISA hr 4. 0 3. 9 3. 6 1,219 m, ISA Elevated Helipad Endurance at Loiter Speed 4 km/h ISA + 20  °C Catagory A Takeoff and Landing Ceiling hr 4. 3 4. 2 3. 9 ISA Uninstalled Thermodynamic Power Engine Ratings: (100% RPM) Engine Rated Power Standard: Pratt Whitney PT6T-3D Twin Pac Takeoff (5 minutes) kW 2 x 708 2 x 671 Max Continuous Power kW 2 x 708 2 x 597 OEI (2-1/2 minutes) kW 1 x 850 1 x 845 OEI (continuous) kW 1 x 723 1 x 764 OEI (30 minutes) kW 1 x 795 1 x 805 OEI (continuous) kW 1 x 708 N/A Optional: Pratt Whitney PT6T-3DF Twin Pac Transmission Ratings (100% RPM, at mast) Takeoff (5-minute) 1,022 kW Max Continuous Power 828 kW Single Engine Limited by Power Available Fuel (usable) Type Aviation Turbine Capacity 1,251 liters Note 3 Increased capability available with optional Pratt Whitney PT6T-3DF (30 minute OEI Power Kit). Note 4 Standard fuel, no reserve. The data set forth in this document are general in nature and may vary with conditions. For performance data and operating limitations for any specific flight mission, reference must be made to the approved Flight Manual Bell 412EP Product Specification May 2012 412EP Product Spec 2012-02. indd 5 5  © 2012 Bell Helicopter Textron Inc. 6/5/2012 8:37:06 PM BLR Strake and FastFin ® Bell Helicopter has partnered with BLR Aerospace to provide its performance, safety and efficiency-enhancing FastFin ® system as a standard feature on new Bell 412EP aircraft orders. The system incorporates two parallel stall strips along the tail boom and a reshaped vertical fin. These modifications combine to optimize airflow around the tail boom, improving the handling, stability and lifting capacity of the Bell 412EP in all environments, especially high and hot conditions. The FastFin ® system is a combination of two separate modifications, one to the vertical fin and the other to the tailboom. For clarity, the term FastFin ® refers to the BLR modification that changes the shape and contour of the vertical fin. The term FastFin ® System refers to the combined FastFin ® and Dual Tail Boom Strake installation. The performance benefits of this system include increased tail rotor effectiveness and higher crosswind speed tolerance at hover in certain conditions. In conditions where the aircraft is currently tail rotor limited the FastFin ® System results in increased Weight-Altitude-Temperature (WAT) capability for takeoff, landing and in-ground-effect maneuvers, providing substantial improvement in useful load for hot/high operation (See performance chart below). 14,000 Be ll 41 M 2EP ax G wit Be ro h ss Fa ll 41 W stF 2E ei in gh TM P M tL S ax im ys G it tem ro ss W ei gh tL im it 12,000 Density Altitude (feet) 10000 8,000 6,000 4,000 2,000 0 8,000 9,000 10,000 Gross Weight (lb) 11,000 12,000 Bell 412EP WAT Improvement with FastFin ® System The data set forth in this document are general in nature and may vary with conditions. For performance data and operating limitations for any specific flight mission, reference must be made to the approved Flight Manual  © 2012 Bell Helicopter Textron Inc. 412EP Product Spec 2012-02. indd 6 6 Bell 412EP Production Specification May 2012 6/5/2012 8:37:06 PM Page Intentionally Left Blank Bell 412EP Product Specification May 2012 412EP Product Spec 2012-02. indd 7 7  © 2012 Bell Helicopter Textron Inc. 6/5/2012 8:37:06 PM External Dimensions LOW SKID GEAR Bell 412EP Low Skid Gear OPTIONAL HIGH SKID GEAR WITH AAI FLITESTEP ® Bell 412EP High Skid Gear Specifications subject to change without notice.  © 2012 Bell Helicopter Textron Inc. 412EP Product Spec 2012-02. indd 8 8 Bell 412EP Production Specification May 2012 6/5/2012 8:37:08 PM OPTIONAL EMERGENCY FLOAT GEAR WITH AAI FLOATSTEPâ„ ¢ Bell 412EP Float Kit OPTIONAL BLADE FOLDING KIT DIMENSIONS Minimum Hanger Size* Rotor Not Folded 33. 0 ft x 49. 6 ft (10. 1 m x 15. 2 m) Minimum Hanger Size* Rotor Folded 9. 5 ft x 55. 8 ft (2. 9 m x 17. 1 m) *Allowance should be made for high skid gear, ground wheels, emply fuel condition and door lip when considering hangar door width and height Specifications subject to change without notice. Bell 412EP Product Specification May 2012 412EP Product Spec 2012-02. indd 9 9  © 2012 Bell Helicopter Textron Inc. 6/5/2012 8:37:10 PM Bell 412EP Seating and Interior Trim Choices Crew Seats Two individual energy attenuating seats, fore/aft and up/down adjustable, each equipped with seat belt, double strap shoulder harness and inertia reel. Available with Grey, Blue, Red, or Tan upholstery which will match that selected for the cabin. Passenger Seats 13 seats offered in three options. (NOTE: Seating option 1 meets the criteria required by FAA regulations for installation in U. S. registered helicopters. Seating Options 2 3 require the addition of the STC Alpine 412 Passenger Shoulder Harness Kit for installation in U. S. registered helicopters. ) 1) Standard Seating Fabric covered high-backed folding seats with individual seat belts and single strap shoulder harness and inertia reel, arranged with one row of four (two 2-place benches) forward facing seats, and one row of five forward facing seats, and two outward facing two place benches (one on either side of the transmission). Available with Grey, Blue, Red, or Tan upholstery with Black seat belts. Seats are are also available in all vinyl at additional cost. (210. lb [95. 7 kg] included in the standard configuration weight. ) STANDARD SEATING (Shown with standard interior trim and floor covering) SEATING OPTIONS 2 AND 3 NOT ILLUSTRATED 2) Utility Seating Available for U. S. registered helicopters ONLY with addition of STC Alpine 412 Passenger Shoulder Harness Kit. Nylon covered bench type seating arranged with one row of four rearward facing seats (behind the crew seats), one row of five forward facing seats (in front of the transmission), and two outward facing two place benches (one on either side of the transmission). Each seat has an individual seat belt. Available in Tan or Black. The Utility Seating decreases the standard configuration weight (-93. 3 lb [-42. 3 kg], with Alpine Shoulder Harness -59. 5 lb [-27. 0 kg]). 3) Cushioned Utility Seating Available for U. S. registered helicopters ONLY with addition of STC Alpine 412 Passenger Shoulder Harness Kit. As in 2) above with the addition of fabric covered cushions, available in the same colors as the Standard Seating. The Cushioned Utility Seating decreases the standard configuration weight (-81. 1 lb [-36. 8 kg], with Alpine Shoulder Harness -47. 3 lb [-21. 5 kg]). Specifications subject to change without notice.  © 2012 Bell Helicopter Textron Inc. 12EP Product Spec 2012-02. indd 10 10 Bell 412EP Production Specification May 2012 6/5/2012 8:37:10 PM INTERIOR TRIM CHOICES 1) Standard Interior Trim The Standard Interior Trim is provided as a NO COST OPTION, but is not included in the Standard Configuration Empty Weight. Included are: Plastic closeouts on upper sidewalls, window reveals, and cabin headlin er; Padded vinyl covering the floor and lower door panels; Lower aft bulkhead covered with padded vinyl blankets. The hard plastic headliner and closeouts are off-white in color, and the padded bulkhead blankets and floor covering are color coordinated to match the seat color selection. The Standard Interior Trim increases the standard configuration empty weight (165. 7 lb [75. 2 kg]). 2) Utility Interior Trim The Utility Interior Trim consists of: Light beige vinyl covered headliner and bulkhead blankets; Doors painted light beige; Floor painted brown. The Utility Interior Trim is included in the standard configuration empty weight (33. 3 lb [15. 1 kg]). CUSTOMIZED SEATING [Example] Customized Seating Custom designed interiors are available from aircraft completion centers to meet the needs of Corporate or Emergency Medical Service customers. Specifications subject to change without notice. Bell 412EP Product Specification May 2012 412EP Product Spec 2012-02. indd 11 11  © 2012 Bell Helicopter Textron Inc. 6/5/2012 8:37:10 PM Standard Configuration (Items Included In List Price) AIRFRAME TRANSMISSION/ DRIVE SYSTEM Aluminum alloy fuselage (over 240 ft3 [6. 8M3]) loading space Glass windshields Main rotor transmission with 4 chip detectors/2 debris collectors Tinted overhead windows Vibration isolation / suspension mounts (4) Dual windshield wipers Main Lift link (single point suspension) Fresh air ventilators with adjustable outlets (8 cockpit and 12 aft cabin) 42? gearbox (sight gage and magnetic drain plug/chip detector) Bleed air heater and defroster with air noise suppression 90? gearbox (sight gage and magnetic drain plug/chip detector) Cargo tie-down fittings (51 aft cabin floor) Hydraulic pumps for controls (2 independent systems) Map and data case Transmission oil cooler Cabin fire extinguisher (2) Swingout jettisonable doors (2 for forward cabin) POWER PLANT Sliding doors (2 for aft cabin access with 2 emergency exit panels on each door) Automatic governors (2) Pratt Whitney of Canada PT6T-3D â€Å"Twin Pac† (1800 SHP) Swingout panels for extended access to aft cabin (2) Magnetic chip detectors Fixed step on skids for entry to forward cabin (2) Torque limiter Fuel System (330. 5 US Gal [1251 liter] usable, rupture resistant cells and breakaway vent fitting) Retractable steps for aft cabin access (2) Baggage compartment in tail boom (over 28 ft [0. 8M ], 400 lb [181kg] capacity). 3 3 Pumps on engines and submerged in fuel tanks Skid-type landing gear with replaceable wear shoes Fuel filter assembly Mooring and jacking fittings (4) Oil coolers (2) External attachment fittings (16) Fire detection system (2) Semi-monocoque tailboom Fire extinguisher system (2) BLR Strake and FastFin RPM warning system  ® Elevator (airspeed / spring-cartridge controlled) Hinged cowling Tail skid Starter-generators (2) Cargo hook provisions Power turbine RPM control actuators AUDIO Combining gearbox with chip detector Two station aft intercom system w/crew interface Separate firewall protection for each engine ROTORS CONTROLS Overriding clutches (2) Soft-in-plane flex beam hub with four fiberglass blades Extended Engine Exhaust Deflectors Main rotor droop restraint COMMUNICATIONS NAVIGATION Pendulum vibration absorbers 720 Channel VHF rec/trans transceiver (KTR-908) Semi-rigid, two bladed all-metal tail rotor VHF antenna All controls hydraulically boosted (dual systems for main rotor) 2 Headsets (pilot copilot) Force trim system and artificial feel (electrically set) 2 Intercomunication Panels (ICS) (pilot copilot) Dual controls Emergency Transmit Switch Cyclic stick centering Horizontal Situation Indicator RPM governor selector control Attitude Director Indicator Manual engine torque matching and trim Attitude and Heading Reference Systems (2) Dual Digital Three axis AFCS (2 flight control computers) Cockpit voice recorder provisions Rotor brake Specifications subject to change without notice.  © 2012 Bell Helicopter Textron Inc. 412EP Product Spec 2012-02. indd 12 12 Bell 412EP Production Specification May 2012 6/5/2012 8:37:10 PM Standard Configuration (continued) FLIGHT ENGINE INSTRUMENTS FLIGHT ENGINE INSTRUMENTS (continued) Flight Director Nav Coupler (3-axis) Master warning lights on the instrument panel draw attention to: Free air temperature indicator RPM Pitot static system with electric pitot heat Eng 2 Out Eng 2 Fire Eng 1 Out AL-300 Data Display Eng 1 Fire Baggage Fire Cyclic Radar altimeter #1 Over torque centering Altimeter (barometric) (mast) IFR EQUIPMENT Clock, digital quartz chronometer Co-pilot clock Hourmeter Distance Measuring Equipment (DME) (KDM-706) Magnetic compass, pilot’s standby IFR FAA kit Airspeed indicator Automatic Direction Finder (ADF) (XDF-806) Rate of climb indicator Nav receiver #1 VOR/LOC with HB/HSI (KNR-634) Turn and slip indicator Nav receiver #2 VOR/LOC with HSI (KNR-634) Triple tachometer (rotor and engines) VHF-AM Comm #2 radio (KTR-908) Dual hydraulic press/temp indicator (2) Transponder (MST67) Gas producer tach indicator (2) Co-pilot instruments (FAA) Triple torque indicator (Eng 1, Eng 2, mast) Standby attitude indicator Engine oil-temp/press indicator (2) ELECTRICAL Turbine inlet temperature indicator (2) Generator (2) (30 volt, 200 ampere DC startergenerator derated to 150 amperes) Fuel pressure indicator Transmission oil-temp/press indicator Inverters (2), (450 volt ampere single phase, solid state) Dual DC and AC voltmeters Nickel cadmium battery (40 ampere hours) Dual DC loadmeter Battery over-temp warning Fire detection warning (3) Generator voltage regulators Combining gearbox oil-temp/press indicator Instrument (integral) lights (white) Flight data recorder provisions Navigation lights Caution Warning System Master caution light on panel draws attention to the pedestal mounted annunciator panel when worded segments illuminate: Landing light-retractable Anticollision light (2) Engine oil press (2) DC generator (2) Tritium lighted emergency exit signs Trans oil press Gen overheat (2) Cockpit lights (2) Trans oil temp AC inverter (2) Dome lights (3) Comb box oil press External power External power receptacle Comb box oil temp Battery switch Twin ignition and starting systems Chip detectors (5) Battery temp Seat belt sign Fuel boost (2) Hydraulic Passenger step lights Fuel filter (2) Door locks Baggage compartment light fire sensor Fuel valve (2) Heater Utility cabin lights (removable) Fuel low (2) Part sep off (2) Fuel X feed Rotor brake (2) PAINT Emerg gov manual (2) Caution panel Markings for high visibility M/R blades (white orange) Specifications subject to change without notice. Bell 412EP Product Specification May 2012 412EP Product Spec 2012-02. indd 13 13  © 2012 Bell Helicopter Textron Inc. 6/5/2012 8:37:10 PM Standard Configuration (continued) MISCELLANEOUS Covers, tail pipe, turbine air inlet, and pitot tube Flight bag Ground handling wheels, hydraulically activated Manuals: Aircraft log, Engine log, Engine operations, Flight, Maintenance Overhaul Manual, Illustrated Parts Catalog Tie-down assemblies, main rotor tail rotor INTERIOR TRIM Choice of Standard or Utility Interior Trim. Standard; Rigid three-piece headliner in cabin, padded iberglass floor covering, bulkheads, trimmed with cream-colored plastic and color-coordinated vinyl coated fiberglass, cabin doors trimmed with plastic, special soundproofing, seat upholstered with foam and fabric. Selection of fabric colors. Not included in Standard Configuration Weight, increases empty weight 165. 6 pounds (75. 1 kilograms) when installed. Utility; Be ige soundproofing blankets on bulkheads and overhead; doors painted beige, floor painted brown. Included in Standard Configuration Weight (approximately 32. 6 pounds, 914. 8 kilograms). Specifications subject to change without notice. 2012 Bell Helicopter Textron Inc. 412EP Product Spec 2012-02. indd 14 14 Bell 412EP Production Specification May 2012 6/5/2012 8:37:10 PM Page Intentionally Left Blank Bell 412EP Product Specification May 2012 412EP Product Spec 2012-02. indd 15 15  © 2012 Bell Helicopter Textron Inc. 6/5/2012 8:37:10 PM Optional Accessories [Kits listed below are compatible with the FAA IFR 3-axis / non-EFIS configuration except as individually noted] Additional kits and STC items may be available for factory installation. Please consult sales or contract personnel regarding special needs prior to selection of final configuration. Wt (lb) Wt (kg) Notes 11. 7 5. 3 1, 2 FIXED STEP RIGHT HAND 11. 6 5. 3 1, 2 HEAVY DUTY HIGH SKID GEAR w/o STEPS 18. 5 8. 4 1, 3 HEAVY DUTY HIGH CROSS TUBES FOR EMER. FLOATS 3. 8 1. 7 EMERGENCY FLOATS (provisions) 51. 0 23. 2 EMERGENCY FLOATS /RESERVOIR NOSE 97. 5 44. 2 4 EMERGENCY FLOATS (L. G. w/ FLOATS PWR STEPS) 168. 8 76. 6 1, 4 HEATED WINDSHIELD 9. 8 4. 4 1 EXPANDABLE BOLTS MAIN ROTOR 3. 0 1. 4 FUEL KIT MANIFOLD DRAIN 0. 3 0. 1 Kit Description AIRFRAME FIXED STEP LEFT HAND 9 CELL FUEL SYS 4 -16. 1 -7. 3 SEAT BELT SIGN STD INTR 0. 3 0. 1 SEAT BELT SIGN DLX INTR 0. 3 0. 1 AUX FUEL PROVS 5. 4 . 5 5 AUX FUEL, 16. 3 GAL LH 20. 2 9. 1 5 AUX FUEL, 16. 3 GAL RH 20. 2 9. 1 5 AUX FUEL, 81. 7 GAL LH (REQUIRES REMOVAL OF 2 OUTBOARD-FACING PAX SEATS) 50. 3 22. 8 5 AUX FUEL, 81. 7 GAL RH (REQUIRES REMOVAL OF 2 OUTBOARD-FACING PAX SEATS) 50. 3 22. 8 5 5 INDICATOR, FUEL QTY, AUX FUEL -0. 1 0. 0 TOLERANT FUEL 98. 5 44. 7 EFIS (ELECTRONIC FLIGHT INSTRUMENT SYSTEM) 113. 4 51. 4 1, 6 4-AXIS D DAFCS W/ DUAL FLIGHT DIRECTOR 26. 4 12. 0 7 PRIMUS 700 WEATHER RADAR 49. 1 22. 3 7 PRIMUS 700 WEATHER RADAR W/ EFIS 54. 6 24. 8 7 ENCODING ALTIMETER 0. 1 0. 0 1, 7 RADAR ALTIMETER #2 12. 2 5. 6 7 CABIN PA SYSTEM (NON-EFIS)

Racism in America Essay Example | Topics and Well Written Essays - 750 words

Racism in America - Essay Example The quote from one of the characters named Hilly Holbrook in the book or movie ‘The Help’. His words show racism that is in Mississippi. In America, racism was once prominent but it is going down with time (Cozic and Dudley). After her return, Skeeter became uncomfortable with the way the house bits of help were treated by her friends. Her friend Hilly had a separate bathroom for the blacks her reason being that her family may get infected with the black’s diseases. Because of this, Skeeter decided to publish a book by the name ‘The Help’. At first, the maids were reluctant to share their problems with her, but they later felt that their problems could be solved. One of the maids named Aibileen shared with Skeeter after finding out that her friend had been fired because she used her bosses’ bathroom. Minny, the maid, who was sent away, also shared her story. She later finds a job in Celia’s mansion who is Johnny’s wife where she i s treated well compared to the other boss. One of the themes that are both in the book and the movie is racial injustice. This theme is more evident in the book than the movie because in the movie Skeeter takes a seat to talk to Aibileen about her idea of publishing a book. This could not have occurred in the book as there was an apparent difference between the whites and the blacks. This is manifested in the way that most blacks are the ones who are employed by the whites and they are being mistreated because of their color. Aibileen who was a dedicated house help has spent almost her life taking care of white children. Minny also is a maid and because of her outspokenness, she always gets fired. This shows that blacks are not allowed to give their views because their views are considered to be of no importance. Racism is also seen when Hilly, Minny’s boss fires her after finding out that she used their bathroom during a thunderstorm instead of using hers which is outside th e house. Hilly believes that blacks have diseases and therefore they have to use their own bathrooms. This is evident when he says, â€Å"All these houses they are building without maid’s quarters? It’s just plain dangerous. Everybody knows they carry different diseases than we do† (Stockett 8). Hilly spoils Minny’s reputation, making it difficult for her to find a job. Minny’s daughter, therefore, has to stop schooling and look for an occupation as a maid. Aibileen finds a job for Minny where she is treated better than where she was before. Skeeter later finds out that their maid Constantine was sent away because her mother did not want Constantine to be seen by other guests during a celebration. Her mother was guilty about it but they found out that Constantine died just after leaving Jackson. Aibileen was sent away after Hilly insisted that she had stolen silver from her boss Elizabeth. The second theme both in the movie and the book is class an d gender. However, it is more evident in the book than the movie because, in the book, the difference between the social classes is more intense. The whites do not share the bathroom with the blacks than in the movie where we see the maids sharing bathrooms with their bosses. This theme is prominent when we see that most ladies in the area went to the university to look for husbands.

Perpetuation of adolescence in the workplace Essay

Perpetuation of adolescence in the workplace - Essay Example In Nine to Five, the female protagonists certainly cause trouble and disrupt the office, but in a positive way, a way that is driven by a legitimate sense of injustice, and which ends up creating positive results in the office (Resnick and Higgins). There is little resemblance to the aimless, unproductive antics of the overgrown adolescent boys who comprise the rest of our examples. Even in the comparatively staid Dilbert, the random workplace shenanigans fall mostly to Dilbert and Wally, while Tina acts out of a sense of ambition and legitimate grievance. Of course, given Dilbert creator Scott Adams’ ideas about gender, he’s the last place we should look for nonstereotypical gender roles (Adams). This strict gendering is part of a cultural narrative, seen (among other places) on most sitcoms of the past 20 years, wherein men are immature wastrels with crude habits, and women are unfunny, joyless buzzkills. It is worth noting that the second-wave feminist hijinks of Nin e to Five were thirty years ago, and have not been significantly repeated. In this narrative, men must be the pranksters, and women the stern, disapproving â€Å"straight men,† like Margaret Dumont in all the Marx Brothers movies. This gendering arises partly from the cultural perception of â€Å"Peter Pan Syndrome,† so named in the 1983 book of the same name (Kiley). It describes men (and only men) who refuse to â€Å"grow up† and accept what are generally seen as adult roles and responsibilities. The role of women in their lives is to become â€Å"Wendies,† temporary surrogate mothers who enable this lifestyle. As a concept, it’s an old one; the Romans called Bacchus, eternally young god of wine and madness, the puer aeturnus, or â€Å"eternal boy.† (Kiley) Of course, all of this cultural context is really just â€Å"boys will be boys† in greater detail. There are cultural currents and narratives into which the office-adolescent con cept fits, but is that all there is to it? What if the puer aeturnus narrative is just a cover for something deeper? A closer look at some of the preeminent examples of the trope provide some interesting insights, suggesting that the gendering of the trope in narrative is just a cultural gloss on a deeper problem. Given its prevalence, an exhaustive review of examples of this narrative trope would be impossible, but it is worth examining a few in detail. The popular British sitcom The Office opens with a perfect example, as the character of Gareth is outraged to discover that his stapler, about which he is neurotically possessive, has been neatly encased in jelly. This is part of a campaign of similar pranksterism being conducted against him by Tim, the closest thing the show has to a direct protagonist. Other examples include gluing his phone headset down, sending him a series of romantic emails under the guise of an imaginary woman, and locking him in an office. Tim’s behav ior is presented partly as a semi-admirable effort to puncture Gareth’s self-important pretentions, but largely as an outlet for a directionless energy that his job does not channel into anything useful (BBC). The characters in Joshua Ferris’s Then We Came To The End face a similar problem; a job-related ennui that expresses itself in the most non-job-related activities possible. â€Å"Our boredom was ongoing, a collective boredom, and it would never

Enviromental Ethics of Cleaning up the Oceans Term Paper

Enviromental Ethics of Cleaning up the Oceans - Term Paper Example There are many reasons to affirm that all citizens of this world have ethical and moral responsibility to maintain the oceanic health, starting with the cleaning of its waters. Since, ages oceans have provided around half of the required oxygen to all living bodies on earth. Nevertheless, the detection of Dead Zones in several seas and oceans reveal that the marine life within such zones is starving for oxygen. This is mainly due to large scale dumping of agricultural and industrial waste into the oceanic waters. The exploitation of oceans has resulted in extinction of many races of sharks and other predatory fishes along with other species like turtles. Hence, it is the moral responsibility of all global citizens to gear up the efforts towards aggressive ocean cleaning. Various moral theories come up when discussing about the moral responsibility of human kind in saving the environment of this planet. However, main aspects of moral theory include the issues related to sustainability, compassion and participation. It is the duty of every citizen of world to ensure that all creatures and human beings are treated equally. The sustainability is the extension of this moral obligation, which defines the purpose of meeting the requirements of present generation, while ensuring that future generations are able to meet their needs sufficiently. It is in this context that human kind needs to understand its moral duty towards the preservation for oceanic marine life, which is one of the important supporters of human life system. If the ocean waters are not clean, the formation of dead zones will be frequent. This will deprive these waters of the vibrant marine life. We need to preserve marine life for the sake of our present and future generations. The action, which ensures that every one gets sufficient quantity of goods required to live in a

Adapting to Changes and Situational Leadership Assignment

Adapting to Changes and Situational Leadership - Assignment Example The researcher further delivered some of the insinuations, findings and study limitations of integrated leadership roles in the public subdivision. One of the strengths presented in the article is increased morale due to better communication whereby the leader needs to constantly remain aware of the needs of his followers. Pauliene (2012) argues that’s successful leaders should examine the ability of employees and communicate effectively. This can enable the leaders to lead the followers successfully; hence enabling them to perform their task effectively. Secondly, situational leaders should develop a positive and sizeable effect on the performance level of the federal agencies; hence achieving success (Fernandez, Cho and Perry, 2010). However, situation leadership creates confusion; thus it is likely to impact the work performance. Lastly, leaders might lose credibility and trustworthiness by their followers; hence poor work performance in the public sectors. One of the examples of that applies to situation leadership is an example of a director that was working in one the HR department in one of the clothes industry in U.S. The director was involved in a situation whereby he was about to leave for a holiday and his task was to be handled by an experienced assistant director. The assistant was very familiar with his responsibilities; thus he was excited to perform the task. However, instead, the director could trust the knowledge and skills of the assistant director; he decided to spend hours drafting a detailed list of work tasks for the assistant director. Therefore, in this situation, the work will be done perfectly, but the director damages a good relationship with the assistant director due to lack of trust and not being confidence towards the assistant director. Therefore, based on Hersey and Blanchard theories, the situation leadership applies to the above example of the director and his assistant. This is because situational leadership according to Hersey and  Blanchard focus on adapting managerial styles vital for meeting the distinct requirements in a given situation (Gong, Jia-Chi, and Jiing-Lih (2009).  

Australia Term Paper Example | Topics and Well Written Essays - 500 words

Australia - Term Paper Example Due to its location, the country experiences mild winter, making the winter and summer temperatures to be almost the same (Oliver, 2005). This kind of weather is what most people find enjoyable, as the cool ocean breeze that do sweep across the land compliments it. Nevertheless, there are quite a number of beautiful landscapes such as the grassland of Queensland and mountain ranges located near Proserpine. Sydney is also famous for the Handa Opera, a masterful monumental practice held during summer that is unique to this part of the world only. The opera is a combination of various activities that include fine dining and champagne, with a stunning view of sunset from the harbor and lots of entertainment under the beautiful night sky (â€Å"Handa Opera,† 2015). The fete is characterized by a fantastic music projection through concealed speakers with the Australian Opera and Ballet Orchestra sheltered below the stage. The country has a good number of beautiful sites that any visitor should strive to visit. A good example is the Grampians National Park. Located within Victoria at the official end of the Great Ocean Road, the park is home to marvelous indigenous rock art and angled sandstone ridges. The Fraser Island is another place that one should never fail to visit when in Australia. Being the largest island in the world, Fraser Island is gifted with lovely beaches, unique flora and fauna that are dominant in the surrounding rainforests, among others (â€Å"Work and travel Australia,† (2015). This country is definitely a favorite tourism destination that is worth marking in a travel diary. From the elegant Handa Opera to the beautiful sandy beaches of Fraser Island, Australia has more to offer that an individual will find

Complaint Management in Social Media - A Comparative Linguistic Essay

Complaint Management in Social Media - A Comparative Linguistic analysis between Company Websites and Facebook - Essay Example Research findings indicate that complaints are rarely responded to and usually only where the language used is complimentary to and/or helpful to the firm. Therefore, contrary to Hirschman’s theory of exit-voice, companies are not taking advantage of defensive marketing tools calculated to retain customers. Social media is defined as any online forum or site on which users may exchange information, opinions or knowledge. In other words the term social media refers to websites in which users are able to freely post to those websites. Brunty and Helenek define social media as a â€Å"social medium† which facilitates communications between users and communications between users and those who created or manage the website or page. Social media also includes a forum in which users can exchange content. Social media websites provide a variety of ways for users to communicate and include email, message boards, instant messaging, video or audio chatting. The idea is to provide a â€Å"sense of community among users†. ... In this regard, businesses are looking at various ways in which they can benefit from social media via social networking tools such as YouTube, Facebook and Twitter.3 Businesses are now entering unchartered territories in that they can now engage consumer-to-consumer discussions through various online social networking strategies. These communications are uncensored for the most part and permit the consumers to speak to one another freely about businesses and their products. Social media also provides a platform for consumers to speak directly to business management.4 From the perspective of business, the â€Å"quality of user-general content† can range from â€Å"excellent to abuse and spam.†5 Previously, consumers merely went online to explore content and information relative to a business and its products and/or services. Increasingly, consumers are adding their own content to a company’s profile, blogs or websites.6 Thus social media has the capacity to impac t a business’s reputation, sales and might even impact its success.7 This is all the more important because social media tools are increasing alongside internet users who are gathering at social network sites. For example a Pew Report demonstrates that young adults in the US between the ages of 18 and 29 have increased the use of social networks online via cellular telephones. Between 2006 and 2008 online social networking via cellular telephones, among young adults in the US increased by 10% (from 55% to 65%).8 Overall, access points to social networking via the internet have increased exponentially over the years. Globally, users engaged in social networking increased from 54% to 77% by

Effects of the use of web-based tools in Blended Learning Essay Example for Free

Effects of the use of web-based tools in Blended Learning Essay Technology has made a deep impact on all aspects of human lives ranging from communication to learning and enhancing individual performance. The conventional classroom is slowly being replaced by computer based training and online learning environments that has penetrated remote corners of the globe via the Internet. The use of information and communication technologies in education has transformed traditional methods of learning and teaching practices. The personalized learning environment offered by the online medium has great potentials and can influence the learning process to a considerable extent. Technology has been a great enabler of transforming and re-defining the way a system operates and the wide variety of applications that it can support. Many web based learning environments use innovative technologies that have revolutionized the learning process over the past few years. Distance learning through the use of collaborative tools and technologies available has made significant breakthroughs in the field of learning. In the past few decades a number of tools and technologies have emerged that has enabled the users to adopt distance learning courses and training departments are using it to provide cost effective means of implementing learning and development programs for their employees spread across the globe. The online learning environment is supported by various types of tools that provide high level of interactivity and collaborative features enabling participants to exchange messages, files, videos and presentations. This kind of technology is increasingly being used in a wide range of applications ranging from facilitating electronic discussion between students to enabling distance learning programs through web conferencing. The revolution in communication and information technology has had a profound effect on the teaching and learning process. The change is visible in developing learning communities online. Most of the countries and even developing economies are stressing on the use of computers as an instructional medium. E learning encompasses a wide variety of tools and technologies that can be used to stimulate the learning process in an individual. With the help of this technology a variety of online learning services are made available ranging from online searches, tutorials, college courses, and professional courses to professional training and individual development programs. The E learning model adopts high level of audio and video interaction integrated with graphics and animation tool to present the learning module in an attractive format. Educational institutions and business organizations are increasingly adopting the e learning model for learning and training purposes. E learning is being increasingly used as a solution for delivering online learning regardless of physical locations or time constraints. The whole world has become an increasingly connected global community that can share ideas and exchange information through the Internet. More people across the globe are turning towards the latest technology gadgets that have made communication channels smoother and faster. It has proved to be a big resource for individuals who would like to learn a new skill or train themselves in new fields while pursuing their current employment. Hence, E learning field has provided new and better learning opportunities extending its reach beyond university campus and corporate learning centres. Blended learning – an overview Blended learning has been described as a â€Å"phrase introduced by the distance learning community in recognizing the value of synchronous learning activities, like face to face interactions with instructors and collaborative work with peers, as complements to activities performed asynchronously by individual learners† (Howard et al. , 2006). The blended learning system includes both web based learning and traditional classroom learning environment. The web based learning system provides the students with self paced learning modules that they can pursue at leisure and convenience depending on their learning capacity. This learning environment also provides E learning tools that enable live discussions and online learning programs. The conventional classroom settings are used to clarify doubts and queries regarding the course content and student progress. An effective learning environment facilitates interaction between the learners that increases the scope to exchange ideas and opinions, share experiences and assess their level of understanding on the subject matter. A classroom environment provides this kind of face to face interaction enabling the students sharing the same learning goals to coordinate with each other, communicate their ideas and information. Jonassen (1988) has stated in his works that the effectiveness of any learning environment is based on the types and levels of cognitive and metacognitive activity engendered in the learners. It is widely accepted that learning is enhanced in instructional settings where students are engaged in processing personally relevant content and are reflective during the learning process. Learners that participate in active learning activities find learning a more pleasurable and increasingly effective than engaging in monotonous lecture sessions. Online learning provides the learners with the scope to explore the topics and study related theories that increase their level of understanding. The key ingredient to a successful computer based learning application is its ability to interact with the student and direct the flow of learning in accordance with the student capability. The visibility and presentation of information through attention grabbing graphics and multimedia tool make this a more effective learning platform. Once the attention of the student is on the learning tool the application needs to stimulate the learner’s curiosity that in turn leads to search for answers and in-depth study of the learning module. The most effective teaching method involves a high level of interaction between the teacher and the student. A dedicated teacher is one who understands the student’s learning capacity and his shortcomings and guides him through with effective feedback. A two-way communication between the teacher and the student is very effective in the learning process. Computer based learning applications are continually striving to achieve the human to human interactivity level and have been quite successful in this venture with the aid of multimedia based technologies. Blended learning combines the positive aspects of both conventional classroom learning and online learning to provide an enriching learning experience to the students. Web-based tools There are wide varieties of computer-mediated communications technologies that enable manage and support E learning. These tools have facilitated extensive collaboration and communication protocols providing an enriched learning environment. Some of these tools are email, chat, video conferencing, web conferencing, newsgroup, blogs, forums, virtual classrooms, and message boards. Synchronous and Asynchronous tools â€Å"E learning is commonly referred to the international use of networked information and communications technology in teaching and learning. It refers to educational processes that utilize information and communications technology to mediate asynchronous as well as synchronous learning and teaching activities† (Naidu, 2006). Both synchronous and asynchronous tools can be used effectively to communicate, exchange and form ideas and information on a specific subject matter. Synchronous E learning is live, real time facilitated instruction, and learning oriented interaction that enables learners to use electronic means to collaborate and participate in live forums. The root of synchronous E learning has been derived from three main influences: the classroom, the media, and the conference. The virtual classroom uses highly interactive forms of synchronous E learning tools to simulate a conventional classroom environment. White-board, discussion rooms, and break out areas are some of the concepts used to enhance interactivity between learners in a virtual classroom. Naidu (2006) also observes that most of the applications are built around the synchronous learning model that makes use of tools like virtual learning environment, rapid E learning, web casting, web conferencing, video conferencing, webinars, live E learning, and e conferencing. These synchronous E learning tools help in connecting dispersed learners, facilitating real time interaction and collaboration, fostering a sense of immediacy and co-presence, developing a learning community, and enabling access to subject matter expert resources. This kind of learning environment rules out gender and personality dominance that tends to overpower in a traditional classroom setting. It encourages learners towards better teamwork, collaboration skills, strong motivation and extended peer support (Naidu, 2006). Asynchronous tools like emails, electronic forums, online discussions, blogs, provide a platform for students and teachers to discuss ideas and opinions on a specific topic. This form of E learning is â€Å"commonly facilitated by media such as email and discussion boards, supports work relations among learners with teachers, even when participants cannot be online at the same time† (Hrastinski, 2008). This provides a form of flexibility to the learners since they can access learning materials and information any time according to their convenience. The learners can log on to an E learning environment and access training materials, receive and send messages to peers and tutors. In higher education, learners can pursue online courses while taking care of other commitments. Asynchronous E learning tools have the advantage of enabling users to access information and pursue their subject matter with greater degree of concentration allowing the mind to process the information at leisure. However, it also has some significant drawbacks that include greater learner discipline since the learner has to take initiatives to login and make use of the information and tasks involved in learning process. This kind of learning process is more impersonal and isolated as compared to synchronous learning tools that enable live interaction (Ashley, 2003).

Behaviour of managers with their workers

Behaviour of managers with their workers Introduction: Management Behaviour is concerned with the study of the behaviour of managers with their workers/subordinates within an organisational setting. (Laurie J. Mullins, 2005.) The management behaviour is a vital and key part that decides the business success or its fall because it has direct effects on the individual that are in the team of the manger. The manger is responsible to get the most and best out of them and if he is able to do that the business will be positively affected by this. It has always been argued about the factors that affects the management behaviour. But the factors that affect this are the Culture, organisation structure. The study of the individual members behaviour is a key element for the business performance and its success either they are the managers or the low level workers. This not only helps the management of the organisation to understand but also formulate the policies that have favourable effects on the individuals behaviour and subsequently affecting the business performance in the positive way. Company Profile: Tesco, which was started in 1919 and today it is one of the leading and largest British supermarkets in UK. Tesco has also entered the US market with a different name. Many companies in this industry see the Tesco as their role model to succeed in their business. Tesco in also entering different sectors of the retail industry even it has recently entered the financial industry as well by offering the banking services and insurance as well. They studies and analyses the policies of Tesco that they have in place in different business functions of them and tries to implement that in their own businesses according to their own preferences. Culture And Management Behaviour There are many factors that affect that influence the management behaviour in the organisation. But the main factor is Culture. It can broadly be defined as set of norms along with the aspects like values and beliefs which are closely associated with the norm concept. (Kilmann et al. 1985). The culture have great amount of influence in the management behaviour. If for instance the culture in an organisation is power culture i.e. few people have the whole power to make the essential decisions, the management behaviour in those organisations is autocratic behaviour where the work is more important than the individuals. In that environment individuals are motivated through the power and threatening that is related to their work. Many individuals due to this kind of management behaviour either continue their job due to the threat regarding work or they leave the job due to lower motivation due to the management behaviour and the culture. And the other extreme kind of culture is person culture where the individuals are given the importance. They are given the right to speak and express their opinion on the decisio n made by the management and in some cases even the decision making powers are given to them. The management behaviour in this culture is more democratic sort, where individuals are motivated through different factors, which will be later discussed and the main element of the management behaviour is this culture is to achieve the targets of the company by keeping the employees happy. Tesco uses the mix of the task culture and the role culture which are based on the work and type of roles that are given to the individuals. And the management behaviour is partly autocratic and partly democratic depending upon the situation that prevails at that moment. The team based culture in Tesco clearly gives an indication of the democratic process of decision making and work in the organisation. And the behaviour of the management with the staff and since the staff is heard, they are motivated by this. Motivation And Management Behaviour It can be defined as a force which drives an individual to achieve some goal in order to fulfil some need or expectation. The driving force on which it depends it is different for different individuals and depends upon their needs and behaviour. The motivation is a key at work because a motivated person works harder at work and uses his all energy to fulfil the tasks that he is given. (Laurie J. Mullins, 2005.) It a key factor that influences the individuals behaviour and their performance hence resulting in the success of any business and its performance. Motivated staff is very important for the supermarket businesses like Tesco, because if the staff is motivated it will provide the customers the best customer service they can. That is why the organisations like Tesco have a proper management system that conforms not only their corporate policy of happy employees; happy customers but also is tailored and varied according to the situation and environment prevailing. Different organisation uses different motivation tools based on different theories but the ones used by Tesco is Maslow and Hertzberg Theory and Tesco Maslow was the one who said that there are also other factors that affect the individual other than the money which Taylor Fredrick argued. After a well research he came up with a hierarchy of needs that are responsible to motivate the employees in one or the other way. The pyramid of Maslow consisted of five stages of needs according to their priority. Physiological Needs: These are the basic and most preferred needs by the humans and include factors like food, sleep and shelter. Tesco also understands these needs of their employees and importance of these factors in the life of their employees. They provide these needs to their employees by providing them a safe place to work, regular working hours and important facilities like discounted shopping for its workers, staff canteen, and lockers for personal belongings. [ Source: Abraham-Maslow.com ] The next level of needs is Safety need which includes the jobs security, right to express themselves, better management behaviour towards the employees and a feeling of belonging and attachment by the management and the organisation. Tesco also motivates its staff by providing these needs. Tesco fulfil these needs of staff by giving them the job security, most employees of the Tesco are on permanent contract and of they are not on permanent contract, they are offered permanent slots on the basis of their performance. They also have the access to the sick schemes provided by the Tesco to give them the feeling that some cares for them. The third level is the Social/ Love needs this includes the socially active environment to the staff at workplace and opportunity for social interaction between the staff. This will not only satisfy the social needs of the employees but also creates a social and friendly environment in the organisation. Since Tesco focuses on the team based targets therefore they automatically fulfils this need due to the team based tasks. Tesco have working groups at different levels of their organisation including the top management level. They also have certain days in the year where they have all the teams participating in different fun tasks thus offering inter teams interaction and few other occasions like celebrating birthdays of the members and annual events like Christmas, Halloween and others. Esteem Needs includes the self respect and the esteem of others. This may include appreciation by the upper level of staff or even promotions for instance. These needs are related to the future of the employees on the basis of their past performance. Tesco uses this factor as well and the system through which this need is fulfilled is called the 360 Degree Feedback and Appraisal System, which forces on the values of not only self respect but also the respect for others and the appreciation of employees in the basis of their performance. It has a self assessment system that marks the performance of individuals. Usually the supervisors hold meetings to discuss the possible promotions or give them the value awards to recognise their good performance. This not only motivates the employees to achieve more than what they are doing but also makes them feel good and think that if theyll perform well it will be marked. The highest level of Maslows Theory is Self Actualization that includes the factors and area that influences the person in question automatically and there is no particular list area of personal interest of the employee and it varies widely from individual to individual. Although Tesco offers Personal Development plans that recognises the skills and talents of the workers and offers them the career progression options. The outreach plan offers the talented and competent individuals a fast track to reach the management level of the Tesco. Maslow also argued that once one level of needs have satisfied the individual than the next level will automatically motivate the employee to achieve it. (Hiriyappa, B., 2009.) Available from: http://www.thetimes100.co.uk/downloads/tesco/tesco_15_full.pdf [Last Accessed: 10/01/2011.] Conclusion: After all the analysis and research done above it, can clearly be seen that the culture plays a vital part in deciding the management behaviour of an organisation and its effects on the individuals. And subsequently the Management Behaviour plays a key role in motivating the staff, hence positively affecting the performance of the businesses. And since now a days employees are termed as a key asset of an organisation therefore if they are motivated they will play a key role in success of the business. Same happened in the case of the Tesco who has cleverly adopted the Management Behaviour on the basis role and task culture. And created a team based environment in the organisation to fulfil their different needs to motivate them. And these are the reason that has made the Tesco one of the market leaders in the supermarket industry. Since the needs of the Tesco staff are fulfilled they are motivated. Low labour turnover indicates that Tesco treat its employees in a better manner and em ployees there are happy enough to not leave. Available from: http://www.thetimes100.co.uk/downloads/tesco/tesco_15_full.pdf [Last Accessed: 10/01/2011.] . Bibliography and Referencing Laurie J. Mullins (2005). MANAGEMENT AND ORGANISATIONAL BEHAVIOUR. Prentice Hall. p26 Laurie J. Mullins (2005). MANAGEMENT AND ORGANISATIONAL BEHAVIOUR. Prentice Hall. P66 Laurie J. Mullins (2005). MANAGEMENT AND ORGANISATIONAL BEHAVIOUR. Prentice Hall. p294. Hiriyappa, B. (2009). ORGANISATION BEHAVIOR. New Age International. p154155 Mats Alvesson, 1995. Management of Knowledge-Intensive Companies. Germany. P30 The Times 100 Business Case Studies (n.d.), How Training and Development Supports Business Growth at Tesco Edition 14, Available from: http://www.thetimes100.co.uk/downloads/tesco/tesco_14_full.pdf [Last Accessed: 10/01/2011.] The Times 100 Case Business Studies (n.d.), Motivational theory in practice at Tesco Edition 15, Available from: http://www.thetimes100.co.uk/downloads/tesco/tesco_15_full.pdf [Last Accessed: 10/01/2011.] Centre for Leadership Study (n.d.), Situational Leadership Conversation with Paul Hersey Available from: http://www.trainingpages.com/cdocs/liggy/5399/5435/Conversations_With_Paul_Hersey1.pdf [Last Accessed: 10/01/2011.] Abraham-Maslow.com, (n.d.), Maslows Hierarchy of Needs Chart [ONLINE]. Available at: http://www.abraham-maslow.com/m_motivation/Hierarchy_of_Needs.asp [Accessed 07 January 11]. Corporate and organisational culture | Business Studies Theory | Business Marketing Resources. 2011. Corporate and organisational culture | Business Studies Theory | Business Marketing Resources. [ONLINE] Available at: http://www.thetimes100.co.uk/theory/theorycorporate-organisational-culture322.php. [Accessed 7 January 2011]. Strategic Planning: Tesco Activity. 2011. Strategic Planning: Tesco Activity. [ONLINE] Available at: http://www.bized.co.uk/educators/16-19/business/strategy/activity/strategic1.htm. [Accessed 7 January 2011]. BBC NEWS | Business | Sainsburys loses out to rivals. 2011. BBC NEWS | Business | Sainsburys loses out to rivals. [ONLINE] Available at: http://news.bbc.co.uk/1/hi/business/3682544.stm. [Accessed 7 January 2011].

Tennis Ball Investigation :: Papers

Tennis Ball Investigation Aim: Investigate the factors that affect the bounce of a tennis ball. Key factors (variables): 1) Height of drop 2) Surface of bounce 3) Gravitational pull 4) Room temperature/ball temperature 5) Weight of ball 6) Material of ball 7) Brand of ball 8) Age/wear of ball 9) Size of ball 10) Force of drop/push How the key factors will affect the bounce: 1) The higher the drop the higher the bounce 2) The harder the surface the higher the bounce 3) The weaker the gravitational force the higher the bounce 4) The warmer the ball the higher the bounce 5) The lighter the ball the higher the bounce 6) Discontinual-unknown 7) Discontinual-unknown 8) The newer the ball the higher the bounce 9) The smaller the ball the higher the bounce 10) The more force put into the drop/push the higher the bounce I have chosen to investigate 1) Height of drop. Prediction ========== [IMAGE] I believe that the higher the height the ball is dropped from the higher the bounce, because when the ball is lifted the higher it is lifted the more energy is needed to lift it. Therefore more energy is converted from chemical potential energy in the body, to kinetic energy when the ball is being lifted, to gravitational potential energy (G.P.E) when the ball has been lifted to the height of the drop. The more G.P.E the ball has a the start of the drop (point A), the more energy is converted to kinetic energy while the ball is dropping and then to elastic potential energy (E.P.E) while it is static on the floor (point B). At this point the ball looses a percentage of its energy to sound and heating the floor. I know that it is a percentage of its energy that it looses rather than a fixed amount because I know that the more energy the ball has the louder the

blackhod Black vs. White in Joseph Conrads Heart of Darkness Essay

Black vs. White in Heart of Darkness      Ã‚  Ã‚  Ã‚   The warm glow of civilization comforts and protects us all, but is there something more?   Is the heart of darkness lurking just below the surface, accessible to all but revealed to few?   In Heart of Darkness, Joseph Conrad provides the reader with the image of black vs. white in an attempt to convey the idea of an ever-present heart of darkness.      Although the main plot of Conrad's tale is Marlow's journey into the African Congo, this merely sets the stage for a number of deeper themes.   Marlow was a civilized man who believed in imperialism and the acquisition of wealth until he was faced with the horrors within the wilderness.   The African jungle is a far cry from civilized Europe, and in many ways Marlow found himself at a loss as to what the proper course of action would be.   Marlow was not raised to compete with brutal savagery and had always believed in using his logical mind to think his way out of any situation.   This savagery first becomes apparent when Marlow encountered the shaded death grove early on in his journeys. Marlow saw the natives suffering immensely for what seemed to be nothing - their work seemed for naught - but he did not speak up or stop his trek.    This is also the first time that the reader gets a glimpse of the underlying oppositions within the text. Marlow glanced at one of the dying natives, one with a piece of white ... ... Bradley, Candice. "Africa and Africans in Conrad's Heart of Darkness." (24 Jan. 1996). Online Internet. 3 October 1998. Available: http://www.lawrence.edu/~johnson/heart. Conrad, Joseph. Heart of Darkness. Ed. Robert Kimbrough. 17th ed. New York: Norton, 1988. Levenson, Michael. "The Value of Facts in the Heart of Darkness." Nineteenth-Century Fiction 40 (1985):351-80. Rosmarin, Adena. "Darkening the Reader: Reader Response Criticism and Heart of Darkness." Joseph Conrad Heart of Darkness: A Case Study in Contemporary Criticism. Ed. Ross C. Murfin. New York: St. Martin's, 1989. Watt, Ian. Conrad in the Nineteenth Century. San Diego: U. of California P, 1979. 168-200, 249-53.   

Essay --

Brick Dimensions The size of a standard brick is: 76 mm high x 230 mm long x 110 mm wide. Some bricks are made with different sizes. 50 mm and 90 mm high bricks, 90 mm wide bricks & 290 mm long bricks are manufactured for different structural and aesthetic effect. Larger bricks are often used for more economical laying and as design feature either on their own or combined with smaller bricks. In India, the size of brick is 228 Ãâ€" 107 Ãâ€" 69 mm. Larger Hollow bricks (140 mm w x 90 mm h x 290 mm l) are generally used in cyclonic area to ensure reinforcement and grouting in the wall. Wider (150 mm wide) bricks are used in walls requiring lower sound transmission, greater fire resistance levels & higher load bearing capacity depending on the specific brick properties. Circular Cavities are made in bricks. Its’ benefits are that they aid in firing process, reduce weight for handling, provide better bond for mortar. Clay brick sizes may vary after they are fired but size variation between units averages out when blended properly during laying. In most cases, the length of a brick is about double its width, about eight inches or slightly more so as to ensure proper strength. Brick Strength It is defined as the resistance to load per unit area. The strength of brick is determined by the capability of a construction material doesn’t collapse or fall down under the influence of external forces leading to internal stresses. Engineering bricks have average compressive strength of 59MPa. A common house brick is likely to show a range of 20–40MPa. Strength for adobe specimen mean compressive strength: 1.195Mpa, mean modulus of elasticity: 204.5MPa, Mean strain at peak strength: 11%, Mean Tensile Strength: 0.17MPa Strength of EMR autoclaved bric... ... thermal transmittance can be minimized by 1. Avoiding thermal bridges in the brick, and arranging void perforation in quincunx 2. Extending the perforations of void in tongue and grooved area (Tongue and groove is a method of fitting similar objects together) and thereby breaking the thermal bridge. 3. Providing a small gap in the assembly, to improve the bricks conductivity. Drawbacks †¢ The manufacturing of brick emits lots of fluorine which is very toxic in nature. †¢ It also produces electrolytic manganese residue (EMR) which is hazardous to nature. Eco-friendly way One of the research focuses on utility of Expanded polystyrene as a mixture with cement, sand and water and preparing the concrete brick. Which has the average compressive strength of 12.79MPa. te relationship of density and compressive strength is given by correlation fc = 2.43 x ÃŽ ±2.997 x 10-9.

Money as a Motivator Essay

Money as a Motivator: The reasoning behind it. Organizational Behavior March 26, 2013 Table of Contents Executive Summary†¦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‚¬ ¦.3 What is money†¦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‚¬ ¦Ã¢â‚¬ ¦.4 How important money is†¦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‚¬ ¦.4-6 Why companies move to poor countries†¦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‚¬ ¦..6 Money motivation theories†¦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‚¬ ¦.7-8 Keeping employee’s satisfied†¦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‚¬ ¦8-10 Embezzlement scandals†¦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‚¬ ¦.10-12 Summary†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 11-13 Executive Summary The dynamic force that ultimately guides work-related behavior is money, money and only money. In defining the word money on the other hand, we look beyond of what is generally accepted money only being paper, notes and coins, seeing that we believe money in the circumstances of the workplace can exist in various forms. In this case, it is obvious to see that what motivates a company to move towards globalization, according to the facts that it is money and only money. This is one of the reasons we disagree with theorists like Fredrick Herzberg that came up with reasoning or the idea that money does not motivate, â€Å"†¦So for Herzberg money was not a motivator† (Chapman, 2001). Money motivates me to do lots of things, as it does you, and a lot of money would motivate me to do things that I wouldn’t do for less. Famous sayings like â€Å"money makes the world go around†, â€Å"money makes the mare go† and â€Å"show me the money† successfully serve as testaments to our argument but reflecting on the previous examples, money as we have defined it, is clearly the sole motivator in work and many other environments. In the unfortunate cases, money as the sole motivator in the workplace ranges from exploitation of people for cheap labor in some countries, to more publicly-known crimes such as murder and embezzlement. What is actually is money? This is a very commonly asked question, especially  in today’s society. Money is nothing but what you see- printed coins and paper, yet looking at society today it is plain to see money plays a critical part. (Elliott, 2007) There is absolutely no question that we live in a very materialistic world today that we are selves have actually created. In this kind of society, it is strongly believed that the only true motivation is that of â€Å"making the most money.† We, the approving team believe this to be true, especially in the workplace where it seems play the biggest part. The dynamic force that ultimately guides work-related behavior is money, money and only money. That is â€Å"only money motivates people, to get the job done.† According to the Oxford Dictionary the term motivate is defined as â€Å"to give incentive to†, or â€Å"the reason why a person(s) is behaving or acting in a certain way.† It is regarded as the â€Å"internal drive† that can enforce an individual to portray distinct behavior (Kreitner, 1995). In defining the word money on the other hand, we look beyond of what is generally accepted money only being paper, notes and coins, seeing that we believe money in the circumstances of the workplace can exist in various forms. Examples of which include; the sharing of profits, commissions, and tips, share issues as well as objects that can be or are of high monetary value. The following paragraphs will explain to the readers that prove the statement â€Å"only money motivates† by clarifying various examples that have perceived to confirm this statement as indefinitely true. You only have to take one look at society today to really acknowledge that only money motivates. The lottery as an example, there are no other logical reason behind a person’s motive in buying a lottery ticket, or any other form of a gambling ticket other than that person being motivated by the idea they could win a very large lump-sum of money. Things like reality television and radio today will entice people with an amount of money to exploit themselves in every way possible or thinkable way. Let’s can this statement for example, would you hunt down the one person that holds hundreds and hundreds of dollars for the fun of it? Would you eat a year old rotting cow’s intestine out of your own free will? There are also many significant past events have also given people that drive to be, motivated  by money. In the years between1896-1900 the event known infamously as the Klondike Gold Rush created absolute chaos in the Yukon, Canada. The Yukon’s population exploded in the next 3 years as people rushed from everywhere in the world to try their luck in increasing their wealth and fortune, this is a prime example motivated purely by their hopes and in some cases dreams of discovering of gold, in â€Å"the great north of Canada.† (Yukon, 2013) In the workplace today, we are also finding a very similar trend occurring. Money is the reason behind the choice made by numerous men and women today to bid farewell their love ones, friends and colleagues to seek better paid job opportunities overseas, or here in Canada across the country. Engineers, electricians, mechanics, and countless other people are being lured overseas or cross country by wages that allow those people to enjoy the greater comforts in life, and jobs that provide them enough opportunities to grow or move up the ‘totem pole’ in their fields. This opportunity is so great that it also allows for a possible job change. A great man once said â€Å"Money has never made man happy, nor will it, there is nothing in its nature that to produce happiness. The more of it one has the more one wants.† That was said by Benjamin Franklin, former president of the United States of America. (Franklin, 2013) There is no doubt that this case is just one of many. An article with the heading ‘Growing crisis for our hospitals as 5,500 a year join the brain drain in search of better pay’ (Browne, 2001) says it all. Not only are engineers making the move overseas, but they are shifting their focus beyond their national home borders to seek better wages. These individuals are motivated purely by the concept and desire of higher salaries, and a seemingly better life. The motivating powers of money are also drawing the attentions of many star athletes. Soccer and Hockey are a good example, where they take every possible opportunity to play for the ‘highest bidder’, or make the most amount of money, which unfortunately sees a lot of great talent leaving the country. Have they forgone the opportunity to pride fully play for their own country just for the sake of a higher salary? It does appear so. In addition, it has also been noted that professional tennis players have refused to play at some of the greatest tennis courts in the world, because  the monetary awards were not to the player’s satisfaction. Workers and professional athletes are not the only ones packing up to seek better financial opportunities and rewards. Companies have also started to focus their efforts in a more globalized-context by becoming promising multinational companies. There is only one motive behind big multinational companies; they make billions upon billions of dollars. What motivates a multinational company to hire labors from poor countries? They have the ability to make greater profits, because of the lower pay-out. Seeing as people in poorer countries will work for less, multinational companies have realized the way to save big on wages and further increase their profits is to utilize this ‘cheap labor’. In this case, it is obvious to see that what motivates a company to move towards globalization, according to the facts that it is money and only money. This might not always be a bad thing, because these companies do bring work to these countries that might not otherwise have any work. (Dollar, 2012) There are a numerous jobs in society there today, some which most people are less than willing to perform. Yet there are so many people who are willing to perform these jobs every single day. A garbage collector who collects foul smelling trash daily stands by their work because they know they are getting paid enough for their efforts. This is the only reason why they choose to do what they do. You could say, to them â€Å"only money motivates† in this instance. These jobs have nothing to offer in terms of working conditions and other job benefits, all they have to offer is money. These people do not care about the conditions, because the money alone is enough to satisfy. This is one of the reasons we disagree with theorists like Fredrick Herzberg that came up with reasoning or the idea that money does not motivate, â€Å"†¦So for Herzberg money was not a motivator† (Chapman A. , 2001). Thomas A Stewart a writer for Business 2.0 magazines claims â€Å"Money is not a motivator, and that statement is complete nonsense. Money motivates me to do lots of things, as it does you, and a lot of money would motivate me to do things that I wouldn’t do for less. Money motivates.† (Chapman T. ) The reoccurring incidences of wages disputes and industrial strikes that have  loomed society also offer a proving point as to why only money motivates. Qantas baggage handlers and freight workers were recently involved in a protracted dispute with the company about wages. (News, 2011) More significant recently were the strikes of nearly 4000 Sydney bus drivers, which affected most of us in some way. This big fuss was caused all by one major issue- pay. Bus drivers of Sydney had called for a 27% increase in their base wage over three years. Claiming that, their pay had fallen far behind other public sector jobs in recent years. Everywhere in the media we hear about unhappy workers calling for pay rises. Yet you never do you hear workers striking over other workplace related issues. It almost sounds unbelievable for a group of staff if they were receiving high pay packages, to strike over their belief that they feel unappreciated or undervalued in the workplace and because they feel their achievement have gone unnoticed by managers at work. This subject matter then makes want to ask where non-monetary gestures fit in all this? Our belief is that non-monetary factors such as working conditions, interpersonal relationships and organizational policies and procedures are not motivators but merely hygiene factors that only serve to keep people from being dissatisfied, so here we indeed agree with Herzberg’s theory of motivation. We believe the factors that provide job satisfaction only cause and strengthen organizational commitment, but not motivation or work performance. Many people these days would rather work overtime, weekends and nights than call it a day if they knew they were in return receiving a bonus from their supervisor. As mentioned before monetary rewards such as share and stocks can also be regarded as money. Many companies offer these options to their employees to motivate them towards achieving the organizational goals of higher work productivity and performance. Last year, Vodafone granted share options to more than 42000 employees around the world. Each employee receiving an option to buy Vodafone shares with a face value equal to 50% of their annual salary (Vodafone, 2001). Proposed plans like these have been a success as a survey conducted in 1997 discovered that broad-based stock option companies  had 31% more productivity than all public companies (NCEO). Share schemes are improving productivity because employees are realizing that the more profit the business makes the greater the dividend they receive. This will thereby securely aligning the employee’s individual goals of making money with the organization’s overall objective of profitability and success. Money is also the only reason behind employees staying with a company. Offering bonuses and having an above-average salary. Entrepreneurship maintains if you want to keep and retain employees you must: 1. Pay employees higher than market rates; ‘employees stay happier and work harder if they are paid higher than the normal market rates.’ 2. Establish a signing or continuation bonus. One local entrepreneur offered a key receptionist a $5,000 bonus if she stayed three more years. If she left before the three years, then she was legally responsible for the prorated share of the bonus not earned. We believe that bonuses that tie employees to the company over a three to four year time period are excellent investments. 3. Have an incentive system in place. It is plain to see that more money will motivate an employee to stay with their firm and therefore insure the long-term viability of the business. Would having flexible hours and challenging work entice an employee to stay, if they are not receiving an appealing pay package? It is highly unlikely. 4. Create a culture of education, for employees; the single most important motivational factor was the ability to learn. To keep employees motivated, agencies need to build a culture of learning, where employees leave more enriched at the end of each day. 5. Provide regular, consistent feedback. Employee feedback is a critical part of the education process, and shouldn’t just be relegated to the annual review. To be effective, feedback needs to be specific and actionable. But that’s not always how it works. In a study by Leadership IQ, 53 percent of employees said that when their boss praises excellent performance, the feedback does not provide enough useful information to help them repeat it. And 65 percent responded that when their boss criticizes poor performance, it doesn’t provide enough useful information to help them correct the issue. (Daniel Debow, 2011) On a different note yet still on the context of the workplace, money has also motivated a minority group of individuals to the extreme point of corruption. Sneza Suteski, an accounts clerk, was found guilty of murder for arranging the death of her boss. What was her motive? Money, Suteski devised an â€Å"elaborate and complex† scheme by changing bank numbers in the automatic payments system for invoices she got approval for that would have seen $500,000 flow into the bank accounts of herself, her brother and her ex-boyfriend (Crichton, 2002). This case serves to prove the extreme motivational power of money in the workplace, even if it involved carrying out something horrendous like murder. Emphasizing the point once again, that people are purely driven by money. Embezzlement is another workplace related crime purely motivated by money. It involves the act of an employee stealing company funds from their employers. This month, there are many â€Å"famous† embezzlement cases throughout the world, this case is just one of many. In 1997, Yasuyoshi Kato embezzled $90 million from Day-Lee Food’s Inc. (Marguet, 2011). This case is seen as the worst embezzlement case in the history of the United States. This is just one of many cases of embezzlement that is going on in workplaces today. Employees that carry out these unethical and dishonest acts are driven by the thought of getting their hands on one thing only- money. Famous sayings like â€Å"money makes the world go around†, â€Å"money makes the mare go† and â€Å"show me the money† successfully serve as testaments to our argument but reflecting on the previous examples, money as we have defined it, is clearly the sole motivator in work and many other environments. In fact, it is such a powerful motivator that it enables people to consistently work under conditions that the majority wouldn’t wish to encounter for a day. On the other hand, if people don’t have enough, workers and unions are happy to disrupt the lives of the public to get more money and where this is not possible, many sporting and other individuals are happy to leave the country in search of it. In the unfortunate cases, money as the sole motivator in the workplace ranges from exploitation of people for cheap labor in some countries, to more publicly-known crimes such as murder and embezzlement.  Ultimately, there is no doubt in our minds and everyone else’s heads that ‘only money motivates’. Summary Money is nothing but what you see- printed coins and paper, yet looking at society today it is plain to see money plays a critical part. The dynamic force that ultimately guides work-related behavior is money, money and only money. That is â€Å"only money motivates people, to get the job done.† In defining the word money on the other hand, we look beyond of what is generally accepted money only being paper, notes and coins, seeing that we believe money in the circumstances of the workplace can exist in various forms. You only have to take one look at society today to really acknowledge that only money motivates. The lottery as an example, there are no other logical reason behind a person’s motive in buying a lottery ticket, or any other form of a gambling ticket other than that person being motivated by the idea they could win a very large lump-sum of money. There are also many significant past events have also given people that drive to be, motivated by money. Money is the reason behind the choice made by numerous men and women today to bid farewell their love ones, friends and colleagues to seek better paid job opportunities overseas, or here in Canada across the country. In this case, it is obvious to see that what motivates a company to move towards globalization, according to the facts that it is money and only money. This is one of the reasons we disagree with theorists like Fredrick Herzberg that came up with reasoning or the idea that money does not motivate, â€Å"†¦So for Herzberg money was not a motivator† (Chapman, 2001). Money motivates me to do lots of things, as it does you, and a lot of money would motivate me to do things that I wouldn’t do for less. The reoccurring incidences of wages disputes and industrial strikes that have loomed society also offer a proving point as to why only money motivates. Our belief is that non-monetary factors such as working conditions, interpersonal relationships and organizational policies and procedures are not motivators but merely hygiene factors that only serve to keep people from being dissatisfied, so here we indeed agree with Herzberg’s theory of motivation. Many companies offer these options to their employees to motivate them towards achieving the organizational goals of higher work productivity and performance. It is plain to see that more money will motivate an employee to stay with their firm and therefore insure the long-term viability of the business. On a different note yet still on the context of the workplace; money has also motivated a minority group of individuals to the extreme point of corruption. This case serves to prove the extreme motivational power of money in the workplace, even if it involved carrying out something horrendous like murder. Embezzlement is another workplace related crime purely motivated by money. Famous sayings like â€Å"money makes the world go around†, â€Å"money makes the mare go† and â€Å"show me the money† successfully serve as testaments to our argument but reflecting on the previous examples, money as we have defined it, is clearly the sole motivator in work and many other environments. In the unfortunate cases, money as the sole motivator in the workplace ranges from exploitation of people for cheap labor in some countries, t o more publicly-known crimes such as murder and embezzlement. Bibliography Chapman, A. (2001). Frederick Herzberg motivational theory. Retrieved March 9, 2013, from http://businessball.com: http://www.businessballs.com/herzberg.htm Chapman, T. (n.d.). Business 2.0. Crichton, S. (2002, May 29). Cold hang behind her boss’s murder gets 24 years’ jail. Retrieved March 13, 2013, from http://www.smh.com/au: http://www.smh.com.au/articles/2002/05/28/1022569772348.html Daniel Debow, R. (2011). 5 ways to keep your rockstar employee’s happy. Dollar, D. (2012). Making Globalization Work for the Poor. Retrieved from http://worldbank.org: http://live.worldbank.org/making-globalization-work-poor Elliott, M. F. (2007). Greenwood Guides to Business and Ecomomics: Money. Westport, Conneticut : Greenwood Press. Franklin, B. (2013, Feburary 24). www.brainyquotes.com. Retrieved from Brainy Quotes. Marguet, C. T. (2011, April 22). The top 10 embezzlement cases in modern US history. Retrieved March 16, 2013, from marquetinternational: http://www.marquetinternational.com/pdf/top_10_embezzlement_cases_in_us_history.pdf NCEO. (n.d.). Broadly Granted Stock Options Improve Corporate Performance. Retrieved March 16, 2013, from www.nceo.org:

Unit 4, Case Study 4 Skin Cancer

I have researched many different Web-cites and articles to try and determine what role genetics plays in skin cancer. Yes there are certain genetic mutations that are inherited, or passed through the germ-line, but the main cause of skin cancer is UV radiation which is an environmental genetic defect. Many cancers begin when one or more genes in a cell are mutated, creating an abnormal protein or no protein at all. The information provided by an abnormal protein is different from that of a normal protein, which can cause cells to multiply uncontrollably and become cancerous.CDKN2A- mutations in this regulator of cell division are the most common causes of inherited melanoma. They are however still very uncommon overall and can appear in non-inherited cases. People who have this often have a large number of irregularly shaped moles and are often diagnosed at a relatively young age. The MC1R gene provides instructions for making a protein called the melanocortin 1 receptor. The recepto r is primarily located on the surface of melanocytes, which are specialized cells that produce a pigment called melanin. Melanin is the substance that gives skin, hair and eyes their color.Melanocytes makes two forms of melanin, Eumelanin and Pheomelanin. The amounts of these two pigments help determine the hair color and skin usually the more Eumelanin the darker the hair and skin, also will tan easily. It also protects the skin from UV radiation in the sunlight. The more Pheomelanin the hair is red or blonde, freckles, and light skin that tans poorly, because it does not protect the skin. Which puts them at risk for skin cancer. Many changes in the MC1R gene increase the risk of developing skin cancer, including a common, serious form of skin cancer that begins in melomcytes.Skin damage caused by UV radiation from the sun is a major risk factor for developing melanoma and other forms of skin cancer. These gene mutations germ-lines are passed from parent to child through the MC1R g ene but UV radiation is the highest risk factor for getting skin cancer, and the most common in the most common in skin cancers. People who are genetically susceptible to skin cancer should avoid prolong exposure to the UV radiation from sun light, wear sun screen, and enough protective clothing when outside.